The situation

From: CEO

Date: 2014-09-30 23:24 GMT+01:00

Subject: Company planning session – results

To: Operations, Marketing, HR, Finance

Folks, thanks for you hard work over the past days and weeks. Unfortunately I have to say that I got some early feedback from the advisory board – and a strong indication that this time they will insist on a much broader assessment and substantial solutions. This is a matter of trust and we must act NOW.

Therefore I ask you to set up intervention teams within each department. Their task is to assess the situation and advise options. No need to say that we need our best people on the job – we need GOOD results and we need it NOW. So lets get this rolling! We need to prove to the advisory board that we are prepared for the future.



The challenge

The company “New Colors Ltd” is a normal organisation – with a culture, with strength, with weaknesses.

Their board has asked to review the complete planning to make sure the company is ready for the future.

The departments scramble:

- Production

- Finance and Procurement

- Marketing and Sales

- Organisation and HR

- Research and Development

They face all the challenges of a 21st century environment: uncertainty, need to change, global competition …

And they are under considerable time pressure! The board expects result in the next days so the teams need to use all their expertise and capabilities. They not only need to assess their own areas – they need to interact with the other departments.

This is a team effort – like a normal day in the office nowadays!


The simulation

The participants take the role of senior members of the departments of the “New Colors Ltd”.

This is an immersive simulation which creates a rich picture of a company with a culture, with a history, with a complex market environment, with ongoing operations.

Numbers play only a small role. Finance is important but the challenge is not just to “get the numbers right”. Its about connecting the dots, seeing the big picture, look beyond borders.

This requires that the departments work together and accept that they just have different views on the same organisation and that they share interests.

The participants go through a process where there is no one correct answer. Their learning experience is not to get it right but to find out what works well and what not.

This is a two-fold learning process. During the simulation the participants act based on their knowledge and experience. After the simulation a deep retrospective session reflects on the process.


”New Colors Ltd”

This fictional company is more than 70 years old. It is now a solid an innovative manufacturer of paints and coatings.

It’s culture was shaped by strong leaders and a long tradition.

But now in the 21st century they face completely new challenges and their management team must act fast and swift.

“It is not necessary to change. Survival is not mandatory.” [Edward Deming]

The team is determined not only to survive but to embrace the new opportunities! And to adapt and change fast.


For a quick overview of our simulation you can download a short flyer here:

Workshop description

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If you want to know more we have prepared an overview of the simulation which gives you a good idea what we can do for you.

We kindly as for your email address so that we can keep you up to date. The pdf file will be downloaded immediately and open in a browser window. You will also receive an email link as backup.

Simulation description

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Get in touch

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If you would like to discuss a simulation for you, your students or you employees just send us a quick email and we get back to you!

Is this a game?

Yes, kind of.

It is not a conventional workshop where concepts are taught. People work apply everything they know at this point in time. Like in real life the participants might research and apply new concepts and skills while they are working on the tasks.

Its a serious game. There is is no “right” solution in the end. The solution of the teams will have advantages and disadvantages.

The learning experience is to “feel the heat” of a tough situation but in a save environment. All the elements that makes the real world in organisations difficult are present: Time pressure, moving targets, incomplete information, friction, stakeholder interests, real people.

This is how training becomes experience.