Case Study:
European Construction Company
From Process to Practice:
Making Complex Processes "Easy" for 1,100 Employees
“Create a unified program that builds a shared leadership mindset across the organisation.”
The company:
Annual Revenues
Employees
Projects
Customer Pain Points
The client is a European construction giant with global reach. Leadership development was lacking across levels, with limited linkage between theory and practice.
The Disconnect
Theory wasn't translating to site behavior.
Inconsistency
Diverse seniority levels had different standards.
Client Goal
"Create a unified program that builds a shared leadership mindset."
“The real-life dynamics brought directly into the seminar room by the simulator, are what makes SimuPro training unique, hence the extra care in tailoring and preparing the virtual environment.”
The Solution
Through in-depth conversations with senior HR personnel, and careful analysis of the existing structures/team dynamics, Simupro designed the content for a four-module leadership training program, to serve as a pilot and foundation for a larger/bigger program.
48 Special Events were written, and later refined together with HR, to ensure full relevance and alignment, then programmed into the simulation accordingly. Special Events are scenario-based challenges used inside the simulator to reflect real life potential cases.
The program content itself is, of course, synchronized with these special events to ensure full value.
Other simulator preparations:
Branding
Implementing the client brand in the simulator.
Teams Setup
Prepare 10 Teams in the simulator.
Access
Organising login credentials for all participants.
Leadersbook LMS
Setting up the LMS to serve as the learning hub.
The Implementation
The Pilot Group: The program launched with 10 participants, including the senior HR person responsible, ensuring direct validation of the methodology.
Virtual Kick-off (90 mins): Held one week before the first module. Participants were assisted in getting familiar with the platform, getting an overview of all 4 modules, introducing additional topics, meeting virtual team members, and reviewing employee profiles.
Beyond Leadership Theory: Key Simulation Goals
Scheduling employee holidays while assuring the company remains up and running, but all team members are cared for to prevent burnout.
Reaching an agreed annual profit amount (set with HR) while balancing operational costs and team needs.
Bringing the average motivation level of their teams up through strategic leadership decisions.
“Each scenario implemented had a direct impact on the virtual teams inside the simulator, influencing motivation, performance, and team dynamics.”
These results were connected to the course material, discussed, and debated in groups. This virtual test and direct reflection created an immediate feedback loop, unmatched in typical theory-only leadership courses.
The Impact
(Validation from 10 participants)
Overall Value
Relevance
- 100% feel more confident making strategic decisions.
- 100% would recommend using the simulator to other teams.
- 70% said seeing the impact of employee engagement was most useful.
- 80% valued the link between emotions and communication most.
- The senior HR manager participated in the first two modules. Impressed by the impact of the course, they recommended extending the training immediately.
- Expanded: Two seminars with four modules each were booked.
- New Groups: Two additional groups of 10 participants each were registered.
- Upgrade: Each module was extended from 2.5 to 3 days.
