In this online building business simulation, participants play one of two “change agents” – either a CEO or Director of Product Innovation – at a sunglasses manufacturing firm. They face the challenges associated with implementing an organization-wide environmental sustainability initiative. In each round of play, learners choose among up to 18 change levers while attempting to move the organization’s management team along a four-step pathway of change awareness, interest, trial, and adoption. Participants are assessed on their ability to establish and maintain credibility and achieve the greatest percentage of adopters within the organization. The players have 96 simulated weeks to meet their goals.



Today’s Senior and Middle managers must operate as game changers, willing and able to lead reactive and proactive change. Reactive change refers to planned interventions by organizational leaders to address performance gaps, whereas proactive change refers to planned interventions by organizational leaders to address opportunity gaps.

Meanwhile, today’s opportunity gaps can become tomorrow’s performance gaps in the current competitive climate. Thus, competitive advantage goes to organizations that have change agents who help their colleagues build new organizational capabilities for pursuing emerging opportunities.

This simulation includes four rounds of play in which participants play as either the company’s CEO or Director of Product Innovation, facing either high-urgency or low-urgency scenarios. The high-urgency scenarios in this simulation are examples of reactive change, while the low-urgency situations are examples of proactive change.

To be successful, participants must do three things successfully:

  • Diagnose the situation
  • Build and maintain credibility
  • Develop an action plan appropriate for the situation

They have to figure out how to move the organization through three fundamental, organization-level change phases: mobilization, movement, and sustaining.

Hence, they must move the 19 change targets, through four individual-level change stages: change awareness, interest, trial, and adoption. Some of the change targets are receptive to the change, while others are not.


Key Learning Objectives

Related Programs