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Learning Redefined: Gamification & Instructional Design - GAME ON!
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Learning Redefined: Gamification & Instructional Design - GAME ON!

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Trish Uhl, a Certified Professional in Learning & Performance (CPLP) will explore the trends and business drivers of how and why the field of Instructional Systems Design is using concepts like ...

Trish Uhl, a Certified Professional in Learning & Performance (CPLP) will explore the trends and business drivers of how and why the field of Instructional Systems Design is using concepts like "gamification" to move from task-based services to strategically aligned performance-based solutions!

Together we will explore and answer the following questions:

• What is a simple, common definition of gamification?
• Why should I care about gamification?
• What does gamification have to do with instructional design and training delivery?
• How does gamification align to the ASTD Competency Model?
• How does this fit in with where learning and performance is trending?
• How can I get started?

"Trish’s presentation on Gamification/ where the industry needs to go / the ASTD Competency Model was fabulous!

I could see immediately how relevant, engaging, and appropriate to the topic her presentation was.

Learning by applying and doing right there at the event is perfect for our audience." - Susan N. (San Jose, CA)

Visit www.owls-ledge.com for details on Trish's next live presentation!

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  • Trish – updated PPTFOR SLIDESHARE.NET ONLY 8/15/2013http://www.convinceandconvert.com/blogging-and-content-creation/top-5-slideshare-marketing-tips/
  • This is a story of TRANSFORMATION – personal transformation and professional transformation
  • My name is Trish Uhl – and I have a BIG LOFTY GOAL – to radically transform the learning & performance profession worldwide.http://en.wikipedia.org/wiki/Big_Hairy_Audacious_Goal
  • To help my learning professional peers to radically transform the learning & performance profession worldwide
  • Conveys the magnitude of the task.
  • 10 minutes from now, you will walk out of here with 3 reasons why we need to reinvent ourselves as learning professionals and transform our profession …But I’m getting ahead of the game ;-)
  • I hung out with my friends and played video games – like Pong.
  • Later, Atari…
  • And role-playing adventure games, like Ultima and ZorkI’m talking about those complex, analytical adventure games that require data collection, analysis, and decision making.It was through these games that I learned I had a knack for technology, I had no fear of computers, and I was good at helping others get acclimated to the technology …
  • Let’s start with a definition --Gamification process of using Use of game thinking and game mechanics to engage audiences and solve problemsEmergent topicculture and societyemergence of in-dash games in carsHonda InsightNissan Leaf>> make you more green (plant grows or dies)50% of all innovation, and 70% of Global 2000's apps will be gamified by 2015Gartner (all innovation, meaning their process of innovation will be gamified)World is too slow - things move faster and there needs to be rewards everywhere (look at Foursquare) extensive collaborative play (group value) much more global world Become one with the game, enter the game, understand the dynamic of the gameWorld of Sunday afternoons drinking hot tea - is overIQ is rising - in the younger generations
  • Are you saying that all of our training programs need to be game play like Angry Birds?
  • What do you mean by gamification?
  • LumosityThe Human Cognition Project (HCP)The Human Cognition Project represents our groundbreaking research efforts to bring together a network of scientists from 25 of the top neuroscience programs in the world — including Stanford, Berkeley and Harvard — with the goal of using Lumosity as a platform for learning about cognitive enhancement and brain performance.http://www.lumosity.com/the-science/research-initiativeshttp://www.lumosity.com/the-science/key-concepts
  • With the recent brain science (neuroscience) we know… fluid intelligenceBecause they – like me – have been socialized… It’s not about you – it’s about THEM! Which is good, because in their world (Global 2000)…Seek Novelty.When you seek novelty, you create new synaptic connections with every new activity you engage in. These connections build on each other, increasing your neural activity, creating more connections to build on other connections.Constantly exposing yourself to new things puts your brain in a primed state for learning. Novelty also triggers dopamine, which not only kicks motivation into high gear, it also stimulates the creation of new neurons—and prepares your brain for learning.Photo credits: brain Credit:PASIEKA/SCIENCE PHOTO LIBRARYhttp://blogs.scientificamerican.com/guest-blog/2011/03/07/you-can-increase-your-intelligence-5-ways-to-maximize-your-cognitive-potential/http://themindmaven.blogspot.com/2012/03/5-ways-to-boost-cognitive-capacity.htmlhttp://99u.com/tips/7072/Why-Success-Always-Starts-With-Failure
