The militaries of quite a few countries use computer games and simulations to equally educate and coach armed forces and officers in tasks and thought processes related to their missions and specializations.

This technique is moving (slowly) into the corporate world as well, and one of the places where it’s making the greatest inroads is in the realm of decision-making training.

From the viewpoint of teaching novice managers in your own business, computer games and board games can be used to great effect, however, there are some dangers. First, make certain that you’re conscious of what objective you’re aiming for - schooling or training? Educational games center on one nested set of decisions and lean to remain fairly abstract.

A high-quality educational game - focused on project management training for instance - should permit the players to explore the decision space reflected by that kind of game.

A training simulation is intended to determine how well a student is absorbing and re-enacting doctrines and training techniques.

Though a first person shooting game, like Doom or Counter Strike is no substitute for rifle training for a soldier, it’s an excellent instrument to observe if soldiers have learned about movement, communications, and coordinated actions in an aggressive environment, as the same things that will keep you alive in the field will keep you alive in the game - moving from cover to concealment, mobilized over watch, and similar concepts.

Education isn’t just regurgitation of doctrine and training, it’s acquainting of the decision creation processes.

For leaders (and officers in the military) there needs to be stress on teaching as well as guidance.

A first-rate executive should be familiar with the decision making process of the layer of management that reports to him, and for two levels above him.

The same applies to a executive in most organizations.

In addition, an executive (or manager) should to be able to evaluate challenges to his course of actions, be aware of assets accessible to him, and with initiative, be capable to use those assets without compromising the tactics of those higher than him.

When taking instructions from computer games, center on the decision making loops, and focus on concepts.

When trying to turn computer games into structured education for your employees, remember that games are supposed to be fun.

Games that aren’t entertaining tend to get unconstructive feedback from the players, and the lessons imparted by them don’t stick.

Center on how the core concepts of the game will assist your fresh executives work in your organization, but let them take pleasure in what they’re doing - people learn more, and take in the lessons better, when they’re having pleasure.

So, the first time you’re caught playing a computer game in the workplace, maybe you can justify it as professional development.

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