Fuel Experience Game

Introduction

The Fuel Experience Game is an organization workshop that lasts a day and in which working in a company or organization is re-enacted. The special thing about this game is that the work experience from 4 different positions – simultaneously –  is made insightful. These four positions are from the top management, middle management, employees and customers. Because these groups all have a certain power, the workshop gives insights into work experiences and the extent to which people are aware of their own influence. What makes this workshop challenging is that the participants are put in a strong hierarchical organizational culture and under (work) pressure. The beliefs, initiatives and professional insights of the individual and of the groups are put to the test.

Purpose of this game

The main purpose of this Experience Game is to make the participants aware of the still tangible effects of management thinking of 100 years ago. Although we are far beyond the industrial revolution, the work experience has virtually not changed. Hierarchical control and rigid delimitation of

responsibilities are essential for working on an assembly line. In the current time of disruptive changes this way of working together is deadly for the motivation and involvement of employees and the flexibility of the organization.

In addition, the game offers through your organization, broad insights and the opportunity to realize new ways of communicating, collaborating and controlling. The participants experience in this game very predictable and recognizable patterns in communication and behavior. Almost half of this workshop is used to develop new and more effective communication and patterns of behaviour between the groups.

Setup

In this game there are 4 working days played by a fictional company. The participants are randomly divided into four groups and start immediately with role playing.

After every working day there is an individual reflection moment and after two working days one joint reflection. Because there is already an organizational culture, the participants are directly confronted with the values ​​and norms of the fictional company.

The workshop is a life-like experience because all groups may respond and act according to their own beliefs, work and life experience. The effects are made clear from the perception of the four groups within the framework of the game.

In the second half of the workshop these effects are compared with the actual dynamics of the participants’ organization.

The facilitators guide this process creating insights into overarching dynamics and interaction between departments of your organization. This setup is primarily about self-awareness and enlarging the scope of your own opportunities for action. In addition, a start is made with the development of practical interventions to break patterns of behaviour. This includes useful forms of conversation, control formats and joint guidelines for exemplary behaviour.