This document provides a summary of various simulations offered by Knolskape to help organizations accelerate learners' mastery of skills. It lists 10 simulations including iLead, ChangeQuest, Build-Your-Business, Trust, Inbox, SalesQuest, Grand Prix, and Coaching simulations. Each simulation is designed for specific competencies and provides analytics on participants' performance. The summaries highlight the purpose of each simulation and feedback from participants, with over 90% recommending the simulations.
Finding and selecting the right person to join your company is among the most important business decisions you will make. This webinar will highlight best practices by AlphaStaff, our clients and our staffing partners, in sourcing, screening, assessing and selecting the best candidates available.
Presented by AlphaStaff Director of HR Services, Norm Baker and KeyStaff.
PowerPoint Storytelling Sample (Management Trainee Program Review)Jocelyn Kaylee Neo
Tasked to review the existing Management Trainee Program in a renowned global logistics MNC, Jocelyn and her co-workers worked in close consultation with the senior management to identify problems and propose working solutions.
In addition, Jocelyn took charge of the artistic direction of the PowerPoint design, forming a compelling visual that greatly facilitated their multiple discussions with various stakeholders.
Recruitment and selection at ibm pakistanEmily Bronte
Human Resource Management is a vast term. It comprises of planning, recruitment, selection, training, development, discipline, employment legislation, reward and recognition systems, etc.
Recruitment and selection are two of the most important functions of Human Resource Management. Although these are distinct processes, yet they are closely interrelated with each other. Together recruitment and selection forms the core part of the central activities underlying Human Resource Management.
Informe sobre los sistemas de retribución flexible realizado a partir de encuestas a lectores de la publicación Employee Benefits y de los usuarios de www.employeebenefits.co.uk (en inglés)
Finding and selecting the right person to join your company is among the most important business decisions you will make. This webinar will highlight best practices by AlphaStaff, our clients and our staffing partners, in sourcing, screening, assessing and selecting the best candidates available.
Presented by AlphaStaff Director of HR Services, Norm Baker and KeyStaff.
PowerPoint Storytelling Sample (Management Trainee Program Review)Jocelyn Kaylee Neo
Tasked to review the existing Management Trainee Program in a renowned global logistics MNC, Jocelyn and her co-workers worked in close consultation with the senior management to identify problems and propose working solutions.
In addition, Jocelyn took charge of the artistic direction of the PowerPoint design, forming a compelling visual that greatly facilitated their multiple discussions with various stakeholders.
Recruitment and selection at ibm pakistanEmily Bronte
Human Resource Management is a vast term. It comprises of planning, recruitment, selection, training, development, discipline, employment legislation, reward and recognition systems, etc.
Recruitment and selection are two of the most important functions of Human Resource Management. Although these are distinct processes, yet they are closely interrelated with each other. Together recruitment and selection forms the core part of the central activities underlying Human Resource Management.
Informe sobre los sistemas de retribución flexible realizado a partir de encuestas a lectores de la publicación Employee Benefits y de los usuarios de www.employeebenefits.co.uk (en inglés)
CSL Limited (Chinese: 香港移動通訊有限公司) is Hong Kong's first mobile communications operator established in 1983. It operates a world-class GSM / WCDMA /UMTS 900 network in Hong Kong and launched the world’s first dual band 4G LTE with DC-HSPA+ network with the brands 1O1O, one2free and New World Mobility. CSL is part of HKT Group, Hong Kong's premier telecommunications service provider.
Embedding Employee Engagement throughout the Employee LifecycleElizabeth Lupfer
I recently presented at Ragan Communications conference on how communications can effect employee engagement. My presentation was a 2-hour workshop on how communications plays a key role in helping the organization shift to today's new work environment and how employee engagement initiatives can be more thoughtfully and strategically embedded throughout the organization by using the employee lifecycle as a framework. This also demonstrates four key principles for consistently applying employee engagement: adaptability, relevancy, sustainability and execution.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
Business Simulations – For accelerated leadership developmentAnand U
Organizations world over wonder whether their learning interventions are impactful enough – whether the learning lead to behavioral changes, enhance capabilities, and improve employee productivity. KNOLSKAPE offers simulation-based behavioral learning solutions that create deep impacts in employee productivity through accelerated mastery of leadership and digital competencies.
iLead Simulation - Leadership development simulationKNOLSKAPE
iLead is an innovative software simulation that helps business leaders hone their leadership styles. To successfully complete the simulation, learners are expected to use a variety of leadership styles in response to touch scenarios and produce extraordinary results by energizing and inspiring the team.
