Have you ever wondered why some training sessions keep you glued to your seat while others make you snooze? The secret lies in scenario-based training.

Why Scenario-Based Training Works Like Magic

Scenario-based training immerses learners in realistic, decision-making scenarios, allowing the learning content to come to life. These scenarios put theoretical knowledge into practice, giving participants the opportunities to share different viewpoints. Scenarios challenge participants to think critically and creatively. By providing a chance to rehearse in advance how to handle situations, learners can sharpen their problem-solving skills and experiment with innovative thinking, while learning from other perspectives they may not otherwise see. One of the most beneficial aspects of scenario-based training is that it provides psychological safety for learners to explore without repercussions. They know they can discuss and then refine their approach, which builds confidence and prepares them for real-world application.

What Does Scenario-Based Training Look Like?

In the spirit of scenario-based training, let’s look at some examples. Below are two scenarios and facilitator prompt questions. As a facilitator, introduce the scenario and ask small groups of people to discuss the prompts for 5-8 minutes; then debrief the small group conversations as a large group for another 5-8 minutes.

Scenario One: Pronouns and Respect:

This scenario explores themes of respect, inclusivity, and the impact of language. Participants are tasked with discussing how to address and resolve such issues in a supportive, inclusive manner while adhering to best practices in diversity and inclusion. Here is the complete scenario: An employee on your team, Kat, has shared their preferred pronouns (they, them, their) on multiple occasions.  Your team’s manager, Samir, does not seem to hear Kat when it comes to how Kat would like to be addressed. Samir continues to use gender-specific pronouns when speaking to or about anyone on the team. Kat is seeking advice. They wonder if they should talk to HR, stay quiet, or discuss with Samir directly. Prompt Questions:

• What could cause discomfort in this scenario?
• What are different perspectives on what was said?
• What could be done to align the outcome to the organizational values?
• What would you advise or do?

These questions encourage participants to empathize with the affected employee, consider multiple viewpoints, and come up with ways to make their organization more inclusive. Discussing these questions helps participants internalize how their actions impact workplace culture.

Scenario Two: Name Recognition and Identity:

This situation raises questions about identity, respect, and communication within teams. Learners can explore the importance of respecting personal identity and how to contribute to a positive work environment. Here is the complete scenario: Bamideli is a new hire who reports to Pam, a senior scientist. From day one, Pam has insisted on calling him “B.” This morning, Bamideli finally corrected Pam and asked to be called by his full name. She responded with, “‘B’ is so much easier. You don’t mind, do you?” Bamideli shrugged and walked away. You are Bamideli’s onboarding buddy; he has come to you for advice on how to be called by his full name. Prompt Questions:

• What are different perspectives on what was said?
• What advice would you give Bamideli?
• Would you intervene?

These questions help participants understand the significance of seemingly minor actions on team dynamics.

Crafting Scenario-Based Training

With these examples in mind, here are some tips on leading scenario-based trainings:

1. Know Your Audience Before crafting your scenario, understand your audience. What are their roles, challenges, and motivations? Use this insight to create scenarios that are realistic and emotionally resonant. This will increase both the participants’ engagement and the effectiveness of the training in real-life.

2. Keep It Realistic Scenarios should reflect actual challenges your audience faces. Participants need to connect with the material and see its relevance to their daily work. When they can see the direct connection between the training and their job performance, they will be more likely to apply what they’ve learned.

3. Mind the Details Attention to detail can make or break a training session. From the wording of your scenarios to the room setup, every detail matters. Clear and concise language helps avoid confusion, while a well-organized room allows for more interaction and engagement. Consider factors such as room size, seating arrangements, and available technology to create an optimal learning environment.

4. Useful Facilitation Techniques An effective facilitator can turn a great scenario into an unforgettable learning experience. Be prepared to guide discussions, provide feedback, and keep the energy levels high. Pay attention to diverse group dynamics and be adept at keeping participants engaged and motivated. Remember, there is no right answer. There are multiple ways to address every scenario, so allow all viewpoints to emerge. This diversity of thought creates new perspectives and ideas for future situations.

Below are ten tips to keep in mind when facilitating a training session: Successful scenario-based training sessions are interactive, engaging, and thought-provoking. Allow the participants the space and psychological safety to speak and expand their ideas. What real-life challenges can you incorporate into your scenarios to make them more engaging? What strategies can you use to ensure your training environment is conducive to interactive learning? Leave a comment below, send us an email, or follow us on LinkedIn.