Achievement Hunter Monopoly With Real Money April 10 2019

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Anthony Tan is the chief executive and co-founder of Southeast Asia's dominant ride-hailing app, Grab, the region's first unicorn. Tan could have had an easy ride with his family's auto business.

Personal Achievements Personal achievements can include charitable work, entrepreneurial success, establishing good health, financial stability and obtaining a college degree. They reflect psychological, emotional and professional successes. A personal achievement is an attribute that provides an individual with a sense of pride. This can originate from many different sources

The type of charitable work that people choose is unique and reflects what they consider important. A charitable achievement is spiritually rewarding. Accomplishments in finance or education reflect dedication and hard work.

Personal achievements can also reflect determination and courage. Becoming a physically healthier person is often a result of good effort and perseverance, and it is spiritually and psychologically rewarding. According to Weight Watchers, many who have lost weight have discovered a new perspective about life.

Many achievements can be both personal and social, including successful fund raising, working with the poor, volunteering, consulting, donating, teaching and entertaining. Success can be measured by the resulting level of personal satisfaction or by how the accomplishment impacts others. They can also be achieved on a smaller scale, such as finishing a paint job, harvesting a garden or completing a novel. Success stories have many attributes in common such as patience, ambition, passion and effort. Idealized achievements are those that were earned, many against certain odds.

People love asking the question ‘what has been your biggest achievement?’. It allows them to find out more about what makes a person tick, what drives them, what they value in life. We don’t just recruit job titles and responsibilities, we recruit people and this question can inform the interviewer of so much.

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Some career coaches and recruiters will advise you to always give a professional achievement. You may however, disagree (unless the interviewer specifically asks you to). Some of the best answers people have heard have been personal achievements.

Keep it real

It is important that you pick an achievement that you are genuinely proud of, something that is true to you. When we tell stories we naturally relive the emotions we felt during that time and you want to be passionate and engaging when talking to your interviewer.

Sell the benefits

Yes, we are having a nice interview and we are probably getting on well, but remember that they are always looking out for the benefits to them and the job they are recruiting for. You need to identify the key attributes that the job requires and sell those benefits as part of your answer.

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If you tell them your biggest achievement was winning a management award at your previous company, then the benefit to them is pretty obvious. However, if you choose to tell them that your biggest achievement is losing eight stone and running a marathon (that is very cool by the way) but then you will need to sell them the benefit. You should tell them that this shows how dedicated you are at hitting your targets. Tell them that you always achieve what you set your mind on. Tell them that you are self-motivated and determined and don’t like failing.

Keep it recent

Try to pick an achievement that is still quite recent. A person once asked someone this question and she told him that moving to university was her biggest achievement as she missed her family terribly. People get this, they really do, but she had graduated 15 years earlier and the interview panel was hoping for something more recent and relevant than that.

Keep it professional and positive

Don’t let yourself become a victim during this answer. We have often seen people focus on the negatives of the situation they have overcome, rather than the achievement of overcoming it. Sometimes we don’t think they even realise they are doing it! Keep it upbeat and professional.

The best answer that was given

One interviewee gave his achievement and then he sold the benefit. Then he said something that nobody was expecting.

He told that he actually felt that his biggest achievement was yet to come. Now, people loved that because it told them so much more about his character and his personality. He was always looking to achieve more tomorrow than he did today and was striving to improve himself all the time. This is a very attractive quality to find.

Over time, people generally remember the way you made them feel rather than the words you spoke, so it is essential you keep it real. Raise your energy levels, get excited, sit up proudly in your chair and make that impact!

What’s the first thing that comes into mind when you hear the term “gamification”? Take 20 seconds to write the first three words or phrases that come to your mind.

If you thought about avatars, gaming consoles, multi-player online scenarios and cutting-edge animation, you are not alone. Many training professionals’ first thoughts about gamification are actually what prevent them from using it, especially in cases when it would be the perfect method to transfer learning and develop potential, emerging and experienced leaders.

Gamification is more than the technology; it’s a way of organizing an instructional event so that the learner is able to apply the concepts IRL (in real life). In the game of Monopoly, the goal is to buy desirable and strategically located properties and move around the board to collect money and receive rent from other players who land on your properties. In leadership development, the goal is for leaders to demonstrate desirable behaviors while leading and moving through the organization and the industry, leveraging positive results from those behaviors to help the organization accomplish its mission and achieve its monetary objectives.

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How can we use gamification to deliver leadership development programs when the first thing that comes to mind when we think about the term is imaginary beings, contrived competition and cutting-edge technology?

Start With Leadership Competencies and Examples

A big problem with instruction of any kind is that we often have in mind the method of instruction before we consider the goal of instruction. In gamification, it’s especially critical to determine the desired behavior change or other results we want leaders to demonstrate. If we don’t, the learners are just playing a game.

To identify the behavior results, your organization should have a leadership competency model in place that it created through interviews, focus groups and/or surveys. This model should have demonstrable, organization-specific examples of each competency in addition to the underlying knowledge, skills and behaviors that leaders need in order to demonstrate this competency. These examples should come from real-life situations and be observable interactions with team members, peers or customers.

You can then put these examples into a rubric with discernible, concrete levels of progressive performance. The rubric should contain good definitions and evaluative criteria at each level, and you can use it to link levels of achievement when connecting game elements to behavior change. Test your understanding of these behaviors with others. Can you imagine how many iterations the designers of Monopoly went through to arrive at the player’s option to “pass go and collect $200” as one way to collect money to buy properties?

Connect Leadership Development to Gamification

To connect behavior change to leadership development using gamification, determine the desired performance outcome. Consult a list of acceptable performance-based action verbs, or refer to Bloom’s taxonomy of educational objectives. Too often in leadership development, we only concentrate on the “knowledge” verbs. Gamification is perfect for leadership development, as you can integrate knowledge into performance.

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At this point, the rubric of behavioral descriptions is helpful. For leadership development, you will be using higher-level thinking skills, such as comprehension, application, analysis, synthesis and evaluation. Link your rubric to the type of learning so you can create objectives that are relevant, are practical and integrate levels of experiences that simulate actual behavioral change. You can create these experiences with written scenarios, role-plays, situational cards, in-box exercises, scavenger hunts and other gamification strategies, not just with technology.

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Again, test your understanding with others. Employees in the same organization often see situations differently. These differences often translate into different approaches to progress through a game. Capture this feedback, and use it to improve the design of your leadership development program.

You can design learner-centered, performance-based leadership development that helps your potential, new and experienced leaders pass go and collect results using gamification.

To learn more about this topic, attend the Training Industry Conference & Expo from June 17 to 19, 2019. During Adelle’s session, you’ll have the opportunity to see real-life examples and explore how to apply gamification concepts to leadership development.