CSL Limited (Chinese: 香港移動通訊有限公司) is Hong Kong's first mobile communications operator established in 1983. It operates a world-class GSM / WCDMA /UMTS 900 network in Hong Kong and launched the world’s first dual band 4G LTE with DC-HSPA+ network with the brands 1O1O, one2free and New World Mobility. CSL is part of HKT Group, Hong Kong's premier telecommunications service provider.
Embedding Employee Engagement throughout the Employee LifecycleElizabeth Lupfer
I recently presented at Ragan Communications conference on how communications can effect employee engagement. My presentation was a 2-hour workshop on how communications plays a key role in helping the organization shift to today's new work environment and how employee engagement initiatives can be more thoughtfully and strategically embedded throughout the organization by using the employee lifecycle as a framework. This also demonstrates four key principles for consistently applying employee engagement: adaptability, relevancy, sustainability and execution.
The competitive organization cannot utilize the tactical HR Management. It requires the strategic HR Management. Today, the HR Professionals can build a significant competitive advantage for the organization. They can build complex systems, which support the execution of the business strategy. They can bring simple tools to support innovations and they can build the organization, which employs loyal employees.
However, the introduction of the strategic HR Management is not simple. The HR leader is a crucial role. The HR leader has to get the buy-in of the top management and has to lead the transformation of the HR Organization.
Related Article for context:
http://www.eremedia.com/ere/you-can-tell-your-talent-acquisition-story-to-business-leaders-in-one-page/
Over the years I have been asked by Talent Acquisition and HR leaders what is the best scorecard that you use to set expectations and educate executive leadership against Key Performance Indicators (KPI’s).
Rather than just continue to have those conversations one at time, I thought it might be helpful to share the scorecard template that I have landed on that produces the best outcomes I have found based of years of trial and error experience.
This Presentation discuss about the meaning of recruitment, features of recruitment, steps in recruitment process, recruitment policy, recruitment organisation, source of recruitment and the methods of recruitment.
Business Simulations – For accelerated leadership developmentAnand U
Organizations world over wonder whether their learning interventions are impactful enough – whether the learning lead to behavioral changes, enhance capabilities, and improve employee productivity. KNOLSKAPE offers simulation-based behavioral learning solutions that create deep impacts in employee productivity through accelerated mastery of leadership and digital competencies.
iLead Simulation - Leadership development simulationKNOLSKAPE
iLead is an innovative software simulation that helps business leaders hone their leadership styles. To successfully complete the simulation, learners are expected to use a variety of leadership styles in response to touch scenarios and produce extraordinary results by energizing and inspiring the team.
Build Your Business is an exciting business acumen simulation where the participants step into the shoes of a CEO and takes decisions spanning HR, Finance, Marketing, R&D with an objective of maximizing net profits. The simulation tests the participants on concepts revolving around P&L management, operational decision making and strategic execution.
ChangeQuest is a Change Management simulation, where participants play the role of a change agent in a virtual organization. The objective is to secure the support of various stakeholders in the organization to bring in a transformational change.
The Coaching Sim helps managers learn the essentials of coaching and apply it in a safe, real-life like environment. Coaching is a complex skill, as a coach should not only motivate the team but also master the nuances of dealing with the inner emotions of a team member. The Coaching Sim has all these complexities built into itself, thereby making the learner exercise his faculty fully to have a successful coaching conversation.
I describe how to earn a seat at the table by using a Scrum framework to optimize your work, build trust and find a sustainable balance between production tasks and innovation.
