I was planning a p0st on digitalization and what it I believe is needed to do to make your organisation ready for the effects of the digitilization. But before that, I understood there’s a need of specification, what IS digitilization? Since I do a lot more than blogging, the two posts ARE building. But slowly. Then. I got Disrupted. By Pokemon GO.* Read more →
While searching for research on the item of Feedback, another issue came up. Just as important: How do we meet a new generation of students carrying a history of 10k-hrs-skilled in gaming? Think it won’t have effects on your workplace? Think again: I came across this one:
“Many parents have observed the irony that a child who shows little perseverance when practicing piano or doing homework will joyfully commit countless hours to mastering Guitar Hero or other video games. In fact, by the time the average U.S. adolescent turns 21, he or she will have spent10,000 hours playing video games (Prensky, 2001)—which is, as it turns out, about the same amount of time necessary to fully master a sport, musical instrument, or area of professional expertise (Ericsson, Krampe, & Tesch-Romer, 1993).”
A great insight – a bulk of our 10k-hrs students are likely to be extremely familiar with the term “gamification” or at least the effects of it. How about you as a manager – are you? Now, you don’t have to be alarmed of this fact – but I firmly believe we need to be ready for it. Why not alarmed? Simply because there’s a lot of great leadership in gamification. Just to mention a few:
They now are familiar with driving forces created on the outside – but judging from the duration, outer triggers synch well with inner motivation.
Games have developed rapidly in this area. Moving from the past instructions like “where to find the key” the gamer now hears a train, the train passes (not visible but identified by the rising and falling tone due to the doppler effect – an area for a smart teacher, btw!) and suddenly there’s a flash from the electric train’s overhead wire. Which is frosty as snow flakes suddenly falls. Instead of instructions, you feel smart as you discover the key on the ground, thanks to the flash.
A lot of games expect you to act in teams. Real time, globally. Working in teams may be troublesome at first – until you experience the blessing of different skills.
You move in levels and it becomes extremely clear on what level you’re working.
Badges, tshirts and more to indicate success is an everyday experience for gamers.
//This post is growing – feel free to comment!
What’s your take on gamification and work/leadership?
And – here’s the link that got me started today. Or, if you prefer to read it as it comes:
Now a day after the completion of the Enterprise 2.0 conference (from now on “E2”) things are slowly coming to a level possible to grasp. Some of the areas I will cover the next couple of days include:
Race against the Machine
Reverse Mentoring
The meaning of Big Data – even for the sole entrepreneur
Visualization of Big Data
Game Dynamics and Gamification
I’m looking forward to interacting with you on this!
Johan – currently in Boston, MA
I’m attending several of the “Big Data” seminars at the Enternterprise 2.0 conference in Boston. You may think “yeah right, it’s fine for the big corporations” but is it? What can I do as a sole entrepreneur?
My first takes: Gather data on my own business activities:
* Business trips
* Sales of my LUCK Concept book (soon available in English)
* Library lendings of my LUCK book in Sweden
* Correlations between the above
* Something I haven’t thought about yet
So, Visualizing of data will mean a lot. Further actions available around this:
Gamification – guessing game / quiz on data
Business Driver – following sales and lendings will most likely drive sales and interest in the LUCK concept.
What more is there to do?
(stay tuned for the opening of my LUCK e-shop opening soon: luckconcept.com)
Updated Nov 2:
I met with some really-into-gaming guys yesterday. And they confirm the text below: “You are dependant on soo much in the new releases of games” and when asked for an example: “…well you can’t drive and control a tank on your own”. Not much into playing computer games I still love the team focus!
***
Right now I find two totally different reactions to my “LUCK Concept”. The concept comprises Lean Production, Social Media, Mobility, Coaching and Cognition. The reaction from most is “yeah, finally – let’s go!” while the other is “tooo soft, people are not that team oriented as you claim”.
Well, most game developers are now releasing new versions of their Battlefield and similar games. Most of them include new choices of team work. I rest my case 😉
Android will most likely – maybe with Windows Mobile – cut the Lion Share of the market. Thanks! That will make them a more likely target for malware, capsule viruses, hoax, trojans, worms et cetera. We, Apple fans – are extremely happy for this. There are always great wins to be in a niche. I believe normal driving forces of human beings and game dynamics will prove this to be true.
Android will most likely – maybe with Windows Mobile – cut the Lion Share of the market. Thanks! That will make them a more likely target for malware, cheap viruses, drug hoax, view trojans, worms et cetera. We, Apple fans – are extremely happy for this. There are always great wins to be in a niche. I believe normal driving forces of human beings and game dynamics will prove this to be true.
Just a short reflection after spending my normal sleeping hours over here in Stockholm, Sweden. Great game and congratulations to both team for a great fight, and Green Bay for the victory!
Now, can we as consultants and managers learn anyting from watching a game like this? Well, I can spend hours talking about Vision, Mission, Strategy and Tactics. For the football team as well as for your (and my) organisation. And there’s more: In the transition from strategy to tactics, we know there are needs of
Structure – what yards to the future are we following? At what pace should we get there? And in what shape are we travelling? And reaching our destinations? What’s our game plan? Who’s the quarterback of your team?
Practicing – are we simulating and allowing ourselves to practice stuff we haven’t already tried? Play off, play a little? How can we prepare ourselves for new moves?
Psychology – do we know about how our brain works in individual work – and in our teams? What’s our kicker thinking when preparing a field goal attempt?
Seeing, understanding, supporting – are we present as managers. I mean, are we IN the game – or just “planning” it? Do we know, REALLY KNOW what’s going on– and the causes of it? And do we support our team members like they do at the SB? Just look at the different means coaches use to support and lead.
What did YOU learn at Super Bowl today?
Remember the old saying “Power and money corrupts people”? Another philosopher claimed “No, money and power projects your real self!” I for one, believe more in the second one.
Recently (yesterday, that is…) I ran a workshop on “change management” (later renamed “change leadership” when I started nailing down details of the workshop). The title simply didn’t work with my values and belief system. I believe change mainly calls for leadership – not management – as we in change are exposed to a whole range of inner and outer psychological reactions that call for a present leader.
And what really motivates us? RSA did a great video on this. And within a few miutes I was pointed to the original video by Daniel Pink – here at www.ted.com
When thinking about it – if incentives for most of our daily work doesn’t work – or even makes us care for personal goals rather than the organizational goals (from whom the incentives originate!) we’re striving for – why have incentives at all? In my darkest moments incentives are even cousins with bribes and corruption – only the money is delivered by different means.
Still, they share the risk of pulling me as an individual away from our task, our business idea – and eventually – ethics.
What do YOU think?
