SkillGym: The Science behind the Method

Experience and expertise

Have you ever wondered what makes your experts—your top performers—so effective? What sets them apart from average performers? Experts possess highly organized mental models derived from extensive experience. This enables them to quickly comprehend and solve complex problems (Hoffman et al., 2013).

They excel in two key areas:

  • They can handle familiar situations quickly and effortlessly-this is called “automaticity”.
  • They are also great at dealing with new or tricky situations- this is called “flexibility.”

This combination forms the foundation of expertise. Experience shapes the mind, developing both automaticity and flexibility by building a large collection of mental models for common situations and teaching how to recognize important details in complex scenarios.

 

SkillGym’s mission is to create scenarios that empower employees to think and perform at the level of the company’s top achievers

 

 

Scenarios Creation

The first step to build your SkillGym scenario is to fill the Brief in.

In SkillGym’s universe, this step is crucial because when you define the scenario’s key elements and your best practice—setting the highest performance level—the role-play will transfer that knowledge to all users through practice.

Methodologically, in the literature, the step number one in creating an accelerated expertise training is the Cognitive Task Analysis (CTA): a broad family of research methods aimed at eliciting, unpacking, and representing knowledge (Klein & Militello, 2001). CTA seeks to understand an expert’s thought processes in great depth to teach them to others. There are over 100 different CTA methods documented in the literature.
While the Brief approach has its roots in CTA methodology, it has been adapted to accommodate the product’s specificities and organizational needs. The resulting method is a proprietary blend of suitable CTA techniques with specific modifications, rather than adhering to any single standardized CTA technique.

SkillGym’s Brief is designed to extract only the strictly necessary information from the client’s Subject Matter Experts. The remaining information needed to create a simulator is then derived by AI using a deductive method. This approach offers several advantages: it facilitates information elicitation from the client, speeds up and simplifies the process, and maintains the integrity of the elicited mental model.

 

The importance of flexibility

Now, let’s continue exploring the SkillGym method to understand its design and why it is considered highly effective according to the literature. In the discussion about the requirements for rapidized training, Hoffman et al., (2014) use the merge of two theories:

  • Cognitive Flexibility Theory (CFT) (Spiro et al., 2013)
  • Cognitive Transformation Theory (CTT) (Klein, 1997; Klein & Baxter, 2009).

Cognitive Flexibility Theory is designed for learning in complex knowledge domains. Hence, where there are concepts interacting with high variability, and the need to handle constant novelty. In this theory, authors states that to be able to apply this knowledge from formal instruction to real world cases (which are complex and dynamic), the knowledge must be learnt flexibly. To achieve this goal, there are key principles to respect.

Let’s see how SkillGym applies these aspects:

  • Real-world complexity: SkillGym avoids oversimplification by using digital role-plays that mirror real-life situations, including dynamic scenarios and lasting consequences of decisions.
  • Case-based learning: The method emphasizes diverse, context-rich examples through a wide range of scenarios, allowing learners to experience skills in various contexts.
  • Multiple representations: SkillGym offers different perspectives on the same skills or tasks through its diverse library and expert-created content.
  • Interconnected knowledge: The use of Circuits (sets of related scenarios) and Programs (sequences of Circuits) helps learners see connections between concepts and avoid compartmentalization.
  • Adaptive knowledge application: By practicing skills across various scenarios, learners develop the ability to flexibly apply their knowledge to new situations.
  • Active knowledge construction: The dynamic nature of the role-plays encourages learners to actively build understanding rather than just memorize facts.

Those principles explain where the SkillGym method’s strength lies, and why it is so effective in enabling learners to develop deep, flexible knowledge that can be directly applied in real-world situations.

 

The importance of feedback

“Learning Must Involve Unlearning”

 

When someone learns from experience in real-world situations, they need the essential ability to reflect on their own performance—understanding what led to success or failure and why.

Cognitive Transformation Theory (CTT) states that people can revise their belief systems and mental models through experience, particularly when those models prove inadequate. So, thanks to experience people can extend, adjust, reject existing mental models in a continuous process of elaboration and replacement. Therefore, learning also involves “unlearning” and replacement.

In real-world environments, this process takes a considerable amount of time. What if you could speed up this process by providing effective feedback? One way to make this happen is through the “sensemaking”. Sensemaking can be defined as “how people make sense out of their experience in the world”(Klein et al., 2006). It is relevant in Virtual Environment (VE) to help trainees to build more robust mental models (Klein & Baxter, 2009).

Consistently with this theory, SkillGym has a powerful s Sensemaking. Those familiar with SkillGym already know that a significant part of the method is accounted for by what happens after the role-play. After the lifelike interaction, the trainee encounters different types of feedback:

  • Eavesdrop feedback: emotional feedback
  • Augmented Replay: qualitative feedback
  • Analytics: quantitative feedback

The method is built upon a circular interaction that has a clear direction and specific patterns: preparation for the meeting, guided lifelike interaction, self-assessment, emotional feedback from the character, analytical feedback, and numerical feedback. We believe that Sensemaking is, indeed, one of SkillGym’s strengths. The Sensemaking guides the trainee in the understanding of the experience made by the practice during the simulation.

 

 

We believe this approach helps trainees maximize their results. They can practice and reflect on their experiences through sensemaking and feedback, and repeat this process, applying new conceptualizations and reinforcing the cognitive abilities just acquired.

 

How SkillGym works on Minds

What is the mechanism that allows the skills trained by SkillGym to transfer to real-life situations?

Once again, the answer lies in cognitive psychology, particularly Transfer Appropriate Processing (TAP) theory. Developed through over twenty years of research, TAP theory proposes that training is most effective when it recreates the mental processes used in real situations.

While training environments don’t need to perfectly mirror real-world settings, they must engage the same cognitive elements. The key is reinstating specific experiences and practicing critical skills.

We claim that SkillGym allows to synchronize the processes engaged during the simulation and the ones engaged during the real-life performance, and it does it from two different perspective.

SkillGym achieves this synchronization from both: cognitive and emotional perspective.

This approach ensures the validity of the experience, preparing trainees for the full spectrum of challenges they may face in actual situations. By providing a psychologically safe environment for practicing critical scenarios, SkillGym enables a highly effective skill transfer to real-world situation.

 

Conclusion

SkillGym is a training method rooted in cognitive science, particularly Cognitive Flexibility Theory and Cognitive Transformation Theory. It accelerates expertise development in complex domains through:

  1. Expert task analysis to transfer the mental model
  2. Case-based scenarios
  3. Hint-driven practice
  4. Targeted feedback
  5. Engaging motivational strategies

By aligning training processes with real-world scenarios, SkillGym maximizes skill transfer, making it a powerful tool for developing complex decision-making and interpersonal skills.

 

If you want to get deeper

Crandall, B., Klein, G., & Hoffman, R. (2006). Working Minds: A Practitioner’s Guide to Cognitive Task Analysis. https://doi.org/10.7551/mitpress/7304.001.0001
Hoffman, R. R., Ward, P., Feltovich, P. J., DiBello, L., Fiore, S. M., & Andrews, D. H. (2013). Accelerated expertise: Training for high proficiency in a complex world. Psychology press.
Klein, G., & Militello, L. (2001). Some guidelines for conducting a cognitive task analysis. In Advances in Human Performance and Cognitive Engineering Research (Vol. 1). https://doi.org/10.1016/S1479-3601(01)01006-2
Klein, G., & Baxter, H. C. (2009). Cognitive transformation theory: Contrasting cognitive and behavioral learning. The PSI Handbook of Virtual Environments for Training and Education: Developments for the Military and beyond, Vol. 1: Learning, Requirements, and Metrics, November, 50–65.
Spiro, R., Coulson, R., Feltovich, P., & Anderson, D. (2013). Cognitive Flexibility Theory: Advanced Knowledge Acquisition in Ill-Structured Domains. In Theoretical Models and Processes of Reading (pp. 544–557). https://doi.org/10.1598/0710.22

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The Science Behind SkillGym

 

Our brain is very powerful.

It can turn volatile learning into enduring experience through consistent practice.

SkillGym activates the receptors that accelerate the excitement of our limbic system.

The limbic system is known as the emotional brain and contains the amygdala, which is located inside the frontal temporal lobe. This means that it is part of the so-called deep brain, where basic emotions and survival instincts stand out.

Our brain is very powerfulThe reactions generated while stimulating the amygdala are faster than the ones generated when we use the parts of the brain that act rationally. Moreover, the use of emotions in training has been proven to improve retention and recall of what has been learned.

 

Neurosciences inspire all our field research.

More and more Neuroscience discoveries show the importance of practice-based learning to generate real behavioral change.

