The Decision Compass - A Simulation

The Game

The decision compass (DC) is the first of a series of frames which together form the First Discipline Framework.  Mastery of the DC frame is achieved through accelerated learning and competency development work shops by simulating a high performance work environment.  The participants work together (play ) with specific roles corresponding to the levels and functional expectancies of the DC. The duration varies from 16 - 40 working hours for an introductory workshop.

Participants: 50 - 60.  

Learning Aids:    Deck of 60 cards in VIBGYOR. Red cards are six in number and  green four. Other colours are ten each.   Red and Green represent governance and sustainability issues and are external to the organisation. The organisational groups are positioned at the centre and at the centre of the four quadrants. They change positions anti-clockwise after each round of discussions and presentations.

Time:  16 - 40 hours in 2 to 5 days.   

Round  1.

Step 1- Pre process metrics

Step 2. The facilitators explain the DC (60 minutes)

Step 3. Each participant picks up a card. In case total number of participants is less than 60, some participants may have more than one card. These participants will perform the additional roles implied by the extra cards. Each participant on his/her own prepares and presents a brief understanding of his /her role. The facilitators supplement clarifications if necessary. As the process picks up extent of facilitation comes down. At the end the learning from round one is summed up and shared (45-60 minutes)

Step 4. Participants group into each colours and assume their roles.  They work towards connecting the learning from the exercise and its strategic implications.  Presentations follow at hourly intervals. Further clarifications are provided by the Facilitators at the end of each presentation (4-5 Hours)

Step 5 . Post metrics. Further briefing with organisational data or using data  from sample case studies

Round  3.

Step 1. The groups work with organisation specific / case study related information to demonstrate the application of the model and the implications

Step 2. Summing up

Step 3. Post metrics

More rounds will be required in the case of new recruits. The rounds are repeated till the facilitators are certain that the participants have reached the required level of proficiency  as reflected by the metrics, quality of the presentations and proficiency with the language of sustained high performance.