'How minds change' is a great book about the science behind beliefs, persuasion, and also learning. I think it has a lot to offer to improve the journey design in gamified learning approaches. Where Gamification could really show its strength in learning: "Unless grandly subverted, our models MUST FAIL A FEW TIMES before we begin to accomodate." This is what classic L&D is not taking into consideration. We can give it to them! What do you think?

I want to share the #gamemechanics I defined since I started my journey of #gamification design. Here is the Avatar > I don't define it as traditionally. I use it as an alter ego for the players to focus and try to become that. When you design a character, you may start playing it at level one but the "avatar" or the "representation" will be of something they want to become, hence, their alter-ego. This gives my players a goal. It works every time. Remember when we design, we have to think what we want the users to become after the journey.

People don’t “feel engaged.” They behave engaged. When you design for behavior, the feeling follows. When you design for the feeling, people get bored quickly. I get it....to design for behavior is much more difficult then to design for feeling. It is not so satisfying in the shortterm. And yet...it is worth going it. This collective is here to support you on this way. Not to get trapped in what seems to be easy but to stay patient when it becomes difficult. Let's do it together and let's make this the best year of your life as a Gamification designer. Tell us what needs to be happen so that we can make it happen.

The most unifying experience by our class participants is to be trapped in reward thinking and 'colorful' pixel design. This is where the beauty of this Collective comes in: 1st: we have alternatives to be discovered and learned here in the group. ↳ there are proven ways to design activities in a way that they are satisfying without being entertaining by looking like a video game, and also without the need to offer a carrot for doing something. 2nd: we give you an alternative for the need to alter the activity itself. ↳ to experience something as engaging, the fun does not lay in the activity itself, but in the way how the user is experiencing it. The activity itself does not contain 'fun' inherently. In this group we will show you how fun is being produced in the brain itself and how to alter this variable in the context of a particular activity to make it more engaging.

Hi everyone 👋 Since many here work on engagement systems inside organizations, I wanted to share something I’m working on that might be relevant. https://www.meetup.com/the-hr-club-berlin/events/311687202/ Next week I’m running a Gamification in HRM workshop in Berlin, focused on behavior change rather than PBL. We're exploring topics like: 🟣 onboarding that actually sticks 🟣 feedback that feels rewarding instead of draining 🟣 building rituals and habits based on intrinsic motivators 🟣 the ethics of persuasive design (what not to use) It’s a hands-on session — not theory — and I’ll be using design frameworks I’ve refined through serious games and workplace learning projects. I’ll share key takeaways and frameworks here afterward for anyone who’s interested. If anyone here is in Berlin and wants to join in person, the details are attached. Looking forward to learning from your perspectives too.