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Case Studies

Core Values

Get employees dedicated around organizational values and goals

Industry leading eye tracking company Tobii bought its American competitor Dynavox, which created a company with two different cultures. Creating a common set of values was an important part of the integration process of Tobii and Dynavox. 

Presentations from stage were kept to a minimum; instead focus was geared towards group discussions, workshops and business games that triggered engagement, networking and shared insights. Finally, a tailor-made Values Game was used to communicate and achieve buy-in on corporate values and identity.

“We came here as a group of people that thought we were working as a team but we’re leaving here as a family of people working as a team.” – Tony Pavlik, VP of Operations at Tobii Dynavox:

¿Cómo podemos ayudarte?



Core Values

Få medarbejderene engagerede i organisationens mål og værdier

Tobii, der er førende indenfor eye tracking, opkøbte deres amerikanske konkurrent Dynavox. Det skabte et firma med to forskellige kulturer. At skabe et fælles værdisæt blev derfor en vigtig del af integrationsprocessen af Tobii og Dynavox.

Præsentationer fra scenen blev holdt til et minimum. I stedet blev fokus rettet mod gruppediskussioner, workshops og business games, der inviterede til engagement, fælles indsigt og nye netværk. Afslutningsvis blev et skræddersyet værdispil brugt til kommunikation af virksomhedernes værdier og identitet.

“Vi kom som en gruppe mennesker, der troede, at vi var i team, men vi tager herfra som en familie, der arbejder som et team.” – Tony Pavlik, operativ direktør hos Tobii Dynavox”

¿Cómo podemos ayudarte?



Core Values

Get employees dedicated around organizational values and goals

Industry leading eye tracking company Tobii bought its American competitor Dynavox, which created a company with two different cultures. Creating a common set of values was an important part of the integration process of Tobii and Dynavox. 

Presentations from stage were kept to a minimum; instead focus was geared towards group discussions, workshops and business games that triggered engagement, networking and shared insights. Finally, a tailor-made Values Game was used to communicate and achieve buy-in on corporate values and identity.

“We came here as a group of people that thought we were working as a team but we’re leaving here as a family of people working as a team.” – Tony Pavlik, VP of Operations at Tobii Dynavox:

¿Cómo podemos ayudarte?



Core Values

Get employees dedicated around organizational values and goals

Industry leading eye tracking company Tobii bought its American competitor Dynavox, which created a company with two different cultures. Creating a common set of values was an important part of the integration process of Tobii and Dynavox. 

Presentations from stage were kept to a minimum; instead focus was geared towards group discussions, workshops and business games that triggered engagement, networking and shared insights. Finally, a tailor-made Values Game was used to communicate and achieve buy-in on corporate values and identity.

“We came here as a group of people that thought we were working as a team but we’re leaving here as a family of people working as a team.” – Tony Pavlik, VP of Operations at Tobii Dynavox:

¿Cómo podemos ayudarte?



Core Values

Consigue que tus empleados trabajen con los valores y objetivos de la empresa

La empresa Tobii, líder en “eye tracking” ha comprado a su competidor americano Dynavox,  creando una empresa con dos culturas diferentes. La búsqueda de valores en común fue una parte muy importante en el proceso de integración de Tobii Dynavox.

La reunión no estaba enfocada en las presentaciones sino en los debates grupales, workshops y business games. Así desencademanos el compromiso, el networking y el intercambio de pensamientos e ideas. Finalmente se hizo un juego de Valores a medida para comunicar e integrar los Valores Corporativos.

“Hemos venido como compañeros de trabajo. Nos vamos de aquí como una familia que trabaja en equipo”. – Tony Pavlik, vicepresidente de operaciones de Tobii Dynavox:

¿Cómo podemos ayudarte?



Core Values

Get employees dedicated around organizational values and goals

Industry leading eye tracking company Tobii bought its American competitor Dynavox, which created a company with two different cultures. Creating a common set of values was an important part of the integration process of Tobii and Dynavox. 

Presentations from stage were kept to a minimum; instead focus was geared towards group discussions, workshops and business games that triggered engagement, networking and shared insights. Finally, a tailor-made Values Game was used to communicate and achieve buy-in on corporate values and identity.

“We came here as a group of people that thought we were working as a team but we’re leaving here as a family of people working as a team.” – Tony Pavlik, VP of Operations at Tobii Dynavox:

¿Cómo podemos ayudarte?



Core Values

Get employees dedicated around organizational values and goals

Industry leading eye tracking company Tobii bought its American competitor Dynavox, which created a company with two different cultures. Creating a common set of values was an important part of the integration process of Tobii and Dynavox. 

Presentations from stage were kept to a minimum; instead focus was geared towards group discussions, workshops and business games that triggered engagement, networking and shared insights. Finally, a tailor-made Values Game was used to communicate and achieve buy-in on corporate values and identity.

“We came here as a group of people that thought we were working as a team but we’re leaving here as a family of people working as a team.” – Tony Pavlik, VP of Operations at Tobii Dynavox:

¿Cómo podemos ayudarte?



Core Values

Get employees dedicated around organizational values and goals

Industry leading eye tracking company Tobii bought its American competitor Dynavox, which created a company with two different cultures. Creating a common set of values was an important part of the integration process of Tobii and Dynavox. 

Presentations from stage were kept to a minimum; instead focus was geared towards group discussions, workshops and business games that triggered engagement, networking and shared insights. Finally, a tailor-made Values Game was used to communicate and achieve buy-in on corporate values and identity.

“We came here as a group of people that thought we were working as a team but we’re leaving here as a family of people working as a team.” – Tony Pavlik, VP of Operations at Tobii Dynavox:

¿Cómo podemos ayudarte?



Core Values

Get employees dedicated around organizational values and goals

Industry leading eye tracking company Tobii bought its American competitor Dynavox, which created a company with two different cultures. Creating a common set of values was an important part of the integration process of Tobii and Dynavox. 

Presentations from stage were kept to a minimum; instead focus was geared towards group discussions, workshops and business games that triggered engagement, networking and shared insights. Finally, a tailor-made Values Game was used to communicate and achieve buy-in on corporate values and identity.

“We came here as a group of people that thought we were working as a team but we’re leaving here as a family of people working as a team.” – Tony Pavlik, VP of Operations at Tobii Dynavox:

¿Cómo podemos ayudarte?



Core Values

Creating engagement for off site participants

Powel wanted to create excitement around its Core Values at the annual meeting. However, with 300 of 450 employees not present physically, how to ensure full engagement?

By running a digital business game on laptops and tablets, all teams (even off site ones) could participate with the results and feedback accessible on screens in real time.

Quick Facts: 450 participants, 12 locations in Norway, Switzerland, Sweden, Poland and Chile

¿Cómo podemos ayudarte?



Core Values

Creating engagement for off site participants

Powel wanted to create excitement around its Core Values at the annual meeting. However, with 300 of 450 employees not present physically, how to ensure full engagement?

By running a digital business game on laptops and tablets, all teams (even off site ones) could participate with the results and feedback accessible on screens in real time.

Quick Facts: 450 participants, 12 locations in Norway, Switzerland, Sweden, Poland and Chile

¿Cómo podemos ayudarte?



Core Values

Crear compromiso para los participantes de Powel que no estában presentes físicamente

Powel quería crear entusiasmo entorno a sus Valores Corporativos en la reunión anual. Sin embargo, con 300 de 450 empleados que no están presentes físicamente, ¿cómo garantizar el compromiso?

Llevando a cabo un business game digital mediante portátiles y tablets, todos los equipos (incluso los que no estaban presentes) podrían participar. Los resultados y las respuestas eran accesibles de forma inmediata.

Datos: 450 participantes, 12 localizaciones en Noruega, Suiza, Suecia, Polonia y Chile.

¿Cómo podemos ayudarte?



Core Values

Creating engagement for off site participants

Powel wanted to create excitement around its Core Values at the annual meeting. However, with 300 of 450 employees not present physically, how to ensure full engagement?

By running a digital business game on laptops and tablets, all teams (even off site ones) could participate with the results and feedback accessible on screens in real time.

Quick Facts: 450 participants, 12 locations in Norway, Switzerland, Sweden, Poland and Chile

¿Cómo podemos ayudarte?



Core Values

Creating engagement for off site participants

Powel wanted to create excitement around its Core Values at the annual meeting. However, with 300 of 450 employees not present physically, how to ensure full engagement?

By running a digital business game on laptops and tablets, all teams (even off site ones) could participate with the results and feedback accessible on screens in real time.

Quick Facts: 450 participants, 12 locations in Norway, Switzerland, Sweden, Poland and Chile

¿Cómo podemos ayudarte?



Core Values

Hvordan engagerer man off-site deltagere?

Powel ønskede at skabe opmærksomhed omkring deres kerneværdier på årsmødet. Men hvordan sikrer man fuldt engagement,  når 300 af 450 ansatte ikke fysisk er til stede?

