Lost In Transformation

Lost In Transformation is a serious game that engages participants in exploring the essential dimensions of organisational transformation. By focusing on the questions of Why, How, and What, participants identify concrete actions to navigate effectively through change. This game fosters a shared understanding of the challenges and opportunities related to transformation.

Walkthrough

1. 1

   Introduction and Context Setting

   15 min

   The facilitator presents the game and its objective: to explore the issues of organisational transformation. They explain that the game is structured around three key questions: Why, How, and What. Participants are invited to reflect on a specific transformation they are experiencing or anticipating in their organisation.

   Tip — Use a concrete example of transformation to illustrate each key question and make the concepts more tangible.

2. 2

   Exploration of Why

   20 min

   Participants form groups and discuss the question 'Why is this transformation necessary?'. Each group identifies the underlying motivations and expected benefits. The facilitator encourages participants to share concrete examples and document their ideas on post-it notes.

   Tip — Encourage the use of metaphors or stories to illustrate the 'Why', which can help anchor the discussion in reality.

3. 3

   Exploration of How

   20 min

   Each group tackles the question 'How are we going to achieve this transformation?'. They identify the steps, necessary resources, and potential obstacles. The facilitator guides the discussions to ensure that the ideas are realistic and achievable.

   Tip — Suggest that participants create a visual plan or diagram to represent the 'How', which can facilitate collective understanding.

4. 4

   Exploration of What

   20 min

   Groups discuss the question 'What will change?'. They identify the specific aspects of the organisation that will be impacted by the transformation. The facilitator encourages participants to think about both short-term and long-term changes.

   Tip — Ask participants to prioritise the identified changes to help determine what should be addressed first.

5. 5

   Synthesis and Sharing

   15 min

   Each group shares its reflections and conclusions with all participants. The facilitator facilitates a discussion to identify common themes and divergences. Key ideas are noted on a board for future reference.

   Tip — Use different colours for each key question on the board to visually structure the synthesis.

6. 6

   Action Plan

   15 min

   Participants work together to develop an action plan based on the discussions. They identify the first steps to implement and assign responsibilities. The facilitator ensures that the plan is clear and that each participant understands their role.

   Tip — Encourage participants to define success indicators for each action to track progress.

Variants

• Add an individual brainstorming phase before group discussions to diversify ideas.
• Integrate anonymous feedback after each step to adjust the group dynamics.
• Use fictional scenarios to explore transformations in contexts different from those of the participants.