Ideas on People and Performance, Team Building, Motivation and Innovation

Category: The Search for The Lost Dutchman’s Gold Mine Page 2 of 3

Two new testimonials about The Search for The Lost Dutchman's Gold Mine teambuilding exercise

Most of my posts try to be informational and instructive and I love adding cartoons and poems and haiku and all that for spice. But occasionally, it is simply useful to me to post up some good testimonials that I can offer up to people who are interested in our products and services.

The Search for The Lost Dutchman’s Gold Mine is our flagship exercise for building teamwork and inter-organizational collaboration. It works great at every level of an organization as a tool for leadership development and organizational alignment or even for implementing strategy and change. It is easy to deliver, inexpensive, reusable, and very effective.

Below are two testimonials, one from a long-term consultant user of the exercise and one from a client.  Clicking on the LDGM testimonial images will take you to different slideshare overviews of the exercise and its impacts – the top one is about pricing options and the second shows links to issues of organizational development and how the exercise can be debriefed.

Speculand Testimonial LDGM 100

and

TF Testimonial LDGM Helal 100

I will add this one, from a senior line manager who rented the LDGM exercise from us and who chose to rent it again after she changed jobs and had 50 new reports — she wanted to involve and engage with her in a session on alignment, one designed to demonstrate her leadership style and her organizational goals in a fun and engaging way:

Testimonial on Lost Dutchman's Gold Mine team building game

Rent The Lost Dutchman's Gold Mine team building game

We are really proud of how well the Lost Dutchman exercise works for organizational development and alignment issues. Please contact me if I can offer any additional information or assistance,

For the FUN of It!

Facilitation tools and engagementDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

 

 

Team Building and Large Event Management Ideas

My network of consultant users is sharing the idea that the “large team building event business” which has been pretty sparse is starting to pick up once again. There seems to be renewed interest by companies in hosting effective team building events for their management teams to help refocus on issues of business improvement or interdepartmental collaboration. The theme of strategy implementation has inherent interest, as does general teambuilding to improve interdepartmental collaboration.

This is good for us because we offer one of the most effective simulations out there for helping to focus people in the theme of optimizing results through better communications, alignment and planning. We are also well-positioned to build on the successes of many of the outdoor training or challenge courses that set the stage for less work on individual learning and more work on organizational improvement.

LDGM LinkedIn PMC Page Logo 50

The Search for The Lost Dutchman’s Gold Mine fits a unique position in the marketplace. It is inexpensive to own and use, with only a one-time purchase price and no annual fees or licensing requirements or similar. A corporation like Wipro can run it with 30,000+ employees with the additional cost of printing paper, for example (true!). And I just got a testimonial from a consultant user who has had the game in continuous use for 19 years (that even shocked me!).

And people are reporting that their organizations have not been doing much with teamwork, sometimes for many years. They battened down the hatches on those kinds of developmental events a few years ago and just have not moved toward re-energizing their people or refocusing or realignment. The time seems to be approaching when some solid OD will have clear benefits.

If you might be interested in a solid developmental activity, you can rent the exercise from us, custom-packaged to meet your desired outcomes. You are dealing with the principle designer and owner of the company, so you get hands-on support at a high level.

Rent The Lost Dutchman's Gold Mine team building game

Lots of people look to do team building within their organizations and Dutchman is one of those exercises that works well with small and large groups.

Normally, my conversations are generally with consultants and trainers who have been doing these kinds of things on a smaller scale and are looking for some new tools and approaches. Many of those conversations were with the, “been there and done that” crowd who were simply looking for some new and better tools than what has been out there in the marketplace.

We also just put together an agreement with Challenge Korea, an outdoor-based team building company who is going to begin using Dutchman, in Korean, and working to assist the larger companies there. It will be a good product addition to their current offerings, and will enable them to build more collaboration and followup implementation with their clients.

Scott Simmerman Lost Dutchman DebriefSo, it has been fun to put my Coaching Hat on once again, along with my Event Planner Hat, and offer up some ideas for optimizing impacts for these new clients.We just had one organization run Dutchman with 9 different groups of college accounting students all over the US, with sizes from 140 up to 250 — and with great reported successes.

The exercise is about getting help along with information and on collaborating and sharing information and resources to optimize results. But what leaders see are people choosing NOT to get available planning information, to compete rather than collaborate among tabletops and to choose to not get help from the game leaders who are there to help! The messages are pretty obvious and the debriefings are most excellent.

Anyway, it is really neat to see these kinds of large events start happening again, since they can be powerful events to engage people in change and improvement and to lead them out of the current “engagement doldrums” that we seem to find ourselves.

Have some FUN out there yourself!

Scott Simmerman, creator of the Square Wheels images and toolsDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

Debriefing Teams for Optimizing Impact – some thoughts on facilitation, planning and debriefing

I have been supporting the use of my team building board-game simulation, The Search for The Lost Dutchman’s Gold Mine since I started selling it to consultants and trainers back in 1994. Because I am so familiar with how it works and because I have done it so many times, I simply forget about the learning curve and the challenges faced by a new facilitator. So, I thought to share some ideas on keeping things simple and bombproof.

The exercise comes with a variety of instructional supporting materials plus the oft-repeated notion that the user can readily contact me by phone, email or Skype or whatever. But I would guess I actually hear from maybe 15% of the new users. More often, I tend to hear from the experienced users looking to spin the game off into a different direction or that have some delivery constraint they would like to solve. You can find some ideas around those issues in other places in the blog.

• Read about some general key learning points about team building and collaboration on the blog that is found here (Learning Lessons from Lost Dutchman’s Gold Mine.)

• You can find some ideas about how to run large group team building events here. (This is focused on Dutchman but applies somewhat generally.)

• Here are some thoughts and ideas about delivering cross-cultural kinds of learning and team building events. (See more about cross-cultural frameworks for leadership development using Lost Dutchman here.)

• Here are some thoughts about getting through Day 1 of the exercise, when you are going to have a crash course in banking the game and also teach the Team Traders their role. (Find the blog about Surviving Day One here.)

• You can find some ideas for operating The Trading Post here. This is about how to “bank” the exercise. (Click here for Provisioner Training blog)

Generally, if you will search the blog with the search term “Dutchman,” you can find a variety of abstracts about many different articles on delivery.

Lost Dutchman's Gold Mine THE Games for Teambuilding PMC Home Page icon 2

I recently got a most excellent email from a new user, a person who I think is relatively junior in his organization of team building experts but one of the few who speak English. They purchased the Pro Version of the game and that game comes with a huge variety of play and debriefing possibilities. So, he asked me some questions:

Opening to my email reply:

Basically, I do what the client needs me to do to generate the desired outcomes they want. From their goals and objectives, I “automatically” adjust many of my leadership behaviors to align with their goals.

Please do understand that there are a few different aspects to all things about Dutchman, from small ideas that can be stressed in some client situations and not in others as well as differences in how the exercise is functionally facilitated. One can deliver the game and make people stick tightly to the rules and timelines or one can allow tabletops some flexibility.

Like cooking a meal, there are various ways to put it together. I do NOT play tight with the Beacon Card, for example. I do NOT take half of the gold from the team if they ask for help. That would embarrass them, in my opinion. So, the Beacon Card is simply a relief valve for the stress of planning and playing = they can always get help if they mess up and it takes the fear of “death” out of the play. I simply use that process to ask the players at the tabletop what choices they made and what they might have done differently and I relate it to their business practices if I can.