Ved at køre et digitalt forretningsspil på bærbare computere og tabletter, kunne alle hold (selv dem der var off-site) deltage. Motivationen blev yderligere boostet af resultater og feedback tilgængelige på skærme i realtid.

Hurtige fakta: 450 deltagere, 12 steder i Norge, Schweiz, Sverige, Polen og Chile

¿Cómo podemos ayudarte?



Core Values

Creating engagement for off site participants

Powel wanted to create excitement around its Core Values at the annual meeting. However, with 300 of 450 employees not present physically, how to ensure full engagement?

By running a digital business game on laptops and tablets, all teams (even off site ones) could participate with the results and feedback accessible on screens in real time.

Quick Facts: 450 participants, 12 locations in Norway, Switzerland, Sweden, Poland and Chile

¿Cómo podemos ayudarte?



Core Values

Creating engagement for off site participants

Powel wanted to create excitement around its Core Values at the annual meeting. However, with 300 of 450 employees not present physically, how to ensure full engagement?

By running a digital business game on laptops and tablets, all teams (even off site ones) could participate with the results and feedback accessible on screens in real time.

Quick Facts: 450 participants, 12 locations in Norway, Switzerland, Sweden, Poland and Chile

¿Cómo podemos ayudarte?



Core Values

Creating engagement for off site participants

Powel wanted to create excitement around its Core Values at the annual meeting. However, with 300 of 450 employees not present physically, how to ensure full engagement?

By running a digital business game on laptops and tablets, all teams (even off site ones) could participate with the results and feedback accessible on screens in real time.

Quick Facts: 450 participants, 12 locations in Norway, Switzerland, Sweden, Poland and Chile

¿Cómo podemos ayudarte?



Onboarding

A modern Onboarding day

Electrolux wanted to create a more engaging way to educate and welcome new employees. First, the new employees were divided into teams of 6. Each team was equipped with a pre-programmed Tablet that guided them to different stands on exact times and in perfect synchronization with other teams.

At each stand, staff from a certain division would present their work. Then the tablets triggered engaging quizzes and game-like questionnaires that put knowledge to the test and laid the basis for an entertaining experience. 

“This represents a unique opportunity for our new employees to learn more about Electrolux products and simultaneously meet and collaborate with their colleagues.” – Berit Hägglund-Marcus, VP Global HR Group Staff & Functions

¿Cómo podemos ayudarte?



Onboarding

Un Onboarding innovador para Electrolux

Electrolux quería crear un entorno atractivo con engagement para dar la bienvenida a los nuevos empleados. Organizados en grupos de 6 disponían de una tablet que les guiaba a los diferentes stands. Tiempo limitado, muchas paradas, una forma sencilla de que todos vayan de forma sincronizada pasando por los stands.

En cada stand, se presentaba el trabajo de cada departamento. A continuación, a través de las tablets  los equipos tenían el reto de resolver divertidas preguntas, poniendo a prueba sus conocimientos creando así una experiencia entretenida.

“Esto representa una oportunidad única para que nuestros nuevos empleados aprendan más sobre los productos Electrolux y, a la vez, creen un sentimiento de pertenencia y equipo.” – Berit Hägglund-Marcus, VP Global HR Group Staff & Functions

¿Cómo podemos ayudarte?



Onboarding

A modern Onboarding day

Electrolux wanted to create a more engaging way to educate and welcome new employees. First, the new employees were divided into teams of 6. Each team was equipped with a pre-programmed Tablet that guided them to different stands on exact times and in perfect synchronization with other teams.

At each stand, staff from a certain division would present their work. Then the tablets triggered engaging quizzes and game-like questionnaires that put knowledge to the test and laid the basis for an entertaining experience. 

“This represents a unique opportunity for our new employees to learn more about Electrolux products and simultaneously meet and collaborate with their colleagues.” – Berit Hägglund-Marcus, VP Global HR Group Staff & Functions

¿Cómo podemos ayudarte?



Onboarding

A modern Onboarding day

Electrolux wanted to create a more engaging way to educate and welcome new employees. First, the new employees were divided into teams of 6. Each team was equipped with a pre-programmed Tablet that guided them to different stands on exact times and in perfect synchronization with other teams.

At each stand, staff from a certain division would present their work. Then the tablets triggered engaging quizzes and game-like questionnaires that put knowledge to the test and laid the basis for an entertaining experience. 

“This represents a unique opportunity for our new employees to learn more about Electrolux products and simultaneously meet and collaborate with their colleagues.” – Berit Hägglund-Marcus, VP Global HR Group Staff & Functions

¿Cómo podemos ayudarte?



Onboarding

En moderne opstart.

Electrolux ønskede at skabe en mere interaktiv måde at uddanne og byde nye medarbejdere velkommen. 

De nye medarbejdere blev opdelt i hold på 6. Hvert hold blev udstyret med en forudprogrammeret tablet, der førte dem til forskellige stande på præcise tider og i perfekt synkronisering med andre hold.

På hver stand kunne man møde medarbejdere fra de forskellige divisioner i Electrolux der bl.a. fortalte om opgaverne i deres afdeling. Tabletterne igangsatte med mellemrum interaktive quizzer og spil-lignende spørgeskemaer, der testede de nye medarbejderes viden og lagde grundlaget for en underholdende oplevelse.

“Dette er en enestående mulighed for vores nye medarbejdere at lære mere om Electrolux produkter og samtidig møde og samarbejde med deres nye kolleger.” – Berit Hägglund-Marcus, VP Global HR Group Staff & Functions

¿Cómo podemos ayudarte?



Onboarding

A modern Onboarding day

Electrolux wanted to create a more engaging way to educate and welcome new employees. First, the new employees were divided into teams of 6. Each team was equipped with a pre-programmed Tablet that guided them to different stands on exact times and in perfect synchronization with other teams.

At each stand, staff from a certain division would present their work. Then the tablets triggered engaging quizzes and game-like questionnaires that put knowledge to the test and laid the basis for an entertaining experience. 

“This represents a unique opportunity for our new employees to learn more about Electrolux products and simultaneously meet and collaborate with their colleagues.” – Berit Hägglund-Marcus, VP Global HR Group Staff & Functions

¿Cómo podemos ayudarte?



Onboarding

A modern Onboarding day

Electrolux wanted to create a more engaging way to educate and welcome new employees. First, the new employees were divided into teams of 6. Each team was equipped with a pre-programmed Tablet that guided them to different stands on exact times and in perfect synchronization with other teams.

At each stand, staff from a certain division would present their work. Then the tablets triggered engaging quizzes and game-like questionnaires that put knowledge to the test and laid the basis for an entertaining experience. 

“This represents a unique opportunity for our new employees to learn more about Electrolux products and simultaneously meet and collaborate with their colleagues.” – Berit Hägglund-Marcus, VP Global HR Group Staff & Functions

¿Cómo podemos ayudarte?



Onboarding

A modern Onboarding day

Electrolux wanted to create a more engaging way to educate and welcome new employees. First, the new employees were divided into teams of 6. Each team was equipped with a pre-programmed Tablet that guided them to different stands on exact times and in perfect synchronization with other teams.

At each stand, staff from a certain division would present their work. Then the tablets triggered engaging quizzes and game-like questionnaires that put knowledge to the test and laid the basis for an entertaining experience. 

“This represents a unique opportunity for our new employees to learn more about Electrolux products and simultaneously meet and collaborate with their colleagues.” – Berit Hägglund-Marcus, VP Global HR Group Staff & Functions

¿Cómo podemos ayudarte?



Onboarding

A modern Onboarding day

Electrolux wanted to create a more engaging way to educate and welcome new employees. First, the new employees were divided into teams of 6. Each team was equipped with a pre-programmed Tablet that guided them to different stands on exact times and in perfect synchronization with other teams.

At each stand, staff from a certain division would present their work. Then the tablets triggered engaging quizzes and game-like questionnaires that put knowledge to the test and laid the basis for an entertaining experience. 

“This represents a unique opportunity for our new employees to learn more about Electrolux products and simultaneously meet and collaborate with their colleagues.” – Berit Hägglund-Marcus, VP Global HR Group Staff & Functions

¿Cómo podemos ayudarte?



Brain Storming

Brainstorming on campaigns and business opportunities

Pernod hired us to create a gamified event for 300 participants. The goal was to brainstorm the coming year’s marketing campaign and new business opportunities. 

The Museum of Modern Art set the mood

For maximum inspiration we ran the event at Stockholm Museum of Modern Art. Staff were divided into small teams, and handed a tablet. The tabs gave instructions and guided them to a series of predetermined artworks. The teams discussed creative elements found in the artwork, which was used as a source of inspiration for future marketing campaigns.

The creative ideas were available online straight away, then coupled with mood images and descriptive texts. The best ideas were singled out for further discussion and idea generation in a second workshop.

The result – a game-oriented brainstorming exercise, which led to many exciting ideas and motivated employees.

¿Cómo podemos ayudarte?



