Dave Gray – Page 13 – Gamestorming

Posted on January 27, 2011June 2, 2015 by Dave Gray — 3 Comments

Mission Impossible

Object of Play

To truly create something new, we must challenge constraints. In this exercise, participants take an existing design, process, or idea and change one foundational aspect that makes it “impossible” in function or feasibility. For example:

• “How do we build a house…in a day?”

• “How do we create a mobile device…with no battery?”

• “What would a browser be…without an Internet connection?”

Number of Players

Small groups

Duration of Play

45 minutes to 1 hour, depending on the size of the group

How to Play

When a problem is interesting and important, we naturally rise to the occasion. To set up the exercise, develop a question in advance that engages both the emotional and the rational parts of the brain. A mobile device without batteries would be an engineering feat (rational) and a make-the-world-better proposition (emotional). Write this question for the group and explain the challenge.

For the next 30 minutes, working in pairs or small teams, the groups develop approaches to accomplishing the “impossible.” They may consider these broad questions or develop a set that is more specific to the challenge:

• What new benefits or features might emerge from this constraint?

• Why is this a typical constraint or requirement? Is it just a customary assumption?

• What are the core elements in conflict?

• Can the conflicting elements be eliminated, replaced, or altered in some way?

• Is there anything that can happen before or after to change the parts in conflict?

• Can time, space, materials, motion, or the environment have an effect?

At the end of the 30 minutes, groups present their concepts to each other. Following this, a reflective discussion about both common and uncommon approaches should yield a list of possible solutions to be explored further. Closing and next steps should include this follow-up work.

Strategy

This challenge works well for thinking through assumptions and obstacles in a product or a process. When a product is languishing and needs to be re imagined, this technique will help challenge basic assumptions about its design. In cases where processes are slow or overloaded, the “fire drill” question of “How would we do this in a day?” can be a powerful framing device.

The Mission Impossible game is credited to James Macanufo.

Posted on January 27, 2011June 2, 2015 by Dave Gray

Low-Tech Social Network

Object of Play

The object of this game is to introduce event participants to each other by co-creating a mural-sized, visual network of their connections.

Number of Players

Large groups in an event setting

Duration of Play

25 minutes to create the first version of the network; the network remains up for the duration of the event, and may be added to, changed, or studied throughout.

How to Play

To set up the game, all participants will need a 5×8 index card and access to markers or something similar to draw their avatar. They will also need a substantial wall covered in butcher paper to create the actual network.

1. An emcee or leader for the event gives the participants clear instructions: “As a group, we are going to build the social network that is in the room right now. We’re going to use this wall to do it. But first, we need to create the most fundamental elements of the network: who you are. Start by taking your card and drawing your avatar (profile picture) that you’ll be uploading to the network. Save room on the bottom of the card for your name.”

2. Create the avatars. After a short period of time (and probably some laughter and apologies for drawing ability), the participants should have their avatars and names created. At this point, the emcee may add a variation, which is to ask the group to also write two words on the card that “tag” who they are or what they’re interested in at the event.

3. Make the connections. Next, the emcee directs participants to stand up and bring their cards and a marker to the butcher paper wall, then “upload” themselves by sticking their card to the wall.

4. The next task is simple: find the people you know and draw lines to make the connections. Label the lines if you can: “friends with” or “went to school with” or “went mountain climbing with.” This continues for a time and is likely to result in previously undiscovered links and new friends.

Strategy

The initial network creation will be somewhat chaotic and messy, resulting in a mural that has a lot of spaghetti lines. Over the course of the event, participants may browse the network. Encourage this, and see what new connections are made.

The source of Low-Tech Social Network is unknown.

Posted on January 27, 2011June 2, 2015 by Dave Gray — 1 Comment

History Map

Object of Play

Organizations naturally look ahead to anticipate progress. But the past can be as informative as the future. When an organization undergoes systemic or cultural change, documenting its history becomes an important process. By collecting and visualizing the components of history, we necessarily discover, recognize, and appreciate what got us where we are today. We can see the past as a guiding light or a course correction for our future. The History Map game shows you how to map moments and metrics that shaped your organization. It’s also a great way to familiarize new people with an organization’s history and culture during periods of rapid growth.

Number of Players

10–50

Duration of Play

30 minutes to 1.5 hours

How to Play

1. Using flip-chart paper and markers, draw a continuous timeline along the bottom of several pages. Hang the paper end to end along a wall. Write the years under the timeline and include an appropriate starting point—don’t go back 75 years if you don’t need to. Choose a longer time increment, 5- or 10-year windows, if your organization has a long history, and be sure to leave enough space in between years for writing, drawing, and posting content. Leave extra space for years that you know people have more knowledge of or that were years of significant growth or change in the organization.

