Enchanted by people and the path of health and human development for more than 20 years.
Founder of the companies TRIunica Human Development Creative and the company Movement Quality of life, writer, entrepreneur, consultant, university professor and lecturer. Its main focus is the development of people for innovation and innovation. Graduated in Physical Education, Specialist in Cooperative Games and Group Dynamics (SBDG). She is the author of the Humanized Gamification Book (2017) and co-author of 2 other books in the area of Training and Development. Creator of more than 50 games companies (Gamification). National and international speaker, certified in congresses Lecturer for more than 10 years of ABTD (Brazilian Association of Training and Development), lecturer of Gamification World 2015, GFHE (Games For Health Europe) speaker in 2016, 2017, 2018 and 2019.
Microlearning (rapid learning), as a worldwide trend for human development, has been taking more and more space in the area of T & D. In addition to this great trend, gamification presents itself as a method, an engaging and significant tool to involve and promote great learning for participants. Why not join these two great tendencies? This work aims to present the creation of possibilities of microlearning through humanized gamification, using elements of face-to-face games that connect people and bring great results.
Thematic: Learning Methodologies and Processes
– Present the concepts of microlearning and gamification and how these tools together are powerful.
– Teach the process for creating a face-to-face microlearning plan through humanized gamification.
– Assist in the development of possibilities, considering different scenarios.
Applicability of the Proposal:
Learn in practice and generate inspirations for the T & D professional to develop a Microlearning project through humanized gamification.
Humanized Gamification Learning 12 steps to create humanized games!
In the middle of the digital age, you have to wonder why we still bet on analog games – even because the term gamification itself refers to something “modern”, so to speak. First, because we believe that by “obliging” players to interact with their naked eye, by exchanging experiences in loco, they favor socialization. And the ability to recognize and interpret emotions, still fundamental to personal and professional success, is easier to learn in this way. In addition, this type of game creates a relaxed environment for players to talk more spontaneously, freely, something that stimulates learning.
Humanized Gamification The Impact Of STRESS – Eustresse And Distress.
Our proposal: STRESS
Assuming that it is important to change the behavior before the stressors, that is, the individual’s awareness and to know the personal reasons for which he develops coping strategies, we create a tool (humanized gamification), where we use a board game that includes experience through 14 tips to maximize eustress (positive stress). They are: 1. Abandon unhealthy habits; 2. Work to live, but not live to work; 3. Exercise your patience; 4. Define specifically what bothers you; 5. Look at change as a challenge rather than a threat; 6. Be a good listener in the discussions; 7. Every day of what you really enjoy doing; 8. Be healthy habits; 9. Organize: plan and prioritize; 10. Divide your tasks and multiply your enthusiasm; 11. Adapt; Take yourself less seriously; 13. Give importance to what really matters; 14. Deliver occasionally.
Scientific Methodological basis: Transtheoretical Model (Behaviour Change)
As a scientific methodological basis as parameter gamification content (tips), we use the Transtheoretical Model (PROCHASKA and DiClemente, 1876) for the analysis and encouraging behavior change. This model places the understanding of change as a state of readiness, stages in which the individual passes: 1. Pre Contemplation (individual denies or does not have the awareness of the specific stressor behavior; 2. Contemplation (stage where the individual becomes aware of the personal stressors, but is unwilling to even try to change) 3. Preparation (stage where there is the intention to change behavior, uses up a plan to deal with the stressor) 4. Action (at this stage the individual experience the benefits of experienced hint);. 5. Maintenance (at this stage, the individual changes the behavior of the stressor and the same behavior becomes a sustainable value to your life) Thus, the Transtheoretical Model advocates the premise that behavior change is a process in which people have different levels of motivation, so you can plan interventions customized to the needs of individuals.