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Raveena Ravindran

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Struggling with Change Management & Upskilling? | Game-Based L&D for MNCs - Think Codex

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Written by: Raveena Elizabeth (Marketing Lead)

 

Strategic L&D in Times of Change: How Think Codex Can Accelerate Your Success

Companies across industries are facing unprecedented economic challenges. Layoffs, budget cuts, and shifting priorities can make focusing on long-term resilience difficult. However, neglecting the development of a skilled and adaptable workforce during these times carries significant risks.

This is where Think Codex, a leading provider of game-based L&D solutions, can help. We transform how organizations approach change, leadership, and team dynamics, empowering your people to navigate uncertainty and drive success.

 

Pain Point 1: The Challenge of Change Management

Credit infographic of the challenges of change management: Faster Capital

Restructuring and downsizing place immense pressure on employees. To thrive, they need adaptability, strong communication, and the ability to collaborate effectively across newly formed teams.

Think Codex's change management simulations immerse employees in real-world scenarios, developing the problem-solving skills and resilience needed during periods of flux. To learn more about our approach to change management, check out our ThinkAdapt blog post

Pain Point 2: Internal Hiring – Where Think Codex Fits

Sime Darby’s employees are immersed in a Think Codex’s leadership development simulation, collaborating and problem-solving.

Understandably, many companies are prioritizing internal promotions and upskilling. Think Codex accelerates this process with targeted leadership development programs designed specifically for MNCs. We bridge the gap between current skills and new roles, building a pipeline of capable leaders ready to step up with confidence.

Additionally, our team-building simulations foster the cross-functional collaboration essential for a smooth post-restructuring transition.

The Think Codex Advantage

  • Engagement and Impact: Our game-based approach drives higher engagement and knowledge retention compared to traditional training methods.

  • Flexibility: Choose physical sessions for high-impact team experiences or explore our virtual solutions for scalable, remote L&D.

  • MNC Expertise: We understand the unique needs of MNCs and conglomerates, offering tailored programs across diverse industries like banking, FMCG, oil & gas, and more.

Call to Action

Ready to transform L&D into a strategic driver of resilience? Explore Think Codex solutions. Request a demo to see our simulations in action. For further L&D strategies that can complement our solutions, check out our blog post: 5 Strategic Steps To Align Your L&D With Business Success.

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Bored with Training? Gamification is the Antidote for Engaged Learners

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Written by: Raveena Elizabeth (Marketing Lead)

 

Let's be honest, most corporate training programs could use a serious energy boost. Dry presentations, endless compliance modules... it's no wonder employees tune out. That's where gamification comes in – it has the power to transform your training from snooze-fest to something people look forward to.

What is Gamification (and Why Should You Care)?

Gamification isn't about turning your company into a giant video game. It's about using game-like elements – think points, badges, challenges, and competition – to make learning more fun, motivating, and effective. Here's the magic: our brains are wired to respond to these elements, making learning feel more like play and less like work.

Proof it Works: Deloitte's Success Story

Don't just take my word for it. Global consulting giant Deloitte revamped their leadership training with their gamified Leadership Academy. This platform uses simulations, challenges, and storylines to immerse employees in real-world leadership scenarios. The payoff? Skyrocketing completion rates and a stronger pipeline of future leaders. Check out the details on Harvard Business Review.

2 Ways to Level Up Your Training with Gamification

1. Content Gamification: Make the Material Fun

  • Break it Down: Ditch the long lectures. Use quizzes, short challenges, or interactive scenarios to test knowledge after each bite-sized chunk of learning.

  • Choose Your Adventure: Put learners in the driver's seat with scenario-based learning. Let their choices and decisions impact the outcome – just like a real-life work situation.

  • Progress = Satisfaction: Visualize progress with progress bars or level-up systems. This sense of accomplishment keeps learners coming back.

2. Performance Gamification: Reward the Right Behaviors

  • Points for Progress: Award points for course completion, skill demonstrations, or active participation.

  • Badge of Honor: Create badges to recognize achievements or milestones.

  • Friendly Competition: Leaderboards add excitement and a little healthy competition to boost motivation.

 

Checkout our ThinkResolve - gamified team-building simulation

How to Get Started (and Prove it's Worthwhile)

  • Set Clear Goals: What do you want your training to achieve? Gamification is most powerful when it targets specific outcomes.

