Course: The Power of Gamification in Corporate Training

Course Outline Gamification for Corporate Learning: A Practical Workshop to Roll Out Across Your Organisation and Scale Up (for emerging leaders and HR Managers)

Audience & Level

Core target audience:
- Emerging leaders
- HR Managers who have responsibility for learning design & team development in medium large Australian organisations (focus is Sydney, Melbourne & Brisbane)
- Frontline team leads who are thought to roll out local learning initiatives

Level: Intermediate , you're familiar with instructional design and adult learning principles, new to practical gamification design and implementation.

Preferred cohort size: 12 to 20 per cohort (good for workshop interaction and peer review).

Delivery responsibility: By a senior learning consultant experienced in behavioural design plus an advanced instructional technologist providing digital setup. We're calling ourselves the delivery team.

Duration and schedule (randomised choice)

- Schedule: blended annual series , 1 day face to face kick off workshop, with 3 follow up virtual masterclasses every fortnight plus a self paced microlearning track over 6 weeks.
- Total expected contact time of approximately 17 to 18 hours of structured learning across the 8 week period

Mission Control for leaders at vanguard sites

Number and participants
Sites assigned depends on group size at any given time
Status quo to compare against in coming four milestones
Group allocation Primary subgroups planned

Group Leaders allocated by site (n = 10) Modelling based projection
Mean estimated primary subgroup size

In our randomised implementation trial, we assign hospitals to PRP if the pre specified number of brokering leaders are available within each hospital/matrice. ICUs were randomly selected such that not all will receive the same intervention (e.g., eight ICUs/practices).

6.1 High level learning objectives

Learning objectives (behavioural and metric focused)

Behavioural outcomes (what you want them to do differently):
1. Design / develop 1+ gamified microlearning module/s, linked to a specific business KPI (e.g. lifted onboarding completion rate, reduced safety incidents, raise in sales conversion).
2. Implement core gamification mechanics (points, levels loops, badges that matter and sequencing of tasks) tied to adult motivators.
3. Run a 30 day pilot and analyse engagement analytics for two iterations.
4. Train line managers to encourage game based learning with micro moments of feedback and celebration.

Metric outcomes (what the Business can expect to measure):
1. +X% increase in targeted training completion rates (baseline set as pre programme audit).
2. Knowledge application scores in the post training roleplay that were improved by at least one performance band.
3. Manager observed behaviour change from 60 to 80% of the pilots in 30 days

Opinionated stretch goal: Gamified modules deployed well should move engagement metrics to top quartile, internal learning experience. (Gallup data suggests that high engagement is associated with better business results; see Sources & Notes.)

Programme summary and modular breakdown

Module 0 , Pre programme discovery (asynchronous; 60 to 90 minutes)
- Activities: Pre workshop survey (baseline engagement, learning pain points), a 10 minute contextual brief from each participant, two quick micro cases to diagnose.
- Deliverable: Snapshot report (1 to 2 pages) of business KPIs, learner personas & tech constraints & prioritised training use case to gamify during the programme.
- Why: Focus. We stay away from the "one size fits all" gamification and laser focus on one real business problem.

Module 1 , The building blocks of gamified learning (Face to face day, 90 to 120 minutes)
- Subjects: Psychology and overview.
- Context: Psychology of play, intrinsic vs extrinsic motivation, common myths (badges aren't just for kids; leaderboards can be subtle and powerful), evidence based benefits / limits.
- Interactive Exercise: Short warm up game to model mechanics and debrief.
- Output: First pass at a game design brief that ties learning objectives to business outcomes.

Module 2 , Mechanics and meaningful rewards (Face to face day, 60 to 90 minutes)
- Points vs progress; badges that mean something; levels and pacing; meaningful choices; risk and reward; micro achievements.
- Workshop: Badge taxonomy exercise , participants design three meaningful badges with evidence of mapped to recognised behaviours.
- Opinion: Badges are underrated, they drive micro behaviours when they're genuinely tied to social recognition and role expectations. Some will disagree. Fine.

Module 3 , Narrative, context and scenario design (Face to face day, 60 minutes)
- Storytelling as the glue , create contextualised learning scenarios (sales call, safety decision, customer escalation).
- Build a 3 turn scenario and peer test for realism and relevance.
- Context led rolepain/Digitisation ready script.

Module 4 , Feedback loops, assessment and analytics (Face to face day, 45 to 60 minutes)
Topic: Designing for immediate feedback
What is 'immediate' in learning design? Scaffolding complexity
Check and challenge
Formative vs summative assessment
Gamification and key performance indicators (or what to track: completion time on task choices made types of error).
Workshop task
Map the learner journey
Apply decision points where feedback occurs , instant/delayed/manager mediated
Deliverable
Project's analytics plan (what will you capture, why will capture it, how).

Module 5 , Tech & platforms Virtual masterclass 1: 2 hours
- Platform selection criteria (LMS vs bespoke gamification engine vs microlearning plugin) pros/cons for scaling, single sign on and data privacy in Australia
- Demo of two platform workflows: one low cost one (existing LMS + simple plugins), and one mid tier (Gamified micro learning platform)
POSITIVE MENTION: Companies and platforms that centre around accessibility or mobile first design are the ones that payout.
- Deliverable: Triage matrix of tech options according to each participant's context (cost, IT capacity, UX).

