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Lenard & Lenard believes in the power of gamification. In our vision, gamification is structurally present in the workplace. That is why we have our own digital platform to strengthen and accelerate development and behavioral change. In this platform we use gamification. We apply techniques from the game industry in order to achieve desired results on an organizational, team and individual level. For the development of the platform and the applications, we combine insights from behavioral science, organizational science and gamification in a digital environment.

The platform …

– provides direct insights into performance and results

– suits the diversity of development needs

– allows control of development and training costs

– ensures a higher ROI because investments are linked to performance

– is scalable

– contributes to work enjoyment

The power of gamification

Gamification means applying game-thinking and techniques in a non-game environment. The game techniques stimulate the intrinsic motivation of a participant. It leads to innovation, positive behavior and greater involvement. Contrary to what the name suggests, it is not a game, but a method that responds to the intrinsic motivation of the participants.

OctalysisThe platform of Lenard & Lenard is based on the Octalysis framework of the gamification pioneer Yu -Kai Chou. He applies ‘human-focus’ design, which means that the game responds to the different motivation drivers of people, as opposed to ‘functional-focus design’, which is based on process steps. He distinguishes eight different drivers that motivate people to take action: meaning, accomplishment, empowerment , ownership, social influence, scarcity, unpredictability and aviodance. And he includes a ninth, hidden, driver: sensation.

The benefits of gamification are:

– High involvement

– Low threshold

– Encourages creativity

– Scalable

– Fun

– Can be used for all kinds of themes and purposes (for example vitality, involvement, collaboration)

Our approach 

The online platform provides participants access to specific assignments. Completing these assignments or ‘missions’ leads to a certain reward. These assignmnents are developed based on predefined goals , linked to organizational goals. This impact is on three levels: organizational development, team development and personal development. Within the organization a game master can be trained to manage the progress and development of new missions and to monitor the quality.

Examples of application
The platform can be used for the onboarding of new employees . This digital experience strengthens and accelerates the engagement of new employees in an innovative and effective way. New employees receive challenges that they have to complete as individuals or with a team and in this journey they are introduced to all facets of the organization. Completing the missions is conditional for employees to get on board ‘for real’ and is linked to receiving a personal access pass to the work location.

Another application is to support an organizational change, for example the introduction of a new strategy. Missions are developed to allow employees to become acquainted with the strategy in an inspiring way and to adopt in their work.

The platform can also be used to stimulate specific behavior. In the form of missions, employees are challenged and rewarded with points. They can exchange these points for example for a cup of coffee, a coaching session or a team outing. In this way the platform is used within a municipality to encourage employees to involve residents more. By using the platform, the deployment of citizen participation has become visible and it has considerably increased.