Brain Storming

Brainstorming on campaigns and business opportunities

Pernod hired us to create a gamified event for 300 participants. The goal was to brainstorm the coming year’s marketing campaign and new business opportunities. 

The Museum of Modern Art set the mood

For maximum inspiration we ran the event at Stockholm Museum of Modern Art. Staff were divided into small teams, and handed a tablet. The tabs gave instructions and guided them to a series of predetermined artworks. The teams discussed creative elements found in the artwork, which was used as a source of inspiration for future marketing campaigns.

The creative ideas were available online straight away, then coupled with mood images and descriptive texts. The best ideas were singled out for further discussion and idea generation in a second workshop.

The result – a game-oriented brainstorming exercise, which led to many exciting ideas and motivated employees.

¿Cómo podemos ayudarte?



Brain Storming

Brainstorming on campaigns and business opportunities

Pernod hired us to create a gamified event for 300 participants. The goal was to brainstorm the coming year’s marketing campaign and new business opportunities. 

The Museum of Modern Art set the mood

For maximum inspiration we ran the event at Stockholm Museum of Modern Art. Staff were divided into small teams, and handed a tablet. The tabs gave instructions and guided them to a series of predetermined artworks. The teams discussed creative elements found in the artwork, which was used as a source of inspiration for future marketing campaigns.

The creative ideas were available online straight away, then coupled with mood images and descriptive texts. The best ideas were singled out for further discussion and idea generation in a second workshop.

The result – a game-oriented brainstorming exercise, which led to many exciting ideas and motivated employees.

¿Cómo podemos ayudarte?



Brain Storming

Brainstorming på kampagner og forretningsmuligheder

Pernod hyrede os for at skabe et interaktiv event for 300 deltagere. Målet var at brainstorme det kommende års marketingkampagne og nye forretningsmuligheder.

For maksimal inspiration afholdte vi begivenheden på Stockholms Museum for Moderne Kunst. Deltagerne blev opdelt i små hold der hver fik en tablet. Instruktioner på tabletten, guidede dem til en række forudbestemte kunstværker, hvor holdene diskuterede kreative elementer, der blev fundet i de forskellige kunstværker. Idéer og tanker blev nedfældet på tabletten og brugt som inspirationskilde til fremtidige marketingkampagner.

De kreative ideer var tilgængelige online straks og blev derefter kombineret med billeder og beskrivende tekster. De bedste ideer blev udpeget til videre diskussion og idé-generering i en opfølgende workshop.

Resultatet – en interaktiv brainstorming, der førte til mange spændende idéer og motiverede medarbejderne.

¿Cómo podemos ayudarte?



Brain Storming

Brainstorming on campaigns and business opportunities

Pernod hired us to create a gamified event for 300 participants. The goal was to brainstorm the coming year’s marketing campaign and new business opportunities. 

The Museum of Modern Art set the mood

For maximum inspiration we ran the event at Stockholm Museum of Modern Art. Staff were divided into small teams, and handed a tablet. The tabs gave instructions and guided them to a series of predetermined artworks. The teams discussed creative elements found in the artwork, which was used as a source of inspiration for future marketing campaigns.

The creative ideas were available online straight away, then coupled with mood images and descriptive texts. The best ideas were singled out for further discussion and idea generation in a second workshop.

The result – a game-oriented brainstorming exercise, which led to many exciting ideas and motivated employees.

¿Cómo podemos ayudarte?



Brain Storming

Brainstorming on campaigns and business opportunities

Pernod hired us to create a gamified event for 300 participants. The goal was to brainstorm the coming year’s marketing campaign and new business opportunities. 

The Museum of Modern Art set the mood

For maximum inspiration we ran the event at Stockholm Museum of Modern Art. Staff were divided into small teams, and handed a tablet. The tabs gave instructions and guided them to a series of predetermined artworks. The teams discussed creative elements found in the artwork, which was used as a source of inspiration for future marketing campaigns.

The creative ideas were available online straight away, then coupled with mood images and descriptive texts. The best ideas were singled out for further discussion and idea generation in a second workshop.

The result – a game-oriented brainstorming exercise, which led to many exciting ideas and motivated employees.

¿Cómo podemos ayudarte?



Brain Storming

Brainstorming en campañas y oportunidades de negocios para Pernod Ricard

Pernod Ricard nos contrató para crear un evento gamificado para 300 participantes. El objetivo era hacer un Brainstorming sobre próxima campaña de marketing y las nuevas oportunidades comerciales.

El Museo de Arte Moderno estableció el ambiente

Para una máxima inspiración el evento tuvo lugar en el Museo de Arte Moderno en Estocolmo. Divididos en grupos pequeños con una tablet que les guiaba por unas obras de arte predeterminadas. Los equipos debatieron los elementos creativos que encontraban en la obra de arte, que se usó como fuente de inspiración para las futuras campañas de marketing.

Los resultados estaban disponibles al instante que con la combinación de gráficas y textos descriptivos. Se seleccionaron las mejores ideas para un segundo debate más productivo.

El resultado: un juego para intercambiar ideas consiguiendo que los empleados estén motivados.

¿Cómo podemos ayudarte?



Brain Storming

Brainstorming on campaigns and business opportunities

Pernod hired us to create a gamified event for 300 participants. The goal was to brainstorm the coming year’s marketing campaign and new business opportunities. 

The Museum of Modern Art set the mood

For maximum inspiration we ran the event at Stockholm Museum of Modern Art. Staff were divided into small teams, and handed a tablet. The tabs gave instructions and guided them to a series of predetermined artworks. The teams discussed creative elements found in the artwork, which was used as a source of inspiration for future marketing campaigns.

The creative ideas were available online straight away, then coupled with mood images and descriptive texts. The best ideas were singled out for further discussion and idea generation in a second workshop.

The result – a game-oriented brainstorming exercise, which led to many exciting ideas and motivated employees.

¿Cómo podemos ayudarte?



Brain Storming

Brainstorming on campaigns and business opportunities

Pernod hired us to create a gamified event for 300 participants. The goal was to brainstorm the coming year’s marketing campaign and new business opportunities. 

The Museum of Modern Art set the mood

For maximum inspiration we ran the event at Stockholm Museum of Modern Art. Staff were divided into small teams, and handed a tablet. The tabs gave instructions and guided them to a series of predetermined artworks. The teams discussed creative elements found in the artwork, which was used as a source of inspiration for future marketing campaigns.

The creative ideas were available online straight away, then coupled with mood images and descriptive texts. The best ideas were singled out for further discussion and idea generation in a second workshop.

The result – a game-oriented brainstorming exercise, which led to many exciting ideas and motivated employees.

¿Cómo podemos ayudarte?



Audience Engagement

A corporate event in the insurance industry is usually all about hard numbers and statistics – How do you shift focus towards culture and sense of purpose in a meaningful way?

Zurich Insurance asked us to create a corporate meeting for 160 delegates that was less about reporting numbers and more about what makes employees feel for the job. Presentations from stage focused on highlighting customer problems and the important role that Zurich plays in helping businesses make a difference without worrying about risk.

Focus was geared towards the real problems that clients have and how Zurich can work to solve them in the best way possible. The message was all about giving employees a greater sense of purpose and understanding the difference they make for their clients, highlighting the importance of thinking from a customer perspective.

The workshops were run both at a venue but also in cafes and restaurants across the city. Using our game Exploration Challenge, teams were sent on missions around town and breaks in the game were scheduled so that the teams could find areas to sit down and conduct the workshops.

“The day was fantastic. We got the message across in a really engaging way. The communication was two-way, the games were fantastic, everyone got really involved and I think that everyone leaves the event with a feeling that they were part of something. ” – Alan Moore, Chief Underwriting Officer at Zurich

¿Cómo podemos ayudarte?



Audience Engagement

A corporate event in the insurance industry is usually all about hard numbers and statistics – How do you shift focus towards culture and sense of purpose in a meaningful way?

Zurich Insurance asked us to create a corporate meeting for 160 delegates that was less about reporting numbers and more about what makes employees feel for the job. Presentations from stage focused on highlighting customer problems and the important role that Zurich plays in helping businesses make a difference without worrying about risk.

Focus was geared towards the real problems that clients have and how Zurich can work to solve them in the best way possible. The message was all about giving employees a greater sense of purpose and understanding the difference they make for their clients, highlighting the importance of thinking from a customer perspective.

The workshops were run both at a venue but also in cafes and restaurants across the city. Using our game Exploration Challenge, teams were sent on missions around town and breaks in the game were scheduled so that the teams could find areas to sit down and conduct the workshops.

“The day was fantastic. We got the message across in a really engaging way. The communication was two-way, the games were fantastic, everyone got really involved and I think that everyone leaves the event with a feeling that they were part of something. ” – Alan Moore, Chief Underwriting Officer at Zurich

¿Cómo podemos ayudarte?



Audience Engagement

En virksomheds event i forsikringsbranchen handler normalt om hårde tal og statistikker –  Hvordan skifter man fokus til kultur og målbevidsthed på en meningsfuld måde?

