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When we dive into the realm of gamification, our minds often conjure images of fun, rewards and the infusion of game-like elements into non-gaming contexts. It’s crucial to recognize that gamification extends far beyond fun and prizes; it holds the potential to greatly enhance coaching and leadership development when applied effectively.

Typically, these are the various facets of gamification learning:

Feedback and Progress Tracking with Feedback Loops

The younger generation, particularly those seeking motivation and growth, crave continuous feedback and the ability to track their progress. This desire for feedback is a driving force behind their engagement. You must follow up and be curious more than an annual review. Monthly and quarterly check are imperative for successful feedback loops.

Competition and Progression Levels

United individuals behind a common cause, whether it's competing against others or solving societal challenges. Progressing through levels fosters learning, growth, and a sense of purpose. Employees want to know what’s ahead, what the strategy is and where they are going. Leaning into natural competitive nature in high achievers within themselves is a great tool here, just don’t use it to create internal competition between the team. That can break trust and teamwork.

Challenges and Obstacles

Overcoming difficult challenges and reaching new levels in a gamified environment triggers the release of endorphins and oxytocin in the brain, promoting motivation and bonding among participants. Team building exercises are used for this very purpose. Going offsite to overcome a challenge together helps a group work together and bond. Overcoming is huge here.

Storytelling, Real-World Impact and Customization

Immersion in a narrative, understanding one's role, and feeling a sense of belonging to the overarching story are vital aspects of gamification. These elements help participants connect with the experience on a deeper level. Sharing in team storytelling for icebreakers is an example of this. Sharing leadership journeys in backward reflexivity is another.

Intrinsic Motivation

Autonomy, mastery, and purpose are intrinsic motivators that increase engagement and

satisfaction. When individuals feel their actions contribute to the bigger picture, they are more likely to stay engaged. Without motivation inside a person, there is zero movement or engagement. Its why you feel people are purposely disrespectful or ignoring you. What you want, what the company wants in metrics does not tap into the individual’s motivation. That is the key.

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