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SimuReal- Adaptable Method for LSI


We have been talking about various large scale intervention methods like World Café, Future Search, Open Space, certain workshops etc. Let us go through another adaptable method for large systems interventions which is “SimuReal”

What is SimuReal?
It is an approach to organization change. As the word itself defines its meaning, SimuReal is a method that uses simulation to help an organization become more visible to itself. It enables the key members of an organization to work together on a task and issues while at the same time helping them to become more self-aware of and skilled in dealing with organizational dynamics in a simulated environment . This method help client systems explore differences, solve complex problems, working on redesign, determine goals and priorities and engage in future planning. SimuReal has real people doing real work in real time where the participants achieve specific objectives in situations in which their effectiveness depended on their ability to form coalitions, overcome oppositions and influence decision makers.  It is often misunderstood with a role-play. SimuReal is like action learning. The duration for this activity is one entire day. The confined room is designed like a structure of organization where the participants work together, examine their work and modify their process and structure to work more efficiently.      

Structure of the SimuReal
Usually a one day SimuReal workshop consists of 1 Introduction/ context setting by the facilitator, 3 action rounds, 3 analysis rounds and 1 Summary round.  
·       Action round: A task is given to the participants in which they have to discuss and try to implement it then and there. The whole focus is on the participants. They do the real work in action. These are generally 1 hour long alternate with 20-30 mins of analysis round. During action rounds they explore options and plan strategies or make proposals to other groups.
·       Analysis round: Then there’s a debrief stop which focuses on people reflecting on “how they are working”, “how they are contributing to the larger group” and are there any detraction's from the task. The goal is to help the organization have experiential learning and then create an action plan moving forward. In this round, participants raise questions and exchange information to understand the dynamics of interactions in which they just participated.
·         Prior to the workshop, 6-8 people form an ad hoc organizational change task force representing different program areas and levels of responsibilities who works with the facilitator for one to two days to decide on the task, the organizational “map,” and the process for decision making during the event.
·       Summary round: After a successful SimuReal, participants leave with new awareness, real work progress, and an improved organization or process. There are continuous follow ups after every session.

Advantages
SimuReal is a wonderful tool for OD consultants and their clients. If used at the kick-off point, it can identify issues that need to be addressed. If used in a “test-drive,” it can show how the new organization might respond to its work challenges, and what gaps exist in the design. Clients estimate that SimuReal helped them reduce implementation time on major decisions or projects by up to 18 months.
It provides the participants a platform to display their creative energies and problem solving capabilities. SimuReal is a way of helping develop a self-reflective system. In the process the actors become aware of the one another’s roles and responsibilities, perspectives and concerns.

As an ending remark I would like to quote Peter Senge’s (1990) words, SimuReal is a way to help an organization realize its goal of becoming a “Learning Organization”.

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