Zürich Forsikring bad os om at skabe en konference for 160 delegerede, der skulle handle mindre om rapportering og resultater og mere om, hvad der er med til at skabe passionerede medarbejdere. Præsentationer fra scenen fokuserede på at fremhæve kundecases og den vigtige rolle, Zürich spiller ved at hjælpe virksomheder til at gøre en forskel uden at bekymre sig om risiko.

Fokus var rettet mod virkelige problemer, som kunder kan have, og hvordan Zürich kan hjælpe med at løse dem på den bedst mulige måde. Budskabet handlede om, at give medarbejderne en større følelse af formål og forståelse for den forskel de gør for deres kunder, samt fremhæve vigtigheden af ​​at tænke ud fra et kundeperspektiv.

Workshoppen blev kørt både på et konferencecenter, men også i caféer og restauranter på tværs af byen. Ved hjælp af vores Game Exploration Challenge blev hold sendt på missioner rundt om i byen, og pauser i spillet var planlagt således at holdene kunne finde steder at sætte sig ned og gennemføre de forskellige workshops.

“Dagen var fantastisk. Vi fik formidlet vores budskabet på en virkelig engagerende måde. Dialogen var dynamisk, spillene var fantastiske, alle var virkeligt involverede, og jeg tror ​​at alle går fra det her event med en følelse af, at være en vigtig del af noget. “- Alan Moore, Chief Underwriting Officer i Zürich

¿Cómo podemos ayudarte?



Audience Engagement

A corporate event in the insurance industry is usually all about hard numbers and statistics – How do you shift focus towards culture and sense of purpose in a meaningful way?

Zurich Insurance asked us to create a corporate meeting for 160 delegates that was less about reporting numbers and more about what makes employees feel for the job. Presentations from stage focused on highlighting customer problems and the important role that Zurich plays in helping businesses make a difference without worrying about risk.

Focus was geared towards the real problems that clients have and how Zurich can work to solve them in the best way possible. The message was all about giving employees a greater sense of purpose and understanding the difference they make for their clients, highlighting the importance of thinking from a customer perspective.

The workshops were run both at a venue but also in cafes and restaurants across the city. Using our game Exploration Challenge, teams were sent on missions around town and breaks in the game were scheduled so that the teams could find areas to sit down and conduct the workshops.

“The day was fantastic. We got the message across in a really engaging way. The communication was two-way, the games were fantastic, everyone got really involved and I think that everyone leaves the event with a feeling that they were part of something. ” – Alan Moore, Chief Underwriting Officer at Zurich

¿Cómo podemos ayudarte?



Audience Engagement

A corporate event in the insurance industry is usually all about hard numbers and statistics – How do you shift focus towards culture and sense of purpose in a meaningful way?

Zurich Insurance asked us to create a corporate meeting for 160 delegates that was less about reporting numbers and more about what makes employees feel for the job. Presentations from stage focused on highlighting customer problems and the important role that Zurich plays in helping businesses make a difference without worrying about risk.

Focus was geared towards the real problems that clients have and how Zurich can work to solve them in the best way possible. The message was all about giving employees a greater sense of purpose and understanding the difference they make for their clients, highlighting the importance of thinking from a customer perspective.

The workshops were run both at a venue but also in cafes and restaurants across the city. Using our game Exploration Challenge, teams were sent on missions around town and breaks in the game were scheduled so that the teams could find areas to sit down and conduct the workshops.

“The day was fantastic. We got the message across in a really engaging way. The communication was two-way, the games were fantastic, everyone got really involved and I think that everyone leaves the event with a feeling that they were part of something. ” – Alan Moore, Chief Underwriting Officer at Zurich

¿Cómo podemos ayudarte?



Audience Engagement

Un evento corporativo en la industria de seguros tiene que ver normalmente con números y estadísticas difíciles. ¿Cómo cambias el enfoque hacia la cultura de una manera significativa? 

La empresa de Zurich Seguros nos pidió crear un evento corporativo para 160 delegados que no tratara de informes sino enfocarlo a motivarles y crear sentimiento de pertenencia. Las presentaciones se centraron en resaltar los problemas de los clientes 

 

que fuera menos enfocada en números y más en los problemas de los clientes, además de la importancia del rol que tiene Zurich en ayudar a las empresas a marcar la diferencia sin preocuparse por el riesgo.

El foco fue dirigido hacia el problema real que los clientes tienen y como Zurich puede trabajar para resolverlos en la mejor manera posible. El mensaje fue dar a los empleados un mayor sentido de propósito y entender la diferencia que ellos hicieron para los clientes, remarcando la importancia de pensar desde una perspectiva de cliente.

El workshop fue realizado en lugares como en cafeterías y restaurantes de toda la ciudad. Usando el juego “Exploration Challenge” los grupos fueron mandados a cumplir misiones alrededor de la ciudad y se programaron descansos para que los grupos pudieran encontrar sitios donde sentarse y hacer el workshop.”El día fue fantástico. Transmitimos el mensaje de una manera muy atractiva. La comunicación fue bidireccional, los juegos fueron fantásticos, todos se involucraron mucho y creo que todos abandonaron el evento con la sensación de que eran parte de algo. “- Alan Moore, Chief Underwriting Officer en Zurich.

 

¿Cómo podemos ayudarte?



Audience Engagement

A corporate event in the insurance industry is usually all about hard numbers and statistics – How do you shift focus towards culture and sense of purpose in a meaningful way?

Zurich Insurance asked us to create a corporate meeting for 160 delegates that was less about reporting numbers and more about what makes employees feel for the job. Presentations from stage focused on highlighting customer problems and the important role that Zurich plays in helping businesses make a difference without worrying about risk.

Focus was geared towards the real problems that clients have and how Zurich can work to solve them in the best way possible. The message was all about giving employees a greater sense of purpose and understanding the difference they make for their clients, highlighting the importance of thinking from a customer perspective.

The workshops were run both at a venue but also in cafes and restaurants across the city. Using our game Exploration Challenge, teams were sent on missions around town and breaks in the game were scheduled so that the teams could find areas to sit down and conduct the workshops.

“The day was fantastic. We got the message across in a really engaging way. The communication was two-way, the games were fantastic, everyone got really involved and I think that everyone leaves the event with a feeling that they were part of something. ” – Alan Moore, Chief Underwriting Officer at Zurich

¿Cómo podemos ayudarte?



Audience Engagement

A corporate event in the insurance industry is usually all about hard numbers and statistics – How do you shift focus towards culture and sense of purpose in a meaningful way?

Zurich Insurance asked us to create a corporate meeting for 160 delegates that was less about reporting numbers and more about what makes employees feel for the job. Presentations from stage focused on highlighting customer problems and the important role that Zurich plays in helping businesses make a difference without worrying about risk.

Focus was geared towards the real problems that clients have and how Zurich can work to solve them in the best way possible. The message was all about giving employees a greater sense of purpose and understanding the difference they make for their clients, highlighting the importance of thinking from a customer perspective.

The workshops were run both at a venue but also in cafes and restaurants across the city. Using our game Exploration Challenge, teams were sent on missions around town and breaks in the game were scheduled so that the teams could find areas to sit down and conduct the workshops.

“The day was fantastic. We got the message across in a really engaging way. The communication was two-way, the games were fantastic, everyone got really involved and I think that everyone leaves the event with a feeling that they were part of something. ” – Alan Moore, Chief Underwriting Officer at Zurich

¿Cómo podemos ayudarte?



Audience Engagement

A corporate event in the insurance industry is usually all about hard numbers and statistics – How do you shift focus towards culture and sense of purpose in a meaningful way?

Zurich Insurance asked us to create a corporate meeting for 160 delegates that was less about reporting numbers and more about what makes employees feel for the job. Presentations from stage focused on highlighting customer problems and the important role that Zurich plays in helping businesses make a difference without worrying about risk.

Focus was geared towards the real problems that clients have and how Zurich can work to solve them in the best way possible. The message was all about giving employees a greater sense of purpose and understanding the difference they make for their clients, highlighting the importance of thinking from a customer perspective.

The workshops were run both at a venue but also in cafes and restaurants across the city. Using our game Exploration Challenge, teams were sent on missions around town and breaks in the game were scheduled so that the teams could find areas to sit down and conduct the workshops.

“The day was fantastic. We got the message across in a really engaging way. The communication was two-way, the games were fantastic, everyone got really involved and I think that everyone leaves the event with a feeling that they were part of something. ” – Alan Moore, Chief Underwriting Officer at Zurich

¿Cómo podemos ayudarte?



Audience Engagement

Global Management meeting with Audience Interaction

Seco Tools wanted to create a meeting with more engagement and participation. To achieve this we complemented the PowerPoint presentations with interactive workshops and group break out sessions. Tablets were used to facilitate the interactive sessions and all ideas and responses were available straight away online for a quick debrief and for sharing of best practice. 

Throughout the two days, participants were also using our conference app ViewPipe to send individual comments, ideas and questions to the meeting organisers.

