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Key outcomes

  • How talent decisions impact business performance

  • How informed hiring creates diverse teams 

  • Effective succession planning

  • Managing engagement and wellbeing

Who is it for

  • Any People Manager



per participant

per hour

How does it work

Participants play the role of a virtual team leader, competing against others to build the most engaged, capable, diverse and high performing virtual team. Over a series of game rounds each simulating one year they must make decisions around training and development, pay and recruitment to improve themselves, their team and to attract and retain the top talent in the market. 

Business Benefit

  • Easier to attract and retain top talent

  • More diverse and inclusive teams

  • Effective preparation of future leaders

  • Higher performing workforce led by inclusive leaders.

Companies who are playing this game

  • Schneider Electric

  • CRH

  • Aggregate Industries

Lead the future

The fastest and most engaging route to inclusive talent management, diverse workforces, and less biased decision-making.

Game Modules

The game can be played across 5 rounds with 4 key modules focusing on talent and performance; recruitment, succession planning and wellbeing and engagement. 

Danil Dranikov


"Brilliant experience to help me think more strategically on the process of team development. I learned how everything - engagement, capability, diversity – is connected to performance and how I can influence as a leader."

Alastair Myres


"A wonderful opportunity to play out the impacts of longer-term people-based decision making in a safe environment"

Chris Pears-Ryding


"I thought the simulation was very realistic. As a result, I am going to assess all data available to me before taking talent decisions." 


This is what participants have to say about this game

Talent & 


Module 1





Wellbeing and Engagement

Topics & Tasks

1) Recruiting internally vs externally

2) Reducing bias in hiring

3) What motivates people

Key Learning

Understanding how informed hiring decisions build high performing, diverse teams

Module 2

Topics & Tasks

1) Inclusive vs exclusive talent management

2) The nature of potential

3) Preparing your replacement

Key Learning

Understanding how to develop people to fulfill their potential whilst preparing for the future

Module 3

Topics & Tasks

1) Engagement or wellbeing?

2) Responding to the unexpected

3) Creating the right culture

Key Learning

Understanding the leader's responsibility for the engagement and wellbeing of their team members

Module 4

Topics & Tasks

1) Setting a talent strategy

2) Connecting decisions to outcomes

3) The benefits of investing in yourself

Key Learning

Understanding what talent management is and how it contributes to performance

Who it involves

Normally between 12 to 24 participants in each session (but this is flexible), competing in smaller teams against each other. 

They are led at all times by a facilitator either from PBS or the client.

How long it lasts

Most games are 2-8 hours. Some classroom courses last up to 4 days. We tend to avoid playing online for more than half a day in one go. 

There is normally some brief pre-work for participants to complete and we suggest a short follow-up workshop to embed the learning.

Where it happens

Almost all of our games can be played face-to-face, virtually or a combination of both. 

Increasingly, we are seeing demand for digital games to be played face-to-face in the classroom.

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“This is the best training I’ve ever experienced”

Most corporate training is boring, irrelevant or immediately forgotten. Our approach combines experiential and social learning to create immersive, lifelike and memorable experiences. 

Participants learn in a few hours what might take months or years in their real jobs.

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