Documente Academic
Documente Profesional
Documente Cultură
Introduction............................................................................................... 2
Part 1: Benefits and Costs of Learning.......................................................2
The Value that Learning Produces........................................................2
How Much Are Employers Really Investing in Learning?.......................2
Part 2: The Sources of Economic Return....................................................2
It is a Complete Mind, Body and Soul Game...........................................2
The Game is based on behavioral research............................................2
Instrument Design and Validation...........................................................2
The Game sits on Learning Management System...................................2
The Games Learning Effectiveness........................................................2
Why is Blended Learning Superior?........................................................2
Part 3: The Return on Investment in the Game.........................................2
Introduction
The demands that executives face today are, at one level, the same as ever:
staying ahead of the competition, with superior products and services at the best
price.
At another level, however, the rapid unfolding of the knowledge era has created
new demands and challenges for leaders, including:
How do we create a culture that motivates and brings out the best in
employees?
Answering these questions requires learning. Now, more than ever, the ability to
prosper hinges on ones willingness to learn and change with the times.
So like it or not, we are all in the business of learning. Learning has become the
principal differentiator between mediocre and excellent financial performance.
And it has been behind the evolution from total quality management in the
1970s, to the learning organization, to knowledge management in the late
1990s.
Yet knowledge is of value only when it leads to tangible performance
improvement. That is why leading organizations around the world are launching
technology infrastructures for the systematic management of learning.
Learning has simply become too strategic to be left to happenstance. The best
leaders are managing it as aggressively as they manage their other strategic
investments.
This presentation documents the business case for investing in the Game and its
learning management infrastructure.
1. The first part provides the context, by synthesizing research on the value
that learning produces, and documenting the investment that firms are
making in learning.
Policies that shape the acquisition and development of skills are a major
predictor of productivity and profitability.
It is also the single most important predictor of both sales per employee
and market capitalization.
Customer retention
Capacity to innovate
The direct costs of formal education and training, however, are just the tip of the
iceberg. When the indirect costs (primarily wages and benefits of employees
while in training plus overhead) and opportunity costs (lost productivity) are
factored in, the total cost of formal education and training stand closer to 10% of
payroll.
Perhaps more significantly, studies show that formal education and training
constitutes only about 30% of a typical employees time spent in learning
activities. The other 70% consists of informal learning, such as getting help from
a colleague or supervisor.
Since much of this informal learning takes place through one-on-one coaching
(which means that the costs of wages and benefits double, as does opportunity
cost), the true cost of informal learning is likely to be even greater than the total
cost of formal learning.
That means that learning investments in a typical firm amount to at least 20% of
payroll. Moreover, in some sectors of the economy where employers tend to
spend much more than average on education and training, such as finance and
technology, investments in learning are likely to be higher still.
In short, employers invest tremendous sums in learning. Leading firms are
beginning to recognize that investments of this magnitude require intensive
management as well as an infrastructure for ensuring that the investments are
made as efficiently and effectively as possible.
It is a Complete Mind,
Body and Soul Game.
10 personality dimensions,
Skills Management
Games in Learning:
Analyzing Learning
Effectiveness
Superior blended /
integrated learning
environment.
Networking, Community.
17 Strengths &
Development
Needs
10 Personality
Dimensions
1. Communicatio
n
1. Nervous
Tension
2. Delegation
2. Character
Strength
3. Empowerment
4 Personal
Goals and
Values
1. Internal
Processes and
Learning
2. External
World
3. Work Habits
4. Goal
3. Financial and
Economic
7 Levels of
Spiritual and
Physical Power
Level 1: Tribal
Power Level 2:
Power of
Relationships
Level 3: Personal
Power
Level 4:
Emotional Power
Level 5: Power of
Directedness
4. Sociability
5. Decision
Making
5. Emotional
Maturity
6. Interpersonal
Relations
6. Dominance
7. Motivating
Skills
4. Growth and
Self
Actualization
Will
Level 6: Power of
Mind
Level 7: Spiritual
Power
7. Competitivene
ss
8. Stamina
8. Adaptability
9. Naivety
9. Concern for
Productivity
10. Motivation
10. Participative
Leadership
Style
11. Team Building
12. Commitment
to Growth
13. Innovation
14. Persuasiveness
15. Initiative
16. Control
17. Assertiveness
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ancient wisdom of three spiritual traditions the Hindu Chakras, the Christian
Sacraments and the Kabbalahs Tree of Life.