Module 6 , Design sprint: Prototype your gamified learning (Virtual masterclass 2, 2 h)
- Structure: Breakout groups (3 to 4 people). Sprint through: goal, user, core loop, feedback loops, UI sketch, launch plan.
- Deliverable: Clickable prototype and 3 minute pitch in front of the cohort.

Module 7 , Pilot planning and risk control (Virtual masterclass 3, 2 hours)
- Content: Pilot parameters, consent and privacy leaderboards and reputational risk balancing competition with collaboration ethical gamification
- Activity: Create a pilot plan for a 30 day period of the trial incorporate milestones sample comms manager touch points success criteria
ACTION ORIENTED DELIVERABLE Pilot readiness checklist.

Module 8 , Self paced microlearning (6 weeks)
- Deliverable: Short, targeted modules on behaviour prompts, reinforcement strategies, data analytics and stakeholder management. Each module consists of a 5 to 10 minute video, a quick activity and a brief reflection.
- Purpose: Keep energy between live sessions; ensure that delegates can access exemplars and templates.

Module 9 , Pilot execution support (ad hoc coaching)
- Offer: Two 90 minute coaching calls during the pilot, a trouble shooting support channel, and a mid pilot data review.
- Deliverable: Mid pilot insights and action list for adjustments.

Module 10 , Review and Iterate (Post pilot Workshop; 2 hours)
- Activities: Data review (analysis of pre/post data), manager observation summaries, participant reflections, ROI sketch.
- Deliverable: Roadmap for iteration planning and scaling around both the work environment at time of training delivery, and potential future environments the skill may need to be applied.

Assessment and measurement strategy (built into the programme)
- Baseline measures: Pre programme survey, knowledge check, manager expectation forms
- Engagement metrics: Completion rate, active participation days, repeat attempts, time on task; optional social interactions
- Learning metrics: Pre/post scenario performance improvement scores; roleplay rubric scores; on the job behaviour checklists
- Business impact/KPIs OE KPIs that are tracked pre pilot and 30 to 90 days post pilot for comparisons (e.g., safety incident rate); qualitative data from learners (interviewed), managers (observed)

Q Report: Anecdotal evidence captured in mid piloted final Workshop
ME Expected targets to be achieved based on insights gathered during profiling
E Lift o completion vs previous relevant learning completed by at least 20%
P Prevention activities improving within 30 days for at least 60% of participants
O Outputs occurring without intervention
S Starting point Grade outlined with Programme team. These objectives need to be tailor made for the client.

Pragmatic limitations and business criteria (sample)
- Pricing benchmark , cost $495 incl. GST per participant for the standard 8 week hybrid programme when run public; corporate courses by quote. (Randomised placeholder, open to scoping)
- Minimum viable headcount: 12 for a robust peer review; max recommended for single cohort: 20. Larger groups break into smaller pods.
- Supported platforms: MS Teams, Zoom and most major LMS available in Australia; must be delivered mobile for delivery.
- Locations: Face to face kick off can be arranged in Sydney CBD, Melbourne CBD or Brisbane Southbank (other locations by negotiation). Travel is not included.
- Timezones: Programme scheduled for AEST/AEDT, recordings available for asynchronous learning in non Australian timezones.
- Accessibility: Materials are created to WCAG 2.1 AA Standard where possible.

Learning activities and resources (can be deployed, practical and repeatable)
, Templates include Game design brief, badge taxonomy, player persona worksheet, scenario scripting template, feedback matrix, analytics capture spreadsheet; Pilot comms pack & manager briefing note

Sample activities;
- Rapid on boarding game: 20 minute live session to test first impressions.
- Scenario roleplay with instant scoring and peer feedback.
- Collaborative leaderboard task where pods solve a chain of mini challenges in order to unlock a resource.
- Solo micro missions in the LMS tied to real job tasks e.g., complete five customer follow ups using new script.
- Facilitator toolkit Detailed facilitator guide Timing Debrief prompts Remote breakout settings Scenario based evidence capture Pre programmed scenarios Scoring Rubric.

Stakeholder engagement and change management
, Managerial involvement: Integral.
- Short 20 minute manager brief pre pilot with manager behavioural prompts (e.g praise linked to badges, reinforcement conversation prompts)
- Communication plan: Launch email, gamified onboarding postcard, weekly leader updates, end of pilot celebration.
3.c Keep the communication hard and job relevant (33, 34).
- Cultural considerations: Do not use leaderboards in environments with highly collaborative cultures; balance with team based rewards or counters and shared achievement.

