This document discusses alternate reality games (ARGs) and their potential use for corporate learning. It provides examples of ARGs used for entertainment purposes and serious purposes. It then presents a case study of an ARG called "DevLearn 2009 Zombie Apocalypse" that was created for a corporate learning conference to introduce social media technologies and encourage networking. Another case study describes an ARG created for Constellation Wines to reinforce product knowledge and selling skills. The document argues that ARGs can be effective for new hire training, coaching, leadership development, and collecting feedback due to their ability to apply adult learning principles such as practicing skills and reflecting on learning.

1. ARGs for Learning DevLearn November 3, 2010

2. All About Me Koreen Olbrish, CEO, Tandem Learning koreen.olbrish@ tandem-learning.com SL: Nina Sommerfleck Twitter: @koreenolbrish Blog: www.blogspot.com/learningintandem Website: www.tandem-learning.com

3. ARG: Alternate Reality Game Mix of real world and online competitive elements Collect clues to solve a mystery/puzzle Played individually or in teams Also called pervasive games

4. Alternate vs Augmented Let’s not confuse them…

5. Not Meta Games

6. ARG Terminology Puppetmaster The Curtain Rabbithole Trailhead This Is Not A Game (TINAG)

8. i love bees Chain Factor (Numb3rs) The LOST Experience ARGsfor Entertainment

9. Serious ARGs Examples: Traces of Hope World Without Oil Evoke

12. DevLearn 2009 Zombie Apocalypse

13. DevLearn 2009 Zombie Apocalypse

14. Conference ARGsvsLearning ARGs

15. Case Study: Constellation Wine Goals: Reinforce product knowledge and messaging Practice selling skills Encourage networking and provide opportunities for relationship building Game structure: Team play Collecting “clues” Online and on site game play

16. Constellation Wine: The Characters

17. Constellation Wine: The Invite

18. Constellation Wine: Roots Hotel

19. Other Recent Examples

20. DevLearn 2010: Dr. Strangelearn

21. Corporate Learning Opportunities New hire training Coaching Leadership development Feedback mechanisms Action learning

22. Contact Me Koreen Olbrish, CEO, Tandem Learning koreen.olbrish@ tandem-learning.com SL: Nina Sommerfleck Twitter: @koreenolbrish Blog: www.blogspot.com/learningintandem Website: www.tandem-learning.com

25. This leads to “knowledge,” the ability to recall and recognize facts and information

26. If it is a skill area being learned, the new skill is modeled and acquired

28. Application of ideas and behaviors in concrete, real-world situations allows individuals to build them into their routine ways of thinking and acting

29. Feedback is critical to ensure skills are integrated appropriately

30. To fully integrate the new behavior, the individual must have the opportunity to assess effectiveness of new behaviors

31. Feedback from coach and manager provides focus, reinforcement of progress to performance expectationsReinforcement Strive for New Insights Source: Synthesis of academic research on learning theories by Kurt Lewin, John Dewey, Benjamin Bloom, The Forum Group and the Merck Science of Training Participation Guide