Mixing decades of corporate training know-how and lots of video game playing fun, Gamelearn develops online game-based learning products for soft skills training. Our game-based learning solutions improve life’s highly valued skills. Negotiation and time management are soft skills, as opposed to technical or occupational skills. Such skills are increasingly demanded by employers, and desired by employees. In fact, these skills may be more important over the longer term than technical or occupational skills. We believe this to be globally true. Because of their nature, improving these soft skills is incredible difficult and requires us to build sophisticated, complex game-based simulations.
For companies and individuals seeking skills improvement, we offer a unique solution that delivers learning quality comparable to effective classroom learning but online so the solution is scalable and cost-effective. Each of our solutions draws on the highest quality pedagogical underpinning presented in an innovative game-based format so learning and user completion are propelled by gamification elements.
We began creating our solutions before game-based learning and gamification were common terms, as they have become. In this regard, we are proud to say we realize the promise of game-based learning and lead the market in providing soft skills training products through interactive adventure video games.
Gamelearn is a leading developer of off-the-shelf serious games played to improve soft skills. The term serious games refers to the use of videogame for purposes other than entertainment, such as corporate training and employee learning and development. We refer to the methodology used in Gamelearn’s serious games as g-learning or game-learning. G-learning refers to the combination of four key elements: Gamification, game-based learning, simulation and theoretical contents.
Gamelearn’s serious games are based on solid, state-of-the art theoretical content, which is learned through game play as the user practices and applies what is being taught. This happens because Gamelearn’s video games incorporate a sophisticated simulator enabling students to learn from their own experience, mistakes and successes.
Gamelearn’s serious games focus on soft skills training. In order to be improved, soft skills require practice and development and the use of serious games provides an especially successful way of improving soft skills. Because of the incorporation of a complex simulator, students receive constant feedback so they can learn from their decisions, successes and mistakes.
Game-based learning refers to the use of game elements in training. Gamelearn uses game-based learning methodology on its educational or learning video games, Merchants and Triskelion. In both courses, players are immersed in a thrilling learning adventure that teaches through an engaging story. Students learn applicable theory in a fun and safe video game environment.
Game based learning combines gamification elements that enhance motivation and knowledge retention. Another key element in Gamelearn’s game-based learning products is a complex simulator, which allows students to interact with the game, and practice life-like interactions in a safe environment.
Gamification is a popular buzz word now, including in training and development departments. Gamification refers to the use of game elements in order to create more dynamic and effective environments. Gamification is a key element in Gamelearn’s game-based learning solutions. Through the use of gamification elements, such as badges, trophies and leaderboards, Gamelearn’s game-based video games are dynamic and engaging. Other gamification features include the use of scores tracking student progression; different levels, puzzles or challenges that need to be overcome; and rankings showing where students are in the course and relative to their colleagues. These gamification elements enhance competition, engagement and commitment, resulting in very high course completion rates.
The simulator is the core of Gamelearn’s serious games. The simulator enables the interaction between the student and the video game and, accordingly, facilitates skills development. In essence, the simulator acts as a virtual instructor, and ensures that learning improvement occurs.
Game-based training refers to learning experienced by playing a game, including a video game.
In the context of a video game, game based training integrates course content propelled by an engaging narrative within an attractive video game in order to motivate the learner to complete the course.
Game-based training is distinguished because:
1. Learning takes place through player involvement in engaging and immersive scenarios
2. Learning happens as the player overcomes different challenges
3. Learning is a positive and interesting experience, positively reinforced by game-like features such as prizes and scoreboards.
Consequently, game-based training products result in higher student completion rates.
In order to deliver effective, experiential learning, Gamelearn game-based training products are built using a complex simulator, which creates an interactive environment allowing students to put skills into practice. This experiential learning, in turn, increases retention of the subject matter being learned since the student is able to apply what is being taught.
Game based training incorporates gamification elements. Gamification elements, by themselves however, are not the same as game-based training. Gamification refers to the different elements that gamify the course, like badges, scores, levels, competition, and prizes; while game-based learning refers to the complete experience, including the game itself and its narrative features.
Well done game-based learning can address a variable of subjects, including soft skills training. Because of their complex nature, soft skills are best learned by doing and not based on theory alone. Before the existence of game-base training products addressing soft skills learning, soft skills were traditionally acquired through in-class room training where instructors conducted participant role plays. Trough role play, instructors provided personalized feedback to participations so as to ensure the soft skill was practiced and learnt.