The Fresh Connection - Simulation based Supply Chain Learning PlatformFrinson Francis
The Fresh Connection is a Web based Business Simulation in the area of Supply Chain Management and Organisation Wide Collaboration used for Experiential Learning. Learn Supply Chain Management, Supply Chain Performance and Analysis, Sales and Operations Planning, Inventory Management, Supply Chain Strategy, Demand Planning, Collaboration, Risk Management in Supply Chains with in-house workshops at your company
Do you feel like you are the captain of your career, or more like a galley slave—chained to a job that you don’t like, or perhaps one that pays slave wages?
In this webinar professional recruiter, business owner and best-selling author Jack Molisani discusses short-term tactics and long-term strategies for increasing your corporate value—and thus your standard of living.
“My career has had its highs, its lows, and everything in between. I learned from each win and each challenge, and I’ll share my life- and career-changing realizations with you in this entertaining and informative session.
As a mentor once told me: ‘Learn from the success and failures of others—it’s faster than making them yourself!’”
Want to increase your standard of living?
View the slides to this webinar!
Agile Gurugram 2019 Conference | Design Thinking: an approach for transformationAgileNetwork
Session Title : Design Thinking: an approach for transformation
Session Overview : In this talk, we discuss how Design Thinking (DT) approach helps create a journey for Lean-Agile transformation.
A common challenge that organisations face is where and how to start the transformation process. Sometimes, organisations are midway in the process but one needs to reinvigorate the transformation journey. Design thinking helps define a structured approach of how one can one go about this process. It helps us understand how to assess the current state and emerge viable alternatives for taking the transformation process to the next step.
We understand the DT process and how it maps to the needs about transformation process. We understand how the output of the DT process can be mapped to the Lean-Agile transformation objective.
Similar to Business Simulations for the accelerated leadership development & digital competencies (20)
Webinar - Overcoming the achilles heel of learning deliveryKNOLSKAPE
In this exclusive webinar by KNOLSKAPE, senior facilitator Anand Thangaraj, who comes with over two decades of L&D experience, will unravel the myths of live virtual learning and talk about key best practices, leading to a stellar learner experience.
Coverage:
Enable two-way communication in the virtual classroom.
Leverage commonly available virtual tools in your facilitation.
Build relationships with participants for improved engagement.
Manage styles of learners.
Business acumen is a crucial skill, which allows leaders to understand the impact of their actions and the value they bring to the business. However, organizations struggle to develop the business acumen of their employees. Find out how to build business acumen using experiential format.
Webinar – Engaging a multi-generational workforceKNOLSKAPE
About the Webinar: We have multiple generations working together and contributing at the workplace today. Given this reality, building intra- and inter-generational engagement is an imperative for people managers.
A webinar by Subramanian Kalpathi (Subbu) Senior Director, Centre of Expertise (COE) | Author, The Millennials: Exploring the world of the largest living generation
Webinar – Aligning learning needs to business requirementsKNOLSKAPE
About the Webinar: Learning is pivotal to stay in business and keep scaling. As an HR and learning professional, one of your biggest concerns is likely to be about aligning learning needs to address business challenges. So how do you go about it? Tune into our exclusive webinar and get the insights.
What role does learning play in this context?
What can the learning and HR functions do to better interface with the business?
How can leaders drive learning agility in their organizations?
How do you as a learning or HR professional measure the impact of learning initiatives?
Hosted by Hari T.N, Head HR Bigbasket and Subramanian Kalpathi, Senior Director at KNOLSKAPE
Webinar – The Evolution of Digital Talent: Implications for Talent DevelopmentKNOLSKAPE
About the Webinar: The L&D and Talent development functions are fast evolving in the 21st century. Anytime, anywhere learning tools are now commonplace, and the modern learner is no longer just dependent on formal learning tools to guide his or her learning. Given this backdrop, Dr. Swatee Sarangi, Head - Capability Development, Corporate HR at Larsen & Toubro and Subramanian Kalpathi, Head of KNOLSKAPE Insight Centre address the following subjects:
1) Introduction to latest research from KNOLSKAPE
2) The evolution of digital talent, and what this means for talent development
3) The missing link: building soft digital skills among your workforce
4) How learning culture plays a vital role in the success or failure of your talent initiatives
How Technology Can Transform Learning - KNOLSKAPE Webinar SeriesKNOLSKAPE
We live in a golden era of learning. With rapid technological advancements, L&D professionals today have access to a plethora of choices to enable learning in their firms. However, challenges such as poor UI/UX features, low user engagement, dismal adoption and completion rates, etc remain. What kind of learning design can help overcome some of these challenges?