 

The Neurosciences Underlying the Models of Digital Role Play.
Learn more about the way SkillGym leverages Neurosciences discoveries.

 

SkillGym Intrinsically Motivated Learning and Neurosciences.
Learn more about the way SkillGym leverages Neurosciences discoveries.

 

Digital Role Play Stripped Bare: how SkillGym works.
Learn more about the learning methodology of our Digital Role Plays.

 

 

We work with the best.

From machine learning to conversational models, we love to work with the best universities to develop the most advanced solutions for practicing conversations.


For many years we have been working with the best universities in the world to design, implement and test the key components of our system. We have studied with USI the impacts of a systematic use of simulators to permanently modify the communication changes of individuals. We designed our first voice recognition system with Supsi and the University of Zurich.

Today we are designing and engineering the next generation of SkillGym’s machine learning algorithms in partnership with the A.I. department of an important university to implement an even more effective set of features for our training environment. It’s a continuous work of research around how people effectively learn. To make the best of their time and their potential.

 

Peer-reviewed scientific papers.

We love to collaborate with the scientific community. Here’s a short list of the most recent articles published in reputable scientific journals.

 


Training what you can’t perceive
Andrea Laus, Elena Ciani, Hossam Hamdy. ICERI2021
A study on how to add to existing interactive digital role play solutions specific information showing emotional response and unperceivable physiological indices (autonomic nervous system activation and heart rate) related to counterpart’s visible behaviors.

Learn more about this article on the publisher website.

 


Improving Salespeople Confidence Using Interactive Simulation-Led Training
G. Tavarnesi, A. Laus, M. Malatesta. INTED2019
A study on how the use of Digital Role Play can actually improve the leadership skills of salespeople in managing a sales meeting.

Learn more about this article on the publisher website.

 


Improving Leadership Skills Via Digital Role Play
G. Tavarnesi, A. Laus, M. Malatesta. INTED2019
This article discusses how SkillGym can be used to deliver efficient role-play based training, overcoming the usual issues of time and scalability that currently relegate it as a niche tool targeted only to high-level and expensive training.

Learn more about this article on the publisher website.

 


Virtual Patient Learning (VPL): The Future of Problem-Based Learning (PBL)
H. Hamdy, A. Al-Moslih, G. Tavarnesi, A. Laus. ICME2018
This article discusses how a simulation-led training can help students conduct the medical interviews and lead patients to optimal behavior.

Learn more about this article on the publisher website.

 


Learning with Virtual Patients in Medical Education
G. Tavarnesi, A. Laus, R. Mazza, L. Ambrosini, N. Catenazzi, S. Vanini, D. Tuggener. ECTEL2018
This article discusses how a virtual yet authentic patient can help doctors use their leadership skills to optimize the relationship with the patient, build trust and get better compliance.

Learn more about this article on the publisher website.

 


Behavioral Simulator for Professional Training based on Natural Language Interaction
R. Mazza, L. Ambrosini, N. Catenazzi, S. Vanini, D. Tuggener, G. Tavarnesi, A. Laus. AIED2018
This article discusses how applying voice and semantic recognition to the simulator can improve students’ ability to conduct medical interviews and manage critical conversations.

Learn more about this article on the publisher website.

 


Virtual Patients in Problem-Based Learning
H. Hamdy, A. Al-Moslih, G. Tavarnesi, A. Laus. MEDICAL EDUCATION 2017, John Wiley & Sons Ltd
This article discusses how a virtual yet authentic patient can help students improve their ability to conduct a medical interview and create trust in the patient, while generating learning objectives in a problem-based learning environment.

Learn more about this article on the publisher website.

 


A Lifelike Experience to Train User Requirements Elicitation Skills
S. De Ascaniis, L. Cantoni, E. Sutinen, R. Talling. SPRINGER 2017
A study conducted to verify the hypothesis according to which the users playing systematically with the simulator improve their performance with the simulator itself – as well as the external validity, that is if users also enhanced their URE skills. Results showed users’ improvements in both aspects.

Learn more about this article on the publisher website.

 

 

Rock-solid models.

Our Curriculum and learning methodology are based on the most reputed theories and models of adult learning, communication and leadership.

 

Learning theories.
Simulation-based learning is a well-known learning strategy in adult education. We design our AI-based Digital Role Plays on the solid roots of accredited theoretical models, recognized by the scientific community. All the research and development we work with here at SkillGym is supported by several theoretical models.

Learn more about the theories supporting our SkillGym Digital Role Play training model.

 

 

Psychometric models.
SkillGym must be similar to a conversation with a real person or, as we say, it has to be authentic. It must ensure that the behavior of our characters corresponds to a real person’s attitude and reactions. We shape all the nuances of their approach, to make them recognizable through the most well-known psychometric models.

Learn more about the way we shape the characters’ profiles in our SkillGym Digital Role Plays.

 

 

Communication styles.
Situation determine how things, gestures, words and attitudes gain meaning. We refer to the situational leadership theory when developing our plots, where there is no single “best” style of communication. Effective communication is task-relevant, and successful leaders adapt their style to the context.

Learn more about the way we deal with leadership styles in SkillGym Digital Role Plays.

 

 

Soft Skills.
Interaction in SkillGym is driven by observable behaviors, expressed with specific shades of the relevant underlying skill. We map over 50 different skills in our library to fit the dialogues with each trainees’ style and approach. These skills can be mapped into competencies taken from your own Competency Model.

Learn more about the way we map leadership skills and competencies in SkillGym.

 

 

What’s next

If you are searching for the Digital Role Play solution that suits your needs, take a look at our website, which has pre-recorded webinars and articles among other inspiring content for your review.

You are also invited to book a 1-hour discovery call with us if you would like to continue this conversation.

Enjoy the rest of your day.

 

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SkillGym as intrinsically motivated learning: a neuroscientific explanation

What is motivation

Motivation can be defined as a psychological construct that acts as a stimulus for action towards a desired goal. Motivation is necessary to initiate and to sustain a certain behavior.

The main points of motivation can be summarized as: the initiation of an action to achieve the goal, an expectation related to the goal and the reward.

 

It can be divided into two different categories: intrinsic and extrinsic motivation

  • Extrinsic motivation refers to doing something because it leads to a separable outcome. The motivation or reason to act that arises from offering attractive environmental incentives and the consequences that are separable from the activity itself, such as offering money, points or a food reward (Deci, Koestner, & Ryan, 1999; Ryan & Deci, 2017).
  • Intrinsic motivation refers to doing something because it is inherently interesting or enjoyable; it is required to stretch and extend one’s capacity. It is a naturally occurring inclination toward spontaneous interest when someone is discovering new information, learning something new (curiosity satisfaction) as well as developing and extending existing capacities; mastering an optimal level of challenge.

 

Intrinsic motivation in learning

The importance of motivation in traditional instructional design practice has been widely discussed in past. According to researchers, the level of motivation is a significant component of learning in any kind of environment, and it is considered a preliminary step.

 

To maintain a high-level of motivation during the entire learning process is important to provide an appropriate level of challenge combined with a clear and attainable goal.

The learning environment must match each student’s skill level and must provide tasks with clear goals and immediate individual feedback.

“When people are intrinsically motivated to learn, they not only learn more, they also have a more positive experience.” Chan & Ahern (1999)

 

SkillGym as a motivationally enganged learning experience

The SkillGym team has already described how digital Role Play works (“How Practicing on Digital Role Play Improves Performance: a Case Study“) and which strategies have been used to keep users engaged during the learning process (“Three Case Studies and One Strategy to Keep Users Engaged with Digital Learning“).

Intrinsic motivation emerges out of satisfaction related to curiosity and competence. Considering that SkillGym provides a practical learning environment (where someone actively experiences the interaction) that enables curiosity and competence improvement, we expect SkillGym users to have a high level of intrinsic motivation.

 

Novelty/challenge seeking and subsequent curiosity/competence satisfaction are the defining characteristics of intrinsic motivation

 

What happens in our brain? Given all the previous observations and conclusions, the brain activity while using SkillGym can be assumed, even though no brain imaging studies have been done yet.

 

Neural substrates of intrinsic motivation

Neural activity can be assessed while people perform intrinsically motivating tasks by studying event-related functional magnetic resonance images.
The neural system of the function specifically investigated here can be explained in this way.

 

These studies determined that the neural substrates of intrinsic motivation seem to involve different parts of the brain:

  • Anterior Insular Cortex (AIC) activity
  • Striatum activity
  • AIC and Striatum interactions

 

The Anterior Insula Cortex is located in the center of the cerebral hemispheres. It is a portion of the cerebral cortex folded deep within the lateral sulcus (the fissure separating the temporal lobe from the parietal and frontal lobes).