Through the use of an online video game, a complex simulator allows the player to engage in the learned skill and get instantaneous and personalized feedback, in much the same way that a class instructor would. The advantage, however, is the simulator interacts only with one player and therefore the feedback happens more directly and often.
Additionally, because there are no physical classroom limitations, game based video training allows for an efficient scalable learning solution. Competing strongly with the learning quality of in-class room training, but at a fraction of the cost.
Game-based learning in corporate training
Corporate training is facing major challenges. Employees are no longer engaging with traditional forms of training including e-learning, finding the whole experience unexciting and boring. Compounding this situation is the growing numbers of ‘millennials’ entering the workforce.
The workforce is changing
The X generation, close to its retirement is being replaced for a new workforce generation called the ""Millennials"". They have new common traits that define the way they face their job and processes. Millennials are those individuals born between the early 1980s to the early 2000s. They have grown up in a time where information has become available instantly. Millennials are creating a change in how work gets done, as they work more in teams and use more technology. Millennials are well educated, skilled in technology, very self-confident, able to multi-task, and have plenty of energy. They have high expectations for themselves, and prefer to work in teams, rather than as individuals. Millennials grown up in the video game era, an era with constant stimuli and dynamism. Some facts about the use of videogames are the following:
- 58% of the population play video games
- Average age of players is 30 years old
- By age of 18, 90% of population have played video games (an average of 10 000 hours
- Millennials are 30 % of the today's workforce and in 10 years they will be the 75%.
GBL - Game-based learning
GBL is a new training methodology in which contents are presented in a videogame format. GBL is challenging, interesting and engaging. The learning process is more effective, games improve knowledge acquisition and retention. With games, students are able to put into practice the theory, so they learn by doing, in a zero risk environment.
GBL improves problem-solving, creativity, risk assessment, and risk taking. GBL ensures learning, Students have to learn the theory in order to progress in the game. So when they finish the course they are ready to put the sklills into practice in a real situation.
While e-learning traditional courses are boring and not engaging, GBL is a dynamic, interactive and efficient way that responds to the needs of a new workforce, the Milennials.
Gamification for corporate training
Gamification, which has become a favored buzz word, is being introduced in different areas and ways by companies. In marketing for example gamification has being used in loyalty programs with different client cards depending the points gathered flying with a particular airline.
Gamification has become also an important element in corporate training as a way deployed by instructors to increase participant motivation during the learning process.
In online training formats, the use of gamification elements is getting increasingly common place. By incorporating gamification (or game-like) elements in a virtual learning environment, content designers seek to ensure participants will progress through the learning experience or course.
Gamification, in brief, makes the learning process more motivating and engaging. By itself, however, the use of gamification has nothing to do with the appearance and structure of the course. If the course is built around poor learning content, such as the use of non-interactive PowerPoint formats, then the benefits of gamification elements are wasted and have little impact on the ability to of students to learn.
In order to optimize the benefits of gamification, companies have integrated these elements in video game formats or courses. In this video game medium, the impact of gamification elements and, accordingly, the positive attitude created in students to complete a course is put to full use. Along with gamification elements, video games used for learning purposes include a story that engages students so they learn the subject matter content and also have an opportunity to interact with the game and practice what is being learned.
In a new era of corporate training, frequently concepts like gamification and game-based learning are used as synonyms. While both enhance motivation and engagement, only the game-based learning aspect is linked to the cognitive-improvement area of the course where the learning and development happens; gamification simply refers to the techniques used to increase motivation, make training fun, engage students and improve completion rates. In brief, the quality of game-based learning courses depends on it the quality of the course content and on the level of interaction that allow students to practice and learn.
Game-based learning for soft skills
Soft skills are personal attributes which enable effective individual interactions and, accordingly, enhance career prospects and job performance. Game-based learning products are especially suited to soft skills training because of the way soft skills are developed. Specifically, soft skills have to be practiced in order to be learned. In traditional instructor-led training, the instructor would have participants engage in role play and other activities so as to practice and learn soft skills.
With the advent of online game-based learning, students are able to do the same in a virtual world unharnessed by physical limitations like a classroom.
In the context of a video game, game based learning refers to the combination of a video game, a story line and a simulator. The video game and the storyline make the course more engaging, and the simulator facilitates the interaction between the course and the student.
Game-based learning ensures skills learning because students are able to put skills into practice and leaning from their own situations, decisions, and mistakes. Improving soft skills, like communicating skills is really hard to do by, or example, just reading a manual. Readers learn the techniques do not actually acquire the skill itself. In a game-based learning format students overcome different game levels and, through this process, the game ensures each level of delivered educational content is actually learned. In short, the student learns the skill by practicing and improving, so at the end of the course he will be able to put the skill into practice in a real situation.
