Gamifcation stuff we love: Curatr3 – social learning platform from HT2
In our work for clients we often look after content gamification or gamification strategies for a learning curriculum and often the client already has an existing learning management platform is investing in one. For one of our clients we looked at the functionality of the Curatr3 platform. Although the name doesn’t roll off the tongue easily, the capability to switch on game elements and social learning elements is really easy, obviously I will always recommend to think it through in further detail.
I have heard Ben Betss of HT2 speak at a number of learning and development conferences in London and his research and approach always resonated with me and the ideas are right on topic with what lives online today in the world of learning. Here is the intro to their learning system, which sums up how most of us learn today actively and socially in a world where information is all around us.
[video_player type=”embed” width=”640″ height=”360″ align=”center” margin_top=”0″ margin_bottom=”20″]
[/video_player]
To ensure I could design the best possible program for my clients I organised a demo of Curatr3 and was happily impressed it could do everything I wanted it to do to ensure the leadership curriculum would come to live with the option for participants to share and discuss content. The ease of use is what really stood out to me, which is not always the case in the world of learning management systems, where most of them involve a crazy steep learning curve. In fact this draws on actions we are all use to doing on social media or business enterprise software in general.
The system is built to encourage social learning and from a gamification perspective this allows you to really aim at the socialisers in your company, who will share and discuss a lot of content and will often draw in others into the discussion. The design of a learner journey is also intuitive to set up and allows for experience journey tracking in a non-linear sense, which is one of my hot topics as an explorer type learner. In simple terms I like to hop around a course rather than be pushed in a direction by the creator. Experience points can be set to give weight to what it is you would like your learners to do more off.
Learners can add content, vote and rate materials, which for the purpose of the leadership curriculum I am working on is a large part of encouraging senior management to lead by example and share what they are learning from whether they are books, snippets of TedTalks or other or major leadership programs.
The data gathered about the learner and their activities can be easily tracked, which allows the learning manager to adapt the learner experience and journey based on the behaviour they want to encourage more of. Learners can earn completion points, badges for specific actions, complete levels and engage in discussion.
If you haven’t yet invested in a system for your organisation, I would seriously recommend that you organise a demonstration of this particular platform.
What is most important in your corporate learning?
