The Search for The Search for The Lost The Lost

DutchmanDutchman’’s Gold s Gold MineMine

----Thoughts and details on use, Thoughts and details on use,

delivery and applicationdelivery and application

The Search for The Search for The Lost The Lost

DutchmanDutchman’’s Gold s Gold MineMine

----Thoughts and details on use, Thoughts and details on use,

delivery and applicationdelivery and application

This is a detailed overview that highlights key This is a detailed overview that highlights key points of the simulation and shares general points of the simulation and shares general themes for your training and team building events themes for your training and team building events or organizational development.or organizational development.

This file is useful for those wanting an overview of This file is useful for those wanting an overview of the exercise, its approach and application.the exercise, its approach and application.

Information is kept current, but this file may not be Information is kept current, but this file may not be depending on where you got it. Please contact us depending on where you got it. Please contact us directly or visit our website for the most recent directly or visit our website for the most recent information.information.

Hotlink to website - Hotlink to website - www.squarewheels.com

Email - Email - scott@squarewheels.com

This material walks through main themes and This material walks through main themes and ideas on applications. The goal is to help you ideas on applications. The goal is to help you understand why people think Dutchman is a understand why people think Dutchman is a great exercise and to help you make a good great exercise and to help you make a good decision about our program and its possible fit decision about our program and its possible fit to group dynamics, issues and opportunities.to group dynamics, issues and opportunities.

If beneficial, please contact us by phone .If beneficial, please contact us by phone .

864-292-8700864-292-8700

800-659-1466800-659-1466(USA toll free)(USA toll free)

PMC has been offering training and PMC has been offering training and development services continually since development services continually since 1984. We created Lost Dutchman’s Gold 1984. We created Lost Dutchman’s Gold Mine and have sold and supported it Mine and have sold and supported it since 1993. since 1993.

Dutchman is used worldwideDutchman is used worldwide * * with great with great results -- we have 100s of testimonials results -- we have 100s of testimonials and references. and references.

Rest assured this is a World Class team Rest assured this is a World Class team building training tool! (We also offer building training tool! (We also offer other exercises with different themes.)other exercises with different themes.)

•French, Danish, German, Portuguese and Spanish translations are available. •We also have the program available in Chinese and Japanese settings.

Scott Simmerman is the developer of Scott Simmerman is the developer of the exercise and active in the the exercise and active in the delivery and improvement of the delivery and improvement of the exercise. exercise. He is an experienced presenter and He is an experienced presenter and workshop leader who has presented workshop leader who has presented events in 30 countries.events in 30 countries.

He has been consulting since 1978 and holds a Ph.D. in He has been consulting since 1978 and holds a Ph.D. in psychology as well as having senior leadership experience. He psychology as well as having senior leadership experience. He

is a Certified Professional Facilitator of the IAF. He has is a Certified Professional Facilitator of the IAF. He has developed a number of other exercises focusing on developed a number of other exercises focusing on

communications, innovation and collaboration.communications, innovation and collaboration.

Dutchman takes about 2 Dutchman takes about 2 hours to hours to plaplay. We suggest y. We suggest allocating a total of 3 to 3.5 allocating a total of 3 to 3.5 hours to introduce, play, hours to introduce, play, and debrief it meaningfully.and debrief it meaningfully.

It has worked successfully It has worked successfully with 6 to 600 people.with 6 to 600 people.

The exercise is The exercise is designed to handle designed to handle unlimited group sizes. unlimited group sizes. It is a memorable It is a memorable experience.experience.

We can also deliver or We can also deliver or lead the exercise for lead the exercise for you or suggest other you or suggest other experienced experienced presenters.presenters.

It has been run with as many as 890 people in one room; we regularly deliver it for 200+ people.

The delivery is fun. But it is designed with some serious learning frameworks. The issues of playing the game mirror the issues of working as an organization.

The many metaphors in the exercise all link to real world situations and opportunities and the culture of the organization will reflect itself in the play.

One goal is FUN but the real goal is learning. In the experience, we learn things about each other and decide what we might do differently to improve how the organization really works!

The design of the event it to generate The design of the event it to generate opportunities for learning. There are many opportunities for learning. There are many metaphors in the game that can be linked metaphors in the game that can be linked elegantly to individual and organizational elegantly to individual and organizational improvement initiatives.improvement initiatives.