  • Choose the Right Game: Points, badges, or something else? Select mechanisms that fit your goals and resonate with your employees.

  • Make it Real: Tie rewards and challenges to job skills and company goals.

  • Track the Wins: Measure completion rates, knowledge gains, and real-world performance improvements to demonstrate the ROI of your gamified training. For in-depth guidance on this, check out this guide.

 

If you're wondering if gamification is the right move for your team, let's chat and explore the possibilities!

Leadership Unveiled: Discovering the 'Why' That Drives Us, Inspired by Oprah Winfrey and Steve Jobs Journey

Leader in a group discussion with teammates

Open communication between leader and teammates

In a world where leaders often grapple with the complexities of authenticity, purpose, and innovation, understanding your core motivations can fundamentally redefine leadership. Many leaders face the challenge of navigating their roles without a clear sense of purpose, leading to decision fatigue, lack of direction, and diminished impact. Through the lens of Oprah's authenticity and Steve Jobs's innovation, we'll explore how deeply comprehending what drives you can not only clarify your leadership path but also significantly amplify your influence and effectiveness.

Credits to shutterstock of Oprah Winfrey picture

Oprah's Secret: Connecting Through Authenticity and Purpose

I had this epiphany while rewatching an old Oprah episode (yes, I still do that). It hit me – her strength was not just about the topics she chose but about her unwavering commitment to her 'why.' She connected, she inspired, and she led with her truth. Isn't that what we all strive for?

Oprah's journey exemplifies authenticity and purpose-driven leadership. By sharing her vulnerabilities and triumphs, she built a profound connection with her audience, teaching us the value of embracing our true selves.

 

Case Study Examples

Credit to Amazon Prime for The Oprah Winfrey Show picture

  • In 1986, Oprah took a significant risk by transitioning her successful local talk show into a nationally syndicated program, "The Oprah Winfrey Show." At a time when daytime talk shows were sensationalist and tabloid-like, Oprah shifted the format to focus on literature, self-improvement, and spirituality.

  • Embrace your unique voice and vision. Oprah's success stemmed from her authenticity and willingness to diverge from the norm. This case highlights the importance of staying true to one's values and vision, even when it contradicts popular trends. Leaders should trust their instincts and remain authentic to their vision.

Credit to Fastercapital.com for How Oprah Redefined Television infographic

  • Facing initial low ratings and significant financial losses, the launch of OWN in 2011 was deemed a failure by many critics. However, Oprah persevered, reevaluating and restructuring the network to better align with her vision and values.

  • Persistence in the face of failure. Oprah's ability to reassess and realign her strategies under pressure demonstrates the strength of a clear 'why.' Leaders can learn that setbacks are not endpoints but opportunities for growth and realignment.

 

Reflective Question

How can you leverage your authenticity to inspire and connect with others more deeply?

Credit to Alamy of Steve Jobs picture

Steve Jobs: Revolutionizing Technology with a Vision for Perfection

The visionary co-founder of Apple, offered a leadership model distinctly his own yet profoundly committed to excellence, setting him apart from other icons like Oprah. His relentless pursuit of perfection in user experience wasn't just about inventing new technology; it was about revolutionizing how we interact with the world, seamlessly blending art with technology in unprecedented ways. This ambition drove the creation of groundbreaking innovations such as the iPhone and iPad, each fundamentally transforming industries upon their release.

Credit to Business Insider of The First iPhone

Access to music on iPhone

  • The revolutionary design of the first iPhone, with its single button and touchscreen interface, marked a significant departure from the prevailing keypad-based phones, highlighting Jobs's commitment to user-centric design.

  • Bold visions and user-focused innovation can redefine industries. Leaders should dare to explore new territories with a clear focus on user needs.

 

Reflective Question

How can I prioritize user needs to disrupt and redefine standards within my industry?

  • In a bold move, Jobs introduced a device that combined a phone, an iPod, and an internet communicator. Venturing into the mobile phone market, Apple, under Jobs's leadership, demonstrated unparalleled innovation and courage.

  • Leadership requires the courage to innovate and the vision to see beyond the current market landscape. The iPhone's success illustrates the value of exploring uncharted territories, guided by a clear vision of the future.

Collecting data on user experience

The Power of Vulnerability and Vision in Leadership

Both Oprah and Jobs leveraged their vulnerabilities to forge deeper connections and drive innovation. Sharing struggles and maintaining a clear vision even under pressure are hallmarks of their leadership styles.