 

 

Its activation is known typically to be associated with the processes of “subjective feelings from the body” (Craig, 2009; Damasio, 1999; Damasio & Carvalho, 2013).

Specifically, it represents internal bodily needs, and it integrates the bodily information into subjective feelings. Therefore, LEE et al concluded that AIC activity from feelings of intrinsic satisfaction is a key source of intrinsic motivation.

 

It is also interested to note that, as Davidson R. reports in The emotional life of your brain (2012), high-level of activation of insula are related to a high-level of self-awareness.

Self-awareness is one of Davidson’s six dimensions of emotional style, and it also has a key role in emotional intelligence according to Goleman’s theory. It is thus reasonable to assume that insula activation can be involved in SkillGym users.

The Striatum usually refers to a group of ventral structures: putamen, caudate and nucleus accumbens.

 

 

The caudate and putamen are separated by a white matter region called the internal capsule, which is connected to the other two parts by many strands of grey matter.

Striatum is one of the principal components of basal ganglia nuclei and it receives many incoming fibers from the cerebral cortex. The striatum is considered to be involved in different aspects of movement, cognition and behavior.

 

Because it receives and integrates reward-related information from cortical regions and produces behaviors based on this reward-related information, striatum is thought to be a central part of extrinsically generated motivation.

In addition, recent neuroscience studies have reported that striatum activity during tasks that are suspenseful, challenging, satisfying and interesting (e.g. resolving curiosity, feeling competent) generates intrinsic reward.

 

AIC-Striatum interactions interactions are well-established anatomical connections between AIC and striatum. These functional connectivity patterns are consistent with many previous neuroscientific findings. LEE et al observed that AIC and striatum activities positively interact during the performance of intrinsically motivating tasks (Cho et al., 2013; Postuma & Dagher, 2006).

Consistent with insula and striatum functions, connectivity between these two structures has been viewed as a functional integration of bodily information and reward-related information during the processes of subjective feelings.

 

 

Insular cortex and ventral striatum interactions in goal-oriented actions

Other researchers have viewed the IC and striatum connectivity as the process by which some subjective feelings lead to goal-oriented behaviors (Cho et al., 2013; Damasio & Carvalho, 2013; Naqvi & Bechara, 2009).

The ability to acquire and exert control over reward-related actions is fundamental to encoding the relationship between action and its outcome.

In addition, the subject must evaluate the incentive value of the outcome. This value is not fixed, rather it depends on the needs and desires of the subject.

 

The current value of the outcomes is retrieved to guide the behavior. Recent findings from studies on rats provide novel evidence that a functional connection between the IC and the nucleus accumbens’s core is required for changes in the value of the instrumental outcome to impact choice between goal-directed actions.

 

Conclusions

In conclusion, it can be assumed that practicing critical conversations with SkillGym is a motivationally engaging learning task.

Literature backs it up with a neuroscientific explanation. While there are differing views regarding the studies and their limitations, insula, striatum and their interactions seem to be reasonably involved in intrinsic motivation in SkillGym users.

 

Bibliography

Cho, Y. T., Fromm, S., Guyer, A. E., Detloff, A., Pine, D. S., Fudge, J. L., & Ernst, M. (2013). Nucleus accumbens, thalamus and insula connectivity during incentive anticipation in typical adults and adolescents. NeuroImage, 66, 508–521.
Craig, A. D. (2009). How do you feel—now? The anterior insula and human awareness. Nature Reviews Neuroscience, 10, 59–70.
Damasio, A. R. (1999). The feeling of what happens: Body and emotion in the making of consciousness. New York: Harcourt.
Damasio, A., & Carvalho, G. B. (2013). The nature of feelings: Evolutionary and neurobiological origins. Nature Reviews Neuroscience, 14, 143–152.
Davidson, R. J., & Begley, S. (2012). The emotional life of your brain: How its unique patterns affect the way you think, feel, and live–and how you can change them. New York: Hudson Street Press.
Goleman, Daniel. (1995). Emotional intelligence. New York: Bantam.
Lee, W., Reeve, J. Identifying the neural substrates of intrinsic motivation during task performance. Cogn Affect Behav Neurosci 17, 939–953 (2017)
Mizuno K., Taanaka M., The neural basis of academic achievement motivation
Naqvi, N. H., & Bechara, A. (2009). The hidden island of addiction: The insula. Trends in Neurosciences, 32, 56–67.
Parkes S. L., Bradfield L. A., Balleine B. W. (2015) Interaction of Insular Cortex and Ventral Striatum Mediates the Effect of Incentive Memory on Choice Between Goal-Directed Actions, J Neurosci. 35(16): 6464–6471
Postuma, R. B., & Dagher, A. (2006). Basal ganglia functional connectivity based on a meta-analysis of 126 positron emission tomography and functional magnetic resonance imaging publications. Cerebral Cortex, 16, 1508–1521.
Chan T. S., Ahern T.C., Targeting Motivation—Adapting Flow Theory to Instructional Design (1999) Journal of Educational Computing Research, Volume: 21 issue: 2, page(s): 151-163
WEBOGRAPHY:
https://www.neuroscientificallychallenged.com/blog/know-your-brain-striatum
https://pt.slideshare.net/sorfina/insular-cortex-7598122/3

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The Neurosciences Underlying the Models of Digital Role Play

This article has been co-written with Elena Ciani, Neuropsychologist

 

 

What is cognitive neuroscience and why is it important in adult learning?

Cognitive neuroscience can be considered both a branch of psychology and neuroscience. It studies the biological processes and the neural connections in the brain that regulate human cognition and mental processes.

The ability to learn, that can be expressed like the ability to establish causal relationships between events and to modify one’s behavior based on these experiences, is made possible by the particular organization of our nervous system.

It consists of about 100 billion neurons, each of which establishes tens of thousands of contacts with other neurons through the synapses.
The term synapse (that was introduced in 1879 by the English physiologist Sherrington) describes the junction between two neurons, specialized in the transmission of the nervous impulse.

 

Today it is widely demonstrated that learning and experience can induce a permanent modification of the connections between neurons, at the level of the synapse.

So, from a biological point of view, learning corresponds to the formation of a new network of connections between neurons, and to the modification of pre-existing synaptic connections. When information passes several times through the same sequence of synapses, the path is facilitated and reinforced.

 

Learning, a key process of our brain, continues throughout life and is based on memorization. Memory supports the process of acquiring information and allows it to be recovered when necessary. But memorization would not start without the fundamental mechanism of attention that underlies all learning.

Neurologically, “attention is the brain’s ability to privilege electrical signals related to a given experience, dropping all others” (P.Rivoltella) [1].

 

Learning corresponds to the formation of a new network of connections between neurons, and to the modification of pre-existing synaptic connections

 

Basic emotions and their biological roots

Charles Darwin was among the first to believe that emotions had biological roots, and that there were remarkable similarities between the emotional mechanisms of animals and those of human beings. He studied the physiology of some emotions, describing them from activated muscles to reactions such as the production of tears, changes in breathing, heart rhythm, etc.

The theory of Darwin has had several confirmations: for example, in all cultures the facial expression of some emotions are very similar, as also Eibl-Eibsefeldt or Ekman have shown.

 

Emotions also involve other innate mechanisms that make facial expressions correspond to changes in the “internal state” of the organism. For example, Ekman has shown that if an actor recites an emotion, some physiological parameters such as cardiac rhythm or breathing change.

The brain, in other words, is deceived by the facial expressions.

 

Many modern theorists like Sylvan Tomkins, Carroll Izard, Paul Ekman, Robert Plutchik, Nico Frijda and Jaak Panksepp identified a set of fundamental and innate emotions, defined by facial expressions and other body parts movements.

Despite the unavoidable cultural differences, these expressions (especially the facial ones) are similar in many different cultures. Moreover, according to Plutchik, as you go down the evolutionary scale, facial expressions become increasingly rare, while there are still many emotional expressions involving other body systems.

 

If we try to summarize their studies by identifying a common ground, we could identify this set of basic emotions:

  • Surprise
  • Fear/anguish
  • Joy/happiness
  • Anger
  • Disgust
  • Shame
  • Interest

 

Non-basic emotions

Most fundamental emotion theorists believe that there are also non-basic emotions that are a result of a mix of the basic ones. We believe that one of the best representations of this can be found in the “wheel of emotions” by Plutchik, that depicts the emotions as colors arranged on a circle.

Every elementary emotion of his model is represented as a segment of the circle, and two merging segments are called dyads. When two adjacent emotions merge, they are dyads of the first order; if two emotions are separated by a third, they are second-order dyads, and so on. The further away two elementary emotions are, the less likely they are to mix.

 

For example, love is a first-order dyad since it merges joy and trust, the same for aggressiveness who mixes anticipation and anger.
Guilt, however, is a second-order dyad since it merges joy and fear, which are separate from acceptance.