2. Ask each player to write his name and draw a self-portrait on a sticky note and post it on the wall above the year he joined the organization. As the participants approach the wall for post-ups, ask questions and encourage storytelling about first impressions of the company or why they joined. Note when you see “old-timers” approaching the wall. The richness of their experience can educate the group, so be sure to request that they share a story. Old-timers: never map a history without them.

Optional activity: Before they post the sticky notes, ask the group tostand up and form a line based on when they joined the organization. Let them discover who came on board when and let the line self organize based on these discovery conversations. Ask for their thoughts and observations once the line is sorted.

3. Ask questions to the group about the following, and build the history map by plotting their answers using text and images:

• Company successes

• Lessons learned

• Changes in leadership and vision

• Culture shifts

• Trends in the marketplace

• Structural reorganizations

• The ebb and flow of regulations

• Shifts in revenue and number of employees

• Major projects, etc.

4. If you’re not comfortable drawing improvisationally, establish icons before the meeting to categorize events for easy visual recognition. (For example, you can use stars for successes, arrows for increases or decreases in revenue or employees, a toolbox for projects, etc.) As you add content, refer to items you’re adding and ask open ended questions about them to keep the conversation going.

5. Summarize the findings and ask the players what they learned and why they believe the history of an organization is important. Look for emergent patterns in the life of the organization and verbally relate the history to the future. Request the thoughts, feelings, and observations of the players.

Strategy

Mapping a history should be an enjoyable experience for the meeting leader and the participants. It’s a time for storytelling, reflection, and appreciation of the life and experience of the organization. While you’re helping the group document the history, set a supportive tone and encourage camaraderie, storytelling, and honesty—even about the hard times. And if the meeting runs relatively long, leave the history map posted so that the players can review it during a break and continue to breathe life into it. Let the story build even when you’re not conducting the story session. To make the creation of the map logistically easier for you as the meeting leader, follow these tips:

• Always be aware of the level of institutional memory in the meeting. If you’re running a game that would work better with experienced employees, include them.

If you’re running a game that would work better with new eyes and fresh ideas, include newer employees. Pay attention to the knowledge and experience level of the players as it relates to your desired outcome. Brand the history map with the company’s logo and write a phrase beforehand that sums up the current vision and culture.

• Draw major events on the map beforehand to use as conversation starters.

• Use sticky notes for events where people are unsure of the dates or metrics so that you can log more accurate information later.

Posted on January 27, 2011June 2, 2015 by Dave Gray — 1 Comment

Heuristic Ideation Technique

Photo by Dr. Nathan Ryder.

Object of Play

In this simple game, participants use a matrix to generate new ideas or approaches to a solution. The game gets its name from three heuristics—or rules of thumb of idea generation:

• A new idea can be generated from remixing the attributes of an existing idea.

• A new idea is best understood by describing its two essential attributes.

• The more different or surprising the combination of the two attributes, the more compelling the idea.

Number of Players

1–10

Duration of Play

15 minutes to 2 hours

How to Play

To set up the game, participants decide on two categories of attributes that will define their matrix. For example, a toy manufacturer might look at its product line by type (vehicles, figures and dolls, puzzles, and instruments) and by type of play (racing, simulation, construction). Participants use these lists to populate a matrix, creating a grid of new possible combinations.

In playing the game, participants look across the cells for unusual or surprising combinations. These become the seeds of new ideas.

Strategy

Some combinations that at first seem absurd are worth examining more closely: a toy that combines puzzle pieces with a racing element might seem counterintuitive, but there are classic games built around that principle. After looking across the matrix for such combinations, a group may then develop fast prototypes or sketches that explore the possibilities. Consider that GI-Joe came to life conceptually as a “doll for boys.”

The technique used in this game was documented by Edward Tauber in his 1972 paper, “HIT: Heuristic Ideation Technique, A Systematic Procedure for New Product Search.”

Posted on January 27, 2011June 2, 2015 by Dave Gray

Forced Analogy

Object of Play

We understand things by grouping them with other things of similar type and function. An airplane is similar to a helicopter; they’re both flying things. Both are more similar to a bird, which is also a flying thing, than any of those things are to an earthworm, which is a crawling and tunneling thing. The Forced Analogy game breaks these hard-wired categories and allows us to see things from a different angle, opening new possibilities in problem solving and idea generation.