Credible and great leader walk

Strategies to Uncover Your Leadership Why: A Step-by-Step Guide

Discovering your leadership "why" is pivotal for navigating your path with conviction and purpose. Here’s how you can start this journey:

  • Reflect on Your Core Values

    • Identify the principles that are non-negotiable in your life and work. These core values are the compass that guides your leadership "why."

  • Assess Your Greatest Achievements

    • Consider your most fulfilling accomplishments. Understanding what motivated you in these moments can illuminate your underlying motivations.

  • Seek Feedback

    • Engage with colleagues or mentors to gain perspectives you might overlook. External insights can offer a fresh look at what drives you as a leader.

  • Experiment with Different Approaches

    • Leadership is not one-size-fits-all. Exploring various styles can help you find the approach that resonates most deeply with you.

  • Journaling and Mindfulness

    • Regular introspection through journaling or mindfulness practices can offer clarity on what influences your decisions and actions.

Incorporating these strategies with lessons from Oprah Winfrey and Steve Jobs, you can carve out a leadership path that is uniquely yours, driven by a clear and personal "why."

Exploring Various Leadership Styles

Credit to Alamy for the leadership keywords

“Reflective Questions

1. How does my leadership style reflect my core values and “why”?

I2. n what ways can I integrate feedback and experimentation to refine my leadership approach?”

  • Leadership manifests in myriad forms, each powered by a distinct "why." Consider Elon Musk's forward-looking vision compared to Jacinda Ardern's empathetic governance. These contrasting styles show that leadership effectiveness is not about the "why" itself but how authentically you align your actions with your core motivations.

  • Understanding the diversity in leadership styles enriches your perspective, allowing you to appreciate the varied paths to effective leadership. Whether driven by innovation, like Steve Jobs, or social responsibility, like Jacinda Ardern, the authenticity of your "why" is what defines your impact as a leader.

Tying It All Together: Your Takeaway

As you wrap up your day (and this blog), take a moment to ponder your 'why.' It’s not just a one-off exercise; it’s a continuous journey. Whenever in doubt, their legacy is there for inspiration.

Oprah Winfrey and Steve Jobs exemplify that understanding and living your 'why' can lead to profound leadership success. Their stories encourage us to find our own path, guided by authenticity, innovation, and purpose.

 

Discover More with the Leadership Micro Talent Program

But wait, there’s more! If this conversation about leadership and finding your 'why' has sparked something in you, I’ve got just the thing. Check out the Think Codex's Leadership Micro Talent Program here to discover how our program can help you and your leadership team discover and refine their ‘why’.

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ESG in 2024: What YOU Need to Know, and What WE can do!

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Written by: Gordon Tai (Gamification Designer)

 

In 2021, KPMG predicted that organizations prioritizing ESG (Environmental, Social, Governance) practices would thrive by 2030. Today, ESG is no longer a buzzword but a mainstream movement. This article explores the fundamentals of ESG, its impact on financial success, and how Think Codex helps integrate sustainable practices.

 

ESG VS Sustainability: The Basics

In simple terms, sustainability means running a business in an ethical, responsible, and forward-thinking way, considering the well-being of future generations and the environment. Companies often achieve sustainability through ESG measures, which include environmental efforts like reducing greenhouse gas emissions, social practices such as fair working conditions, and governance measures like transparency and Diversity, Equity, and Inclusion (DEI) initiatives.

For investors and financial professionals, ESG is the key focus. It serves as a set of criteria to gauge a company's dedication to ethical and sustainable practices. Now, let's delve into these three ESG components.

ENVIROMENTAL

This pillar assesses a company's impact on the planet, including carbon footprint, resource usage, and waste management. Robust environmental practices focus on sustainability, renewable energy, and reducing ecological footprints.

SOCIAL

It evaluates how a company manages relationships with its stakeholders, such as employees, customers, and communities. Prioritizing Diversity, Equity, and Inclusion (DEI), fair labour practices, and community engagement are key elements.

GOVERNANCE

Refers to a company's internal policies, leadership, and overall structure. It assesses transparency, accountability, and ethical decision-making. Areas of focus include board diversity, compensation, risk management, and ethics.

