The University of Manchester were attracted to working with pixelfountain on their particular style of business simulation as it doesn’t become an exercise in mastering the technology or reducing the learning experience to all huddling around a PC. Instead sim-uni facilitates a rich experiential learning experience and can be used flexibly to achieve a variety of learning outcomes as dictated by the user – be it planning and strategy appreciation, teamwork and communications or decision making. Our early experience of sim-uni suggests it can be used effectively as a learning vehicle in its own right or as an adjunct to leadership and management development programmes.
Paul Dixon, Former Head of Staff Training and Development, University of Manchester
On behalf of the OD Team, just a short message to thank you very much for delivering the Sim-Uni event for us at University of Liverpool yesterday.
From my observation, and hands on experience through taking part in the simulation, I was very impressed by the range of skills that can be developed/applied by working through the stages of the “game” and it seemed that, from the level of engagement, that participants really enjoyed the activity.
The particular benefits I felt were gained by the participants are:
Realisation of the value that departments in the university bring to the mix.
Importance of understanding the objectives of other departments so that you are able to influence based on supporting their priorities.
Understanding of the different types of power that exist – especially through position, reward, respect.
How transparency can speed up decision making process – when teams work in isolation in first stage their limited information constrains decision making.
Implications of not thinking strategically – first phase there was a lot of assumption rather than planning about future direction.
Understanding how powerful personalities can change the dynamics of a team.
Recognition of how useful negotiating is – there seemed to be just an acceptance in first round that what people were asking for was the ‘right’ amount.
Tracy Ellis, Organisational Development Advisor, University of Liverpool.