Corporate Digital Learning

Chapters 4 › Unit 4: Gamification for Martina! View instructions Hide instructions

Gamification for Martina!

Do you remember Martina from chapter 2?

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You already defined her learning objectives.
You helped her create a culture of learning.
Now it is time, to think about gamification for her online training and learning. How can you add game elements and motivate her in her learning journey?

Need some inspiration for this journal exercise?

1) Article by John Hagel and John Seely Brown on how the online game World of Warcraft can help promote innovation - even on the job.

2) Knowledge@Wharton writes about how to use gamification in the health care sector in this article published on business insider.

3) Remember the example in our main material from HP? Here is the article by Chanin Ballance to read up upon their case.

4) is a Volkswagen initiative that wants to show how easy it is to support and engage people in simple tasks such as bottle recycling or respecting the speed control.

5) Or watch this video by Khan Academy, explaining some of their gamification elements on their platform:

Video by CenterScene

We are excited to see how we can all help Martina out.

Will gamification be the key to success for Martina?

1 comment


Some of my thoughts are already described in the chapters before; based on them I now continue to think about Martina's situation. My basic point here is not about the motivation of Martina - I don't doubt she is highly motivated - but about the new situation: the lack of clearity and help she seems to be missing. And no gamification will help at all unless some basic points about her new role are fixed.
1. I think first there is the need of an analysis of her situation. The question for me is: Is she doing her "old" job plus the responsibilities as a manager? Then no timemanagement or leadership course - either gamified or not - will help her, as she first needs to sort out her current job. In case there's no one inside the company to help her - HR for example - I would highly recommend to get a coach from outside to support her.
2. What about her manager? He/she seems not to be a role model so far - because he/she thinks that Martina just need training to fix the situation, but in the same time, expectation towards Martina in her new role seem not to be very clear. So Martina urgently needs a different person to support her. May she could look out for a mentor - in her company or outside?
3. Is Martina the only one in her company who has moved to a leadership role? Or are there corporate programs and/or initiatives for managers to support each other? In case she's the only one, she is in need of help from outside. That can be online and offline programs - and she's in need of something very quickly as she has to move now before she will either loose the trust of her team or will be too overwhelmed with work. A solution with role playing for example - either live or via video - would be great, as she has to train tricky conversation.
4. Peer consulting with other managers might be a great opportunity for her to learn - when not existing inside of the company, then maybe outside. In huge cities there are lots of meet ups today for people who share the same interests and discuss the same questions. Maybe something like "women in leadership" will help her, so she should look out for networks that might support her.
5. There are MOOCs out there about leadership with gamification elements - I attended in a course about Inspiring Leadership, where assignments, peer reviews and even posts in the discussion forums were leading to gathering points for the final grade.
6. And there are solutions for certain managing tasks available today - let's take for example her need to learn delegating. There is a "game" called delegation poker by management3.0 out there - it would be a great tool for her to first think about the tasks to be done, then start playing the game in a safe environment - maybe with an experienced manager or a coach - to anticipate what her team memebers will come up with and then finally "play" the delegation poker with her team to set up a new structure about how to handle all tasks of the team. Same with recognition - there are tools out there she can use and that will bring in the idea of gamification into the daily habits of her and her team.

But without any help she won't make it I guess - because she simply doesn't know and not seem to have a role model! She now urgently needs a quick step forward with her team - to experience a success in her new role and to gain and keep the trust of her team members.

Bildnachweis/source of picture:


almost 3 years ago

Delegation poker? What a great idea. Thanks for mentioning.

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