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Maximize the effect of training programs using

Leadership Simulation Improve balance and effectiveness of individual leaders and leadership teams Improve cross-cultural collaboration and conscious decision-making Tailor-made leadership simUlaTioNs


Tell us your learning objectives and we will turn them into a Leadership Simulation leadership Contact Gritt Loschenkohl simUlaTioNs +1 (917) 488 5115

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.

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!


A short video introduces the scenario. The participants face three competing challenges that all demand immediate attention.


All behavior is measured and reported in relation to eight performance indicators. This feedback plays an important part in the debriefing.


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).


The debriefing provides food for thought about how we, as leaders and as a company, balance: • Time & Attention mgmt • Opportunity & Problem mgmt • People & Motivation mgmt


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.


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.


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.


1 4.9

Would you recommend this experience to a colleague? 100% NO

100% YES


Overall relevance of the experience for your job? Unsatisfactory



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”


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“


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.

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.

Application example:

30 – 1,000 participants complete “What a Day!” as a team exercise at a large meeting The simulation is completed by teams of 2-3 people who play together on a laptop. The facilitated feedback session instantly incorporates the specific feedback into a 3-4 hour integrated learning experience.

Simulation and debriefing completed as one integrated experience

The scenario and the three challenges are introduced in plenary.

The participants play in teams of 2-3 to a laptop. (Internet connection or local network needed.)

The teams have to discuss and agree on their decisions.

Each team receives instant feedback, and all teams are benchmarked against each other.

The debriefing combines results, learning points and tools for improving performance.

The debriefing also includes time for company-specific reflection and discussion.

Application example:

Participants complete “What a Day!” as an individual online experience including the full debriefing (any group size) The individual participants complete the simulation by themselves within a specified period of time. The simulation takes about 40 minutes and the virtual debriefing 1‒– 1.5 hours. The experiences and reflections of all the participants in a program are shared through a Reporting website.

Full learning experience completed online – including the personal debriefing

Invitation, instructions and login are e-mailed to all participants.

The participants use their own computers to complete the simulation. (Internet connection and sound needed.)

A virtual facilitator guides the experience and shares and explains your personal results immediately after the simulation.

The virtual debriefing also includes learning points and frameworks – shared through a couple of videos.

Players are benchmarked against each other on the scoreboard. The Reporting website provides access to personal results and lets participants share comments and reflections.

We also provide a Facilitator website where the program owner can follow progress and get access to individual results and team analysis data in real time.

Learning objective:

Improve collaboration and decision-making

Achieving effective collaboration across cultures, business units and geographical sites has never been more demanding.   The Eagle Racing simulation is a fun and engaging team experience. During the session the participants will experiences many of the pitfalls of collaboration themselves – but they will also be provided with valuable tools to work around the challenges and how to improve. The experience include room for company specific reflections and assessments of cultural strengths/ weaknesses.

APPLICATIONS OF Eagle Racing (EXAMPLES) CORPORATE TRAINING PROGRAM Eagle Racing is used to upgrade collaborative decision skills across all leaders. Rolled out in regional sessions of 12-30 people led by internal facilitators TOP MANAGEMENT CONFERENCE Global corporation used Eagle Racing as a team-building exercise and to improve cross-company collaboration. 150 players in teams of five or six.

MBA PROGRAMME Eagle Racing is regularly played at Business Schools as part of MBA and other leadership programs. EPISODICAL GAME… A business school professor uses Eagle Racing as a “virtual training tool”. Each week, players receive a new episode and they can only use digital media to reach a consensus.

A quick overview of EAGLE RACING


Eagle Racing is an interactive story that centers around a fictitious racing team. The first video ends with a dilemma, and the participants are asked to make a difficult choice.


The experience of failure/imperfection is a trigger to induce some strong learning points and introduce valuable collaboration tools.


After the collective decision has been made, the story proceeds with 3 dilemmas – meaning that Eagle Racing has 1 beginning but 8 very different endings ranging from disaster to success.


The sessions include a number of assessments of company specific strengths and weaknesses related to collaboration


The simulation is designed to “lure” participants into some very common pitfalls of collaboration.


Professor Albert Angehrn, Director of CALT (Centre of Advanced Learning Technologies) & INSEAD Business School (Paris, France)


An important part of the experience is to identify ways to improve collaboration – as individuals and as a leadership team.

For individuals: Improved understanding of own habitual tendencies, and inspiration and tools for improving collaboration skills. For groups: A fun and engaging team experience that gives deeper understanding of the pitfalls of collaboration. For corporation: Awareness of corporate behavioral patterns and suggestions on initiatives to improve and avoid pitfalls.

Main applications of Eagle Racing

Eagle Racing for 12-30 participants

Eagle Racing for 31-1,000 participants

TEAMS Table groups of 4-6 people

TIME Recommended: 2.5-3 hours

TECHNOLOGY REQUIREMENTS Stand-alone laptop/PC connected to a projector screen

WIZERIZE SUPPORT A full facilitator kit is provided for this application, including detailed instructions, presentations, etc.

TEAMS Table groups of 4-6 people

TIME Recommended: 2-3 hours

TECHNOLOGY REQUIREMENTS Each team needs access to a laptop to complete the simulation and receive feedback. Each participant needs an individual voting device (most suppliers supported).

WIZERIZE SUPPORT We can support large meetings with our SaaS (Software as a Service) solution or deliver a turnkey solution at any location in the world.

The facilitator needs a laptop with PowerPoint and a projector/screen. All participants (teams and facilitator) need to be connected to either the Internet (if run from a Cloud server) or a local network (for large groups if the Internet is not an option).

If you prefer the SaaS solution, our engineers will assist in defining the technical specifications of the solution. We can either supply an expert facilitator or provide your own facilitator with the necessary materials and training.

Learning objective:


With experience of hundreds of workshops and conferences and over twenty-five customised Leadership Simulations in our portfolio, we are more than capable of developing an effective solution for pretty much any learning objective. The odds are that we can tailor elements of tried and tested solutions to meet your specific challenge. Here are 3 examples for your inspiration.

Tailor-made leadership simUlaTioNs The bid is about winning an important contract. The game is based on videos, where we see fictitious colleagues fighting to win the bid. From time to time, the video and players must decide how to tackle a tough dilemma. Some choices are right; others are wrong. This is revealed after the voting. Typically, 30-35% fail on each dilemma, meaning that around 80% fail on at least one dilemma. The direct feedback and tough competition help bring attention and provide insight into some of the critical phases in a bidding process.

Tailor-made leadership simUlaTioNs

Teams of 6-8 people compete to win a scenario (fictitious or real) presented by a customer team. Each team has to cooperate to truly understand the situation and reveal hidden facts. All teams submit a final proposal (on webcams), which are evaluated in terms of “Customer Value” and “Strategic Partnering” by competitors and the customer team. Teams receive detailed feedback on both their proposal and their behavior, and the process encourages reflection on teamwork. The overall learning points center on the different aspects of gaining customer insight, strategic selling and building strategic partnerships.

“The Voldavian Challenge” is a game framework which can be adapted to many different purposes. “Voldavia” is a fictitious country where the former dictator has just died. The country now wants to catch up with the rest of the world by looking for “public-private partnerships”. Teams compete to be the partner of choice. However, whether they are competing to reduce heart disease, improve service standards or replace the national car fleet depends entirely on the target audience.

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

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.

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 â&#x20AC;&#x201C; 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. Â 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

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. 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.

Leadership Simulations for Training programmes  

Intro and overview of Wizerize Leadership Simulations and their applications