¿Cómo podemos ayudarte?



Audience Engagement

Globalt ledermøde med aktivt publikum

Seco Tools ønskede at skabe et møde med mere engagement og deltagelse. For at opnå et aktivt møde supplerede vi PowerPoint-præsentationerne med interaktive workshops og gruppearbejde. Tablets blev brugt til de interaktive sessioner og alle idéer og svar var straks tilgængelige online for hurtig debriefing og til udveksling af ‘best practise’.

Gennem de to dage brugte deltagerne ligeledes vores konference app  ViewPipe til at sende individuelle kommentarer, ideer og spørgsmål til møde arrangørerne.

 

¿Cómo podemos ayudarte?



Audience Engagement

Global Management meeting with Audience Interaction

Seco Tools wanted to create a meeting with more engagement and participation. To achieve this we complemented the PowerPoint presentations with interactive workshops and group break out sessions. Tablets were used to facilitate the interactive sessions and all ideas and responses were available straight away online for a quick debrief and for sharing of best practice. 

Throughout the two days, participants were also using our conference app ViewPipe to send individual comments, ideas and questions to the meeting organisers.

¿Cómo podemos ayudarte?



Audience Engagement

Global Management meeting with Audience Interaction

Seco Tools wanted to create a meeting with more engagement and participation. To achieve this we complemented the PowerPoint presentations with interactive workshops and group break out sessions. Tablets were used to facilitate the interactive sessions and all ideas and responses were available straight away online for a quick debrief and for sharing of best practice. 

Throughout the two days, participants were also using our conference app ViewPipe to send individual comments, ideas and questions to the meeting organisers.

¿Cómo podemos ayudarte?



Audience Engagement

Reunión de gestión global con la interacción del público

Seco Tools quería crear un encuentro con más compromiso y participación. Para conseguir esto se usó una presentación de Power Point con talleres interactivos y sesiones grupales.  Las tablets  y todas las ideas y respuestas estuvieron disponibles de inmediato en línea para una breve sesión informativa y para compartir las mejores prácticas.

Durante los dos días, los participantes también estuvieron usando nuestra app de conferencia “ViewPipe” para enviar comentarios individuales, ideas y preguntas a los organizadores del evento.

¿Cómo podemos ayudarte?



Audience Engagement

Global Management meeting with Audience Interaction

Seco Tools wanted to create a meeting with more engagement and participation. To achieve this we complemented the PowerPoint presentations with interactive workshops and group break out sessions. Tablets were used to facilitate the interactive sessions and all ideas and responses were available straight away online for a quick debrief and for sharing of best practice. 

Throughout the two days, participants were also using our conference app ViewPipe to send individual comments, ideas and questions to the meeting organisers.

¿Cómo podemos ayudarte?



Audience Engagement

Global Management meeting with Audience Interaction

Seco Tools wanted to create a meeting with more engagement and participation. To achieve this we complemented the PowerPoint presentations with interactive workshops and group break out sessions. Tablets were used to facilitate the interactive sessions and all ideas and responses were available straight away online for a quick debrief and for sharing of best practice. 

Throughout the two days, participants were also using our conference app ViewPipe to send individual comments, ideas and questions to the meeting organisers.

¿Cómo podemos ayudarte?



Audience Engagement

Global Management meeting with Audience Interaction

Seco Tools wanted to create a meeting with more engagement and participation. To achieve this we complemented the PowerPoint presentations with interactive workshops and group break out sessions. Tablets were used to facilitate the interactive sessions and all ideas and responses were available straight away online for a quick debrief and for sharing of best practice. 

Throughout the two days, participants were also using our conference app ViewPipe to send individual comments, ideas and questions to the meeting organisers.

¿Cómo podemos ayudarte?



Audience Engagement

Global Management meeting with Audience Interaction

Seco Tools wanted to create a meeting with more engagement and participation. To achieve this we complemented the PowerPoint presentations with interactive workshops and group break out sessions. Tablets were used to facilitate the interactive sessions and all ideas and responses were available straight away online for a quick debrief and for sharing of best practice. 

Throughout the two days, participants were also using our conference app ViewPipe to send individual comments, ideas and questions to the meeting organisers.

¿Cómo podemos ayudarte?



Audience Engagement

Placing Values in focus

How do you get 250 IT managers from all over Scandinavia engaged in reflecting about their own roles in your organisation? You involve them in questions and have them reformulate and change company leadership criteria.

At a management meeting we ran a series of interactive exercises and workshops. The participants used their own their smartphones to answer a number of challenging questions during a presentation. The data that came in was accessible live and was used by the conference organisers for further discussion in the preceeding session. This methodology was then repeated throughout the meeting, but on different themes.

Execution
– Strong focus on group exercises
– Mobility throughout the facility; rooms were assigned different themes
– Guided brainstorming

¿Cómo podemos ayudarte?



Audience Engagement

Placing Values in focus

How do you get 250 IT managers from all over Scandinavia engaged in reflecting about their own roles in your organisation? You involve them in questions and have them reformulate and change company leadership criteria.

At a management meeting we ran a series of interactive exercises and workshops. The participants used their own their smartphones to answer a number of challenging questions during a presentation. The data that came in was accessible live and was used by the conference organisers for further discussion in the preceeding session. This methodology was then repeated throughout the meeting, but on different themes.

Execution
– Strong focus on group exercises
– Mobility throughout the facility; rooms were assigned different themes
– Guided brainstorming

¿Cómo podemos ayudarte?



Audience Engagement

Enfocado en losValores Corporativos

¿Cómo lograr que 250 gerentes de tecnología de información de toda Escandinavia se dediquen a reflexionar sobre sus propios roles en tu organización? Involucrandoles en preguntas y pedir que reformulen y cambien los los criterios de liderazgo de la compañía

En una reunión de administración realizamos una serie de actividades y workshops interactivos. Los participantes usaban su propio móvil para contestar numerosas preguntas desafiantes durante la presentación.  Las respuestas llegaban de forma inmediata y los ponentes usaban la información para crear un debate en la sesión. Esta metodología se repitió a lo largo de la reunión, pero en diferentes temas.

Ejecución:

  • Fuerte enfoque en ejercicios grupales
  • Movilidad en toda la instalación; a las habitaciones se les asignaron diferentes temas
  • Lluvia de ideas guiada

 

¿Cómo podemos ayudarte?



Audience Engagement

Placing Values in focus

How do you get 250 IT managers from all over Scandinavia engaged in reflecting about their own roles in your organisation? You involve them in questions and have them reformulate and change company leadership criteria.

At a management meeting we ran a series of interactive exercises and workshops. The participants used their own their smartphones to answer a number of challenging questions during a presentation. The data that came in was accessible live and was used by the conference organisers for further discussion in the preceeding session. This methodology was then repeated throughout the meeting, but on different themes.

Execution
– Strong focus on group exercises
– Mobility throughout the facility; rooms were assigned different themes
– Guided brainstorming

¿Cómo podemos ayudarte?



Audience Engagement

Placing Values in focus

How do you get 250 IT managers from all over Scandinavia engaged in reflecting about their own roles in your organisation? You involve them in questions and have them reformulate and change company leadership criteria.

At a management meeting we ran a series of interactive exercises and workshops. The participants used their own their smartphones to answer a number of challenging questions during a presentation. The data that came in was accessible live and was used by the conference organisers for further discussion in the preceeding session. This methodology was then repeated throughout the meeting, but on different themes.

Execution
– Strong focus on group exercises
– Mobility throughout the facility; rooms were assigned different themes
– Guided brainstorming

¿Cómo podemos ayudarte?



Audience Engagement

Værdierne i fokus.

Hvordan får du 250 IT-chefer fra hele Skandinavien til at reflektere over deres egne roller i din organisation? Du involverer dem i ledelsesmæssige udfordringer og får dem til at omformulere og ændre virksomhedens ledelseskriterier.

På et ledelsesmøde løb vi en række interaktive øvelser og workshops. Deltagerne brugte deres egne smartphones til at svare på en række udfordrende spørgsmål under en præsentation. De data, der kom ind, var tilgængelige live og blev brugt af konferencearrangørerne til videre diskussion i den afterfølgende session. Denne metode blev derefter gentaget gennem hele mødet, men på forskellige temaer.

Udførelse

– Stærkt fokus på gruppearbejde

– Udnyttelse af hele lokationen, lokaler blev tildelt forskellige temaer

–  Guidet brainstorming

¿Cómo podemos ayudarte?



Audience Engagement

Placing Values in focus

How do you get 250 IT managers from all over Scandinavia engaged in reflecting about their own roles in your organisation? You involve them in questions and have them reformulate and change company leadership criteria.

At a management meeting we ran a series of interactive exercises and workshops. The participants used their own their smartphones to answer a number of challenging questions during a presentation. The data that came in was accessible live and was used by the conference organisers for further discussion in the preceeding session. This methodology was then repeated throughout the meeting, but on different themes.

