Your Homework Assignment

Your FLIGBY® Profile Flow-Leadership Report

This Report was prepared for

Austin Tuoyo Using “Flow is Good Business” Gaming Analytics Developed by Mihaly Csikszentmihalyi and ALEAS Simulations, California

17 December 2024

Report for Austin Tuoyo – #1 gameplay 1

FLIGBY® is the official Flow Program for decision-makers by Professor Mihaly

Csikszentmihalyi and ALEAS Simulations. FLIGBY’s leadership development

program combines videogame learning experience with benchmark-based

competence assessment.

FLIGBY has won the Gold Medal of the “International Serious Play Awards” in the

category of Corporate Games. A global panel of experts selected FLIGBY as the

best digital game for managers of the year 2012. FLIGBY also gained the

Certification of the American Serious Games Association, which draws the

attention of the corporate decision-makers to innovative and forward-looking

training solutions.

©2017 ALEAS Simulations, Inc., California, All Rights Reserved

“FLIGBY”, “FLOW is Good Business for You”, “Turul Winery”; “Spirit of the Wine Award”

and all logos, characters, artwork, stories, information, names, gameplay, feedback

mechanisms and other elements associated thereto are the sole and exclusive property

of ALEAS.

www.fligby.com, www.flowleadership.org

Report design & layout by Robert Fekete – www.behance.net/robtmc

Report for Austin Tuoyo – #1 gameplay 2

1. Welcome

1.1. GREETINGS BY PROF. CSIKSZENTMIHALYI

Dear Austin,

On behalf of our FLIGBY team, I would like to thank you for having invested your

time and effort into playing the Game. I sincerely hope that you have been

enlightened and enriched by the experience.

Being a manager or a leader is never easy. Our decisions shape not only our

organization’s competitive performance but also the fate of our colleagues. This is

a huge responsibility, whether one is managing a small California winery, a giant

multinational, an NGO, or a government bureau.

We have attempted to weave into the Turul Winery story many of the dilemmas

typically encountered in managing an organization: strategy, competition,

technology, profitability, and environmental sustainability. The main emphasis,

however, is on people management. One aspect of it is creating the conditions and

advancing the trust in others that are preconditions for experiencing Flow.

It was 50 years ago that I started to study people who loved what they were doing

1. Welcome

Report for Austin Tuoyo – #1 gameplay 3

– chess players, mountain climbers, actors, and business persons – trying to

understand what made them do those things, and to do them well. Most said that

experiencing the activity itself was the main reward. I labeled this experience

“Flow”.

There has been growing recognition in recent years that getting into Flow is one of

the most important factors in improving individual, group, and community

performance. The problem we have been working on with the FLIGBY team is this:

“Why is it that so few jobs and workplaces are designed to make Flow possible?”

This is a fact even though it is in the power of managers/leaders to take many easy

steps to facilitate Flow.

FLIGBY is an innovative extension of my Good Business book, published in 2003.

Our aim is to help every decision-maker – a role we often play even as individuals

without fancy titles – to have attitudes and to make choices that will improve not

only our own well-being and the effectiveness of our organizations, but also that of

the community and of society at large.

It is my sincere hope that this personal report will assist you in your lifelong

personal development journey. This Report shows your apparent strengths to build

upon and seeming weaknesses to overcome so that you can be an ever-more-

successful manager/leader.

May you experience Flow often! And may you have the wisdom to help others to

experience it, too.

P.S. Please check p. 8, inviting you to help us, with a few simple steps, to disseminate

the idea of Flow-promoting leadership.

1. Welcome

Report for Austin Tuoyo – #1 gameplay 4

1.2. HOW TO GET THE MOST OUT OF THIS REPORT?

The time you spent playing FLIGBY was a valuable investment. This detailed

Report is built on the basis of those decisions you have taken throughout the

Game. The Report consists of four sections:

WELCOME

Summarizes the main messages and key values of the FLIGBY

Simulation. Invites you to join our network to benefit yourself and

others by spreading the idea of a value-driven and Flow-promoting

workplace.

YOUR GAMEPLAY RESULTS

This part of your Report lists the “key performance indicators” (KPIs) and

the virtual characters’ subjective feedback

on your performance, given your Game results.

YOUR LEADERSHIP SKILLS PROFILE

This part of your Report is an unbiased analysis

of your 29 Flow Leadership Skills. Your skill measures are based on your

gameplay responses when key managerial decisions were called for.

IF YOU WANT TO KNOW MORE

More details and explanations about the Game. You’ll find a discussion

of the following topics: FLIGBY’s game-based analytics to identify your

real leadership potential; additional KPIs; and Mr. Fligby’s subjective

opinions about your leadership practice.