I try to go out of my way to explain how the exercise works and how to frame the game to optimize outcomes. Here is a post I did a while back as a specific reply to some questions about linking the play of the game to some issues for a large global senior manager meeting. (That delivery went extremely well!) My goal is to share the best ideas I can with my user-customers.

•GAMES link for homepage

On Mar 28, 2014, (new customer) Robert wrote:

Please give us a feedback on the Debriefing: – There are many debriefing formats. Is there any order to which we can review them?

There are many dozens of ideas and discussion topics in the combined debriefing slide files. And there are many different styles for debriefing — I would guess that every facilitator using the game has evolved into doing things in their own unique way based on their personal style, their experience, and the audience.

This is over-viewed and discussed in some new video recordings I made available and I have included the links to these. When you get to the debriefing, there are all sorts of possibilities. I generally start my debriefings with the use of a series of cartoons, which allows me to comment visually on some of the key observations and make connections to desired outcomes.

MY style tends to show a question that I know is directly relevant to the client’s goals and outcomes. It is a high priority slide both in discussion time required and in its intended impact, for example. I show the slide, ask the question and then allow time for each table to discuss the issue. I will often move around through the group, listening to ideas they are discussion and possibly commenting or supporting or suggesting that they mention that to the larger group (when I allow the more public individual comments during the group discussion time on that question.)

My selection of which slide to use is also a fairly complex decision process, since I will never have all the time I would like for debriefing.

Plus, if we were doing a general debriefing after the session and returning back in the afternoon for a WORK session to define specific ideas to be implemented and to form work teams interested in implementing those ideas, my two debriefings would be somewhat different.

There is NO “Best Debriefing” and no ONE Debriefing. That is why so many different debriefing slides are included with the exercise.

Personally, I think I do a good job with my facilitation of the debriefing. But Thiagi would do something totally different, as would other users like Jeff Taylor or Gregg Baron. Each of us has our own style and every client is different. AND NO ONE WOULD DO IT THE WAY I TOLD THEM TO, ANYWAY!!! (grin)

There is a kind of script with that video link that I mentioned above but even that is not a fixed script. I simply talk about what I saw in the context of what the client wanted in the flow of the cartoon series. Some things are somewhat constant and consistent while some other slides generate wildly different comments from me.

I do have some notes included within the comment sections of some of the slides and there are some written discussion debriefing ideas in various places.

If you are debriefing a game focused on generating ideas about how to improve your personal facilitation of the game, you would do a much different debriefing than if you were running a session for the most senior managers of Samsung who were interested in the implementing of a new strategy, right?

The funny thing about your questions to me is that you are providing me with no real context other than “debriefing.” If I do not know what you are trying to accomplish with the debriefing itself, it is really hard to help. That is why I engage the client in clearly defining their desired outcomes; it helps me focus all things toward those goals.

I do not use the formal paper debriefing handouts that are included in different versions in your toolkit. Others might. It depends on the use of the handouts and what they are to accomplish. If people feel that they will be collected and analyzed and that they are personally responsible and accountable for what they write, you would get a much different outcome than if they were told that they were just simple worksheets on which they might capture their ideas.

There is no one way to cook a meal. And, since you are in Korea, there are many styles of kimchi with every chef doing things differently.

Basically, we are not some solution looking for a problem, but a tool that can be skillfully used to generate behavior and discussions of choices and the planning for different desired outcomes. These are two very different frameworks.

My approach to delivery is as a Facilitator, not a lecturer. My goal is to generate thinking and considered alternatives.

But this is all a result of facilitating organizational improvement initiatives since 1978. I am still learning…

For the FUN of It!

 Scott Simmerman Lost Dutchman DebriefDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

Provisioner Training for The Search for The Lost Dutchman's Gold Mine

One aspect of delivering The Search for The Lost Dutchman’s Gold Mine for a large group is that you need three people to help operate the game for every ten tables (60 participants). The banking and the delivery are really straightforward, but they do require a review of rules and systems and optimal processes. And you can run lots of really large groups, cheap. You just need some helpers!

I just finished a webcast for about 70 people who will be involved as Provisioners in the banking of 9 different sessions of between 140 and 290 college students, each. This is part of a professional honor society’s student development initiatives and they will be running Dutchman all over the US. Pretty neat. Almost 2000 students will go through this as part of their orientation to the accounting profession.

So, I am volunteering a good bit of extra time to help them, with this webcast being but one of several coaching sessions for their supporting volunteers.

As of yesterday, I now have a much more refined and detailed powerpoint training program for Provisioner (banking) Training. Any of you that own the game would probably find it useful, since it reviews ALL of the key parts of the support activity and might point out something you either missed or did not quite understand about the delivery.

Provisioner Training powerpoint for Lost Dutchman teambuilding

(Square Wheels: Part of it got video recorded before the movie-making software decided to quit. There were a couple of things I also want to clarify in the back end of it, also, so I will redo the second half and put it all together within a few days. Square Wheels really are everywhere!) But it will be a better product when I redo it…

The powerpoint of The Search for The Lost Dutchman’s Gold Mine is done for this part of the training, if you want to take a look at it.Click on the link and I can email it to you if your game needs updating.

You can find a complete overview of the key aspects of Dutchman in another blog post that has a connection to our slideshare program describing the exercise.

Lost Dutchman's Gold Mine overview slideshow

Dutchman is one of the premier team building exercises in the world, especially when used for very large group presentations. Highly interactive, and focused on collaboration and strategic planning, leadership, motivation and teamwork.

This game works for large group team building events and is easy to facilitate and debrief. I also built them a special debriefing that you can get if you request it,

For the FUN of It!

Scott Debrief

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

Optimizing Profit through Collaboration – Ideas for Lost Dutchman Deliveries

We designed and sell The Search for The Lost Dutchman’s Gold Mine, a team building exercise focused on planning and collaboration, among other key outcomes. A recent purchaser sent me an email this morning with a simple question but one that I thought merited some elaboration, since there are any number of design features and delivery spins that impact the desired outcomes of the client.

Hello Scott,

I am thoroughly enjoying facilitating the Lost Dutchman’s Gold Mine team building.  🙂

So far I have had groups between 40 – 50.  Next week I have a smaller one (4 teams).  How many videos do you suggest I have on hand of each?  

Thanks so much!

Warmly,

First, it is nice to get the positive feedback (testimonials) and to know that she is making money from her investment in purchasing the exercise. Secondly, it is a very good question that I somewhat address in the training materials included with the exercise, but something that obviously could use some additional explanation and some awareness as to issues and opportunities.

So, I sent her a brief overview of my thoughts and promised that her questions would generate a more complete blog post from me today, one that expands on a number of ideas around this simple question. Like my post yesterday, where I discuss the philosophy around the game board design as it relates to my goals of generating more planning and  collaboration (found here), this post also discusses themes of how the available resources can link tightly to desired outcomes.

The Videos are a metaphor and game accessory that ties to strategic planning and best practices. The Mine Video is about the gold mine and contains Cave Cards that teams find useful. Getting that Video costs one day of time and the team getting it leaves on Day Two of the 20 day exercise instead of Day One. (See more on this on the other blog post if that is of interest.)

Lost Dutchman's Gold Mine Video Covers

The second video, on Tortilla Flats, contains best practices resources and one video can actually support three teams if the resources are shared across tabletops. I choose not to expand on that here.

