Elite Commander Beta Testing

After two years in development P2L’s highly anticipated leadership based game Elite Commander has officially reached beta testing. Elite commander is a game that both incorporates fast-paced shooter elements & relevant leadership skills into a cohesive package.

 

The P2L team has employed a slew of beta testers from different age ranges to play, analyze, and critique the game for further development. The utlization of this method helps game developers find bugs, inconsistencies, and make overall improvements to game health. 

Elite Commander Beta Testing Simulated Image

Elite Commander is P2L’s immersive new leadership game, one where you’ll learn relevant real-world skills in the confines of a fun, chaotic map. Your player will lead a team of three soldiers; a sniper, medic, and brute as you traverse a harrowing battlefield. You’ll have to rally your troops, and effectively work together to achieve success.

Play-testing elite commander is open to everyone, and those who participate will receive free in-game cosmetics. In a play-tester, we’d look for someone with an eye for good content, and a knack for constructive criticism. The process is designed to weed out any inconsistencies, bugs, and playability errors within the game itself. Most play tests last for at least 4-6 rounds, as the game development process is long and intricate.

If you’d like to contribute to Elite Commander Beta Testing, please let us know here.

It will be available to play on both PC and Mobile.

Problem Solving and Decision Making

Problem-solving and decision-making are like the two sides of a coin. They exist together yet have separate faces and need separate skills to tackle. However, they both have the same attributing factors.

These factors that result in a problem are lack of proper communication which runs both ways. Active listening and asking the right questions.

No matter what business you run, you go through situations of problem-solving and decision-making. In this leadership development course, you will learn to effectively lead people to solve problems and coach them to become clear decision-makers. With our customized learning management systems, you will now have the tools to deliver creative solutions for your everyday business problems.

There are four stages to learning the technique of effective problem solving and decision making.

 

Four stages of problem-solving and decision-making

 

Let’s take a deeper look into these four aspects of problem-solving and the decision-making process.

Anticipate

When there is a problem there is a cause that led to the problem. As a leader, the ability to anticipate a problem gives you an edge to tackle the situation ahead of time. Organizations have to therefore define problems, and outcomes, and create a goal statement that will guide employees to make decisions when needed. In larger companies, this cannot be achieved by one person. You need to have an open discussion with your employees, ask relevant questions and then define your problems and goals statement.  This is the first stage of problem solving and decision-making. When you take care of this stage, you can potentially prevent many problems from occurring in the first place.

Analyze

At this stage, we know there is a problem on hand. It is essential that people with the authority to make decisions must be ready to roll up their sleeves to get to the root cause of the problem. There are several management techniques that can help you create a process map to break down the problem situation and analyze it in-depth to arrive at a solution. If you are unsure, ask us how at games@p2linc.com

Identify

Brainstorming will bring out the best creative solutions to any problem. So lay down the process map, and chalk out all the probabilities as a team. This collaborative stage of the exercise will help you identify solutions for not just the problem on hand but will help diagnose multiply roadblock scenarios and prepare you for success.

 

Team collaborating in problem-solving and decision-making

Resolve

We like to call this a stage of taking charge. This is a two-step activity. The first part involves recording the process after going defining, analyzing, and identifying the problem. Documenting the whole process step-by-step for the benefit of the entire organization. Having historical data of what, when, and how will help in planning a future course of action.

The second part of this resolving stage is the most important of all, which is communication. Most problems occur due to a lack of communication. So, learning to covey the problem and solution is an essential skill for every member of the team.

Enroll in our problem-solving and decision-making course to learn these techniques in-depth. If you wish to customize these courses to meet your company’s specific needs, get in touch with games@p2linc.com

 

Accountability

Accountability means an obligation that an individual or team accepts to take ownership of. It is about taking personal responsibility for a job to be done. We can easily achieve this by simply showing up and doing the things that one has committed to. While doing so, we must trust our teammates and know that we can count on each other to get things done.

Why is accountability important?

For an organization to achieve its full potential, it is vital to build a healthy accountability culture across the board.

As a leader, do you face difficulty in getting your teams to showcase accountability?

If you answered yes to the above question, you have come to the right place.

You’ll notice that your employee’s job satisfaction levels increase when you let them own a piece. What does owning a piece mean? It does not mean that you are giving them ownership of your business. You are giving them the freedom to make decisions and making them responsible for their actions at work. Companies that adopt a culture of accountability have proven to improve their productivity by setting expectations and eliminating surprises for their employees.

