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Simulation Training Best Practices

With simulation training, you capture the essence of a real-world scenario. It allows for a realistic experience while keeping the employee in a controlled environment, allowing them to learn from situations they might encounter while reducing the risk associated with mistakes. 

If you want to capture the benefits of simulation training, you need to use this learning approach properly. Here are some simulation training best practices that can help you do just that. 

Schedule Training Appropriately 

Most professionals spend their days juggling a variety of tasks and priorities. This can make scheduling training tricky, as you don’t want to hinder an employee’s productivity but also need to ensure that they participate. 

Ideally, you want to make sure that your simulation training is always available. An on-demand model provides a degree of flexibility, allowing the training timing to adapt to each employee’s needs. However, it’s also wise to make sure learners have a chance to repeat the training several times, preferably over a short period and not during a single day. You may need to work with the employee and their manager to ensure that proper time is allocated for the activity. 

Curriculum Integration is a Necessity 

While many simulations could stand alone, it’s always best to integrate these learning experiences into your larger training program. This ensures that each employee acquires any foundational knowledge through your eLearning platform first and functionally graduates to the simulation, increasing their odds of success. 

Additionally, your primary curriculum allows you to expand on topics presented in the simulation or reinforce concepts that were in use. This creates more repetition across a variety of delivery mechanisms, which may boost information retention. 

Pick the Right Simulation Subjects 

Typically, simulations cost more than traditional eLearning to create. Plus, the process of designing the simulation can be incredibly time-consuming. As a result, you want to pick and choose your subject areas with care. 

If you have training that is dangerous to provide or participate in hands-on, then it may be an ideal candidate for simulation. The same goes for skills-based learning that requires expensive equipment or supplies. If you need the learner to experience completing multiple tasks while under pressure, a simulation can make that possible, as well. 

In contrast, it’s best to skip creating a simulation for teaching abstract theories. Similarly, if the skill can be learned cheaply and without risk in the real-world, a simulation might not be cost-effective. 

Make the Simulation Training Adaptable 

By incorporating levels of difficulty into your simulation training, you can give learners an opportunity to adjust their training based on their needs. Those who are being introduced to a skill can select an easier setting, allowing them to gain confidence and learn the basics. Advanced learners can make the simulation more challenging and complex, giving them a pathway to enhance their capabilities. 

Include a Debriefing at the End 

After taking part in a training simulation, have the learner talk about their experience with their manager or a trainer. They can describe the challenges they encountered, receive valuable feedback, and otherwise expand on the event. Plus, a period of reflection can help improve knowledge retention, increasing the impact of the training. 

Do You Need for L&D Experts to Create Your Simulation Training? 

At Clarity Consultants, we have over a quarter-century of experience in the L&D field. By partnering with us, you gain access to allies who can assist you with locating the highly skilled L&D experts your company needs to thrive in today’s fast-paced business world. If you need to find L&D professionals who can help you develop simulation training, the team at Clarity Consultants can make the process as simple as possible. Contact us to find out more about our unique services, and see how our L&D expertise can benefit you.