So if there are four tabletops playing, her question is how many Videos should she make available for play?

The answer is that it depends on the desired outcomes for the session. Allowing the teams to all get both videos would mean that there are wasted planning days and a bit of analysis paralysis… They do not NEED to spend that much time gaining information and they are losing days of Mining Gold because of it. Plus, with all that information available to every team, it takes away some of the excitement and risk and all that.

Having too many resources is NOT motivating. Having sufficient but not excessive resources to accomplish something adds more challenge. People are not motivated climbing stairs but they are when using ropes and climbing gear to make that ascent!

Having only ONE of each Video available is a scarcity model. The Mine Video resources and information are not as available to the others and there would be little incentive for a team that acquires that to share it — the competitive aspect of it would play in. Having one Tortilla Flat Video would enable 3 of the 4 teams to optimize their performance if – and only if – those resources were shared. If one team got both videos, they would see all the teams leave on Day One and they would leave on Day Three. They would also mine more gold than any of the other teams and they would have an easier time of it, overall.

So, one needs to balance resource availability.

Generally, for a group of 4 tabletops, I might play with three Mine Videos and two of Tortilla Flat so that resources could be shared with all teams.

But there is another option that I really like to do with smaller groups and one that emphasizes the issues around inter-team collaboration even more than the regular design. That involves what we refer to as the Optimizing Profit Performance Option or what I refer to as The Assay Office Version, since that was what it was originally called. There is a long history as to how it evolved but here is what it is and how it works:

Assay Office Mine Video Cover IconThis Assay Office version of The Mine Video contains extra Cave Cards, more than one team could possibly use. So, the design is that the team acquiring this Video would absolutely know that they have extras that they could share with another tabletop. And, this Video also contains information that by using a Cave Card, a team could acquire an extra ounce of Gold each day, 11 ounces rather than 10.

We tell the teams getting this “new edition” of the video that it is different than the old ones — we generally use only ONE of them in a delivery. We tell other teams getting the “old editions” that they should check with that other team to understand the changes that were made in the new edition. WE TELL THEM TO CHECK; WE TELL THEM TO SHARE; WE GIVE THEM EXTRA CARDS!

If a team reaching the mine uses a Cave Card, they can ask for an extra ounce. ANY team using a Cave Card can ask for an extra ounce. Thus, if they got the Assay Video, they should remember to get the extra gold and if they heard about the Assay Video and used Cave Cards given to them (or if they got their own Mine Video with cards), they could also get the extra ounce.

We now simply use a spreadsheet to track when the team asked for the extra ounce and we know which team got the Assay version and which teams could have benefited.

Assay Office spreadsheet

In the above example, the Yellow Team got there a day later (staying home and getting both Videos) and they got the Assay Office version of the Mine Video. We know this because of the day they arrived plus the reality that they used the information to acquire the extra ounce the first day of mining. We know that they got the Tortilla Flat Video because they did not leave on Day 14. (this is information that only game owners would understand!) The Yellow team optimized their results and mined the most gold, contributing the most to the overall gold mined. Remember:

The Goal - Gold Hand gold

You might guess that the Red team got an older version of the Mine Video and spent that extra day at Apache Junction and never did find out about the extra gold. They left on Day 14.

The Blue team got there on Day 7 so they did not spend a day planning — they acquired Cave Cards (or at least started using them on Day 9) and someone shared the Assay Office information with them. Only on Day 13, the day  before they left the Mine, did the Purple team actually use a Cave Card.

(These are actual game results, by the way. This version is harder to administrate than our regular one because there is more tracking. I also think it would be really confusing in a large group environment and harder to debrief.)

If the different teams would all share information and collaborate, they mine more gold and the goal of the game is to mine as much gold as we can, not to compete and win as your own team! If the teams asked the Expedition Leader for advice or assistance, we would also help them to understand how this works. We explain this only to the team getting the first Mine Video, the Assay Office one.

This blog is written for users or those about to facilitate and support a delivery of the exercise so apologies if you got this far and remain a bit confused. For those of you familiar with the normal delivery, I trust that this will make some elegant sense. If you click on either of the two icons above, you can go to the order page for the exercise to add this to your toolkit. It comes free in our Professional Version of the Lost Dutchman game.

You can read more of my thinking on collaboration versus competition at this blog post of mine – click here

You can find a nice screenshare overview of the complete exercise by clicking on the image below:

Slideshare Dutchman icon

For the FUN of It!

Scott Debrief

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

Common Traps when Debriefing – some ideas from Roger Greenaway

Roger Greenaway is a superb facilitator. Even though we have never met, we run in similar loops and his work is commonly referred to by my customers and other people in this business of learning. He and I have had some good correspondence on ideas and his work — regardless of your skills — is useful.

You can find his website here, and I wanted to write about one of his posts because I think it is really solid and related to what we do with our team building games and what we might do better.

Roger sees some of the common traps as these:

1. Apologising for holding a review
2. Asking ‘What did you learn?’ at the start of a review
3. Speeding: expecting instant thoughtful responses
4. Trivialising: expecting brief answers to big questions
5. Controlling the whole review process, or trying hard to do so
6. Keeping the whole group together for every review process
7. Filling up flipcharts
8. Strongly favouring one learning style
9. Assuming that everyone had much the same experience
10. Welcoming certainty
11. Talking too much as a facilitator

and he details his thinking on this page on his website.

I wanted to reframe one of these because it is  common to my suggested debriefing around game play in The Search for The Lost Dutchman’s Gold Mine and are commonly used in most game debriefings. Roger’s #2 problem is one of the ones that I disagree with (2. Asking ‘What did you learn?’ at the start of a review).

Roger suggests that there is an Unintentional Message, that:

“The learning has already happened – so don’t expect to learn anything new in this review.” Just four words (“What did you learn?”) transform an opportunity for new learning into a memory test.

Avoid trap 2  Follow a sequence that is designed to generate learning from experience during the review. For example:

  • Start by asking for descriptions of what happened and of what people were doing. (Consider how selective you want these accounts to be, and whether you want participants to focus on particular themes or perspectives.)
  • Ask yourself (or the group) whether visual aids would assist their reflection and communication (eg pictures, diagrams, photos, video or re-enactments of key moments).
  • Encourage participants to look out for different versions of events and experiences. Such curiosity helps to bring out new learning.
  • Notice how much description is ‘external’ (equivalent to CCTV footage) and how much reveals ‘internal’ worlds of feelings, reasons, intentions etc. Recognise that a lot of learning will arise from bringing out new information – both external and internal.

If you also want the group to recap what they have already learned, try to do so in a way that does not interfere with their expectations of new learning arising during the review process.

My thinking is that this is the BEST way to start the debriefing and learning part of an experiential learning session anchored to a game.

What did you learn from playing Lost Dutchman's Gold Mine exercise

I will suggest that this simple question of, “What did you learn from your experience,” done as a tabletop open discussion really allows our players to discuss the game from an ending perspective, that it allows them to discuss the decisions that they made that led to the different outcomes that they got.

One of my goals is to get that experience fully anchored in their thinking and to get the play of the game up front, so that we can discuss it and “put it in the back and move forward.”

Since it is done at a tabletop among teammates who shared an emotional experience, it has been my experience that the group is able to talk about information that was accepted and rejected, advice and help that they could have received early in the game, etc.