Game based learning ensures not only skills learning but also build self confidence. During the game, which by its one-to-one nature is “safe”, a player understand how to use the skills and how to apply them in the different situations created by the simulator.
By creating their own responses to the game, students acquire new knowledge in the same way that they would do in real world but in a safe and zero risk environment.
Serious games for corporate training
Serious games or educational games, are games designed for a primary purpose other than pure entertainment. Originally serious games were designed for technical skills development, in sectors like medicine, military or aviation. The use of serious games in corporate training is relatively recent, however it is forecasted to be one of the fastest growing sectors of the training industry.
Well-designed serious (educational) games make learning fun, challenging and rewarding. Learners
don’t realize they are learning when engaged in a game. Serious games are used to train adults in a variety of subjects. Despite the fact that it is a relatively new term in the training industry, the results have already been very positive. Serious games enhance knowledge acquisition and skills development by introducing the learner to different situations, challenges and problems and therefore makes it possible to learning to occur.
In the context of a video game, serious games are the result of the use of a game-based methodology in a video game format. Serious games through video games create real situations in a virtual world so skills can be trained in a zero risk and secure environment.
The use of serious games in corporate training is increasingly focused on soft skills training. Soft skills have to be practiced in order to improve or be developed; there is no way of learning soft skills if they are not practiced.
In corporate training, soft skills development are an especially important and complex area. Before the development of serious games, classroom training was the only way to develop soft skills since traditional e-learning and its reliance on one way slide shows and videos was too theoretical, lacked the necessary interaction to train employees in skills like communication, leadership, negotiation, which require require practice to develop.
You need to work on your soft skills
In our daily life we are obsessed to understand what we do and what others do. Therefore, since childhood we are trained in hard skills, those that have to do with our knowledge, experiences, technical skills, languages ... Yes, everything we write on our CV.
Increasingly, we must work on how we do things, in soft skills, related to personal skills that everyone has, everyone manages their own way and that differentiate us from others.
Is this path where we have to put our efforts into our personal and professional development, because, on one hand, it will make us more attractive to the market, and secondly, it will help us to reinforce that which differentiates us and how we can use it to our advantage.
The training of the future, in this sense, is one that develops and improves our personal skills, in the professional field referred to as management skills. They are the ones to treasure to be good leaders, not just technical knowledge.
To achieve this, a good tool is serious gaming, referring to the use of videogame for purposes other than entertainment, such as corporate training and employee learning and development. We refer to the methodology used in Gamelearn’s serious games as g-learning or game-learning. G-learning refers to the combination of four key elements: Gamification, game-based learning, simulation and online theoretical contents.
Advantages of GBL over traditional training
Corporate training has changed dramatically since the appearance of online or e-learning products. In-class room training has inherent disadvantages, including being time consuming (participants have to block off large amounts of time), hard to coordinate, and logistically unavailable for teams spread across geographies. Because of these disadvantages, e-learning has become a preferred, cheaper alternative that companies increasingly include in their training plans.
Although e-learning courses are easier, faster and cheaper to implement, their quality, however, is generally poor and not comparable with in-class room training in terms of the learning delivered. In particular, the lack of interaction and feedback, makes e-learning products less effective. Students are mostly exposed to theoretical content through the form of non-interactive slide shows or videos, which conclude with a test to evaluate knowledge acquisition. Completion rates for e-learning, not surprisingly, are very poor and often well below fifty percent (50%).
Despite cost advantages, traditional e-learning courses have not delivered quality education or training. Online game-based learning (GBL) products, in this regard, deliver the best of both worlds for learning- and cost-effective corporate training. Game based learning is engaging, educational and motivating. Game-based learning (GBL) gives the students the chance to put their new skills into practice at the same time they receive a personalized feedback; all without the costly need for an instructor
As proof of this proposition, game-based learning (GBL) products deliver better completion rates and higher levels of employee satisfaction.
Games, including video games, are an amazing tool for learning. Online simulators have being used to teach technical skills for many years, but only recently have companies considered using video games in corporate training for non-technical and soft skills development of their employees.
In addition to the quality of learning delivered, employees view game-based learning as an engaging learning experience. A learning experience that is also familiar as younger-generation employees grew up playing video games. Crucially, game-based learning works and results in increased skill development and knowledge retention.
