Corporate L&D Workshops
Most training
doesn't change
behaviour.
Workshops are forgotten. Frameworks stay on slides. Our simulations put participants inside the dysfunction — so the learning lands where it needs to.
The gap between knowing and doing is not informational.
Your people already know that sunk cost is a bias, that silos destroy value, that bad news gets filtered on the way up. They know it the same way they know they should exercise more.
Knowing is not the problem. The blocker is felt risk, social pressure, and the structural incentives that make the dysfunctional choice the rational one.
"The most powerful learning happens when participants experience a situation — not observe it."
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01
Recreate the emotional structure The game must produce the same felt experience as the real dysfunction — the pull toward silence, the FOMO, the sunk cost. Not a description of it.
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02
Let players build the trap themselves The most powerful debrief moments come when participants cannot blame the scenario — because they made every decision that led to the outcome.
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03
Debrief is 40% of session time The game is the provocation. The structured debrief is the learning. We never shortcut it.
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04
Measure behaviour change, not satisfaction Every programme is structured for Kirkpatrick L1–L4. We provide 30-day follow-up tools for every simulation.
Five universal corporate dysfunctions.
Five games that make them visceral.
Each simulation runs in 60 minutes of gameplay followed by a structured debrief. Each targets a different root cause — not just a different topic. Hover to explore.
A session from brief to behaviour change.
Anonymous questions that implicate the room before a card is drawn. Results are read aloud at the start — the game then becomes proof of why they answered the way they did.
Tables of 4–6 run the simulation simultaneously. Every decision is recorded. Players build the situation they will later have to account for.
Scores, signed cards, and hidden roles are shown publicly. No commentary needed — the pairing of what players committed to versus what happened does the work.
40–45 minutes. Facilitated in three phases: reveal, reflection, and transfer. Closes with one personal commitment per player.
A lightweight check-in measuring whether behaviour has shifted at the desk — not just in the room.
Kirkpatrick L1–L4 measurement
Built for the rooms where behaviour change actually matters.
Corporate L&D teams running leadership development programmes for senior managers and above, where conventional training has plateaued.
Executive education providers seeking experiential alternatives to case-based teaching for MBA, EMBA, and executive cohorts.
Public sector institutions developing cross-agency collaboration, whole-of-government thinking, and leadership at scale.
HR and OD professionals who need to prove behaviour change to their own stakeholders — and want measurement frameworks that hold up.
Interested in running a session?
We offer a complimentary pilot session for new clients — no procurement commitment required. Tell us your team size and the challenge you are working on.