It was my experience in debriefing the exercise early on that the players would continue to talk about the play of the game as we tried to move ahead in our discussions of the choices they could make for improving the workplace, that the game was getting in the way of the learning… By allowing them to discuss their shared experience and decisions first, we could get that out of the way and move on.

I then repackage this same question and get them to focus on the learning as it relates to their organization, the desired outcomes for the session and the issues and opportunities they see for change and improvement. I want to use the behaviors of the game to link to the behaviors in the workplace.

Reading Roger’s thoughts on this is interesting and gives me pause. Maybe there are other ways of accomplishing the same kinds of things. My thinking was to spend a bit of time on this and NOT allow a long and divergent discussion of the game, but to move quickly toward choices and links to the workplace.

You can see an overview of The Search for The Lost Dutchman’s Gold Mine here.

Your thoughts?

Discuss what you might do differently

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s blog on Poems and Quips on Workplace Improvement is here.

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X-Teams and Improving Team Performance

Some thoughts on optimizing collaboration, building leadership and clarifying Visions through alignment and team building.

(You can print out this article at www.squarewheels.com/articles3/X-Teams_and_Lost_Dutchman.pdf and you can find a variety of other articles and tools at www.squarewheels.com/resources/resourcesandinfo.html )

Ancona and Bresman’s book on X-teams (2007) generated some interesting thoughts as I considered the components they discussed. Basically, they talked about improving the external focus of teams and how that could be so beneficial to overall organizational collaboration.

Maximum team effectiveness comes from aligning people to work together on shared common goals and providing them with the information and resources to get things done. And today’s organizational complexities generally mean that only people working together and across departments will generate optimal results on critical improvement issues. Complexity makes it very difficult for even highly effective leaders to motivate people and effectively implement improvements with team involvement. It takes team perspective and alignment to get things done in most cases.

Drawing Board Two green

Caption:  Working together to put new ideas into place and test how things really work. All of us know more than any of us and this is a great time to step back from the wagon to look for new ideas. Don’t just do something, stand there and take an analytical look for new ideas and opportunities across the organization.

Developing strong and effective teams and generating focus on key issues and opportunities can have extensive positive impacts of many kinds and there are compelling reasons to use teams to implement improvements. And while improvement goals often seem clear at the top, those same goals are often muddled in the middle and fuzzy at the bottom back of most organizations.

In The Dilbert Principles, Scott Adams wrote:

A Mission Statement is defined as “a long awkward sentence
that demonstrates management’s inability to think clearly.”

 All good companies have one.

And I remember an old story about Visions and Implementation:

In the Beginning was The Vision

And then came the Assumptions, but the Assumptions were without
Form and the Vision without substance. And Darkness was upon
the faces of the Workers as they Spoke amongst themselves, saying:
“It is a Crock of Crap, and it Stinketh.”

And the Workers went to their Supervisors and Sayeth unto them:
“It is a Pail of Dung, and none may abide the Odor thereof.”

And Supervisors went to Managers and sayeth unto them:
“It is a Container of Excrement, and it is very Strong,
such that none may abide it.”

And Managers went to Directors and sayeth unto them:
“It is a vessel of Fertilizer, and none may abide its Strength.”

And Directors went to Vice Presidents and sayeth:
“It contains that which aids plant Growth, and it is very Strong.”

And Vice Presidents went to Executives and sayeth unto them:
“It promoteth Growth, and it is very Powerful.”

And the Executives went to the President, and sayeth unto her:
“This powerful new Vision will actively promote the Growth and
Efficiency of our departments and the company overall.”

And the President looked upon the Vision and saw it was good.
And the Vision became The Reality.

Author unknown

A clear sense of vision and purpose is essential, and clear communications are critical in getting things started. But there is also a need to allow at least some of the participants to be hands-on kind of people who know specifically what is thumping and bumping along. In many organizations, there are tops-down directives that may limit how the teams operate or that direct them toward very specific outcomes. Isolation from the actual work being done does not lead to effective solutions for most workplace problems.

As John LeCarre once clearly said,

 “A desk is a dangerous place from which to view the world.”

Okay. So what do we DO about this?

One key for optimizing effectiveness is to understand the choices and possibilities that exist around the improvement initiative. The choices teammates make need to align well with the overall context of their business as well as the specific issue(s) on which they are focused. But generating such a team focus is problematic in many organizations. There is a lot of literature and anecdotal experiences that focus on problems with teams and teamwork. For many, the words “cross-functional teamwork” or “interdepartmental collaboration” are oxymorons – words that do not fit together like “jumbo shrimp” or “live recording.”

An article in the International Management Review back in the 1990s still stands out for me. It was entitled, “The Trouble with Teams.” In it, Jack Gordon takes the position that, “Teams may be the antidote to bureaucracy, but do we really know the antidotes for wayward teams?” There are proven benefits for organizations to use teams and teamwork to identify and implement ideas for improvement but also problems with delegating authority to teams. Identifying effective team leaders and giving them the tools they need is one of the critical ones. He expands on the common issues most organizations using teams discover and offers some logical solutions and perspective on ideas and options for maximizing impact.

Patrick Lenconi’s 2002 book, in novel form like Goldratt’s The Goal, gets into how teams work and how they could work better. His book (The Five Dysfunctions of a Team) works through a pyramidal model of team dysfunctions including issues of trust, fear of conflict, lack of commitment, low accountability and inattention to actual results. In conclusion, he contrasts how dysfunctional teams behave by comparing them to a cohesive team in the case of each of these dysfunctions and provides suggestions and insights.

Part of this difficulty with generating teamwork reflects the changing business environment. In the good old days before the year 2000, being a good teammate meant being able to work with others because the focus was on “team dynamics.” Billions of dollars were spent on the personality inventories (MBTI, DISC and hundreds of similar tools) because organizations believed that a focus on The Team was where the energy needed to be spent and individuals would improve if they simply knew more about themselves and each other. Workplaces became more diverse and Consensus decision-making, group dynamics, styles and preferences were what was taught and hopefully learned. (Billions are still spent on personality inventories!)

Belbin Hats green

Different folks need different strokes. And all of us know more than any of us!

But things changed. Working together as a team no longer meant co-location and collegial relations. Team player became a less important value than team contributor and rapid change became the norm. More and more, initiatives like Lean Manufacturing, value-chain improvements and globalization meant that these old successful team-based approaches no longer applied. There was more pressure for performance and productivity. Technology allowed for more dispersion of people while organizations downsized. Older employees with a breadth of experience, knowledge and perspective retired. And, more significant payoffs were found with larger multi-departmental, inter-organizational or supply-chain kinds of cross-functional improvements.

Many of the low hanging fruit have already been plucked from the branches as the focus on efficiencies with initiatives like quality improvement and lean manufacturing made dynamic inroads and taught tools and approaches to different kinds of improvement initiatives. At the same time, computers caused work to become more dynamic and complex and speed gained leverage. Rapid change became the norm and individual and organizational survival was a real issue. And these factors came to a head to stall a great deal of improvement today.

Ancona and Bresman’s X-Teams book (2007) offers some excellent insights into why some teams perform at very high levels and why others fail to generate desired results. Essentially, the authors believe that teams that focus more externally get better and faster information and operate more effectively than teams internally focused, a belief that is at odds with how most teams in the past were trained and supported.

The book offered many examples of high team performances and its link to issues of communications, organizational improvement and leadership development. It takes a straightforward approach to suggesting how a refocusing of effort from within the team members to a more collaborative and broader organizational focus can deliver higher impacts.

