Written by: Raveena Elizabeth (Marketing Lead)
Hello there, dear readers!
We live in an age of corporate training that often feels more like a chore than a transformative experience. Slide after slide of uninspiring content and endless multiple-choice quizzes. But what if learning at work could be... engaging & fun?
That's the exciting question that's gaining momentum. We're not merely talking about gamification; we're talking about gamified training done right. Join us as we explore a groundbreaking study conducted at KPMG by Harvard Business Review, a prominent player in professional services.
Example of employees playing games at workplace
The study at KPMG assessed the impact of gamified training on employee performance, specifically examining the "KPMG Globerunner" program. This training incorporated gamification elements, immediate feedback, and competition, and was implemented across 24 offices over 29 months. The study found that gamified training had a significant positive impact, resulting in increased fees collected, a larger client base, and more business opportunities. It also highlighted the pivotal role of leaders in this training approach and offered recommendations for organizations looking to implement similar training programs.
Key Takeaway 1: Gamified Training Supercharges Employee Performance
When gamified training is executed thoughtfully, it has the power to significantly enhance employee performance. The winning recipe includes well-structured lessons with elements such as progressing through challenges, real-time feedback, earning points, and a touch of friendly competition.
The results speak for themselves: a remarkable increase of over 25% in fees collected, a 16% growth in clients served, and promising new opportunities on the horizon. It's more than just a game; it's about making substantial improvements in how employees carry out their roles.
Key Takeaway 2: The Impact of Engaged Leadership
Now, let's turn our focus to leadership. The study at KPMG emphasizes the crucial role that leaders play in this training approach. When leaders actively participate, the results get even better.
Offices whose leaders participated more than others increased fees collected by 19% more and grew the number of clients served by 7% more. Leadership involvement sets the tone for the entire team.
Key Takeaway 3: Cultivating a Culture of Enthusiasm and Play
Creating a work environment where playing is not just allowed but encouraged can be transformative. When leaders themselves embrace the training as an integral part of work, it sends a powerful message to the entire team.
ThinkAgility: Leadership Simulation for British American Tobacco (BAT)
Problem Statement:
Across the global landscape, British American Tobacco (BAT) faced challenges within its leadership & core teams to be agile with the ever-changing business environment - especially with a shift in consumer behaviour and regulatory compliance. Collaborating effectively and being able to respond to market changes was good in some teams but less so in other teams. There was a pressing need for an improved and structured way to make informed decisions and deliver results.
Our Solution:
Introducing ThinkAgility, aimed at delivering agile results within BAT's leadership across diverse locations, including Australia, New Zealand, Oceania, and various Asian countries in partnership with Brandt International. Through a combination of business simulation-based workshops and debrief sessions, ThinkAgility helps participants understand, retain, and apply their learnings effectively in their work.
The game aspect:
Participants, taking on roles as strategists, auditors, client liaisons, and region managers, embarked on a transformative journey. They were entrusted with overseeing various regions in a dynamic simulation.
Simulation Objectives:
Managing complex team dynamics and limited resources.
Understanding team members' strengths and limitations.
Developing flexibility and agility in the face of competition and unexpected scenarios.
Delivering results the first time in tough circumstances.
Before each round, they engaged in thought-provoking discussions on strategy and resource allocation. This strategic element is key in the fast-paced, ever-changing business landscape.
Learning Outcomes:
Results Agility: Navigating challenging situations to deliver results.
Change Agility: Comfortably adapting to change and experimenting.
People Agility: Effective communication and collaboration across diverse groups.
Mental Agility: Solving problems in unique and innovative ways.
Self-awareness: Recognizing one's strengths and weaknesses.
Debrief on agility concept during the virtual training session
Throughout the simulation, participants encountered deliberately crafted scenarios meant to disrupt their team's strategies, compelling them to adapt in real-time. It was more than just a game; it was a profound lesson in learning agility.
So, did it help them?
The transformation experienced by our participants was profound. They discovered a newfound agility in their approach to tasks and projects.
Here are some key insights they shared:
"Being agile in my approach to tasks and projects. Identifying tasks that can be executed simultaneously without dependencies. Leveraging the strengths of my team members. Remaining vigilant and ready to adapt in any situation to meet objectives without compromise."
"Balancing the strengths of my team with the tasks at hand. Striking a harmonious equilibrium between consistency and flexibility to achieve outstanding results."
“I wished that I had gone through this engagement earlier - my team would have been better equipped with managing the challenges during the rollout and pivoting of our market strategies”
The consensus is clear: this training not only motivates active participation but also encourages the practical application of learning in the workplace. It's more than a shift in mindset; it's a driving force for continuous improvement on the job.
NPS on participant’s recommendation
In essence, our collaboration with BAT in gamified training harmonizes with the insights from the Harvard Business Review. It underscores the significance of leader engagement, the creation of a learning-friendly atmosphere, and the measurement of outcomes at an organizational level.
This isn't just about education; it's about inspiring change and nurturing newfound agility when addressing work-related challenges. As one participant aptly put it, "This training got me thinking about my current role and how to enhance productivity with my team and across the business. It's about implementing change and ensuring consistency along the way."
We firmly believe in this transformation, and we're excited to continue leading the way in innovative corporate training. It's not just a game; it's a game-changer!