 

Figure 1: Plutchik’s wheel of emotions (source)

 

According to many theorists, even animals can have biologically elementary emotions, but the difference with the human beings is that the latter can also elaborate and experience derived or non-elementary ones.

The act of merging basic emotions into higher-order emotions is usually considered a cognitive operation, and since human cognition is the most complex of all the other mammals, emotions like pride, shame and gratitude could be exclusively human (R.Lazarus).

 

How emotional experiences impact on our reactions?

At this point the framing of our reasoning should be clear, so let’s delve a little more: to understand how emotional feelings are created, and how do they impact on our immediate and automatic reactions, we must understand how emotion systems work and see how their activity is represented in our working memory.

 

Let’s look together at an example on how the emotion of fear comes up in our mind if we see, for example, a snake instead of a rabbit, by going together through a very famous passage of Joseph LeDoux in his book “The Emotional Brain. The Mysterious Underpinnings of Emotional Life “.
Please pay particular attention to the parts that are in bold, since we are going to recall them later:

 

You encounter a rabbit while walking along a path in the woods. Light reflected from the rabbit is picked up by your eyes. The signals are then transmitted through the visual system to your visual thalamus, and then to your visual cortex, where a sensory representation of the rabbit is created and held in a short-term visual object buffer.
Connections from the visual cortex to the cortical long-term memory networks activate relevant memories (both facts about rabbits stored in memory as well as memories about past experiences you may have had with rabbits).
By way of connections between the long-term memory networks and the working memory system, activated long-term memories are integrated with the sensory representation of the stimulus in working memory, allowing you to be consciously aware that the object you are looking at is a rabbit.

 

So, in this part LeDoux emphasizes how the “hardware” and the “software” of our brain interact in a typical situation. But let’s continue to see where, how and why the emotion is created.

 

A few strides later down the path, there is a snake coiled up next to a log. Your eyes also pick up on this stimulus. Conscious representations are created in the same way as for the rabbit – by the integration in working memory of short-term visual representations with information from long-term memory.
However, in the case of the snake, in addition to being aware of the kind of animal you are looking at, long-term memory also informs you that this kind of animal can be dangerous and that you might be in danger. According to cognitive appraisal theories, the processes described so far would constitute your assessment of the situation and should be enough to account for the ‘fear’ that you are feeling as a result of encountering the snake.
The difference between the working memory representation of the rabbit and the snake is that the latter includes information about the snake being dangerous. But these cognitive representations and appraisals in working memory are not enough to turn the experience into a full-blown emotional experience.
Something else is needed to turn cognitive appraisals into emotions, to turn experiences into emotional experiences. That something, of course, is the activation of the system built by evolution to deal with dangers. That system, as we’ve seen, crucially involves the amygdala.

Many but not all people who encounter a snake in a situation such as the one described will have a full-blown emotional reaction that includes bodily responses and emotional feelings.
This will only occur if the visual representation of the snake triggers the amygdala. A whole host of output pathways will then be activated. […] [3]

 

Activating the limbic system

It should be clear now how the emotions are strictly connected to the biological elements related to their functioning, and in particular to the amygdala, that is an almond-shaped set of neurons that is proved to play a key role in processing some emotions like fear and aggressivity, and together with hippocampus hypothalamus, fornix, limbic cortex and other structures forms our limbic system.

The amygdala in particular induces vegetative reactions like increased heart rate, blood pressure, sweating, etc. and hormonal reactions like the adrenal one.
Moreover, it receives information from the thalamus even before they arrive to the cortex: this means that the emotion can take place before we have time to start thinking about it.

 

Figure 2: The location of the amygdala in the human brain (source)

 

But how does the activation of amygdala turns a normal experience into an emotional experience? As LeDoux says, what makes the encounter with the snake an emotional experience is the mix of 3 things that happen in our working memory:

  1. the (short-term) sensory representations
  2. the (long-term) memories activated
  3. some “outputs” that we will now list:
  • Direct Amygdala Influences on the Cortex: To reach the amygdala, a visual stimulus has to go through the primary cortex, to a secondary region, and then to a third cortical area (the one where short-term buffering of visual object information takes place). The amygdala projects back to all those three visual processing regions.
    As a result, once the amygdala is activated, it is able to influence the cortical areas that are processing the stimuli that are activating it. The connections from the amygdala to the cortex allow the it to influence attention, perception, and memory in situations where we are facing danger.
  • Amygdala Triggered Arousal: When arousal occurs, cells in the cortex, and in the thalamic regions that supply the cortex with its major inputs, become more sensitive. Arousal is important in all mental functions. It contributes significantly to attention, perception, memory, emotion, and problem solving. Without arousal, we fail to notice what is going on—we don’t attend to the details. But too much arousal is not good either.
    You need to have just the right level of activation to perform optimally. If you are over aroused, you become tense and anxious and unproductive. Emotional reactions are typically accompanied by intense cortical arousal.

 

Emotion and cognitive processes

Let’s start saying that the 8 main cognitive processes of the human beings are:

  1. Perception
  2. Learning
  3. Language
  4. Thought
  5. Attention
  6. Memory
  7. Motivation
  8. Emotion

 

Numerous studies have reported that most of all human cognitive processes including memory and learning (Phelps, 2004; Um et al., 2012), attention (Vuilleumier, 2005), problem solving (Isen et al., 1987) are affected by emotion.

Attentional component of emotion has been linked to enhanced learning and memory performance.
Therefore, emotional experiences/stimuli appear to be remembered vividly and accurately, with great resilience over time [7].

 

But how does it happen?

Taking in mind that hippocampus and amygdala are both part of the limbic system, cognition and emotion processes are operated at two separate but interacting systems:

(i) the “cool cognitive system” is hippocampus-based that is associated with cognitive functions, and cognitive controls. Hippocampus has a critical role in formation, organization and storage of new memories.
(ii) The “hot emotional system”, as mentioned above, indeed is amygdala-based. In addition, an early view of a dorsal/ventral stream distinction was commonly reported between both systems.

 

The “cool system” for active maintenance of controlled processes such as cognitive performance and pursuit of goal-relevant information in Working Memory, seems to involve the Dorsal Stream: dorsolateral prefrontal cortex DLPFC and Lateral parietal cortex).

In contrast, emotional processing systems involves ventral neural system such as: amygdala, ventrolateral prefrontal cortex (VLPFC), medial prefrontal cortex (mPFC), orbitofrontal (OFC) and occipito-temporal cortex (OTC) (Dolcos et al., 2011).

 

Nonetheless, recent investigations claim that these two different cognitive and emotional neural systems are not separated but are deeply integrated. Consequently, lots of studies show that emotions influence the formation of a hippocampal-dependent memory system (Pessoa, 2008), and it has a long-term impact on learning and memory.

In other words, even if cognitive and affective processes can be independently conceptualized, it is not surprising that emotions powerfully modify cognitive appraisals and memory processes and vice versa (Chai M.T. et al., 2017).

 

Recent advances in affective neuroscience and emotion research confirmed that the human mind is continuously emotional (Izard, 2009, Lewis, 2005, Tucker, 2007), Cognition and emotion are inherently interconnected.
This interconnectedness is an essential aspect of the complexity of human consciousness. An important quality of this interconnectedness is that emotional activity enables and sustains cognitive activity, including mechanisms that are central to learning (Plass et Kaplan, 2016).

 

Empathy and mirror neurons

Let’s imagine that someone tells you about an accident in which a person was seriously injured. It may happen that, for a moment, you feel a sensation of pain that reflects in your mind the pain of the injured person.

This feeling can be more or less intense, depending on the scale of the accident or your knowledge of the person involved. The mechanism that is supposed to produce this sort of feeling is a variety of what A. Damasio called the “as if” body circuit.

It implies an internal simulation at cerebral level which consists in the rapid modification of the maps of the current state of the body, where the brain temporarily creates a set of maps that do not correspond to the real state of the body, but to the simulated one.

 

This happens when certain brain regions, for example the prefrontal or premotor cortex, report directly to the somatosensory regions of the brain. The involved neurons can represent, in a person’s brain, the movements that he sees in another individual, and send signals to the sensorimotor structures so that the corresponding movements are “previewed” in a simulation mode, or actually performed. These neurons are actually present in monkeys and humans, and are known as “mirror neurons”.

The result of the direct simulation of the body states in the somatosensory regions is not different from that of the filtering of signals coming from the body.

 

The brain uses the signals from the periphery to create a particular state of the body in the regions where it is possible to construct such a representation, i.e. in the somatosensitive regions. What one feels, then, is based on that “false” construction, and not on the “real” state of the body.[4]

When these specialized neurons are activated, other areas of our brain, such as the limbic system, are also activated.