Why ESG Matters to Financial Professionals

  • Risk Management, Mitagation, and Compliance: Play a vital role in ensuring ethical standards and legal mandates are met while also minimizing operational risks. Proper employee training can help them handle industrial waste safely, reducing hazards and pollution while complying with waste management laws. This prevents financial loss due to penalties for non-compliance.

  • Innovation and Financial Performance: ESG correlates with higher equity returns and reduced downside risk. ESG-conscious companies are more adaptable to regulatory and environmental changes, driving innovation, lowering operational costs, and enhancing efficiency.

  • Reputation and Stakeholder Relations: Transparency in sustainability practices boosts a company's reputation and stakeholder confidence. ESG measures instil investor confidence and consumer appeal, leading to better access to funding and corporate expansion.

  • Consumer Appeal: Conscious consumerism is on the rise, with people actively seeking out eco-friendly companies. This shift in consumer behaviour highlights the growing importance of ESG measures. Companies recognized for their sustainability efforts, like Apple, have seen increased consumer appeal. For instance, Apple's commitment to carbon neutrality and reduced plastic packaging have contributed to its positive image among consumers and investors alike.

Think Codex's Role in ESG Integration

We actively engage with the ESG movement, propelling change within the financial landscape. Our strategic initiatives include:

ThinkBuild Simulation

Integration of ESG into ThinkBuild Sessions with AIA, ensuring sustainability is integral to shaping financial strategies. Click here to find out more how it works!

We are dedicated in promoting sustainability and building a better future. To achieve this, we have formed an exclusive partnership with Sustainability Unlocked, which is the leading learning platform in the UK for sustainability education. As their regional partnership with exclusivity in Malaysia, we are proud to offer their on demand sustainability and ESG courses providing worldwide expertise and learning opportunities to professionals and businesses. To learn more about Sustainability Unlocked, please click here!

Embrace ESG for Future Success

ESG is not just a timely trend; it's a strategic imperative. As businesses worldwide embrace ESG principles, financial professionals must explore Sustainability Unlocked courses and initiate dialogues with organizations like Think Codex. Ultimately, I believe that ESG will become more than just a buzzword - it will be a cornerstone for success in the years to come.

 
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The Leadership of Tomorrow & Why You Need to Be Part of It

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Leadership isn't just about managing; it's about adapting, innovating, and understanding our dynamic global landscape. To thrive in tomorrow's leadership, you must uncover the 'why' behind every action, decision, and strategy. That's why we've designed a transformative leadership training program that goes beyond the surface.

WHY OUR LEADERSHIP MICRO TALENT PROGRAM IS FOR YOU?

EFFECTIVE STRATEGIES

Learn leadership strategies that fit the demands of the future, where innovation, adaptability, and forward-thinking are the keys to success. Transform your leadership style and achieve exceptional results.

MASTERING COMPLEX PROBLEM-SOLVING

Leaders often find themselves facing intricate and ambiguous problems. Our ThinkOut simulations provide a dynamic platform for developing and honing problem-solving skills. With ThinkOut, leaders can tackle challenges with precision and confidence.

GROWTH

Our program equips you with the insights and skills to navigate the future, fostering your personal and professional growth, and helping you become the leader the future demands.

GET UP TO 10% OFF!

TAILORED PROGRAM

You have the flexibility to tailor your package. Choose any 3 products from our BEW (Business Experience Workshop) and Business Simulation offerings to get up to 10% OFF!

WHAT PRODUCTS
 

how do you grow into leadership roles?

Unlock your full potential as a leader with our comprehensive leadership program. Our program spans three levels, catering to junior, middle, and senior leaders, and is packed with coaching, assignments, simulations, pre & post analytics, reports, and presentations. With our program, you'll receive personalised coaching and effective strategies that will help you grow both personally and professionally. Whether you're just starting out in your career or looking to take your leadership skills to the next level, our program has everything you need to succeed.

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Don't miss out on this limited-time opportunity to save while unlocking your leadership potential. Connect with us now to find out more how does this program help your leadership team!

Revolutionizing Corporate Training: The Power of Gamified Learning at KPMG and British American Tobacco

Written by: Raveena Elizabeth (Marketing Lead)

Hello there, dear readers!

We live in an age of corporate training that often feels more like a chore than a transformative experience. Slide after slide of uninspiring content and endless multiple-choice quizzes. But what if learning at work could be... engaging & fun?

That's the exciting question that's gaining momentum. We're not merely talking about gamification; we're talking about gamified training done right. Join us as we explore a groundbreaking study conducted at KPMG by Harvard Business Review, a prominent player in professional services.