Gamification in negotiation skills training
Negotiation skills training or development is very difficult. The theory of negotiation can be understood with a book, but in order to develop the skills is important to practice in as real an environment as possible. Developing negotiation skills requires constant and personalized feedback that enables students to correct mistakes and increase mastery.
Traditionally, negotiation skills (as with other soft skills) are trained or developed in classroom, with an instructor presenting the theory and correcting students through role-plays and group dynamics exercises. Because of the time commitment needed and associated high costs, however, classroom instruction is less prevalent.
Distance online training or e-learning, allows for easier implementation of training courses within companies. In the context of soft skills development, this format is very limited. Aware of such limitations, many companies have implemented courses where gamification elements and simulation and, thereby, convert e-learning into high quality, practical and motivating learning experience.
Gamification, is becoming a frequent term in HR and training departments, however, its definition is still not clear. Gamification, regardless of how it is deployed, refers to the use of one or more of the following elements:
- The existence of goals and challenges, which are used to motivate and, if those goals are also an opportunity to win something, even more motivation
- The ability to attain different levels, which fosters participation and competitiveness between users
- Scores, which show the progress through the game
- Rankings, which indicate the relative position of the players and foster competition
- Rewards, which track the progress of players and recognize their efforts
- Gamification also implies the presentation of all these elements in a visually attractive way
In Gamelearn, gamification is not just an element crafted onto negotiation training. Most important is the simulator the one that makes permits the skills being learned be practiced; gamification, in this context, motivates and engages, which is very important, but not the central feature, which is the game-based learning.
The positive impact of video games on in-classroom education
The study “Empowering Educators: Supporting Student Progress in the Classroom with Digital Games” developed by Jan Plass in NYU and Barry Fishman of Michigan University, affirm that more than half of the teachers (57%) use digital games weekly or frequently in learning and 18% use them daily.
Despite this data, the perception of video games in classrooms is not always positive. Many teachers are afraid to be substituted by digital avatars. However this is not the objective of educational game developers or pro-tech educators. Most of them want to create a tool to help education professionals to make their work easier and with higher impact.
However many people are still worried about the use of technology as a cost reduction process of automation. Maybe this fear is not absurd. According to the American education researcher Diane Ravitch, initiatives as the privatization of public schools to offer more possibilities, can end turning into potential problems like perceiving education as a business or an industry and teachers as factory workers.
The impact that Ed Techs and education technology specialists may have in our kids, when we mistakenly prioritize in the high impact at low cost can be a bit alarming . This criteria should not have more weight than other factors that guarantee the education. The economic scalability of game-based learning is not the only one advantage.
Game-based learning uses interactive simulation to combine the content and the context, in a way that students do not just learn with the facts, but also with the way they apply the facts with other people and in a specific environment.
Games, make easier strengthen the power of the game and the creativity, the creation of a teaching methodology based on learning by discovering (exploration) instead of direct learning (class, Conferences...)
This study, shows evidence that game-based learning offers the possibility of a better learning evaluation. This means that it also helps to make easier in-classroom interactions, traditionally the basis of good learning. It is important to keep in mind that is not a matter of choosing between online and in classroom learning, but in an effective combination of both.
E-learning, the most popular education purchase
When selecting the technology to implement in training, e-learning is the most frequent choice. Half of schools use e-learning software and online homework portals and 29% is planning to include or modernize the one that they are using.
Game-based learning and mobile apps for training have found their place in 4 out of 10 classrooms, 3 are planing to step up the use of apps in learning and 2 have the intention of fostering gaming in the classroom.
The recent report developed by the CompTIA, (the association that represents the technology and information industry) “The fast changing classroom: Students and educators perspectives about the role of technology” studies the previous and further results of a poll made last September to around 400 educators and learning centers administrators in USA.
Based on the results of the study, as large is the learning center, higher is the implementation of technology. For example, the report expose that from the schools with more than 1000 students 52% use some kind of social media; meanwhile just 1/3 of the schools with between 500-999 students use social platforms.
Despite most of the centers (57%) saying that they do not use social media, the ones who use it prefer Facebook, specially for school communities, communication with parents and student communities.
MOOC's or flipped classrooms are also more common in the bigger size centers. In general, however, just 23% of those centers confirm they have flipped classrooms and 17% answered they were still testing MOOC's.
The implementation of technology is not usually decided by educators but administrators (Directors and sub-directors), or the school committee and the IT organization. Based on the report, most of the primary and secondary school teachers say that they are moderated influencers in the process. While parents have very little influence.