 

This allows us to recognize facial expressions, access our memories and previous learning and combine all this information to interpret the situation and give it meaning. On these neurons is based not only the justification of some forms of apprenticeship where the novice learns alongside the expert, but also the possibility of understanding how learning always passes through body simulation: this is what the studies of Vittorio Gallese on the ability of cinema, and image in general, to activate our mirror circuit.

 

According to what Gallese, Keysers and Rizzolatti have argued, these mirror mechanisms “allow us to directly understand the meaning of the actions and emotions of others by replicating them internally or simulating them without any explicit reflexive mediation”[5]. This emphasize the fact that conceptual reasoning is not necessary for this form of understanding of actions.

 

Here at Lifelike we have published another interesting article about the impact in learner’s mind of a simulation, and in particular a digital roleplay. If you want to deepen this topic check out this article (“Our Brain Doesn’t See the Difference Between Simulation and Reality”). 

 

Neurosciences and simulations

Emotions are reactions to external stimuli that allow us to guide our behavior and act quickly when we receive requests from the surrounding environment.
They are made of 3 components: somatic, behavioral and feeling. It is important to remember that any decision is conditioned to a greater or lesser extent by our emotions. [2].

Emotional experiences (including simulators and digital role plays) actually have an important effect at a biological level, and stimulate fast reactions even thanks to the fact that they involve the amygdala.

 

We also know that human brain tends to save energy and minimize the use of conscious reasoning, that requires considerable effort. To achieve this goal, it generates neural routines, behavioral automatisms that do not require the intervention of awareness because the brain has already set up, based on experience, a set of automatic responses.

So, through emotion, we generate what Damasio calls somatic marker: [6] that pleasant or unpleasant feeling felt by the individual when the outcome (positive or negative) connected to a specific option comes to his mind.

 

But the two moments are not alternative: the acquisition of new information is connected with involving emotional experiences, and a plurality of information anchors will be generated and will allow a faster and easier recall. The emotional contents of an experience, therefore, represent an indispensable reinforcement for a good memorization.

 

The emotional contents of an experience represent a reinforcement for a good memorization

 

The importance of feedback in simulations

Another basic mechanism of the brain is the feedback, who generates a self-regulation that the person does, based on his experience with the environment and the other people. In other words, the acquisition of good behaviors occurs through the response that each of us has from the environment and the relationship with people, and especially in the detection of the inevitable errors and mental traps we incur physiologically.

Our brain learns more from denials than from confirmations; the error is, therefore, a valuable opportunity for learning. If you want to do deepen all the learning scope of a simulated experience, we suggest you this interesting article: The true learning scope behind a Digital Role Play.

 

 

Bibliography

[1] (P. Rivoltella, Neurodidattica. Insegnare al cervello che apprende, Cortina, 2012; P. Rivoltella, La previsione. Neuroscienze, apprendimento, didattica, La scuola, 2014)
[2] https://lamenteemeravigliosa.it/processi-cognitivi-quali/
[3] The Emotional Brain. The Mysterious Underpinnings of Emotional Life, Simon & Schuster, 1996
[4] http://www.strozzina.org/sistemi_emotivi/pubblicazione_damasio.htm
[5] Gallese et al., 2004, p. 396
[6] A. R. Damasio, Emotion and consciousness, Adelphi, 2000 and http://www.neureka.it/blog/marcatore-somatico-emozioni-damasio/
Other references for this article:
http://www.oliverio.it/ao/didattica/Cervello.htm/Emozione/biologia_delle_emozioni.htm
http://www.unife.it/medicina/educatore-sanitario/minisiti/analisi-dei-bisogni-e-progettazione-degli-interventi/materiale-didattico-modulo-1/a-a-2015-2016/emozioni-il-sistema-limbico
https://lamenteemeravigliosa.it/neuroni-specchio-ed-empatia/
[7] Chai M.T. et al (2017) The Influences of Emotion on Learning and Memory. Front. Psychol.
Dolcos, F., Iordan, A. D., and Dolcos, S. (2011). Neural correlates of emotion–cognition interactions: a review of evidence from brain imaging investigations. J. Cogn. Psychol. 23, 669–694. doi: 10.1080/20445911.2011.594433
Plass J.L, Ulas Kaplan, Emotional Design in Digital Media for Learning, pg 131-161, 2016)
Isen, A. M., Daubman, K. A., and Nowicki, G. P. (1987). Positive affect facilitates creative problem solving. J. Pers. Soc. Psychol. 52, 1122–1131. doi: 10.1037/0022-3514.52.6.1122
Pessoa, L. (2008). On the relationship between emotion and cognition. Nat. Rev. Neurosci. 9, 148–158. doi: 10.1038/nrn2317
Phelps, E. A. (2004). Human emotion and memory: interactions of the amygdala and hippocampal complex. Curr. Opin. Neurobiol. 14, 198–202. doi: 10.1016/j.conb.2004.03.015
Um, E., Plass, J. L., Hayward, E. O., and Homer, B. D. (2012). Emotional design in multimedia learning. J. Educ. Psychol. 104, 485–498. doi: 10.1037/a0026609
Vuilleumier, P. (2005). How brains beware: neural mechanisms of emotional attention. Trends Cogn. Sci. 9, 585–594. doi: 10.1016/j.tics.2005.10.011

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Our Brain Doesn’t Tell the Difference Between Simulation and Reality

 

What is a simulation?

Let’s start with a bit of theory: what is a simulation? In a few words, “A simulation is an imitation of a system involving the construction of an artificial history, with the real system features”, according to the 2010 study Simulation – Concepts and Applications.

That means that simulation is a problem-solving tool that helps find the solution to real-world problems as it helps understand the world/system better.

 

Simulations are used in almost any area nowadays: science, manufacturing, military, transportation, construction, computer, leisure, etc.

They are now part of our everyday life and have various applications: weather forecasts, science tests, test buildings, military training, flight simulations, traffic regulation, video games, etc.

They are used quite often in training now, whether it is hard skills (specific, quantifiable skills that can be defined and measured, such as writing, mathematics, operating a machine, etc.) or soft skills (personality oriented interpersonal skills such as team work, time management, communication, negotiation, etc.).

 

Simulations are used in almost any area nowadays: science, manufacturing, military, transportation, construction, computer, leisure, etc. They are now part of our everyday life and have various applications.

 

How do our brains learn?

In order to understand how simulations can accelerate learning, let’s just go a bit deeper into theory before entering fully in the simulation subject and let’s see how the brain actually learns.

 

The University of California Irvine’s Center for the Neurobiology of Learning and Memory proved during their experiments that, in the brain, neurons bond in order to transmit data more easily and accurately.

These bonds strengthen as they are frequently used, which means that the more they are used, the quicker the information goes and the quicker the task is done. On the contrary, when two neurons rarely interacted, the transmission of information weakens, and the information takes more time to be transmitted.

 

When the brain learns something new, the neurons have to create new connections, which implies that the person needs greater effort and attention to learn and do this new task.
It’s a bit like driving: if you already know the road, you will drive to the destination without even thinking about it (like going to the office in the morning, going back home after work, etc.).

But when you’re going to a new place, you are more cautious about what’s around you: You study the itinerary, you look at the road signs, etc. And in the end, it will take more time than a route you know perfectly well!

 

Simulations work the same way!

They are known to help speed up cognitive processes, which are the mental processes that enable people to stock and use information and knowledge; but they also speed up the practical learning of skills and behaviors. To back up this idea, let’s refer to the mirror neurons study.

 

The mirror neurons were discovered in 1992 by neurophysiologists Giacomo Rizzolatti, Luciano Fadiga, Leonardo Fogassi, Giuseppe Di Pellegrino, and Vittorio Gallese from the University of Parma. They found out that these cells activate when you do some actions, but also when you see them, in order to remember and replicate them.

This is why you yawn when you see someone yawning, for example. What works for basic actions such as smiling and crying also works for athletic performance and complex learning.

 

 

In other words, mirror neurons are responsible for the “learning by watching and doing” effect. It also means that you can learn how to change your behaviors by watching and practicing.

 

Mirror neurons are responsible for the “learning by watching and doing” effect. It means that you can learn how to change your behaviors by watching and practicing.

 

There is a lot to learn by watching and doing. You can watch and learn to recognize body language and emotional reactions to what you say and do in order to be able to interact better with others.

To know more about the triggers that can help users learn by practice, do not hesitate to read our article (“8 Ways Your Skills Will Improve by Practicing on Digital Role Plays”).

 

Training in simulations

There are different types of training simulators according to what you want to train in.
You can use, for example, hardware simulators: it can be a training cockpit to train pilots or a plastic dummy to train medical students.

