a gamified neuro-training experience
A behavior simulator
inserted in a board game
Since 2004, we’ve focused on identifying Brand DNA as the foundation to enhance BRAND EQUITY. Building on this, we developed a gamified tool to accelerate collaboration and align organizational culture.
A behavior simulator inserted in a board game to strengthen your team’s skills, acquiring better habits faster, and having a bit of fun in an adventure inside a maze.
Allegedly:
A gamified behavior simulator for consulting and advanced cognitive training in collaborative social skills and adaptive strategic thinking to pave the way for collaborative cultures, aware of individual value and collective potential, seeking sustainable satisfaction.
In other words:
A glimpse to amaze by yourself and be surprised by what you can achieve together.
A METHODOLOGY
Beyond the game, OPNR® provides a methodology to promote, spread, and instill a certain mindset.
PLAYERS
5 to 8 people per board can participate and many boards can be played at the same time.
SCOPE
From 7 to thousands, we will define with you the optimal size and project scope according with your desired outcomes and transformation goals.
A versatile tool
Depending on the desired objective
The most convenient OPNR® version for your organization should be chosen according to what you want to achieve.
Inclusive Learning
A fast and engaging way
to learn through play
This dynamic experience fosters collective awareness, enabling players to identify group needs and strengthen their sense of belonging and cohesion. Ultimately resulting in improved collaboration and aligned organizational culture.
First step:
To establish the objective
INCREASED JOB PRIDE WASTE REDUCTION REDUCE SAFETY RECORDABLES CAMARADERIE COLLABORATION ACCOUNTABILITY TALENT DISCOVERY STRATEGIC THINKING ENGAGEMENT SELF AWARENESS INCREASE EFFICIENCY BETTER ATTENTION TO QUALITY
Whatever the goal you want to achieve through the OPNR® methodology, we need to know it with the greatest specificity to focus the learning experience towards it, for which we propose any of the following three paths:
JUST NAME IT
You can base your decision on your latest cultural audit results (such as Great Place to Work® Trust index survey) or share the results with our Consultant Team to send you a proposal.
Answer some questions
You can fill-out the “desired goal” form, based on which our Consultant team will send you a proposal
Dare to play
You can always use first OPNR® GAP with a few teams to know their gap to high performance and design the OPNR® BRIDGE experience to close it.
Perceptions
from our clients after playing.
People more open to feedback and points of view
Empowerment and more harmony
Increased teamwork and trust among different departments
A higher level of commitment and self-discipline
Fewer conflicts
People bringing other solutions instead of excuses
Increased job pride
Some of our
gamers’ achievements
specific data reserved due to confidentiality
Get to your goals
faster
with an interactive board game
A proposal
won't hurt
although getting stuck inside the maze can be frightening…
If you send us an email with your defined objective or your main concerns and/or wishes, we can get back to you with a proposal or help you build the proper OPNR® experience to address your interests.
Nothing to be afraid of, your email won't be used for any other purposes
Set your goals
and dare to get in
the maze to conquer them
If you are still not sure what OPNR® can do for your team, gather 5 to 7 people and book a demo play with the nearest OPNR® guide.
Consider
To help you define what you want OPNR® for
Andrew Grove wrote in his book High Output Management (1983) stating “A successful MBO system needs only to answer two questions: Where do I want to go? How will I pace myself to see if I’m getting there?”
According to him, knowing where you want to go will provide the Objective.
How you will pace yourself to see if you are getting there gives you milestones or Key Results.
Executional Excellence: The number one challenge
A survey of more than 400 global CEOs found that executional excellence was the number one challenge facing corporate leaders in Asia, Europe, and the United States, heading a list of some 80 issues, including innovation, geopolitical instability, and top-line growth.
Based on a Harvard Business Review
Execution ≠ Alignment
Execution ≠ Sticking to the Plan
Communication ≠ Understanding
A Performance Culture NOT NECESSARILY Drives Execution
Execution NOT NECESSARILY Should Be Driven from the Top
Effort ≠ Desired Results
You can also
Mention your biggest concern
about behaviors in your company
Frequently Asked Questions
Learn How it Works!
WHAT'S THE RATIONALE?
We just place many great people’s ideas in a gamified tool.
These are some of our knowledge sources, besides the immense richness of those who have already participated.
HOW DOES OPNR® CONTRIBUTE TO CHANGING MINDSETS?
OPNR® is a methodology to replace limiting beliefs with empowering beliefs in the collective conscience. It is not a “brainwashing”, it is a support to align the unconscious with a conscious desire for growth and improvement. NOTHING can happen against the will of each person.
Playing OPNR®, is like creating a riverbed, the water will flow or accumulate according to the ground, OPNR® creates thinking paths so that the unconscious uses them when it has to flow. The more it is played (at least 10 times in 4 months), the faster it will become a common behavior tendency.
This is useful both for establishing a defined culture and for promoting a new project, a new challenging goal, adopting a new program, a specific initiative or an expansion.
WHY A BOARD GAME INSTEAD OF A DIGITAL GAME?
Knowing ≠ to understand.
Knowing and understanding ≠ acting.
In digital interaction, we have more possibilities to wear masks and carry them consciously. The richness of taking action in a face-to-face game, allows unconscious barriers to be demolished, the most entrenched habits of thought and behavior emerge. During the game, the integration of participants accelerates, increasing the levels of trust allowing them to value each other from different perspectives with more authenticity and greater speed.
However, we take advantage of the digital virtues such as scalability and immediacy as a support for the learning experience through the “Digital Journey”.
WHY 5 TO 7 PLAYERS PER BOARD?
To trigger the inner motives of the person at a deeper level is extremely difficult in a mass context, it is important to have a group where they can notice each other, identify the characteristics of those who surround them and achieve a level of trust to serve each other as a mirror for self-observation.