Vijay Kalangi and Subramanian Kalpathi help uncover some of the best practices when it comes to learning technology design, and also offer tips on what learning professionals can do to successfully adopt cutting-edge technology to enable learning for their organization.
In the Inbox simulation the participants assume the role of an employee in an organization where they have to deal with the tasks of a busy day. The participants are exposed to a series of tasks and are expected to achieve business objectives by reading, prioritizing and executing tasks within the allotted time. This simulation tests the core managerial competencies like time management, team management, prioritization and delegation.
IT Risk Pro is an intense, hands-on simulation that sensitizes the participants to the risks involved in the IT function of an organization. It also helps the participants gain an understanding of how to manage these risks.
IT Risk Pro simulation puts the learner in the shoes of a CIO and introduces various scenarios, ranging from disasters in operational aspects of IT to major strategic misalignment with the business. The learner is evaluated based on how well he / she responds to the events that unfold.
After using the simulation, the user will:
Understand the interconnectedness of the various IT risk classes
Learn to prioritize risks
Appreciate the need to get senior management buy-in for IT risk management
Develop the ability to look at the IT function in a holistic light by wearing both the strategic as well as the tactical hats
IT Governance deals with managing IT risks, value and establishing control processes, while judiciously allocating decision rights. IT Governance is a topic that many companies today are trying to master. Here are some reasons why:
We spend a lot of IT :
The worldwide spending on IT and ITES is in excess of USD 3.2 trillion. An average US company spends about 50% of its CAPEX on IT.
IT is everywhere :
Organizations are more and more dependent on their information systems for their survival. Failure of IT systems can lead to the collapse of the enterprise.
Legal ramifications :
IT has become so crucial that even regulators and shareholders are increasingly getting involved in policies around the proper use of information, particularly personal data.
It can be safely said that Governance of IT systems is largely causing the difference between the success and failure of today’s high technology environment.
The IT Governance simulation places the participant in the shoes of a consultant who is responsible for IT Governance strategy of a company. In the simulation, the participant prioritizes IT projects, manages a project portfolio, manages IT risk and also allocates decision rights. The participant is assessed based on the ROI and the strategic variance.
ChangeQuest is a dynamic, true-to-life simulation that helps managers bridge the gap between the theory and practice of change management. It helps the participants understand the strategic and tactical aspects of change management.
In this simulation, the participant(s) have to introduce a massive, transformational change into an organization within a given time period. In order to do this, they have to convince the top managers of the organization using tactics that have the right content, context and timing.
KNOLSKAPE is an award winning immersive gamification and simulation software company focusing on talent transformation. Using experiential learning products, KNOLSKAPE helps organizations attract, grow and retain talent. Global Fortune 500 companies and Top-10 B-schools use KNOLSKAPE’s products and solutions for on-boarding, training, assessments and talent engagement.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
2. Contents
Overview ...........................................................................................................................................3
iLead Simulation ...............................................................................................................................4
ChangeQuest Simulation ................................................................................................................5
Build-Your-Business Simulation ....................................................................................................6
Trust Simulation ..............................................................................................................................7
Inbox Simulation ..............................................................................................................................8
SalesQuest Simulation ...................................................................................................................9
Grand Prix Simulation .................................................................................................................10
Coaching Simulation .................................................................................................................11
2
“I hear and I forget.
I see and I remember.
I do and I understand.”
Confucius
3. Overview
A simulation is the imitation of a real-world process or system over time. Over the past few decades,
simulated training has become very popular for learning new skills and technical processes, in a
safe environment where learners can practice without impacting real world situations.