Number of Players

1–10

Duration of Play

15 minutes to 1 hour

How to Play

Participants set up the exercise by generating a random list of things—animals, objects, or people. Write these items on individual index cards. For each item, write some of its qualities or attributes—for example, “An airplane flies through the air, moves along predefined routes, and has an autopilot feature.” Likewise, an oak tree would be noted for its branching structure, its deep roots, and its ability to grow from a very small seed. Participants shuffle the cards and distribute them randomly. They then use the cards to develop analogies to the problem or issue at hand, asking:

• How is this problem similar to [random object]?

• How would I solve this problem with [random object]?

Participants may also work through one analogy as a group, as in “How would we use a paper clip to solve our data integration problem?”

Strategy

A truly random list of objects will push the boundaries of the group’s mindset and create new perspectives. If needed, this list can be created in advance of the game itself by an unbiased nonparticipant.

The source of the Forced Analogy game is unknown.

Posted on January 27, 2011June 2, 2015 by Dave Gray

Graphic Jam

Object of Play

Words become more challenging to visualize as they become less literal. For example, the words computer and necktie offer immediate imagery. But the words strategy and justice are more abstract and lend themselves to broader visual interpretations. Graphic Jam is an all-purpose visualization game that you can conduct before many other games as a warm-up, but it’s also a useful game in itself. Visualizing abstract concepts supports logo development, presentation design, website design, metaphor development for e-learning, and so on. It exercises the visual part of our cortex—which accounts for 75% of our sensory neurons—and turns on parts of our minds that don’t get much action in a typical business setting. Why does that matter? Because business is getting more complex. Being able to use your mind’s eye to see and show problems—and solutions—will be a sought-after skill.

Number of Players

5–15

Duration of Play

30 minutes to 1 hour

How to Play

1. Establish a large, flat, white display area for this game. Give all players access to sticky notes and index cards.

2. Ask them to take 1–2 minutes to write words on the index cards that they have difficulty conceptualizing and drawing, like “quality” or “teamwork.” Ask for one word or phrase per index card.

3. Gather all of the contributions, shuffle them, and then draw one card and read it aloud to the group. Tape it up in the white space.

4. Ask the players to reflect on the word and draw a visual representation of it on a sticky note so that it can be posted on the wall. Give them 2–3 minutes to do so.

5. Have the players approach the white space and post their sticky note under the index card with the related word.

6. Repeat steps 3–5 until all or most of the words have been read aloud. If you draw repeat words or synonyms of previously drawn words, draw again until you get a fresh concept.

7. By the end of the game, you’ll have a gallery space of visualized concepts. Ask the group to spend time looking at how others interpreted the words.

8. Referring to the sticky notes, lead a group discussion by asking what certain images mean and how the artist related that image to the word that was read aloud. Ask players to discuss which words were easier to visualize than others and why. Close by asking them how they might see visualization skills applied in their daily life and work.

Strategy

It is highly likely that the words the players contribute to this game will be on the abstract end of the spectrum. Note that the amount of time you’ll need for this game depends on the number of players, the number of words each player generates, and the complexity of the word concepts. Use your best judgment on how long to spend conducting a Graphic Jam session. And when you decide it’s time to call it quits, ask the group if there are any burning concepts they’d like to see visualized. If so, take a few more minutes with the group to tackle them. When the game is over, give the players a chance to converse with each other about the creative processes and techniques they use to conjure ideas and imagery.

The Graphic Jam game inspired by the same-named activity created by Leslie Salmon-Zhu, co-founder of the International Forum of Visual Practitioners.

Posted on January 27, 2011June 2, 2015 by Dave Gray — 3 Comments

Fishbowl

Object of Play

Often during meetings we bring together stakeholders who aren’t familiar with each other’s perspectives or aren’t accustomed to listening to each other without offering an immediate response. In some cases, stakeholders may even be meeting for the first time. In scenarios like these, it’s not surprising that it can be difficult for people to engage in a rich and meaningful conversation. The Fishbowl game is an effective way to activate attention—to prime our natural listening and observing skills so that a more substantive conversation can take place.

Number of Players

Medium to large groups

Duration of Play

40–45 minutes

How to Play

1. Before the meeting, think of a topic that could be served by a group discussion and write down questions associated with it.

2. Find a room with a good amount of open space and clear out anything other than chairs.

3. Create a handout similar to the following:

4. Arrange the chairs in two concentric circles in the room, as shown in the following figure. The inner circle seats the players engaged in conversation; the outer circle seats the players acting as observers.

