The Game Plan for Change provides a means for teams, workgroups, departments, business units, and organizations to learn and applykey principles of change in a real time context. The process uses these game boards (sold in setsof four) displaying 17 dynamic and interdependentcomponents which have corresponding exercises that are completed bythe participants. Completing the exercises generate scores inthe form of indicators of success or indicators of failure and areaggregated into a final change scorecard at the end of theworkshop.
The setting is in a facilitator-led, two-day workshop where theparticipants are divided into small teams. Each team selectsa fictitious case-based organization to guide through thesimulation process on the game board. Participants are presentedwith information, discuss solutions, evaluate alternatives, solveproblems, make decisions, and learn how well their business casewill execute its change initiative based on their decisions.
The result is a comprehensive value-based change map forexecuting a successful change initiative. The outcomes of theactivities and exercises highlight the strengths, weaknesses andpotential roadblocks the fictitious organization will face whethertheir change is incremental or transformational.
Because simulations rank high among the most useful learningtechniques for emphasizing a training-in-context concept, where thelearning environment approximates the workplace environment in asmany contextual ways as possible, participants will leave theexperience with competencies that can be directly and immediatelyapplied in real change situations.
Organizations suited for conducting the simulation arecommercial enterprises, strategic business units, professionalservices firms, not-for-profit organizations, government agencies, municipalities, academic institutions, college courses, andothers.
Circumstances benefiting from implementing the simulation aremergers and acquisitions, reorganizations, consolidations, newprograms or projects, business refocus, global expansion, downsizing, major system implementation, as a companion tostrategic planning, and others.
