Game-based Profiling
Award-winning People Analytics
FLIGBY’s game-results analytics provide detailed insights into your decision-making processes and leadership effectiveness, helping you identify strengths and areas for improvement.
Our simulation-based assessment requires the player to make decisions at crucial moments of the interactive movie that influence the storyline and outcome. FLIGBY seamlessly incorporates the player’s decisions to create a dynamic and engaging interactive experience. The simulations’ role skill measurements are based on non-intrusive observations yielding unbiased outcomes.
The creator of FLIGBY, the ALEAS Group, is an award-winning serious-gaming lab (with operations in Los Angeles, CA, Austin, TX, and Budapest, HU) recognized as the “International Serious Play Award, Gold Medal” winner for the best corporate game or the “Global Champion Award” for its innovation in pedagogy. ALEAS earned these accolades for the high-level unity and quality of its products’ design, narrative content, and behavior analytics.
A methodology of establishing leadership skill profile using gameplay data
FLIGBY measures individual and team performance through advanced behavior analytics, tracking decision-making patterns, emotional intelligence, and interpersonal dynamics within immersive business simulations.
By analyzing real-time interactions and outcomes, FLIGBY provides participants with actionable feedback highlighting their leadership strengths and areas for growth. This innovative approach allows users to experience high-stakes scenarios without the consequences of real-world failures, fostering a safe space for learning and experimentation. The simulated environment mirrors authentic workplace challenges, enabling participants to develop critical skills in a realistic context.
Furthermore, behavior analytics offers more profound insights into personal and team dynamics, revealing how different styles impact overall success. This data-driven methodology enhances self-awareness and encourages adaptive learning strategies tailored to individual needs. As participants engage with FLIGBY, they gain invaluable experience in conflict resolution, strategic thinking, and collaborative problem-solving. Ultimately, this unique blend of simulation and analytics transforms personnel development into a targeted, engaging, and impactful experience. Join FLIGBY today and elevate your professional growth through cutting-edge behavior analytics!
At the Game’s end, FLIGBY provides an individual report to each player on their skill set, with a range of benchmarking options available.
In FLIGBY, each player‘s leadership profile comprises scores on the 29 leadership competencies. At the end of the simulation, the profiles of those who have completed the Game are automatically generated. The automated and pre-programmed algorithm embedded in FLIGBY’s sophisticated Master Analytics Profiler (MAP) routinely records every player’s stroke and analyzes the results complexly.
FLIGBY would not have been possible without Prof. Csikszentmihalyi’s active participation in its development. He provided practical insights for embedding Flow-promoting leadership in FLIGBY’s learning model and defined the scientific framework for measuring soft skills in FLIGBY.
Flow-proven methodology for skill-assessment
Prof. Mihaly Csikszentmihalyi played a pivotal role in conceptualizing the framework for our simulation-based assessment, drawing from his extensive research on human behavior and optimal experience. His expertise in flow theory was instrumental in designing assessments that focused on how individuals can achieve peak performance through engagement, creativity, and fulfillment in their roles.
Prof. Csikszentmihalyi helped establish behavioral metrics within the assessment, ensuring that evaluations reflect genuine competencies and the capacity for collaboration and innovation in organizational settings. His involvement ensured that FLIGBY’s assessments are not just theoretical but grounded in practical applications, enabling organizations to understand better and enhance their workforce dynamics.
Game-based profiling: we measure behavior
Please note: ALEAS’ people analytics scores NOT “who you are” but “HOW YOU BEHAVED.” We must emphasize that our measurement does not reveal a particular personality trait. We measure the frequency at which a person uses 29 people skills when presented with various conflicts. In that way, we assess how the player behaved, not who the player is.
How did FLIGBY’s team design this award-winning game-based profiling? On each of the approximately 90 of the more than 150 decisions that the “GM” has to make in the Game, there are anywhere from two to five choices. On each decision, two independent FLIGBY expert teams ranked the answers from the “most appropriate” (in which case the player gets positive feedback within the Game already, and the algorithm scores positively on some aspects of the player’s skills profile) to the “least appropriate” (in which case, and in all the in-between cases, the skill scores do not change).
On the decisions subject to scoring a player’s skills, the two independent expert groups agreed on the “best” decisions. (In a few cases, they also scored positively on the still acceptable “second best” decision.) Most decisions during the Game are assumed to require (and thus reflect) anywhere from one to half a dozen of the 29 leadership skills. In each instance, when a player makes the “most preferred” (“ideal” or “best” choice; however, these labels should not be interpreted literally), they earn a point for the decision.
The maximum number of points earned for each particular skill is standardized at 100%. This makes it possible to determine each player’s percentage score on each skill. This approach facilitates comparing a player’s skill level among the 29 skills with the average of the group the player was a member of. The approach also allows comparative analyses vis-à-vis other cohorts across industry sectors by nationality background, job tasks, etc.
Since companies operate in different industries, purposes, and business contexts, they often identify specific management/leadership competencies. Organizational success typically requires a contextually different blend of skills. Each such “blend” can be custom-made from the FLIGBY 29.
FLIGBY’s Feedback Universe
The measurement of People Skills examines whether the user’s choices align with the Flow-promoting leadership approach. After finishing the FLIGBY game, the player is presented with a game results assessment that provides comprehensive results on the frequency with which they used the 29 Flow-inducing people skills. The evaluation can be used for individual development and can be configured to compare the player to:
- All FLIGBY players
- Their cohort
- Custom comparisons by other benchmarks (like industry, leadership level, etc.)
The quality of a leader is not determined by test scores but by the decisions players make. The essence of FLIGBY is a business simulation, placing the leadership and organizational dilemmas into a narrative context (managing the Californian Turul Winery). Thus, each game player becomes a part of the story in which their leadership decisions are based on information organized by them.
Since the situations are complex and each player’s personality will influence their choices, there is no single correct answer. However, some solutions are more optimal than others.
Check out FLIGBY’s Game-results Assessment Center for the latest analytics!