The Future of Training

A few months ago I wrote an article, What Should Your Business be Focused On?, summarizing some of the exciting and new topics I learned about when I attended the SHRM Atlanta Conference. One of the most interesting presentations was entitled Future Skills 2020, presented by Dr. Tracey Wilen-Daugenti. In her presentation, Dr. Daugenti talked about the need to develop skills for creating computer games to train new employees on various aspects of their jobs. According to an article in the May issue of Delta’s SKY Magazine, the future may already be here.

The article by Dan Heilman illustrates how companies like Cold Stone Creamery are using games to teach store employees how to do their jobs and, as a result, are improving the company’s bottom line. By teaching employees through a game how to serve just the right-sized scoop of ice cream, they are avoiding the mistake of oversizing scoops which, when served thousands of times a year, could significantly impact the company’s ability to be profitable. But it’s not just ice cream stores. What about the medical device manufacturer training physicians on the proper way to use a new surgical robot? One company developed a simulator that was connected to a high-definition 3-D screen and awarded doctors points and a new level of gaming with every training module they mastered, putting an incentive and some fun into the learning process.

The future of immersive learning or "serious games" is growing. However, as Dan points out in his article, using games to teach is nothing new. Polo, for example, was invented for the purpose of training cavalry forces. Today games are proving to be an inexpensive and effective training tool, easily repeated and definitely engaging to a workforce comfortable with game technologies.

According to Stanford University professor Byron Reeves, "training is often boring and companies spend substantial money on videos and other materials that don’t get as much us as they desire or as they anticipate. The promise of games is that using consumer sensibilities and ingredients of great games can increase engagement with the materials." Seems like it’s a win/win for everyone.

So What’s Next?

I believe Dr. Daugenti’s assessment that the future will require competencies for designing training using gaming techniques is right on. In addition, here is what some other experts are saying about the future of training design and delivery:

"Companies will start doing what the U.S. Army does, requiring you to spend hundreds of hours in a simulator before you actually command a tank in battle – except it will be on a desktop computer as an avatar in a virtual environment and learning best practices about whatever environment you’re in." Bryon Reeves, Stanford University

"It will all go online. With teams and workers geographically dispersed, clearly face-to-face training is logistically challenging. Training will be a virtual world." Kate Hixson, Person Learning Solutions

"What seems like game play now will just be a part of your job, and it will be ongoing. It won’t be such anovert case of ‘Play this game, then go do your job.’ It will be more a situation of interacting with game mechanics every day as part of your job." Aaron Dignan, Undercurrent

Although we can see the influence technology is having on training, I think we also need to pay attention to the advice Google CEO Eric Schmidt gave students in his recent commencement address, "Take one hour a day and turn that thing off [referring to technology]," Schmidt told graduates at Boston University. "Take your eyes off that screen and look into the eyes of the person you love. Have a conversation, a real conversation." Mr. Schmidt is singing my song. There are lots of opportunities to teach new skills and techniques using games and the latest technologies but let’s not overlook the importance of also learning how to connect person to person, communicate with compassion, resolve conflicts in a positive manner, and celebrate the learning, successes and dreams of the people we live and work with.

So what types of training could you take on line? What about some of your technical training, regulation updates, customer service skills, on-boarding, soft skills, or supervisory skills? Once you start investigating what other organizations are doing, it may be easy to come up with a training portfolio and format that allows each module to build on the other – and perhaps build on the characters or the gaming objectives. Be creative and have fun. Check out the examples available on my whiteboard below.

HR professionals have a challenging future – balancing people interactions with computer learning. It’s an exciting time and I look forward to hearing your thoughts about our changing role. If you found this article interesting I’m happy for you to share it with friends and colleagues.

This article was written by Deborah A. King, SPHR, CEO and Sr. Organization Effectiveness Consultant with Evolution Management, Inc. Debbie and her team are ready to assist with organizational change to improve effectiveness, efficiencies and the overall workplace experience for employees. If you’re interested in learning more about our services, please contact us: www.evolutionmgt.com or 770.587.9032.

Examples of Training Games