Sat, 02/22/2020 - 02:45

In today’s job market, leading companies are looking for creativity from their teams. Doing something better than it has been done before is the best initiator of innovation.  An individual taking just 10 minutes to play Gauge before they start their workday is like an athlete warming up before a workout.  The Gauge “Start Your Engines” philosophy is that kind of a warm-up.  By just finishing one individual play of 9 to 14 questions, you will find that you:

  • Process information more effectively,
  • Obtain ideas to improve your status 
  • Add to your library of knowledge leading to greater decision-making agility.

Warm-up, fire-up and build-up your creativity and problem-solving abilities use Gauge Micro-learning to explore and grow.



Notice to Readers

The information provided in this article is to serve as a basis for discussion only.  In no way will the principals be held responsible for any statement or commitment.





Tue, 02/11/2020 - 20:14

Steven Covey said it best “Seek first to understand and be understood.” He followed it up with “Sharpen the saw.”  In both cases, knowledge is the key. In the first, it is to be able to ask relevant questions, and then provide knowledge-based responses to build increased interactions. 


If you were to poll the top business leaders in the world and ask one question, “Do you spend time daily learning about business and life?” the answer is a resounding YES.  Most spend an hour a day, and Warren Buffet and Charlie Monger (Berkshire Hathaway CFO) spend up 80% of their time learning. 


Gauge Gamification is for those who want to learn, need to learn quickly and can easily take a daily 10 to 20-minute break to improve their capabilities.  That's what the Gauge knowledge exploration application does; it exposes self-improvement individuals to a plethora of diverse information to expand their capabilities to excel.





Thu, 01/30/2020 - 22:44

The Gauge Gamification Application has one primary purpose, to create interest in learning that facilitates the sharing of information and interactions to stimulate collaboration.  

Whether playing alone or in the competitive mode, Gauge provides users with ideas that foster both personal and organizational growth.

The Gauge, “More Information” feature gives users immediate access to credible support to reinforce already known knowledge and expand capabilities.  

The “Gauge Chat” process allows players to share informal experiences based on learned knowledge and unstructured practices not found in regular learning and development initiatives.

Interaction is the key to growth and engagement. Gauge Gamification is designed to strengthen these two success elements.




Mon, 01/20/2020 - 21:11

Pilot trainees learn through active learning through experiencing real-life scenarios, confirming that they know how to handle a situation or, more importantly, learning what they need to be aware of a situation presents itself.

How often are issues in life and business created because someone thought they knew the answer? This phenomenon is called “illusions of competence.”  This Dunning Kruger graph shows that what is real learning and what falls under the “Illusions of competence” are vastly different.


Mon, 01/20/2020 - 20:44

Great learning institutions like Harvard use case studies because they continuously challenge students asking them to think about a situation, discuss it, and debate the solutions.  As is demonstrated in this chart, the case study starts with learning the primary knowledge through leader lead, textbook or online introductions.  This is then followed up with microlearning opportunities and then, when necessary additional formal resource support.

The Gauge Gamification platform supports formal learning, increases the impact of the formal learning process and helps identify additional learning needs. Gauge provides access to credible resources/subject matter mentors and confirms that deeper learning has taken place.

Gauge, when tied to formal learning curriculums, “Clarifies and Confirms” that learning has become embedded and that learning and development investments being used appropriately. 

Gauge does this in engaging (fun/rewarding) process.

 Gauge provides supportive learning resources causing:
      - Ideas to be shared, 

      - Empowered collaboration.

When tried to formal courseware content, Gauge reinforces the information provided and results with learners who now have the confidence/competence and mental strength to make appropriate decisions. 

The instructor asks the pilot questions during training “What if” or “Why did that happen” or “What will you do the next time”?  This questioning is the Gauge platform’s Modus Operandi. The instructor provides clarity of the situation and directions to manage the scenario when it reoccurs. 

Notice to Readers
The information provided in this article is to serve as a basis for discussion only.  In no way will the principals be held responsible for any statement or commitment.





Mon, 01/13/2020 - 18:02

Mental strength can mean many things to many people, but no matter whether you're a warrior in an extreme environment or a mother with a sick child, there several similar components that define "mental strength."  

Mental strength is the ability to overcome mental resistance.  Mental strength is adaptability or to have the knowledge at hand that will allow you to decide consciously to make things happen and obtain worthwhile outcomes.

