1

Your course content is very critical information and will be delivered to 80% of the company staff. What do you do?

Create a traditional course because most people prefer that method.

Add games because you want to get them used to it.

Add games because you want to learn more about using them. Besides it’s cool.

 This course has information that is hard to remember but critical to the company. Most people in the organization will take this class.

2

Course content is erratic. It’s changing constantly due to system updates and mergers. It won’t be static for sometime.

We should use games to take the edge off this ever-changing system.

This course is in constant update status it would be great to add games to make it more palatable.

They have to remember this stuff. We should use easy to create and update game formats.

We should add one game to try to make them happy campers.

3

Course is small and will be delivered via the web. About 40% of the company will need this course and the content is stable.

 We could create a prototype and approach managers for sign-off. I think they would go for it.

We’ve never tried it but they are a playful bunch and could use a new format.

Because of the size of the class the managers will think it’s not a good idea.

Maybe we could sneak in a review game. And we can blame the new guy for adding it!

4

Course is small and will be delivered via instruction led sessions. The participants are stodgy and don’t care for change.

Those participants always dread new courses. Another class means another change.

 We could create one review game and have the rest of it in word format that they have to read. That way we could justify the extra expense by eliminating the CBT.

 This could be a perfect chance to try a game. It’s short and won’t cost us an arm and a leg. Maybe, they are stodgy because they are sick of another 3 ring binder.

Since it’s delivered via the web we could do a game format since we don’t have to see them roll their eyes.

5

Course is 5 days long. There is too much info to add reviews. We do good just trying to get it delivered.

 We could add a review game at breaks. Make it optional.

We could build an end of day review for each day. Let them stay an hour after class to try it.

They may as well kill themselves if they don’t get review games built into this course. Let’s save a participant from sheer boredom.

There is too much content to add even more things to this class. Besides, games take too long.

6

This course is going to be taught once. It’s easy to learn. Basically, a change to the business process and they can use quick reference cards for anything they can’t remember.

Make a game to give them a fun stress-reliever.

It doesn’t even have to be on the content. They deserve it!

An easy reusable game could be created as long as it doesn’t take longer to create than any of our other options.

A game that is fun but not time consuming could be okay.

 How bout we hide the quick references in the classroom and have them find them. That would be fun.

7

This course is for new employee orientation for new college graduates.

 They should be happy that they got a job here. Who cares if the orientation is rewarding?

A couple review games to help them remember the company highlights could be useful. Not too much, though.

 Maybe a quick icebreaker to help them get to know each other. 2 minutes max.

Welcome to the company! What a great way to be introduced to all of the departments, the products and the HR components.

8

Executives only will take this leadership course.

I heard they took a project management course that was all game based and loved it. Let’s go for it!

No icebreakers. They are busy. They want to get in and get out. Maybe an optional review game at the end of the day?

Maybe we should add a couple review tv quiz show type games. Ugh!

Scary. You want me to lose my job? Not a chance. I will not turn this course into a game.

9

Hourly employees take this.  It is must know info.

They gotta know it to keep their job. Why build a game?

Give them a break and help them retain the information. Absolutely, build a game.

Maybe, bingo would be okay. Whatever.

Okay, two games for review. But don’t spend time designing a good game.

10

New middle-managers need to learn leadership and management techniques.

This sends the wrong message. New managers should know that work is not fun and games.

 Well designed role-play could be a great way to have them practice their new role.

 We could have them watch videos about the company and then try telling us what they remember!

Thought-provoking activities to practice and apply new concepts in a fun and cooperated environment could be a great way to initiate new managers.