Thus, it readily links to a variety of conference Thus, it readily links to a variety of conference themes. It is a great way to kickoff organizational themes. It is a great way to kickoff organizational team building, focus energies on improving team building, focus energies on improving service or quality, or involve attendees on service or quality, or involve attendees on organizational change initiatives.organizational change initiatives.

The goal of this world-class exercise is to The goal of this world-class exercise is to

Mine as Much Gold as We Can!Mine as Much Gold as We Can!

The setting is the modern-day Southwest The setting is the modern-day Southwest of the USA - of the USA - the Superstition Mountains of Arizona.the Superstition Mountains of Arizona.The situation is that teams have The situation is that teams have sufficient but not excessive resources for sufficient but not excessive resources for a 20-day journey to and from the famous a 20-day journey to and from the famous Lost Dutchman’s Gold Mine of Jacob Lost Dutchman’s Gold Mine of Jacob Waltz.Waltz.

Main themes for debriefing include but are not Main themes for debriefing include but are not limited to:limited to:

• General Team BuildingGeneral Team Building - we’re told Dutchman is the best exercise - we’re told Dutchman is the best exercise in the world focused on in the world focused on collaborationcollaboration among team members and among team members and especially between teams.especially between teams.

• MotivationMotivation - how to motivate people and organizations - how to motivate people and organizations• Leadership trainingLeadership training and supervisory skills development and supervisory skills development• CommunicationsCommunications skills training skills training• Personality / Thinking Styles TrainingPersonality / Thinking Styles Training - it’s easy to link MBTI, - it’s easy to link MBTI,

DISC and other instruments right into the delivery.DISC and other instruments right into the delivery.• Project Management / Strategic PlanningProject Management / Strategic Planning• Innovation and CreativityInnovation and Creativity• Executive Development Retreats Executive Development Retreats • Sales Management Retreats and ConferencesSales Management Retreats and Conferences• Staff Development Retreats and CelebrationsStaff Development Retreats and Celebrations• RealigningRealigning missions and visions to goals missions and visions to goals• QualityQuality - TQM, and service quality improvement - TQM, and service quality improvement

The delivery of the exercise is simple and The delivery of the exercise is simple and straightforward:straightforward:

• Introduction, description of the myth and our overall goal Introduction, description of the myth and our overall goal

• Overview of the Rules, Processes and ProceduresOverview of the Rules, Processes and Procedures

• 15 minutes of Planning and Strategic Planning time15 minutes of Planning and Strategic Planning time

Team selection of roles, route, resources, risk, etc.Team selection of roles, route, resources, risk, etc.

• 20 days of 2 minutes each, with changing weather patterns20 days of 2 minutes each, with changing weather patterns

• Team summary of Inventory and ResultsTeam summary of Inventory and Results

• BreakBreak

• Debriefing of results, behaviors and key learning pointsDebriefing of results, behaviors and key learning points

It It cancan be completed in 2.5 hours, but that makes it more of a fun event than a be completed in 2.5 hours, but that makes it more of a fun event than a learning opportunity and a discussion of possibilities for change and learning opportunity and a discussion of possibilities for change and improvement. Smaller groups are inherently faster than larger groups.improvement. Smaller groups are inherently faster than larger groups.

Team can be as few as 2 people each but we prefer 5 to 6 people on a team. This way, themes of thinking styles, risk taking and strategy emerge. The structure of the exercise allows the flexibility to operate the exercise for 2 to 100 teams -- a really nice learning event is 6 teams / 36 people. Ideally, a collaborating group of 3 teams could work together to generate optimal success for each team, these 3 teams and the overall group.Generally, however, teams compete against each other rather than collaborating to maximize results.

The role of theThe role of theExpedition LeaderExpedition Leader

is to help teamsis to help teamsbe successfulbe successful

and maximize ROIand maximize ROI

In many other exercises, the expedition leader is put into an In many other exercises, the expedition leader is put into an administrative or even an adversarial role. In Dutchman, the administrative or even an adversarial role. In Dutchman, the expressed role of the leader is to be supportive and to help, expressed role of the leader is to be supportive and to help, as in the workplace. The goal is to optimize overall as in the workplace. The goal is to optimize overall performance. performance.