Example of employees playing games at workplace

The study at KPMG assessed the impact of gamified training on employee performance, specifically examining the "KPMG Globerunner" program. This training incorporated gamification elements, immediate feedback, and competition, and was implemented across 24 offices over 29 months. The study found that gamified training had a significant positive impact, resulting in increased fees collected, a larger client base, and more business opportunities. It also highlighted the pivotal role of leaders in this training approach and offered recommendations for organizations looking to implement similar training programs.

Key Takeaway 1: Gamified Training Supercharges Employee Performance

  • When gamified training is executed thoughtfully, it has the power to significantly enhance employee performance. The winning recipe includes well-structured lessons with elements such as progressing through challenges, real-time feedback, earning points, and a touch of friendly competition. 

  • The results speak for themselves: a remarkable increase of over 25% in fees collected, a 16% growth in clients served, and promising new opportunities on the horizon. It's more than just a game; it's about making substantial improvements in how employees carry out their roles.

Key Takeaway 2: The Impact of Engaged Leadership

  • Now, let's turn our focus to leadership. The study at KPMG emphasizes the crucial role that leaders play in this training approach. When leaders actively participate, the results get even better.

  •  Offices whose leaders participated more than others increased fees collected by 19% more and grew the number of clients served by 7% more. Leadership involvement sets the tone for the entire team.

Key Takeaway 3: Cultivating a Culture of Enthusiasm and Play

  • Creating a work environment where playing is not just allowed but encouraged can be transformative. When leaders themselves embrace the training as an integral part of work, it sends a powerful message to the entire team.


ThinkAgility: Leadership Simulation for British American Tobacco (BAT)

Problem Statement:

  • Across the global landscape, British American Tobacco (BAT) faced challenges within its leadership & core teams to be agile with the ever-changing business environment - especially with a shift in consumer behaviour and regulatory compliance. Collaborating effectively and being able to respond to market changes was good in some teams but less so in other teams. There was a pressing need for an improved and structured way to make informed decisions and deliver results.

Our Solution:

  • Introducing ThinkAgility, aimed at delivering agile results within BAT's leadership across diverse locations, including Australia, New Zealand, Oceania, and various Asian countries in partnership with Brandt International. Through a combination of business simulation-based workshops and debrief sessions, ThinkAgility helps participants understand, retain, and apply their learnings effectively in their work.

The game aspect:

  • Participants, taking on roles as strategists, auditors, client liaisons, and region managers, embarked on a transformative journey. They were entrusted with overseeing various regions in a dynamic simulation.

  • Simulation Objectives:

    • Managing complex team dynamics and limited resources.

    • Understanding team members' strengths and limitations.

    • Developing flexibility and agility in the face of competition and unexpected scenarios.

    • Delivering results the first time in tough circumstances.

  • Before each round, they engaged in thought-provoking discussions on strategy and resource allocation. This strategic element is key in the fast-paced, ever-changing business landscape.

  • Learning Outcomes:

    • Results Agility: Navigating challenging situations to deliver results.

    • Change Agility: Comfortably adapting to change and experimenting.

    • People Agility: Effective communication and collaboration across diverse groups.

    • Mental Agility: Solving problems in unique and innovative ways.

    • Self-awareness: Recognizing one's strengths and weaknesses.

Debrief on agility concept during the virtual training session

Throughout the simulation, participants encountered deliberately crafted scenarios meant to disrupt their team's strategies, compelling them to adapt in real-time. It was more than just a game; it was a profound lesson in learning agility.

So, did it help them?

The transformation experienced by our participants was profound. They discovered a newfound agility in their approach to tasks and projects.

Here are some key insights they shared:

  • "Being agile in my approach to tasks and projects. Identifying tasks that can be executed simultaneously without dependencies. Leveraging the strengths of my team members. Remaining vigilant and ready to adapt in any situation to meet objectives without compromise."

  • "Balancing the strengths of my team with the tasks at hand. Striking a harmonious equilibrium between consistency and flexibility to achieve outstanding results."

  • “I wished that I had gone through this engagement earlier - my team would have been better equipped with managing the challenges during the rollout and pivoting of our market strategies”

The consensus is clear: this training not only motivates active participation but also encourages the practical application of learning in the workplace. It's more than a shift in mindset; it's a driving force for continuous improvement on the job.