  • Bob Johansen from the Institute for the Future, a Silicon Valley based nonprofit think tank producing an evolving 10-year forecast using socio-economic, technology and demographic trends.McCombs Marketing Professsor Linda Golden says Johansen’s book, Leaders Make the Future,http://www.iftf.org/Leader Assessment – 10 new skillshttp://www.bkauthorapps.com/lmtf1/index.php
  • Our institutions are not working. They are broken.Digital technology is disintermediating every organization, ending the role of the “middle man.” (We are no longer the keepers or disseminators of the expertise, knowledge, or wisdom.)The power to create and participate is moving to the masses.
  • Our institutions are not working. They are broken.Digital technology is disintermediating every organization, ending the role of the “middle man.” (We are no longer the keepers or disseminators of the expertise, knowledge, or wisdom.)The power to create and participate is moving to the masses.
  • Our institutions are not working. They are broken.Digital technology is disintermediating every organization, ending the role of the “middle man.” (We are no longer the keepers or disseminators of the expertise, knowledge, or wisdom.)The power to create and participate is moving to the masses.
  • Have been exposed to computers and digital media all their lives. Using these tools is as natural to them as the air they breathe.It is the largest age cohort today, accounting for 27 percent of U.S. population and a rising percentage in other countriesThe work habits, learning styles, and collaboration skills of this group are already having a profound influence on organizations and that will only grow greater. Tapscott writes “The sheer numbers of Net Generation, both from North America and nations with rising economies, offer an unprecedented bounty of talent. This wave of young workers will not only work for tomorrow’s global corporations, but will increasingly shape and direct the most successful corporations.”“Raw IQ scores have been going up three points a decade since World War II, increasing across racial, income, and regional boundaries.” And they have advanced skills in three areas that are revolutionizing work—digital technology, interactive media, and collaboration. Getting the rest of the workforce up to their level in these areas is a significant part of solving the skills gap.These attitudes and behaviors can create fresh approaches to work but they also challenge traditional practices in managing talent. Tapscott, and another researcher, Robert Bernard, concluded that old models of employee development—train, supervise, and retain—are outdated for this generation. Reciprocal, relationship-oriented approaches work better to engage Net Generation employees in their learning and their work. That is why social media, virtual games, and other Web.2.0 tools are recommended for helping this age group learn.
  • And in their world all innovation, meaning their process of innovation will be gamifiedhttp://www.gartner.com/it/page.jsp?id=1629214So we have to model what good looks like for them.
  • University of Oregon?Linear thinking is habitual – automated – we no longer live in an automated world – it’s far more complex!
  • U.S. organizations spent approximately $156.2 billion on employee learning and development in 2011.$$ annually per employee is $1,182  (down from $1228 previous year)315:1 average ratio of employees to L&D staff (adjusted for outsourcing) (39% INCREASE from previous year!)423:1 average ratio of employees to L&D staff (not adjusted for outsourcing)Cost per learning hour available: $1,471 (up 4% from previous)Cost per learning hour used:  $85Trends/topic areas:  Learning Executive Confidence on slow decline (p45-46) Global and mobile learning Aligning with business results/executives The top three learning and development content areas for the consolidated group in 2011 are managerial and supervisory, profession- or industry-specific, and processes, procedures, and business practices. Together these three content areas account for 36 percent of the learning content available in the reporting organizations. (up from 34% previous) {ASTD doesn’t consider this big news, says much like last year.  M.E. Thinks WHAT training U.S. Orgs are looking for mostly IS important topic.}
  • None of the measurements I was supposed to take asked if anyone learned anything or if our interventions changed their performance. None of these measurements speaks to delivering organizational outcomes.
  • Proactive business partnerBringing others together (IT, HR, Business units) to address needsAS a business partner, it is critical to understand the business, its strategies, and how to align to those business goal2. Demonstrating value/impactCEO’s cares about impact more than ROI (c.f., The Value of Evaluation)
  • Yes – know the magnitude of this transformation – and to you I say – put on your big girl pants and man up!
  • Sacrifice the things that no longer suit
  • http://99u.com/tips/7072/Why-Success-Always-Starts-With-Failure