Leadership is there to explain the game and support the Leadership is there to explain the game and support the teams, giving advice and support when asked. teams, giving advice and support when asked.

““Return on Investment” represents the resources and Return on Investment” represents the resources and investment made in the teams to mine as much gold as they investment made in the teams to mine as much gold as they can -- can -- overalloverall. Leaders help if teams ASK for help.. Leaders help if teams ASK for help.

We structure delivery for collaboration and optimization and We structure delivery for collaboration and optimization and position leadership as a resource for improvement. This position leadership as a resource for improvement. This allows us to discuss team and organizational issues as well allows us to discuss team and organizational issues as well as model good leadership and motivational practices.as model good leadership and motivational practices.

Generally, Generally, ““Nobody ever asksNobody ever asksExpedition LeadersExpedition Leaders

for Advice!”for Advice!”

It is a key leadership and team It is a key leadership and team building learning building learning point!point!

Another design feature of the game is that Another design feature of the game is that everevery y team will be successful and all will mine some team will be successful and all will mine some Gold. We also de-empathize Gold. We also de-empathize “Winners”“Winners” and and “Losers”“Losers” and focus on teamwork to optimize and focus on teamwork to optimize overalloverall results. results.

Of course, some teams mine more gold than Of course, some teams mine more gold than others but every team contributes to our overall others but every team contributes to our overall results. Thus, teams that made planning results. Thus, teams that made planning mistakes or other non-optimizing decisions “live mistakes or other non-optimizing decisions “live to play another day!” They are thus more open to play another day!” They are thus more open to debriefing discussions.to debriefing discussions.

The focus on collaboration between teams is a The focus on collaboration between teams is a focus on how your business really operates!focus on how your business really operates!

The following is basic The following is basic information on the information on the design of the game and design of the game and the play of the teams.the play of the teams.

Here’s how Dutchman Here’s how Dutchman really works:really works:

There arethree

possibleroutes

TeamsStartHere

Mine

The Goal is to get

to the Mine and “Mine as

much Gold as

WE Can.”

Quick Quick SummarySummaryPlan for weather and daysPlan for weather and daysPlan for fuel and shelterPlan for fuel and shelterFree Videos of the RegionFree Videos of the Region • • Tortilla FlatTortilla Flat • • The Mine and Its GoldThe Mine and Its Gold

Work together. Have Fun!Work together. Have Fun!

One key to success is “The Videos” -One key to success is “The Videos” -Teams can choose to take a day or two before Teams can choose to take a day or two before starting out and get one or both of two videos starting out and get one or both of two videos (actually, paper booklets), presented as (actually, paper booklets), presented as

“ “Information that teams find helpful.”Information that teams find helpful.”

Both videos are useful to teams and are very Both videos are useful to teams and are very much worth the day(s) spent not moving.much worth the day(s) spent not moving.

In “The Mine” video, teams get information In “The Mine” video, teams get information about weather as well as resources they can about weather as well as resources they can exchange to get additional Fuel and Supplies. exchange to get additional Fuel and Supplies. With this, they manage resources more With this, they manage resources more effectively and mine more Gold.effectively and mine more Gold.

More on The Videos -More on The Videos -

In the “Tortilla Flat” video - teams get our In the “Tortilla Flat” video - teams get our “Best Practice” tool, a Turbocharger.“Best Practice” tool, a Turbocharger.

Teams find that they can get a Turbo at Teams find that they can get a Turbo at Tortilla Flat and that Turbos enable a team to Tortilla Flat and that Turbos enable a team to travel 2 blocks per day. They can mine 3 more travel 2 blocks per day. They can mine 3 more gold if they manage resources well.gold if they manage resources well.

Plus, they get Plus, they get 33 Turbos - they Turbos - they couldcould give the 2 give the 2 extra ones to other teams, enabling the extra ones to other teams, enabling the GrouGroup p to mine SIX more gold. This is our best to mine SIX more gold. This is our best practice on inter-team collaboration.practice on inter-team collaboration.

Nobody Ever Nobody Ever Asks the Asks the Expedition Expedition Leader for Leader for Advice!Advice!

If teams ask for help, our design suggests If teams ask for help, our design suggests that the Expedition Leader is a resource and that the Expedition Leader is a resource and will support the team or teams.will support the team or teams.