Execution
– Strong focus on group exercises
– Mobility throughout the facility; rooms were assigned different themes
– Guided brainstorming

¿Cómo podemos ayudarte?



Audience Engagement

Placing Values in focus

How do you get 250 IT managers from all over Scandinavia engaged in reflecting about their own roles in your organisation? You involve them in questions and have them reformulate and change company leadership criteria.

At a management meeting we ran a series of interactive exercises and workshops. The participants used their own their smartphones to answer a number of challenging questions during a presentation. The data that came in was accessible live and was used by the conference organisers for further discussion in the preceeding session. This methodology was then repeated throughout the meeting, but on different themes.

Execution
– Strong focus on group exercises
– Mobility throughout the facility; rooms were assigned different themes
– Guided brainstorming

¿Cómo podemos ayudarte?



Audience Engagement

Placing Values in focus

How do you get 250 IT managers from all over Scandinavia engaged in reflecting about their own roles in your organisation? You involve them in questions and have them reformulate and change company leadership criteria.

At a management meeting we ran a series of interactive exercises and workshops. The participants used their own their smartphones to answer a number of challenging questions during a presentation. The data that came in was accessible live and was used by the conference organisers for further discussion in the preceeding session. This methodology was then repeated throughout the meeting, but on different themes.

Execution
– Strong focus on group exercises
– Mobility throughout the facility; rooms were assigned different themes
– Guided brainstorming

¿Cómo podemos ayudarte?



Core Values

Objective: Communicate new corporate Values

Abbvie wanted to communicate the corporate values in a really vivid
and engaging way and to increase the understanding of what the values stand for.

Since one of the themes of the company meeting was music we
created a customized music industry business game that incorporated the values of Abbvie. Each team was given the role as A&R for a large record label. Their end goal was to “sign” an artist, by successfully
completing a number of missions. The values were really well understood and well supported across the organization.

“A genuine value was created as it was customized
for us, utilizing our values” – Christian Horn, Abbvie

¿Cómo podemos ayudarte?



Core Values

Objective: Communicate new corporate Values

Abbvie wanted to communicate the corporate values in a really vivid
and engaging way and to increase the understanding of what the values stand for.

Since one of the themes of the company meeting was music we
created a customized music industry business game that incorporated the values of Abbvie. Each team was given the role as A&R for a large record label. Their end goal was to “sign” an artist, by successfully
completing a number of missions. The values were really well understood and well supported across the organization.

“A genuine value was created as it was customized
for us, utilizing our values” – Christian Horn, Abbvie

¿Cómo podemos ayudarte?



Core Values

Objective: Communicate new corporate Values

Abbvie wanted to communicate the corporate values in a really vivid
and engaging way and to increase the understanding of what the values stand for.

Since one of the themes of the company meeting was music we
created a customized music industry business game that incorporated the values of Abbvie. Each team was given the role as A&R for a large record label. Their end goal was to “sign” an artist, by successfully
completing a number of missions. The values were really well understood and well supported across the organization.

“A genuine value was created as it was customized
for us, utilizing our values” – Christian Horn, Abbvie

¿Cómo podemos ayudarte?



Core Values

Objective: Communicate new corporate Values

Abbvie wanted to communicate the corporate values in a really vivid
and engaging way and to increase the understanding of what the values stand for.

Since one of the themes of the company meeting was music we
created a customized music industry business game that incorporated the values of Abbvie. Each team was given the role as A&R for a large record label. Their end goal was to “sign” an artist, by successfully
completing a number of missions. The values were really well understood and well supported across the organization.

“A genuine value was created as it was customized
for us, utilizing our values” – Christian Horn, Abbvie

¿Cómo podemos ayudarte?



Core Values

Oplæg: Præsentation af nye organisatoriske værdier

Abbvie ønskede at ud kommunikere virksomhedernes værdier på en virkelig levende og engagerende måde og øge forståelsen af, hvad værdierne står for.

Siden et af temaerne i selskabsmødet var musik skræddersyede vi et business spil med udgangspunkt i musikbranchen, der samtidigt indarbejdede Abbvies værdier. Hvert hold fik rollen som Artist and Repertoire Manager for et stort pladeselskab. Deres endelige mål var at “signe” en kunstner med succes ved at fuldføre en række missioner. Værdierne blev videreformidlet på en håndgribelig måde og kommunikationen på tværs af organisationen var en succes.

“Ved at benytte vores værdier og skræddersy spillet til os, skabte GHP ægte værdi “- Christian Horn, Abbvie

 

¿Cómo podemos ayudarte?



Core Values

Objective: Communicate new corporate Values

Abbvie wanted to communicate the corporate values in a really vivid
and engaging way and to increase the understanding of what the values stand for.

Since one of the themes of the company meeting was music we
created a customized music industry business game that incorporated the values of Abbvie. Each team was given the role as A&R for a large record label. Their end goal was to “sign” an artist, by successfully
completing a number of missions. The values were really well understood and well supported across the organization.

“A genuine value was created as it was customized
for us, utilizing our values” – Christian Horn, Abbvie

¿Cómo podemos ayudarte?



Core Values

Objective: Communicate new corporate Values

Abbvie wanted to communicate the corporate values in a really vivid
and engaging way and to increase the understanding of what the values stand for.

Since one of the themes of the company meeting was music we
created a customized music industry business game that incorporated the values of Abbvie. Each team was given the role as A&R for a large record label. Their end goal was to “sign” an artist, by successfully
completing a number of missions. The values were really well understood and well supported across the organization.

“A genuine value was created as it was customized
for us, utilizing our values” – Christian Horn, Abbvie

¿Cómo podemos ayudarte?



Core Values

Objective: Communicate new corporate Values

Abbvie wanted to communicate the corporate values in a really vivid
and engaging way and to increase the understanding of what the values stand for.

Since one of the themes of the company meeting was music we
created a customized music industry business game that incorporated the values of Abbvie. Each team was given the role as A&R for a large record label. Their end goal was to “sign” an artist, by successfully
completing a number of missions. The values were really well understood and well supported across the organization.

“A genuine value was created as it was customized
for us, utilizing our values” – Christian Horn, Abbvie

¿Cómo podemos ayudarte?



Core Values

Objective: Communicate new corporate Values

Abbvie wanted to communicate the corporate values in a really vivid
and engaging way and to increase the understanding of what the values stand for.

Since one of the themes of the company meeting was music we
created a customized music industry business game that incorporated the values of Abbvie. Each team was given the role as A&R for a large record label. Their end goal was to “sign” an artist, by successfully
completing a number of missions. The values were really well understood and well supported across the organization.

“A genuine value was created as it was customized
for us, utilizing our values” – Christian Horn, Abbvie

¿Cómo podemos ayudarte?



Customer Centricity

Understanding what a product launch meant to all the stakeholders

To get a deeper understanding of what the launch means not only to Gilead employees, but to other stake holders; doctors, patients, society etc. Solution”Shared experiences”. The teams visited two hospitals and a non profit organisation and met with stakeholders there.

Between the visits the teams participated in work shops back at the conference center, relating to their own experiences. In addition to the work shops, fun team challenges were completed to boost energy levels and and a bit of fun.

¿Cómo podemos ayudarte?



Customer Centricity

Understanding what a product launch meant to all the stakeholders

To get a deeper understanding of what the launch means not only to Gilead employees, but to other stake holders; doctors, patients, society etc. Solution”Shared experiences”. The teams visited two hospitals and a non profit organisation and met with stakeholders there.

Between the visits the teams participated in work shops back at the conference center, relating to their own experiences. In addition to the work shops, fun team challenges were completed to boost energy levels and and a bit of fun.

¿Cómo podemos ayudarte?



Customer Centricity

Understanding what a product launch meant to all the stakeholders

To get a deeper understanding of what the launch means not only to Gilead employees, but to other stake holders; doctors, patients, society etc. Solution”Shared experiences”. The teams visited two hospitals and a non profit organisation and met with stakeholders there.

Between the visits the teams participated in work shops back at the conference center, relating to their own experiences. In addition to the work shops, fun team challenges were completed to boost energy levels and and a bit of fun.

¿Cómo podemos ayudarte?



Customer Centricity

Hvad betyder en produktlancering for alle involverede parter?

For at få en dybere forståelse af, hvad lanceringen betyder ikke kun for Gileads medarbejdere, men også for andre interessenter; læger, patienter, samfund mv. Løsning: “Delte erfaringer”.

Holdene besøgte to hospitaler og en non-profit organisation og mødtes med interessenterne der.Mellem besøgene deltog holdene i workshops på konference centeret, der relaterede til deres egne oplevelser. Udover workshops blev energiniveauet øget med sjove udfordringer og opgaver undervejs.

¿Cómo podemos ayudarte?



Customer Centricity

Understanding what a product launch meant to all the stakeholders

To get a deeper understanding of what the launch means not only to Gilead employees, but to other stake holders; doctors, patients, society etc. Solution”Shared experiences”. The teams visited two hospitals and a non profit organisation and met with stakeholders there.