Make your team accountable

How to build an accountability culture in your organization?

The transformation of your leadership style to accommodate an accountability culture might seem overwhelming at the beginning, but as you embark on this journey, you’ll notice that your teams have aligned with your company’s values and they have become more competent than before.

Let’s look at some of the key elements in shaping your company’s accountability culture.

Define Accountability

The first step in setting up an accountability culture in an organization is for leaders to have a clear definition of what, who, and how chalked out. There should be clarity on the expectations, what are the immediate goals and future goals, their timelines, how to measure growth, and ensuring that the resources to deliver are made available. If you don’t know how to define your company’s accountability culture, we can help you with it. Ask us how at mike@p2linc.com

Discuss Choices

The next step in the path of nurturing an accountability culture in your organization is to have conversations with your immediate team members and employees at the designing stage. We can collate this by conducting surveys, and weekly or monthly meetings. Engaging your teams to know what will motivate them will help you establish an accountability relationship. Giving employees the needed autonomy to accomplish their tasks with a focus on company goals will lead to an increase in productivity.

Identify Obstacles

Then comes the most exciting part of the accountability culture-building process, which is tracking your company’s progress. Collect data to track employees’ understanding of the company’s objectives and their personal goals. Aligning individual growth with that of the organizations eliminates ambiguity and builds healthy employer-employee relationships. That brings us to the next step of communication through mentorship.

Offer Mentorship

It’s time to use the metrics and identify employees who need mentorship. Not having clarity on what’s next builds stress and reduces the ability to perform. Knowing where we stand in the game helps us to figure out our next move. Offer coaching to your executives from time to time so they clearly understand their responsibilities, thus making them accountable for their actions.

Offer mentorship to build accountability culture

Recognize Results

The ultimate step of inculcating an accountability culture within your teams is to recognize every small and big milestone of everyone in the organization. Peer elevation plays an immense role in keeping employee motivation in a healthy place, resulting in them taking ownership of their actions and consequences.

Send in your enquiries to know how you can build an accountability culture that’s best suited for your organization. Our team will be happy to equip you with the five-step model to create accountability within your teams.

 

Business Communication Style Assessment

There is a light bulb in the middle of the blackboard. Around the light bulb are 6 circles drawn with a chalk with lines all emphasizing the light bulb

 

People’s business communication style is different from their everyday communication style which they use when they are outside of the company, when they are at home, or when they are with friends. This is because there are professional expectations for your conduct at work that don’t exist at home. Think of a business communication style as a combination of your personality type, your worldview, and your focus at work.

We all have different communication styles and most of the time we can adapt them depending on who is listening, or who we are talking to. It is important to understand a person’s communication style because of the psychological effect of communicating with them and the way they want to be communicated with. When the style aligns, your communication flows, it leads to better retention of information and the listener is at ease with the conversation.

 

Here are the 4 business communication styles and their strengths and challenges :

Transcender

Your question is usually “What?”. You value results, doing and achieving. You know your objectives. You are down-to-earth, direct and decisive. You are energetic and make quick decisions.

Strengths

As a Transcender, you get along best with other Transcenders outside of work. But you may argue frequently with Transcenders at work, but usually over the best ways to do things and without emotion. You get along well with Systematicians because they are “Why?” people who are focused on accuracy and facts.

Challenges

Strategists and Socializers are more difficult for you to work with, because they both like lengthy discussions, and are much more concerned about the importance of ideas and relationships than you are.

 

Strategist

Your question is usually “Why?”. You value innovation, ideas and theories. You know your master plan. You are imaginative, charismatic, provocative, creative, but sometimes unrealistic.

Strengths

As a Strategist, you get along with other Strategists because they too are passionate about their ideas and the possibilities of improving the world. You get along well with Socializers because they are “Who?” people, and are always ready to share stories and have a lengthy conversation. 

Challenges

Transcenders and Systematicians are more difficult for you to work with, because they both focus on brevity and are either too heavily focused on the results (the What) or the details of “How” which are not as interesting to them as the “Why”.

 

Socializer

Your question is usually “Who?”. You value people, teamwork, feeling, cooperation, beliefs and values. You know relationships. You are empathetic, warm, perceptive and sensitive.

Strengths

As a Socializer, you get along with other Socializers, especially and can discuss common friends at length. You also get along with Strategists or “Why” people who are passionate about their ideas and happy to discuss them. 

