WALLBREAKERS simulation

 

For Whom?

For team leaders and project managers
When there is a need to better understand how different people respond to change and how one’s own leadership actions influence the success of change initiatives.

Benefits of the Game

Through playing, participants learn:

  • How different individuals react to leadership actions

  • How to manage their own emotional responses to change

  • How to reduce resistance to change

  • How to engage employees in the change process

  • How to reduce turnover among key personnel

Wallbreakers – A Change Leadership Learning Game

Based on theories of change management and leadership, as well as different personality styles (including Edgar Schein, John Kotter, Rick Maurer, Daniel Goleman, MBTI/DISC).
The game is used as a training tool for implementing change within organizations.

It helps participants understand resistance to change and its different levels:

  • The cognitive level

  • The emotional level

  • The level of values and trust

The game teaches how resistance to change can be transformed into understanding, acceptance, and concrete change actions.

It is a team-based game where participants compete for victory while learning.

Experiences and References

CASE: INTRUM
At Intrum, the Wallbreakers project involved the entire leadership and all managers. The goal was to establish shared direction and ground rules for operating in a changing business environment, as well as to build a common language and foundational competence in change leadership within the organization. Participants viewed the training process very positively.

CASE: SULZER
At Sulzer, the Wallbreakers workshop included executives, managers, and other experts. The goal was to develop everyday leadership in times of change and to understand the diversity of people and the challenges of implementing change within their own organization. Participants found the process inspiring, practical, and highly useful.

CASE: VALIO
At Valio, Wallbreakers was delivered in English for the management team of one business unit. The objective was to create a shared understanding of how leaders and managers can effectively drive strategy and related changes within their organization. The outcomes of the workshop have been successfully put into practice.

“The best change leadership training I’ve ever attended. The workshop generated several concrete ideas that I’ve already applied in my work. Plus, we now often talk about whether people are ‘on the bus’ or not.”

“The best part of the training was learning in a very hands-on way how to bring change into my own team!”