 

                                                                           

But you can also use software. Training on software is now developing in many organizations. It can be 3D simulators. These simulators can use characters, whether they are real persons or puppets and avatars to interact with the users.

 

Benefits of training on a simulator

Training in simulations brings some big benefits to the trainees:

First of all, it increases the user’s involvement. As we saw in one of our previous articles, adult learners don’t like theory and need task-oriented learning. So, in, order to engage trainees in learning sessions, you have to find an interactive and immersive way to involve them and make them practice by themselves.

Unlike training in a classroom, you can train repeatedly. Simulations can be made as many times as necessary in order to perfectly learn a skill, a behavior, etc. The user can try, and fail, different times in order to learn from his mistakes and find the right approach, and this doesn’t affect other people around him. It is a safe environment.
For example, a pilot can learn safely how to fly and crash a thousand times during simulations, without harming a passenger!

The “game aspect” of a simulation engages the users much more. As in all games, users want to win. And a training simulator involves you much more in the learning process as you always want to perform better and ‘win.’ As we know, adults learn better by practice, and simulators motivate them practice more as they want to “do better than last time”.

By training using a simulation software, you can practice anytime, anywhere. Unlike classrooms that you have to physically attend at a definite hour and during a precise amount of time (with all the inconveniences in organization and preparation that it necessities), simulation by software can be completed anywhere and at any time.
This flexibility allows the user to choose the best moment for him to train, when he is more available (both in time and in mind), which makes him more involved in the training, improving its efficiency. For example, a surgeon, with a very busy timetable, can use a slot between two surgeries to train on new techniques on a simulator and master his techniques.

Training on a simulator, even on a software, makes the training more realistic. The simulation recreates a situation that the user faces in real life every day. Whether it is a flight simulation, a virtual patient or a sales conversation, the user faces a familiar situation. By doing so, he trains his skills and applies them in real life without even noticing.
This is where the mirror neurons come into play. If the simulation is realistic enough, the brain doesn’t differentiate, thus learning as if it was the reality.
Let’s use the example of the flight simulator: by practicing on his simulation for hundreds of hours, the pilot-to-be gains in reflexes and automatisms.
He will perform the maneuvers to take off and land without even noticing (remember the example about driving that we talked about previously!) and gain reflexes on how to react in stressful situations that occurred during the simulation (emergency landing, mechanical problems, bad weather, etc.).

 

Whether it is a flight simulation, a virtual patient or a sales conversation, the user faces a familiar situation. By doing so, he trains his skills and applies them in real life without even noticing.

 

Why use a simulation to train leadership

Leadership is essential to better address some critical conversations; you need some key skills and practice to apply them in your day-to-day job. And that’s where simulation can help.
By training on conversations using leadership skills on a Digital Role Play, you can practice and try different approaches and management styles without hurting the feelings of the person in front of you.

 

Moreover, by using Digital Role Plays, you can learn to recognize the non-verbal language of the person in front of you and understand how to interact accordingly: reassuring him when you see that he is stressed or in doubt, encourage him when he has lost his motivation, inspire your team to face new challenges to come when you feel they are reluctant…everything that can make you a great Leader in your team’s eyes.
To read more about the conversational leadership and the Digital Role Plays to improve it, check out our articles here.

 

By using Digital Role Plays, you can learn to recognize the non-verbal language of the person in front of you and understand how to interact accordingly: reassuring him when you that see he is stressed or in doubt, encourage him when he has lost his motivation, inspire your team to face new challenges to come when you feel they are reluctant…everything that can make you a great Leader in your team’s eyes.

 

The typical steps of a conversational simulation

The first step of a typical simulation to train conversational leadership is the preparation to the meeting. The user is given elements to better manage the situation he is about to face.
He can, for example, learn more about the context, the profile of the person he is about to meet, the objectives of the meeting, etc. Once he has learned as much as he can about the situation, he can meet the character.

 

The simulation starts with a short prologue, then the meeting will take place. The user will talk to the character choosing his words from the set of suggested choices, and the character will answer accordingly. This sequence will be repeated for all the conversation until the end of the meeting.

Once the meeting is over, the user will be asked to assess his performance based on various criteria (skills, steps of the meeting) and then the character will give his subjective feedback on the meeting.
In the end, the user will receive objective metrics on his performance on how to improve his approach for the future conversations, and eventually review the results with his coach to get hints on what to work on.
More details on how a conversational simulation works can be find in this article (“Digital Role Play Stripped Bare”).

 

Introducing AI into conversational simulations

One of the great innovations of the most advanced simulations dedicated to conversational leadership, also known as digital role plays, is the use of Artificial intelligence instead of the classical branching techniques.
With branching techniques, every choice is predetermined, and the user quickly understands what he has to click on to perform. By doing so, the benefits of this kind of training are totally lost.

 

On the other hand, with artificial intelligence, the use of different algorithms makes the character’s reactions and behaviors unpredictable, so the user really has to focus on the character’s body language to understand if his approach is the right one or not.

Not only does it make the simulation more realistic (who knows how a real person will react if you push the wrong button), it also makes it more efficient and interesting for the user.
To know more about how AI helps deliver a better training experience, I strongly recommend you read our article (“How AI Helps Delivering a Better SkillGym Training Experience”), regarding how SkillGym leverages AI to deliver a much more authentic and immersive learning experience.

 

AI becomes even more powerful when combined with interactive video. Why use interactive video and not a puppet as a character? Simply because it makes the role play more immersive and realistic.

  • By facing a real person, you are able to see his body language, hear his tone of voice and so on. These elements help you understand if you are managing the conversation in a good way of not and add great value to the role play.
    Even if technology has made progress in the design of avatars, nothing can replace a human face for facial expressions or human body language.

 

  • Meeting a real character makes the simulation more immersive and much more realistic. As we saw earlier, realism is the key to activate mirror neurons and learn by doing.
    Your brain will never take a puppet for a real person, so you won’t learn by doing as you will by facing a real character, embodied by an actor, with his own personality, triggers, way of talking, etc.

 

Conclusion

Studies showed that our brain doesn’t differentiate between reality and simulation, which is why simulations are extensively used nowadays in training.

Here at SkillGym, we push reality to the max by combining the use of artificial intelligence and interactive cinema in our Digital Role Plays in order to make the user learn without even noticing and improve his performance in conversational leadership.

 

If you want to read more about our role plays, please explore the subject in more depth with our articles Digital Role Play Stripped Bare and 8 Ways Your Skills Will Improve by Practicing on Digital Role Plays.

Interested in our approach in building leadership conversation? You may find this article on the curriculum for conversational leadership enlightening.

If you are interested in knowing more about SkillGym and its Digital Role Plays, click here to book a 1-hour discovery call.

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Digital Role Play Stripped Bare

 

Digital Role Play is a digital tool, normally delivered online, designed to support a learning or coaching strategy in which the trainees are asked to play their own a role, involving a discussion with someone else on what should be considered a tough or a critical topic.

So, for example, it can be a simulation of a conversation between a Leader and an employee, between a salesperson and a client or whatever else. The scope is to discuss a topic that typically includes some elements of verbal negotiation.

 

 

There are other solutions on the market focusing on making decisions and managing complex and multi-variable contexts. Those are (or should be) normally defined as business games.

In these cases, the scope is mainly focused on analyzing one scenario or one situation and making decisions based on the available information.
For example, to manage risk or to optimize results. This article focuses on the first category.

 

Learning by Doing produces better results

Digital Role Plays are one interesting evolution of Role Play, a well-established learning strategy based on the principle of Learning by Doing. As you surely familiar with, Learning by Doing refers to a theory of education expounded by American philosopher John Dewey.

He theorized that learning should be relevant and practical, not just passive and theoretical.

 

 

Learning by Doing is based on learning from experiences. This approach allows learners to experience something with minimal guidance.
Learning by Doing assumes that learners learn best by being involved in the learning process.

Instead of being told or showing the answers, they are presented with a question, problem, situation, or activity, which they must make sense of for themselves.

We have previously discussed the benefits of learning through interactive storytelling, a smart way to make Learning by Doing very actionable, in this interesting article (“Why Use Interactive Storytelling in Training: Benefits of Role Plays”) that I recommend if you would like to learn more about how interaction and narrative put together can deliver great results.

 

In general, most businesses are aware that the more experience an employee has with a given situation, the more effective he is in that situation. It would seem to follow, therefore, that the best way to teach anybody is to let them work on a job that requires the skills we are trying to teach.

This is a bit circular since it means letting an employee attempt to use skills that we know he doesn’t have in order to teach him those skills.

The best way to learn how to do a job is to simply try doing the job, with no preparation in particular, but with an expert available for help as needed to provide consistent feedback.