Challenges

Transcenders and Systematicians are more difficult for you to work with, because they both focus on brevity and are either too heavily focused on the results (the What) or the details of “How” which are not as interesting to you as the “who?”, or the people involved.

 

Systematician

Your question is “How?”. You value facts, procedures, organization, analysis, proof and details. You know their methodology. You are patient, factual, systematic, wordy and unemotional.

Strengths

As a Systematician, you get along very well with other Systematicians especially if your logic and observations agree. You also get along with Transcenders or “What” people and appreciate their brevity and results focus.

Challenges

Strategists and Socializers are more difficult for you to work with, because they both engage in dialogue that strays from the topic or are too focused on their feelings and relationships rather than how the job should be done.

 

P2L’s Business Communication Style Assessment can help you further understand your communication style and how you can adjust your style to better communicate with your colleagues, clients, and business partners by identifying theirs.

 

What your Employees Need to Know to Make your Company Successful

Company success isn’t always determined by the degrees of your employees. The key predictors of any company success are marketing, selling, networking, management, negotiation, and communication. Not only this, the success of a company is directly linked with success of its employees. A company that has employees mastering these skills is a great package and nothing can stop its growth.

Team working together

Ensuring your employees succeed should be the prime focus of any company, because a hard working employee will get the job done, but if you don’t enhance their business abilities, their career will stagnate which will ultimately impact the success of your company. Here are some of the most important employee skills to focus on.

Ability to lead

The skill of convincing and guiding people with the goal of attaining established goals and objectives is known as leadership.

To get the most out of your employees and increase production, you must be able to encourage them. To ensure that your staff are pleased, do frequent assessments and progress meetings (at least every six months). Spend time listening to their concerns and requirements, and do everything you can to assist them. When people are at happiest, they work the hardest.

If you want to expand your team or business, you’ll need to employ additional people – leadership skills are crucial for attracting top talent and keeping them on board during difficult times.

Ability to communicate

Communication is the foundation of all workplace contact; it facilitates the transmission of ideas, innovations, and viewpoints.

Communication aids in the development of loyal workers, the attraction of repeat consumers, the identification of new suppliers, and the protection of investment.

Skills in negotiating

With practice, you’ll be able to figure out what negotiating methods work, as well as what to say and how to say it, so you can get the greatest bargains for your company. The better you are at negotiating, the more money you will save from suppliers, the more money you will obtain from investors, and the more you will be able to charge consumers, all of which will help your company to expand.

Make it a habit to bargain for lower pricing every time you buy or order something in your daily life; it will provide you with essential experience and help you figure out which strategies work best for you. It will demonstrate how, nearly always, if you simply ask, you may receive something additional or at a lower price.

Business networking

If you took a sample of ten directors of a company and asked them how they managed to get to the top in the competitive corporate environment, chances are high that most of them will mention networking.

Networking in business is one of the most efficient, low-cost ways of creating and converting sales opportunities. It will give you, your team or your business the necessary edge to succeed in the current marketplace.

Management Capabilities

Someone who can plan and execute projects, manage employees to complete tasks, and take responsibility when issues develop is required in every commercial context.

When it comes to promotions, a good knowledge of management, like leadership qualities, sets you ahead of your peers.

Many business owners and managers fall into the trap of failing to delegate because they are hesitant to relinquish control. Delegating responsibilities to others in the company or outsourcing to contractors may be part of efficiently managing your time. Determine which duties are most essential to you, or which tasks you excel at, and attempt to delegate the rest.

Employers’ role in making employees successful:

Throughout the employee lifetime, proactive facilitation of the greatest employee experience is defined as employee success. It entails strategic planning on how to assist workers in a way that allows them to accomplish their best job while also facilitating high productivity and engagement.

  1. Pay attention to your employees’ wants and requirements.

You should check your employee’s pulse on a frequent basis. Listening to your workers’ wants and concerns can help you better understand how they feel and how you can assist them accomplish their best job, which is the goal of employee success.

  1. Make HR a strategic partner in your firm.

It might be a good time to make HR a strategic business partner. Why? Because HR specialists can assist you in responding to a variety of current workplace difficulties and advise you on what steps to take to ensure the success of your staff.

  1. Keep your coworkers updated.

You can have a negative influence on your employees’ experience if you don’t communicate timely and effectively. This is especially true during times of crisis, when effective communication is a top concern for companies all around the world. During the epidemic, we saw several updates from local governments, revisions to working regulations, and safety suggestions sent to employees, for example.

