Meet Gerald, a dynamic coach and facilitator who turns the simple joy of playing with LEGO® into a powerful tool for team building and self-discovery. Through the innovative LEGO® Serious Play® methodology, he helps individuals and teams uncover insights, enhance communication, and unlock creative problem-solving skills.
With a unique approach that combines hands-on activities with deep reflection, Gerald transforms workshops into engaging experiences that leave participants inspired and equipped to thrive in their personal and professional lives.
What inspired you to use Lego® as a tool for team building and self-discovery?
I got certified in 2018. How I ended up in LEGO® Serious Play® facilitation was due to kids fighting in my LEGO® robotics class. I got so mad that I thought, “Can I find something they can do to bond together?” That’s when I discovered LEGO® Serious Play®. Later, I thought, “Why not adapt this for the corporate market?” And that’s how I ended up here.
Can you explain how the LEGO® Serious Play® method works and why it is effective in facilitating discussions and insights?
The LEGO® Serious Play® method works because it uses three dimensions instead of two for presenting ideas. Instead of speaking face-to-face or making eye contact, participants communicate through the LEGO® models they build.
This approach facilitates discussions and insights as participants question the models and ask questions about them. Whatever question is asked of the model, the answer is found there. This leads to deeper, quicker discussions.
As the models grow bigger and are combined, we play out scenarios, which leads to new insights. By the end of a facilitation round, we gather valuable insights from the wisdom within the LEGO® sets. The LEGO® models serve as metaphors, enabling participants to express their thoughts more effectively.
What kind of challenges do teams typically overcome during your LEGO® Serious Play® sessions?
One common challenge is that people often don’t know each other well. For example, I conducted a workshop for a social work organisation with three groups: interns, junior staff, and senior staff. Through the workshop, they got to know each other better by building models of one another. They had fun guessing each other’s personalities, which helped foster understanding.
I conducted a session for an insurance agency, which wasn’t focused on team building but on goal setting. It turned out to be as effective as a counseling or coaching session. In team-building sessions, participants often conclude that they didn’t realise LEGO® bricks could so easily express their thoughts. The process is fun, doesn’t waste time, and helps restless participants focus.
How does building with LEGO® help individuals explore their thoughts and emotions in ways that traditional methods might not?
Traditionally, you use assessment tools for team-building or career coaching. While these tests are helpful, I use it as a validation tool to complement the results. I’m a fan of statistics and sometimes use them to better understand or guide participants.
Traditional team building often involves physical activities, which are fun but may not be suitable for everyone, especially with health or safety concerns. As a first aid trainer, I ensure activities are safe and accessible. Using LEGO® models, I focus on team development and address any issues like conflicts or misunderstandings within the team.
Through the workshop, they got to know each other better by building models of one another. They had fun guessing each other’s personalities, which helped foster understanding.
Can you share a memorable success story where LEGO® Serious Play® made a significant impact on a team or an individual?
I have a friend who was lost and trying to change his job. In 2019, at the end of one workshop during a conference, I invited him to join my LEGO® session. At that session, my friend began to think deeply about his future. The workshop helped him gain clarity about what he wanted to do.
Shortly after, he transitioned into Learning and Development (L&D) after working in another department. He pursued the necessary certifications, which his company sponsored. Recently, I met him again, and he told me he has successfully transitioned into L&D and is now focused on building his years of experience.
This is one of the best success stories because, through that LEGO® session, he found clarity about his future and made decisions that aligned with his goals.
How do you adapt your facilitation approach for different types of groups, such as personal development versus corporate teams workshops?
Different groups require different approaches. For personal development workshops, it’s easier because participants are self-motivated to improve themselves. I usually incorporate career assessment tools or run a pure LEGO-based format, depending on the session’s objective. I focus more on their stories and the underlying thoughts at the back of their minds.
For corporate team-building, I focus on understanding how the team members interact and gel with each other. I analyse their desks, personal spaces, and stories to incorporate additional tools alongside LEGO®. I also use photo cards, such as the Points of You tool from Israel, as an icebreaker or for concluding the session.
For personal development sessions, like those held on a Saturday afternoon or a weekday evening, the pace is more relaxed, allowing participants to take their time with construction and reflection. Corporate workshops often have time constraints, so I adjust the flow to ensure we maximise the limited time available.
What are some challenges you observed in your Lego® sessions?
I’ve observed students struggling with career clarity. Their stories and models often don’t align or link together, indicating confusion or reluctance to share their thoughts openly. This can happen when they’re unsure of their future goals or are withholding something.
However, for most participants, the topics or ideas they’re passionate about tend to repeat in their model construction and answers. Even if their responses come in slightly different forms, the essence remains the same. Identifying these recurring patterns is key to uncovering their core motivations.
When participants are hesitant to open up, it’s common. In such cases, I maintain a lookout for trends in their responses or styles. If they’re willing to share, great; if not, that’s all right too. It’s all part of the process, and I aim to create a safe and encouraging environment for everyone.
What advice would you give to someone looking to incorporate creative tools like Lego® into their own coaching or facilitation work?
I enjoyed LEGO® in the past. You can use LEGO® parts or gamification tools like photo cards, for instance. That’s one way to start incorporating them into your facilitation work. You can also use these tools in meetings to craft workshops or take notes during discussions with friends or colleagues.
I usually try to keep a set of LEGO® bricks with me because they help me remember and crystallise others’ thoughts into a tangible format. It’s a fun way to explore ideas, such as what someone likes to do or intends to pursue. For example, in technology outsourcing, when a company isn’t sure about the app or business model they want to build, using LEGO® can help clarify their vision.
Listening carefully and incorporating creative tools like LEGO® or photo cards (such as those from the Points of You series, which I’m certified in) allows you to better understand the market and the people you work with.
Where do you see yourself and what’s your vision for Singapore in the next five years?
As an AI trainer and developer, I am working on several tech projects. For example, I’m currently involved in a mental health marketplace and another project focused on automating supply chains. These projects aim to address specific problems through technology and automation in the coming years.
In the next five years, I foresee Singapore becoming increasingly disrupted, particularly in the job market. There will likely be job losses to some degree, though it’s hard to predict the full impact. What’s essential is being prepared to adopt digital tools, AI technologies, and other innovations. Jobs that exist today may be disrupted by AI and microlearning platforms, so staying adaptable and digitally skilled is crucial.
Looking ahead, I see a rise in team-based, individual-based collaboration models and an increase in solo founders specialising in niche industries. While this presents opportunities, there’s also a risk of disruption that needs to be managed.
Connect with Gerald: ConsciousEmergence and LinkedIn
