ARGs for Learning DevLearn November 3, 2010
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ARGs for LearningDevLearn
November 3, 2010
All About Me
Koreen Olbrish, CEO, Tandem Learning
• koreen.olbrish@ tandem-learning.com
• SL: Nina Sommerfleck
• Twitter: @koreenolbrish
• Blog: www.blogspot.com/learningintandem
• Website: www.tandem-learning.com
ARG: Alternate Reality Game• Mix of real world
and online competitive elements
• Collect clues to solve a mystery/puzzle
• Played individually or in teams
• Also called pervasive games
Alternate vs Augmented
• Let’s not confuse them…
Not Meta Games
ARG Terminology
• Puppetmaster • The Curtain • Rabbithole • Trailhead • This Is Not A Game (TINAG)
• i love bees• Chain Factor (Numb3rs)• The LOST Experience
ARGs for Entertainment
Serious ARGs
Examples:Traces of Hope
World Without Oil
Evoke
ARGs for Corporate Learning
• How can games address corporate learning goals?
• What are the unique characteristics of ARGs that make them appropriate for corporate learning?
Case Study: DevLearn 2009• Goals:
– Introduce/practice using different social media technologies for communication, collaboration & learning
– Encourage networking and provide opportunities for relationship building
• Game structure:– Team play– Collecting “clues”
Conference ARGs vs Learning ARGs
Case Study: Constellation Wine
• Goals:– Reinforce product knowledge and messaging– Practice selling skills– Encourage networking and provide
opportunities for relationship building• Game structure:
– Team play– Collecting “clues”– Online and on site game play
Constellation Wine: The Characters
Constellation Wine: The Invite
Other Recent Examples
DevLearn 2010: Dr. Strangelearn
Corporate Learning Opportunities
• New hire training• Coaching• Leadership development• Feedback mechanisms• Action learning
Contact Me
Koreen Olbrish, CEO, Tandem Learning
• koreen.olbrish@ tandem-learning.com
• SL: Nina Sommerfleck
• Twitter: @koreenolbrish
• Blog: www.blogspot.com/learningintandem
• Website: www.tandem-learning.com
Let’s Not Forget Adult Learning PrinciplesCycle of Mastery
APPLY / MASTER
Source: Synthesis of academic research on learning theories by Kurt Lewin, John Dewey, Benjamin Bloom, The Forum Group and the Merck Science of Training Participation Guide
Strive for New InsightsReinforcement
Performance Impact
Performance Impact
To fully integrate the new behavior, the individual must have the opportunity to assess effectiveness of new behaviors
Feedback from coach and manager provides focus, reinforcement of progress to performance expectations
3
Assessment and Coaching
Assessment and Coaching
Learning is deepened when the individual has the opportunity to reflect on outcome of the application of new skills or knowledge relative to some set of criteria
2 Reflect on Ideas /
Behaviors
Reflect on Ideas /
Behaviors
Practice in classroom or with coach allows for testing and experimentation with new skill and behavior
Application of ideas and behaviors in concrete, real-world situations allows individuals to build them into their routine ways of thinking and acting
Feedback is critical to ensure skills are integrated appropriately
1Practice and Apply Ideas /
Behaviors
Practice and Apply Ideas /
Behaviors
Absorb and Comprehend New Knowledge/ Skills
& Behaviors
Absorb and Comprehend New Knowledge/ Skills
& Behaviors
Here the individual takes in the new information or skill
This leads to “knowledge,” the ability to recall and recognize facts and information
If it is a skill area being learned, the new skill is modeled and acquired
Become Open to New Ideas /
Behaviors
Become Open to New Ideas /
Behaviors
Before an individual can take in new ideas s/he must become aware of the limitations of his / her current thinking / behavior; there must be an “unfreezing” of the old ways
Tune InTune In
Individual must first turn on his / her “receiver”
Set expectation
LEARN
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