This customizable OD simulation game is designed for senior OD teachers and practitioners to engage entry-level OD professionals within the context of contemporary organizational challenges.
As seasoned OD professionals, we recognize that theory alone is insufficient. This game aims to demonstrate the complex realities organizations face today – particularly around strategic alignment, leadership, operational efficiency, change management, and effective decision-making.
Start With a Question
Ever felt like your organization (or team) is battling over resources, drowning in spreadsheets, and paralyzed by bad decisions? We’ve all been there – caught in a chaotic cycle of planning, controlling, organizing, change management, and deciding…and failing to actually “do” anything effectively?
Cast of Characters
1. Lionel (CEO): The leader of the organization, responsible for making key decisions.
2. Ms. Monkey (Director of Operations): Oversees day-to-day operations and is in charge of managing resources.
3. Dr. Bear (Head of Research): Leads scientific research and development projects.
4. Ricky Rhinoceros (Facilities Manager): Responsible for maintaining the zoo’s infrastructure and facilities.
5. Samantha Squirrel (HR Representative): Handles employee relations, recruitment, and training.
6. Tom Tiger (Marketing Manager): Develops marketing strategies to promote the zoo's brand.
7. Lola Ladybug (IT Specialist): Manages the zoo’s technology systems and networks.
8. Benjamin Bunny (Quality Control Inspector): Ensures the zoo meets quality standards and regulations.
The Gameplay
Initial Setup: Create one or two competing teams. Request volunteers to fill the cast. Each team will receive a set of character profiles, including their role, strengths, weaknesses, and influence level – alongside briefing sheets mirroring observed behavior within organizations. Beyond the characters, all participants serve as observers, scorers, and evidence verifiers.
Scoring System: Establish a scoring system to track progress and encourage teamwork. Points can be awarded for successfully completing tasks (e.g., managing resources, conducting research), making effective decisions, collaborating with team members, and overcoming challenges.
The game may consist of 3-5 rounds mirroring common organizational struggles, potentially implemented over 2.5 continuous hours or five consecutive meetings of 45 minutes each.
Round 1: Planning – The Prioritization Showdown
A direct clash between Ms. Monkey (Operations) and Ricky Rhinoceros (Facilities), arguing over exhibit development versus facility maintenance. Dr. Bear (Research) pushes for increased funding, countered by Samantha Squirrel (HR) who prioritizes staff morale & training. Lionel (CEO) struggles to mediate the competing demands.
Round 2: Controlling – Budget Battles
Ms. Monkey and Ricky Rhinoceros continue their conflict, now framed as a fight over the cost of ambition versus operational stability. Dr. Bear’s funding requests are challenged by Samantha Squirrel's insistence on training investments. Lionel wrestles with balancing marketing spend against exhibit development costs.
Round 3: Organizing – Process Friction
Dr. Bear advocates for a new research methodology, met by Samantha Squirrel’s concerns regarding staff training needs. Ms. Monkey pushes for a new inventory system, clashing with Ricky Rhinoceros' resistance to process disruption. Lionel considers streamlining marketing workflows while maintaining brand consistency.
Round 4: Decision Making – The Data (or AI) Dilemma
Ms. Monkey proposes relocating an exhibit due to budget constraints, sparking debate with Ricky Rhinoceros (resistance) and Dr. Bear’s recommendation for new equipment challenged by Samantha Squirrel's focus on training. Lionel faces a strategic choice between marketing investment and exhibit development.
Round 5: Implementation – The Reality Check
Dr. Bear struggles to implement the new research methodology due to staff resistance, while Ms. Monkey faces challenges with the inventory system’s rollout. Lionel navigates unexpected external disruptions (climate change).
Debriefing
After each round, conduct a debriefing session to discuss: What worked well? What didn't work well? How can we improve our processes and decisions? What leadership skills are being demonstrated or lacking?
Lessons to be Learned
1. Effective Planning: The importance of setting clear goals, allocating resources efficiently, and establishing effective task management systems.
2. Collaboration and Communication: The value of open communication, active listening, and collaboration in achieving organizational objectives.
3. Influence and Decision Making: The role of leadership influence, decision-making skills, and problem-solving strategies in driving organizational success.
4. Risk Management and Contingency Planning: The need to anticipate potential risks, develop contingency plans, and mitigate the impact of unexpected events.
5. Embracing Change and Adaptation: The importance of being adaptable, flexible, and open to change in a rapidly evolving environment.
6. Diagnostic or dialogic discussion
7. Intervention Design
Tips for Facilitators
1. Create an immersive atmosphere: Use props, costumes, and music to transport players into the animal kingdom.
2. Encourage active participation: Foster a culture of engagement, discussion, and collaboration among team members.
3. Emphasize learning and growth: Focus on developing skills and knowledge, rather than solely competing or winning.
4. Keep it fun and light-hearted: Balance the game's competitiveness with humor, camaraderie, and positive energy.
By playing this simulation, OD newbees will develop essential leadership skills, teamwork strategies, change management, and organizational best practices while having a blast navigating the challenges confronting many organizations today.
It is not just a game! It’s a powerful tool to facilitate discussions about how OD interventions can address these core challenges – fostering strategic alignment, driving operational improvements, and ultimately, building more resilient and adaptable organizations. It provides a tangible framework for exploring the complexities of organizational life in today’s rapidly evolving landscape.
7 Signs Of A Toxic Organisation
NOTES
1. Get Ready and Save the Day. The ODPN’s ODLab25: Force for GoOD will be held late July in Zamboanga City. Watch this space for more announcements soon.
ODPN Conversation: Menopause in the Workplace March 27, 2025.
Ed Canela’s Courses
1. AI for HR/OD (Virtual), SAIDI Graduate School of Organizational Development and Planning on March 14, 15 and 17, 2025 (9:30 to 4:30). Participants can earn SIX (6) UNITS credits to Ph.D. or MA in ODSP in SAIDI. Contact: Ms Cynthia Cruz AT cecruz@SAIDI.EDU.PH.
2. 6thData Analytics Course for MSMEs, University of the Philippines Institute for Small Scale Industries (OP ISSI) in-person, 3 Saturdays (March 22, 29, and April 5, 2025). See: www.entrepreneurship.org.ph.
3. Future Proof Finance: Strategies for Climate Action,Association of Development Finance Institutions for Asia and the Pacific (ADFIAP), March 24-28, 2025. Contact: Cressida Alday Mendoza AT cma@adfiap.org.
4. “Strategic Leadership and Innovation in a Globalized Digital EraPamantasan ng Lungsod ng Maynila and the Peter Drucker Management in Nepal, April 21, 2025 In-Person
5. Leadership in Managing Change and Innovation. SAIDI Graduate School of Organizational Development and Planning on April 11, 2025 (9:30 to 12:00). Contact: Ms Cynthia Cruz AT cecruz@SAIDI.EDU.PH.
6. Embracing AI in Optometry Practice in the Philippines, Optometric Association of the Philippines (OAP 75th National Convention), April 4-6, 2025 Makati MMA.Want to join ODPN