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Bryan L. Austin, VP of Learning Innovation, mLevel This presentation was given at the 2016 Serious Play Conference, hosted by the UNC Kenan-Flagler Business School. What’s the difference between “fun” and “effective” learning games? The answer varies between “none” and “everything”. The key to performance improvement through games is the efficacy of the game activities in driving learning effectiveness and retention. Session attendees will experience hands-on examples that are in use by several global organizations.
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How well does the majority of your learning motivate, on a 1 to 5 scale? 5: Our associates come out of learning really fired up! 4: We see measurable motivational impact. 3: We see some motivational impact. 2: We rarely see motivational impact. 1: Our associates tell us our learning is boring.
How well does the majority of your learning engage, on a 1 to 5 scale? 5: Learners are highly engaged. Their post-learning performance shows it. 4: Learners are engaged, but it’s not translating to post-learning performance. 3: Fairly engaging on the whole, but learner feedback is weak in some key programs. 2: We know our associates often multi-task during learning. 1: Classes are too lecture-based. Online learning is mostly clicking on the “Next” button.
How effective is the majority of your learning, on a 1 to 5 scale? 5: We’re knocking it out of the park on our Kirkpatrick level 4 (Results) data. 4: We have solid Kirkpatrick level 3 (Behavior) data. 3: We have solid Kirkpatrick level 2 (Learning) data. 2: We have solid Kirkpatrick level 1 (Reaction) data. 1: We’re often told by the business that the learning program didn’t work, or that retention was poor.
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