Between the visits the teams participated in work shops back at the conference center, relating to their own experiences. In addition to the work shops, fun team challenges were completed to boost energy levels and and a bit of fun.

¿Cómo podemos ayudarte?



Customer Centricity

Understanding what a product launch meant to all the stakeholders

To get a deeper understanding of what the launch means not only to Gilead employees, but to other stake holders; doctors, patients, society etc. Solution”Shared experiences”. The teams visited two hospitals and a non profit organisation and met with stakeholders there.

Between the visits the teams participated in work shops back at the conference center, relating to their own experiences. In addition to the work shops, fun team challenges were completed to boost energy levels and and a bit of fun.

¿Cómo podemos ayudarte?



Customer Centricity

Understanding what a product launch meant to all the stakeholders

To get a deeper understanding of what the launch means not only to Gilead employees, but to other stake holders; doctors, patients, society etc. Solution”Shared experiences”. The teams visited two hospitals and a non profit organisation and met with stakeholders there.

Between the visits the teams participated in work shops back at the conference center, relating to their own experiences. In addition to the work shops, fun team challenges were completed to boost energy levels and and a bit of fun.

¿Cómo podemos ayudarte?



Customer Centricity

Understanding what a product launch meant to all the stakeholders

To get a deeper understanding of what the launch means not only to Gilead employees, but to other stake holders; doctors, patients, society etc. Solution”Shared experiences”. The teams visited two hospitals and a non profit organisation and met with stakeholders there.

Between the visits the teams participated in work shops back at the conference center, relating to their own experiences. In addition to the work shops, fun team challenges were completed to boost energy levels and and a bit of fun.

¿Cómo podemos ayudarte?



Customer Centricity

Understanding what a product launch meant to all the stakeholders

To get a deeper understanding of what the launch means not only to Gilead employees, but to other stake holders; doctors, patients, society etc. Solution”Shared experiences”. The teams visited two hospitals and a non profit organisation and met with stakeholders there.

Between the visits the teams participated in work shops back at the conference center, relating to their own experiences. In addition to the work shops, fun team challenges were completed to boost energy levels and and a bit of fun.

¿Cómo podemos ayudarte?



Onboarding

Achieving a more engaging onboarding day

NCC Housing wanted an increased interaction between presenters and the audience and a quick and easy way to gather information from the participants. 

Our solution included:
1. Four identical sessions consisting of: a 15 minute presentation on stage, 6 minutes of group discussion relating to the presentation, 4 minutes of coming up with solutions.
2. One session where participants could choose freely from 8 themes and spend time discussing that specific topic.
3. A 90 minute engaging team activity before dinner with customized missions connecting to the meeting.

The participants, especially people from Eastern European countries, really felt they understood the key messages in a better way with our methodology, 

”What an energy level! You didn’t want to interrupt.”-
Jenny Lilja Lagercrantz – HR Director NCC Housing

¿Cómo podemos ayudarte?



Onboarding

Achieving a more engaging onboarding day

NCC Housing wanted an increased interaction between presenters and the audience and a quick and easy way to gather information from the participants. 

Our solution included:
1. Four identical sessions consisting of: a 15 minute presentation on stage, 6 minutes of group discussion relating to the presentation, 4 minutes of coming up with solutions.
2. One session where participants could choose freely from 8 themes and spend time discussing that specific topic.
3. A 90 minute engaging team activity before dinner with customized missions connecting to the meeting.

The participants, especially people from Eastern European countries, really felt they understood the key messages in a better way with our methodology, 

”What an energy level! You didn’t want to interrupt.”-
Jenny Lilja Lagercrantz – HR Director NCC Housing

¿Cómo podemos ayudarte?



Onboarding

Interaktiv ‘onboarding’ af nye medarbejdere.

NCC Housing ønskede en øget interaktion mellem formidler og publikum samt en nem og hurtig måde at samle informationer fra deltagerne på.

Vores løsning inkluderede:

1. Fire identiske sessioner bestående af: 15 minutters præsentation på scenen, 6 minutters gruppediskussion i forbindelse med præsentationen, 4 minutters problemløsning.

2. Én session hvor deltagerne frit kunne vælge mellem 8 temaer og bruge tid på at diskutere det pågældende emne.

3. En 90 minutters holdaktivitet før aftensmad med missioner der linkede til mødet.

Deltagerne følte virkelig, at de forstod de vigtigste budskaber på en bedre måde med vores metode.

 

“Sikken et energiniveau! Man ønskede ikke at det skulle slutte” – Jenny Lilja Lagercrantz – HR direktør NCC Housing

¿Cómo podemos ayudarte?



Onboarding

Achieving a more engaging onboarding day

NCC Housing wanted an increased interaction between presenters and the audience and a quick and easy way to gather information from the participants. 

Our solution included:
1. Four identical sessions consisting of: a 15 minute presentation on stage, 6 minutes of group discussion relating to the presentation, 4 minutes of coming up with solutions.
2. One session where participants could choose freely from 8 themes and spend time discussing that specific topic.
3. A 90 minute engaging team activity before dinner with customized missions connecting to the meeting.

The participants, especially people from Eastern European countries, really felt they understood the key messages in a better way with our methodology, 

”What an energy level! You didn’t want to interrupt.”-
Jenny Lilja Lagercrantz – HR Director NCC Housing

¿Cómo podemos ayudarte?



Onboarding

Achieving a more engaging onboarding day

NCC Housing wanted an increased interaction between presenters and the audience and a quick and easy way to gather information from the participants. 

Our solution included:
1. Four identical sessions consisting of: a 15 minute presentation on stage, 6 minutes of group discussion relating to the presentation, 4 minutes of coming up with solutions.
2. One session where participants could choose freely from 8 themes and spend time discussing that specific topic.
3. A 90 minute engaging team activity before dinner with customized missions connecting to the meeting.

The participants, especially people from Eastern European countries, really felt they understood the key messages in a better way with our methodology, 

”What an energy level! You didn’t want to interrupt.”-
Jenny Lilja Lagercrantz – HR Director NCC Housing

¿Cómo podemos ayudarte?



Onboarding

Achieving a more engaging onboarding day

NCC Housing wanted an increased interaction between presenters and the audience and a quick and easy way to gather information from the participants. 

Our solution included:
1. Four identical sessions consisting of: a 15 minute presentation on stage, 6 minutes of group discussion relating to the presentation, 4 minutes of coming up with solutions.
2. One session where participants could choose freely from 8 themes and spend time discussing that specific topic.
3. A 90 minute engaging team activity before dinner with customized missions connecting to the meeting.

The participants, especially people from Eastern European countries, really felt they understood the key messages in a better way with our methodology, 

”What an energy level! You didn’t want to interrupt.”-
Jenny Lilja Lagercrantz – HR Director NCC Housing

¿Cómo podemos ayudarte?



Onboarding

Achieving a more engaging onboarding day

NCC Housing wanted an increased interaction between presenters and the audience and a quick and easy way to gather information from the participants. 

Our solution included:
1. Four identical sessions consisting of: a 15 minute presentation on stage, 6 minutes of group discussion relating to the presentation, 4 minutes of coming up with solutions.
2. One session where participants could choose freely from 8 themes and spend time discussing that specific topic.
3. A 90 minute engaging team activity before dinner with customized missions connecting to the meeting.

The participants, especially people from Eastern European countries, really felt they understood the key messages in a better way with our methodology, 

”What an energy level! You didn’t want to interrupt.”-
Jenny Lilja Lagercrantz – HR Director NCC Housing

¿Cómo podemos ayudarte?



Onboarding

Achieving a more engaging onboarding day

NCC Housing wanted an increased interaction between presenters and the audience and a quick and easy way to gather information from the participants. 

Our solution included:
1. Four identical sessions consisting of: a 15 minute presentation on stage, 6 minutes of group discussion relating to the presentation, 4 minutes of coming up with solutions.
2. One session where participants could choose freely from 8 themes and spend time discussing that specific topic.
3. A 90 minute engaging team activity before dinner with customized missions connecting to the meeting.

The participants, especially people from Eastern European countries, really felt they understood the key messages in a better way with our methodology, 

”What an energy level! You didn’t want to interrupt.”-
Jenny Lilja Lagercrantz – HR Director NCC Housing

¿Cómo podemos ayudarte?



Onboarding

Achieving a more engaging onboarding day

NCC Housing wanted an increased interaction between presenters and the audience and a quick and easy way to gather information from the participants. 

Our solution included:
1. Four identical sessions consisting of: a 15 minute presentation on stage, 6 minutes of group discussion relating to the presentation, 4 minutes of coming up with solutions.
2. One session where participants could choose freely from 8 themes and spend time discussing that specific topic.
3. A 90 minute engaging team activity before dinner with customized missions connecting to the meeting.

The participants, especially people from Eastern European countries, really felt they understood the key messages in a better way with our methodology, 

”What an energy level! You didn’t want to interrupt.”-
Jenny Lilja Lagercrantz – HR Director NCC Housing

¿Cómo podemos ayudarte?



