Culture.Inc

There are three phases to a Culture.Inc implementation:

Needs analysis

– Needs analysis: interview with the stakeholder to establish the following: strategic priorities, overarching performance of the team, individual strengths and weaknesses, alignment of team with the strategy, and performance against the strategy.

– Identification and prioritization of key outcomes: to ensure that the maximum value is created from implementation, it is essential to understand the objectives of the program of work from three different points of view: organization, team and individual objectives.

– Planning the implementation of Culture.Inc, preparing a list of attendees, and the set-up of the session, either virtual or in classroom.

Delivery

Culture.Inc is delivered in 3-4 levels over up to one full day of delivery.

Level 1: Culture-focused interactive workshop and overview presentation to encourage participants to think about productivity and agility of organizations through the lens of culture.

Level 2: Culture.Inc simulation gameplay

Level 3: Culture.Inc simulation gameplay & extended discussion to bring all learnings together.

Level 4 (Optional): Additional level of gameplay subject to timings and requirements agreed during needs analysis stage.

Real-world mapping

After any simulation delivery, the facilitator will work with the team to take the captured learnings and map them to their own workplace functions. As a final step, these can be translated into specific actions for immediate implementation.

– Review: capture innovations and learnings.

– Map: apply innovations to real-life problems.

– Action: specific focused outcomes and learning which can be applied to real-world working environments following the session.

Culture.Inc is designed for groups of up 7 to 15 people, virtual or in classroom, and divided into three-four rounds. Each round is 26 minutes and represents the equivalent of 26 weeks of trade.

Teams are tasked with running and optimizing a complete business in only a few short hours. However, teams are given a business that is struggling and under-developed processes without a rule book to improve it. The objective is to build a successful organization that expands, has improved processes, and is profitable and fully agile in its marketplace.

Teams are assessed using a balanced scorecard approach which answers 4 key questions:

“How do we look to our shareholders?” – Financial performance.

“How do we continuously improve and create value?” – Maturity, assessed by facilitators and teams based on key capabilities relating to culture and performance.

“How do our customers see us?” – Net Promoter Score (NPS) assessment of performance.

“What must we excel at?” – Employee Net Promoter Score (eNPS) assessment of employee satisfaction and wellbeing.

We challenge teams to develop the strategies to deliver organizational success in only a few short hours.

Each round is 26 minutes and involves the equivalent of  26 weeks of trade, making the gameplay fun yet nerve-wracking.

Our experience has proved that all players start finding the simulation difficult and confusing, whilst improving round after round by coming up with their own ideas and systems to improve the business. Whilst most, if not all, teams fail to succeed in round one, they exponentially improve as the rounds progress. The game allows teams to try and fail in a safe environment.

Teams are split into different departments and roles to play the simulation. A General Manager is assigned by the facilitator and the teams agree between them how to allocate participants across the remaining roles.

Experiential learning

Practice makes perfect

Experiential learning is the most successful method of driving organizational change, improving thinking skills and creating lasting connections.

Based on David Kolb’s Experiential Learning Cycle, the recreation of real-world business scenarios allows users to learn by doing and results in a higher player engagement and emotional involvement.

Certifications can be sent to all players to be able to demonstrate their learnings and contribute to their personal and professional development. 

Please contact us about using your own brand on the certificates (next to ours).