Learning Redefined: Gamification & Instructional Design - GAME ON! Learning Redefined: Gamification & Instructional Design - GAME ON! Presentation Transcript

  • Learning Redefined: Gamification and Instructional Design – GAME ON! ~ Trish Uhl, PMP, CPLP | Owl’s Ledge LLC ASTD Golden Gate GIG August 6, 2013 San Jose, CA
  • ~ Trish Uhl, PMP, CPLP • Founder and CEO, Owl’s Ledge LLC • International Facilitator, Speaker & Author • 2011 President, ASTD Chicago Chapter (CCASTD) • 2009 / 2010 ASTD International Conference Planning Advisory Committee • 2009 Top Trainer Award Recipient, Training magazine • 2005 CPLP® Pilot Pioneer Candidate Trish has worked with ASTD CPLP® candidates to help them operationalize the ASTD Competency Model™ and be successful in achieving CPLP® since the start of the program in 2005. As a CPLP® Pilot Pioneer herself, being one of the very first – worldwide – to achieve the CPLP® credential, Trish is dedicated to radically changing the learning & performance profession from reactive and tactical, to strategic and responsive. Trish is a contributing author to two books on the subjects of technology and teams: ASTD Press “10 Steps to Successful Teams” and Pfeiffer “Fortify Your Sales Force: Leading & Training Exceptional Teams.” Trish’s first full book, “Mastering the CPLP: How to Prepare for – and Pass! – the CPLP Knowledge Exam” is now available in Kindle and print! trishuhl@owls-ledge.com www.owls-ledge.com Available on Amazon.com
  • Breakout Session Description Join this energizing session with Certified Professional in Learning & Performance (CPLP) Trish Uhl as we collaboratively explore the trends and business drivers of how & why the field of Instructional Systems Design is using concepts like "gamification" to move from task-based services to strategically aligned performance-based solutions! During this experiential learning session, we will explore and answer the following questions: • What is a simple, common definition of gamification? • Why should I care about gamification? • What does gamification have to do with instructional design? • How does gamification align to the ASTD Competency Model? • How does this fit in with where learning and performance is trending? • How can I get started? (There will be opportunity for you to roll your sleeves up and try it out!)
  • To help my learning professional peers to radically transform the learning & performance profession worldwide
  • Why “transformation”? Why not “innovation”?
  • Innovation implies changing what is
  • Transformation implies creating what’s new
  • We are transforming learning to create what’s new for the 21st century.
  • Gamification /ˌɡeɪmɪfɪˈkeɪʃ(ə)n/ (noun)
  • NO!
  • Using age-old gaming techniques in innovative ways to transform learning & human performance.
  • WHY?
  • IQ scores have steadily increased since World War II
  • The New Normal “It’s a VUCA world! Volatility, Uncertainty, Complexity, Ambiguity.” – Bob Johansen, Institute for the Future
  • The 3 C’s • Complexity: Situations that are difficult to understand, have considerable ambiguity and uncertainty, and often have no “solutions,” only options and tradeoffs • Chaos: Seemingly random events that have an underlying pattern (which is difficult to discern) • Change: Turbulent environments in which the future is difficult to predict or control
  • 47% of the workforce in 2014 will be Millennials born between 1977 - 1997
  • “50% of all innovation, and 70% of Global 2000 [organizations’] apps will be gamified by 2015” - Gartner (April 12, 2011)
  • U.S. organizations spent approximately $156.2 billion on employee learning and development in 2011. - 2012 ASTD State of the Industry Report
  • Industrial Age Metrics • number of student days • student/instructor ratio • number of "no shows", drop-outs, and last minute cancellations • dollars charged back to departments using training • percent utilization of facilities • cost per student-day • average "satisfaction" scores on our "smile sheet" evaluations • on-time completion and on-cost development of new courses • actual vs. planned operational budget expenditures.
  • Learning & Performance Professionals “What we're saying today is that you're either part of the solution or you're part of the problem.” - Eldridge Cleaver
  • WHAT DO WE DO?
  • Learning & Performance • Every learning professional’s ultimate aim is to improve human performance to drive organizational outcomes OD Consultant Knowledge Librarian Career Coach Learning Strategist Instructional Designer Talent Manager Training Manager Global LearningVP
  • Supporting the Learning Organization • The Mission Statement of the American Society for Training & Development (ASTD) is: Through exceptional learning & performance, we create a world that works better.
  • MODELS
  • ASTD Competency Model
  • Competencies • Business Skills • Instructional Design • Technology Literacy • Learning Technologies • Interpersonal Skills • Global Mindset
  • Skills BUSINESS SKILLS • Uses data from a variety of sources to analyze needs and proposes solutions • Applies business acumen by building a business case for the organization's learning agenda • Drives improvement results through learning solutions by setting goals, tracking progress, and making course corrections • Demonstrates strategic thinking by aligning the learning strategy with the organization's business strategy • Uses innovative thinking, methods, or tools to advance learning and development INSTRUCTIONAL DESIGN • Integrates technology options to achieve learning goals • Evaluates learning design TECHNOLOGY LITERACY • Demonstrates an awareness/proficiency in emerging technologies LEARNING TECHNOLOGIES • Analyze and select technologies • Integrates technology options • Delivers various learning methodologies • Facilitates social learning • Leverages technology INTERPERSONAL SKILLS • Influences stakeholders by building consensus and gaining commitment to solutions • Networks and partners with key internal and external contacts to achieve desired results • Leverages diversity through emotional intelligence GLOBAL MINDSET • Emphasizes the importance of being able to work across borders and cultures
  • MASTERS
  • Certified Professional in Learning & Performance (CPLP®)
  • Lou Russell
  • Richard Sites
  • Context, Challenge, Activity, and Feedback (CCAF) Model
  • SHALL WE PLAY A GAME?
  • FOCUS ON THE ASTD COMPETENCY MODEL COMPETENCIES & SKILLS FOR THIS ACTIVITY!
  • DEBRIEF
  • 5 E’s • Use what’s in the Environment! • Use what people already find Engaging! • Make it Easy for Everyone! • Make it FUN! – ENJOY!
  • Complexity Chaos Change Commitment Connection Collaboration
  • We are transforming learning to create what’s new for the 21st century.
  • Yes, I know the MAGNITUDE of this Transformation
  • Put On Your Big Girl Pants …
  • and MAN UP!
  • We are transforming learning to create what’s new for the 21st century.
  • GAME ON