Serious Gaming: An Innovative Way to Learn

"The knowledge of the world is only to be acquired in the world, and not in a closet"
--Lord Philip Dormer Stanhope Chesterfield

Several research reports have suggested that the more involved a person is in a particular task, the more the curiosity he generates to solve the task. The more the curiosity generated, the more the willingness to learn. Gartners research report has found that a new approach to learning using serious gaming has proved to be more effective and efficient in training employees. Games can transform learning into a more-engaging and dynamic process, enhancing peoples work performance and driving business results. When students learn by experience, their understanding and retention are higher. Gaming based learning can significantly accelerate the transfer and application of knowledge.

Game based learning tools place the student in a well-crafted, graphically simulated world of virtual characters engaged in a compelling storyline. The student learns by playing the role themselves while reacting to the situations and interacting with each other.

Training through Gaming

Since early 2000, forward looking organizations have been making significant investments in research and development of adopting these newer methods. Through customized training approaches using 3D technologies like Second Life, it has been possible to study the viability, efficacy, benefit and value of 3D virtual worlds, serious games and social networking strategies, for addressing the 21st century challenges for business, learning, collaboration and community-building across the globe. By leveraging the companys rich and diverse talent pool available globally, it has developed multi-faceted programs that utilize the game based approach to learning. The primary idea behind this is to provide a blended experience which typically includes one or more of the following approachespeer to peer learning, game based learning, learning communities and long term learning/development interventions, etc.

There are several advantages to this new approach. These virtual game-scenarios are realistic in nature and lead to experiential learning in a safe environment. Also the instant gratification that one gets when progressing through the game, improves their engagement levels in the learning activity. There is remarkable team dynamics in events that have been organized through virtual world environments. In a cost constrained environment, achieving such buzz and excitement combined with some serious learning, without having to fly hundreds of people across the globe, has proved invaluable to companies. Adding fun to learning has changed peoples perception about training & skill development. These flexible and interactive programs have seen participants more willing to spend time (sometimes even their personal time) in learning. The participation in game based programs also enhances the technology absorption capability of the participants. This in turn provides further opportunities for up-skilling people with just conventional skills.

But this novel concept would require some getting used to. Like every learning this Virtual Game based approach too has a learning curve attached to it. There are challenges faced in the initial stages of both designing and delivering effective game based learning approaches. Clearly defined guidelines for both trainers and trainees need to be stated upfront. At every point in the training the facilitator needs to constantly engage participants and keep their focus on the learning outcome and the participants must correlate the game scenarios to business situations.

Still Nascent

The concept is surely new and a nascent one. Game based training has proven effective and more valuable a tool that claims the interest and attention of the participant. This new approach to learning contains within itself an influence that can mold the learning graph of every employee. However one must always remember that the power of every tool lies in its proper utilization.

Madana Kumar
The author is vice president, learning, IBM India
maildqindia@cybermedia.co.in