It was once said by an education consultant that in the United States, there is much more money spent on entertainment than education. When you fuse the two for learning purposes, the results can be dramatic. One company I know boosted their bottom line by spoofing game shows for training purposes. After several years of using the obligatory pie charts and overhead projectors to stoke productivity and raise customer satisfaction, employees responded with suppressed yawns and weak outcomes. Meetings were as exciting as a TV test pattern, so management solicited the aid of staff to spiff up the process.
A committee of employees was formed to produce "Zero Defects Day" meetings, with the condition that they stay within the budget. They made their debut with a spoof from the TV game show Wheel of Fortune. It featured a female manager in the role of TV host Pat Sajak, and a bearded employee wearing a wig, a dress, and high heel shoes as Vanna White, which provoked hilarity. Each committee member had a role, from announcer to cameraman to producer. Facts and figures, after the usual introduction, program began. Other employees also participated, and later to the meeting at home. From the "Oh, no, not another ravine Day" to "I do not know how they respond to the next quarter of transformation." You might ask, "What is such a simulated game show host employees couples effective?" The meeting was the establishment of the promotion of fun, creativity and potential in order to highlight the success of staff morale. His colleagues are beginning to see a new light with each other with new respect and affection.Besides helping to build motivation and teamwork, there are a growing number in the senior management level, to see the value of a theatrical approach, if relevant to the task. One of the company's vice-president remarked:Parodies of other TV shows followed. In order, they
Perhaps the most natural fit for learning is the game show "Jeopardy." Management decided to implement this TV show's format when introducing new company guidelines and procedures. Instead of the usual resistance to change, employees were more receptive and manifested improved memory retention of the new policies Management noted that the approach of show business was working effectively to reduce the productivity-sapping mistakes, and positive messages about dealing with changes that are a big improvement over the old style