While Heads Up is designed as a ‘party game’, we’ve found that it’s a great ice breaker game to play between work colleagues. You place the phone on your head, and a word shows up – and whether you’re trying to name celebrities or identify animals, you’ll soon have your colleagues frantically pointing, singing, or putting on silly accents in an attempt to communicate the word that’s sitting on your head. Build trust through transparency:The stakes should be clear and obvious to everyone involved, with results measured and shared with all stakeholders. Gallwey formulated a different, more effective and more elegant way of coaching aimed at achieving three things: 1) Awareness: by letting SELF-2 do its work the pupil can focus on collecting information on the critical variables in the task (where is the ball landing? How fast is it going? How is it influenced by the wind? etc) which leads to a greater awareness of the task; 2) Choice: it is essential that the pupil determines what he or she wants to achieve. Without this choice there is no direction and focused attention is impossible; 3) Trust: trust yourself. The Game of Work is a powerful, yet simple book that can transform any team to work with the same passion with which we play. When people work like they play, the results tend to exceed expectations. It is just human nature!

The testing, modifying, and continuing evolution of this book has been and is being done by all the members of the Game of Work. I owe special thanks to our officers and staff, for their ability to put wings on these ideas and make them fly. Introduction Whether it was a head-to-head competition (who can complete a repetitive task faster) or simply sharing the individuals' total throughput each day, the 'games' worked well. These games are perfect for helping new colleagues – or even old colleagues! – to get to know each other better. They’re fun, light-hearted, and your employees will come away feeling like they’ve learned something about their co-workers. These work games are mostly very easy to adapt to a remote working environment, too. 1 – Guess That Baby This is another great game to encourage communication between team members. And there are lots of versions of this game, but the one we like the best, is the one where you split your group into pairs. Ping pong, or table tennis, is the classic indoor sport for office spaces. It only needs a small amount of space, and it provides a great workout at the same time.A paper plane competition is a great way to encourage creative thinking, while promoting careful planning and craftsmanship, and tying in a bit of healthy competitive spirit. With, of course, some fun ‘thrown’ in at the end. I find these two concepts (mobility and redefining work) to be a difficult re-framing of the issues presented. I would imagine that a reader who finds themselves in a job with little freedom to become "mobile" or with little opportunity to learn or enjoy their work would find that these concepts are neither very applicable nor comforting. Most ailing organizations develop a functional blindness to their own defects. They are suffering not because they cannot solve their problems, but because they cannot see their problems. This book will not confuse you with new theories. Rather it will connect what you know with what you need to move to new levels of success.

The last player must announce the sentence they believe was whispered into their ear. And if your team doesn’t even manage to transmit one single successful message… well, rest assured that laughter is the best medicine. 13 – Artist in the Dark REFLECTION / ANALYSIS: What were the company’s best decisions during the pandemic, and what were the bad ones? Why? Discover a simple method of engaging your employees, your family, even yourself in a positive plan for success. Whether your a sales oriented organization, a mother who needs help getting the kids to do their chores/homework, a teacher looking for a way to incent your students, this method, once implemented, will work. Simple principles . . . learn how to implement the powerful core principles that financially successful people understand and live by to eliminate debt and accumulate wealth.OUTLAST: The digital transformation of your core infrastructure increases the survivability of unprecedented events. Look at establishing your system or implementing one for your organization. There is a saying in Japan that the lone nail gets hammered down. I find that to be ever so true in my twenty-five years of business experience. Seminars, workshops, on-the-job training, and countless other programs and processes are all geared toward improving our collective performance, while often pushing our individual identity further into obscurity. The net result of this process is that we begin to view ourselves through the lenses of what we do. Our business card soon no longer defines what we do, but who we are. I believe this conventional approach is the most difficult path to sustained corporate and individual performance because it conflicts with our human nature. ENTREPRENEURSHIP: Review high potential pipelines and match selection attributes against today’s reality. Do they need to be updated? In the UK, this game is sometimes referred to as ‘Chinese Whispers’. But we prefer the US game of the same name, Broken Telephone.

Organising a sports tournament between teams is a great way to encourage a little bit of healthy competition, and get the blood pumping. You might want to book out a full day for this, or perhaps you’d prefer to run this over a period of time, during lunch breaks or on weekends. ACCOUNTABLE: Adjust objectives, key results (OKRs), and goals to be transparent to the organization. I believe in the human desire to succeed more strongly today than when we first published this text. Our obsession with recreational pursuits is driven by that need. We know the length of our longest hike, the time of our best marathon race, even the amount of time we take off, is a clear statistic. The competition for most of us is not against others, although that certainly plays a role when it is chosen, but rather against our own previous best. Scientists have often found a link between happiness and productivity. So it makes sense to try to encourage employees to keep a sense of fun while they work. To its credit, the book gives some ideas about how to undertake nonjudgmental awareness in your work activities by identifying important variables on which to focus; gives the reader a reminder that they should control their flow of work, not let their flow of work control them; and to remember that THEY are the CEO of their work-product and, therefore, control how to distribute the scarce resources that are inherent in any work/personal/family life.This goes for both the coach and the pupil. This refers to the confidence that SELF-2 will be capable of fulfilling the task. Here are a few other fun office games we like to play at work, which we don’t feel really fit into the other categories. 29 – Quiz Night