Simply stated, the “X” in the X-team concept means being externally oriented, with people working both inside and outside the boundaries. “While managing internally is necessary, it is managing externally that enables teams to lead, innovate, and succeed in a rapidly changing environment.” This is the differentiating driving force for maximum success.

An X-team finds it necessary to go outside the team to create effective goals, plans and designs. The team must have high levels of such external focus as opposed to simply a focus on the people and the processes. That focus can be on the customer and their expectations, for example, with the realization that these expectations and needs are often changing continuously. A team not focused broadly will find it working on outputs that may not be as relevant or impactful for the organization over time. So, X-teams combine productive external activity with extreme execution within the team, developing processes that enable a high degree of coordination and effective execution. Some examples used were meetings and presentations to and discussions with senior managers of their organization, combined with feedback to all members of the team about reactions and necessary changes. Not continually looking for such support was detrimental to outcomes.

Managing change was a primary success factor; business situations would change and the team would need to change with it seamlessly and quickly, a characteristic of effectiveness. This was not the case with a lot of internally-focused teams who never saw the handwriting on the wall. So, a major quality of the X-teams was that they were also flexible in their approach, engaging in exploration, exploitation of talents and information, and exportation where they transferred their learning and experiences to other teams. (Yes, the authors did get crazy with their Xs!).

Together, these 3 elements of external focus and activity, extreme execution and flexibility form the principles by which such teams guide themselves – and they do take a significant amount of autonomy in how they approach and attain their desired outcomes. The key here is recognizing that the continued external focus and exploration of the environment were important for the teams to adjust and succeed.

Of course, three “X-factors” provide the structure and support such teams need to operate effectively. These include extensive ties to useful outsiders, expandable resources of people and information (involved as needed by the core team) and exchangeable membership–the ability to add new people who come into and who leave the team as warranted by the situation. The authors liken the effective teams to externally focused operational groups who work together, cross boundaries and get access to the people and resources they need to be successful.

So, how does an organization generate higher levels of awareness of these issues and opportunities for improvement and generate changes in focus and more successful implementation? A first step is to create awareness of these issues and opportunities and to give teams a chance to discuss and focus on strategies and tactics to focus more externally. We should also know that simply talking about these issues will not lead to much change and improvement, while a more experiential, active-learning approach offers more impact.

My personal belief, backed up by a lot of testimonials from users, is that our interactive team building simulation, The Search for The Lost Dutchman’s Gold Mine, offers many benefits to an organization looking to readily impact people and generate the motivation needed for workplace improvement. This is PMC’s flagship team development exercise that focuses on inter-team collaboration and the optimization of results, a game generating a fun and unique fast-paced learning environment that allows direct linkage of game behaviors back to the issue of optimizing inter-organizational results.

In Dutchman, the Expedition Leader charters each team with the goal of managing limited resources and time to, “Mine as much Gold as we can.” Teams are given a clear goal with a measurable outcome and a deadline for getting this project accomplished. Teams can access additional information but this requires them to not take immediate action but to first plan the journey – we find that the impetus to get started generally overweighs the (charter) of gathering information external to the team. Teams can talk to other teams that have additional information, but the reality is that teams with this information may choose not to share it freely, keeping it for their own competitive advantage.

The participants should view leadership, in any improvement initiative, as supportive, but this is often not the case because of trust and other issues. In Dutchman, that message is repeated within the instructions and the behaviors of the delivery team are congruent with support and help. “The role of the Expedition Leader is to help teams be successful and maximize ROI” (return on investment).

Observation of team behavior however shows a consistent tendency for the teams to behave independently of outside help, often to actively exclude knowledgeable others in their planning and execution. Even though these people can provide additional perspective as well as other resources of information and value, teams tend to go into a “My Team, My Team, My Team” mode of operation – one at odds with the X-Teams findings of continually looking outside the team for information and resources.

my team color 2

Teams appear to want to avoid any semblance of “Command and Control” from the outside, and thus put the Expedition Leadership people at arms length rather than including them in the team activity. This distributed leadership requires some additional dialog and possible realignment caused by new information and thus might appear to be in conflict with what the team already knows and wants to do, therefore, causing that outsider to be rejected, even when they can add great value to the task.

Good teams can fail when they are not aware of all the information available and when they reject the support offered by or available from outsiders to their team. “My Team, My Team, My Team” is a powerful motivator of peer support, teamwork, good performance and member camaraderie, but it is not the strategy that high-performing teams need to survive and prosper in today’s rapidly changing performance-based landscape.

The key here is that the debriefing activity will focus the discussion on the behavior of the teams, behaviors that are often self-limiting and non-optimizing in the context of overall group effectiveness. Teams make choices in narrow ways and their awareness of the impact of focusing on collaboration is often overshadowed by the energy resulting from a competition with other groups. It is this paradox that we address, the desire to compete and succeed balanced with the contribution that collaboration will have on the organization overall. Competition cannot be the primary motivator.

(A great discussion on the negative impacts of competition on individuals and organizations comes from Alfie Kohn in his book, “Punished by Rewards” and his other writings. Consider that having one “winner” also generates a number of “losers.” Some people tire of losing and simply choose not to participate, a deadly situation in most organizations and something often not recognized.)

It is an issue of shared missions and community goals – the focus must be on the Big Picture and the contribution of individuals and teams to the overall organization rather than their focus on simply succeeding in a more circumcised and limited way.

The Search for The Lost Dutchman’s Gold Mine is a great tool to generate the process and discussion of these issues and the possibilities for improvement. It is guaranteed to be effective and memorable and to generate real discussion of alternatives to current team behaviors to move toward a more successful future.

(You can print out this article at www.squarewheels.com/articles3/X-Teams_and_Lost_Dutchman.pdf and you can find a variety of tools at www.squarewheels.com/resources/resourcesandinfo.html )

For the FUN of It!

Scott Simmerman

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: http://pinterest.com/scottsimmerman/

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Team Building and Poems on Performance – Cute Visuals on Collaboration and Goal Setting

Teambuilding is about generating alignment to shared goals and visions and also about involving and engaging people in collaborating for optimized results. The Search for The Lost Dutchman’s Gold Mine is our tool to teach along the lines of competition and collaboration as well as planning and doing. Basic to its unique design is that sharing information and resources helps tabletops to optimize overall results for the group.

To set the stage, understand that the goal is to mine as much as WE can and optimize the Expedition Leader’s Return on Investment (ROI). The role of the Expedition Leader is to help teams be successful. We feel that these two factors model the desired outcomes of most leaders operating in most organizations. The reality is that teams more often choose to compete rather than collaborate and that they seldom ask the leadership for help, advice or even resources to generate maximum results.

