Are your employees able to apply what they’ve learned to overcome work-related challenges? Or does your corporate eLearning course focus on theory instead of practice? In this article, I’ll share 8 tips to incorporate the Goal-Based Scenario Model into your online training strategy.
The Goal-Based Scenario Model blends case-based instruction with practical application to motivate and engage corporate learners. This Instructional Design approach, which was first introduced by Roger Schank, places an emphasis on skills rather than theoretical knowledge. Corporate learners are encouraged to pursue meaningful learning goals that tie into real-world situations, instead of merely trying to fulfill curriculum-based learning objectives. Here are 8 top tips to use the Goal-Based Scenario Model in your corporate eLearning program to achieve your desired outcomes.
Goal-based scenarios focus on skills that employees need to acquire in order to boost on-the-job proficiency. However, you must identify the gaps before you can fill them with online training resources. Conduct assessments, surveys, and observations to determine which skills to include in your goal-based scenario. In the case of performance gaps, you should pinpoint the skills and knowledge corporate learners require to accomplish the task. You can also utilize self-evaluations to disclose skill gaps that employees are already aware of.
The next step is to use the aforementioned skill gaps to develop targeted learning goals and objectives. Moreover, you must convey these learning objectives to your employees so that they know what to expect. This also helps to improve employee motivation and engagement, thanks to the fact that they can set their sights on realistic learning goals that will enhance workplace productivity. In addition, it’s wise to tie each organizational objective into real-world applications and benefits. Employees have to know what’s expected of them and how it ties into their work responsibilities.
The Goal-Based Scenario Model features a “cover story”, which is used to motivate employees and emphasize real-world uses. This takes it a step further than merely highlighting the benefits, as corporate learners are able to see the learning objectives in action. Real-world examples, stories, and case studies are often the best tools for the task. These online training activities highlight the importance of learning the subject matter, as well as help employees relate to the topic on a more personal level.
Text-based examples can help corporate learners connect to the subject matter. However, you can make these cover stories even more immersive by creating online training simulations and branching scenarios. These interactive activities allow employees to put their skills and knowledge into practice, thus fine-tuning their strengths and identifying areas for improvement. The key is to make your online training simulations and branching scenarios as realistic as possible, and to embrace mistake-driven learning. Each mistake an employee makes brings them one step closer to mastering a skill or task.
Another pillar of the Goal-Based Scenario Model involves a detailed breakdown of the tasks an employee must perform to achieve the learning objective. Thus, you should provide employees with step-by-step instructions to simplify complex tasks. This includes all associated skills and online training resources they need to complete the process. Ideally, these instructions should also include visual representations to improve comprehension. For instance, images that depict every step or demo videos that they can observe and mimic.
Employees require easily accessible online training resources that target specific skill and performance gaps. Namely, a microlearning online training library that provides “moment of need” support. These bite-sized online training repositories should feature distinct categories based on job duties, tasks, and necessary skill sets. For example, a collection of online training tutorials, demo videos, and real-world examples that focus on communication skills. Employees can concentrate on their own areas for improvement whenever it’s most convenient, instead of having to wait until their manager has a free moment or they can make time for a scheduled online training session. They bridge gaps immediately and can pick-and-choose online training resources based on their goals.
Feedback is an essential aspect of any effective corporate eLearning course. It is also one of the cornerstones of the Goal-Based Scenario Model. Invite employee input so that you can continually improve your online training strategy. Likewise, corporate learners must be able to receive valuable feedback to hone their talents and skills. This may be in the form of online mentorships, peer-based coaching, or even social media groups. You can also use LMS metrics to evaluate the effectiveness of your corporate eLearning course, then make necessary adjustments based on trends and patterns. For example, a high percentage of your employees are failing their compliance certification exams. This may indicate that they lack the essential skills and require additional support.
The most important thing to bear in mind is that the stories, real-world examples, and case studies you employ must support skill development both in and out of context. Employees should have the opportunity to apply their conflict resolution skills in different situations. For example, resolve a customer issue during an online training simulation, then engage in a branching scenario that deals with co-worker conflicts. Employees must be able to apply their skills in a variety of ways and adapt them based on the circumstances. The secret is to use a broad range of online training activities that allow them to utilize their knowledge and skills from different angles.
The Goal-Βased Scenario Model is rooted in real-world application and proactive skills development. Employees have the opportunity to build on-the-job experience and focus on practical goals in order to hone their abilities. Furthermore, this Instructional Design approach gives them the motivation and inspiration they need to actively participate in their own professional development.
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