ASSESSMENT TO BUILD A TALENT PIPELINE
CHALLENGE
Assess a telecom company's top sales managers as part of a sales conference.
SOLUTION
Game mechanics built on the company's competency model — to assess participants and build a talent pipeline.
FOR COMPANIES
Business games
A fresh approach to solving business challenges.
Ready-made business games, or games designed around your company's specifics.
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"A conclusion reached in a game is more convincing than someone else's advice"
What games can help with
HR CYCLE
Onboarding new employees
Getting up to speed fast and integrating into the company culture — its values, principles and approaches.
Assessment
Less stress during the procedure, and a clear view of participants' real behavior patterns.
Building a talent pipeline
Identifying leadership potential and readiness for new roles.
LEARNING AND DEVELOPMENT
Developing soft skills
Practicing sales, negotiation and communication skills on the company's own cases.
Developing hard skills
Product knowledge, procedures and work standards, occupational health and safety — tailored to the company's specifics.
Developing management skills
Practicing delegation, motivation, feedback and decision-making.
Developing meta-skills
Building strategic and systems thinking, the ability to find creative solutions and act under uncertainty.
CULTURE AND CHANGE
Immersion in corporate values
Living the company's values through game situations and applying them in work decisions.
Working with mindsets
Seeing how beliefs affect results, and rethinking habitual approaches through first-hand experience.
Supporting organizational change
Mastering new processes and roles, understanding the purpose of change and working through resistance.
Finding and testing new solutions
Testing hypotheses and strategies with no risk to real projects or company resources.
Why games work
Months of business experience in a few game rounds
A chance to see the delayed consequences of decisions: how today's cost-cutting, competition for resources or a lack of alignment affect the overall result.
A chance to see the business beyond your own role
Switching roles helps people understand their colleagues' logic, the interests of other departments and the impact of their own decisions on the whole system.
A conclusion reached through game experience is more convincing than someone else's advice
Adults change based on conclusions they reach themselves. A game lets participants live through their own experience, and that is where the readiness to act differently comes from.
High engagement
A game engages participants naturally: it holds attention and sparks interest and the desire to figure things out.
Simulating business situations where mistakes cost little
Testing hypotheses and strategies with no risk to real projects. Room to make mistakes, change the approach and try a new solution.
Going deeper than skills
Working with the mindsets that keep knowledge and skills from being applied. A chance to test habitual beliefs through first-hand experience and find reasons to act differently.
Ready-made game or custom design?
Answer 3 questions and find out right away which format suits you.
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Sample projects
ONBOARDING NEW BANK EMPLOYEES
CHALLENGE
Create an unconventional onboarding format that combines an introduction to the bank's procedures with immersion in its values.
SOLUTION
A replayable board game: engaging, easing first-day nerves and supporting the bank's employer brand.
CYCLE MEETING FOR 200 PARTICIPANTS
CHALLENGE
Inspire a pharmaceutical company's medical reps to reach a new level of sales, boost morale and help them see ways to improve results.
SOLUTION
An engaging cycle meeting design in which an off-the-shelf business game became the basis for joint work by 200 participants. The game experience and its debrief were linked to finding new opportunities for sales growth.
How a game is developed
Diagnostics
Interviews and surveys, studying the company's goals and the participants' profile.
Specification
Agreeing on the game's goals, requirements and expected results.
Game concept
Developing and presenting the game scenario and core mechanics.
Detailed design
Creating the mechanics, rules, facilitator's guide and a prototype.
Design and production
Visual design and production of a test game kit.
Testing and refinement
Running test games, gathering feedback and making changes.
Methodology handover
Training in-house facilitators to run the game and debrief the results.
Materials handover
The finished game, design files, the facilitator's guide and a video recording of the training.
Questions before you start
How long does it take to develop a game?
2 to 6 months, depending on the complexity of the project and how quickly the client provides feedback.
Which ready-made games do you run?
Among ready-made games, companies most often choose FreshBiz. It helps reboot how a team works together.
Can ready-made games be adapted to our company?
Absolutely. Let's discuss the details in a meeting.
Can you create a game based on our cases, procedures and competencies?
Yes. The game is designed around the client's business context.
Will we be able to run the game ourselves?
Yes. The games are usually run by in-house trainers or managers.
What does the development cost depend on?
On the complexity of the project and the timeline.
I often use games in strategy sessions and training programs.
Strategy and team sessions →Training →Tell me about your challenge, and I'll propose a solution
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