The primary components for Mental Strength are:

-    Remaining calm and focused in times of crisis
-    When you are wrong the courage to say so
-    Having a strong enough future vision to overcome life's roadblocks
-    It is creating a life with purpose and worth working for 
-    Willingness to learn and develop plans to overcome challenges
-    Pressing on regardless, with resilience and tenacity.


In creating Gauge Gamification, our team has had a set of values based on providing knowledge and connections that will make our users:

-    Stronger when challenged 

-    More confident in their capabilities 

-    Ready to adapt to changes that are constantly occurring.



Notice to Readers

The information provided in this article is to serve as a basis for discussion only.  In no way will the principals be held responsible for any statement or commitment.





Mon, 12/30/2019 - 21:15


In the January/February 2020 issue of Harvard Business Review, there is an interesting article entitled “The Transformer CLO.”  It starts with this statement “IN TODAY’S DYNAMIC BUSINESS ENVIRONMENT, workplace learning has become a key lever for success.”

Under the subtitle “TRANSFORMING LEARNING GOALS” in this article, the authors Lundberg and Westerman, state: “The need for organizations to become more adaptable means changing the goals of corporate learning. Instead of narrowly focusing on job or compliance-related training for all but their high-potential leaders, organizations should cultivate every employee’s ability to explore, learn and grow. The objective is not only to train people but also to position the company for success.”

Having worked as a Director of Sustainovation in the agricultural industry, the word was “CULTIVATE” had a lot of resonance as it applies to Gauge Gamification’s role in growth-oriented organizations.

“To cultivate is to nurture and help grow.” 

“Farmers cultivate crops, fundraising professionals cultivate donors, and celebrities cultivate their images. When you cultivate something, you work to make it better. Originally, the word referred only to crops that required tilling, but the meaning has widened.”  

Gauge is the tool companies require to determine what their staff need’s to flourish and what the organization needs to do to increase their staff engagement, customer experience, productivity, and profitability.  

The Gauge Gamification platform is designed to help users determine their strengths and to learn more about their areas of interest. Gauge uses micro-learning so that the user quickly determines their degree of interest and then with the “More information” feature delivers additional subject-specific knowledge directly to their email immediately.

For today’s Chief Learning Officers, the Gauge Corporate Dashboard feature is a navigational tool that cultivates directions for the learnings needed to succeed and metrics to evaluate the impact of learning initiatives. 




Mon, 12/09/2019 - 22:31

 “There is an important difference between being innovative and being an innovative enterprise.  The former generates a lot of ideas and the latter generates a lot of cash”.  
- Harvard Business Review written by Theodore Levitt, entitled “Creativity Is Not Enough.” 

You would not want to fly with a pilot who doesn’t follow a pre-flight process, nor would you trust a doctor who didn’t follow diagnostic procedures. It’s scary that many of us invest in ventures where we don’t know:
1.    If the leader has the experience needed to succeed,  
2.    If the innovator has the “will” to follow a proven procedure, 
3.    That the person spending your money can delineate their performance goals for success,
4.    How well they can develop a collaborative team,
5.    That the market research needed has taken place so that users will grab and pay for the offering.
If you are an entrepreneur, you will need to address this list of questions to gain investor and stakeholder support.  
As an investor, you will find insights to be investigated to understand if the entrepreneur that you are going to entrust your money with has the capabilities of spending wisely.  You will gain insights and ideas that will help you understand if you are ready to work with an entrepreneur and is the entrepreneur willing and capable of working with you.

When leaders know their objectives and game plan, they will also become aware of potential hazards and be ready to deal with them. Here are some simple questions that will help you determine if a leader is committed to putting in the effort needed to succeed:
1.    Can he/she describe in detail what it will feel like when we succeed?
2.    Have they established “Go” and “No Go” criteria to determine when each achievement is attained, or must the effort be abandoned?
3.    Can they tell team members when the venture is successful, how that success will help everyone personally advance?
4.    Are they prepared to concentrate on those people who will have the greatest impact on the venture’s success?
5.    Does the achievement of the goals seem to make the leader more enthusiastic and energetic?




