Captain Jan Sundberg identifies what CEOs could learn from the latest gaming craze.
My kids are deeply into the suddenly wildly popular Pokémon Go, and I must admit that I am currently a little lost around what triggers such deep interest and emotions while chasing virtual figures out and about.
I have been told by the kids that the whole point is to explore, seek and find, which is the meaningfulness and positive trigger.
The funny thing while reflecting on the hype is that I have been doing the same thing but in reality. Namely, looking at processes, tasks and ascertaining who is making the task successful and who is not. It is about chasing and catching people who somehow have managed to get in, managed to maintain or even climbed in a system without adding any value to the process or task itself.
Because I see the beautiful benefit in technology if used right in parallel with real humans delivering added value in any process I wondered about how to take this hype one step further and connect the same protocol to each person working in the company by the default parameters below:
- What is the person hired to do?
- Does the person do the same as agreed?
- How much added value does this person contribute?
- What is the profit return by the person form a holistic perspective?
- What would happen if the person would be ‘Catch and GO’?
This would truly speed up reality by using virtual reality for stakeholders in the future.
Imagine getting a holistic overview and indication of the company in order to first learn what people are supposed to do in order to survive and thrive and then ascertain if the same is done every day.
Imagine if a line manager or (team) leader is solely hired to support the hard working employees in order to safe guard better, safer and smarter processes and tasks and one finds out that this is not the case with technology and ascertained by reality?
This would work fantastically with anyone in the company from the board, top management, consultants and the Catch and GO would truly speed up reality.
This could be implemented in any place, be it a country, industry, department or whatever.
The whole thinking and fun here is that we need to Catch and Go faster and smarter and ascertain which people actually bring value and money to the environment and that way we’re able to pay the real doers with the attitude to keep the company afloat by being better, harder, smarter.
Certainly the Leader GO! Version needs some finetuning but it is very doable to implement by today’s readily available technology and Internet of Things, Big Data and effective and fast communications protocols.
I figure that a quarterly game of Leader GO! would help a lot of companies to catch faster the ones which need to GO and the ones which need to be paid more in order to STAY.
So what about the leaders and consultants? Which are caught and which must go?
They can play the original version and learn the difference between real reality and virtual reality and maybe enter the market again with a soberer understanding about what makes a company and community holders more successful by adding real added value rather than virtual added value.
Good luck and be careful and do what you are paid to do before playing games.
The future is all about more meaningful, better gamification and future generation leaders will certainly see this as a natural part of business while improving the added value profit, earning models, strategies, processes and tasks.
The whole point is to find people who are professional, work hard and smart and like what they do.
Access more of Jan’s thoughts on training via his blog here.
