Performance Management Company Blog

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

Tag: complexity and innovation

Amazing Continuous Improvement from Debriefing

One of my new customers is Novartis, who used my Lost Dutchman’s Gold Mine exercise with their scientists to look at issues of improving teamwork and collaboration and innovation successes. Two trainers and I talked on the phone for over an hour, debriefing some of the things they saw and framing up future deliveries around different desired outcomes. There are lots of possibilities around how to build the game into their existing team building courses as well as to look for ways to impact more of the interdepartmental issues.

Frankly, I absolutely love those kinds of conversations, since they often generate things that I might clarify better in the game’s instructional overview materials as well as new ways to frame ideas.

I wrote about how clients innovated the game in other blogs. INPO reframed the Best Practice metaphor of the TurboCharger to better emphasize the strategic planning theme for their desired outcomes, for example. And they also turned me on to the basic benefit of having a designated Devil’s Advocate to help an organization see other sides of the issues to improve implementation.

We’ve been playing with the design of Dutchman for over 20 years now and the metaphors in the design are pretty well-polished. One of the metaphors ties into planning and resource management issue. (You can find a detailed blog about issues of planning and optimizing here.)

As part of their resources, we make a Spare Tire available, with the storyline that it helps protect their vehicles against “Ice Shards,” sharp spikes of ice that can damage their tires. They are also told that, “Ice Shards are very rare.”

The reality is that Ice Shards never occur, and that the cost of that Spare Tire is the same as the cost of resources to manage one day in the Mine. Having a Spare Tire then actually costs them a full day of mining gold, since their resources are, in fact, “sufficient but limited.”

We also play with a FAKE Arctic Blast on Day 17. Teams can discover that there will be TWO Arctic Blasts that occur in the middle of the game. These cost the teams extra resources, which is no big deal if you plan for these to occur. With me tossing in that FAKE extra one on Day 17, nearly every team would run out of resources and die. They simply do not have sufficient cards to get back.

The idea I got from Jessica and Natasha was that I could add Ice Shards to that fake Arctic Blast, at least temporarily making a team feel that having that Spare Tire was a benefit. That feeling would be short-lived, though, as the Just Kidding words scrolled onto that slide, but it would also add a tidbit more to the potential discussions around strategic planning and resource management and similar.

The insight is that ideas for improvement are ongoing. One might think that, after 20+ years of designing and refining something that you would have taken care of all the different possibilities. But no, there are always new ideas and new ways of doing things. And work in the real world has even more of these, if we simply open our eyes and listen with both ears.

So, I share this idea for our existing LDGM customers who can email me and ask for this updated slide (or create your own in the powerpoints). And, I share this thought for those of you who are looking for a Most Excellent experiential team building exercise, one that focuses on collaboration between teams and that works with any size group.

(In this blog post, I get into a number of nuanced delivery ideas.)

You can see a bunch of our user testimonials in this slideshare program

LDGM Testimonial bubble Advantage Bank 100

Let us know if we can help your organization in any way. Our tools are simple to use and highly effective and you will find our pricing to be really reasonable.

Rent The Lost Dutchman's Gold Mine team building game

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.

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

Follow Scott’s posts on Pinterest: pinterest.com/scottsimmerman/
Scott’s quips and quotes on Poems on The Workplace is here.

Keeping It Stupidly Simple – Thoughts on Teams and Teamwork

In a recent LinkedIn thread on leadership, Bob Whipple posted up a short note on “4 Essential Elements for a High Performing Team.” Bob said:

There are four common denominators of high performing teams. When these elements are present, teams are almost guaranteed to be efficient and rewarding for the members. The elements are:

1. A common goal – so all members pull in the same direction
2. Trust – so members are not playing games with each other
3. Good leadership – so that the team is fully engaged
4. A Good Charter – so the consequences of social loafing are spelled out in advance

In my experience, most groups understand the need for the first three (although only a small percentage actually have all three), but the fourth element is often not in place. It is critical to have a Team Charter that spells out expectations and that all members agree on the consequences if a member does not pull his or her fair share of the load.

Pretty Darn Simple and to the point. The Rule of 80/20 and Occam’s Razor both focus on keeping things simple.

My post was actually the first one and very much supportive of Bob’s thinking, where I shared thoughts about how easy it is to form a team:

A lot is made about personal styles for personality or decision-making or astrological signs but the four bullets above will generate pretty solid teamwork. Sure, one can nuance things and add factors and frameworks, models and surveys and all sorts of other things that CAN be helpful.

But how many teams never get started because they have not been through the training programs or certified to be team leaders or (even) team members, as if HR is running the show? I mean, really?

Put a bunch of kids on a baseball diamond with a ball and a bat — heck, some of them might even have gloves — and they will start working together as a team. They may even FEEL like a team. They know the rules of play, share a goal, trust each other (more or less) to do their jobs of fielding and batting and come together a little better if one person serves as captain.

This team stuff ain’t rocket science, but so many sure try to make it an expensive and time-consuming proposition. Sure, we can make teams work better but let’s face it: with the incredible sorry state of engagement we see in today’s workplace, with 85% of employees saying their morale declines significantly after spending six months on the job (Source: Sirota Survey Intelligence March 2007), don’t you think that a little teamwork might help things just a little?

And ANY performance improvement is worth the cost of involving and engaging people in a shared mission with clear expectations and necessary resources.

Ben Simonton, who says a lot of really smart simple things, added:

But how does one do it like create trust or what are the actions that constitute good leadership?

The answer is simple – listen to what employees want and respond to their wants to their satisfaction or better even if it means telling them why they cannot have what they want. Only in this way can we make the corporate culture align to the values of employees.

But, as expected, the consultant gang among us starts posting up about all sorts of additional requirements for success including things like training in Emotional Intelligence (which should take a few weeks)

But what happens over time is that we begin, as they say in the South, “to pick fly shit out of the pepper.” The conversations begin to focus on narrow and even more narrower points, make the discussion overly complicated, add model after model after theory and personal experience to the discussion and muddy the water.

I tend to view things through a pretty simple lens and to me, a lot of potential organizational improvement and team building situations basically look something like this:

SWs LEGO Boss Gang with Skis and RWs 2 90

Am I that wrong about this view? Aren’t most leaders somewhat isolated and don’t most people have ideas that would make for workplace improvement?

Do we HAVE to make things complicated with models designed through rigorous testing by the best academic researchers in the world and published by HBR and the academic press in books we will never read before we simply ACT?

Give them a ball and let them go play!

For the FUN of It!

Dr. Scott Simmerman, Surprised 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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