"You can learn more about a person in an hour of play than you can from a lifetime of conversation" – Plato
The name 'LEGO' is an abbreviation of the two Danish words "leg godt", meaning "play well". It’s our name and it’s our ideal.
The LEGO Group was founded in 1932 by Ole Kirk Kristiansen. It has come a long way over the past almost 82 years - from a small carpenter’s workshop to a modern, global enterprise that is now. in 1995 it was lead by Kjeld Kirk Kristiansen, the grand child of the founder, he was dissatisfied with the results of the company’s strategy-building training sessions he attend, At the same time, two professors from IMD business school in Lausanne, Johan Roos and Bart Victor, were also becoming concerned about the poor results from traditional strategy-development techniques.
In 1994, in cooperation between Johan Roos and Bart Victor from IMD and Kjeld Kirk Kristiansen from LEGO formed a small company called Executive Discovery LTD.The company use of building LEGO® bricks to tap into the unconscious knowledge that each individual possesses.In 2003 Robert Rasmussen Director for Educational R&D in LEGO,developed and launched the LSP concept. In 2004 LEGO integrated the Lego® Serious Play® (LSP) brand into the company’s portfolio.
Lego® Serious Play® is a way to build better business, it’s a powerful tool designed to enhance innovation and business performance. Based on research which shows that this kind of hands-on, minds-on learning produces a deeper, more meaningful understanding of the world and its possibilities, the LEGO® SERIOUS PLAY® methodology deepens the reflection process and supports an effective dialogue – for everyone in the organization. The LEGO® SERIOUS PLAY® methodology is an innovative, experimental process designed to enhance innovation and business performance.
Fully harvest the insight, ideas and imagination available in your organization. The LEGO® SERIOUS PLAY® methodology taps into the human ability to imagine – to describe and make sense of the business at hand, to initiate change and improvement, and even to create something radically new
The LEGO® SERIOUS PLAY® methodology is a facilitated technique which unlocks the potential of all the participants in the workshop
At its core, it is about solving complex issues by building models using LEGO® bricks. The metaphors in the models serve as the basis for group discussion, knowledge sharing and problem solving and help foster creative thinking and finding unique solutions
The Method is offered by risconsulting who have undergone a certification process.
It is based on a robust set of theories and was developed by the LEGO Group.
All LEGO® SERIOUS PLAY® workshops are group processes and designed around a relatively limited number of powerful core concepts. These conceptual modules can be configured in multiple ways to best meet your needs. A workshop based on the LEGO® SERIOUS PLAY® materials and methodology varies in number of participants and time depending on the topic. Usually a one full-day session is effective. At its shortest, a session takes three or four hours; the longest sessions may extend to three days.
Organizations, whether private or public, use the LEGO® SERIOUS PLAY® materials and methodology when they want unlock the full potential of their employees – and when they want everyone to participate, contribute and commit to the solution. Typically the workshops focus on challenging issues or developing strategies.
The LEGO® SERIOUS PLAY® materials and methodology are effective when there is more than one possible right answer, and when the organization wants to harness all available knowledge in the team in order not only to find the best possible solution but also to get the strongest possibly commitment.
The LEGO® SERIOUS PLAY® materials and methodology are particularly effective when
the subject is complex and multifaceted and there is a need to grasp the bigger picture, find connections and explore options and potential solutions
it is important to reach decisions which everyone commits to and honors after the meeting even though he or she does not agree 100%
asking each team member or participant the same question results in substantially different answers
everyone in the group has an interest or stake in what is on the agenda
it is important that everyone participates in the discussions and contributes with his or her knowledge and opinions
you want to increase team understanding and at the same time avoid frustration
you want to use the time efficiently
there are no obvious answers
you would like to gain new learning, insights and new ways of thinking
you want to deal with tough and complex issues in a constructive atmosphere
it is vital that participants speak their true feelings without intimidating anyone or being intimidated
you have a situation in which a few members tend to dominate the discussions and you want to break that routine without offending anyone
you have a group which feels meetings tend to be a waste of time
you want to create a level playing field for discussion
your meetings or learning events tend to focus more on the messengers than on the messages
you want to avoid excuses or lack of initiative after the meeting
there's a risk participants feel they were not heard or involved in the decision
you want to ensure that all participants share a common understanding and frame of reference.