Can LEGO® SERIOUS PLAY® Help Us with Employee Learning and Development (L&D)?.

The answer is very short. Yes, it can, if we know the industry well enough to create a good enough, if not excellent, scenario.

Generation Z and LEGO® SERIOUS PLAY®

Generation Z, which is starting to enter the business world, refers to individuals born between 2000 and 2010/2015 (depending on the source). We also often encounter names like: mobile generation, e-generation, silent generation, network generation. They have never known a world without the internet, social media, and smart devices. As a result, they are accustomed to a constant flow of information. They are also incredibly skilled at multitasking and rapidly switching between tasks – something that is often essential in today's fast-paced world.

They are completely digital. They swipe. They are connected to the whole world. Most people won't or don't want to understand them. They don't seek approval from parents; they find approval among friends. They are well-behaved, but social skills are not something they boast about. Cognitively, they are very good, but they lack specific experiences.

By cognitive aspects, we mean that they: reason well deductively and inductively, organize information effectively, possess strong mathematical reasoning and memory, are very mentally flexible, good with numbers, original, and recognize patterns. Their perceptual speed is good, but they are very sensitive to problems. Their reaction time is good, but they have highly selective attention and are limited in divided attention. Generally, they understand and visualize well.

However, as we mentioned, they lack specific experiences, and are somewhat weaker in active learning and listening; they are very critical, but on the other hand, their judgment and decision-making are poor.

What Does This Mean for Companies?

Nothing. Every new generation is different. We were all different from our predecessors and ultimately our bosses/managers/leaders. We're joking, of course it means something, but we've already written about it and will continue to do so. However, what is noticeable with Generation Z, as we mentioned, is that their judgment and decision-making are somewhat weaker (experience?), as is their active listening; they might also have minor issues with learning strategies and negotiating.

But regardless of what characterizes Generation Z or not, employees need to be developed. Both personally and professionally. The question is, how to do it? How to design education for new (and somewhat older) generations? How to reconcile differences in an educational sense?

Ex cathedra? Demonstrations? Exercises? Is playing perhaps more natural for them? Different groups? What about internal company collaboration then?

Structured Life and Creativity

What is our current situation?

• Employee stress has reached an all-time high, according to Gallup's 2022 annual report on the global workplace.
• “Poor interpersonal relationships are the main reason we quit,” Research in Croatia, MojPosao.hr, February 2022.
• “Every other person considers quitting more now than two years ago (51%), one-fifth (22%) does so equally often, while 27% of respondents juggle with that thought less frequently today,” MP 2022.
• Employees are 4 times more likely to quit if their leaders have low EQ than if their leaders have high EQ, according to a 2015 Gallup study.
• Although 95% of people believe they are self-aware, in reality, only 10% to 15% truly are, according to a five-year research project by organizational psychologist Tasha Eurich, Harvard Business Review, 2018.

Given the current situation in our country, around us, and in the world, the fact is that our attempts to have a "structured life" kill both our emotional intelligence and the child within us, and thus creativity. We become less emotionally responsive, more closed off. Ultimately, we deal with (negative) emotions with more difficulty. Also, it is important to emphasize that research has shown that technical competencies reduce the level of emotional intelligence (Harvard Business Review). The question arises, if life can hardly be understood as a game, why not at least do so at work. If "learning by doing" is a well-known model, why don't we also apply "learning by games"?

Why not learn and develop employees through play? Why not use LEGO® SERIOUS PLAY®?

What Is LEGO® SERIOUS PLAY®?

LEGO® SERIOUS PLAY® is a methodology that companies use to help employees think creatively and develop solutions to problems. The method is based on the theory that people can better solve problems when they use their hands to build something, and it is also based on the idea that all people are creative and that by leveraging their own creativity, we can achieve greater success. Why not "awaken" the child that lives within us?

Research has shown that LEGO® SERIOUS PLAY® can help people of all ages think more creatively, solve problems more effectively, and communicate better. However, there are some unique advantages that make LEGO® SERIOUS PLAY® particularly suitable for Generation Z.

LEGO® SERIOUS PLAY® has proven effective in various segments, including human resources. In one study, it was used to help a group of HR professionals generate new ideas for employee development. The group was able to generate more ideas and find more creative solutions than when they brainstormed.

If you're looking for a way to foster creativity and problem-solving in your business, LEGO® SERIOUS PLAY® might be worth considering.

Why Is LEGO® SERIOUS PLAY® Good for Gen Z?

In a world increasingly driven by technology, it's more important than ever for young people to develop strong social and emotional skills. One way to do this is through LEGO® SERIOUS PLAY®, which has proven to be an effective tool for employees in developing their soft skills.

Some of the benefits of LEGO® SERIOUS PLAY® include improved communication and problem-solving skills, as well as increased creativity and self-confidence. It also raises self-awareness. Furthermore, research has shown that LEGO® SERIOUS PLAY® can also help young people better understand and cope with emotions. In short, it addresses the real situation, or rather, the problems that we all face, both in our private lives and at work.

If we consider the "State of Heart" research, there is an evident decline in the ability to control emotions across all generations, especially among Generation Z.

Overall, LEGO® SERIOUS PLAY® provides generations with a unique opportunity to develop essential social and emotional skills in a fun and creative way.

Finally…

In conclusion, it is evident that the LEGO® SERIOUS PLAY® method is an effective tool for human resource management. The benefits of this method include its ability to promote creativity, collaboration, and problem-solving skills among employees. Additionally, the method can help to increase communication and understanding between employees and leaders, building better and more functional teams.

And that's why the question arises: why not solve the daily challenges we face at work through LEGO® SERIOUS PLAY®, and simultaneously develop skills in employees such as active listening and learning, critical thinking, judgment and decision-making, learning strategies, negotiation...