The Games
Six proprietary leadership simulations. Every one designed by Arvindh Sundar — and facilitated by him in every session.
These are not off-the-shelf products. Each game was built to surface a specific leadership behaviour under real pressure. The person who designed the mechanics is the person reading the room on the day.
How to Choose
The game should match the behaviour you want to surface — not the theme you want to talk about.
- Cross-functional trust, breaking silos: Ripple Effect
- Stakeholder management, influence without authority: Bloom
- Decision-making under ambiguity, learning agility: Planetfall
- Collaboration, communication, emergent leadership: Sticky Fingers
- Negotiation, political dynamics, coalition-building: Welcome to Zombiepuram
- Strategic thinking, scenario planning, adaptive leadership: Chaos in the Kitchen
If you're not sure, describe the challenge — group size, seniority, what you want people to leave with. Arvindh will tell you which game fits, or whether none of them do and a different intervention makes more sense.
What All the Games Have in Common
Six games, six different scenarios, six different leadership competencies. But the same core design principle underneath all of them: create conditions where authentic behaviour emerges, then run a structured debrief that makes that behaviour visible and discussable.
Every game is played in-person. Every session is facilitated by Arvindh Sundar — the person who designed the mechanics. There is no licensed delivery, no associate facilitation, no digital version. The social dynamics the games produce require physical presence, and the debrief quality requires the designer in the room.
Sessions close with specific behavioural commitments — a named action, a named context, a named date — not general intentions about "being a better leader." The application step of the debrief converts insight into commitment before anyone leaves the room.
Ripple Effect
Ripple Effect
A business simulation for cross-functional trust and systems thinking.
Participants manage separate companies with different goals and resources. Success becomes impossible without negotiating with groups whose objectives don't perfectly align. Reveals who builds shared value versus who optimises for local wins.
Group size: 16–60 | Duration: 3 hours | Format: In-person
Bloom
A stakeholder management, relationships, and networking simulation.
Reveals how leaders invest in people when something valuable is at stake. Who builds relationships as a strategic asset versus who treats them transactionally becomes visible within the first 20 minutes.
Group size: 12–40 | Duration: 2 hours | Format: In-person
Planetfall
A leadership simulation for learning agility and ambiguity tolerance.
When conditions shift and no answer is clearly right, who adapts and who freezes? Planetfall makes that visible in a controlled environment where leaders must operate without perfect information.
Group size: Up to 20 | Duration: 2 hours | Format: In-person
Sticky Fingers
A card-based escape room built on collaboration and creative problem-solving.
Works across group sizes up to 150. Exposes who leads under time pressure, who contributes and who observes, and how teams form structure spontaneously when no structure is given.
Group size: 12–150 | Duration: 1 hour | Format: In-person
Welcome to Zombiepuram
A multi-faction negotiation and influence simulation for mid-to-senior leaders.
Players operate across competing factions with different agendas. Who builds coalitions, who gets isolated, and how influence actually works in political environments — all visible within the session.
Group size: 15–150 | Duration: 6 hours | Format: In-person
Chaos in the Kitchen
A strategic thinking and scenario planning simulation for senior leaders.
Teams must make strategic decisions as conditions shift unpredictably. Exposes how senior leaders handle uncertainty, allocate resources under pressure, and communicate decisions to their teams.
Group size: 15–50 | Duration: 2 hours | Format: In-person
What You Get From Any Session
Regardless of which game runs, every session delivers the same outputs. Participants leave with a specific named behaviour they saw themselves exhibit during the game, a principle that connects that behaviour to a leadership framework, and a specific application commitment — what they will do differently, in which situation, starting when. Not general intentions. Not reflection prompts to complete later. Actual commitments made before they leave the room.
The organisation gets something different: direct observation data. Arvindh watches every participant across the session. The summary of themes provided after the session reflects what actually happened — which patterns were widespread, which were individual, which were structural (appearing consistently within sub-groups) versus random. This is diagnostic data that HR and L&D teams rarely have access to from traditional training formats.
Not sure which game fits your team?
Tell Arvindh the challenge you're trying to address — group size, seniority, and what you want people to take away — and he'll tell you which game fits, or whether a custom design makes more sense.