Woody is looking for an exercise on mental models.
I have used a variant of a game called "Wheel of fortune" from a book
called "Games that drive change" by Carolyn Nilson (0-07-046589-4). The
original game suggests you need 6 people with different jobs/roles and a
"wheel" made from card that you can spin. Divide the wheel into 6
sections and write one of the 6 job/role titles in each section. Give
each person 2 blank cards and ask them to write down what _they see_ as
the two major problems with the current organisational change, or whatever
is under discussion (one problem per card). The first person spins the
wheel until it comes to a stop, then picks up one of her two cards. She
must say how she would solve the problem on the card if she were the
person whose job title is facing her on the wheel.
The variant I've used was for a change project team. I had 2 sets of
cards rather than a wheel. One set had the job titles of people likely to
be affected by a change and the second set had 2 key questions on each
card, one about the current situation and one about how the change would
affect that. The first person takes a card from pile 1 and reads out the
job title, eg. "Sales Executive". The person on their left takes a card
from pile 2 and reads the two questions out, which the first person must
answer from the perspective of a person holding the selected job title, in
this case "Sales Exec". The group can then discuss the questions and
answers before the next person takes a card from the job pile and
continues the game.
Questions on the second set of cards might include:
1a) "How is your performance measured today?"/
1b) "How might the change affect this?".
2a) "What is important to you in your job?"/
2b) "Will the change alter this?"
3a) "What do you particularly enjoy about your job?"/
3b) "Will you lose any of this because of the change?"
etc.
Cheers
Cherry
--Cherry Vanderbeke <CKV@wang.co.nz>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>