Research and common sense both indicate that behavioral capabilities are much harder to learn
than technical skills. Research suggests that this typically takes 10,000 hours or 6-10 years to
accomplish. Therefore, learners find it difficult to sustain the practice of ambiguous and complex
skillsets. As a result, error margins are higher, and the cost of not mastering a skill is substantial.
KNOLSKAPE offers simulation-based behavioral learning solutions to help organizations accelerate
learners’ mastery of leadership and digital competencies, preparing them for the Digital Age.
Features:
SIMULATIONS Complex Scenarios
Assisted practice
Dynamic and true-to-life
Remarkable accuracy
Gamification elements
Safe Learning Environment
Constant Feedback Loop
Real-time, Personalised Analytics
Benefits:
SIMULATIONS Demonstrable Mindset Change
Exceptional ROI
Actionable Insights
Higher Completion
Fun and Engaging
Accelerated Learning
Improved Business Performance
Bridges gap between theory and practice
Personalized Learning
Here’s a list of simulations KNOLSKAPE has to offer
3
4. iLead
Simulation
About the simulation
The iLead simulation is designed to help participants build leadership capabilities. It puts
participants in the role of a team manager, who is required to achieve business objectives
by energizing and inspiring the team while responding to their needs.
To succeed, participants are expected to use a variety of leadership styles in response to
tough situations that emerge within the simulation.
Competencies addressed
• Contextual Leadership
• People Management
• Performance Management
• Managing Sales Pipeline
PARTICIPANT FEEDBACK
Analytics
• Dominant Style
• Contextual Leadership
Capability
• Range of Leadership Styles
• Consistency in Leadership
Style
• Team Performance under
Leadership
Recommended for
• First Time Managers
• High Potential Employees
• Middle Level Managers
• Promotion-ready individual
contributors
Simulation rating
• 4.41 / 5
Simulation recommendation
• Recommended by 94.21% of
participants
Duration of simulation
• 60 minutes
• 90 minutes
• 120 minutes
iLead
simulation
“Purely people skills based simulation. It made me realize that there are so
many tools of team management”
“Real time cause-and-effect relationship, and real VUCA situations included
in the simulation”
“Continuous feedback, action recommendations, and alerts on leadership
styles helped me understand where I can improve”
“The simulation helped me practice and evaluate what I learnt in theory”
“The dynamism of the thoughts and emotions of the people is captured so
well and appears to be real time”
“The simulation effectively captures the complexity of managing people”
4
5. ChangeQuest
Simulation
About the simulation
ChangeQuest helps participants bridge the gap between the theory and practice of influencing
internal stakeholders. It also helps participants understand the strategic and tactical aspects of
change management. Within the simulation, participants play the role of a change agent in a virtual
organization with the goal of convincing internal stakeholders to bring about a transformational
change within the organization, without exercising authority over the stakeholders.
Competencies addressed
• Influencing Skills
• Innovation Marketing
• Leadership without Authority
• Change Management
PARTICIPANT FEEDBACK
Analytics
• Influencing Style & Capability
• Communication Style
• Innovation Diffusion Curve
• A-I-D-A Model
• Change Adoption Rate
Recommended for
• Individual contributors
• First Time Managers
• High Potential Employees
• Middle Level Managers
• Senior Leaders
Simulation rating
• 4.22 / 5
Simulation recommendation
• Recommended by 94.61% of
participants
Duration of simulation
• 60 minutes
• 90 minutes
• 120 minutes
ChangeQuest
simulation
“The simulation urges us to think of different paths to get approvals and
implement strategies”
“The Simulation is challenging, intuitive, and thought provoking”
“It helped me learn the dynamics of effective communications within an
organisation to influence decisions and change adoption happens therein”
“It really made me feel that I was in that role and organisation. Also it
helps you to change your approach according to the situation”
5
6. Build-Your-Business
Simulation
About the simulation
The Build Your Business Simulation is designed to help participants understand and practice
business acumen and entrepreneurship capabilities. Within the simulation, participants assume
the role of the company’s CEO, responsible for all the business decisions – pricing, production,
quality, advertising, employee morale and ensuring the successful launch of a new venture. The
simulation allows participants to read financial documents, understand the interdependency
between functions, taking risks, and the importance of all the functions working together for the
business to thrive and report high profits.