New head office

How to create an engaging tour of the new head office for 1000 people in 90 minutes?

Skanska had just moved in to their new global head office and wanted to let all 1000 employees at the head office get a fully interactive and engaging experience of the new building in 1.5 hours.

The participants were divided into 125 teams, starting off at 5 different floors. All teams were given a tablet and at the exact same moment, all 125 teams got instructions to get moving. The teams spent 11 minutes on each floor, exploring the surroundings through a number of fun and useful time limited missions. “Find and count the rooms in the training center”, “Take a picture while drinking tea in the cafeteria”, “How many bikes fit in the garage?”, “What rules apply when booking meeting rooms?” etc. The missions were communicated on the tablets and were scored. Every 11 minutes everyone switched floors simultaneously, allowing 3 minutes for transportation. No bottlenecks, just focus on a fun engaging experience!

¿Cómo podemos ayudarte?



New head office

Hvordan gennemfører man en fremvisning af det nye hovedkontor for 1000 mennesker på 90 minutter?

Skanska var lige flyttet ind i deres nye globale hovedkontor og ønskede at give alle 1000 ansatte på kontoret en fuldt interaktiv og engagerende oplevelse af den nye bygning på 1 1/2 time.

Deltagerne blev opdelt i 125 hold med start på 5 forskellige etager. Alle hold fik en tablet, og på præcis samme tid fik alle 125 hold besked på at starte. Holdene tilbragte 11 minutter på hver etage og udforskede de nye omgivelser gennem en række sjove og  aktive missioner. “Find og tæl værelserne i træningscenteret”, “Tag et billede af jeres hold der drikker te i cafeteriet”, “Hvor mange cykler er der gjort plads til i parkeringskælderen?”, “Hvilke regler gælder der, når man bestiller mødelokaler?” Osv. 

Missionerne og resultater blev meddelt via tabletterne. Hvert 11. minut skiftede alle hold etage samtidigt, hvilket gav 3 minutter til transport. Ingen flaskehalse, men udelukkende fokus på en sjov og delagtiggørende oplevelse!

¿Cómo podemos ayudarte?



New head office

How to create an engaging tour of the new head office for 1000 people in 90 minutes?

Skanska had just moved in to their new global head office and wanted to let all 1000 employees at the head office get a fully interactive and engaging experience of the new building in 1.5 hours.

The participants were divided into 125 teams, starting off at 5 different floors. All teams were given a tablet and at the exact same moment, all 125 teams got instructions to get moving. The teams spent 11 minutes on each floor, exploring the surroundings through a number of fun and useful time limited missions. “Find and count the rooms in the training center”, “Take a picture while drinking tea in the cafeteria”, “How many bikes fit in the garage?”, “What rules apply when booking meeting rooms?” etc. The missions were communicated on the tablets and were scored. Every 11 minutes everyone switched floors simultaneously, allowing 3 minutes for transportation. No bottlenecks, just focus on a fun engaging experience!

¿Cómo podemos ayudarte?



New head office

How to create an engaging tour of the new head office for 1000 people in 90 minutes?

Skanska had just moved in to their new global head office and wanted to let all 1000 employees at the head office get a fully interactive and engaging experience of the new building in 1.5 hours.

The participants were divided into 125 teams, starting off at 5 different floors. All teams were given a tablet and at the exact same moment, all 125 teams got instructions to get moving. The teams spent 11 minutes on each floor, exploring the surroundings through a number of fun and useful time limited missions. “Find and count the rooms in the training center”, “Take a picture while drinking tea in the cafeteria”, “How many bikes fit in the garage?”, “What rules apply when booking meeting rooms?” etc. The missions were communicated on the tablets and were scored. Every 11 minutes everyone switched floors simultaneously, allowing 3 minutes for transportation. No bottlenecks, just focus on a fun engaging experience!

¿Cómo podemos ayudarte?



New head office

How to create an engaging tour of the new head office for 1000 people in 90 minutes?

Skanska had just moved in to their new global head office and wanted to let all 1000 employees at the head office get a fully interactive and engaging experience of the new building in 1.5 hours.

The participants were divided into 125 teams, starting off at 5 different floors. All teams were given a tablet and at the exact same moment, all 125 teams got instructions to get moving. The teams spent 11 minutes on each floor, exploring the surroundings through a number of fun and useful time limited missions. “Find and count the rooms in the training center”, “Take a picture while drinking tea in the cafeteria”, “How many bikes fit in the garage?”, “What rules apply when booking meeting rooms?” etc. The missions were communicated on the tablets and were scored. Every 11 minutes everyone switched floors simultaneously, allowing 3 minutes for transportation. No bottlenecks, just focus on a fun engaging experience!

¿Cómo podemos ayudarte?



New head office

How to create an engaging tour of the new head office for 1000 people in 90 minutes?

Skanska had just moved in to their new global head office and wanted to let all 1000 employees at the head office get a fully interactive and engaging experience of the new building in 1.5 hours.

The participants were divided into 125 teams, starting off at 5 different floors. All teams were given a tablet and at the exact same moment, all 125 teams got instructions to get moving. The teams spent 11 minutes on each floor, exploring the surroundings through a number of fun and useful time limited missions. “Find and count the rooms in the training center”, “Take a picture while drinking tea in the cafeteria”, “How many bikes fit in the garage?”, “What rules apply when booking meeting rooms?” etc. The missions were communicated on the tablets and were scored. Every 11 minutes everyone switched floors simultaneously, allowing 3 minutes for transportation. No bottlenecks, just focus on a fun engaging experience!

¿Cómo podemos ayudarte?



New head office

How to create an engaging tour of the new head office for 1000 people in 90 minutes?

Skanska had just moved in to their new global head office and wanted to let all 1000 employees at the head office get a fully interactive and engaging experience of the new building in 1.5 hours.

The participants were divided into 125 teams, starting off at 5 different floors. All teams were given a tablet and at the exact same moment, all 125 teams got instructions to get moving. The teams spent 11 minutes on each floor, exploring the surroundings through a number of fun and useful time limited missions. “Find and count the rooms in the training center”, “Take a picture while drinking tea in the cafeteria”, “How many bikes fit in the garage?”, “What rules apply when booking meeting rooms?” etc. The missions were communicated on the tablets and were scored. Every 11 minutes everyone switched floors simultaneously, allowing 3 minutes for transportation. No bottlenecks, just focus on a fun engaging experience!

¿Cómo podemos ayudarte?



New head office

How to create an engaging tour of the new head office for 1000 people in 90 minutes?

Skanska had just moved in to their new global head office and wanted to let all 1000 employees at the head office get a fully interactive and engaging experience of the new building in 1.5 hours.

The participants were divided into 125 teams, starting off at 5 different floors. All teams were given a tablet and at the exact same moment, all 125 teams got instructions to get moving. The teams spent 11 minutes on each floor, exploring the surroundings through a number of fun and useful time limited missions. “Find and count the rooms in the training center”, “Take a picture while drinking tea in the cafeteria”, “How many bikes fit in the garage?”, “What rules apply when booking meeting rooms?” etc. The missions were communicated on the tablets and were scored. Every 11 minutes everyone switched floors simultaneously, allowing 3 minutes for transportation. No bottlenecks, just focus on a fun engaging experience!

¿Cómo podemos ayudarte?



New head office

How to create an engaging tour of the new head office for 1000 people in 90 minutes?

Skanska had just moved in to their new global head office and wanted to let all 1000 employees at the head office get a fully interactive and engaging experience of the new building in 1.5 hours.

The participants were divided into 125 teams, starting off at 5 different floors. All teams were given a tablet and at the exact same moment, all 125 teams got instructions to get moving. The teams spent 11 minutes on each floor, exploring the surroundings through a number of fun and useful time limited missions. “Find and count the rooms in the training center”, “Take a picture while drinking tea in the cafeteria”, “How many bikes fit in the garage?”, “What rules apply when booking meeting rooms?” etc. The missions were communicated on the tablets and were scored. Every 11 minutes everyone switched floors simultaneously, allowing 3 minutes for transportation. No bottlenecks, just focus on a fun engaging experience!

¿Cómo podemos ayudarte?



Charity

Engage 1500 staff in charity simultaneously across 11 airports

Swedavia manages 11 airports and wanted to let all 1500 employees get engaged in charity
while simultaneously competing against each other, across 11 airports in Sweden.

We created  acustomised team building game where the participants were divided into around 350 teams and the game was run in three heats. The game objective was two-fold:

  1. Compete against each other by finding up to 25 codes, hidden around the airports.
  2. Cooperate by jointly reaching a certain score (minimum 50 000 points). That score would then be converted to money, given to charity.

The game was a great success and the teams exceeded the goals. During the game many teams spontaneously started collaborating by sharing the locations of the codes. This to ensure that all colleagues found as many of them as possible so the overall goal could be reached easier.

¿Cómo podemos ayudarte?