NPS on participant’s recommendation

In essence, our collaboration with BAT in gamified training harmonizes with the insights from the Harvard Business Review. It underscores the significance of leader engagement, the creation of a learning-friendly atmosphere, and the measurement of outcomes at an organizational level.

This isn't just about education; it's about inspiring change and nurturing newfound agility when addressing work-related challenges. As one participant aptly put it, "This training got me thinking about my current role and how to enhance productivity with my team and across the business. It's about implementing change and ensuring consistency along the way."

We firmly believe in this transformation, and we're excited to continue leading the way in innovative corporate training. It's not just a game; it's a game-changer!

 
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Transforming Team Building for the Future

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Written by: Raveena Elizabeth (Marketing Lead)

*ThinkCodex is a 4-time Gold Winner for the Best Team Building Vendor as voted by HR directors of Fortune 500 organizations & MNCs. We’ll be sharing our insights and also use a case study to demonstrate what a best-in-class team-building programme looks like. 

Unlocking the Future of Team Building: Beyond Just Fun

Is team building just a fun event without real potential for change? In today's ever-evolving landscape of employee engagement, it's time to rethink the possibilities.

Imagine a world where your team-building activities not only foster camaraderie but also elevate your employees' skills and align them with your company's values. This is the future of team building, and it's closer than you might think.

The Problem With TEAM-BUILDING Programmes

When discussing team-building strategies, it's vital to keep in mind the two primary stakeholders: The Business and The Employee. The Business provides funding for these events, while The Employee actively participates in them. Although team-building events are often designed for personal enjoyment, it's crucial to understand that this is only one aspect of the overall process.

Failing to closely align employees with the core values and mission of the organization could result in a significant disconnect that ultimately affects team dynamics and organizational success. Thus, it's critical to prioritize BOTH personal enjoyment and the creation of a cohesive team environment that closely aligns with the goals and objectives of the organization. By doing so, businesses can foster a sense of unity and common purpose that genuinely benefits everyone involved.

Balancing Act: Business and Personal Value

At Think Codex, we believe in a balanced approach. We recognize the importance of both Business Value and Personal Value in team building. So, what does a great team-building event look like? It's one that effectively combines these two aspects.

The Six Building Blocks of Great Team Building

Six building blocks of great team building

A remarkable team-building event integrates at least four components from each side of the spectrum, Business Value and Personal Value. Let's explore these building blocks:

Business Value:

  • Growth: Provide employees with opportunities to learn and develop skills applicable to their work.

  • Alignment: Foster awareness and connection to your company's purpose and values through Culture & Mindset.

  • Team Upskilling: Equip employees with the principles of high-performance teams for practical application.

Personal Value:

  • Experience: Ensure enjoyment and relaxation, offering a break from work-related stress.

  • De-stressing: Allow employees to release built-up negative energy through mental and emotional wellness practices.

  • Interaction: Encourage team bonding through enjoyable group activities.



Gamification: The Catalyst for Change

In the dynamic realm of employee engagement, traditional team-building methods often fall short. They can be too basic, offering little long-term value to participants or the organization. Employees today seek more than just fun; they crave opportunities for growth and development. Enter gamification, a game-changing solution that addresses these challenges head-on.

Gamification in team building is not merely a trend; it's a necessity. It's the bridge between enjoyment and growth. Gamification transforms your team-building events into powerful tools for skill development and values alignment. 

What A Great TEAM-BUILDING Programme Looks Like

A great team-building programme must have these 4 components:

  • Increased Employee Engagement: It must be engaging and immersive, going beyond just having fun and fostering a sense of purpose and achievement.

  • Skill Development: It's a learning opportunity. Your team will acquire practical skills that can be applied immediately in the workplace, effectively closing skill gaps.

  • Values Alignment: It facilitates a deep understanding of your company's values and purpose. Your team will not only know these values but also embody them.

  • A Bit of Pressure: It adds a bit of a challenge so that teams can have a deeper-level building as opposed to surface-level bonding. According to Flow Theory, people grow best when tasks are not impossible and not too easy. This applies to teams as well. 

Case Study: AIA and ThinkBuild ESG Simulation

AIA, a prominent player in the insurance industry, recognized the need to build high-performing teams and deepen their commitment to Environmental, Social, and Governance (ESG) principles. That's when Think Codex entered the picture with a game-changing solution.

