The par­ti­ci­pan­ts are assi­gned as con­sul­tant teams and advi­se - depen­ding on the sel­ec­ted ver­si­on a com­pa­ny, school, or cli­nic – during each pha­se of the chan­ge pro­cess. The game simu­la­tes working with ever­yo­ne invol­ved in or affec­ted by the chan­ge (mana­gers, employees, sup­pli­ers, cus­to­mers and others). Their objec­ti­ve is to suc­cessful­ly gui­de each of the­se sub­groups through the various pha­ses of the process.

The­se pha­ses address both the pro­ce­du­ral and logi­cal arran­ge­ment as well as the emo­tio­nal and psy­cho­lo­gi­cal ele­ments of chan­ge - begin­ning with shock, fol­lo­wed by ratio­nal and then emo­tio­nal insight, and cul­mi­na­ting in the sus­tainable inte­gra­ti­on of the change.The aim is to choo­se the inter­ven­ti­on mea­su­res that are appro­pria­te to the pha­se and the simu­la­ted level of deve­lo­p­ment of each indi­vi­du­al who is affec­ted by the chan­ge. The com­pu­ter model then pro­vi­des imme­dia­te feed­back as to whe­ther the participant’s choices were effec­ti­ve or not. Based on the feed­back the pie­ces on the board will be moved.

The trai­ner pro­vi­des fur­ther feed­back at regu­lar inter­vals. In this fol­low-on dis­cus­sion, the par­ti­ci­pan­ts will learn more about the sci­en­ti­fic theo­ries so that they can app­ly what they have lear­ned in their working world. 

Depen­ding on the vari­ant, they also deri­ve con­cre­te action plans and make decis­i­ons direct­ly within the team.