Development in Canada

Subsequent Development in Canada
At the time we brought the concept to Canada in late 1993, we realized it has numerous applications with teams or groups who were not necessarily in conflict, but who needed a mechanism to talk with one another.  In many cases these were groups who - often unconsciously - saw themselves as somehow different or distinct from one another.

    1. A great deal of time was spent identifying key issues in organizations.

    2. We then ran many focus groups over six months to identify and test cards which would be appropriate for each of these issues.

    3. A number of important changes were then made:

    • the playing process was altered so that it could be used independently (i.e.: without our presence), and a facilitator's guide was developed for the first time;
    • the Johari Window score cards were added;
    • what had been a single game became a suite of games covering many different issues, but replicating the trust-building experience of the original game.

    4. The playing materials were developed by a professional artist and the games were then manufactured by an experienced games-manufacturer in a format that made them marketable as a range of products.

    5. The first print run produced the Master Game which enables players to encounter one another as individuals and to understand other players in terms of their personal values, views and experiences, rather than their status, race, gender or position in the organization or group

    6. As organizations began to use the games we identified further needs and developed responses to those needs:

    • Facilitator training for those leading Know Me™ sessions.
    • Customizing games for individual clients.
    • Further standard games, starting with
    • The Career Management game, which enables individuals to explore and improve their career development strategies and skills.
    • The Intra-Organization game, which enables members of one organization to address factors influencing the climate, direction and success of that organization.
    • The Quality and Service game, which enables groups to address the quality service needs of internal and external clients.
    • The Change and Transformation game, which enables participants to address factors influencing change in their organization.
    • The Diversity game, which enables participants from different groups (whether defined by culture, race, gender, status, sexual orientation or any other criteria) to explore issues of diversity together.
    • The Teamwork game, which enables players who work closely together to address factors influencing their effectiveness as a team.
    • Youth games were developed for the educational market for ages 12-189, dealing with interpersonal communication, diversity, substance abuse and environmental issues.
    • 7. The games were translated into French and Danish.

    8. In the longer term it is envisaged that other games will follow.


Content & Process

Early Development in S.A.


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