Game-Based eLearning: Measuring Learning Transfer and ROI...

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www.gameonlearning.com (888) 725-GAME Game-Based eLearning: Measuring Learning Transfer and ROI vs. Traditional eLearning
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  • www.gameonlearning.com (888) 725-GAME

    Game-Based eLearning: Measuring Learning Transfer and ROI

    vs.

    Traditional eLearning

  • Welcome!

    Thank you for your interest and your time!

    What’s in it for YOU!

    Learn what game-based learning actually is

    How to change the performance game

    Game-based learning pillars of differentiation

    How to improve learning transfer

    How to compare business impact and ROI

    How to make 2013 much more interesting!

    About Bryan, Carol and Game On! Learning

    © 2013 Game On! Learning – all rights reserved

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  • Gamified Learning

    Adding game elements to

    traditional learning

    Badges

    Leaderboard

    Characters

    Game-Based Learning

    Course designed as a game experience

    Story

    Game play

    Characters

    Competition

    Recognition and rewards

    Increasing complexity

    Challenges

    Continual individualized feedback

    What is this “game” stuff?

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  • 6 main reasons:

    Engagement challenges with traditional elearning

    Course completion rates with traditional elearning

    Better skill building effectiveness

    Startling word of mouth momentum and buzz

    Learner feedback and willingness to recommend

    Longer retention of acquired skills

    Why are organizations

    implementing?

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  • What’s different: the Pillars

    Engagement

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    Engagement

  • Pillars of Differentiation

    “Intuitive, didactic and somewhat addictive. A spectacular course!”

    “Completely interesting, both in terms of your desire to do it, and your retention of the concepts, as they are based on practical cases.”

    “The online experience is like nothing I’ve seen. It is a very enriching course presented in a very enjoyable way.”

    “The best training course that I’ve seen, useful and above all educational.”

    “I’ve finished the course, what a shame! The most entertaining, interesting and useful course that I have done.”

    “The best elearning course I have ever seen.”

    “I didn’t want it to end! I completely recommend it.”

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    Engagement

    Engagement

  • Pillars of Differentiation

    “Intuitive, didactic and somewhat addictive. A spectacular course!”

    “Completely interesting, both in terms of your desire to do it, and your retention of the concepts, as they are based on practical cases.”

    “The online experience is like nothing I’ve seen. It is a very enriching course presented in a very enjoyable way.”

    “The best training course that I’ve seen, useful and above all educational.”

    “I’ve finished the course, what a shame! The most entertaining, interesting and useful course that I have done.”

    “The best elearning course I have ever seen.”

    “I didn’t want it to end! I completely recommend it.”

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    Engagement

    Engagement

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    Pillars of Differentiation

    Engagement

    Engagement

    Attained

    Proficiency

    Attained

    Proficiency

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    Pillars of Differentiation

    Engagement

    Engagement

    Attained

    Proficiency

    Attained

    Proficiency

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    Pillars of Differentiation

    Engagement

    Engagement

    Attained

    Proficiency

    Attained

    Proficiency

    Confidence

    Confidence

  • Pillars of Differentiation

    Skill practice time versus traditional training

    Versatility in the new skills by applying them in varied types of scenarios

    Specific, individualized remediation

    Competition with colleagues

    Rewards and recognition earned as the game progresses

    Increasingly complex challenges

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    Engagement

    Engagement

    Attained

    Proficiency

    Attained

    Proficiency

    Confidence

    Confidence

  • Pillars of Differentiation

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    Engagement

    Engagement

    Attained

    Proficiency

    Attained

    Proficiency

    Confidence

    Confidence

    Retention

    Retention

  • Pillars of Differentiation

    Memorable context

    Animated video

    Relevant to, but not mimic job

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    Engagement

    Engagement

    Attained

    Proficiency

    Attained

    Proficiency

    Confidence

    Confidence

    Retention

    Retention

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    Pillars of Differentiation

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    Learning transfer to job

    Learning MetricTraditional

    eLearning

    Game-Based

    eLearning

    Game-Based eLearning

    Characteristics

    Application-Based Learning Flow Low High

    90%-95% training time at the skill

    application level, increasingly

    challenging practice scenarios

    Level of Engagement Low High

    Game-based learner experience,

    competition, level of challenge,

    recognition and rewards

    Attained Skill Proficiency Low High

    Application-based learning flow,

    increasingly complex scenarios,

    individualized remediation

    Post-Training Confidence Low-Moderate High

    Amount of challenging practice time,

    competition, engagement,

    individualized remediation

    Retention of Learned Skills Moderate High

    Experiential learning, amount of

    challenging practice time, competition,

    memorable learning

  • Business Impact and ROI

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  • • Training, regardless of the design or modality, is

    not enough by itself

    • ROI measurement efforts are an ongoing

    process, not a project

    • If there were a simple, fool-proof way to reliably

    measure business impact, it would be widely

    used

    Business impact truths

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  • • Determine the measurement outcomes first

    • Involve the executives up front

    • Involve the managers of the employees

    • Be pragmatic

    • Don’t set perfection as the goal

    • Keep the scope of the measurement effort as

    narrow as possible

    Recommendations

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  • • Identify high impact behaviors

    • Determine how to isolate the behaviors

    • How does each behavior contribute to the

    success of each sales cycle step?

