LEARNING OBJECTIVE:
IMPROVE LEADERSHIP EFFECTIVENESS
APPLICATIONS OF WHAT A DAY! (EXAMPLES) The pressure on individual leaders to keep their priorities balanced in a stressful daily work life is becoming an increasing challenge. The What a Day! simulation helps individual leaders fine-tune their priorities to achieve maximum effectiveness. It also generates valuable insight into the strengths and weaknesses of leadership teams.
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GENERAL LEADERSHIP EFFECTIVENESS TRAINING A global corporation uses What a Day! in its talent program. Participants play the simulation online, and qualified facilitators carry out the debriefings in training sessions.
TOP MANAGEMENT CONFERENCE A global corporation used What a Day! to make discussions and reflections about leadership behavior concrete and tangible. 300 players in teams of 3.
NEW MANAGERS’ PROGRAM A global corporation uses What a Day! as a key element of its New Managers’ Program. In this case, new leaders play individually online and are debriefed in virtual meetings.
MBA PROGRAMME What a Day! is regularly played at Business Schools as part of MBA and other leadership programs.
A QUICK OVERVIEW OF WHAT A DAY!
1
A short video introduces the scenario. The participants face three competing challenges that all demand immediate attention.
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All behavior is measured and reported in relation to eight performance indicators. This feedback plays an important part in the debriefing.
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2
The simulation takes place from a desktop, where information about the challenges can be found via e-mails, documents and dialogue (via 100 prerecorded video calls).
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The debriefing provides food for thought about how we, as leaders and as a company, balance: s 4IME !TTENTION MGMT s /PPORTUNITY 0ROBLEM MGMT s 0EOPLE -OTIVATION MGMT
3
During the simulation, different people will call you or can be contacted. They will ask you to make various decisions, and these decisions influence how the story develops.
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When a group has completed the simulation, the team analysis reveals different behavioral patterns. This insight can be used for reflection as well as follow-up initiatives.
DEVELOPMENT PARTNER
Professor Albert Angehrn, Director of CALT (Centre of Advanced Learning Technologies) & INSEAD Business School (Paris, France)
LEARNING OUTCOMES FOR INDIVIDUALS: Feedback, inspiration and tools for improving personal leadership balance. FOR GROUPS: New insights and inspiration for improving overall effectiveness by better balancing different leadership behaviors. FOR CORPORATION: New insight into the corporate leadership culture and ideas for targeted follow-up initiatives.
”WHAT A DAY!” USER FEEDBACK
1 4.9
Would you recommend this experience to a colleague? 100% NO
100% YES
4.3
Overall relevance of the experience for your job? UNSATISFACTORY
EXCELLENT
4.3
Gaining relevant Learning & Insights? (Compared to traditional leadership competence development programs)
“Very realistic simulation of our daily management life” “An excellent reminder to balance listening and acting” “Challenging, relevant and entertaining experience”
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5
LOWER VALUE
“I got the impression that the video was done exclusively for my responses” “Very realistic, as stressful as real world” “The quality of the personal report is excellent“
SIMILAR VALUE
HIGHER VALUE
“A quick exercise to highlight our blind spots and make us aware of areas of improvement“
“I would love to see more challenges like this that we can tackle online and practice!”
“The value is more in the debriefing meeting than the exercise itself”
“By far the best learning session in (company)”
APPLICATION EXAMPLE:
Participants play “What a Day!� individually and meet in groups for debriefing Participants complete the simulation individually before meeting in groups of 12-30 for a facilitated feedback session. This session is based on individual results and group data provided in a Personal Report for each participant. It takes about 40 minutes to complete the simulation, and the group feedback session usually lasts around half a day.
Individual online simulation (35-40 minutes)
Invitation, instructions and login are e-mailed to all participants. Participants must complete the simulation before a certain deadline.
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A virtual facilitator guides the experience and collects input on questions related to the simulation.
Participants use their own computers to complete the simulation. (Internet connection and sound needed.)
Group feedback session (3.5 hours)
The feedback session is facilitated around a couple of strong learning points. (A full facilitator kit, including detailed instructions, presentations, etc., is provided.)
Each participant receives a Personal Report and all the participants in a session are benchmarked against each other. The results also reveal different behavioral patterns in the group.
All insight is used for reflection and discussion in smaller table groups and in plenary. The session focuses on the motivation for change and introduces frameworks and tools to help improve performance.
BRAIN EFFICIENCY BRAIN PERSPECTIVE
BUSINESS PERSPECTIVE
LEADERSHIP SIMULATIONS reach parts of the brain that other learning methods cannot reach
BUSINESS SIMULATIONS The ultimate tool for accelerating change
Leadership simulations provide an immersive environment that requires our attention and brings all of our resources into play. They are by nature motivating, as we all want to do well, and this engages our very powerful emotional systems. In addition, the realistic scenarios activate pathways in the brain that process meaningful material, providing a strong foundation for memory. The additional element of learning by doing brings the information into our entire brain and body, with representation in a great many brain regions. These pathways cement the learning in ways that conceptual knowledgedoes not. Simulations also spark creativity, as the rules for achieving the goals force
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us out of familiar ways of thinking and we must draw forth intuitive resources to navigate the unfamiliar waters. Novelty, uncertainty, anticipation, and a sense of urgency produce neurotransmitters, notably dopamine, which enhance both motivation and learning. In short, they are a wonderful way to provide an effective and engaging mode for gaining competencies and improving on-the-job performance. Brain expert, Andrea Sullivan, M.A. Brainstrength.net
To be effective in a challenging business world, we depend on tried and tested patterns. These patterns allow us to make a lot of decisions in a very short time span – with almost no real thinking involved. However, this extremely human way of acting also comes at a price: it makes it hard for us to change.Even when we agree with guiding principles, new strategies or new information that we want to implement, it can be very hard to change our behaviour.
people around us, the competitive elements and the learning environment allow us to experiment without any real risk. Simulation is only part of the experience. Each participant is given individual feedback and a chance to relate the experience to their own working life. The key to learning and changing behaviour comes during the reflection points and debriefing, which provide a chance to stop and analyse our own behaviour.
In a Leadership Simulation, we work with a realistic scenario where the situations we manage and the people we relate to are similar to our own experiences. Best of all, the entire situation, the
A simulation experience challenges us deeper than a normal meeting or interaction, and helps us to reach a more profound understanding of what we need to change and why.