Here is an example of a digital version of the ThinkBuild simulation

The implementation of a hybrid simulation model

ESG Focus Principles for AIAs

Introducing ThinkBuild Simulation, an interactive team-building experience that incorporates ESG education. This simulation lasts for over an hour and allows participants to delve into the essence of teamwork while tackling sustainability challenges. Teams work together to construct sustainable cities through planning, building, and reviewing. Although it's not as intense as our main simulation, it effectively promotes team cohesion and is a fun experience. What makes ThinkBuild Simulation unique is its seamless integration of virtual simulations and in-person interaction. With this innovative approach, all 103 participants can fully immerse themselves in the interactive experience and enjoy the benefits of collaborating face-to-face.

During the ThinkBuild Simulation, participants gain valuable insights and key learnings:

  • Understanding Team Stages: Participants can experience and understand the different stages of team development, leading to a deeper appreciation for team dynamics and alignment with Sustainable Operations' ESG principles.

  • Building and Sustaining Culture: Through sustainable city planning, teams learn how to build and sustain a culture and identity within a team, an invaluable skill applicable to their real-life work environments, where they can better understand the role of People and Culture. 

  • Problem Solving and Growth: Through ideation, problem-solving, and growing as a cohesive unit, participants gain problem-solving skills that can be effectively applied in their professional lives. This aligns with Effective Governance as part of their ESG principles. 

This holistic approach not only enhances team performance but also instils a sense of purpose and achievement in participants, making it a transformative experience that extends beyond the simulation itself.

ESG-Focused Simulations: Bridging Theory and Practice

Participants face scenarios and challenges that demand the application of ESG practices for success. This hands-on approach not only educates but also encourages critical thinking about applying ESG principles to their roles. They learn how sustainable practices can positively impact their work, their team, and the environment.

In a world where change is the only constant, the ability to adapt and improve is crucial. Gamification, with its built-in feedback mechanisms, ensures teams don't just participate but progress. It's a win-win for businesses and employees, making team building more effective and enjoyable than ever before. This collaborative element enhances not only team dynamics but also deepens their understanding of ESG principles through shared insights.

Debrief on applying ESG principles keytakeaway

Physical ThinkBuild simulation example

Measuring Success: The Kirkpatrick Evaluation Model

To gauge the impact of the ThinkBuild Simulation, we employ the Kirkpatrick Evaluation Model, focusing on Level 1 & 2 evaluation, which assesses participants' experience and also learning.

The infographic presents a comprehensive overview of the results attained

The Results Speak Volumes 

AIA employees rated the ThinkBuild Simulation highly, with an impressive overall rating of 8 out of 10. This isn't just a number; it's a testament to the effectiveness of gamification in team building and ESG education.

Here's what some participants had to say:

  • "Hands-on experience that tackles real-life challenges.”

  • "Engaging trainers who make learning enjoyable.”

  • "Not your typical training; the skills gained apply both at work and in daily life.”

Elevate Your Team Building with Gamification

Want to improve your team-building skills? Look no further than gamification. With its feedback mechanisms, gamification ensures that teams not only participate but also progress. This can lead to increased effectiveness and enjoyment for both businesses and employees.

Think Codex and AIA have collaborated to create an example of how gamification can be used to elevate team-building, foster ESG insights, and drive success in organizations across industries. By unlocking the full potential of your teams, you can empower them with the knowledge and skills needed to succeed in today's business landscape.

If you're interested in exploring different ways that team-building gamification simulations can help you achieve your organizational goals, speak to our CONSULTANT for FREE demo session today.

5 Strategic Steps to Align Your L&D with Business Success

Written by: Raveena Elizabeth

We’ve seen it all too often. L&D is seen as a support function (a.k.a backup) or a rapid response team (aka fixer) when the business suddenly needs to manage a people gap problem. L&D can be viewed as a secondary infrastructure and called upon only when help is needed. It doesn’t have to be like this. L&D professionals need to understand business strategy and then create an aligned L&D strategy for the business's success.

Enter the L&D Strategy and it’s 5 steps

Do we really have clarity and know the business strategy and needs? Most of us get our understanding from the few lines written inside a Training Needs Analysis document.

A learning and development (L&D) strategy is a comprehensive plan that outlines how an organization will meet its professional development needs and achieve its business objectives. It is time-bound, meaning it has a specific time frame for completion, and sets measurable goals and objectives. Failure to do this just makes the L&D function out of scope, outdated, and an unwanted distraction from “real” work.

