Over the years I’ve designed my fair share of executive education games, both for digital and in-person sessions, and one thing I’ve learned is this:
The design of the game is only half the story. The other half is in the way it’s run.
A brilliant game can fall flat with poor facilitation, while a simple one can become powerful in the hands of a skilled facilitator.
So, how do you make sure your game has the impact it deserves?
Pedagogy vs. Andragogy — Why It Matters
When we talk about learning theory, pedagogy usually gets the spotlight, it’s all about teaching children. But in executive education, we’re working with adults who bring years of experience, expectations, and preconceptions into the room. That’s where andragogy comes in.
Having designed games for both children and adults, I’ve learned that adults learn differently. They want:
- Relevance — content that ties directly to their work and challenges.
- Autonomy — the ability to make choices and see the consequences.
- Respect — recognition of their existing knowledge and contributions.
- Application — opportunities to test theories in practice.
Executive education games thrive when they balance these principles. It’s not about telling participants what to think, but creating a safe space where they can test, explore, fail, recover, and ultimately learn by doing.
The Impact and Benefits of Games in Executive Education
Well-run games can create lightbulb moments that lectures alone rarely achieve. Some of the biggest benefits I’ve seen include:
- Immersion — games bring concepts to life in a way that’s memorable and engaging.
- Safe failure — participants can test risky strategies without real-world consequences.
- Collaboration — games build trust and rapport among teams, especially when competing under time pressure.
- Reflection — the debrief after the game often sparks the richest conversations, as participants connect gameplay to their day-to-day roles.
It’s in these moments of “aha!” that the theory sinks in and participants begin to own the learning.
Tips and Tricks for Running Games Successfully
So, what separates a mediocre session from a transformative one? Here are a few lessons I’ve picked up along the way:
- Set the tone early
Establish clear expectations and create psychological safety right from the start. Adults can be self-conscious about “playing a game,” so explain why the activity matters and how it ties to their work. - Balance competition and collaboration
A little competitive spirit fuels engagement, but too much can derail learning. Frame the game as an opportunity for discovery, not just winning. - Keep instructions simple
Overly complex rules will stall momentum. Break instructions into bite-sized steps and use visuals where possible. - Facilitate, don’t dominate
Your role isn’t to lecture but to guide. Ask probing questions, observe group dynamics, and keep energy levels high. Let the participants drive their own learning. - Design for interaction
Whether digital or in-person, build in opportunities for participants to talk, share, and reflect. Learning sticks when it’s social. - Plan the debrief carefully
This is where the real learning happens. Connect the game experience back to theory, then to practice. Ask: What did you notice? What surprised you? How does this play out in your workplace? - Flexibility is key
Technology may glitch, groups may react differently, or time may run short. Be ready to adapt while keeping the core learning intact.
In Conclusion
Running an executive education game is both an art and a science. The design needs to align with adult learning principles, but it’s the facilitation that truly determines impact. When done well, these games don’t just teach concepts — they spark lasting behavioural change.
So whether you’re running a digital simulation or an in-person workshop, remember: keep it relevant, keep it engaging, and most of all, keep it human.
Are there any key points I’ve missed that you would add?
Leave a Reply