You
can access HSA's Website at www.hsa-lps.com or Uses of Games and Game-like Activities
It is common practice to spice up instruction with the use of games and game-like activities. However, how can they best be used and why do they work? This article addresses these two questions. Games and similar activities are excellent learning vehicles for:
And so much more . These engaging games and game-like "designs" are all learner-centered and performance-based. Outcomes are verifiable and generated by the participant-learners themselves. Other potential uses of these designs include operational planning, problem solving, learning a foreign language and discovering how a system works. Why do Games and Game-like Activities Work? The four main reasons are these:
Incidentally, if your learners are uncomfortable with the term game, substitute interactive activity or participative exercise instead. Whichever word or euphemism you use, the games and game-like activities mentioned in the article all work equally well. This article is an excerpt from Harold Stolovitch and Erica Keeps' bestseller, Beyond Telling Ain't Training Fieldbook. Interested in learning more? Visit http://hsa-lps.com/To order.htm#BTAT to order a copy of the book. Harold Stolovitch Podcasts Harold Stolovitch recently discussed "Training Ain't Performance" with ISPI Michigan's Jennifer Eichenberg. The first of the podcasts can be accessed at http://www.ispimi.org/podcasts/052109/Podcast_1.htm and the second at http://www.ispimi.org/podcasts/052109/Podcast_2.htm. Harold will be the featured speaker at ISPI Michigan's Annual Signature Program on November 19, 2009 as well as conduct his Training Ain't Performance workshop on November 20, 2009. For more information and/or to register for either event, visit ISPI Michigan's website at http://ispimi.org/. Talent Management Columnist Talent Management is a monthly magazine directed to top-level management, senior human resources and workforce and organizational development executives whose task is to optimize the abilities of their human assets to drive and improve the execution of enterprise strategy. Harold Stolovitch is the regular "Human Performance" columnist for Talent Management magazine. You can read his latest article, "The Woes of Performance Consulting " by visiting page 12 of the September 2009 digtial edition at http://www.nxtbook.com/nxtbooks/mediatec/tm0909/#/14. For more information on Talent Management, visit their Website at www.talentmgt.com. If there are any topics that you would like Harold to address in his column, please email him at hstolovitch@hsa-lps.com. ASTD Telling Ain't Training Conferences Have you made your plans to join ASTD for the Telling Ain't Training Conference? Based on the best selling book of the same name, this conference explores the art of engaging employees in training programs using interactive activities to stimulate conversation and interest. There are only two more chances to attend this popular event this year: October 14-15 in Atlanta, GA or on October 23 in Toronto, Canada where Harold Stolovitch in partnership with The Canadian Society for Training & Development will run a one-day program. Register today to gain valuable tools to improve your training programs and promote long-term retention and behavioral change in your organization. For more information, visit tat.astd.org. Looking For a Dynamic Speaker? Dr. Harold Stolovitch, Emeritus professor, Human Performance at Work and Principal of HSA Learning & Performance Solutions, has successfully developed workplace learning and performance professionals for over 40 years. He is an experienced keynote speaker, workshop leader, author and consultant who has worked with hundreds of major corporations and professional organizations throughout the world. Harold is available for presentations, keynote addresses, consulting and workshops at corporations and professional organizations. Click here for more information. Guest Author Series Our Guest Author Series
features articles by various professional colleagues. The latest in our
series is by Erica Groschler. Erica is President of TPS Consulting (www.tpsconsultingltd.com)
and specializes in organizational development. She can be reached at ericag@telus.net.