LD 2 slides - We Can and Help teams

So, with this as a basic entry point, here are some poems and illustrations that help to illustrate the issues and opportunities. Teams can make better choices in a variety of different ways. So, here goes…

1

expedition leaders lead expeditions

collaboration is a key to decision making

So, the planning now completed, teams begin to play the game and see the results of their planning and their choices. The goal is to mine as much gold as we can.

strategic planning lends itself to performance

teamwork is essential to optimized results

teamwork policies and procedures

Now, the play is almost done and teams are looking about and making comparisons about their performance to the performance of other tabletops. Some chose to collaborate, some chose to get advice from that Expedition Leader and some might have even asked for some resources to help optimize ROI for the table and for the group.

intrinsic motivation is about succeeding

my team, my team, my team

LD Celebration is key poem

So, now we can take the time to reflect on things and turn the game into a powerful learning event where we discuss past choices for the game and future choices for the organization. It lends itself to reflect on things that are done well and things that need to be improved. It is a chance to reaffirm the goals and directions, share the visions and to pull things together.

reflection on choices

challenge is to mine gold

what did you learn from your experience

Have FUN out There!

celebrating success and results

Scott Debrief

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: http://pinterest.com/scottsimmerman/

Maximizing Team Building Impacts with Senior Managers

A prospect engaged me in a discussion of the potential of using The Search for The Lost Dutchman’s Gold Mine with a large group of senior managers to accomplish some management team building. So, this blog post resulted as I framed up some of their issues into possibilities for improvement. We had the whole global senior management group in our Dutchman kickoff to their 3-day strategy session (mfg, sales, corporate, marketing, research, etc.)

One neat aspect is that their Most Senior Manager, the division GM, wanted to play an active role in the event and focus on identifying things that these executive managers could and would do to improve customer service (internal and external), reduce costs, improve innovation and other impacts through improved inter-departmental collaboration and teamwork.

(That is a really neat fit to our basic game design for Dutchman. Testimonials say that it is one of the best of all the motivational team building exercises.)

What really helped in my thinking was her very clear framing of the key desired outcomes for the session (along with very solid framing of how this kick-off activity should align to the overall goals and objectives of the gathering). She had several planning meetings with the GM and thus a quite clear idea about wanting to

  1. Offer the participants a fun and interactive team building activity
  2. Give people an opportunity to interact with others whom they may not know very well
  3. Offer something that will be useful to participants when they return home – a new insight, learning, awareness, etc.
  4. Have the activity help us understand how we can work better as a team so that we can better serve our customers
  5. Make this the first activity in a two day meeting, that should set the stage for what we’re going to be discussing for the rest of the meeting

 Nice. Actionable, too. So here are some thoughts on optimizing impact and generating the maximum amount of alignment possible.

Specifically addressing the above Desired Outcome session bullets, I had the following thoughts and ideas:

1 – Dutchman will be fun and very interactive between players. There is a lot of interaction between the tabletops / teams and the focus of the game is on optimizing overall results. Our goal is to mine as much gold as WE can. This is clearly and repeatedly stated in the Introduction. Teams are working under the direction of the Expedition Leader and expected to generate a maximum return on the investment in them (map, vehicle, grub stake of resources, information, leader assistance, etc.) as communicated through slides like these:

Triad One

This is a business simulation, designed with a fun and engaging framework. It is an exercise intended to generate a serious debriefing on defined issues and opportunities. It is not designed to simply be fun – it is work, it takes planning and analysis and it is stressful, with pressures of time and decisions to get measurable outcomes. In this way, it differs from a lot of the other kinds of fluffy things out there in the “team building activity” marketplace.

2 – On interacting: Most of the actions will be at the tabletops, so I might suggest that tables be arranged with seating assignments so that there would be a good mix of a most senior person with other players done in a way that made sense.  This will allow them to work as a team and bond together on shared goals and mission.

The Most Senior Manager at each table should be the team’s Trader; the role of the Trader is to move between the tabletop and the Trading Post, exchanging resource cards each day. In that way, Traders get somewhat isolated from the team and its continuing decision-making, The Trader role is the game’s version of the customer service rep, who is not always clued in on what is happening. The funny part of this is that the role is presented thusly: “The Bad News is that the Trader is the ONLY person at the tabletop who is accountable for anything!”

This exercise will not allow everyone to interact with everyone and some people will interact more than others due to a variety of factors and personal styles. Some people get up and go around while others choose to stay put at the table. There are some other possibilities to design something like Fast Networks into other program content to generate more interactions. (See some thoughts about Dot Voting and Fast Networks in this blog post.)

Each team’s Collaborator, for example, is chosen for their role of finding out the best practices and ideas of the other teams – they are particularly challenged to go about and find out what goes on with the other tables. Sometimes they are quickly labeled “Spies” and told to go away – sometimes they gain valuable information that will help their own team optimize results. Sometimes, they can share their good information with other teams and sometimes they are not trusted and thus shunned.

3 – Being useful afterwards: Directly in the game, there are many great metaphors that link to a wide variety of leadership and organizational behaviors and possibilities. Our debriefing will present some key ideas and allow the tabletops to discuss the choices made and the impacts of those choices as they affect the organization in reality. Other event content can easily link back to situations from the play or the debriefing.

In the game, for example, the teams can make the decision to spend an extra day at Apache Junction and gain additional information before departing on Day 2 or 3. They can get a “video” of Tortilla Flat that gives them 3 Turbochargers; One Turbo enables them to go two blocks a day for the whole game, rather than one; It is a metaphor of a Best Practice. They acquire two extra Turbos and might give or trade one or both extra Turbos with another team, allowing them to also go twice as fast. Or not — it is a choice that they can make.

How do teams choose to balance collaboration and sharing with competition and winning? How do they, as a group, reach that decision and what might influence that same kind of decision back when they are leading their teams to improve collaboration and alignment? How do they balance these and other things in the play? That is the purpose of the debriefing, to discuss choices and alignment and collaboration to optimize overall results in the game and in the business.

The lessons learned are quite solid and memorable and can be readily linked tightly to the GM’s actual goals and program agenda. That is easily fine-tuned.

This suggestion represents a different choice and a lot more leverage for these players and builds directly into desired followup actions:

Assuming that these same issues exist within each of the operational units, it would be quite easy to roll the game out to those units locally. A Director and his VP could easily deliver the exercise to the senior local management team — Dutchman is very easy to deliver and operate and really bombproof; most of our purchasers of the exercise have never actually seen the game played, much less been a participant in it. The session participants could easily roll this out at their locations, generating a much higher level of alignment and collaboration at a half-day management retreat delivered within a few weeks of our session. Easy!

Plus, they could have the support of the local Training and Development people who operate on site and this could be integrated into an organizational development framework for ongoing training and for new-hire orientation.

How often is it that a senior manager of a manufacturing plant would feel comfortable leading an organizational development team building session with himself setting the stage for more collaboration and alignment to the goals of the organization. And, to have a very powerful tool for accomplishing his or her goals?

The exercise could be delivered by teams of senior managers that were participants with the possible support of someone from training at each location. (We have had secretaries deliver the game for their boss’ senior manager groups in the past! It is quite bombproof, to be sure.)

4 – The exercise is all about choices and service. Dutchman has a nice strategic planning / project management spin and directly relates to collaboration to optimize team and group performance. Teams make a lot of assumptions or make decisions without obtaining all the available information, which relates nicely to many common service quality issues.

Teams also do not ask many questions of the Expedition Leader, who is in fact a customer in the sense that he / “me” is depending on them to perform to deliver results to me. I am looking for results and investing my time and money in them to deliver. By asking questions and even asking for help, teams can get more support in their quest to mine more gold.

LD Goal is to mine gold

The Provisioner who manages the Trading Post is also a customer, requiring the Traders to perform their jobs accurately, completely and in a timely manner. The whole group is delayed when ONE of the teams is slow to respond to the end of a Day.