1

2

3

4

FEEDBACK ON YOUR

FLIGBY PERFORMANCE ARE SUMMARIZED

IN TWO CHAPTERS

1. Welcome

Report for Austin Tuoyo – #1 gameplay 5

1.3. CONTENTS

1. Welcome 1.1. Greetings by Prof. Csikszentmihalyi 2 1.2. How to get the most out of this Report? 4 1.3. Contents 5 1.4. Flow and Good Business 6 1.5. Join our Global Flow-promoting Leadership Network 8

2. Your Gameplay Results 2.1. Your gaming progress 9 2.2. Spirit of the Wine Award 10 2.3. Flow trophies 11 2.4. Corporate atmosphere 12 2.5. Profitability 13 2.6. Sustainability 14 2.7. Your colleagues’ “no-holds-barred” comments on you as their manager 15

3. Your Leadership Skills Profile 3.1. What skills are measured and how to interpret them? 17 3.2. Your 29 leadership skills 19 3.3. Distribution curve and Percentile rankings 20 3.4. Your top 3 Skills identified, compared and explained 21 3.5. Your most to-be-improved skills identified, compared and explained 22

4. If You Want to Know More 4.1. A Game-based approach to identifying your leadership potential 27 4.2. More about winning the Spirit of the Wine Award 28 4.3. More about the “Hit” Percentage of Your Decisions 29 4.4. More about the “Flow Map” 30 4.5. More about Your “Sum Flow” Index 32 4.6. Your colleagues’ final positions on the Flow Map 33 4.7. The 29 leadership skills: definitions 35 4.8. Mr. Fligby’s “no-punches-pulled” opinion on you as a leader 39

QUICK FINDER – OVERVIEW OF YOUR FLIGBY RESULTS

Spirit of the Wine Award 10 Your 29 leadership skills 19 Your colleagues’ final positions on the Flow Map 33 Mr. Fligby’s personal feedback 39

1. Welcome

Report for Austin Tuoyo – #1 gameplay 6

1.4. FLOW AND GOOD BUSINESS

FLIGBY was created as a guide for conducting business that is both successful and

humane. While most people enjoy working when it provides Flow, too few jobs are

designed to make Flow possible. This is where management can make a real

difference. For a manager or leader who truly cares about the bottom line, in the

broadest sense of that term, the first priority is to eliminate the obstacles to Flow

at all levels of the organization and to put in place practices and policies designed

to make work meaningful and thus enjoyable, especially for “knowledge workers”.

WHY IS FLOW IMPORTANT?

When we are in the state of Flow, we perform at our peak. Not only do our productivity

levels soar, but we also experience a deep sense of satisfaction. Work becomes a source

of enjoyment.

Flow is being in the zone, getting into the groove – in other words, being in a totally optimal

state for peak performance. It is that magical time when everything seems to come

together – you become fully immersed in the activity, fears and insecurities melt away,

action becomes spontaneous, and you feel fully alive and in the present moment.

Prof. Csikszentmihalyi’s term, “good business”, means a meaningful and enjoyable

work environment, through which a business’ (or any organization’s) “balanced

scorecard” improves, thereby contributing to healthier and more sustainable

workplaces and societies at large.

The best way to manage people is to create an environment where employees find

meaning in their work and grow while doing it. Organizations whose co-workers

are happy are more productive, have a higher morale, and lower turnover.

1. Welcome

Report for Austin Tuoyo – #1 gameplay 7

Work should be meaningful and also fun (as much as possible). Companies should

of course care about the bottom line, but not only about maximizing short-term

profits. If there is Flow in your business, employees perform at their peak and work

becomes a source of enjoyment and personal growth. Your organization will

become a place that people look forward to being a part of.

Our jobs have a significant influence on the quality of our lives. Happiness is not

something that happens to us, but rather, it is something we make happen. As

such, work can be one of the most fulfilling aspects of life, provided that

employees have an opportunity to do their best and to contribute to something

greater than themselves.

“… Today business leaders are among the most influential members of

society. While they are all trained to generate profits, many of them are

oblivious to the other responsibilities that their new societal leadership

entails. To be successful you have to enjoy doing your best while at the

same time contributing to something beyond yourself. Perhaps the most

important distinguishing trait of visionary leaders is that they believe in a

goal that benefits not only themselves, but others as well. It is such a vision

that attracts the psychic energy of other people, and makes them willing to

work beyond the call of duty for the organization.”