The goal of an effective L&D strategy is to provide employees with the necessary skills and knowledge to improve their performance, enhance their engagement, and contribute to the overall success of the business. This blog post will explore the different types of business goals and how L&D teams can design and implement an effective learning and development strategy.

Step 1:  Understand the Types of Business Goals

The first step in developing an effective L&D strategy is to understand the types of business goals that an organization can have. These goals can be broadly categorized into two kinds: business-related goals and employee-related goals.


How To
Often the need of the organization will include both in a single intervention by L&D. Here’s the key, even when it seems like a simple request in an email, always schedule a call with the stakeholders – decision makers, potential participants, and perhaps any other people that the training can impact. Often we will find that there is a notable difference between what is written in an email and what is revealed in a meeting. The details you get in the meeting help you to craft a more focused and accurate L&D solution. Don’t skip the meeting!

Once you gain clarity, it’s time to move on to Step 2.

Step 2: Conduct a Skills Gap Analysis

Steps to conduct employee skill survey and gap assessment

This involves evaluating the skills and knowledge required to achieve business goals and comparing that to the skills and knowledge currently possessed by employees. The analysis can be conducted using a variety of methods, such as Training Needs Analysis (TNA), surveys, assessments, focus groups, or interviews. Once the skills gap has been identified, organizations can create targeted training and development programs to close the gap.

How To
It’s crucial to ask BOTH the employee what they view as their gap and also their line manager to see what is the gap of the employee. Do not communicate the results of the other party to each of them until both of them have completed this process. This is to prevent bias and also groupthink between both the results.

Step 3: Design Learning Programs

Training need analysis vector

Effective learning programs should be designed in a way that aligns with business goals and addresses the specific needs of the workforce. This involves using various learning methods such as Instructor-Led Training (ILT), eLearning, On-the-Job Training (OJT), Gamification, Simulations, Mobile Learning, and Social Learning to cater to different learning styles and ensure that employees can apply the new knowledge and skills to their jobs.

How To
Remember it’s not the type of training that matters – that’s the method only. Use whatever method that gives the best results. Some methodologies may be more suitable for high engagement and practical applications such as gamification based simulations.

Step 4: Measure and Evaluate L&D Effectiveness

Source by AIHR

To ensure that L&D programs are effective and contribute to business goals, this can be done through various methods, such as surveys, assessments, and performance evaluations. This helps identify areas where improvements can be made and ensures that the organization is getting a return on its investment in L&D.

Step 5: Communicate and Collaborate with Key Stakeholders and Measure and Evaluate L&D Effectiveness

Effective communication and collaboration with key stakeholders are critical to the success of aligning L&D strategy with business goals. This includes working closely with senior leaders, managers, and employees to ensure that the training and development programs are aligned with the overall business strategy. Also, help to identify areas where improvements can be made and ensure that L&D efforts are relevant and practical.

To illustrate the importance of aligning L&D strategy with business goals, let's take a look at a real-life example (studied by Deloitte, 2023) A major German information and communications technology company faced several challenges: A lack of highly demanded IT skills, a low turnover rate, a high average age of the workforce, and insufficient business performance. 

To overcome these challenges, the management team of the company decided to kick off a large-scale agile transformation that involved over 60% of its total workforce. By re-up-skilling existing staff into agile roles and adopting agile methodologies, the company not only significantly increased its business performance but also developed a thorough learning culture within the organization that made learning in the flow of work a key pillar of its strategy.

This case study highlights the importance of aligning L&D strategy with business goals. The IT company recognized the need to re-skill its workforce to meet the demands of the market and improve business performance. By aligning L&D initiatives with the company's strategic goals, the company was able to achieve a successful transformation and develop a culture of continuous learning within the organization.

However, if the company had not implemented an L&D strategy that aligned with its business goals, it may have continued to struggle with a lack of skills and insufficient business performance. It may have also missed the opportunity to develop a learning culture that could drive innovation and growth.

In conclusion, it's crucial for organizations to align their L&D strategy with their business goals to achieve success. However, it's equally important to continuously evaluate and update the strategy as the business landscape evolves. I encourage you to take action and regularly assess your L&D strategy to ensure it remains aligned with your business goals and helps drive your organization's success.

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