Seven Seas Quest:
Saviors of Cultura
Team Building Game
Seven Seas Quest: Saviors of Cultura will soon be Performance Management Company’s newest addition
to our catalog of world-class organizational improvement exercises!
Modeled after our Flagship Exercise, The Search for the Lost Dutchman’s Gold Mine, it expands upon all the successful mechanics, components
and key interactions generated so well by Dutchman. In doing so, Seven Seas Quest: Saviors of Cultura will provide players with a challenging and memorable experience full of valuable lessons that can enrich their workplace performance. And, if you have previously played Dutchman, you'll find Quest to be a distinct and inspiring game.
This video, below, gives you a detailed overview of Seven Seas Quest: Saviors of Cultura
The Framework of Quest:
The group’s fictional home of Cultura has been affected by a disease known as the Slink’s Plague, which has the effect of de-energizing and de-motivating the population. A medicinal cure has recently been discovered that will prevent further spread of this sickness but before it can be created, specific plants must be retrieved from a pair of islands far from Cultura. On these islands exist two different Orcada plants with each kind being a necessary ingredient in the medicine that will save Cultura from the Slink's Plague.
Ships must travel through rough and dangerous seas in order to reach these islands, retrieve the Orcada plants and return in time to save the inhabitants of Cultura. Each ship will need to manage their resources while adjusting their plan based on changing weather patterns, new sources of information and choices that will become available as the game progresses. This adventure is played out in a timed, turn-based environment.
During game play, the Teams representing each of the ships will be composed of 4 to 6 people (playing at tabletops). In order to gather the resources to help them save their population, they will need to optimize their performance by integrating ongoing information into their strategic plan. That information is available from the Admiral / Facilitator and from tabletops that might choose to collaborate by sharing information they were able to receive from characters within the game.
Optimization of overall results will occur when teams use all of their available resources in an effective way (and share information and ideas). But pressures to perform, choices to compete, an unwillingness to be open to new information once decisions have been made, reluctance to ask for help and a tendency to be safe rather than innovative, will all serve to reduce results.
The variety of challenges teams face and the factors they have to manage opens the door to a wide variety of debriefing discussions and desired outcomes.
Quest is designed to play and debrief optimally in 3.5 hours, allowing nearly two hours for a dynamic debriefing that links the play of the game to desired behavioral outcomes and organizational improvement opportunities. It's a stand-alone program, designed to work with senior management and technical people as well as to play wonderfully with front-line workers to help build engagement and implement change and improvement.
One unique culture change focus is around issues of active involvement. Tabletops can discuss what factors generated engagement and what factors caused dis-engagement. From there, they can focus on particular workplace issues that dis-engage them and the "roadblocks" preventing them from moving forward. Action planning can be done to manage roadblocks or remove them, thereby, giving people the feeling of active ownership within their workplace.
From measures of team behavior, Quest moves into debriefings that can be aligned to outcomes determined before the session. For example, focusing on shared visions and organizational alignment can generate discussions about organizational cultures and collaboration. Challenges around managing information and resources lend themselves to discussions around strategic planning, innovation and creativity.
Debriefing discussions can also involve:
• Dis-Un-Engagement; the Identification and Removal of Things People Find to be Un-Engaging
• Planning and Strategy
• Balancing Competition and Collaboration
• Building Trust in Leadership
• How Being Approachable is a Valuable Component of Organizational Culture
• General Teamwork and Team Building
• Exchanging Information and Resources in a fast-paced environment
• Risk Management
• Resource and Time Management
Quick Summary of Quest:
This exercise was designed to scale up to very large group sizes but it also plays exceedingly well in small training sessions of as few as 12 divided into teams (tabletops) of just 4 players each.
The game is a compelling tool when used as a training and development exercise for purposes such as leadership development or as an engaging event for workplace camaraderie, organizational improvement and addressing current issues and sorting for future opportunities.
It provides an invigorating experience with a high ceiling for success while creating a unique opportunity for players and teams to gain insight into how well they communicate and react as they exchange information, ideas and resources within the game's fast-paced, ever-changing environment.
Quest will delight players of all ages and expertise and is based on a proven method of learning through a simulation that provides valuable experiences to bring about increased appreciation of teamwork, receptiveness, employee engagement and innovative ideas for improving workplace and organizational performance.
If you're interested in when Seven Seas Quest: Saviors of Cutura will be available for use or how the simulation will meet your needs,
please call or email us using the form below:
Group Size: 12 - 600+
Game Time: 3.5 hours, including
1.5 hour Debrief
Unlike most team building activities, Seven Seas Quest: Saviors of Cultura is designed for the debriefing, using metaphors and anchor points to highlight desired new workplace possibilities and choices.