When someone mentions scenario-based learning, do you automatically think of complex branching scenarios? While that’s one way to implement scenarios (and a very effective one!), I don’t think it’s the only option. A range of options are available, from passive to active. Even if you can’t convince your organization to invest in full-blown branching, you can find less intensive alternatives to incorporate scenarios and storytelling. Some of these options can work for both elearning and instructor-led training. In fact, you may already be using some of these methods.
When I take instructor-led courses, often the most valuable part of the training is the stories the trainer tells. The stories are often about how a real person applied this training in their jobs or about how a failure to apply principles caused problems. Stories with examples make the abstract concrete. It’s one thing to talk about customizing footers in Word; it’s another to tell the story of a past student who manually typed in page numbers for a 400+ page document because she didn’t know how to make it work. (That is a real example from my software training days. In her defense, it wasn’t straightforward numbering. Do you know how to add chapter numbers and how to exclude the first page from the count?)
Examples are the most passive method of using scenarios and storytelling, but they still work. They can be used both in classroom training and elearning. Examples can make concepts relevant, show why a topic is important, or show how others have solved problems.
Mini-scenarios, or one-question scenario assessments, are slightly more active than just listening to an example. Set up a short scenario and ask learners a multiple choice question. I frequently use this technique with clients who are just dipping their toes in scenario-based learning but aren’t ready to jump into full-blown branching or simulations. You can use this technique for practice or assessment, even in a linear elearning course. In ILT, use a scenario to pose a question to the class. Ask which choice they would make with a show of hands.
Here’s an example:
Andrew is a sales manager who has been struggling to motivate his team. He sent his team to a workshop where they learned about sharing stories about previous happy customers to improve sales. A few salespeople really like using this technique, but he wants everyone to start using it more. In the long term, he wants to change their attitudes about the technique.
What should Andrew do to encourage his team?
- Threaten punishment for anyone not using storytelling
- Offer a small reward for using storytelling
- Offer a large reward for using storytelling
Two Narrators with Decisions
Rather than using a single narrator for elearning voice over, you can use two narrators having a conversation to deliver content. Set up a story where one character has a problem to solve, and a more experienced character mentors and trains the first character how to improve. This is still mostly passive delivery, but it’s more engaging than traditional elearning. Adding a few questions where learners help the narrator solve a problem makes it more active and lets learners practice in a realistic context.
Case Study with Practice
If a case study is just read, it’s a passive example. If you use the case study as a prompt for practice, it’s more active. Case studies are used in both ILT and elearning. They can be used to start discussions (either in person or online) or for group work.
Branching scenarios are one of the most active methods of using scenarios for learning, short of simulations and serious games. Branching lets learners make choices and see the consequences of their actions. It gives them a safe space to fail and learn from mistakes.
Role Play or Simulation
Role play exercises and simulations are some of the most active ways to use storytelling. Simulations and role plays are more immersive and open-ended. Learners must make multiple decisions, and feedback comes in the forms of consequences and may be delayed. Role play exercises require skilled facilitation to keep everything running smoothly and to debrief afterwards. Simulations require more intensive development and resources. Both of these tools can be very effective at practicing skills to improve job performance.
What did I forget from my list? How are you using storytelling in your courses? Which of these methods do you find works best for your audience?