Gamifying Design Thinking

A bunch of expert and non-expert participants walk into a conference hall, thinking they are about to participate in a participatory inquiry and empathy gaining session, part of a larger Design process to find a solution for a business. The participants do not know what the research question is. You and I know it is “What ensures employee loyalty?” The business is fed-up with training employees in innovation methodology, and then having them join another company with their new found skills.

It is 9 AM, and there is no one around to get things going. The computers, broadband, stationery – everything needed – is all there. A hotel staff walks in and announces that the vehicle transporting the facilitators was in an accident, and no one knows what is going on.

An alpha male and an alpha female decide to take charge (Our spies in the mix). The AF (alpha female) says that they should try to get to work and engage in some discussion into Design Thinking just to get things rolling. The AM (alpha male) says they should just relax and enjoy themselves and help themselves to the free flowing food and drinks. They position themselves and everyone else so they hidden cameras and the microphones have clear HD recordings to be looked at later.

There is a heated discussion and the AF asks, “Don’t we owe them so loyalty? They have paid us!” AM says even when money is paid, it does not mean people should work. Especially so when no instructions have been given.

AF turns to the crowd and asks, “What do you all think?”

AM turns to the crowd and says, “You think I care what they think? The majority can think whatever they like, nobody can make me work except our paymasters. To hell with the rest of you!”

Various individuals in the crows stand up and give their opinions either way, to work or not to work. They even supply reasons why they should work or not work. AF asks what they would do if they were at work and the manager was in an accident and away for a month. Am says to mind her own business. All kinds of discussions are going on now and some clear trends are emerging that shows some relationships between types of personalities, their opinions, the quiet dangerous ones who will get everybody down and the quiet valuable ones who keeps the atmosphere light and happy. A lot more than that, but you get my drift.

The hotel manager suddenly walks in and says sorry but the air-conditioning and broadband have to go offline for a little while. He winks conspirationally and tells them they may as well go home. He does not expect the bosses in that day. He announces that he will inform bosses that everyone stayed back and worked. He walks out.

The air conditioning cuts out, along with the internet. A heated discussion ensues, and the ‘correct thing to do’ wins out against the ‘bad thing to do’. But people get stressed in the heat. Will power and good intentions wither.

Suddenly everything is online again. There is a cheer and everyone continues engaging in multi-group discussion about duties of paid people and what motivates them, pushed along nicely by the two spies who subtly keep people on track.

The hotel manager walks back in. He holds up a note form one of the bosses. The note says sorry. It also requests that everyone agree to not get paid that day, but to come again tomorrow and they would be paid double.

There is screaming and shouting. One third on the participants walk out, threatening legal action and press releases. The other two thirds say it is not a bad deal, and continue working, incorporating the new request into their discussions. A new trend emerges. It is obvious some friendships are being developed, and people in these friendships are enjoying themselves so much they do not care if they are getting paid at all. The new friendships are payment enough.

Another madness (?) creeping into the discussion is pity for the bosses, who nobody knows whether dead or alive or injured or safe. Poor things. The participants must not be perceived as wolves, running away from their duties whilst the bosses are being treated. What would people say!? No siree, their honour and reputations are much more important than money. They will fulfill their obligations.

It is only lunchtime.

On cue, AM fixes a computer to the projector and watches a video on how to milk your employers dry and get the best for yourself out of your current job, before moving on to the next big thing. AF asks him to watch on his own computer, but he ignores her. She throws up her hand sin frustration, and soon everyone is watching the fifteen minute video. During lunch, there are big debates, arguments and discussions about what was watched. Of course, cameras have been strategically placed at the reserved tables.

After lunch, AM has a loud, snoring nap – right in front of everyone! There is a noticeable lack of drive and motivation to work, and everyone is more relaxed than their previously rigid principles, even when it comes to their honour and reputations. Some say that bosses should allow some free time in the afternoons after lunch, so people can refresh themselves with power naps and some social conversations. It is only human. Besides, science has shown that power naps are good for us, they say.

It is interesting to watch and correlate the types and amounts of food eaten to the types of behaviours displayed. Some great insights there. Some participants find even the sound of keyboards being typed on, very irritating and ask the busy bees to not try to kiss rump. Surprising how emotional and assertive people can get when on full stomachs and believing they had a right to some peace and quiet.

And so the day goes on…and finally reaches full awareness when the bosses emerge hale, healthy and hearty; and everything and everyone is dealt with amicably.

Some fantastic insights were gained, and some surprising ideas emerge to building stimulating, captivating and loyalty-inspiring office environments.

I am thinking businesses, education systems and troubled souls looking for solutions would rather play games, even unknowingly, and unknowingly provide real information and perhaps even do some real learning without learning during the process.

Design thinking using game dynamics to train, educate and find solutions.

How about it?