Gamification as a Modern Manager's Tool

The term gamification is often used in the context of a nudge, i.e. an influence that reinforces desired behavior. For example, showing economical driving with the digital growth of a tree, whereas strong acceleration damages the tree.

But this kind of gamification is not meant here. This article is about the inseparable connection between playing and learning and how this can be integrated into a company context. This contribution is much less scientific but shows only short experiences, which I made with this topic. I would like to know your opinion on possible applications and obstacles!

Play & Learn

After spending years maximizing their own creativity, Blue Man Group inventors Matt Goldman, Phil Stanton and Chris Wink were experts in creating frameworks that helped them innovate. Through a visit to a TED conference they got to know the social development expert Sir Ken Robinson(opens in a new tab), who called for the abolition of the creativity killing practices of our present school system.

Together they decided to found the Blue School(opens in a new tab), a primary school in New York that implements what decades of research have shown and demanded: Learning and playing belong together.

In a chapter of his book "Sapiens: A Brief History of Humankind"(opens in a new tab) Yuval Noah Harari shows the evolutionary path towards this. Through the upright walk, the pelvic opening of Homo Sapiens was reduced, resulting in children who were born too early, too young and in particular need of protection. Therefore it was necessary to learn the skills outside the womb which were necessary for survival. The most efficient way to learn these skills was and is playing.

The Blue School tries to maintain its innate play instinct in primary and secondary schools. I believe that this measure, which allows students to be creative and specialize in their interests, is necessary in order to meet the challenges of the future.

Even if it's good that students can play longer, why should we ever stop? How can games be integrated into serious and result-oriented everyday work?

Playfully Learn About Methods & Processes

Last week I was at a workshop for scaled Scrum. Since Scrum is an implementation of human-centered modern management, I was not surprised to discover gamification at this event.

The simulation training had a childlike theme, there were handicraft utensils everywhere and the atmosphere was experimental and casual.

These are exactly the right conditions to challenge and promote creativity and to teach content on a path that was hardly or not at all tiring. Agile basic values are also communicated. This meta-level knowledge transfer is incredibly efficient and is therefore always taken into account when I work out a training course or coach employees.

Playful Corporate Communication

Earlier this year I used gamification to communicate a rather dry topic to my team. Due to constant growth, the uncertainty in my team about innovations and changes had noticeably increased and this was also discussed. So I put the changes I found relevant into a quiz, where you could log in with your smartphone or computer. There were nine timed question rounds. After 15 minutes the atmosphere was relaxed, the content was communicated and the winner was determined (as promised: eternal fame and recognition LN!).

The interesting aspect of this game was definitely the social component, the team experience and the possibility to talk about uncovered gaps in knowledge in a humorous environment.

Mastering Programs with Ease

Gamification is also a great option for tool training. Salesforce, a leading provider of customer relationship management software, has found a very sophisticated and exciting way to train consultants and implementers without putting them in a coma. Like in a computer game you train skills, earn batches and level up. Although this approach is very complex, it fits perfectly into the overall strategy of the company. Only if the consultants and administrators are excellently trained will they be able to set up the software in such a way that the customer experiences the greatest possible added value.

Playing in the Product Development Process

The so-called Agile Manifesto(opens in a new tab), which wrote down the basic values behind Scrum, also places a special focus on rapid feedback from the customer. Here too, gamification can be very helpful:

Agilist and management consultant Alexander Krause(opens in a new tab) reports in one of his lectures on a very elegant way to break down boundaries to the customer through game character. The final product is painted and glued quick-and-dirty with simple handicraft utensils and the interaction of the customer is then recorded in a mobile phone film. This very unattractive film is then shown to the customer and is intended to clarify whether the understanding of the task is the same. In this context, the character of the game helps a lot to express criticism. Because the video was produced so quickly and amateurishly, it is easy for the customer to express criticism.

Playful and Competitive Handling of Change Processes

Lee Bolman and Terrence Deal have written one of the best novice works(opens in a new tab) in the world of organizational behavior. One lesson: companies can benefit greatly in difficult times when their employees are offered an arena. This theory says, "Forced change brings discomfort and the feeling of loss of control. Playing games yourself and losing or winning on your own is control. Even if employees cannot influence the forces of change, games allow them to express ideas and doubts. These statements shouldn't remain unheard but be allowed to be made against ideas of other employees. Advocates should also be part of this arena and the competition taking place in it."

Managers often shy away from such discussion, citing that the employees wouldn't understand the arguments. As explained in my article "Y tho", this is a mistake.

What companies gain: insights, acceptance, and the feeling of being part of the strategy and the company.

Being Allowed to Lose is Also Part of Playing

Playing is part of human nature and very few would have anything against harmless and insignificant introductions of a bit of gamification into everyday work. But what must be there is a culture that accepts defeat and celebrates it as a learning success. Games are trying out, experimenting, fail-early and fail-often are just as much a part of it as collaboration. When the environment is ready, gamification is an excellent way to foster creativity and collaboration.