ATD Blog
Tue Jul 22 2014
Games have been used for learning since society began, teaching the skills for real-life tasks. For example, the concept underlying the game of marbles—the ability to throw or roll a marble or stone accurately—is the same type of skill necessary for hunting. Today, games are commonly used to develop and hone social and problem-solving skills, which are vital to organizations.
Organizations can easily use games in their training to more fully engage their learners. July’s TD at Work (formerly Infoline), “Game Design for Learning,” explains the multiple elements that compose games—the story, rules, player interaction, and most importantly, feedback. Without feedback, players won’t know what is being taught or reinforced.
Author Stephanie Daul notes that you can earn the support of stakeholders for integrating games into your training by having them play the game you intend to use. This gives them firsthand experience about how useful games can be. Alternatively, be prepared to pitch the implementation of games with research and examples, if the stakeholder asks you how the game will be effective. You should also be sure to explain the research using business language to convey your confidence in the game’s ability to teach your workforce.
“Game Design for Learning” outlines a number of different ways to deliver knowledge and teach skills through games. It also outlines how to develop the elements of a successful game as well as how to implement a game within your organization. It includes worksheets and forms to supplement the information.
How have you integrated game design in your training?
You've Reached ATD Member-only Content
Become an ATD member to continue
Already a member?Sign In
More from ATD