30 days

Rated 5.00 out of 5 based on 3 customer ratings
(3 customer reviews)

From  49.00

The game is a unique juxtaposition of confronting viewpoints of people holding different positions within the company. It allows one to see the anxieties and intentions of all the parties to the important change processes taking place in the enterprise.

SKU: 30D Category: Tag:


Approximate game time 1.5 – 2 h    The number of participants min: 8, max: 20, optimal: 1014

The CEO: “We had to take a decision. We felt responsible“.
The Board of Directors: “We thought we were in for a conflict, that they would protest“.
The Production Managers: “We missed a sense of unity“.
The Production Operatives: “We felt disregarded. We came together and discussed how to put up resistance“.

’30 Days’ is a simulation game which transports the players to the final month of an economic slowdown. They are in charge of a small shipyard and their task is to survive the final 30 days of the difficult situation. A positive financial result at the end of the month will mean that the aim has been achieved. A negative result will portend bankruptcy.

At a moment as difficult as this, no simple solutions or quick compromises will do. There are a few possible options: e.g. lay-offs, employment structure modification or production restructuring. One thing is certain – changes are inevitable.

Time is pressing – 30 days in 30 minutes. It is astonishing how much can be learnt about change management in such a short time.

The game will enable you and your group to identify the sources of employees’ resistance to change, as well as the key determinants of successful change implementation.

The '30 days' training game - change management - cover

See an excerpt of the game

It contains: a sample of the game documentation, a description of the typical course of the game, examples of participants’ comments and conclusions, the competency model on which the game is based, and more…

The competencies developed:

  • change process planning
  • reacting to change
  • communicating change
  • process management
  • effects analysis

Additional objectives:

  • Experiencing the situation of organizational changes.
  • Identifying factors which are the source of employees’ resistance to changes.

Example conclusions of the participants

We should:

  • Show more initiative.
  • Make sure that the employees know that they can take initiative.
  • Communicate with the superiors.
  • Present the situation.
  • Pass on more information downwards.
  • Improve motivation.
  • Foster a sense of unity.
  • Make use of the most active employees.

What’s included:

  • The game and the exact instructions for conducting it, in the form of a PDF file.
  • Your chosen Licence – please read its terms before ordering the game.
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3 reviews for 30 days

  1. Rated 5 out of 5

    Terri Seay

    I was looking for resources that would offer a hands on way to learn about change management and the 30 Days game was perfect. The participants in my workshop really liked the level of engagement and conversation that was required and as the facilitator I thought it was helpful that the game created a shared experience that we could reference throughout the rest of the day. In addition to being a great game, the level of support was phenomenal. I had a few questions about facilitation and even though I was on a totally different time zone (EST), Krzysztof Szewczak was very responsive. I would highly recommend 30 Days and GrowinGame.

  2. Rated 5 out of 5

    Alicja Rolka

    The 30 days – training game was used during workshop about change management with group of managers from international global company. The game fully fulfilled its purpose. The 30 days revealed many mechanism and aspects of change e.g common reactions and their consequences. It was great starting point for a discussion and reflection for participants, who noticed that situations happened during the game are similar to their daily challenges. I highly recommend 30 days as the game is a ready-to-use tool and received positive feedback from attendees.

  3. Rated 5 out of 5

    Grzegorz Tesluk

    We used this game in a production company (USA) during a leadership academy in the modul of Change Management.

    This is an interesting game that bring closer a subject of change management process – what happens to people in organisation when change is coming, how it influences the communication process, how emotions affect behaviours etc.

    The game is comprehensive and really involves participants.

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