Creating or managing a company that motivates people.

Imagine how it would be if all of your employees from all level of your organization would understand how your business works?
How it would be if your organization would have a larger vision of what are the influential economical factors, the technologies, the competition and the market realities?

... if your employees would have a better understanding of the strategies of your business, more common-sense then obscure visions and missions ?

... if they would understand your abilities and the one from your organization, if they would know exactly what is required from them to reach your strategic goals ?

… how would be your organization if they understood how you establish your markup and how they could help to improve it ?

… if they really understood the necessity to reach the goals of the shareholders in a world fiercely competitive, where the investors have so many alternatives for their investments ?
… if they understood where you take the money to pay the bills, the expenses, their salaries and the new investments?

… if they understood the real cost of developing and launching a new product ?

… if your employees would understand that the customers have different needs and that they require personalized treatments ?
Many leaders argue that the lack of communication is one of the biggest obstacles, one that compromises any changes, however, we believe that the problem is deeper.
In many organizations, lack of trust and fear are the true responsible, they are the one that will compromise any changes. The antidote, we believe is knowledge – knowledge of the reality that defines the future of the organization.
We, of Eureka – Officina de Idéias, do not train people. Our methodology consists in the positioning of strategies, mainly to make people understand them and to increase their capacity to carry through changes. These changes do not involve drastic modifications of behavior or the development of a bunch of theories, but they demand to implement the necessary actions in order for the company to grow and prosper.
As Socrates, we believe that few answers exist that can be classified as right or wrong; simple questions must prevail, better the questions better the answers.
Our belief is that people learn more easily in small groups, guided by a moderator that stimulates the learning process. No leaders or business experts are needed, the moderator will encourage consensus through provocative questions in the form of scenarios such as : “how would it be if…”.
We have noticed that an abyss exists between the vision of the organization and the understanding of that same vision by the people of that organization.
A leader would say: this is our vision.
A subordinate would answer: what does it mean exactly for me and my staff?
We now understand that the only way to cross this abyss is to supply each employee with the same business vision. If not, the people will follow the lines of direction of their leader, but, in the end they will act on their own account. This is terrible for companies that need changes. That means that the leaders can't sale an idea or persuade its employees to cross the abyss. They must lead the way so that everyone helps to build the bridge and cross it. When we started to develop our Process Simulator (visual maps), we asked ourselves two essential questions:

1.How do people learn?

2.How can a great number of persons can understand complex details and manage with them ?

We concluded that one learns visually. Aristotle said “the soul doesn't exist if we cannot visualize it”. We have learned that these visualization tools accelerate the learning process.
If visualization is our first belief; our second one is a specific, strategic and directed dialogue. It is the Socratic dialogue. The great Greek philosopher developed a system to instigate his disciples to encircle the truth. It prevented him to present his own conclusions, to the contrary, he instigated his disciples to explore and speculate.
It is on the basis of these principles that we developed our Serious Game methodology.
Serious Game is a platform that was developed in order to improve business management. Serious Game is a didactic business-oriented platform of qualification for management
Serious Game is a methodology of learning based on three levels:

Individual - Auto-learning.
Group - The individual learns with the group. Systemic - The group learns with the groups. Three simulators are used in our methodology:

1. Analysis & Decision Game – Stimulates the decision making process.
2. Process Simulator – Stimulates team play.
3. Real Time Business Game – Stimulates the understanding of a system and the development of strategies. These three elements can be applied together or separately.