The Game of Work

Product Information

Not all office games need to be focused on something like team building or team bonding. In fact, playing games during break time is a great way to recharge your batteries and get ready for the next half of your shift.

Next, I read the The Inner Game of Golf. Although it too was helpful and provided some insights, it was clear that the author was less comfortable in the context of golf rather than tennis. It was also clear that the "inner game" method, as it applied to golf, was less rigorously tested. Finally, each player draws legs. Unfold the creations to see what group creativity looks like! 27 – Paper Plane CompetitionThis is probably not the best game for serious business functions, as it’s not particularly pleasant. In fact, the game creators themselves describe this game as “a party game for horrible people”. But if you don’t mind a bit of inappropriate language, then Cards Against Humanity will have you and your colleagues in stitches for your entire lunch break. There is a saying in Japan that the lone nail gets hammered down. I find that to be ever so true in my twenty-five years of business experience. Seminars, workshops, on-the-job training, and countless other programs and processes are all geared toward improving our collective performance, while often pushing our individual identity further into obscurity. The net result of this process is that we begin to view ourselves through the lenses of what we do. Our business card soon no longer defines what we do, but who we are. I believe this conventional approach is the most difficult path to sustained corporate and individual performance because it conflicts with our human nature. The "inner game" is based upon certain principles in which an individual uses non-judgmental observations of critical variables, with the purpose of being accurate about these observations. If the observations are accurate, the person's body will adjust and correct automatically to achieve best performance.[5] Gallwey was one of the first to demonstrate a comprehensive method of coaching that could be applied to many situations, and found himself lecturing more often to business leaders in the U.S. than to sports people.[6]

Why are so many people uncertain where their field of play is for work- what is in bounds and out of bounds? To its credit, the book gives some ideas about how to undertake nonjudgmental awareness in your work activities by identifying important variables on which to focus; gives the reader a reminder that they should control their flow of work, not let their flow of work control them; and to remember that THEY are the CEO of their work-product and, therefore, control how to distribute the scarce resources that are inherent in any work/personal/family life.

Director of Product Development at Workstars. As HR teams innovate to meet the people challenges of today, trust, culture, values and engagement matter more than ever. This is where Jason spends his time. The central idea in this book is that there is a better way of thinking about working and learning that comes down to giving more priority to our inner capacities and whishes and less to external expectations, norms and instructions. Learning to let go and trust is the greatest gifts that we can give to ourselves and each other. Instead of organising a competition between teams, one great idea is to organise a challenge between other businesses or organisations. While this isn’t appropriate for everyone, if you work in an area where many businesses operate, then you might find they are more than willing to put a team forward for the occasion. Another game that’s all about digging into each other’s histories, a game of Never Have I Ever is typically used at parties, and alcohol is often involved. It can get pretty wild, and the subject matter can sometimes get a bit inappropriate… so you might want to set some house rules first. But this game can actually be a really great ice-breaker for new colleagues to get to know one another better.