Storytelling in Training
Stories have a way of sticking with us. Whether it’s the book on your bedside table, an anecdote shared over coffee, or the latest drama on a favorite TV series, there’s something about a well-told story that captivates.
Entertainment is just a secondary perk, though. The art of storytelling is centuries old, used initially to pass on information from person to person. When we employ the technique in training, we’re looking to capitalize both benefits: spreading knowledge to learners while holding their attention and engaging their interest.
Why Use Storytelling
Storytelling is just one of the many tools in our training arsenal. It’s one of our favorites as it allows us to draw on our creativity, however, there are three other core reasons we gravitate toward the solution.
1. Storytelling creates an emotional connection between learners and lessons. As stories draw us in, we continually react, both emotionally and physically as they unfold. Scientists have seen this come alive in brain scans of learners. When presented with narratives and sensory-heavy language, larger portions of the brain are activated than just the language processing areas.
2. Storytelling allows us as content experts to injects creativity and levity into complex, dry topics. From systems to security, we tackle topics that are critical for organizations and learners but may skew a bit boring on the boring side. By transforming facts, processes, and procedures into a narrative, we’re able to hold learner attention longer and boost the likelihood that they’ll actually enjoy their training experience.
3. Storytelling makes content memorable. We want our training to
How to Use Storytelling
Now that you know the value behind the technique, let’s pull the curtain back on some simple best practices for incorporating storytelling into your training:
• Follow the classic story arc. Start with a clear beginning to set the stage for what is to come, introducing concepts and characters on which to build the rest of the story. Create tension or conflict in the middle of the story, resolving it and reinforcing the lesson in the end.
• Be creative. Use relatable characters and probable scenarios to help illustrate the concepts and/or processes that a learner needs to understand. Imagine the learner’s on-the-job experience and look for ways to create an engaging, parallel experience with your content.
• Use descriptive language. Choose phrasing that connects with the senses, describing experiences in terms of the way they look, feel, smell, sound, or taste.
• Incorporate supporting images. Nothing makes stories come alive like compelling imagery. Whenever possible, incorporate graphics, animation, or live-action visuals to better illustrate concepts and provide some visual support for what is happening in your narrative.
Regardless of the modality your training employs, consider ways you might incorporate these concepts into its construction. That’s the approach we take, looking for opportunities to inject our signature creativity into our content to engage learners and drive results.
Storytelling in Practice
When it comes to using storytelling in training, we’ve found that simulations lend themselves particularly well to the approach. These choose-your-own-adventure style
We recently built a pair of simulation videos for a real estate leasing company as part of a multi-modality curriculum focused on their new sales method. The videos followed the actions of a leasing agent as she worked to fill a unit in her community.
Throughout each, we created opportunities for learners to choose how to approach various points of conflict within the process. A play off of ‘Million Dollar Listing,’ the project allowed us to pull cultural references and humor into the story, making it particularly relevant to the company’s audience of leasing agents.
Want to see how we can help you take your training to the next level with creative storytelling? Connect with us today.
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Choosing the Right Modality for Your Content
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