Abstract:

The learning process in adults is characterized by three key aspects: learning is self-directed, learning is built from prior experiences and learning must be focused on practicality and real-world applicability. However, the presence of generation diversity in organizations represents a challenge in designing courses that effectively train professionals.

This evidence – based paper discusses the design of a Life-Long Learning course that utilizes gamification techniques to overcome paradigms and allow to deliver contents to a generationally diverse group of participants. It was implemented in a 7-hour training program applied to 500 managers from generations Baby Boomer, X and Y, from the metalworking industry.

The course design process was based on Design Thinking methodology, which involved five phases: Empathize, Define, Ideation, Prototype, and Test. During the Emphasize phase surveys and interviews were conducted with managers and plant directors to gather insights. The Define phase considered not only training objectives, but the need of being engaging to a generationally diverse group. The Ideation process involved brainstorming sessions with experts and the incorporation of gamification techniques, such as Lego Serious Play, augmented reality virtual worlds, board games, and escape rooms. The Prototype phase included iterations with the Human Resources team and, after necessary adjustments, the Test phase considered training sessions in which additional feedback was received.

We collected information on five key indicators: content relevance, instructor’s expertise, clarity, dynamic sessions, and practical applications. The course received positive feedback in terms of dynamic sessions, instructor’s expertise and clarity. However, it underperformed in the dimension of practical application. While a high percentage of participants were promoters of the course, there were also neutral and detractor responses. Promoters appreciated the dynamism and novel presentation of Lean, while neutrals and detractors expressed the need for more application examples and practical experience in Lean tools. 

Keywords:

Educational Innovation, Gamification, Lean Culture, Life-Long Learning, Design Thinking.