The report offers advice to education technology companies to improve their selling approach to the center. Therefore, the technology influencers in the centers will be able to understand better the academic advantages of being able to follow up the students learning process through software s that gather data which can be analyzed afterwards.
This is an option that is in the shopping list of 60% of the teachers, based on the answers. Two more topics appear in those selling conversations: teachers have to be able to participate in documents with the others, the parents and other school systems.; e-learning has to be used to foster a closer contact with students. Both lines were named as attractive benefits for 56% and 52% of the respondents, respectively, specially for those who work in the centers with greater size.
“These tools make easier online homework’s, help to the absent students and make easier the communication between students and teachers”, said Carolyn April, CompTIA industry research manager. “In many senses, the process of training is reflected in the way companies perform in America.: Remote access, mobility of teachers and students and 24h availability environment every day.
The To-Day-List: Our Compass
One of the keys to avoid stress at the very beginning of the day is to learn to be planned. Our day is full of commitments, meetings, emails, interruptions ... utter chaos we must learn to control if we are to be truly productive. The best tool for this is to prepare- and complete- our "To-Day List".
The concept of To-Day List (combining voices "to do" and "day") is developed by the time management simulator "Triskelion". To-Day List is our compass for the day. It is "to do" list that allows us to regain control as it clarifies our priorities of the day. The key to have an effective To-Day List is that it becomes a list of things that we will do throughout the day no matter what.
To avoid frustration, it is better to write down fewer tasks and to add more on the way than to finish the day without having done all the tasks recorded on the “To-Day List”. All the tasks that we write down on the list will need to have been accomplished by the end of the day. For this reason we recommend getting used to using it by recording two or three tasks maximum, until you manage this tool well.
We'll do the To-Day List first thing in the morning, when nobody is around to disturb us. This way, we always have a list with the next thing we have to do. You can write the “To-Day List” on a piece of paper, in your notebook, on a digital note… it doesn’t matter where as long as you have access to it at all times to guide us and help us to focus on those priorities. When on top of the tree, we can scan the horizon and decide in which direction to go. Even in the midst of the storm, the To-Day List shows us the way forward to not lose sight of what's important and we can use it as a reference for the rest of the day.
7 TIPS TO MAKE YOUR WORK EASIER
1. Avoid excessive planning
Planning is important to organize the start of our working day and avoid stress at the very beginning. But too much planning takes time to do the tasks we propose. The best way to have a good starting is trying to shorten our "To-Day List" and therefore make our day less stressful.
2. Organize yourself
The key to make our daily work easier begins with a good organization. Put in order everything, from your desk to your email inbox, through meetings schedules to interactions with colleagues. Use apps for effective meetings such as "Brilliant Meeting", which helps you to set goals and make decisions during meetings to end the wasting hours.
3. Focus on your most important tasks
Focus on the most “profitable” tasks for you, the ones that bring more benefits and avoid time-consuming ones for which you get no reward. Learn to ignore –or draw the line- for those interruptions that only distract and waste your time.
4. Say “no”
In addition to shorten your “To-Day List”, saying “no” is vital to set your priorities and concentrate on the really productive tasks.
5. Learn to manage your E-mail
Emails is one of the things that we spend the longest time in our work. Hence, if we learn to manage it correctly, half of the job is done. This is basic in any time management course. We can start by shorten the answers, and still transmit the complete message.
Tons of tasks? Delegate. This way you can focus on the most important issues for you while you allow other employees to learn new tasks. Delegate smartly: choose the right people for each tasks that you leave in their hands.
7. Take time out and recharge your batteries
It is impossible to keep the same level of energy throughout the day, so we need to pause and get some downtime. This does not mean wasting time or lower our guard. Making things right is important, getting obsessed with perfection just increases difficulty. So give yourself permission to slow down in order to keep up the pace.
This kind of suggestions to improve our productivity are the base of most efficiency programs for many businesses. Among the most innovative programs we can find the time management simulators like Triskelion, that besides the simulation incorporates the gamification element. The game-based learning is the ultimate trend not only for business training but among anyone who decides to invest in a course to enrich their professional and personal life. Why make an online course where you can have fun with a simulator? Through the so-called serious games you learn and most important: you practice. Plan, organize, say no... in sum: prioritize and achieve balance to give the most of every minute. What are your "tricks" to improve productivity? If you have more tips which you find usefil, feel free to share.