Fri, 11/01/2019 - 19:58

Today’s workers live in an environment of rapid change.  Changing industry demands, internal culture realignments and increasing customer-facing challenges are the new norms.  A recent study by Adobe indicated that 61.2% of respondents, when asked about the status of “Social Learning,” indicated they were using some form of social learning applications.  

What is prevalent is that effective Social Learning needs to access pockets of expertise across an organization.  In fact, 79.3% of the Abode responders rated micro-based social learning as a preferred tool to increase employee engagement. The study clearly pointed out that engaging social learning must include:
•    On-demand, real-time discussion to support training and the sharing of experiences.
•    Opportunities to foster “on the job” social learning discussions.
•    A learning application that allows users to interact through chat forums and access to knowledge repositories.
•    Access to mentors and coaches when needed by the users in real-time.

When an organization provides a tool to drive the free and immediate exchange of ideas, a culture of collaboration builds and in turn, fosters innovative thinking.  When the social learning tool is collaboration centred, then organizations improve productivity and gain competitive advantages.  

Social learning content is best suited for:
•    Leadership development
•    On-boarding
•    Career planning 
•    Product knowledge awareness

Overall, organizational sustainability and customer engagement improves. As a result, internal and external trust throughout is stronger from the executive suite to the floor level.  Additional, social learning can be extended to your clients and is a quick and responsive way to provide information about new and existing services or products.

Why Now?

Gauge is an interactive “handheld mentor”; it is available anytime, anywhere. When the “mentoring moment” is sparked through Gauge’s microlearning question, then the answer and addition resources are provided in real-time.

The biggest challenge to social learning adoption is stakeholder engagement.  Gauge overcomes this by supporting user interactions with rewards; and immediate, personalized feedback with consistent progress reports. 

Gauge libraries can be configured to address specific organization or industry topics and needs.  
Gauge provides learning transactional data for LMS leaders to help them understand where knowledge is needed and determine the impact of L&D investments.

In today’s geographically dispersed operating theatres, Gauge enables the sharing of information and best practices and improving investments in human capital, which is the highest single cost of any operation.  





Wed, 10/02/2019 - 20:08

Gauge is building its database of scenario questions for libraries of information on best practices in various industries.  


Purpose of Questions

Gauge as a platform has one primary purpose that is to provide users with Mentoring Moments through a micro-learning format. Our goal is to provide information that will make users feel more capable.


The questions and answers in the Gauge library are intended to elicit one of three reactions:

  • Wow…I knew that the answer and source material would be helpful…
  • That’s interesting…maybe I should check out the referenced material or talk with the Subject Matter Mentor (SMM) who created it
  • I’m not sure if I agree with the answer…maybe I will get more information and clarity from the source documents or SMM

The Business Basics section will feature mentoring information regarding, Etiquette, Nomenclature and Mental Strength. The “Basics” area of focus is getting users ready for the more challenging questions that are presented in the Middle Management and Executive levels (Management, Marketing, Finance and HR).


Target Audiences

Inquisitive minds are found in all industries, be it service businesses, not-for-profits, recreation and agriculture, to name a few. Research has shown that Gauge users are usually between 30 and 50.  They are aware that career growth is necessary, but they don’t have the “bandwidth to take leader lead courses.  They like to learn at their speed, they like focused but credible microlearning formats, and that is the premise of questions going into the Gauge libraries. 


The Gauge Teams Needs YOU as a Subject Matter Mentor (SMM).

Question:                                What is in it for you to be an SMM?  

Answer:                                    Visibility and credibility to a business-oriented audience. You will be appealing to an audience that is keen to learn and eager to engage with those who can help with challenges. These are decision-makers, decision influencers or individuals who want to lead. 

“More Information:          The Current Gauge SMM offer is free exposure to your target audiences.  Your name is first and foremost when the participant wants “More Information” than that provided in the answer.  


In the future, Gauge will be charging for this SMM exposure, but for the first twenty-five (25) SMMs to sign up with us (at no charge) they will have the right input up to 25 questions per month for a limited time. 


Gauge Gamification Question Formatting Protocols

  1. The question format is designed to create a response that will cause the reader to request further information on the subject at hand. 