How often do we hear stories about change implementations that have gone awry? What contributes to the challenges of effectively implementing a change? What is missing? With people becoming increasingly cynical about so many organizational transformations, it doesn't help that the traditional "change management" approach (i.e., sponsor or steering committee-led) only reinforces the jaded impression of just another top-down initiative, which in turn, triggers resistance. So how can we better support changes? Consider the sandbox as a metaphor for your latest organizational change. How big is this sandbox? Has management created a sandbox so small that there is little, if any, room to maneuver? Or has it offered a large, open sandbox with a lot of opportunity for stakeholders to participate and create? Continuing this image, it would be far more satisfying if all the players could become actively engaged. Unfortunately, very few organizational changes provide well thought out 'play areas' where affected individuals can contribute, define and influence the terrain in which they will ultimately be very much involved. Engagement Principles With a narrowly constrained change sandbox, there is often minimal opportunity to influence or contribute to a proposed future state. This can cause problems to arise in its implementation. What follows is a set of principles that will help improve both acceptance and facilitation of change, regardless of its size and scope. 1. Involve those affected by the change Traditional change management generally occurs in top-down fashion. The implicit message this sends is that management believes productivity will suffer if too many people get involved in the transformation. This stands in contradiction to what actually happens when there is high involvement in the change process of affected parties as early as possible. Experience demonstrates a much higher likelihood of increasing stakeholder ownership in the change with early involvement, and a concomitant decrease in resistance. As an example, a 1,200-person company was planning a move to a new facility/location in three years. The engagement strategy incorporated an initial large group conferencing* methodology which included customers, front-line staff, community partners and all levels of leadership to define the future state and culture of the new organization. A year later, the same groups were brought together again to help design, in more detail, the future state of the organization, focusing particularly on the interdependencies of departments. Finally, in the year before the relocation, all the players were once more reassembled to participate in a conference to learn about change and transition as well as to help create strategies for mutual support through what was anticipated to be a significant, transformational process. 2. Honor the past and present William Bridges**, an internationally recognized specialist on managing change, states that "it isn't the changes that do you in, it's the transitions." Transition starts with an ending - a letting go of the old reality. Frequently, when change is introduced, people begin to fear that they will lose something they valued in the old way of doing things. Allowing time to support people through this part of the transition by helping them honor the past can reap huge benefits both for them - decreased anxiety and peace of mind - and, ultimately, the organization as they contribute to facilitating the transition and creating their future roles within the new environment. (This can be done through scenario building, storytelling, creating maps that link to the past and generating learning histories.) 3. Surface people's resistance Driving change through like a bulldozer will not eliminate people's resistance. In fact, it is more likely to increase it. Far better, therefore, to design interventions that surface the resistances and then work through these via dialogue. An organizational change with tightly defined parameters provided minimal opportunity for affected stakeholder input and collaboration/contribution toward the future state (i.e., a very constraining sandbox). As a result, resistance ran extremely high. Faced with the consequences of stakeholder opposition, management adopted an engagement strategy that included bi-weekly 'check-ins' with staff for two-way conversation regarding what was going well and what their major challenges were with the change. While the implementation was tough, participants (including those who had been most resistant) shared their gratitude for being listened to, validated and given the opportunity to express their perceptions of the negative effects of the change including how these could be eliminated. 4. Create opportunities to empower those affected by change Bear in mind that when people are expected to 'get on board' with a change they have not chosen, requiring them to let go of familiar ways of doing things, this can be very disturbing for them. However, even when the sandbox is quite small, with little room for participant contribution, there are always ways to create opportunities to empower people. As individuals shared their issues with the change described above (#3), they were also given the opportunity to problem-solve together rather than simply turn it back to the project team or manager for resolution. The results were higher performing teams and an increased ownership feeling and sense of control over the change. By applying the four key principles described above and seeking engagement opportunities, regardless of the size of the sandbox, you can increase the probability of people feeling empowered with respect to a looming change. This, in turn, generates a greater sense of personal influence over their futures. It is worthwhile noting that resistance is purely one part of the transition process. As performance professionals, our role is to devise strategies to surface resistances, then go on to provide opportunities for intense, meaningful dialogue that enhances understanding of issues among all parties and, ultimately, help individuals through their transition so that they not only accept, but embrace the new state. * Terms of Engagement:
Changing the Way We Change Organizations by Richard H. Axelrod Have
you written an article that you would like us to consider including in
our Upcoming Events Featuring Harold Stolovitch Harold Stolovitch will present at the following organizations in the near future:
Visit https://www.hsa-lps.com/Events_Summary.htm to view HSA's Events Calendar to learn where and when Harold will be speaking as well as to read session descriptions. Ask Harold Do you have any burning Human Performance Technology questions? Visit the Ask Harold section of HSA's Website and ask your questions for Harold Stolovitch to answer. Here is a recent submission that might intrigue you: I am conducting a study on the workload of university professors. Besides time-on-task, what other components of the workload should be measured? For example, you and I could spend the same amount of time on a task but your results would certainly be of higher quality than mine. Or, you might spend lesser time on a task than I and, again, your results would be of better quality. Applied to professors, what is the relation between time-on-task and performance? To read the response, visit http://hsa-lps.com/Expert_Q_A.htm#time. To ask your own question, visit https://www.hsa-lps.com/Expert_Q_A.htm and fill out the form at the bottom. Publications & Learning Aids For more information
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