Implementing game-based learning in your organization may not be a cakewalk. If it took all your energies to convince your management to adopt e-learning, think of how much convincing you will need to make them ready to adopt game-based learning. The idea of having fun while learning may not convince your management. So what are the arguments you need to make to ensure management looks favorably upon game-based learning? This blog will help you with some insights.
1. Motivation and games
Research indicates that when playing games or any sport, motivation comes from the urge to win and beat competition. The intrinsic elements of games such as competing against others, winning medals, or earning points act as motivators. At times, increased remuneration or even a promotion that learners can achieve after completing the course can be motivators.
The biggest motivator is of course the entertainment value these games provide; the inherent motivation and stress-free environment will promote serious learning.
2. Alignment with learning outcomes
When you want to teach your learners how to develop behaviors and mindsets, especially for sales training or soft skills training, game-based learning can be the ideal solution. Scenarios and simulations in games can help learners imbibe behaviors and mindsets.
Scenarios get learners totally involved and through their responses, help absorb behaviors. For instance, a game-based course to teach negotiation skills can have scenarios portraying different sales situations. The response the learner gives or his choice of action helps him know the right and wrong course of action and choose the appropriate one. This will give learners a chance to test their skills in a virtual environment, before applying them in the real world.
There are different types of games from board games and treasure hunts to mazes and puzzles. The choice of game can be based on the learning outcome of the course. Suppose the objective is to help employees learn new terminology, then a crossword puzzle can help them. This will convince management that games are not a frivolous addition but rather, suit the learning needs of employees.
3. Immersive learning experience
The immersive learning experiences that games provide can be made close to real life. Learning is promoted when learners play the game. This will help learners transfer the knowledge they have acquired to their work. When learners are made part of the game, results are bound to be better. Immersive experiences will give learners an opportunity to put the theory gained in the course into actual practice. This will help them realize how these specific skills can be applied in their daily situations. The immersive experiences provided by games and their benefits will convince management to consider game-based learning.
Game-based learning can succeed, provided there is proper planning, well thought-out ideas, and a defined strategy. To succeed, you first need to gather relevant data, speak to experts, and start with small pilot projects to deduce what will work best for your organization. Remember that game-based learning encourages a playful attitude to work and life. It provides the freedom to learn, encourages co-operation, and promotes a flexible organization.
The bottom line is that game-based learning can be a powerful tool to train your employees; however, you need to think through your strategy for implementing it in your organization.
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