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Member You - Training: Using Games to Embed Learning
Every morning you wake up, eat and -– most days of the week -- you go to work. By that time you have already finished a set of daily habits. But at work, there are even more waiting for you; starting with the computer: Switch on.And then, what do you do next: open your e-mail program, “You’ve got mail” or your internet browser? And in the last case, what is the start page of your browser? The (local) newspaper, presenting fresh headlines. The home page of your preferred search engine. Ready for the first search of the day; let's think... Your stock broker, with the latest investment news. The intrane
Unfortunately, what adults also have is a predilection that training must somehow be painful and difficult. The old, "no pain, no gain", adage of physical training seems to transfer to corporate learning. They believe that training whilst being livel
We all understand the importance of perception. The line between perception and reality is often quite thin. Actions taken by a communicator during the first moments of a crisis can affect perceptions of an individual or company well after the crisis is resolved.All your marketing achievements — all the effort, the financial expenditure, and the energy spent in cultivating a high profile — can be dashed by one ill-handed communications disaster.Enlightened companies, from neighborhood restaurants and retailers to multinational merchants and manufacturers, have a risk management plan for dealing with a disaster. They bu
Adults have some simple requirements as learners. They have an expectation of being treated as an adult with respect shown for their experience and knowledge of the training topic. Even if they cannot describe what they know in the theoretical terms they are about to learn they still want their experience acknowledged. They have a need to share that experience with others.
Above all, adults have a desire to be active participants in the learning process. They, of course, abhor boring day long presentations where presenters ask for and receive no interaction from the participants. However, they also tend to dislike good interactive presentations which give no scope for learning through experience.
Unfortunately, what adults also have is a predilection that training must somehow be painful and difficult. The old, "no pain, no gain", adage of physical training seems to transfer to corporate learning. They believe that training whilst being lively
You've decided to try advertising your business with post cards. The idea came to you from the post cards you receive from other businesses. You like the idea because it seems easy to do and economical. However, you've never tried this before so you question whether this method will bring you customers.Let me say this first, "All Forms of Advertising Work!" However, you have to clearly understand how the advertising medium works and realize that each form has it's limitations along with costs associated with it.At this time, I also I need to dispel a myth that has been around for as long as there has been printed advertising. Many, many bus
Adults have some simple requirements as learners. They have an expectation of being treated as an adult with respect shown for their experience and knowledge of the training topic. Even if they cannot describe what they know in the theoretical terms they are about to learn they still want their experience acknowledged. They have a need to share that experience with others.
Above all, adults have a desire to be active participants in the learning process. They, of course, abhor boring day long presentations where presenters ask for and receive no interaction from the participants. However, they also tend to dislike good interactive presentations which give no scope for learning through experience.
Unfortunately, what adults also have is a predilection that training must somehow be painful and difficult. The old, "no pain, no gain", adage of physical training seems to transfer to corporate learning. They believe that training whilst being livel
By now hopefully most managers and professional know that involving the right people in change initiatives is a key factor that will impact success. Involving those who work in the processes that will be impacted is crucial, as they will ultimately be responsible for carrying out the change on a day-to-day basis.However, how can we make sure we select the right people from the process? One way to look at it is to consider the model presented by Everett Rogers in his book “Diffusion of Innovations.”Consider the normal distribution, a bell-shaped curve that in this case represents variation in human preferences. At one end of the distribut
Above all, adults have a desire to be active participants in the learning process. They, of course, abhor boring day long presentations where presenters ask for and receive no interaction from the participants. However, they also tend to dislike good interactive presentations which give no scope for learning through experience.
Unfortunately, what adults also have is a predilection that training must somehow be painful and difficult. The old, "no pain, no gain", adage of physical training seems to transfer to corporate learning. They believe that training whilst being livel
One of the biggest concerns and the reason why so many consultants and MBA business schools study change management is because it directly affects the productivity of the company and the efficiency and the use of the organizational capital, which has been already established at the management levels.How does change management affect the productivity of a company or corporation? It is simple really, you see, when a manager who is well-liked is moved to a different part of the company, leaves the company because he is disgruntled with his superiors or is fired due to lack of performance or corporate politics you can begin to see the dynamics and com
Unfortunately, what adults also have is a predilection that training must somehow be painful and difficult. The old, "no pain, no gain", adage of physical training seems to transfer to corporate learning. They believe that training whilst being livel
Running a business in Canada has always had its particular set of challenges. One of the biggest challenges has always been finding the right business financing. The market has been dominated by banks and institutions, which have very tough and strict lending criteria. Obtaining a business loan or almost any other type of business financing in Canada in pretty difficult. However, that is changing. Quickly.Recently, Canada has seen an increase in the number of independent financing companies that specialize in business financing. Some offer business loans, but the majority have focused on offering invoice discounting (also know as invoice factoring
Unfortunately, what adults also have is a predilection that training must somehow be painful and difficult. The old, "no pain, no gain", adage of physical training seems to transfer to corporate learning. They believe that training whilst being lively and fast moving cannot equate to fun.
Mentioning the word, "game", sends most adults into a thought process something like: game equals child's play, equals not serious, equals no learning. The truth is the opposite. Adults learn better through experiential games as part of a coaching learning environment than through a presentation.
A study by Bloom and others published in their book "Bloom's Taxonomy of Learning Domains" demonstrated a structure for design of training that complemented the desired outcomes.
The structure of learning knowledge escalated through six levels; Knowledge (finding out), Comprehension (understanding), Application (making use of the knowledge), Analysis Questions (taking apart the known), Synthesis (putting things together in a different way) and Evaluation (judging outcomes).
Games are good training tools which can be used at all levels of learning objectives using Bloom's Taxonomy.
Quizzes, twenty questions and game show formats such as Jeopardy can transfer knowledge and
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