August
30,
2024
Case studies are a powerful tool in organizational training.
Case studies use realistic challenges to help employees develop critical thinking, problem-solving, and decision-making skills. They root learning in the context of the real world, making lessons more effective in several ways.
Why use case studies?
They bolster your project goals.
You think a change in technology or process will deliver benefits, but you don’t know until you try. Training case studies are the first test. They build a bridge between strategic concepts and practical application.
They give employees a taste of success.
Case studies are based on reality – real people doing real work. They show learners what’s possible. Learners approaching technical training often expect to feel overwhelmed. But if they complete case studies successfully, training reinforces both the new skills and confidence that they can do the job in the new way.
They help employees become better problem-solvers.
Case studies challenge learners to react to the complexities of your real-world business. They have to assess information, identify key issues, figure out what to do, then do it. This tests not only their work process or technology change, but their thinking and problem-solving skills as well, which they will absolutely need on the job.
They help learners retain and apply new skills.
Riding a bike is a whole lot easier to learn through practical experience rather than studying. Case studies put the learner in the context of their real jobs, making training feel real and relevant, and making new skills easier to remember and apply.
They strengthen teams.
Case studies often involve group work, encouraging collaboration and the synergy of diverse perspectives. This keeps learners engaged and – bonus — fosters teamwork, communication, and the exchange of ideas.
Use these tips.
Clearly define learning objectives.
Hopefully this is pretty obvious but make sure to establish clear learning objectives. Determine what skills or knowledge you want learners to develop, such as strategic thinking, analytical skills, or team collaboration. The learning objectives determine everything you get out of the training program. And they anchor the program back to the organizational needs, ensuring what we teach is aligned with strategic initiatives and drives ROI.
Choose relevant and realistic cases.
Select case studies that make sense for your learners’ roles. They must practice the work they’ll actually do on the job. That means a realistic scenario, data, and challenges. Cases that reflect their actual work environment will get you the skills bump you’re looking for and provide the team with practical insights.
Provide the right inputs and context.
Give learners all the information and context they would have on the job. That includes detailed descriptions of the scenario, the people they’re interacting with to complete the task, data they need, and feedback on results. Insufficient data and context make your case study frustrating and ineffective. This is where you need to rely heavily on your subject matter experts. Get their input and sign-off before you train.
Use varied case studies.
A diverse selection of case studies exposes learners to different scenarios and challenges. Include cases that vary in complexity, industry, and business functions to build a broad skill set. This prepares learners for the range of situations they might encounter in their roles. For example, if learners work with customers from different regions or industries, include as many as possible. Highlight unique challenges and solutions for each.
Encourage engagement.
Talking through a case study is incredibly powerful for learners. Even if the case study isn’t a collaborative task, build in learner conversation and debriefs. Encourage learners to discuss their challenges, solutions, and how they might apply their learning on the job. Use open-ended questions to prompt critical thinking and ensure that all participants have the opportunity to contribute. Discussions can also help connect learners to the wider organization and reinforce the strategic goals of the training. For example, ask questions like, “What are the potential risks of this strategy?” or “How could this decision impact other departments?”
Give real-time feedback.
Timely feedback reinforces learning and retention; it’s the “reward” part of habit formation. Feedback should go beyond “right” or “wrong.” Nuance is key – good/better/best provides more avenue for growth than simply bad/good. Also, tell them why, then highlight strengths, suggest alternative answers, and relate their decisions to real-world outcomes. This feedback helps learners visualize the practical implications of their decisions and performance.
Encourage reflection and debriefing.
After completing a case study, build in an activity where learners can reflect on their decisions and the work process. Discuss what worked well, what could be improved, and how the lessons learned can be applied in their daily work. This reflection reinforces learning and encourages continuous improvement. For example, ask questions like, “What was the most challenging aspect of this case study?” and “How can we apply these insights to our current projects?”
Integrate technology.
Use technology, where it makes sense, to enhance the case study experience. Incorporate any digital tools that make the case more realistic, such as online simulations, interactive platforms, and collaboration software. Technology can provide real-time data analysis and work team collaborations.
Use multiple modalities.
Provide materials in various formats, such as written documents, videos, and interactive modules. Variety and repetition boost engagement and retention. For example, if you have an overview, provide it both in written and video form. Or, if you are presenting a workflow, use a graphic with a voiceover to hit multiple senses and reinforce learning.
Beyond that, switch up your delivery style. Try providing the context of one case study through a video of a simulated client conversation, and then cue up the next case study through a simulated email chain. This captures multiple real-life avenues of interaction, while avoiding repetitive, stale delivery.
Measure effectiveness and iterate.
Case studies are a big investment of time and brain power; it’s a good idea to find out whether you got the bang for your buck. Use assessments, feedback, and performance metrics. For example, you might deploy surveys to see how the new skills are being used on the job. Then refine your approach, update case study materials, and improve the overall learning experience. Continuous iteration and improvement pay off.
In conclusion…
By now you’ve realized the significance of well-crafted of case studies for organizational training…if you design and build them right.
Click here to download our list of tips for case studies.
