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It could be, but many stakeholders want fast and concise information, or they may not the concept seriously. But certainly in many environments it could be benefical.
As important as the player type's (or persona's) are, I really think that the "game" needs to be relevant and able to result in tangible benefits.
These are not icebreakers, where a small and normally mildly amusing task is used to get people relaxed - gamification needs to be well targetted to both engage the player and deliver useful results. Its can hard enough getting "business" stakeholders to see the value of a "game" approach - but tally that up with nothing to show for it at the end is game over, literally.
Do your research, target your players and design the gamification in a way that is fun, engaging, thoughtful and most importtantly: Relevant.
If you look at the initiative from an Organizational Change Management perspective, gamification has greater potential for being effectively applied. Consider Prosci's ADKAR approach:
- build stakeholder Awareness of the change
- increase stakeholder Desire to support & implement the change
- grow stakeholder Knowledge of how they can contribute to the change
- improve stakeholder Ability to play their part in the change and/or perform their job (new functionality?) once the change is implemented
- Reinforce the change
If success of the project depends upon influencing individual's to change their behavior, gamification can be one tool to use. Just be careful about using the same gamification approach on every project; the rewards need to continue to be meaningful, over time, and the way to earn rewards can't be "gamed" or it becomes less effective.
Thanks for sharing
My answer is yes.
"We can leverage gamification for managing our stakeholders"
The important thing is that they have a well-defined purpose and are well designed.
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