  1. The question's voice must be at a grade 10 readability level and be able to be read aloud in less than 10 seconds.


  1. All questions must fall under three voice categories:
    1. Situation description
    2. Problem statement 
    3. Implication assertion


  1. Negative attributions can be put into the question's voice, but the lead statement must then be written at a grade 8 readability level. Examples of these type of negative attributions could be:
    1. Which of the following does not apply…
    2. A leader does not…
    3. Which of the following is least likely to occur…


  1. Each question will have the following answer response options attached to it:
    1. True or False.
    2. Multiple-Choice based one to four answer options. Each option will be no longer than seven words.
    3. If more than three answer options are presented, then one must be obscure or amusing.


  1. All answers must exhibit a “Need Payoff” voice to solicit a “wow I knew that” expression or an “I would like to know more” and action is taken by using the “More Information” field.


  1. Using the epistemic approach and voicing the participant will want a disciplined and focused approach to the answer and credible reference materials to support the answer.


  1. Reference materials can be articles (two pages best), studies, blogs, videos etc.


  1. Reference can also be made to the question author as a Subject Matter Mentor (SMM).


  1. Gauge Gamification has an input format to allow the author to input information needed.


  1. The Gauge Gamification question input will allow the author to designate to which Gauge libraries the question can be posted.





Tue, 09/10/2019 - 19:02

To succeed, we need to know what our weaknesses are and then find out how to resolve them. When we learn, we feel more confident, and the mental strength gained by being comfortable with life and business discussions is a major driver for self-satisfaction.

Most successful leaders are learners they take time to gain information regarding best business practices, innovative approaches to problem-solving and network with subject matter expert information to mentor them.

If you work to discover your weaknesses and mitigate them, then you are able to strengthen the fundamental aspects of your leadership potential.  

Learning will prompt leaders and team members to see how hidden gaps in knowledge will impact on customer experience, productivity and engagement.   It is guessing that, but decision making at risk and environments where risk is high engagement is diminished.

In today learning must be on-demand and details provided in micro-learning formats.  We all know that learned content dissipates quickly, particularly after "leader lead" learning sessions.  Being able to refresh learning in a "mentoring moment" format increases retention.

In a performance-driven organization, there is one business objective that leads to growth that “Measurement is the key to effective growth.”  With measurement, people must know how well they are doing and what they need to do to be more effective.

Finally, learning must be entertaining, the higher the enjoyment, the greater the engagement with the content and a positive learning environment will always lead to the sharing of the information learned.  When we share, we teach, and when we teach, we reinforce our knowledge retained and feel mentally stronger.

Gauge is a serious but fun business game to help players gain knowledge by providing them with resources immediately when they identify their need.

Using the Gauge Gamification platform, learners are provided with an opportunity to on-demand, real-time interactive business mentoring system.  Gauge connects users with a knowledge evaluation system like a GPS does while driving.  Gauge reaffirms what you know, suggests what you need to know, then connects to industry subject matter a click of the “More Information” field.

“Gamification and engagement are hot topics within the business literature” according to Harvard Business Review.  

Gauge Gamification is a dynamic profiling engine that delivers all the characteristics outlined in this blog, operating under the appearance of a proven competitive interactive business game.  





Thu, 09/05/2019 - 16:37

When I was younger my philosophy of life was “Lead me not into temptation …show me where it is and I will find it myself’. 

Every one of needs to know, what will help them gain more personal self-satisfaction in business and life?  They need someone or something that will help them discover the direction they need to take to grow mentally stronger. Usually, their direction is revealed through someone asking questions and providing them with background information that clarifies and prepares them to achieve success.

GPS has changed the way we travel.  Today we simply press a button, tell our GPS where we want and it tells us:

  • Where we are now 
  • How long it will take to get there
  • The resources (gas, food) along the way
  • Points us in the direction we need to go 
  • Keeps us up to date on the issues that could impede our progress
  • Provides course corrections as we progress. 


The Gauge Gamification platform does exactly the same for improvement-oriented organizations and the individuals inside those organizations.  

Just as our GPS identifies the best options to progress towards our destination, Gauge a Positioning System that:

  • Reaffirms what is already known
  • Highlights what needs to be learned 
  • Creates mentally stronger decision making 
  • Provides career routing options that help explore new areas of learning more confidently.


What makes Gauge effective is that it provides “mentoring moments” as the need for more information is identified.  Gauge delivers micro-learning in a format that is succinct and backed up with credible resources when requested.

Gauge like a GPS, it is easy to use and gives your career direction.