Competencies addressed
• Business Acumen
• Strategic Execution
• Competitor Analysis
• Execution Excellence
• Market Orientation
• Inventory Management
PARTICIPANT FEEDBACK
Analytics
• Net Profit
• R&D Cost
• Market Share
• Employee Utilization
• Opportunity Lost
• Inventory
Recommended for
• Individual contributors
• First Time Managers
• High Potential Employees
• Middle Level Managers
Simulation rating
• 4.28 / 5
Simulation recommendation
• Recommended by 90.80% of
participants
Duration of simulation
• 60 minutes
• 90 minutes
• 120 minutes
Build Your
Business
Simulation
“Gave guidance to the thinking process and helped improved decision
making by keeping in mind the big picture”
“The simulation provides non-business people an opportunity to learn
how to run a business”
“The simulation is self explanatory and very easy to work with. The
instructions are exhaustive and the interface is intuitive”
“It was real time data, yoiu can analyse each and every aspect of business”
“Planning options are very meticulous and exciting. Analysis section is
slightly confusing as there are too many reports”
“Apart from the given metrics, depending on the market scenario, the
simulation allows room for intuitive guesswork”
6
7. Trust
Simulation
About the simulation
Trust simulation is designed to provide scenarios for participants to influence and build trust
with external stakeholders. It focuses on Relationship Styles, Power Maps, and Trust building
capabilities. The simulation puts the participant in the role of an account manager who is
required to gain the trust of a client, and build a better relationship with the client than the
competitor, to win a deal.
Relationship Styles help the participant understand what drives the stakeholder to be
influenced, and Power Maps aid in identifying the relationships amongst the stakeholders.
Competencies addressed
• Collaboration
• Building Trust
• Relationship Styles
• Understanding Networks
• Client Centricity
PARTICIPANT FEEDBACK
Analytics
• Style Identification
Capability
• Trust Meter
• Range of Relationship
Styles
Recommended for
• First Time Managers
• High Potential Employees
• Middle Level Managers
• Senior Leaders
Simulation rating
• 4.52 / 5
Simulation recommendation
• Recommended by 93.15% of
participants
Duration of simulation
• 60 minutes
• 90 minutes
• 120 minutes
Trust
Simulation
“Nail biting finish! Once social styles became clear, the game engaged
me quite a lot. Networks and lobby also helped”
“Immersive; time flies; the concept gets drilled automatically”
“Realistic. Understanding each and every customer social style, follow
up actions are all key to wining deals in real life”
“Understanding the importance of interpersonal relationship. Build
relationship based on power map. Finding importance of matching
personality, skills and centre of interest”
“Excellent real time presentation”
“It will help in channelization of communication and help in understand
the Project Management skills”
7
8. Inbox
Simulation
About the simulation
The Inbox simulation is designed to help participants build core managerial capabilities like
time management, team management, delegation and prioritization. Within the simulation, a
participant assumes the role of an employee within an organization whose role is to manage
tasks in a busy day. Participants are exposed to a series of tasks and are expected to
achieve business objectives by prioritizing and executing tasks within an allotted time.
Competencies addressed
• Prioritization
• Delegation
• Responsiveness
• Strategy
• Customer Orientation
PARTICIPANT FEEDBACK
Analytics
• Customer Satisfaction
• Time to Resolve
• Prioritization and
Delegation Capabilities
Recommended for
• Individual Contributor
• Promotion-ready employees
• First Time Managers
• HiPots
Simulation rating
• 4.14 / 5
Simulation recommendation
• Recommended by 83.42% of
participants
Duration of simulation
• 45 minutes
• 60 minutes
Inbox
Simulation
“Very interesting concept and measuring system”
“Liked the real life scenario of troubleshooting experiences”
“It provides an opportunity to practice real life situations that are
very relevant to my work”
“It was real time data, yoiu can analyse each and every aspect
of business”
“The simulation is designed very carefully and intelligently”
8
9. Sales Quest
Simulation
About the simulation
The Sales Quest simulation is designed to help participants develop sales capabilities and
provides organizations with a scalable and cost-effective solution for imparting sales process
training. The simulation puts participants in the role of a sales executive, who is tasked with
selling a B2B product to clients.
