talent game

Lead the future

The fastest and most engaging route to inclusive talent management, diverse workforces, and less biased decision-making.

How does it work

Participants play the role of a virtual team leader, competing against others to build the most engaged, capable, diverse and high performing virtual team. Over a series of game rounds each simulating one year they must make decisions around training and development, pay and recruitment to improve themselves, their team and to attract and retain the top talent in the market.

Key outcomes

• How talent decisions impact business performance
• How informed hiring creates diverse teams
• Effective succession planning
• Managing engagement and wellbeing

Business Benefit

• Easier to attract and retain top talent
• More diverse and inclusive teams
• Effective preparation of future leaders
• Higher performing workforce led by inclusive leaders.

Companies who are playing this game

• Schneider Electric
• CRH
• Aggregate Industries

Who is it for

• Any People Manager

Guide price

£65

per participant
per hour

Game Modules

The game can be played across 5 rounds with 4 key modules focusing on talent and performance; recruitment, succession planning and wellbeing and engagement.
Module 1

Talent &
Performance

Topics & Tasks
1) Setting a talent strategy
2) Connecting decisions to outcome
3) The benefits of investing in yourself

Key Learning
Understanding what talent management is and how it contributes to performance
Module 2

Talent
Acquisition

Topics & Tasks
1) Recruiting internally vs externally
2) Reducing bias in hiring
3) What motivates people

Key Learning
Understanding how informed hiring decisions build high performing, diverse teams
Module 3

Succession
Planning

Topics & Tasks
1) Inclusive vs exclusive talent management
2) The nature of potential
3) Preparing your replacement

Key Learning
Understanding how to develop people to fulfill their potential whilst preparing for the future
Module 4

Wellbeing and
Engagement

Topics & Tasks
1) Engagement or wellbeing?
2) Responding to the unexpected
3) Creating the right culture

Key Learning
Understanding the leader's responsibility for the engagement and wellbeing of their team.

Who it involves

Normally between 12 to 24 participants in each session (but this is flexible), competing in smaller teams against each other.

They are led at all times by a facilitator either from PBS or the client.

How long it lasts

Most games are 2-8 hours. Some classroom courses last up to 4 days. We tend to avoid playing online for more than half a day in one go.

There is normally some brief pre-work for participants to complete and we suggest a short follow-up workshop to embed the learning.

Where it happens

Almost all of our games can be played face-to-face, virtually or a combination of both.

Increasingly, we are seeing demand for digital games to be played face-to-face in the classroom.
where

Feedback

This is what participants have to say about this game

Danil Dranikov

PepsiCo
"Brilliant experience to help me think more strategically on the process of team development. I learned how everything - engagement, capability, diversity – is connected to performance and how I can influence as a leader."

Alastair Myres

CRH
"A wonderful opportunity to play out the impacts of longer-term people-based decision making in a safe environment"

Chris Pears-Ryding

CRH
"I thought the simulation was very realistic. As a result, I am going to assess all data available to me before taking talent decisions."
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