Mihaly Csikszentmihalyi GOOD BUSINESS: LEADERSHIP, FLOW, AND THE MAKING OF MEANING

1. Welcome

Report for Austin Tuoyo – #1 gameplay 8

1.5. JOIN OUR GLOBAL FLOW-PROMOTING LEADERSHIP NETWORK

Here are a few simple, no-cost suggestions on how you can support the

dissemination of the Flow-promoting Leadership in any organization:

Find out more! – Discover the “missing link” and read the FLIGBY story1. with Csikszentmihalyi’s thoughts: flowleadership.org/our-new-book/

Invite others! – If you have a friend or colleague who you think might be2. interested in leadership development simulations, we are glad to send a demo account. Let us know on [email protected].

Help to spread the idea! – Do you know any organizations that the “good3. business” approach might make stronger and more effective? Please send us your suggestions, we would be glad to get in touch with them: [email protected]

Be part of the discovery! – Would you, or others you know, be interested4. in joining our official “Leadership & Flow” research program that studies innovative approaches of leadership? We are happy to welcome you at flowleadership.org/contact-us/

Please stay in touch with us on our social media interfaces:

Official FLIGBY Blog:

Linkedin:

Facebook:

Youtube:

Pinterest:

fligby.com/blog

linkedin.com/company/fligby

facebook.com/fligby

youtube.com/fligby

pinterest.com/fligby

Report for Austin Tuoyo – #1 gameplay 9

2. Your Gameplay Results

2.1. YOUR GAMING PROGRESS

GAME DATA

Game registration mail sent:

Game started:

Game finished:

Your gameplay time:

Gameplay time of all the players (average):

Media Library Items Opened* by you:

Media Library Items Opened* by all players:

10 December 2024 8:23PM

10 December 2024 8:34PM

17 December 2024 2:11AM

05 h 04 m

05 h 17 m

1%

22%

*Shows what percentage of the information available in Media Library you have clicked on.

If you have further questions, contact your Host(s). You can find your

Host(s)’ profiles on “My Group” page.

2. Your Gameplay Results

Report for Austin Tuoyo – #1 gameplay 10

It is important to stress that winning or not winning the Game, and the other

performance indicators listed below, are not directly linked to your skills profile.

In other words, it is possible to win or not to win the Award (and to show

impressive or poor gameplay results) with all sorts of skills profile

combinations.

2.2. SPIRIT OF THE WINE AWARD

Although you did not win the Award,

you have impressive leadership skills

and other Game results.

The winning-ratio in the full FLIGBY

population is 42%

“Spirit of the Wine Award” is the

ultimate prize to win in FLIGBY.

It is a measure of the Player’s

success in skillfully balancing

difficult tradeoffs, such as

generating individual Flow,

improving the corporate

atmosphere, earning satisfactory

profit, and adequately protecting

the environment.*

* For more information about the Award, refer to section 4.2. below, “More about winning the Spirit of the Wine Award”

2. Your Gameplay Results

Report for Austin Tuoyo – #1 gameplay 11

2.3. FLOW TROPHIES

Each time your decisions helped put a colleague into Flow, you won a Flow

trophy. Your trophy inventory at the end of your gameplay is as follows:

YOU EARNED 10 OF MAX 21 FLOW TROPHIES! The average number of Flow trophies earned by all FLIGBY players is 13.3

A key task of FLIGBY is to create an environment that promotes teamwork and

enhances Flow. Thus, one of the key aims of the Game was to bring as many

colleagues as possible – even if just for a short time – into a Flow state. Please

note that expanding too great an effort to put someone repeatedly into Flow can

move others away from their Flow state.

Earning many Flow trophies is positive, up to a point. However, earning fewer than

the average number of trophies is not necessarily bad; it may show that you gave

higher priorities to some of the other Game objectives.

2. Your Gameplay Results

Report for Austin Tuoyo – #1 gameplay 12

These labels and colors are used further on in this Report:

#1 Your first gameplay’s result fl Average of all FLIGBY players

2.4. CORPORATE ATMOSPHERE

CORP. ATM.%

#1 49 fl 58

The “CORPORATE ATMOSPHERE” METER of the

Turul Winery shows the level of workplace satisfaction

by the entire workforce.

A good corporate atmosphere is one where the goals are clear to everyone;

relevant information is available to all; and the challenges faced by everyone are

manageable because they match each employee’s skill level. In other words, there

is a highly satisfactory and productive atmosphere for all internal stakeholders,

which would maximally support the sustainable advancement of the organization.

This KPI shows, in percentage terms, how far your managerial decisions have

created a satisfactory atmosphere for all internal stakeholders.

The graph below shows the scene-by-scene evolution (for each of the 23 Scenes)

of Turul’s Corporate Atmosphere, as a function of your decisions:

100

75

50

25

0

2. Your Gameplay Results

Report for Austin Tuoyo – #1 gameplay 13

2.5. PROFITABILITY

PROFIT %

#1 55 fl 65

This indicator shows the impact of your decisions on

the Winery’s revenue-generating potential, in percent

terms, relative to the maximum achievable.