 

Also, several theories suggest that the implementation of simulation-led training strategies perfectly fit the adult need of learning by experience.
In the following image, I mention only a few, but if you are interested in delving deeper into the subject, take a look at this interesting article (“From Critical to Empowering Conversations: Let’s Change the World Using the C-FACTOR”).

 

All in all, what matters is that Digital Role Play perfectly fits with the idea of providing learning strategies based on experiential learning.

 

What does the word “Digital” add to traditional Role Plays?

Let’s focus now on the meaning of the word “DIGITAL” to see what the “old” and the “new” have in common and how they evolved.

 

 

As a main characteristic, you would expect that your trainee interacts with a digital or virtual character through a screen. Instead of sitting in front of you while both of you play one role in the conversation in real time.

Then of course, another feature you would expect from a Digital Role Play is that the trainee will play alone, without the need for you to attend or participate during the conversation.

This is very important for at least two reasons:

  • It reduces the stress of being ‘watched,’ and
  • It allows to plan for multiple sessions in a scalable way

 

Another important feature that you may expect are more or less sophisticated algorithms controlling the interaction and thus, adding a life-like flavor to the experience in terms of the level of realistic unpredictability of the situation.

Finally, since it is digital, this tool would normally track the interaction thus providing you, as a L&D department, the option of monitoring ongoing practice while being able to review both the effort spent and the results achieved.

 

 

Digital Role Plays perform better than traditional ones

As explored in detail in this article (“Digital Role Plays, the Best Way to Develop Conversational Leadership”) Digital Role Plays introduce five benefits in the application of Role Play techniques that are not available when practicing in traditional face-to-face scenarios:

1. Consistency of practical training
Behavioral changes require times and consistent practice. DRP platforms make it sustainable from an economic and logistic points of view.

2. Scalability
Everyone deserves the opportunity to improve. DRP offers the application of the effective “Learning by Doing” approach to all the employees in a very immediate and manageable way.

3. Metric driven
DRP solutions provide a set of homogenous and unbiased behavioral metrics for the entire learners’ community. It allows L&D professionals to have a complete picture in order to set objectives and design specific actions where required.

4. Self-awareness through conversation review
Having the opportunity of self-reflection is a key element in personal development. The best Digital Role Play allows the learner to play back the performed sessions, adding additional behavioral insights to build internal and external self-awareness.

5. Safe environment
DRP solutions make trainees feel “safer” than when they play a traditional role play. In fact, they remove that feeling of “being judged during confrontation”, which can embarrass and even block some people, in favor of a more natural way to express themselves in the role play session.

 

The way in which a Digital Role Play platform is normally designed is a primary reason for these benefits.
In fact, each of the following seven components delivers a specific piece of the entire experience:

 

 

 

  1. A way to schedule the exercise in advance
  2. Somewhere for your trainees to prepare for the context
  3. An area to play the role play in a manner that makes it as interactive as possible
  4. A moment to reflect on one’s own performance before receiving feedback
  5. The possibility to debrief and learn from the experience through emotional feedback
  6. A set of measurable metrics
  7. The possibility to review the Digital Role Play to take a closer look at the action after the feedback has been delivered

Let’s explore each element in detail.

 

1. The scheduling system

One key characteristic of a Digital Role Play is the way users can schedule their training activity.
Automatic scheduling minimizes the organizational impact, while increasing the emotional engagement and commitment of users towards the scheduled individual training program:

 

  • Once the individual training path is defined, the platform sends to the user periodic Doodle Invitations to schedule Role Plays
  • The user chooses the date and time of the meeting and an appointment is scheduled on the calendar, just like for real life meetings
  • The platform sends reminders to the user as the appointment approaches and, in case of late show or cancellation, a reminder is sent

 

People are so used to sticking to their calendar that the simple fact of scheduling one life-like meeting makes trainees more prone to being disciplined about their training. There is a scientific basis to this. As you surely know, numerous scientific studies have demonstrated that our brain does not differentiate between real life and simulation.

In this article (“Three Case Studies and One Strategy to Keep Users Engaged with Digital Learning”) I explore through several case studies on the impact of this specific component in terms of trainee engagement.

 

2. A preparation room

As you know, one important part of any role play is providing enough background about the scenario that is going to be played so that trainees can figure out their own role, the scope of the exercise and some additional elements upon which to define a strategy.

 

 

Digital Role Plays need to provide at least the same elements. And the complexity of a human-to-human conversation should be reflected in the availability of details such as:

  • Who is the character, including his social background, his personality and approach and his hierarchy of needs
  • Where and why the conversation should take place: where it is physically set, what role the trainee is going to play and other details about the context, such as the scope of the conversation and any intermediate goals to be achieved
  • And finally provide enough elements to understand what type of behaviors will be tested, assessed and measured

This allows you to deliver a tool so that your trainees can prepare before they play the interaction.

 

3. The interactive area

Once trainees start the Digital Role Play (and what you see here is just one example of the many user interfaces available on the market), you would normally face a one-to-one conversational situation in which the character is sitting in front of them, resembling what would be the user experience during a real role play.

The setting can vary and, as we said before, you may face a puppet (either cartoon or 3D model) or a human being filmed in video.

 

 

The way trainees usually interact is by selecting options on the screen representing things they can say. Each sentence represents an observable behavior and allows for the flow of the conversation to follow one’s own style and topics.

 

Here you may find Digital Role Plays based on branching techniques, and in that case each option is hard wired with the correspondent reaction of the character or, in other cases, more sophisticated solutions based on AI algorithms and machine learning, where the connection between the options and the reactions is less predictable (more on this at the end of this article).

On average, you should expect a Digital Role Play to last between 10 to 15 minutes of seamless real-time interaction.
This is normally what you would also expect from a traditional role play.

 

4. Self-Evaluation

At the end of the interactive session, it is very important to let users reflect on their own performance before they receive feedback.

This is not just for training, it should happen in real life too, but we know how difficult it is.

 

 

In this area, the Digital Role Play provides a list of questions to reflect on. They can be either standard questions or related to the specific action just played.

In either case, it is a useful time for users to stop the action and take a breath while reflecting on their conversation.
The score with which they rate their performance will normally influence one key score called Self-Awareness.

 

5. Feedback

The most powerful, still not analytical, feedback that a Digital Role Play can provide to users is the warm, direct, personal, emotional opinion of the characters themselves.

When detailed with specific examples on what actually happened during the conversation, it will provide a very powerful indication about the connections between causes and effects.

 

 

We all know how difficult it is to figure out what the other person thinks or, more so, what the other person will do after completing the conversation with them. Receiving elements about how they lived the experience provides very important clues that will prove as experience accelerators in Learning by Doing.

I recommend reviewing this article (“Why Stimulate Self-Awareness by Using Both Sides of Your Brain?”) to discover more about why it is important to trigger both sides of the brain, providing both emotional and analytical feedback to the trainee.

 

6. Measurable metrics

The next way to provide feedback by showing meaningful metrics. Most Digital Role Play platforms have several ways to measure how the performance was influenced by behaviors and how behaviors developed and moved through the conversation.

 

 

Generally speaking, it is quite interesting to provide a blend of elements ranging from the general performance (answering the question: “How successful was this conversation?”) down to more detailed elements such as the flow of the communication process, the coherence of the negotiation strategy and the blend of competencies used along the way to ensure effective communication between parties.

 

It is also important to track certain metrics related to the discipline of training. In this article (“8 Key Metrics to Ensure a Successful Practical Training on Critical Conversations”) I explore the eight fundamental metrics (four related to results and four to discipline) that I consider paramount to track when designing a successful conversational leadership training program.

 

7. A way to review the experience

Finally, the best digital role play platforms provide a way to review the entire conversation. The idea is to attend and listen to the action from a third-party position in order to review the performance and reflect on details.

 

 

 

Typically, the two main things that one user may want to review are:

  1. On one side, their own behaviors as applied along the way. Imagine a way to review each sentence, identify the underlying predominant behaviors and rate their application in terms of quality (with some evidence of what other ways were available to deal with that specific step of the conversation).
  2. On the other side, the character’s body language. This is one of the main challenges for most everyone: recognizing other people’s body language. The most advanced Digital Role Play platform allows for this feature.

 

Key learning triggers

A Digital Role Play triggers the trainees along the entire immersive and interactive experience, not just at the end of the interactive part, thus providing a multi-channel and multi-strategy way to learn and improve soft skills.