  1. Assist employees in their personal and professional development.

Employees think that they are not achieving their full potential in 70% of cases. Millennials and Generation Z, on the other hand, place a greater value on professional development and advancement than previous generations.

Providing opportunity for your staff to advance and take on new responsibilities is critical to their success. Employee development also boosts retention and encourages creativity among employees.

When you invest in the success of your workers, they notice! The amount of time, resources, and effort you invest in your own personnel has a direct impact on employee motivation. Naturally, when people are motivated and their morale is raised, their productivity rises as well.

Take a look at our courses which are planned and designed for employees and companies with core focus on the latest skills required to excel in the industry.  We also customize courses based on your needs. Also check our recently launched 3D leadership game which is a fun way of developing leadership skills of your team, while they combat in a battle field.

Business Communication Styles Assessment

puzzle to fit right

Everyone has their method of communication, and people may switch between styles based on the situation, audience and experience. Nonetheless, we all have communication styles that come naturally to us. Recognizing the underlying differences between diverse communication styles will enable you to effectively communicate with anyone, regardless of their — or your — intuitive type.

P2L’s Business communication styles assessment will give you an idea of your leading communication style and four major styles, under which you can categorize the majority of speakers, knowing their strengths and challenges they face you can adapt the style as required to communicate effectively. Each type of Business communication style has distinct characteristics that set it apart from the others.

Let’s look at the differences between these approaches and the style they might find challenging to deal with :

TRANSCENDERS 

Description

Your question is usually “What?”. You value results, doing and achieving. You know your objectives. You are down-to-earth, direct and decisive. You are energetic and make quick decisions.

Strengths

As a Transcender, you get along best with other Transcenders outside of work. But you may argue frequently with Transcenders at work, but usually over the best way to do things and without emotion.

You get along well with Systematicians because they are “How?” people, who are focused on accuracy and facts.

Challenges

Strategists and Socializers are more difficult for you to work with, because they both like lengthy discussions, and are much more concerned about the importance of ideas and relationships than you are.

 

STRATEGISTS

Description

Your question is usually “WHY?”. You value innovation, ideas and theories. You know your master plan. You are imaginative, charismatic, proactive, creative but sometimes unrealistic.

Strengths

As a Strategist, you get along with other Strategists because they are too passionate about their ideas and the possibilities of improving the world. You get along well with Socializers because they are “Who?” people, and are always ready to share stories and have a lengthy conversation.

Challenges

Transcenders and Systematicians are more difficult for you to work with because they both focus on brevity and are either too heavily focused on the results (the What) or the details of “How?” which are not as interesting to you as the “Why?”

 

SOCIALIZERS

Description

Your usual question is “Who?” You value people, teamwork, cooperation, feelings and beliefs. You know relationships. You are empathetic, warm, perceptive and sensitive.

Strengths

As a Socializer, you get along with other Socializers, especially and can discuss common friends at length. You also get along with Strategists or “Why?” people who are passionate about their ideas and happy to discuss them with you.

Challenges

Transcenders and Systematicians are more difficult for you to work with because they both focus on brevity and are either too heavily focused on the results ( the What) or the details of ” How?” which are not as interesting to you as the ” Who?”, or the people involved.

 

SYSTEMATICIANS

Description

Your question is “How?”

You value facts, procedures, organization, analysis, proof and details. You know your methodology. You are Patient, factual, systematic, wordy and unemotional.

Strengths

As a Systematician, you get along very well with other Systematicians especially if their logic and observations match with yours. You also get along with Transcenders or “What?” people and appreciate their brevity and focus on results.

Challenges

Strategists and Socializers are more difficult for you to work with because they both engage in dialogue that strays from the topic or are too focused on their feelings and relationships rather than how the job should be done.

Effective workplace communication is critical because it not only helps you achieve your daily objectives but also has a big impact on your career. The business communication styles of both you and your colleague are crucial to a successful partnership.

 

Understanding your particular communication style will assist you in communicating more successfully, as well as being heard and listened to. The term “communication” covers a wide range of topics. It includes topics like goal clarity, strategy clarity, transparency, engaging and influencing others, persuading others, bargaining, articulating ideas, and so on.

P2L encourages you to take this assessment, to know your business communication style and adapt it in your conversation with your colleagues, clients and stakeholders, by identifying theirs.