Sustained high achievement requires not only sharp intellect, but also physical
strength, emotional intelligence, and a strong sense of purpose. The program is
designed to help people marshal the mental, physical, emotional, and spiritual
energy they need to thrive.
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Area, SelfAssessment,
Feedback & Group
Exercise
Validated Theory
Management Values
McGregors Theory X
and Theory Y and
Robert Rosenthals
work on the selffulfilling prophecy
combine to describe
and measure
managerial philosophy.
Discover how we
expand our
effectiveness as
managers and workers.
Learn how McGregor's
classic "Theory X
Theory Y" demonstrates
that beliefs about
people drive our
behavior and thus
become self-fulfilling
prophecies.
Participants realize
their personal beliefs
about people and work.
Understand the
impact these personal
beliefs have in the
workplace.
Explore the benefits of
change
Team Communications
Team Leadership
Team Decision Making
Team Process
Discover how to
transform lowperforming groups into
triumphant winners.
Colleague Feedback:
What do you need to
do your best work?
(RCS)
Group Exercise: How do
you solve a problem
like Maria? (HD)
Team Effectiveness
Self-Assessment &
Feedback: Team
Effectiveness Exercise
Group Exercise: 12
Angry Men
Group Exercise: Group
Barrier Analysis
Understand How
Groups Function
Discover The "Best"
Way To Lead For
Creativity
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Interpersonal
Relations
Self-Assessment:
Interpersonal Relations
Interpersonal
relationships is
described and
measured in terms of
exposure and feedback
solicitation.
Colleague Feedback:
Interpersonal Relations
Group Exercise:
Interpersonal Style and
Organizational Climate
Our interpersonal
communications make
the work climate more
productiveor less so.
The module reveals how
this dynamic can work
for you.
Improve your
communication skills
Analyze your
communication
practices and rediscover their impact.
Employee
Involvement
Self Assessment:
Your Practices That
Support Employee
Involvement. (AMS)
Feedback: Practices
Of Others That Support
Employee Involvement.
(SEA)
Group Exercise:
Access Management
Do Employees have
access to the supports
and resources they
need for involvement?
Build stronger
relationships
Create an environment
for shared ideas
Create Opportunities
For Participation
Provide Support
Structure For
Discover how we "turn Collaboration
on" employees'
willingness to work.
Refine Interpersonal
Skills
Discover practices
that cause your
employees to want to
get involved in
meaningful, productive
ways, improving quality
and performance.
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and can be of substantial help to those who are interested in exploring and
improving communication practices within their own organizations.
Similarly, the Colleague Feedback is designed for use as a companion piece with
the Self-Assessment. It is a companion piece to and adaptation of the SelfAssessment, and has construct and concurrent validities similar to those of the
Self-Assessment.
Through the LMS, you can expect quantifiable benefits with respect to business
goals and performance. Companies can evaluate their investments in terms of
overall business objectives strategies; specifically, the impact on performance
and the speed of acquisition of skills needed for new business objectives.
Learning Content Management System (LCMS)
LCMS helps you to effectively and quickly close skill gaps by delivering
personalized and customized content. LCMS can:
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Benefits:
Skills Management
Helps you to measure and close skill gaps to optimize contributions of your most
important asset people. You can align skills & knowledge with business goals
and objectives.
Measure progress.
Modify targets according to new business objectives and closed skill gaps.
Benefits:
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Gather, and act, on intimate knowledge of each user - how they learn,
what they need to know, how they like to receive information.
Content: The content in the program must be relevant for the user, both in
terms of topicality and complexity. Also, the content must be of good quality.
The user wants to learn something that he or she can use in his daily work,
and the user must value increased knowledge in the subject area. Content
must be developed by experts to ensure the quality.
Learning design: The program must be designed in a way that meets the
learner's needs and preferences and at the same time ensures learning
outcome.
Mentoring: Interaction with a mentor also falls into the social context.
Mentoring could also be a feature built into the core product. The difference is
that the mentor in the social context can answer questions and provide help
and motivation as needed.
