John Seely Brown not only explains why gaming is important to business and HR, but how gaming could drive innovation beyond its own borders. His points are nothing new for anyone who has ever gamed while also maintaining a professional career, but he is speaking to those traditionalists who think gaming is necessarily childish.
I am a freelancer with Shaping Tomorrow where they are attempting to apply gamification, using gaming techniques and methods in non-gaming contexts. Here’s a look at what ST has done so far http://www.shapingtomorrow.com/content.cfm?webtext=155. It’s like a daily top score list which reduces the chances of the service playing favorites to those who use the site all day one day a week/ month.
I just realized that despite writing about gamification and promoting the concept I’ve never experienced corporate gamification anywhere other than Shaping Tomorrow. Being a freelancer adds a totally different dimension to the game than if I were an employee. I like their gamification application, but I’m not sure what I would think of it if I were salaried especially if I worked for someone like Wal-Mart or one of the other early adopters. While it is a great way for me to get my name out to potential clients as a freelancer, I could imagine employees being quite cynical and further disengaging from their employers.
Do you have any experience with gamification in your organizations whether as an employee or a change agent? How well did the gamification succeed among the various levels of employees? Naturally some people are more easily engaged than others, but were there any categories of employees who engaged the game more readily than other categories? And do you have any insights as to why that might be? What place do you think games really play in the internal future/ futures of organizations?