As learning and development professionals, we’ve all been there: Armed with exciting new methodologies and game-based activities, only to face crossed arms and skeptical looks from participants or stakeholders. While the research clearly shows the benefits of playful learning in professional development, the reality is that we can’t want people to play more than they want to themselves.
Understanding the Resistance
When introducing play-based learning into organizational settings, we often encounter resistance rooted in deeply held beliefs about work and learning. “Work isn’t supposed to be fun,” some might say. Or “We don’t have time for games.” These aren’t just casual objections – they represent fundamental beliefs about what constitutes “proper” workplace behavior and effective learning.
The Key to Alignment
The secret to successfully implementing playful learning isn’t about convincing people that play is good for them. Instead, it’s about understanding what they actually want to achieve and showing how playful approaches can help them get there. Let’s break this down into practical steps:
- Start with Their Goals, Not Your Methods
- Instead of leading with “Let’s try this fun activity,” ask “What outcomes would make this training truly valuable for you?”
- Listen carefully for their priorities: Are they focused on efficiency? Team cohesion? Innovation?
- Bridge the Gap
- Show specific examples of how playful methods can achieve their desired outcomes
- For instance, if they care about team efficiency, demonstrate how a well-designed game can help teams practice communication patterns that reduce meeting times
- Speak Their Language
- Frame playful learning in terms that resonate with their values
- Instead of “games,” try “experiential learning scenarios” or “interactive problem-solving exercises”
The Power of Choice
Remember: forcing play isn’t just ineffective – it’s contradictory to the very nature of play itself. True play is voluntary. When we try to force it, we create resistance and risk turning potentially powerful learning experiences into exercises in compliance.
Practical Approaches for Implementation
- Start Small
- Begin with short, low-stakes activities that clearly connect to business objectives
- Build credibility through measurable results before suggesting more elaborate play-based initiatives
- Offer Options
- Provide multiple ways to engage with the learning material
- Allow participants to choose their level of involvement in playful activities
- Demonstrate Value Early
- Document and share specific examples of how playful approaches have improved learning outcomes
- Use metrics that matter to your stakeholders
When to Accept “No”
Sometimes, despite our best efforts, individuals or groups simply aren’t ready for playful learning approaches. That’s okay. Accepting this isn’t admitting defeat – it’s recognizing and respecting their agency. Often, this respect builds the trust necessary for future openness to experimental approaches.
Moving Forward
The key to successfully implementing playful learning isn’t about convincing everyone to play – it’s about creating conditions where play can naturally emerge as a valuable tool for achieving shared goals. When we align our methods with what people truly want to achieve, we create sustainable change that benefits everyone.
Remember: The goal isn’t to make everyone play – it’s to make play available to those ready to embrace it as a powerful tool for learning and growth.