5. Introduce the game and assign “observer” or “player” status to each person. Give everyone a pen and a handout (but mention that the handout is used only in the observer role). Ask the participants to sit in the circle relative to their assigned role.

6. Announce the topic of the game and ask the players to take 15 minutes to have a discussion around it. Use the questions you generated before the meeting to start the conversation and keep it moving. Make sure the players know that their responsibility is simply to converse in the circle. Make sure the observers know that their role is to pay close attention and to write on the handouts all discussion points and evidence that come out of the conversation.

7. When 15 minutes are up, ask the group to switch seats and switch roles. Then start another 15-minute discussion on the same topic or a different one.

8. After both conversations have completed, ask for volunteers to share the information they gathered and ask them to describe their experiences on the inner versus outer circle.

Strategy

People are well versed in having conversations; what most of us aren’t used to is listening, observing, and being accountable for our observations. The Fishbowl game, therefore, is about engaging skills that in many of us have become rusty. So, despite the fact that it may look as though the action happens in the players’ conversation, the action in this game happens in the outer circle, with the observers. As the group leader, be clear with the group that this is a listening and observing exercise. If there were a point system (and there is decidedly not), points would be awarded to those who most accurately logged the conversation that took place—not to those who made the most comments in the discussion. Talk to the group about their experience of being silent and paying attention. What was difficult about it? What was easy? How did it affect their perception of the topic and the other players? Use the Fishbowl exercise as a segue to a heightened give-and-take between stakeholders.

The Fishbowl game is based on ideas from the Facilitator’s Guide to Participatory Decision-Making, by Sam Kaner et al.

Posted on January 27, 2011June 2, 2015 by Dave Gray — 1 Comment

Spectrum Mapping

Object of Play

Spectrum mapping is designed to reveal the diversity of perspectives and options around any given topic and to organize them into a meaningful spectrum. This game gives players an opportunity to express their views without having to assert them vocally or even take ownership of them in front of the group. It’s valuable because it unearths information that plays a role in attitudes and behaviors that otherwise may not be visible.

Number of Players

5–15

Duration of Play

30 minutes to 1 hour

How to Play

1. Before the game begins, brainstorm topics around which you want insight from the group. Write each topic on a sticky note.

2. Introduce Spectrum Mapping by stating that the purpose of the game is to illuminate the team’s range of perspectives and to organize those perspectives into a continuum so that everyone gets a view of it.

3. Post the topic sticky notes in a column in the approximate middle of a space on the wall visible to the players. Ask everyone to silently generate a point-of-view preference option around that topic and write it on a sticky note. They are welcome to offer more than one.

4. Ask the players to come to the wall and post their sticky notes in a horizontal line on either side of the topic. Reassure them that the relationships between the sticky notes aren’t yet of interest. The visual may look like the following figure.

5. Once the sticky notes are posted, work with the group to sort them into a horizontal range of ideas. Sticky notes that express similar perspectives or options should go next to each other. Sticky notes that seem to be outliers should stand alone; they may sometimes end up defining the limits of the range.

6. Continue sorting until the group agrees that the sticky notes are in their appropriate places on the horizontal line.

7. Repeat this process if you have more topics to evaluate.

Once the spectrum for each topic has been laid along the horizon, ask for observations and insights on the lay of the land. Discuss the findings with the group and ask if any perspective or option has been excluded. If so, add it and re-sort as necessary.

Strategy

Not only does spectrum mapping reveal individual ideas around important topics, but it also tells you how many members of your group have certain types of views and where their endpoints lie. After spectrum mapping, the players are likely to discern a more holistic view of where they stand. In other words, spectrum mapping indicates whether the group tends to lean a certain way—perhaps it’s fiscally conservative, oriented toward growth, or reticent about change. Either way, as a team leader, it’s good to be aware of the group’s natural inclination and openly acknowledge it to enhance future team building, problem solving, and planning.

Assure the players that they’re free to write up honest perspectives and preferences around a topic even if those preferences may be considered outlandish by the other players. Tell them that outlier ideas still make it onto the continuum. This play is about mapping and displaying the spectrum, not evaluating ideas for validity, innovation, or popularity. This game has the effect of letting groups see if their behavior skews too far to one side or whether they’re taking a reasonable approach when a radical one may be better.

The source for the Spectrum Mapping game is unknown.

