This document discusses using game-based learning to enhance learning outcomes. It describes an L&D manager named Prasad who was questioned about learner engagement, skill proficiency, and ROI of training. To address these issues, Prasad decided to increase engagement through gamification and simulation. The document provides examples of how games can incorporate elements like stories, challenges, and feedback to create optimal learning experiences. It also shares research finding games are effective ways for adults to learn and outlines benefits experienced by organizations that adopt game-based learning.

1. 21st August, 2014
Change your organization learning forever
through Game-‐based Learning

2. Shyam Sunder
Chief Learning Architect
GreenBooks, India
James Higham
Chief Strategy Officer
Gamelearn, USA
www.greenbooks.co.in
www.game-‐learn.com

3. 1. Role of game-‐based learning in enhancing learning outcomes
2. Example of a successful game-‐based learning module
3. ROI of a game-‐based learning
today…

4. How can you participate?
• Respond to our poll
• Ask questions
• Tweet with #gamelearn

5. meet Prasad

6. L&D Manager

7. works here

8. responsible for talent development

9. classroom
elearning

10. was able to train a wide range of audience

11. was able to standardize content

12. Prasad was a happy man

13. until

14. BIG boss

15. questioned on…

16. ?
Learner’s motivation & readiness to apply

17. ?
Learner’s emotional engagement with content

18. ?
Business impact and ROI on Training Investment

19. made him
uncomfortable

20. Investigate for
insights

21. focus group with few participants

22. Priya

23. Ms. Performer

24. 1. Poor engagement & interactivity

26. elearning module looks like this

27. • Boring
• No challenge,
• No feedback,
• No recognition,
• Visuals have no meaning and doesn't reflect real
world
• No fun
• Goal is just to complete

28. Not Engaged
• less productive
• kills time
• distracted

29. Engaged
Not Engaged
• more productive
• willing to dedicate more time
and effort to learn
• willing to try out new things
• less productive
• kills time
• distracted

30. 2. Not attained skill proficiency

31. skill practice
knowledge absorption
what she wants: (﴾ more skill practice and less knowledge absorption )﴿
training flow

32. skill practice
knowledge absorption
training flow
what she gets: (﴾ more knowledge absorption and less skill practice )﴿
training flow

33. 3. Poor retention

34. Expected level of retention
source:
Ins+tute
of
applied
behavior
science
100
75
50
25
0
information recall percentage
78%
advanced
simulations

35. Actual level of retention
source:
Ins+tute
of
applied
behavior
science
100
75
50
25
0
lectures
reading
audio visual
information recall percentage
5%
10%
20%

36. classroom
workplace
No learning transfer

37. gathered his
insights

38. If the learner’s are engaged
learn & practice
apply skills on-‐the-‐job
business impact
ROI

39. he decides to

40. 1. Increase learning engagement
2. Improve skill proficiency
3. Enhance retention

41. but how?

42. Introducing…

44. predicts that by 2015, 40% of global companies will use gamification as a
primary mechanism to transform business operations
Gartner also predicts 80% of current gamified applications will fail to meet
business objectives, primarily due to poor design.

45. Gamification
Gamification is the use of game thinking and mechanics in a
non-‐game context, like learning, to inspire employees to get
engaged in the learning process.

46. Simulation
A realistic, controlled-‐risk environment where learners can practice
specific behaviors & experience impacts of their decisions

47. Gamification + Simulation =
Learning Game

48. Two types of gamification
Structural
Content
Source: adopted from Karl Kapp

49. Structural Gamification – use of game-‐elements to propel a learner through
content with no alterations or changes to the content
-‐ points
-‐ badges
-‐ leaderboards

54. Content gamification – use of game thinking to alter content to
make it more game-‐like with specific learning objectives in mind
-‐ challenge
-‐ story
-‐ characters
-‐ missions

55. Gamification elements that aid learning
1. Story
2. Challenge
3. Mystery
4. Characters
5. Challenge
6. Levels
Source: adopted from Karl Kapp
7. Feedback
8. Replayability
9. Freedom to fail
10. Aesthetics
11. Time
12. Reward structure

56. Optimal Playing Experience
Frustrating
Boring
Challenge
too hard/ confusing
Skill
too easy
flow

57. Optimal Playing Experience
Frustrating
Boring
Challenge
too hard/ confusing
Skill
too easy
• achievable
tasks
• clear
goals
• hands
on
• make
decisions
• solve
a
problem
• surprise
• complexity
• novelty
• fantasy

58. Poll 4

59. spaced repetition & retrieval practice
(﴾2 powerful ID Concepts)﴿

60. In spaced repetition, short bursts of learning delivered over recurring
intervals are far more effective than massed learning
In retrieval practice, when a learner answers knowledge and scenario/
situational review questions, it has a tremendous impact on long term
retention and accelerated application.

61. All this sounds great. But…

62. 1)﴿ Will adults play and learn?
2)﴿ Will gender matter?
3)﴿ What’s the future trend?
4)﴿ What’s the impact?

63. 1)﴿ Will adults play and learn?
2)﴿ Will gender matter?
3)﴿ What’s the future trend?
4)﴿ What’s the impact?

64. average age of a gamer is 34

65. 1)﴿ Will adults play and learn?
2)﴿ Will gender matter?
3)﴿ What’s the future trend?
4)﴿ What’s the impact?

66. 43% of gamers are women

67. 1)﴿ Will adults play and learn?
2)﴿ Will gender matter?
3)﴿ What’s the future trend?
4)﴿ What’s the impact?

68. of workforce today is Gen Y/ Millennial
30% by 2014
2010
2012
2014
2016
2018
2020
2022
2024

69. of workforce in 10 years will be Millennial
75% by 2024
2010
2012
2014
2016
2018
2020
2022
2024

70. Your workforce is changing

71. 1)﴿ Will adults play and learn?
2)﴿ Will gender matter?
3)﴿ What’s the future trend?
4)﴿ What’s the impact?

72. games are wonderful ways to learn
Source: A Meta-‐Analytical Examination of the Instructional Effectiveness of Computer-‐Based Simulation Games”, [2011], Tracy Sitzman.

73. serious games is serious business

74. Classroom vs elearning vs game learning

76. well designed learning games are:
ü highly engaging
ü full of content
ü safe places for risk taking and failure
ü motivational for players to persevere
ü centered around problem solving
ü flow state
ü fun

77. An example of a serious game

79. 6 most advanced negotiation simulators

80. Leaderboards

81. Compelling characters to interact

82. A great mentor to help you navigate

83. Quest to achieve

84. Design proposal from scratch

85. Receive personalized feedback

86. Results

87. results from over 30,000 learners around the world

88. A case in point

89. • Increased confidence in selling skills
• Shortened sales cycles
• Improved win/loss ratios
• Increased revenue per transaction
• More favorable agreement terms between buyer and
seller
• Improved sales behaviors in specific skill areas

90. Now he knows

91. About GreenBooks
we care for learning
GreenBooks Learning Solutions, founded in 2008, is an innovative corporate learning design firm that offers:
• Game based learning
• Business writing & business conversations
• ROI & measurement consulting
GreenBooks consultants help organizations better allocate human capital investments through strategies that allow for faster, more
accurate, data-driven decision-making.
200+ medium and large organization in the country have relied on our services to address their training requirements. Drawing
from our global partnership (ROI Institute, USA, Forum) we bring a strong understanding and expertise in assessment, content
development, training, technology and measurement to help our clients drive greater ROI on L&D investments.

92. get started
Shyam Sunder
ss@greenbooks.co.in
+91 – 9566 100 400
www.greenbooks.co.in