But, in play as well as in the experience of But, in play as well as in the experience of many leaders, teams seldom really ask for many leaders, teams seldom really ask for help and are more likely to ask for help and are more likely to ask for clarification or permission.clarification or permission.

We wanted teams to learn that leadership We wanted teams to learn that leadership will assist them and that this is, in reality, will assist them and that this is, in reality, not really costly. In the real world, we want not really costly. In the real world, we want teams to ask for help and avoid mistakes teams to ask for help and avoid mistakes that cost organizations money!that cost organizations money!

Some thoughts on Some thoughts on using experiential using experiential

exercises for exercises for organizational organizational improvement:improvement:

What are the costs of poor team work What are the costs of poor team work to our organizations?to our organizations?

Company objectives cannot be achievedCompany objectives cannot be achieved

• • Increased Staff costs (unnecessary politics, poor Increased Staff costs (unnecessary politics, poor internal communication, increased turnover and internal communication, increased turnover and recruiting costs, increased training costs, poor recruiting costs, increased training costs, poor internal relations, decreased morale, decreased internal relations, decreased morale, decreased trust / increased mistrust)trust / increased mistrust)

• • Increased Production Costs (time, increased waste, Increased Production Costs (time, increased waste, decreased innovation and efficiency, reduced decreased innovation and efficiency, reduced quality, reduced productivity)quality, reduced productivity)

• • Reduced Profitability (loss of customers and image)Reduced Profitability (loss of customers and image)

What are benefits of an experiential exercise What are benefits of an experiential exercise in training and management development?in training and management development?

• • Gets team members involved and actively participatingGets team members involved and actively participating

• • Speeds learning and generates perspectiveSpeeds learning and generates perspective

• • Will apply directly to real-world workplace situationsWill apply directly to real-world workplace situations

• • We can take others’ roles or styles and share their feelingsWe can take others’ roles or styles and share their feelings

• • Fun and kinesthetic and thus very memorableFun and kinesthetic and thus very memorable

• • Makes people more open to other people and their ideasMakes people more open to other people and their ideas

• • It improves communicationsIt improves communications

• • It produces shared experiences they talk about afterwardsIt produces shared experiences they talk about afterwards

• • It stimulates thinking and reflectionIt stimulates thinking and reflection

• • People see themselves in the mirror of their own behaviorPeople see themselves in the mirror of their own behavior

• • It increases power and impact of the key linked themes and It increases power and impact of the key linked themes and ideasideas

What might "Mining Gold"What might "Mining Gold"represent to your represent to your

organization?organization?Mining Gold is a great metaphor for organizational improvement. We Mining Gold is a great metaphor for organizational improvement. We usually ask teams what it might mean and link ideas such as usually ask teams what it might mean and link ideas such as collaboration between teams / departments. Gold can be found in:collaboration between teams / departments. Gold can be found in:

1. Vision1. Vision• • A sense of purposeA sense of purpose• • A clear Mission Statement, shared values and goalsA clear Mission Statement, shared values and goals• • Leadership - involving and engagingLeadership - involving and engaging

2. Process2. Process• • Team buildingTeam building• • Planning and project managementPlanning and project management• • Communications - within and between peopleCommunications - within and between people

3. Results3. Results• • Profitability and ProductivityProfitability and Productivity• • Quality Improvement and Cost ReductionQuality Improvement and Cost Reduction

Why do teams Why do teams competecompete when when collaborationcollaborationobviously offers more impacts and benefits?obviously offers more impacts and benefits?• • Evaluation / Reward Systems do not support teamworkEvaluation / Reward Systems do not support teamwork

““It’s a dog eat dog world…”It’s a dog eat dog world…”

• • Organizational objectives are unclearOrganizational objectives are unclear

• • Human Nature - we Human Nature - we areare competitive competitive

• • Past Experience precludes collaboration and has rewarded Past Experience precludes collaboration and has rewarded competitioncompetition

• • Lack of a Trust or a positive relationship with othersLack of a Trust or a positive relationship with others

• • Collaboration takes extra time and effort to accomplishCollaboration takes extra time and effort to accomplish

• • Benefits of collaboration not supported by leadershipBenefits of collaboration not supported by leadership

• • Impacts and payoffs are not obvious to those involvedImpacts and payoffs are not obvious to those involved

•• Teams do not have a history or experience with doing Teams do not have a history or experience with doing collaboration or generating better impacts by itcollaboration or generating better impacts by it

We cannot We cannot become what become what we want to be we want to be by remaining by remaining what we are.what we are.

