Lego Serious Play (LSP) is many things despite taking the form of a popular children’s toy. An increasing number of organisations have experienced the potential of LSP workshops, leading to new conversations, perspectives, and solutions that usually fall out of sight.
As the term might suggest, LSP relates to a facilitation methodology where groups come together to improve problem-solving skills and raise self-awareness. The LEGO team formulated the method back in 1996 when they creatively plateaued – leading to a whole new training dimension.
Essentially, LSP is a fun and fulfilling type of andragogy (adult education) that encourages co-creation among diverse minds. Each session involves a certified LSP facilitator who asks the right questions at the right time to invoke creativity and sensemaking.
While LSP can help individuals express themselves more clearly and confidently, there is no denying its tremendous impact on employee experiences.
LSP and Employee Experiences
Modern employee experiences favour a sense of belonging and deep-rooted purpose. However, some organisations may lack an environment conducive to these employee goals. LSP workshops can help bring out the best in every participant (even the most reserved ones) by giving them a chance to express and present their views to the entire group.
Depending on organisational needs, LSP may cater to individuals and groups, departments, or a combination of participants. Each workshop offers a guided journey towards assessing and resolving business or management challenges.
LSP offers a glimpse of how it is like when a workplace functions with a positive culture, where every employee may comfortably speak up without fear of censure or judgement. Organisational experts refer to this phenomenon as a “speak up” culture, where individuals may openly discuss disagreements while promoting a healthy and diverse workforce.
The “Formula” Behind LSP
LSP provides a unique learning experience that involves visual, audio, and kinesthetic elements. As such, participants have the opportunity to engage in thorough, reflective exercises that contribute to more meaningful and insightful dialogues. Perhaps more importantly, LSP reminds participants of listening as a vital component in quality communication. Every unique perspective or opinion may offer solutions to a
Additionally, LSP focuses on unknotting practical workplace issues, which means that participants can immediately apply insights as soon as they return to the office. LSP workshops provide teams with a better understanding of their innovative and creative process while improving communication skills for ideal results.
With optimised communication, organisations can reduce the risks of misunderstanding and conflicts at work, providing significant advantages during crisis times (such as VUCA scenarios).
Optimising LSP Experiences
While attending an LSP workshop may significantly improve individual and group performance, there are various additional measures to help participants reap maximum benefits.
Arrange for Follow-up Discussions
While LSP workshops provide every participant with the chance to speak, there are time constraints with each presentation, and individuals may lack the opportunity to cover every point in detail.
Organisational and departmental leaders should further discuss the findings gathered from the LSP session. Leaders may organise casual meetings where participants have the extra time to develop the ideas and concepts presented in the LSP workshop.
Integrate LSP Elements at the Workplace
Leaders may integrate LSP practices within regular workplace interactions. For example, decision-makers may consult and consider the opinions of every employee before confirming a choice. Leaders may also encourage workers to think out of the box – tapping on creative faculties to resolve an issue rather than relying on fixed SOP.
Evaluate Performance
Every training and development initiative should include a measurable metric that calculates ROI. LSP should be no different. Leaders should speak with employees to discover how they have applied the insights gathered from the LSP session.
For example, if HR managers expressed a lack of connection with employees during LSP, they should work on a suitable response. Additionally, leaders need to gauge the effectiveness of that response. If it fails to achieve desired results, there should be follow-up discussions that refine the strategy. LSP findings should serve as the beginning and not the end-point of positive organisational change.
Create a Culture of Affirmation
LSP serves to connect employees with their inner intentions and thought processes. Leaders should affirm those values highlighted and presented during LSP discussions to help individuals develop existing viewpoints and hone innate strengths. Healthy workplace culture typically involves entrusting employees with tasks and roles assigned to their specific strengths. LSP might serve as the significant first step in creating a more engaged workforce.
Share and Discuss Experiences
LSP attendees can learn a great deal from other participants (i.e., fresh perspectives), especially if they come from similar and relatable backgrounds. Participants may consider reaching out via online LSP forums and Slack channels. Active members may deliver insightful content while expanding professional networks through shared experiences.
Show Staff Appreciation
A little bit of positive reinforcement can go a long way with LSP training. Employers may consider rewarding workers who act creatively according to their vision (provided that it aligns with organisational goals). These small but symbolic tokens may include time-offs, a meal after working hours, or professional development opportunities.
Combine LSP Learning with Other Workshops
While LSP provides teams with greater clarity, innovation, and group dynamics, there’s much more that goes into optimising workplace culture. Organisations may consider signing up for other insightful workshops that complement LSP findings.
For example, CliftonStrengths (Clifton StrengthsFinder) workshops can help leaders identify and develop each worker’s inherent talents to fuel top performance in their respective roles. SoundWave workshops provide participants with improved awareness of their communication style versus how others perceive them to become all-rounded communicators.
Organisations should consider a combination of workshops based on their specific needs and priorities for the most productive outcomes. Elevating learning and development processes at the workplace will enhance employee experiences and result in a skilled workforce – an intangible asset that continues to hold great value in the shifting economy.
StrengthsAsia has helped many individuals and corporate clients empower leaders throughout the region by enabling breakthrough experiences for both leaders and followers. If you wish to learn more about the Strengths Leadership Program, please reach out to us here.
A devotee at the altar of language and a celebrant of expression. Laurenzo has written for various SMEs, MNCs, startups and international brands over the last three years. He specializes in topics of psychology, lifestyle, employee management, and digital trends.
Maalikka is the latest addition to StrengthsAsia’s team of marketing and content extraordinaries. As an avid reader, writer and learner, she’s always on the lookout for new information online or interesting conversations to inspire her. Her other passions include gaming, Netflix and cats.