To succeed, participants are expected to generate leads, qualify them, and with more and
more interactions, convert them into revenue.
Competencies addressed
• Strategic & Business Focus
• Interpersonal Skills
• Product Knowledge
• Managing Sales Pipeline
PARTICIPANT FEEDBACK
Analytics
• Dominant Selling Style
• Dominant Key Competency
• Deals won & lost
• Margins Achieved
• Sales Velocity
• Revenue Generation
Recommended for
• Frontline Sales Managers
• Sales Executives
Simulation rating
• 4.45 / 5
Simulation recommendation
• Recommended by 93.15% of
participants
Duration of simulation
• 60 minutes
• 90 minutes
Sales Quest
Simulation
“Very good simulation for sales, clearly outlining and tracking the sales
process”
“Interesting! I learnt how to manage, plan, propose, negotiation and get
deal in the end”
“Challenging case study”
“Great tools to educate Sales Executive to do better works and skill to
get more sales in”
9
10. Grand Prix
Simulation
About the simulation
The Grand Prix simulation is designed to help participants build Analytical Thinking, Problem
Solving, and Decision-Making capabilities. It puts participants in the role of a team manager,
who is required to take key business decisions end-to-end by managing resources allocated
and meeting the objectives set out.
The simulation takes participants through an exciting journey of racing, and tests their project
and portfolio management mettle.
Competencies addressed
• Strategic Decision Making
• Critical Thinking
• Problem Solving
• Risk Management
• Stakeholder Management
• Team Development
• Conflict Resolution
PARTICIPANT FEEDBACK
Analytics
• Performance Score
• Team Standing
• Phase-wise
Performance Trend
• Risk score
Recommended for
• First Time Managers
• Middle Managers
• Senior Leaders
Simulation rating
• 4.40 / 5
Simulation recommendation
• Recommended by 91.11% of
participants
Duration of simulation
• 90 minutes
• 120 minutes
Grand Prix
Simulation
“The simulation gives the insights to the importance of the
pre-planning phase”
“The simulation helped me understand how I react to things, and
how I make decisions - It was as if I was looking in a mirror”
“A very different approach, excellent to connect learning with F1”
“The simulation is user friendly, well explained & has great visuals”
“Great simulation which requires critical thinking through out the
implementation”
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11. Coaching
Simulation
About the simulation
The Coaching Simulation is designed to help managers learn the essentials of coaching,
motivate the team, and master the nuances of dealing with the emotions of team members.
It puts the participants in the role of a Sales Manager responsible for coaching the team to
improve performance and meet revenue targets. The Manager has to keep in mind a
GROW mindset for the team members.
Competencies addressed
• Effective Communication
• Managing Performance
• Trust Building
• Powerful Questioning
• Accountability
• Team Development
PARTICIPANT FEEDBACK
Analytics
• Key Competency
• Coaching Readiness
• GROW Accuracy
• Performance Trend
Recommended for
• First Time Managers
• Middle Managers
• Senior Leaders
Simulation rating
• 4.42 / 5
Simulation recommendation
• Recommended by 89.89% of
participants
Coaching
Simulation
“The simulation helps in reading and understanding others that helps in
coaching”
“The simulation helped me understand understanding the GROW model to
coaching others to succeed”
“The simulation is very interactive, which helped me understand how to
respond in real life situations”
“I felt like I was being coached by a real person, in real-time; Very practical,
and instant feedback”
“Very snazzy and engrossing”
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12. Get in touch with us.
We would be delighted
to schedule a walk-through
to demonstrate the power
of talent transformation.
www.knolskape.com
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Try KNOLSKAPE
Email marketing@knolskape.com
Request free trial