    • Define your pre- and post-training proficiency

    measurement methodology

    • Measure the baseline proficiencies in each

    behavior

    Getting started (sales example)

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    Manageable process

    Source: Huthwaite, Inc.

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    ROI baseline model

    Datapoint2-Day Instructor

    Class

    5-Hour Traditional

    eLearning Course

    9-Hour Game-Based

    eLearning Course

    Time in Training 13 hours 5 hours 9 hours

    Salesperson's Labor Cost ($200K fully loaded) $100 hour $100 hour $100 hour

    Salesperson's Opportunity Cost ($1M Quota) $500 hour $500 hour $500 hour

    Content Coverage In-Depth Moderate In-Depth

    In-Course Practice/Application Time 3 hours 1 hour 8 hours

    Travel Cost Estimate $500 per person none none

    Instructor Costs (Internal) $1,000 none none

    Licensed Content for 20 Learners $1,600 $3,000 $7,700

    Negotiation Program Summary

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    The “investment” side

    Datapoint2-Day Instructor

    Class

    5-Hour Traditional

    eLearning Course

    9-Hour Game-Based

    eLearning Course

    Total Salesperson Labor Cost $26,000.00 $10,000.00 $18,000.00

    Travel $10,000.00 $0.00 $0.00

    Trainer $1,000.00 $0.00 $0.00

    Course Materials or Licenses $1,600.00 $3,000.00 $7,700.00

    Total for the "Investment"

    part of the ROI Calculation$38,600.00 $13,000.00 $25,700.00

    Cost per Person Trained

    (class size of 20)$1,930.00 $650.00 $1,285.00

    Cost per Group of 20 Using Sales Labor Cost

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    Up-front “return” model

    Datapoint2-Day Instructor

    Class

    5-Hour Traditional

    eLearning Course

    9-Hour Game-Based

    eLearning Course

    Cost per Person Trained

    (class size of 20)$1,930.00 $650.00 $1,285.00

    "Plug" Number for

    Average Annual Performance$1,000,000.00 $1,000,000.00 $1,000,000.00

    Performance Increase Percentage

    to Break Even on Investment0.193% 0.065% 0.129%

    Performance Increase Percentage

    to Produce 10:1 ROI1.930% 0.650% 1.285%

    Performance Increase Revenue/Margin

    to Produce 10:1 ROI$19,300.00 $6,500.00 $12,850.00

    ROI Target per Employee Using Sales Labor Cost

  • The imperative to focus on impact, not cost

    Agree up-front on the process, metrics and goals

    Consider time, budget and people constraints

    Adapt a proven process to your organization’s

    unique environment

    The potential exists for game-based elearning to

    dramatically increase the business impact

    Measuring game-based vs.

    traditional elearning

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    Business impact considerations

    Learning MetricTraditional

    eLearning

    Game-Based

    eLearning

    Game-Based eLearning

    Characteristics

    Application-Based Learning Flow Low High

    90%-95% training time at the skill

    application level, increasingly

    challenging practice scenarios

    Level of Engagement Low High

    Game-based learner experience,

    competition, level of challenge,

    recognition and rewards

    Attained Skill Proficiency Low High

    Application-based learning flow,

    increasingly complex scenarios,

    individualized remediation

    Post-Training Confidence Low-Moderate High

    Amount of challenging practice time,

    competition, engagement,

    individualized remediation

    Retention of Learned Skills Moderate High

    Experiential learning, amount of

    challenging practice time, competition,

    memorable learning

  • • Would your organization make a good research partner? – Co-present research findings

    – Skill area: negotiation/persuasive communication skills

    – Participants: sales professionals

    – Existing focus and infrastructure on learning analytics and measurement

    – Key sales competencies already defined

    • Let me know of your interest!

    Who is ready to start?

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  • Questions and

    Next Steps

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    Bryan Austin [email protected] (352) 366-1001

    mailto:[email protected]

  • Going to the Training 2013

    Conference in Orlando?

    Come see us!

    – Expo booth 617 –

    Find out the story behind this boarding pass!

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