For larger companies, we work across all organizational levels to establish an understanding of how a playful culture can benefit their company, and help design solutions for implementing deep play in their workplace. 

Our approach is highly pragmatic, conversational, and collaborative, and in general breaks down into five phases: 

 

1. Learning

Via in-person and over the phone meetings, we develop an initial understanding of the challenges facing our clients and work with them to understand those challenges from a play-based perspective.

2. Design

Working within the constraints of the existing organizational structure, we design an approach to make meaningful impacts on culture with minimal disruption on normal workflow.

3. Implementation

Often starting with single teams, we provide a series of trainings designed to help employees understand the value of play in the service of work, identify their own play personalities, develop and strengthen their playful mentalities, and work together to learn how to create playful contexts. 

As teams begin to implement their new playful practices, we help them evaluate these practices and their impact on their experience of work, productivity, and team dynamics, and work directly with teams to adjust practices as needed to give them the best chance of taking root.

4. Analysis

Following implementation at a team level, we provide an analysis of the playful contexts created by teams and the new work practices generated as a result. Working with managerial and executive levels of the company, we help articulate the underlying principles that contributed to this success, and develop competency in extending these impacts to larger segments of the company. 

5. Scaling: Work as a Game

For leaders interested in systemic change, we help develop an understanding of how to best structure departments, divisions, or entire companies towards a more playful culture. Going beyond the creation of playful mentalities and contexts, we help leaders to view their organization as a kind of game, to identify which organizational structures are enabling or disabling to their mission, and to restructure policies and procedures to better translate their values into actions.