5 – Insofar as kicking off the event and setting the stage for the other session events and content, this will be superb. It is fun, but it is serious. People will make choices. They may make friends with people they do not know and help them out, or they may make “enemies” in the choices they make (like demanding two golds for one Turbo) and laugh about that stuff afterwards. It is serious fun and nicely interactive.

Overall reinforcement of desired behavior – The Celebrations

We can both recognize and reinforce what has been done in recent past in the improvement of overall customer service as well as link neatly to the choices that they can make about the improvement of internal service quality or supply chain kinds of things. This can be accomplished in the debriefing and casual discussions afterwards. That is quite straightforward.

If people are pre-assigned to teams, that works okay and you might consider all sorts of factors in that assignment, like how well they know the other people, how much they NEED to know those other people, etc. The session planners can also name the teams, giving some special recognition to certain groups for overall, long-term accomplishments. The “Finnish Express” might be led by the plant manager of the Finland plant that implemented the best service quality improvement plan. Thus, when making assignments to tabletops, you can assign the Team Leader to be a particular individual. The rest of the tabletop will align with that “glow” and team name.

Perfect Play:

Each table is an “operating unit” but they do benefit by collaborating across the tabletops. It is NOT essential that teams collaborate, especially if they have a good plan of action, but it pays dividends overall.

There IS a perfect play scenario that occurs when 3 teams work together, sharing Turbos and Cave Cards and resources. Whereas the average team will mine about 7 days of gold and return to the start, these collaborating teams can mine 11, 10 and 10 gold among themselves with no additional costs or resources – well, actually, they must borrow $50 from the Expedition Leader!

Perfect Play slide pair

There can also be a lot of learning and development takeaways from this exercise. It is, after all, all about team performance and communications as well as to alignment to a shared mission and vision.  We use these magnets as take-away’s and a simple reminder:

The Goal of the game is to COLLABORATE and optimize results...

Recognizing and rewarding performance

I want the GM to play the game as a regular player. We will set him up as the Trader for his tabletop and he will not be privy to any secret information about the game design. He will play like everyone else. After I get into the debriefing of the play and some discussions of the key learning points, I will set the stage for him to lead the closing discussion.

We will present the tabletops with this question:

LD - to mine more gold what do we do

This is framed as, “What can we do to generate more gold for our organization? What things can we choose to do differently to improve results? What things can we get our people to do differently? Please discuss this at your tabletops and be prepared to offer your ideas to the group.” The GM leads this discussion and the supporting people all take notes. This should directly set the stage for the work of the next two days.

Even though the game is not about winning and losing, people like recognition and everyone needs to feel like they were part of the winning team, because they are. So, we work hard to focus on the overall group as the team and not that individual tabletop that happened to mine more gold than the others.

My Team My Team color

For recognition of everyone, I might suggest that we manufacture some simple trophies that use blocks of wood, a large chunk of Iron Pyrite, and a small plaque commemorating their involvement and participation in the program. Each would say, “Number One Team.”

Gold Trophy

We can also structure an awards ceremony where they are all recognized with The White Hat Award, for their overall contributions to the performance and profits of the organization. Both the trophy and the hat would symbolize their membership of the bigger team and the need for collaboration to optimize results.

As to the debriefing, we have a great deal of flexibility in choosing the key themes and how to generate some discussion and ownership. We have over 150 different slides that we have used over the years. Here are just a few of them:

Debriefing - 155 slides

And we can illustrate some key learning points to make them more memorable:

LD General debrefing Scott's slide minis

There are just so many different ways that this exercise can support those kinds of desired outcomes. My apologies for such a long post, but it sure is fun to develop these ideas and present them in an integrated way.

Please note that a sister article to this, entitled, “Thoughts on Teambuilding and Aligning an International Business Group” can be found be found by clicking on the title.

 

For the FUN of It!

Scott Debrief

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: http://pinterest.com/scottsimmerman/

 

Some testimonials about our Team Building Exercise, Lost Dutchman’s Gold Mine

We think that The Search for The Lost Dutchman’s Gold Mine is an absolutely great team building exercise that allows anyone to help their organization focus on issues of collaboration, optimization of overall results, and improving how organizations implement change and strategy. It links to our Square Wheels tools, elegantly, and thus is a great tool to use for building employee engagement and the implementation of creative ideas for improvement and innovation.

And we are not the only ones that feel that way. Here is one from an internal trainer, one from a international consultant and one from an executive assistant who ran the game with her company’s senior leadership team (and got rave reviews from them!)

Kyla LD testim 100

Andi LD testim 100

Assistant LD testim 100

We find that people who have used some of the competitive products in the marketplace (and by competitive, I mean that they DO generate competition when they should be generating collaboration) are either much more expensive or not as flexible or just not as good (or all three). You can click here for a comparison of Dutchman with Gold of the Desert Kings, for example.

If you want to learn more about the exercise, please visit our website. Or, better yet, give me a call at 864-292-8700. I generally answer my phone most hours of most days and would love to chat about this stuff.

Russ LD testim 100

Herb LD testim 100

Greer LD testim 100

Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: http://pinterest.com/scottsimmerman/

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We all impact everything. Your impacts on the Space Time Continuum of Work

We impact others. Butterfly wings and all that. Connectivity. Dealing with chaos in the workplace as performance improvement opportunities.

And enlightened (and unenlightened) people everywhere seem to agree that, “The Square Wheels are everywhere!”

Thus, we take our discussion to another dimension, connecting our current reality to that of how things really work in most organizations as well as The Universe.

Wikipedia does a nice job of explaining the basic physics as a mathematical model that builds space (3-dimensions) and time into a single concept of connectivity of everything. From the model, one can imply a large number of theories about impacts on performance of sub-atomic particles, super-galactic interations and people and performance (ya think?).

As written in Wikipedia, in non-relativistic classical mechanics, the use of Euclidean space instead of space-time is appropriate, as time is treated as universal and constant, being independent of the state of motion of an observer. But in relativistic contexts, the notion of time cannot be separated from the three dimensions of space, because the observed rate at which time passes for an object depends on the object’s velocity relative to the observer and also on the strength of gravitational fields, which can slow the passage of time.

In PMC’s cosmological luminous model, we see things operating in a single universe where there is an inter-relatedness of all things where events are all connected, so it looks like this:

the connectedness of things in the workplace

Your thoughts?

  • What can you choose to do to differentially impact YOUR workplace universe?
  • What can you do to involve and engage people in change and improvement?
  • What Round Wheels already exist that people can choose to change?
  • How can you better motivate the wagon pushers?
  • What can you do to share a perspective on your journey forward?

Need tools for engagement? Take a look at our Square Wheels illustration toolkits and our team building games, such as, Lost Dutchman. Let us know how we can help your organization better manage your space time continuum.

Square Wheels are Everywhere.
But the Round Wheels are already in the wagon.

Have FUN out there!

Collaboration and Teamwork and dealing with Mud

People and Performance — Here are some simple poems and frameworks to get people thinking about issues and opportunities. The goal is to generate one good thought or insight into doing things differently.

Let’s start this with a simple poem to embellish the theme with a bit of my thinking about how things often work. So, here is an image / poem which stimulated the overall design of an illustrated article. Isn’t that how innovation really works for all of us? Anyway, here we go:

Mud Jeep yellow poemThis cartoon image comes from our team building exercise, The Search for The Lost Dutchman’s Gold Mine and is an integral part of our debriefing package. Players must deal with all sorts of mud to generate their successes.

