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  • Transition to ARG – sprinkled ThemesPatient XDr. NoPresident’s Club CrusadeUsesWorld Without OilTraces of Hope – British Red CrossSkeleton Chase – Indiana University

Dl10 arg Dl10 arg Presentation Transcript

  • ARGs for Learning
    DevLearn
    November 3, 2010
  • All About Me
    Koreen Olbrish, CEO, Tandem Learning
    koreen.olbrish@ tandem-learning.com
    SL: Nina Sommerfleck
    Twitter: @koreenolbrish
    Blog: www.blogspot.com/learningintandem
    Website: www.tandem-learning.com
  • ARG: Alternate Reality Game
    Mix of real world and online competitive elements
    Collect clues to solve a mystery/puzzle
    Played individually or in teams
    Also called pervasive games
  • Alternate vs Augmented
    Let’s not confuse them…
  • Not Meta Games
  • ARG Terminology
    Puppetmaster
    The Curtain
    Rabbithole
    Trailhead
    This Is Not A Game (TINAG)
  • i love bees
    Chain Factor (Numb3rs)
    The LOST Experience
    ARGsfor Entertainment
  • Serious ARGs
    Examples:
    Traces of Hope
    World Without Oil
    Evoke
  • ARGs for Corporate Learning
    • How can games address corporate learning goals?
    • What are the unique characteristics of ARGs that make them appropriate for corporate learning?
  • Case Study: DevLearn 2009
    Goals:
    Introduce/practice using different social media technologies for communication, collaboration & learning
    Encourage networking and provide opportunities for relationship building
    Game structure:
    Team play
    Collecting “clues”
  • DevLearn 2009 Zombie Apocalypse
  • DevLearn 2009 Zombie Apocalypse
  • Conference ARGsvsLearning ARGs
  • Case Study: Constellation Wine
    Goals:
    Reinforce product knowledge and messaging
    Practice selling skills
    Encourage networking and provide opportunities for relationship building
    Game structure:
    Team play
    Collecting “clues”
    Online and on site game play
  • Constellation Wine: The Characters
  • Constellation Wine: The Invite
  • Constellation Wine: Roots Hotel
  • Other Recent Examples
  • DevLearn 2010: Dr. Strangelearn
  • Corporate Learning Opportunities
    New hire training
    Coaching
    Leadership development
    Feedback mechanisms
    Action learning
  • Contact Me
    Koreen Olbrish, CEO, Tandem Learning
    koreen.olbrish@ tandem-learning.com
    SL: Nina Sommerfleck
    Twitter: @koreenolbrish
    Blog: www.blogspot.com/learningintandem
    Website: www.tandem-learning.com
  • Let’s Not Forget Adult Learning Principles
    APPLY / MASTER
    Cycle of Mastery
    Reflect on Ideas / Behaviors
    2
    LEARN
    • Learning is deepened when the individual has the opportunity to reflect on outcome of the application of new skills or knowledge relative to some set of criteria
    Absorb and Comprehend New Knowledge/ Skills & Behaviors
    Become Open to New Ideas / Behaviors
    Tune In
    Performance Impact
    • Individual must first turn on his / her “receiver”
    • Set expectation
    3
    1
    • Here the individual takes in the new information or skill
    • This leads to “knowledge,” the ability to recall and recognize facts and information
    • If it is a skill area being learned, the new skill is modeled and acquired
    • Before an individual can take in new ideas s/he must become aware of the limitations of his / her current thinking / behavior; there must be an “unfreezing” of the old ways
    Assessment and Coaching
    Practice and Apply Ideas / Behaviors
    • Practice in classroom or with coach allows for testing and experimentation with new skill and behavior
    • Application of ideas and behaviors in concrete, real-world situations allows individuals to build them into their routine ways of thinking and acting
    • Feedback is critical to ensure skills are integrated appropriately
    • To fully integrate the new behavior, the individual must have the opportunity to assess effectiveness of new behaviors
    • Feedback from coach and manager provides focus, reinforcement of progress to performance expectations
    Reinforcement
    Strive for New Insights
    Source: Synthesis of academic research on learning theories by Kurt Lewin, John Dewey, Benjamin Bloom, The Forum Group and the Merck Science of Training Participation Guide