Play it Ahead: analyze & boost your leadership capacity through our unique games

Play it Ahead: analyze & boost your leadership capacity through our unique games

13 December 2021
Gerrit Sarens
Gerrit Sarens
    • Do you know the actual leadership capacity of your first-time leaders?
    • Are your first-time leaders aware of the leadership mistakes they (unconsciously) make?
    • Do you know what kind of support your first-time leaders need to grow as a leader?
  • Ambits partners with Play It, the Belgian number 1 in game-based learning, to bring a unique solution

  • Game-based learning has several advantages:

    • It’s fun; easy to play;
    • It measures real-life behavior;
    • It creates instant awareness;
    • It boosts engagement;
    • It brings a measurable output;
    • It’s highly effective.
  • Leadership challenges for first-time leaders: a triple solution

  • First-time leaders are highly motivated to take up a first leadership role.

    However, they are not always aware of the challenges this brings and how to act. As a decision-maker or HR professional, you do not always know who needs what kind of support to grow as a leader.

    Our leadership games have a triple purpose:

    1. Make first-time leaders aware of the typical leadership challenges they can encounter;
    2. Give them hands-on advice (tips & tricks) on how to tackle these challenges;
    3. Provide you as a decision-maker or HR professional an in-depth and objective analysis of the leadership development needs of your first-time leaders.
  • How does it work?

    • You buy a minimum of 10 users to whom we give access to the four games.
    • In the games, they take the role of the new team leader who has recently started for the first time in a leadership role.
    • Each game takes +/- 10 minutes to play (on PC or mobile device).
    • They are confronted with several situations in which we measure how they react.
    • Their reactions are captured and analyzed by a leadership expert.
    • We deliver a comprehensive report with an overview of the ‘mistakes’ they make and for which leadership aspects they need further support.
  • The four games

  • What are the typical leadership challenges in each game?

    Game 1: Your leadership kick-off

    • How to build a connection with your new team?
    • How to create the right expectations?
    • How to communicate consistently?
    • How to put in place effective situational leadership?
    • How to empower people?

    Game 2: It’s all about the people

    • How to manage the human legacy in your team?
    • How to manage negative emotions?
    • How to apply active listening?
    • How to take the first steps in stakeholder management?
    • How to deal with difficult messages?

    Game 3: Feedback is the breakfast for champions

    • How to balance between managing up and managing down?
    • How to receive negative feedback?
    • How to motivate your team?
    • How ‘to lead by example?’

    Game 4: The first sleepless night

    • How to deal with tensions in your team?
    • How to give negative feedback?
    • How to manage perceptions?
    • How to create psychological safety?
  • Interested in a demo?

  • Leave your details here and we will contact you.

Struggles of a manager

Managers are

  • not or inadequately trained in this role


    • lack self-confidence
    • don’t know how to go from being a colleague to being a boss
    • need to loosen up on the command & control leadership style
    • must let go of the (technical) expert status
    • cannot give or accept constructive feedback
    • feel pressure to perform as manager
    • have difficulty building relationships
    • want to be liked by everyone or want to be the ‘bad boss’
    • play the hero
  • are struggling


    • stay too involved in operations
    • have trouble prioritizing
    • cannot delegate
    • fear conflict situations
    • disconnect from the team
    • deal with flawed strategic thinking
    • do not relate to higher management
    • lack clear communication skills
    • remain not self-aware
    • avoid difficult conversations
    • miss political antennas
    • ...
  • capable of more


    • need mental preparation as successor
    • need to be able to lead big changes ahead
    • need to learn to be emotionally resilient and in control
    • need to learn to make big decisions fast without all the information
    • must become persuasive presenters
    • need to learn how to cultivate their own personal brand
    • need to learn how to lead by example
    • manage by trust, not by fear
    • need to overly develop empathy
    • ...
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