Max DePreeMax DePree

Why don't most teams get their Why don't most teams get their Expedition Leaders Expedition Leaders actively actively involved?involved?

• • We are conditioned by education, bad experiences and cultureWe are conditioned by education, bad experiences and culture

• • There is a fear of losing Face or Status (ego, insecurity)There is a fear of losing Face or Status (ego, insecurity)

• • Personality (we’re not proactive but quiet)Personality (we’re not proactive but quiet)

• • We’re too involved in our own work and forget the existence of We’re too involved in our own work and forget the existence of the Expedition Leadersthe Expedition Leaders

• • We’re afraid of losing time, thus we sub-optimize resultsWe’re afraid of losing time, thus we sub-optimize results

• • We are really not clear of our roles or the role of the LeaderWe are really not clear of our roles or the role of the Leader

• • There is an assumption that not asking means we get all of the praise There is an assumption that not asking means we get all of the praise and recognition for our good performance / abilityand recognition for our good performance / ability

• • ““Us and Them” mentality -- Leader is not part of teamUs and Them” mentality -- Leader is not part of team

• • No access to Leadership - No access to Leadership - we can’t get their time so why even askwe can’t get their time so why even ask

• • It’s not part of the rules of how we normally “play The Game”It’s not part of the rules of how we normally “play The Game”

•• Trust is the residue of promises fulfilled. And we have not built up Trust is the residue of promises fulfilled. And we have not built up much trust...much trust...

What do people learn about team work and communications from playing the

exercise?There is a need for networkingThere is a need for networking

Small teams work better than Small teams work better than committees / larger teamscommittees / larger teams

Someone needs to take on the Someone needs to take on the role of team leaderrole of team leader

We must compromise individually We must compromise individually and collaborate collectively to and collaborate collectively to succeedsucceed

Don’t dominate - listen to others’ Don’t dominate - listen to others’ viewsviews

THINK COLLABORATIONTHINK COLLABORATIONand Trustand Trust

Share a common goal or goalsShare a common goal or goals

Share Ideas and InformationShare Ideas and Information

Plan before Acting, CheckPlan before Acting, Check

Have a division of labor and roles Have a division of labor and roles and think creativelyand think creatively

Initiate support from othersInitiate support from others

Have Empathy for othersHave Empathy for others

Identify others’ needsIdentify others’ needs

Be CreativeBe Creative

Be a good listenerBe a good listener

Build on others’ ideasBuild on others’ ideas

Recognize InterdependenceRecognize Interdependence

Move quickly, take some risksMove quickly, take some risks

We probably have sufficient We probably have sufficient resources - use them wiselyresources - use them wisely

Some feedback from a workshop:

The competitive aspect of the game:How might it be harmful in an organization?

• Not sharing information for personal reasons will suboptimize overall results

• Damaging to relationships and trust

• Duplication of efforts

• Not utilizing resources in best or optimal way

• Sub-optimization -- Not seeing whole picture

• Undermining the efforts of others

Overall, we do NOT Maximize our overall Overall, we do NOT Maximize our overall Company Results and Efforts of our People.Company Results and Efforts of our People.

We can easily generate We can easily generate a meaningful a meaningful discussion of real discussion of real possibilities by linking possibilities by linking The Lost Dutchman The Lost Dutchman exercise to workplace exercise to workplace experiences, issues experiences, issues and opportunities. and opportunities.

We feel we offer the best game in the We feel we offer the best game in the world focused on collaboration and world focused on collaboration and team building. team building. Users tell us Dutchman is Users tell us Dutchman is extremelyextremely flexible, powerful and clean in its flexible, powerful and clean in its metaphorical links. It works well in a metaphorical links. It works well in a wide variety of developmental wide variety of developmental situations. We have lots of situations. We have lots of testimonials.testimonials.We have been delivering and selling We have been delivering and selling this game worldwide for over 12 years.this game worldwide for over 12 years.

For the FUN of It! For the FUN of It!