Risk and mitigation
- Risk: Leaderboards seem unfair. Mitigation: Relative scoring windows, team leaderboards & Private progress dashboards
- Risk: Over simplification of challenging skills. Remedy: Pair gamified tasks with coaching and real world practice; ensure complexity percolates across levels.
, Risk: Data privacy, consent. Major Meta Traps: Risks of misguided goals or gateways that perpetuates negative habits E.G. video game addiction. POINTS TO ANY FORCEABILITY THAT WORKED OUT SO WELL!
Mitigation: Transparent opt in, anonymised leaderboards and SSO compliant platforms.
- Risk: Platform fatigue Mitigation options You can easily run into a 'too many cooks' scenario, with too many staff (sometimes thousands) posting to Slack; Engaging in the trap of using your platform for discussion vs notifications only.. you will end up there if you are not careful because it feels good to have everything in one place. Mitigation: Tight, quick missions; avoid cross platform logins; bunch up.

Scaling and sustainment roadmap (sample timeline)
- Phase 0 (Weeks −4 to 0): Discovery, stakeholder buy in, platform proof of concept.
- Phase 1 (Week 1): Face to face kick off and design sprint.
- Phase 2 (Weeks 2 to 7): Pilot launch, coaching, mid point review.
- Phase 3 (Weeks 8 to 12): Post pilot evaluation, iteration, executive briefing.
- Phase 4 (Months 4 to 6): Scale to additional cohorts per month/quarter/year

Knocking Out the "Why" Continuous Improvement
Figure x: Azure Trailblazer's Scaling & Sustainment Roadmap integrate into onboarding flows > iterate Market diffusion Refine analytics dashboard

- Long term: Quarterly content refresh New mission packs Badge retirement / legacy recognition

Success factors Short term
- Completion rate of pilots, learner satisfaction (target: improvement in NPS or CSAT vs baseline), qualitative manager feedback

Medium term
- Managers change behaviour; measurement of on the job metrics correlating to KPI

Long term
- Improvement in cost per competency, retention of Trained Staff and shift measurable business metrics

Hard truth: Gamification is not a panacea. It scales well targeted learning, but won't bandage an inadequate competence framework.

Case play examples and mini scenarios (to be used within the workshop or one to one)
- Example A , Sales conversion micro missions: Levelled tasks from product knowledge quizzes to live roleplays scored by peers; badges for "Discovery Master" and "Objection Wizard". Team leaderboard Turns into a shared learning lunch fund.
- Example B , Safety decision tree simulation: Time pressured choices in branching scenario; instant feedback, reflective prompt and manager signoff for high risk decisions.
- Example C , Customer empathy sprint: Seven days of small daily micro missions that culminates in a week long capstone (teams will present an improved escalation flow).

Trainer and organisational readiness checklist
- Trainer skills: Capable of providing psychological safety, running structured debriefs, understanding micro analytics and coaching managers.
- Org readiness: IT approvals in place on the chosen platform, a clear KPI for the pilot, sign offs from management regarding engagement commitments, budget approval and a shortlist of targeted pilot participants.
- Data readiness: Agreement on who will have access to data where it will be stored, how long this should be retained for? are analytics being shared?

Templates & artefacts delivered
Full set of templates (editable): Game design brief Persona worksheet Scenario script Analytics plan Manager brief Pilot comms toolkit Facilitator guide Assessment rubrics Iteration backlog

Prototype examples: Two fully worked micro modules (one role play, one knowledge based) ready to import into an LMS or run live.

Follow up and ongoing support options
, Options: Monthly coaching retainer, quarterly content refresh packs, manager upskilling half day workshops, enterprise licensing advice.
, Recommendation: After the initial pilot embed a "learning operations" role in the Organisation to ensure that the gamified catalogue of learning is continued and metrics kept alive.

Two positive (possibly controversial) views
, View 1: Leaderboards are still the easiest lever to pull when it comes to raising short term engagement , but only if used carefully and in team context. Too many learning designers ban badges too early
- Opinion 2: Small, well designed badges are more motivating for adults than big PR style awards. Recognition ought to be local, immediate and performance related. Some will say this is gamification as rewards. I'm calling it recognition done right.

Checklist for implementation (quick read)
- Establish business KPI and pilot group
- Complete pre programme discovery
- Gain sign off on platform and IT side
- Run a face to face Design Sprint
- Finalise 30 day plan with manager brief to ensure roll out
- Launch the pilot, track analytics weekly
- Mid pilot review/feedback loops
- Evaluate post pilot and identify scale plan

Appendix: Example metrics dashboard (suggested fields)
- Learner ID (pseudo anonymised), cohort, missions completed, attempts per mission, average score badges earned daily active users time to completion manager observed behaviour change (yes / no) on job KPI change (%) comments

, One more thing , the practical pitch (short)
Gamification is a design decision, not a trick. When we align it through clear business outcomes, respect adult motivations and measure the right things, it's cost effective and scalable. It also wants champions , managers who can translate virtual badges into real work recognition. If you prefer, we execute the discovery and provide the initial pilot. Or you do the sprint and we compare notes on the analytics. Your call.

, Sources & Notes
, Gallup. State of the Global Workplace: 2023 Edition report. Gallup's work consistently connects employee engagement to better business outcomes, with one frequent finding being that highly engaged teams can lead to tangible performance improvement … such as bumping up profitability. Leverage Gallup's organisational analytics for employee engagement metrics benchmarking.