Post-its are still indispensable tools today to jot down sudden flashes of genius before they vanish. Some use them for copy editing. Others even make art out of them.

Some even to put an end to a romantic relationship (Sex and the City, ep. 6-6 “Pause for Reflection”). Why are we talking about this? Why are we evaluating which gadgets to give away at the next fair we attend? Well, maybe.

But in reality, the colored sticky notes are there to explain that, instead of always going straight, we can also make our thinking work sideways and experiment with other functions for the tools we have at our disposal. And maybe discover that they lend themselves very well to the new purpose. To say another thing, Coca Cola wasn't invented to dissolve rust, and yet...

Even tools like our Web InBasket® and Business Game, while created to refine assessment processes and training, embody the quintessence of versatility, effectively lending themselves to “alternative” uses. This time, we will see that they can be used to carry out a deep examination of business dynamics, anticipating challenges and capitalizing on opportunities waiting to be discovered.

Both of these simulation tools allow you to see participants’ soft and hard skills in action, providing a solid basis for predicting how they might perform in real business contexts. What if the simulated contexts were about innovation or structural change? A light bulb went off in your head: yes, our tools can be used as pain point detectors to prepare organizations for significant change. Let’s see how.

Organizational pain points are obstacles that slow down (or inhibit) business growth. Identifying them in advance is a matter of proactive evolution. Our games, taking place in realistic simulated scenarios, can reveal latent vulnerabilities through the reactions of participants. Observing employees facing challenges related to impending transformations allows you to map critical areas, identify potential resistance to change and reveal hidden skills, providing a solid foundation on which to build strategies aimed at organizational excellence.

Then, through careful evaluation of the insights gathered, HR can design targeted training interventions, such as strengthening leadership and improving interdepartmental collaboration. In this way, potential vulnerabilities are transformed into growth opportunities.
It is clear, therefore, that the innovative use of assessment and training tools such as our Web InBasket® and Business Game represents a decisive step forward in managing organizational change. By transforming data and observations into proactive strategies, HR can anticipate business dynamics, establishing a climate of continuous evolution and learning. This means not only preventing inefficiencies but also building a resilient business environment that is always ready for change.