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Both content and learning design will affect engagement and the sum of the
three is what generates both motivation and learning. The features influencing
engagement include
Drama Effects: Drama effects cover all the factors that make the learning
content more entertaining. Features like sound, music, storytelling, humour
and role-play work to the purpose of the user engagement as long as they are
appropriate to the learning content. Hence, drama effects are important for
user engagement but serve more as an add on than a basic engagement
feature.
Usability: Usability is also important for the user engagement when talking
about how easy to play and intuitive the product is. Still, this term is probably
more often when a product is too difficult to use, than when it is working well.
Therefore, engagement in a positive way is not influenced as much by
usability as it is when contrary.
Is the Game an effective learning product? How does the Game succeed in
offering an engaging learning experience? The table below gives summary of
analysis on learning effectiveness
Content
Game Design
Storyline
Willingnes
s/
Social Context
Interactivity
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Expectatio
ns
Highly
Pretty non-
Strong and
Different
Instruments
High degree
relevant content
through
feedbacks.
Customized
for Users.
linear design.
Users liked
the design.
Effective use
of team effort
through
extensive group
work
compelling
story.
levels of
expectation
s
Willingness
to learn
varies with
the user.
provide social
context
One-to-one
mentoring and
coaching
of realism
through
instruments,
meetings, and
scenario based
feedbacks.
Different
levels of play
and
performance.
Community /
networking
opportunities
Emphasis on
Group work
Flexibility
Competition
Reality
Drama
Visualization
Usability
High degree of
User points
Learning
Wide use
User has
Clarifying
user control.
Fair amount of
freedom of
choice.
Chances of
winning
according to user
performance.
according to
performance.
Real-time
reward
system.
Comparison
with database
of others.
of real
characters
gives high
drama.
Story
develops
according to
user
performance.
own Navigator
screen
Introduction
Easy to Use
Rich
graphics
Help
Section
Depiction of
complex
relationships
High degree
of realism
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Disadvantages:
Expensive;
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Cost-effective;
Less disruptive;
Disadvantages:
Boring;
Blended Approach
When the class is over, a solutions selling bulletin board and chat-room is
established so students can ask questions and share tips.
Advantages:
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program is more cost-effective and less disruptive than the classroom only
approach;
Disadvantages:
Requires design team that is familiar with both online and classroom
delivery;
Cost savings through minimizing time away from the job and
travel/classroom/instructor expenses.
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Greater flexibility to meet the different learning styles and levels of your
audience.
The ROI forecasts that our clients have shared with us indicate that they
are able to create an above-market return on their investment in the
Game, merely through the savings generated by efficiencies in the
administration and delivery of education and learning. These forecasts are
conservatively in the range of 24-40%.
The rapid unfolding of the knowledge era has made the management of learning
an economic imperative. The capacity to do so will increasingly distinguish
leaders from followers. Firms that act with urgency to develop a superior
capacity for managing learning will be far better equipped to win the war for
talent, to respond to emerging market forces with speed and agility, and to
deliver the highest return to investors. Those that delay in launching a
comprehensive learning management system will be left behind.
The Game of Success has the potential to turbo-charge your learning
process.
Superior cost-effectiveness. The Game not only offers the most costeffective way to raise skills and competences, but it also helps organizations
improve time to competence, time to insight, and time to market.
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Strong value for users. End users of the Game find the learning experience
worthwhile and enjoyable. Satisfying a diverse set of learners is a difficult
task, and high-quality content is a key requirement.
Forges 8 classic theories into a single, potent tool for real-world change.
This Game has changed hundreds of people in ways big and small.
Change must be built into our life through rituals highly specific, regularly
scheduled practices that become automatic over time.
The Game has helped people find more balance in their high-pressure lives.
People seem to have more energy. Their attitudes their emotional state
seem much better.
Sustained high achievement requires not only sharp intellect, but also
physical strength, emotional intelligence, and a strong sense of purpose.
You and Your Managers achieve breakthrough performance -organizational and individual.
Discover how specific behaviors ignite the inherent "can-do" spark in every
worker and colleague.
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Learn 27 ways to get individuals and teams to take the initiativeto boost
productivity, cut cycle times and error rates apply fresh ideas, accept
responsibility, and much more.
Understand exactly what makes your employees and teams more productive
and how to make it happen in your workplace.
Seeing exactly what you must do to promote and maintain high performance.
Gaining the tools and procedures to conduct action planning with your
subordinates and co-workers.
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