Human Resources and Business Simulations- 5 Tips to Getting Started

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Traditionally, Business Simulations have either been managed by Training and Development Managers and/or Business Managers. This is changing. Why is it changing? Because it seems as though Human Resource Business Managers (Divisional HR Managers) are staying in the fold (in the project) while the business simulation is being developed and being delivered. Thus, it has become more of the norm that Human Resource Managers work the entire business simulation process. Thus, here are some tips for using business simulations within Human Resources:

5 Tips For Human Resource Managers and Business Simulations

Tip 1: Brush Up! On your business acumen- Business Simulations that are used for strategic initiatives usually have a strong business component to them. Even though you know your business well, it will be very beneficial if you have a strong sense of business fundamentals. You will find it helpful if you dust off your business finance/marketing 101 book or something equivalent. You don't need to completely submerge yourself. Just a general refresher will go a long way.

Tip 2: Partner Up! Find someone in Training and Development- Business Simulations are most effective when they have a very well rooted training component to them. Get some assistance from the professionals on this. Training and Development knows learning fundamentals. Not only will this help create a better program, you will also be a good corporate citizen as well.

Tip 3: Search Well- Find someone you work well with for development- Whether you are staying internal or going external, find a business simulation developer you trust and work well with. How do you do this? Ask around and listen to your instincts. You will feel one level of comfort or another depending on who you're talking to. If you are staying internal, you may not have a choice who you work with. If this is the case, take the time to listen and ensure you are heard. No matter the case, you are one of the chief architects of this program. Make certain you aren't bullied! This is good advice for internal or external providers.

Tip 3: Size Small- You will feel pressure to build a big business simulation. This is especially true from the developer (both internal and external). Resist this urge. Stay on the smaller side. A 1/2 day business simulation goes a very long way. Don't cave to the pressure of a 2+ day simulation. 1-2 Days is a long time. Business managers tend to also want to go big. Try to stay at a day or less.

Tip 4: Take Time- Give yourself some time! You'll feel pressure to get all this done overnight. Business Simulations and Serious Games are very complex. Spend extra time in the planning and interviewing stage. This will pay dividends later! Don't rush in.

Tip 5: Read Up! There are helpful books and resources out there on business simulations and serious games. Just do a search on Amazon under 'Business Simulations and Serious Games'. You'll find a few resources. Don't buy the textbook size, they'll just overcomplicate things!

Hope this helps. Look through this resource further down and you'll find other tips that certainly apply to Human Resource Managers as well. Enjoy!

Business Simulations, Strategic Alignment, and Human Resources

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Are you looking to create organizational alignment using a business simulation? This is great! But here's another questions: Are you from the Human Resources Department? If not, you should stop reading right now and engage your HR manager. The reason this is being brought up is that this is probably the single wisest step you can take. Aligning employees behind a new corporate strategy will take far more than just implementing a nice shiny business simulation! It takes someone who really understands organization development and human assets!

Tips To Engaging HR for Strategic Alignment

Tip 1: If you haven't contacted HR, do it now! This is a no brainer.
Tip 2: You need to be as clear and transparent as possible with what you are hoping to achieve and when. The HR manager will help you figure out how.
Tip 3: Keep your HR manager very very involved in the process of creating a strategic alignment business simulation. They will help you more than you could ever imagine!
Tip 4: It is important to remember that you are talking about changing both people's behavior and changing their jobs. This is unsettling to people. Be patient and keep communication open. Your HR manager will certainly help you with this.
Tip 5: Don't get sold into a massive business simulation for strategic alignment. They aren't necessary for this. Go with something manageable and you'll see much greater success and probably save a good amount of budget.

Hope this helps. Have a terrific weekend!

Business Simulations - Tips for Leaders as Trainers

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Welp, as you have probably already noticed, there's been a bit of a lag in blog posts about business simulations and serious games. There's a good reason: Summertime! Its not an excuse, just a reason.

Anyway, let's talk about:

Tips for Leaders as Teachers Using Business Simulations

Tip 1: Train Your Leader Well! - The leader is going to think they "are all set." Chances are, they aren't. Thus, it's your job to ensure the leader to very well prepped and trained. Make sure you (or an outside facilitator) does at least three business simulation facilitations with them. This will pay off in the end.

Tip 2: Keep It Simple - Business Simulations for Corporate Training and Development are complicated. Try to introduce the leader as trainer to a more simple business simulation solution. Start small and build up.

Tip 3: Choose Your Leaders Wisely - Don't go for the 'highest leader', go for the best leader! This means find a leader that is excited to teach others, get involved, and is entertaining. The leader will have a good time and the participants will as well.

Choosing leaders to facilitate a business training simulation program is tough. Take your time! Choose wisely and the effort up front will pay dividends later.

Hope this helps!