Gamification for Martina!
Do you remember Martina from chapter 2?
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) Thefuntheory.com 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.
Gamification for Martina!
We have previously (in assignments) discussed the importance of clear objectives of Martina's training and defined the format as an online training. Gamification elements that I would suggest for Martina:
Serious games: Giving her challenges, inviting her team and creating environment tolerant to her mistakes
One of the difficulties of the case at hand is that Martina is taking the course on her own while other team members do not take part in it. For gamification, we need to create a group. Let's invite the team to a team building event and give them a challenging task to solve together. In the game, Martina would get a role similar to her new position. The essence of the game will require Martina to apply her new skills she acquired online. Importantly, she will not be afraid to make a mistake as the working situation at hand will not be real but imaginary. In addition to gamifying the process of her learning and development, we will also attain the goal of team building, helping Martina to get established in a new role.
Supporting the sense of progress
I would suggest Martina report every week to her boss how much she has learnt. To support her, the manager can provide her with a reward in any form appropriate in a company: give her one hour off on Friday (as a compensation for her time spent on learning online), provide a cup of coffee or a symbolic monetary compensation. A good idea will be if Martina has a picture of the sequence of units and cross the units as she passes them.
Badges from colleagues
I would suggest introducing "a month of badges" in her team. The team members will be given a certain number of badges that they can give to one another for the skills that Martina should develop. Her objective would be to receive the most of the badges from the team. At the end of the month, the winner with the greater number of badges from the colleagues would get some considerable real-world reward. This competition can make Martina more active in showing out her new skills.