From Awareness to Action: How Highberg partnered with Philips to enable behavioral change through gamified learning
This whitepaper describes how we co-designed a gamified, behavior-driven intervention that led to measurable results.
Gamification is a scalable change approach to achieve sustained desired behavior and improve performance in the workplace.
Gamification is the application of motivational elements from games in the real world. In a game, individuals play to become better at something, as a team or as individuals. One player may play to win, another player wants to explore, and the next player aims to achieve as many points as possible. It’s clear that people are different, and gamification can be successfully applied to achieve goals and teach new behaviors to large groups of people. How this works is explained in this whitepaper. Gamification is based on the combination of change management, performance management and game theory. Download the whitepaper: Gamification to change behavior.
Download the whitepaper below.
This whitepaper describes how we co-designed a gamified, behavior-driven intervention that led to measurable results.
The Dutch energy sector is facing its greatest transformation since WWII, as electricity demand rapidly outpaces the grid’s capacity. Grid operators must expand, reinforce, and digitalize their networks faster and smarter, while fundamentally rethinking how the energy system is planned and governed. This challenge goes beyond infrastructure, it requires a shift in mindset, strategy, and societal responsibility. As public institutions, grid operators play a vital role in ensuring the transition is not only effective, but also fair, inclusive, and widely supported. At Highberg, we are proud to support them in shaping a resilient and equitable energy future. The transformation these companies are undergoing offers valuable insights into the broader shifts shaping the sector. From our experience, real progress depends on five key transformation themes: Operational execution, external collaboration, competency development, strategy execution and performance driven culture.
In the Netherlands, several government security organizations share the same mission but serve different target groups. This overlap often causes confusion among the organizations' audiences. To address this, a decision was made to merge three organizations—each with distinct cultures, sizes, and ministerial oversight—into one integrated entity. This merger presented unique challenges. A large, bureaucratic organization with subcultures and high employee turnover had to integrate with smaller organizations that prioritized autonomy and maintained a flat structure. The absence of a shared culture posed a significant risk to effective collaboration. How do you create a unified organizational culture that harnesses the strengths of all three entities? Highberg was brought in to tackle this challenge by mapping the cultural landscape with the Culture Scan and guiding the subsequent culture change.
Organizational culture is the backbone of every successful company and influences everything from employee engagement to overall performance. But if culture is so crucial, why would you guess at it? Without measurement, improvement is impossible. We help you use data-driven research to gain valuable insights into your organizational culture, so you can create an environment that stimulates growth, aligns with your goals, and delivers results.