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Scenario-Based Learning and Behavior Change: A Brain Science Analysis

Key Stakeholders: Chief Learning Officers, Chief Human Resource Officers, Learning and Development Directors and Managers, Corporate Trainers, Content and Learning Product Managers, Leadership Trainers, Cybersecurity Trainers, Compliance Officers, Environmental Health and Safety Trainers, Sales Managers.

Why It Matters: People skills, compliance skills, safety skills and other skills involve choosing the right behavior in real-time or near real-time. It is behavior change that is the gold standard for Learning and Development, and many L&D vendors utilize scenario-based approaches to elicit behavior change. In this report, we use brain science to evaluate the effectiveness of scenario-based learning approaches in eliciting behavior change, and determine whether this approach helps employees to choose appropriate behaviors and to be more effective managers and employees.

Top Takeaway: Real-time interactive scenario-based learning approaches optimally elicit behavior change by directly engaging the behavioral skills learning system in the brain. Non-interactive scenario-based approaches are effective for behavior change (although to a lesser degree) because they engage emotional learning centers in the brain that draw learners in, and make them feel like they are part of the training. Non-interactive scenario-based approaches are practical and cost-effective alternatives to real-time interactive scenario-based approaches.

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Leveraging Psychology and Brain Science to Optimize Retention and Behavior Change

Amalgam Insights’ Learning Science Research Fellow Todd Maddox has recently published an Analyst Insight focused on exploring how psychology and brain science can inform learning practitioners and provide tools that optimize information retention and behavior change. The workplace is changing rapidly and the modern employee needs continuous learning of hard skills, people (aka soft) skills and situational awareness. Neuroscience reveals that each of these skill sets is mediated by a distinct learning system in the brain, each of which has its own unique operating characteristics. The modern employee expects learning in the flow of work, available 24/7 on any device, with engaging content and experience.

Maddox’ key finding was that Qstream’s mobile microlearning solution meets these challenges by delivering content in a way that engages the cognitive skills learning system in the brain during hard skills training, the behavioral skills learning in the brain during people skills training, and the emotional skills learning system in the brain during situational awareness training. The user experience engages employees through scenario-based challenges which stimulate critical thinking, gives real-time feedback, explains answers, supports personalized coaching, and delivers learning in minutes per day.

For a complementary copy of the complete report, vist the Qstream website at: https://info.qstream.com/leveraging-learning-science-how-qstreams-mobile-microlearning-solution-changes-behavior.