Did you know that less than 15% of individuals in training programs apply new skills on the job? For organizations, this means most training efforts fail to produce meaningful results — but it doesn’t have to be this way.
Training programs often face a familiar challenge: ensuring they lead to real-world application and measurable results. While learners may feel engaged during a session or score well on assessments, the ultimate test of training lies in its ability to change behaviors and improve organizational outcomes.
This is where Scenario-Based Learning (SBL), combined with Kirkpatrick’s Four Levels of Evaluation, offers a powerful solution. By working backward to align training with specific behaviors and results, and scaffolding learning through realistic scenarios, you can deliver training that truly transforms performance.
The Kirkpatrick Model: Measuring Training Effectiveness
Kirkpatrick’s Four Levels of Evaluation is a widely recognized framework for assessing training success. Here’s a quick overview:
1. Level 1 — Reaction: Measures how participants respond to the training. Did they find it engaging and relevant?
2. Level 2 — Learning: Evaluates the knowledge and skills acquired during the training.
3. Level 3 — Behavior: Assesses whether learners are applying what they’ve learned on the job.
4. Level 4 — Results: Examines the broader organizational impact, such as improved productivity, higher sales, or reduced errors.
Designing Training with Kirkpatrick in Mind
When designing training, we may not always think explicitly about the Kirkpatrick Model — but we should make it a habit. The model encourages us to work backwards, starting with the desired results (Level 4) and mapping out the steps to get there.
• Begin by asking: What do we want learners to achieve?
• You want them to improve Knowledge, Skills, and Attitudes (KSA), but the assessment is your metric for measuring success.
From there, think about how learners will grow to sustain those behaviors over time. Consider this:
• How long does it take to form a habit? 18 days, 21 days, 66 days?
• What supports or reinforcement will learners need to create lasting behavior change?
By scaffolding your training to align with these questions, Scenario-Based Learning (SBL) emerges naturally. Realistic scenarios guide learners through progressive steps, allowing them to practice, reflect, and refine their skills, leading to lasting change.
Why Scenario-Based Learning Is the Key to ROI
Research shows that less than 15% of employees apply newly learned skills on the job, highlighting a major gap in traditional training methods. Scenario-Based Learning bridges the gap between knowledge and practice by immersing learners in realistic environments where they solve problems, ensuring behavior change and ROI.
Using a single evolving scenario across multiple trainings amplifies these benefits by:
1. Reinforcing Behavior Change (Level 3):
• Learners practice and refine behaviors in stages, building confidence and consistency.
2. Ensuring Continuity and Recall:
• A consistent scenario creates a narrative learners can relate to, making it easier to recall and apply concepts.
3. Driving Measurable Results (Level 4):
• Improved behaviors lead to better organizational outcomes, such as higher productivity or fewer errors.
The Single Scenario Advantage
Incorporating a single scenario that evolves throughout all training programs ensures learners experience continuity and progression, which are essential for behavior change and ROI.
Example: Case Management Training
For a recent training initiative, I designed a program around a single parent case in Salesforce that evolved throughout the course. Learners revisited the same case at different stages:
• Module 1: Navigating the Salesforce dashboard to access and understand the parent case.
• Module 2: Managing child cases, adding internal comments, and tracking escalations.
• Module 3: Analyzing why the parent case wasn’t resolved and proposing strategies for resolution.
By revisiting the same scenario across modules, learners built a deeper understanding of processes, developed critical thinking, and could reflect on how their earlier actions influenced outcomes. This approach mirrors real-world workflows, fostering engagement and retention.
A Thought Experiment: Sales Training
Imagine a sales training program where learners track Customer A over four quarters:
• Q1: Learners establish the relationship and increase sales by meeting basic needs.
• Q2: They deepen the relationship through upselling and personalized strategies.
• Q3: Sales drop unexpectedly, prompting learners to reflect and analyze what went wrong.
• Q4: They implement corrective actions, rebuilding trust and increasing sales.
This continuous narrative encourages reflection and critical thinking, ensuring behavior change feels natural and authentic. As learners improve their approach, organizational results (Level 4) follow naturally.
Designing an Effective Single Scenario
To make the most of this approach:
1. Start with Realistic Challenges: Scenarios should mirror actual tasks and workflows.
2. Incorporate Decision Points: Allow learners to make choices and experience the consequences.
3. Encourage Reflection: Build opportunities for learners to analyze their actions and outcomes.
4. Ensure a Narrative Arc: Progress the scenario logically across modules to maintain engagement and reinforce learning.
Final Thoughts
By combining Kirkpatrick’s Four Levels of Evaluation with Scenario-Based Learning, you create training that not only engages learners but also drives meaningful behavior change and measurable results. Using a single evolving scenario ensures continuity, reinforces behaviors, and supports long-term growth.
For organizations looking to maximize ROI, this approach is both strategic and impactful. Scenario-based learning doesn’t just teach — it transforms.
What strategies have you used to maximize training ROI? Share your experiences in the comments!
References
https://blog.experiencepoint.com/5-ways-training-can-fail-how-to-make-learning-stick
https://www.kirkpatrickpartners.com/the-kirkpatrick-model/
Tags: Elearning, instructional design, Kirkpatrick Model, Scenario Based Learning, Training