This number of players allows maintaining an adequate level of attention and focus for the measurement of interactions and the dissemination of the desired mindset.
HOW MANY TIMES SHOULD WE PLAY?
The first sessions are guided with videos of content and trainers (two-hour sessions), once the guided sessions are completed it can be played countless times (one hour without guides) with different teammates until the 8 levels are completed. Each time it is played, the desired mindset is strengthened and the key principles are rooted, which will never hurt. To modify a behavioral tendency, it must be played at least 10 times (regardless of the OPNR® version chosen). There have even been players who challenge themselves between teams to overcome their own configurations (apart from the 8 levels that are included).
WHAT ARE THE SKILLS NEEDED TO PLAY OPNR®?
It is required that the players are able to speak, read and write in the language in which the material is, although we’ve already had a case of a company in which we made adaptations for deaf-mute personnel and personnel with illiteracy.
The level of knowledge required is modulated with the “challenge cards”. The “culture influencer” is the one who chooses the content according to the group that will play, whether senior managers, middle managers or personnel. The culture influencer will also set the configuration level they will use as a starting point.
OPNR® has 8 levels of configuration each one more difficult, especially for strategic thinking, prioritization, coordination, and systemic vision.
WHY MUST THE GAME SESSIONS BE SPACED?
Having from 2 days to a week between sessions (never more than 14 days for the first 5 plays) allows the brain to incubate what has been learned.
You can add the “Digital Journey” module to your program to reinforce learnings and good practices between sessions. This along with “Environmental Support Pieces” in the work areas, make the game experience expand to the real environment and the learning is transferred, promoting its application.
The OPNR BLANK® version is the only one that can be done intensively (even 2 sessions per day) since its objective of openness to collaboration and the possibility of diagnosis only requires exposure to the game.
NOTE: To change a behavior tendency, it must be played at least 10 times in a period of 4 months (regardless of the OPNR® version chosen).
HOW TO CHOOSE THE RIGHT OBJECTIVE TO WORK WITH?
Follow one of the three paths we propose to choose the objective
1. Based on the most recent culture audit
2. Filling the “Desired Objective” form
3. Playing the OPNR BLANK® version first with some teams.
The latter can reveal areas of opportunity that has not been contemplated.
NOTE: To modify a behavioral tendency, it must be played at least 10 times in 4 months (regardless of the OPNR® version chosen).
CAN WE CHANGE THE OBJECTIVE HALFWAY?
Of course! Flexibility is key in the path of growth.
In case our consultants notice the need to rethink the objective(s), they will express what they consider to be more important to attend based on what they observe in the players of a board or in the group of players of a company.
Re-addressing might cause adjustments in the time or investment of your program as the case may be. We are sure that nothing will mean loss since the identification of a priority not considered is a great gain already.
It is due to this possibility that we created the BLANK® version for diagnosis because it allows us to identify the most critical areas of opportunity of the team and thus adapt the WISE® version to your needs or design a CUSTOM® version to train your team in what they need to strengthen.
HOW 20% OF POPULATION CAN REACH THE WHOLE COMPANY?
“Give a bowl of rice to a man and you will feed him for a day. Teach him how to grow his own rice and you will save his life.”
- Confucius
Create a chain of empowered culture advocates. The highest level of ownership occurs when the same people in the company become replicators of the game, they feel important, empowered and make it their own with greater force. Hence, OPNR® trainers can work only with the first groups (especially if a diagnosis is required) and then train the staff to extend the experience to their co-workers.
By adding the “Tutorials and Replicators Training” module, we handover videos to the company (guides of the WISE sessions or even customized with the desired mindset according to the objective) and we train the replicators to know the mechanics, how to use the formats and how to get online support.
It will take two people per board:
– a “Game Entertainer”: the one who attends the mechanics.
– a “Culture Influencer”: the one who attends the purpose.
In some cases, there are people who can play both roles in the same game (usually the ones who have played it the most or have already served as guides in a complete program more than twice).
Our OPNR® instructors will be available whenever you wish to make a faster deployment or when a facilitator with experience is required for handling difficult groups.
All the people in the target group for the desired mindset must play. If it is about culture, everyone should play sooner or later.
HOW MANY BOARDS CAN BE PLAYED AT A TIME?
There is no limited number of simultaneous boards. That is determined by two factors:
1. The capacity of the venue (how many round tables for 8 people fit? And that the videos have visibility and clear audio for all participants).
2. The number of guides available (one or two per board depending on the program: game entertainer and culture influencer).
HOW DO WE SELECT OUR INTERNAL REPLICATORS?
When building your program, you can find available the “Tutorials and Replicators Training” module, in which our consultants will suggest people who they identify during the plays as potential replicators and will share the criteria for selection, which can range from some natural leaders to people who have proven resistant to the adoption of some or all of the principles.
HOW DO WE KNOW HOW MANY BOARDS ARE NEEDED?
Based on the number of employees you want to submit to the experience in a time frame.
The faster you want to deploy; the more boards and replicants will be needed.
You can cover a group of 470 people with 18 starting replicants and two simultaneous boards in 6 months
WHY DOING A CUSTOM VERSION WHEN THE "WISE" PRINCIPLES ARE ALREADY PROVEN?
Any organization that practices the WISE key principles will have a culture that guides them to results besides caring for their whole ecosystem, however, translating these principles into statements derived from the identity of the brand, the product or service of the organization will add a greater sense of belonging with the possibility of increasing pride and personality.
Besides, you might want a very specific objective such as launching a new side business, introducing your product in a new market, an aggressive goal for sales, adopting a new brand because of a recent acquisition, etc.