How to Gamify Your Leadership

Let's start with a question

"Why would people pay for the privilege of working harder at their chosen sport or recreational pursuit than they would work at a job where they were being paid?"

 

I bet you can answer your own question by thinking about these five key principles:

 

• Clearly defined goals
• Better scorekeeping and scorecards
• More frequent feedback
• A higher degree of personal choice of methods
• Consistent coaching

Little did he know that World of Warcraft, Mario Brothers, Halo, and the Wii would raise a whole generation of Millennials on games merely for games' sake. And that, in the process, creates a statistical and analytical science that today reinforces gaming behavior and drives incredible levels of product adoption... and has other applications.

 

And how could he have guessed that the principles that make these increasingly realistic games so addictive could be used to try and get people to work harder

 

Here's a Widely known  saying:

"You have to measure what you want more of."

 

He says in his book that he has built two feedback corollaries upon a statement first made by Thomas S. Monson that may well be one of the most well-known goal-setting and feedback principles ever written:

 

"When performance is measured, performance improves. When performance is measured and reported back, the rate of improvement accelerates."

 

In this podcast I will share,

 

• Increasing the frequency of feedback improves the quality and quantity of performance.
• The impact is even greater when feedback is illustrated on charts and graphs.
• He called it The Game of Work; now, we wrap it in some software and call it gamification.

 

The key to training is to include "short internal measurements" or  "baby steps" to achieving a goal.

Here are some facts to support the need for measuring your team and providing regular scoring to help them understand how well they are performing to the expectation.

75% of employees believe that feedback is valuable, according to Gallup

Employees want feedback. 75% of employees who do receive feedback feel that it is incredibly important to their work. 45% of respondents also value feedback from their peers and customers but less than 30% of respondents actually receive feedback on their work. Employees perform better when they know where they stand and when they know the score.

Vaughn is the co-founder of Results-Driven Leadership. He is a leadership development expert, podcaster, and author. His methods are brought from his real-world experience working on the front lines and living the role of being a high-impact leader and manager. His coaching and training programs offer no theory, just common-sense advice and direction. He is a former executive with CarMax, the world's largest and most respected company in the auto industry, and is a Fortune 100 Best Places to Work.

Vaughn's mission is to improve the impact of executives and other managers by increasing their knowledge, skills, and abilities.

His motto is "No matter what business you're in; you're in the people business."

 

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