Stress factors

This simulation helps in understanding team members in stressful situations. The exercise also promotes open discussion of stress factors within the team. The simulation deals with work-related stress factors, including work fragmentation, challenging social situations, and unclear division of labor. People experience the effect of these factors on stress levels differently. The story progresses through everyday situations and provides an opportunity for a facilitated discussion on team members’ experiences regarding different stress factors.

Entrepreneurial leadership

In this simulation, the team makes strategic choices for an internationally successful corporation in difficult times. You will face business challenges that highlight the entrepreneurial aspects of your team. In the simulation, the team will be able to evaluate itself and its performance in relation to various elements of entrepreneurial activity. The team encounters situations that require, for instance, uninterrupted concentration or asking “why.”

Efficient leadership team

Research shows that the effective operation of a leadership team deals with, for instance, the ability to argue in a constructive way, psychological security, acknowledgement of mistakes and working toward common objectives. The leadership team differs from other teams in an organization: it is secondary team to its members. The leadership team also deals with the most difficult issues in the organization and makes critical decisions. For these to succeed, the team needs to be able to deal with challenging questions and to critically evaluate the choices that have been made. As the story unfolds, concrete situations help a facilitated discussion on team members’ readiness and strengths in different kinds of situations.

Mastering hybrid work

This simulation helps the team explore their practices in hybrid work. Members’ personal and team challenges at work are examined and, at the same time, an open discussion culture is promoted. The simulation variables are compiled from various guides and instructions related to remote work.

In the simulation, the experience of team members with hybrid work can be discussed openly with a facilitator. What are the hardest parts for different team members? What works well? What hasn’t been talked about?

Challenging work community situations

The simulation helps the team understand the kinds of diversity that exist in the work community and engage in a constructive discussion of the related, sometimes difficult, phenomena such as unconscious discrimination.

Diverse teams are shown to perform better than homogeneous teams, but working together can be more challenging. After all, we live in a world where equality is not fully realized. Sometimes, we are not even aware of our own or our team’s attitudes toward diversity. Through concrete situations, the simulation promotes discussion on how we can recognize diversity and intervene in difficult situations. 

Biases in our thinking

This simulation helps to understand phenomena related to thinking and interaction. The exercise provides background on everyday phenomena such as stereotyping and a “not invented here” type of thinking and helps the team to discuss actions and decision-making, promoting a culture of open discussion. The variables are based on research on the subject (in particular on Kahnemann). The story provides a background for a facilitated discussion of the team members’ experiences in collaboration and decision-making. It fosters open discussion and as such, allows conclusions to be drawn for the future enhancement of the team’s activities.

Agility

Agile action is the goal in many teams, but what does agility consist of? This agility simulation makes concrete the routines and operating models behind everyday work. At the same time, the team gets to reflect on the elements that make a team agile.

An agile approach involves, for example, a quick feedback cycle and exposing one’s own actions to critique. The simulation helps team members understand that different members have different tolerance thresholds for various styles of feedback. It also opens a discussion on unclear issues and helps to address issues related to trust.