I have been using this approach as the most effective experiential technique for learning more about interactive training. Fortunately, I have sold some of these activities to my clients, published some others in my books and newsletter, posted a few in my web site, and stored the reminder in my hard drive for future postmortem. Here's the complete menu of strategies that I have explored. This list is not a taxonomy, but an informal list of overlapping categories. Team members apply existing skills and knowledge and create new skills, knowledge, and insights through continuously reflecting on and questioning the problem definition, the collaborative behavior, and the ensuing results.
Most audio games use few or no visuals.
Board Games borrow structures and supplies from popular recreational games to create highly motivating training events. Board games typically use game cards and dice to encourage individuals and teams to demonstrate their mastery of concepts, principles, skills, and problem-solving strategies. Participants work individually and in teams to analyze, discuss, and recommend appropriate solutions and to critique each others' work. In some cases, the facilitator may recount the actual decisions implemented in the real-world situation on which the case was based. However, they are not gambling games.