Posted on January 27, 2011June 2, 2015 by Dave Gray

Visual Agenda

Object of Play

In a typical meeting, people walk in and are handed a typed sheet of paper that shows them the meeting agenda. It usually includes the date, the meeting topics, and the time allotted for each topic. Sometimes it acknowledges who is presenting or leading the topic. Most participants give this piece of paper about two seconds of their time. The standard approach for making agendas is perfectly fine for quick meetings among people who work together regularly. But for meetings that matter, for meetings that take a good amount of people’s time and attention, and for meetings that bring together people from across disciplines or departments, visual agendas work much better.

When you create a visual agenda, people look it over and linger on it longer. They actually read the desired outcomes and review the steps they’ll take to get there. The energy level rises when participants walk into a room and see a large, colorful, hand-drawn display. People start to talk about it with each other. A visual agenda implies that the day might be interesting; it sends a signal to the group that the meeting matters. Visuals also help participants recall later what the meeting was about.

How to Play

1. Establish a desired outcome(s) for the meeting and craft an agenda that will get the group there. Choose a visual framework that represents the tone or theme of the meeting.

2. Draw the agenda in a nontraditional and creative way on a large sheet of paper or display it using presentation software.

Strategy

A visual agenda is a gesture to the group that you spent time before you took up theirs. So, take the time to build a good road map to your outcomes. And when drawing or creating the visual agenda, think of metaphors that represent a theme of the meeting. Draw pictures that symbolize the company’s mission or work. If you’re working at a vacation rental company, draw a beach scene with each footstep as a stage of the agenda. Draw a forest scene if you’re working at an environmental organization; a circuit board if you’re with a tech firm.

Brand the agenda in creative ways. If you’ve got copywriting chops, think of interesting phrases to describe each stage of the meeting. And if you have neither copywriter nor artistic instincts, ask someone who plans to attend the meeting to help you. Creating a visual agenda is a small investment in a meeting, but it offers a good ROI.

The Visual Agenda game was inspired by The Grove’s practice of creating visual agendas before meetings.

Posted on January 27, 2011June 2, 2015 by Dave Gray — 1 Comment

Welcome To My World

Object of Play

Many of us make the mistaken assumption that others see what we see and know what we know. No one in the world shares your internal system map of reality. The best way to compare notes, so to speak, is to actually draw an external representation of what you think is happening. Welcome to My World gives players an opportunity to better understand other players’ roles and responsibilities. It helps chip away at silos and introduces the novel idea that we may be seeing only one reality: ours. It helps immensely to show what we see to others so that we can start to share a reality and work on it together.

Number of Players

8–20

Duration of Play

30 minutes to 1 hour

How to Play

1. Give all players access to flip-chart paper, markers, and sticky notes. Ask them to take 30 seconds to write one of their job responsibilities (e.g., create the company newsletter or devise a marketing strategy for Product X) on a sticky note and stick it to their shirt.

2. Have the players wander around the room and pair up with someone whose job responsibility they’re the least familiar with or that they’re curious about. If you have an odd number of players, join them to even it out.

3. In pairs, ask the players to take turns drawing their best representation of how they envision the other person’s workflow around that job duty. They can use simple circles, boxes, and arrows to make flowcharts or they can get creative, but they cannot interview the other player or ask any clarifying questions while they’re drawing. Give them 5–15 minutes to draw quietly.

4. When the time is up, give each player five minutes to share her drawing with the other person and describe what it means.

5. Then give the pairs 5–10 minutes each to clarify or agree on the realities of each other’s drawing. They should also take time to discuss where the areas of ease, friction, and interactions with others fall in the process. They can elaborate and draw on the other person’s visual at this point, or the original creator of the visual can add content as his partner shares.

6. Ask for volunteers to show their visuals to the larger group and to describe some of their insights and observations.

Strategy

To be maximally effective, this game has one requirement: the players should represent a range of positions or job responsibilities within an organization. The game rapidly loses its value if all the participants have the same, predictable workflow, like processing an undisputed insurance claim. The idea is to educate each other on the realities of their work duties and to help break down silos across organizational areas. Once the insights start coming out, this game can significantly increase the understanding and appreciation of others’ work. And it can be even more effective when you have players who have to work together but historically have had little insight into—or even patience with—their colleagues’ processes.

Most people feel comfortable drawing basic shapes and workflow-related diagrams since these are common in company life. If, however, players balk at having to draw, tell them they’re welcome to rely only on words, but they’ll miss an opportunity to make a simple picture of someone else’s “world” at work.

The source for the Welcome to My World game is unknown.