It shows the direction of the Winery’s profit-generating capability rather than

actual profit data.

The graph below shows the scene-by-scene evolution of Turul’s Profitability, as a

function of your decisions:

100

50

0

-50

-100

2. Your Gameplay Results

Report for Austin Tuoyo – #1 gameplay 14

2.6. SUSTAINABILITY

SUSTAINABILITY %

#1 67 fl 63

This indicator shows whether your decisions have

improved, maintained, or decreased the environmental

sustainability of the Turul Winery.

Congratulations, you won the

Sustainability Badge in the Game!

California wine making can be a perfect

example of “good business” policies

through its sustainability practices; they

are being adopted by many organizations

worldwide.

Each time you made an

important decision that also

helped to protect the

environment (since “good

business” practices include

sustainability) you moved closer

to obtaining the Sustainability

Badge. Winning it is a good

indicator that you made sure

that Turul’s products and

production processes are

environmentally sustainable and

fit harmoniously with the local

community.

2. Your Gameplay Results

Report for Austin Tuoyo – #1 gameplay 15

2.7. YOUR COLLEAGUES’ “NO-HOLDS-BARRED” COMMENTS ON YOU AS THEIR MANAGER

Your colleagues’ comments below are responses to the decision-path you,

yourself, chose during the Game:

WHAT DO YOUR TEAM MEMBERS THINK ABOUT YOUR LEADERSHIP?

ELLEN JOE LARRY REBECCA CHRIS ALEX

Ellen: “I will love to move to HR! Thanks for thinking creatively about my options here, and not discriminating against me due to my age. ”

Joe: “I wanted to thank you for dealing with time management. I am learning to work more effectively with my colleagues. ”

Larry: “I just wanted to thank you for letting me leave the Bacchus Boutique meeting… early that day. You showed real empathy for me. I wouldn’t have wanted to miss the birth of my child. ”

Rebecca: “I’m glad you supported my decision to leave, I just wish you weren’t forcing me to stay until you find a replacement. ”

Chris: “Larry and I learned to work together as a team. It was thanks to your intervention. So enjoy the party. ”

Alex: “I wanted to thank you for your commitment to discontinuing our “jug” wine. You showed integrity. I respect that. Have a good time tonight. ”

2. Your Gameplay Results

Report for Austin Tuoyo – #1 gameplay 16

You have the option also to hear their opinions from their own mouths. Check out these brief clips!

ELLEN JOE LARRY

REBECCA CHRIS ALEX

Report for Austin Tuoyo – #1 gameplay 17

3. Your Leadership Skills Profile

3.1. WHAT SKILLS ARE MEASURED AND HOW TO INTERPRET THEM?

In FLIGBY, your leadership profile is comprised of your scores on each of the 29

leadership competences. Good skill combinations are helpful for creating and

maintaining a Flow-promoting organizational culture.

11.9.

DelegatingConflict- management

8.

Diplomacy

10.

Emotional intelligence

Communi- cation

7.

Feedback

15.

Execution

14.

Future orientation

16.13.

Empower- ment

12.

Entrepreneur- ship

Analytical skill

2.

Active listening

1.

Assertive- ness

3.

Balancing skill

4. Engage-

ment and trust

5.

Business- oriented thinking

6.

Information gathering

17.

Prioritizing

22.

Organizing

21. Intuitive thinking

18.

Involvement

19.

Motivation

20.

Time- pressured decisions

23.

Personal strengths

24.

Social dynamics

25.

Stakeholder management

26.

Strategic thinking

27.

Teamwork management

28. Time

management

29.

The four skills – shown in green with white borders – are those that contribute

most directly to the attainment of a Flow-promoting workplace. For the definition

of each skill, see: section 4.7.

3. Your Leadership Skills Profile

Report for Austin Tuoyo – #1 gameplay 18

Your skill measures are based on your gameplay responses when important

managerial decisions were called for. Your skill measures are objective and

unbiased. However, a game such as FLIGBY could give you only limited

opportunities to display the leadership skills you may possess. At the same time,

what you did reveal by the decision choices you made has been carefully

interpreted, in terms of their skill implications, by a prestigious group of

psychologists and leadership-development experts.

Lower skill levels show, first and foremost, that you made rather infrequent use of

those skills during the gameplay. Thus, lower skill levels do not necessarily mean

that your skills are notably weak in those areas. Nevertheless, low skill levels may

indicate that a purposeful strengthening of those skills would likely to improve

your managerial/leadership performance. The numbers in the charts below

represent the percentage (max 100) achievable skill levels in the Game.

“In creating one’s self, it makes sense to build on one’s strengths. Often,

however, we don’t have good notion of what our talents are, because we

have never had a chance t

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