In the game, mud on one of the selected routes to the mine causes teams to use extra resources and energy, just as it does in the real world. They know that it will cost that extra Fuel, but they are surprised by that nevertheless. Mud is the glop that people have to deal with so often in the workplace, taking the form of bureaucracy, politics, culture and the other things that do not support innovation and improvement. Mud simply bogs one down and costs extra energy to deal with it.

Mud also occurs when people choose to compete rather than collaborate, since one group will often create problems for another group that shares the same overall goal. This happens clearly in the Dutchman game. It also happens all the time in organizations — we call it Interdepartmental Collaboration! Mud is a pain to deal with — some might find it to be cement while others find it to work more like grinding paste, that grit that wears things out.

So, that first poem then got me working on the next few little ditties:

Alligators and sharks totally wired poem

They are out there too, like Spectator Sheep:

Spectator Sheep poem

So, things can then look something like this when it all comes together:

Mud Jeep RWs Alligator Sheep poemWe can make improvements. We must make improvements. Solutions abound. Ideas are everywhere. We just need people to consider other alternatives and choose to collaborate and cooperate and look to do things differently.

But progress forward requires employee engagement and involvement, leadership perspective and a team effort. We simply have to get the conversation rolling forward smoothly, along with shared goals and teamwork:

Spring of improvement and change poem

(Yeah, I do have fun with this stuff!)

For the FUN of It!

Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.
Connect with Scott on Google+ –

You can reach Scott easily at scott@squarewheels.com

Season’s Greetings

We published this 4 years ago. Check with our blog to see some new ones in a day or two:

Square Wheels and Lost Dutchman work great for team building

 

I am playing with things like this as we do things with LEGO:

Santa Square Wleels thinking about performance improvement

For the FUN of It!

Dr. Scott SimmermanDr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant.

You can reach Scott at scott@squarewheels.com
Connect with Scott on Google+

Learn more about Scott at his LinkedIn site.

Square Wheels® is a registered trademark of Performance Management Co.
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More on The Lost Dutchman’s Gold Mine

My friend and colleague, Chris Hartung, sent me an email a few minutes ago referencing a news article that he thought would be of interest. He likes my team building game and guess that the news article caught his interest because of the location and title.

The news article is entitled:

Body of man who hunted legendary ‘Lost Dutchman’s’
Gold Mine believed found in Arizona mountains.

(and it appears at: http://www.foxnews.com/us/2012/11/29/body-found-in-arizona-superstition-mountains-believed-to-that-missing-treasure/ )

Frankly, I am not surprised that another person’s body has been found in this area. There have been a LOT of casualties amongst those who have hunted for Jacob Waltz’s lost mine in the Superstition Mountains, after all, they are roaming around in a really inhospitable place (much like Iowa, some would say with a grin). Jacob was known as “The Dutchman” and he brought gold back from the mountains for 30 years…

“We call ‘em Dutch hunters out here,” said Superstition Search and Rescue Director Robert Cooper. “They’re infatuated with all the lore and the history of the lost Dutchman mine and he was part of that.”

Like me, Mr. Caspan had acquired more than 100 books and articles about the Mine and the myth surrounding the death of Jacob Waltz in 1892. And like me, he believed that there was gold in the mountains just waiting to be found. After all, Jacob left a map.

Unlike me, he actually went out there looking for it in The Superstitions, while I simply invented a team building game focused on maximizing results based on collaboration between teams and good strategic planning. Guess Mr. Caspan’s planning was not all that great…

As Fox “News” said, “An untold number of prospectors have searched the Superstition Mountains for the mine. In the 1840s, according to the Denver Post, the Peralta family of Mexico mined gold out of the mountains, but Apaches attacked and killed all but one or two family members as they took the gold back to Mexico. Some 30 years later, Jacob Waltz — nicknamed “the Dutchman,” even though he was German — rediscovered the mine with the help of a Peralta descendant, according to legend.”

As for me, since this came from FOX, I believe that the Apaches or other gold hunters killed this guy to keep the secret and get the gold for themselves.

After all, we hear about an awful lot of bogus conspiracies from FOX. And I do have a copy of Obama’s actual birth certificate and Susan Rice didn’t tell all she knew about Benghazi, right? I mean, we NEED some good fake conspiracies every once in a while, don’t we, just to make things interesting?

We will keep on selling The Search for The Lost Dutchman’s Gold Mine to people — but for use in controlled environments with padded chairs and tables. It is a great team building game for those who are interested in impacting people and performance in their workplaces. Newest sales to The US Army and to a consultant in Egypt.

A customer sent me this testimonial on the play and debriefing of The Search for The Lost Dutchman’s Gold Mine team building exercise:

Simply Superb! We use this program all over the country with our clients and it is ALWAYS rated as one of the best programs delivered. Works in all types of companies and drives organizations toward Collaboration and Teamwork! The debrief options allow you to fully customize the delivery to any audience. Well designed and easy to deliver. That, combined with all of the knowledge and support of Dr. Scott, and you have the best Team Building simulation out there… BAR NONE!

May the fun continue!

Yeah, you heard it here, for the FUN of It!

Scott Debrief

Dr. Scott Simmerman is a designer of team building games and organization improvement tools. Managing Partner of Performance Management Company since 1984, he is an experienced presenter and consultant. 
Connect with Scott on Google+ – you can reach Scott at scott@squarewheels.com

Follow Scott’s posts on Pinterest: http://pinterest.com/scottsimmerman/

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Performance Management – what it is (and isn’t)

WAY back in 1978, I started consulting after a short career as a psychology professor. It just seemed that the college teaching was not what I really wanted to do, so I took 9 months and rolled around the USA in my 1973 yellow Volvo 145 station wagon. And, 26,000 miles later, I wound up in Westport, CT working for Ed Feeney and doing BEST.

Behavioral Engineering Systems Training was written by Tom Roth, who graduated from Allegheny College a few years earlier than me and who took some of Tom Gilbert’s ideas and made them into a very understandable and usable three-binder training system.

Binder one was full of analysis stuff, defining “outputs” and qualifying them into different categories and comparing current level of average results with exemplary levels of performance as well as impacts to generate some priorities. Module Two was about designing feedback and measurement systems and Module Three was a very Skinnerian-focused extrinsically-focused reward-focused reinforcement design program.

Most people found Modules One and Three to be the most interesting, while Module Two focused simply on implementing. My view and experiences over the past 30 years has consistently been by far the most important.

In the early 80s, after formally founding my business in October of 2004, slowly but surely, “Performance Management” became  an increasingly used euphamism for performance APPRAISAL. Appraisal was a bad word, implying judgement and judging people, grading on curves, focusing on the negative and all those things. So, instead of calling it appraisal, they called it “management.”

Well, I guess it was management in a way, but it still retained appraisal as its main focus and technique. It has been a while since I have looked at these kinds of “performance management systems” but I sure do not like how they took a good concept of working to make the environment more productive and obliterated it with the much-disliked appraisal metaphor.

My company will always be, Performance Management Company even though many people will not understand that it is about people and performance, engagement and best practices, feedback systems and innovation.

Ah well…  Think I should rename it? Something like

  • Games and Frames
  • The Square Wheels Company
  • The Round Wheels Company
  • Teambuilding Games and Square Wheels Company
  • Scott Simmerman & Associates (how awful is that!)

Nah. Just remember that MY understanding of Performance Management isn’t what they think it is!

Have fun out there.

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