HOW A SERIOUS GAME IS MADE
In the world of e-Learning, a growing trend, well-known by online training experts, predominates. This involves “serious games,” the cornerstone of “gamification” and the engine of many training programs for companies and businesses.
Most serious games are RPGs (Role Play Games), which means that there are users who adopt the roles of “invisible actors” who take actions based on the decisions of the person playing the game. The basic tool kit of these serious games contains four elements: learning (content and teaching), a story (with characters, scenes and a narrative), a game and a user experience.
The tool kit of serious games contains four elements: learning, a story, a game and a user experience
E-Learning programs based on the “learn by doing” are a dream come true for business people frustrated by lackluster performance on the part of their employees. How can they be made to involve themselves in online training? Very simple: through the characters in a serious game. Experts say that telling a story is a way of activating certain parts of the brain so that listeners get engaged in the experience, and grasp ideas and concepts. Why are these forms of learning effective? Let's just think about the narrative form of our daily conversations or how we tell something to a friend. It is calculated that 65% of our conversations are stories.
In the learning environment, a plot captures the student's attention and helps the person retain the concepts being learned better and for longer. The story is the creative and entertaining component of gamified training, and the student feels like a hero who has solved a problem through the characters, roles, challenges and dilemmas presented.
The goal is to balance the fun part with the training functions
Besides the story, serious games also have their educational content, of course, that the student is willing to assimilate to improve his or her professional and personal abilities. The goal is to balance the fun part with the training functions; this learning is simply “encapsulated” in an entertainment format. Beyond the artistic aspect, what “serious games” like Merchants or Triskelion do in reality is to build a story around a real problem—and this is where science comes in. In the case of Merchants, the first video game released by Gamelearn on negotiation, the student adopts the character of Carlo Vecchio, a trader in fifteenth century Venice. The user must use his or her intelligence and creativity to reach win-win agreements. In Triskelion, the time-management course, the student becomes Robert Wise, a History professor who searches for clues to find a treasure while managing his agenda, organizing tasks, attending meetings, etc.
The users of these simulators practice and test their knowledge through settings and characters as if they were having a first-hand experience. In addition, the best “serious games” on the market offer specific and descriptive feedback that helps students reinforce this learning and leads them to personal and professional success.
MULTI-TASKING? NO, THANKS
Monday morning. We sit down in front of the computer with a cup of coffee and open our mail. We're almost ready to start answering e-mails and begin our workday when suddenly the telephone rings. In the middle of the call, our boss comes over and assigns us a task. We get to work on it immediately, but in another minute we have to be in a meeting. Before we know it, the day's over. What happened? Simply the everyday story of many professionals who frequently feel overwhelmed by the daily vortex. This habit of jumping from task to task not only causes stress but also has a cost.
Some studies show that we lose more than 30 working weeks each year due to multi-tasking. If we do the math, that's half a year. And the fact is that multi-tasking is incompatible with efficiency. How many times do we ask ourselves "Now, where was I?" before getting back to something? The fact is that we are not multi-tasking: we can't think simultaneously about two or more things at the same time; what we're doing is switching from one to another and really only working on one task at a time. Changing activities too frequently can lead to mental blocks that translate into hours, days and weeks of time wasted.
Plus, we often make errors that we wouldn't if we were concentrated on just one task. The reality is that so-called “multi-tasking” not only wears us out but also makes the quality of our work much worse. In the United States alone, multi-tasking costs the economy around 500 billion dollars a year. Other studies suggest that doing many tasks at the same time reduces our IQ by up to 15 points.
The good news for companies is that prioritizing tasks dramatically reduces this cost in lost productivity associated with multi-tasking. Time-management courses like Triskelion teach us techniques that help us be more efficient. How? Through a simulator that guides and advises us on how to concentrate on just one task at a time, making us much more productive.
The benefits of prioritization are especially noticeable during meetings. To get an idea, in America some 25 million meetings take place daily, so seems logical that we would also try to prioritize tasks in the meetings themselves. Over 90% of people admit to falling into multi-tasking during face-to-face meetings, and 16% do it frequently. There are applications to improve the management of meetings, such as Brilliant Meeting, which focus on generating discussions and action plans during meetings. The average employee wastes 31 hours each month in inefficient meetings, the total cost of which exceeds 800 billion euros annually.
The greatest danger of multi-tasking is that we can learn to live with it. We're accustomed to having ten browser tabs open, to looking at our cell phone while we read a document, to answering an e-mail while we're in a meeting... With these habits, we only make ourselves more tired and lose productivity. Follow the advice of time-management experts and start being more effective.