August 22, 2024
Written by UJJI Team
The fact that more businesses are incorporating scenario-based training into their learning management systems (LMS) is not surprising. This is because of its propensity to produce better learning outcomes, including increased engagement, accelerated skill acquisition, and knowledge retention, as well as its low cost to training methods that produce similar outcomes.
Customers like Uber have seen training completion rates of 65% (31% higher than the industry average for optional training) by using Scenario Videos in their de-escalation training, with 97% of their staff indicating they found this form of training valuable.
Before we discuss what is the purpose of the scenario and different scenarios examples, what is scenario-based learning?
Scenario-based learning (SBL), also known as scenario-based training, immersive training, or simulation-based learning, is an active learning strategy where learners practise new skills in realistic, interactive scenarios that replicate job conditions. This approach immerses participants in true-to-life situations, promoting problem-solving and critical thinking.
Scenario-based learning is highly effective because it uses realistic situations to create relatable and impactful learning experiences, making training both engaging and effective. Its flexibility allows it to be applied across various training needs, from compliance to soft skills, and it can be integrated into online courses, face-to-face training, and Virtual Instructor-Led Training (VILT). The versatility of SBL extends to improving customer service, workplace safety, and other areas through virtual role-playing. In corporate training, SBL helps develop a range of skills, including technical, communication, and interpersonal abilities. It also supports assessment and reflection, as learners can evaluate their performance and provide feedback to enhance their learning experience.
Why would you prefer employing real-life scenarios over other workforce development strategies? This is why:
The main benefit of scenario-based training is that it lets employees learn in low-stakes settings. This reduces the possibility of making mistakes in real life that could be dangerous for them or expensive for you.
It is no accident that the initial uses of simulation-based training came from the aviation, military, and healthcare sectors, having large costs associated with human error. But, business errors can also be risky and expensive.
By providing workers with this kind of training, you allow them to practise in a "sandbox" setting in advance. This, in return, reduces or eliminates the possibility of an error on the job.
For learners, scenario-based learning makes the road to knowledge easier. But what about its effects on firms beyond better staff performance? A company can save between 50 and 70% on training expenses by transitioning from classroom-based learning to eLearning. This is because eLearning is more cost-effective than instructor-led training.
Employees can finish training at their convenience, wherever they are when it is offered remotely and digitally. This eliminates the need to take employees away from their jobs to complete the training. There are no venue or labour charges, travel or accommodation expenses.
It has staying power since it can be repeated after being delivered. There are no ongoing costs associated with using Scenario-based training, except for the price of the training equipment in issue and the time involved in content creation.
Soft skills account for 75% of an employee's success. Workers must use their critical thinking and problem-solving skills in scenario-based learning.
For instance, let's say your "CEO" sends you an email requesting your login information so they can install new security software. Do you follow the link, try to get in touch with the CEO, or forward the email to IT?
Even in practice, being exposed to this situation activates a variety of cognitive processes. Applying sound in-the-moment judgement necessitates thinking about the issue from a variety of angles, coming up with potential solutions, and then assessing the outcome.
The effect? 90% of Managing Directors who participated in this course reported having better teamwork skills, and 88% said their decision-making abilities had improved.
Knowledge retention rates for experiential learning can reach 90%. Why is that? In the beginning, it only improves learner engagement. They are in control of the story because it demands their attention and draws them in. It is unique, visceral, and evocative, besides stimulating several senses and involving them as active participants.
Memory development is influenced by emotion. Depending on the situation, learners are presented with. It might reinforce the knowledge by evoking an emotional response, a factor crucial to knowledge retention:
Human cognitive functions such as perception, attention, learning, memory, reasoning, and problem-solving are all influenced by emotion. The intensity of our emotional involvement impacts how much attention we pay to a task, makes it easier for us to recall stored knowledge, and motivates us to take action.
Exposure to diverse scenarios helps employees refine their decision-making abilities. Navigating various scenarios prepares them to handle complex situations more effectively. The risk-free environment allows for experimentation and skill refinement, boosting confidence and competence.
The interactive aspect of scenario-based training keeps employees engaged and motivated. Active participation in training leads to better retention and application of information, resulting in improved performance and job readiness.
SBT is highly versatile and can incorporate various methods, including virtual reality simulations, role-playing exercises, and interactive case studies. This adaptability allows organisations to tailor scenarios to specific roles, industries, or needs, providing targeted and effective training experiences.
By this point, you could be thinking that using scenario-based training sounds like a nice concept, but you're curious about how it works.
Apart from the ones shown in the image above, here are some other examples of scenario-based eLearning that you can use for workforce development.
Real-life scenarios simulate actual work situations, making training more relevant and engaging. For instance, if training customer service representatives, you might use scenarios based on common customer interactions or challenges. This approach helps employees relate their training to real-world tasks, improving skill retention and application.
Dialogue boxes with illustrations create immersive and interactive learning experiences. For example, during onboarding training, a scenario might involve a new hire interacting with a manager or team member through illustrated dialogue boxes. This method enhances communication skills and familiarises new employees with organisational procedures.
Interactive scenarios incorporate game elements and mechanics to make learning more engaging. Employees might participate in simulations that require decision-making and strategic thinking, such as managing a project or navigating a business challenge. Game mechanics like scoring and feedback make the learning process dynamic and immersive.
Employees encounter a complex technical problem and use their problem-solving skills to diagnose and resolve it. This scenario is designed to enhance critical thinking and technical expertise.
In this scenario, employees engage in a simulated high-stakes negotiation to close a significant business deal. They practise negotiation strategies, persuasive communication, and working under pressure.
Employees are presented with a simulated medical emergency, requiring them to make critical decisions and provide appropriate first aid or emergency response. This training prepares them for high-stress situations and enhances their emergency response skills.
This scenario involves resolving conflicts between team members. Employees practise facilitating discussions, active listening, and finding mutually acceptable solutions, focusing on teamwork and conflict resolution.
Employees navigate unexpected changes such as organisational restructuring or shifts in priorities. This scenario helps them develop adaptability, flexibility, and a positive attitude toward change.
The cognitive response is improved by immersing students in active, contextual learning that calls for reflection and input. It gives immediate, consequence-based feedback depending on their choice. This encourages a deeper understanding of new concepts and closes the gap between theory and practice to retain new notions.
We created scenario-based learning software at UJJI for this reason. Our capacity to connect with our students has strengthened as a result of scenario-based learning. They can see "real-life" examples of situations they deal with on a daily basis, which helps them relate to the lessons. By incorporating this into our training, we have only begun to scratch the surface.
Are you curious to find out more? To see a demonstration of what UJJI can do, get in touch with our team.
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