Part I of this article discussed designing a case study that fits the training, creating training that fits the case study, using a longitudinal case study to illustrate training outcomes, and using mini-case studies to support specific ideas. Part II will delve into conducting a case study throughout the training process, encouraging trainees to predict outcomes, discussing potential alternative outcomes in case studies, transforming the case study into a simulation experience, creating a case study framework, and encouraging trainees to fill it out.
Conducting a Case Study During the Training Process
Many effective textbooks include a wide range of examples or "characters." Language textbooks often feature characters interacting in different scenarios to illustrate language features, especially in conversations.
Case studies can be applied similarly in training. Fortunately, many comprehensive courses include these examples and case studies, allowing trainees to examine the material from various perspectives. This may involve links to studies, information, video interviews, etc.
Moreover, this training method can transform a particular training unit into a comprehensive one in terms of answering common and uncommon questions. It can be challenging to provide information to trainees because it’s often hard to determine what they don’t know. Offering in-depth and interconnected answers helps trainees explore this.
Asking Trainees to Predict Case Study Outcomes
The key difference between effective and ineffective training is the interaction level. Interacting training that encourages engagement allows trainees to learn a great deal through participating in demonstrations and practically providing real-life examples. This approach enables participants to apply their knowledge in practical settings, enhancing their understanding and reinforcing their problem-solving abilities to choose appropriate solutions.
Case studies can be used to encourage engagement in training. Divide the case study into two sections: the setup and the outcome. Ask trainees to read the setup section and then request them to predict the outcomes. Encourage them to write down their predictions before revealing the actual results. While some outcomes may be predictable, occasionally presenting unexpected information boosts participants' enthusiasm. Examples include information challenges trainees' critical thinking and problem-solving skills. Then, discuss the reasoning behind their predictions, whether accurate or not.
This interactive approach transforms training into a collaborative experience and creates a platform for meaningful discussions.
Exploring Alternative Outcomes in Case Studies
You can leverage case studies and predictions to explore potential outcomes. How might things have changed if the individual in the case study had made different choices? What changes might your employees make?
Ask trainees to write an alternative outcome after reading the case study together or individually. For example, if you read a story about a woman who improved her communication skills after attending a workshop (like the one you are currently conducting), ask them to write what would have happened if she had not attended the workshop or how her engagement level influenced the outcomes, and to consider anything going on in her life that might have affected her ability to communicate effectively during training. Creating an alternative outcome encourages trainees to view the entire story rather than just the parts presented to them.
To create an interacting case study, ask trainees to read a scenario and express how they would behave in that situation before starting the training. Then, complete the study throughout the training units. Upon completion, ask trainees to review the study, assess how accurately their behavior aligned with the objective, and inquire about any changes they might want to make.
Transforming the Case Study into a Simulation Experience
Studies show that the best training is delivered as a simulation experience. Look for workplace case studies related to specific incidents. Many agencies conduct thorough investigations into the circumstances that led to accidents, often occurring in factories, warehouses, or shipping operations. These case studies can create scenarios requiring your employees to role-play their responses if an incident occurs in your facility.
Then, the results of these investigations can be used to apply the consequences of the simulated disaster. For example, if you’re training employees on managing a chemical spill in a warehouse with defined procedures, you could create a scenario where an employee is found unconscious during the incident. Trainees are forced to decide in this scenario: Will one of the employees attempt to rescue him? If so, will they do it without taking proper precautions? Exclude this person from the training scenario because of their incapacitating actions.
There are many such examples. Always remember that most industrial and commercial training is rooted in preventing fatalities caused by overlooked issues or unexpected events.
This approach allows employees to interact with training materials practically and realistically. It emphasizes the importance of adhering to established protocols and highlights the potential consequences of failing to follow proper procedures. Simulation experiences help employees grasp lessons, making training more impactful and applicable to their daily tasks.
Creating a Case Study Framework and Encouraging Trainees to Fill It Out
Another way to use case studies for training is to have trainees create case studies themselves. Create a case study framework or template that asks questions about the participants' answers, the training, the scenario, and their post-training behavior. Encourage trainees to fill out these case study forms and then return them after the training. For added value, track these employees for several months to see how they have progressed, how they applied the training material, and how this has improved their careers.
In Conclusion
Case studies are an effective training tool, but they should be supplemented with practical training components. Understanding your current situation is crucial for achieving your goals.
