We ensure that the company simulation, management game or business simulation reflects the actual organization. We start by making a systems diagram, which shows the dynamic of your organization. How one thing influences the next and how decisions need to be made based on an understanding of these dynamics.
Depending on your strategic goal we make choices that restrict the simulation to the relevant aspects of the organization, such as leadership, communication, change management, logistical processes, co-operation or commerce.
In designing and developing the simulation or game we focus on the player’s own most relevant learning goals. During our games and simulations we place participants in critical situations, which challenge them to take difficult decisions, solve predicaments or dilemmas or demonstrate their competencies in other ways. To make the game relevant, not only do the right challenges have to be offered, but also the choices and the behaviors of the players must be registered in such a way that the game can make use of them.
The game must also be realistic and react in line with the chosen learning goals and consequently, players will get positive results from the game when they make good decisions and show desirable behaviors that are in line with those goals.
We build-in the opportunity to try out various approaches. We provide the players with opportunities for extensive experimentation. As a player it is not motivational to bump up against the boundaries of the simulated world too quickly. A simulation should not obviously reward desirable behaviors and punish the undesirable.
The best simulations are not too normative in the sense that they don’t stimulate ‘one best way’. It is much better to challenge the players to deal with the consequences of their own earlier decisions. A nuanced and elegant link between cause (the choices and behaviors of the players) and the effects players experience is an important differentiation between a good and a brilliant simulation.
The learning’s of the game or simulation have to be applicable. The awareness gained must lead to shared insights, resolved issues, inspiration and connection. Participants have to be able to apply all this in their jobs on a practical day-to-day basis.
5. Competition and cooperation
InContext Business Simulations strengthens experiential learning through competition. We wake-up the competitive spirit and get most people absorbed quickly into the simulation. Competition itself is also one of the learning goals: competition with yourself, competition between individual players, between teams but above all, learning the importance of collaboration in order to win.
We do not design a battle against the computer, but competition between players who simultaneously experience the need for co-operation in order to achieve goals. An experience you don’t forget in a hurry.
6. Safety and challenge
The simulation or game has to be a safe yet challenging environment. Therefore we design open games and simulations. No pre-engineered disaster scenarios. Our games and simulations respond to the actions of the players and how they interact, how they collaborate and to what extent: positively as well as negatively.
This intelligent approach ensures that the game or simulation adapts organically to the level of the participants. If you’re doing great, winning will get tougher; and if your decisions did not work out too well, the game or simulation will make it easier. After all, the main goal for the players is to keep on learning.
7. Life-time experience
The game or simulation has to make a durable impression. Something the participants will remember for a long, long time. Our games and simulations lead to high energy, fun and an overwhelming impact.