Rance Greene’s new book, Instructional Story Design: Develop Stories that Train, provides a systematic process for creating stories for training.
A story with no challenges is boring and won’t engage your learners. When we use stories for learning, the challenges should mimic the kinds of issues learners will face in their real workplace. You don’t need an evil villain in your story, but you do need obstacles to overcome.
My response to three common objections to using stories for learning: “Not everyone can be a storyteller,” “Stories are a waste of learners’ time,” and “Stories don’t work for all kinds of training.”
One technique for creating a more story-based course is using two characters who explain the content via a conversation. This coaching and mentoring course is an example of a conversational course.