SpacedRepetition — Why Your Best Notes Die If You Don't Resurface Them
A two-round lifelong-learning simulation in which the learner sets up a minimum viable spaced-repetition system over a 30-day horizon.
About this simulation
A four-round, advanced executive-education design simulation set inside Méridien Executive Education, the leadership-development faculty group of a major European business school near Paris (EUR 19M portfolio, ~1,400 participants/year, 70 faculty).
Its flagship six-month 'Leading Through Complexity' (LTC) program scored a brilliant 4.6/5 on enjoyment but its transfer-to-work rate collapsed to 41% (target ≥65%): sponsors say 'people loved it but nothing changed at work', 360-behaviour uplift is only +0.4 (target ≥+0.8), and learning-outcome attainment sits at 62% (target ≥80%).
Three corporate sponsors funding EUR 1.4M of LTC revenue have put renewal on review and a rival school is winning with a more experiential model. Playing the academic director, you must re-architect the journey inside a locked calendar — 6 months, 18 contact days, 144 faculty-days — that you can only re-allocate, never extend.
Across four rounds you (1) diagnose this as an APPLICATION/transfer gap, not a knowledge or training gap, ranking the five leadership outcomes and naming the structural weaknesses (no spaced practice, no on-the-job application, no outcome mapping); (2) re-sequence the modules and set the theory-to-experiential ratio, using spacing and reflection across the three intensives and constructive alignment so every module maps to an outcome; (3) allocate the 144 faculty-days and 18 contact days against the fixed envelope, deciding whether to fund the 20-faculty-day action-learning project (the single biggest transfer driver, +15 points) and what to cut to afford it, while protecting coaching and reflection time; and (4) present the re-architecture to the Dean and lead sponsor, defending engagement against the over-stretch risk (an experiential pilot once scored 3.2/5 and people stopped attending), handling faculty resistance, and committing to behaviour-change measurement at 3 and 6 months.
The math rewards the discipline the concept teaches — application over more content, spacing over front-loading, funding the action-learning project, holding stretch and engagement together, and building measurement in — and measurably punishes the five classic errors.
Final KPIs track Transfer-to-Work %, Engagement, Outcome Coverage, faculty-days used against the 144 cap and the EUR 1.4M sponsor block secured or lost.
Who it is for
An advanced simulation for participants used to working with the main frameworks and trade-offs of the subject, designed for executive education and experienced professionals.
How a session runs
- The instructor creates a session from the Eureka dashboard and invites the participants.
- Participants play 4 rounds. In each one they submit their decisions and the simulation calculates the results.
- The simulation can be run in English, Español.
- The instructor follows each participant's progress and results from the dashboard, and uses the class results for the debrief.