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Case Studies

Core Values Culture

Embedding Core Values as a International roll-out

Multinational pharmaceutical firm Almirall wanted a solution that would allow them to share their updated core values with employees across six branches across Europe. Employees would need to not only understand these values but also apply them to situations. We developed a workshop structure that allows the company to self-run sessions for up to 40 staff, broken down into smaller teams of five. The workshop took the form of a game, built around the company’s revitalised values. Rather than a competitive game, Almirall was keen for the quiz to spark discussion, to enable them to understand how individuals were adapting to the changes.

Feedback from individuals was incredibly positive. Teams have evidently been comfortable with the familiarity of the board game structure, while still felt challenged and educated by the questions asked and dilemmas posed. This combination of fun and challenge is what makes events such as these so valuable.

Most importantly, it has given Almirall a clear indication of how well their workforce is adapting to the company’s new direction, and what areas might still need addressing. At the end of each two-hour workshop, employees have been debriefed and asked how they feel the session went, and what they felt needed further discussion. This critical feedback has not only helped to evolve the workshop structure, but also the strategic direction of the organisation as a whole.

‘Easy to implement to all levels of the company and easy to use, intuitive, didactic and fun.’

‘A very creative way of generating useful employee insight to move the organisational culture forward.’

 

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Core Values Diversity

Communicating Equality, Diversity and Inclusion in a fun way

In partnership with events planner, Rockitfish, we devised an employee engagement activity for a Skills Development client, based around EDI (Equality, Diversity and Inclusion). In the game, a disgruntled employee had infiltrated the company’s system and locked down the files. To release them, his former colleagues had to prove that they understood the importance of equality, diversity and inclusion.

Coined the ‘Diversity Challenge’, this classic ‘Escape Room’ style game asked groups to solve puzzles and unravel clues. All tasks, as well as being fun and engaging, were tailored to EDI.

 ‘The group activity was a huge success with the HR team – it definitely fuelled our competitive spirit, and truly brought EDI to life. Well done on providing such an engaging activity’ – Head of HR Professional Services

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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

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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

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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:

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