Recently, I was fortunate enough to work alongside Miranda Greenberg and Marci Morford on one of the most creative and fun projects I’ve ever worked on in my career.
I wrote about this in a two-part case study: An New Employee Orientation Overhaul and The Exciting Conclusion: What Happens When A New Hire Orientation Becomes a Game.
After speaking with Alex Moore at the Association for Talent Development, we were also given an opportunity to share about adding gamification in new hire orientation, which was published in TD magazine. Continue reading
On November 5, 2015, I happened to be speaking with a training colleague from another department when she began telling me the story of how she was finally able to add a .5 FTE to her training team. I asked how it was working out for her, and she began rattling off all the benefits she was seeing.
It had helped lighten her workload. She had a new partner in crime with whom she could kick ideas around. This new training person was super-high quality.
“This is exciting,” I said, “but have you seen any impact… as in anything you can quantify?” Continue reading
Some feel that “play” is a four letter word when it comes to training and professional development. I don’t believe there’s anything wrong with using play as an engagement strategy… as long as it’s an intentional design element.
This month I was asked by the folks at TD magazine to write an article outlining some specific ways that L&D professionals can incorporate play (with a purpose) into various delivery methods – from classroom-based to webinars to performance support.
It was an honor to be asked to write for TD’s “Fundamentals” section. If you have five minutes or so and are interested in how you can incorporate more play into your next training program, give it a read… and then let me know what you think.
Do you feel “play” is appropriate for the professional training room?