There are at least eight types of learning triggers generated through the training experience and all of them are based on experiential learning (more in this article “8 Ways Your Skills Will Improve by Practicing on Digital Role Plays”):

 

 

  • The counterpart body language
  • The counterpart emotional reactions
  • Objective measurement
  • The acquisition of a communication process
  • The real-time impact of the cause-effect of communication
  • The challenge to achieve smart goals
  • A sense of Deja-vu, which corresponds to the feeling of “I was here before, I know what to expect”, and
  • The opportunity to critically review the performance

 

Learning benefits from the combination of these triggers: trainees activate both the rational and the emotional learning mechanisms.

This article (“How Practicing on Digital Role Play Improves Performance: a Case Study”) shows a very interesting case study of how these learning triggers put together delivered amazing improvement in the conversational performance of a large group of sales people.

 

It is very important to underscore, however, that the way you design the training program matters a lot.

This article (“SkillGym Digital Fitness: Pure, Adaptive Leadership Training”) explores the subject of how adaptive learning applied to Digital Role Play can make a huge difference in the way people learn and change their behaviors.

 

The new frontier of AI

The large majority of Digital Role Plays are still designed using very simple branching techniques, where each choice of the user leads to one pre-determined reaction from the simulation.

 

Unfortunately, this choice, while being quite inexpensive to implement results in overly basic results. In real life, we do not interact in such a simple way.
Each decision we make and every emotion we express are the results of multiple factors merging, making the possible nuances of our behaviors almost unlimited.

There are several good reasons for considering the implementation of AI-based solutions, including a much more authentic trainee experience; I discuss this intriguing subject in-depth in this article (“How AI Helps Delivering a Better SkillGym Training Experience”).

 

Where to go from here

You may now be interested in learning more about tips to select your next Digital Role Play system. At the bottom of the following article (“Digital Role Plays, the Best Way to Develop Conversational Leadership”) I provide you with a detailed checklist about what to look at when deciding on which platform to adopt.

It is also very important to reflect on how to integrate Digital Role Play into your existing strategy, since too often these types of tools are just placed at the end of a classic course for a quick “follow-up” that, most of the time, does not add any value, which results in underutilization of the enormous power and potential of these kinds of solutions.

 

Read this article (“Flipping the Leadership Development Strategy with Actionable and Scalable Programs”) to learn more about the best way to truly integrate Digital Role Plays into your L&D strategy.

Finally, if you are interested in discovering how we here at SkillGym deliver the best in class Digital Role Plays, feel free to book a 1-hour discovery call.

I hope you enjoyed the ride!

 

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The True Learning Scope Behind a Digital Role Play

 

For several years, I took part in projects for creating custom-made Digital Role Plays for large organizations. Most of the time, the need expressed by the client was that of delivering a meaningful way to practice critical conversations.
From time to time, it could be about practicing on pitching to prospects, solving clients’ issues over the phone or motivating and driving a team.

 

Very frequently, however, despite the client’s initial commitment to deliver a real opportunity to practice conversational skills, the outcome of the project ended up in one scenario that looked like:

  • The Digital Role Play was designed with the specific purpose of instructing the trainee on a script. Rather than delivering a true experiential journey into the different nuances of how communication can develop between two individuals, the goal became that of making sure that every single detail of the sales script (or the customer-care or the management) was polished and crystal clear to the trainee, including the last minute (and not so long-lasting) slogans as well as product-related examples (which were then expected to be perfectly memorized)
  • The schedule of practicing was limited to a few weeks, normally an intensive “boot camp” after the end of a 2-day traditional class on the same subject
  • Trainees were asked to play either as much as possible or a certain (high) number of interviews, with the explicit goal of crossing a specific and high threshold of score to reach some sort of “certifiable” status
  • The entire program was promoted as something in between an innovative follow-up and an “urgent” full-immersion in the to-be-learned selling model (or customer care or management)
  • No strategy of active engagement was previewed, leaving the trainees to self-organize their own schedule of usage

 

At that point, almost every single time I witnessed the following, typical reactions by the trainees.

Given the freshness of the digital experience, at the beginning trainees were well engaged in the new exercise. The fact that they could see their own situations (types of clients and also references to their real context) made the initial approach even sweeter, since they saw an opportunity to try out things that they would not dare to do and say in real life with their real clients.

 

However, after the first few days of engagement, the following happened, almost all the time:

  • Trainees started to argue about the contents of the simulation. On one side, the fact that the scenarios were designed to reproduce as much as possible their reality put them in a defensive approach and unleashed all the possible critical remarks, especially since the declared scope of the training was that of “scoring high” (read: selecting the best performers).
    So, among the others, the comments were about: “There was no option for what I would have said”, “My real client is not like that”, “Why can’t I say what I really want”, “Why can’t I talk instead of choosing among written options”, “I cannot show my tone and gestures” and so on.
  • At the same time, since the scope of the program was that of instructing on a given script, all the options of interaction apart the right script were very trivial and excessively easy to spot as the wrong choices. So, the trainees started to lose interest in the game very early on, since it was not really challenging their abilities.
  • The mandatory nature of the program, added to the freedom of self-organization, lead to disorganized schedules. Most trainees rushed to play all the interviews near to the deadline, basically dispensing with the idea of consistency in training, which is what makes the exercise valuable because it is well-distributed in time just like training for a sport.

 

The results are easy to imagine.

In the best-case scenario, some trainees learned the script and performed a little better than usual, but just for as long as they could remember it and until a new script arrived to replace the old one.
The large majority of them though, did not receive any advantage from this training approach and, moreover, started to consider this solution as a waste of time. Believe me, I would have agreed with them.

However, the key design issues of such a program are not related to the type of tool/solution. It’s never a problem of the tool itself in these cases.

Rather it’s about the scope of the program, the duration, the contents stuffed inside the tool and the way it is presented and promoted among users that can turn a great learning strategy into a miserable fail.

 

What makes a Digital Role Play a great learning strategy?

So, let’s restart from the beginning. Let’s say you are on your first date with Digital Role Play as a trainer.
You have maybe read something about this solution on a blog or heard about it from a fellow colleague. And you are considering giving it a try for your next soft-skill learning program, whatever it is about.

Well, before dressing up for the date, let’s take a look at how you should treat a Digital Role Play in terms of integration in any learning program and what you should expect from a Digital Role Play when treated the right way.

 

Understanding the real nature of a Digital Role Play (DRP, for friends) is as easy as counting to three:

1) First of all, DRP it is not a way to instruct trainees on scripts. It does not make any sense for several reasons.
First, scripts change frequently, and you can’t afford to change the contents of DRP at that frequency (at least in good or very good ones, which doesn’t include the home-made, easy-branched, puppet-style ones, by the way).
Second, people hate to memorize scripts; don’t try to ask them to, it’s a waste of time.
Third, scripts never match reality: real life always overcomes fantasy, there’s no match; sorry if that sounds rude.

On the contrary, training on DRP is a way to let trainees experience different shades of communication and to let them feel the way the counterpart reacts. It’s about making an experience in communication, whatever the subject as long as the type of conversation, the key communication behaviors and the appropriate style are there to practice with.

 

2) It’s not about intensive practice. You don’t get fit going to a gym for two weeks eight hours a day.
That the way it end up at the ER (and it does not take two weeks). Digital Role Plays work best when they work on changing habits. To change a habit, you need consistent repetition spread over months, not just few weeks.
It’s not about quantity of repetition, it’s about consistency of repetitions at a balanced pace.

 

3) It’s not about scoring high, it’s about scoring wide. Much too often, I see trainers (as well as line managers involved in the training design!) setting high score thresholds to be met in exchange of “certification”.
Again, this approach involves instructing based on a script that trainees will never have the chance to pitch in full in real life. Scoring wide, instead, means experimenting with the different nuances of the conversation to gain experience with what-happens-if, whatever happens, including mistakes.
Of course, this requires a perfect design of the “wrong” side of the conversation as well, which is instead normally left out when the “script” is the focus.

 

So, when you start forgetting about instructing and you start focusing on real practicing, that’s where a Digital Role Play can become your best ally in delivering real conversational, actionable training.

In fact, a DRP becomes really powerful when it allows trainees to:

  • Directly experience the cause-effect connections in a dialogue, especially when they reflect the real-time impact of the flow of the conversation, showing the emotions, the reactions and the way the counterparts communicate when triggered with different stimuli.
  • Develop the so-called “Deja-vu” of those experiences. Each time you live one significant and emotional experience, a little bit of it gets stored in your brain (in the so-called “working memory”). And the more it is associated with basic emotions, such as fear, anxiety, astonishment, sense of reward and so on, the more any recalling of it will trigger the fast-reacting basic instincts controlled by our amygdala.
    The consistent storage of different experiences, in the form of brain-digestible images, related to the same emotion contributes to the development of those Deja-vu moments that are so helpful in making us react quickly when it’s needed (more on this in a minute).
  • Develop self-awareness through continuous confrontation between the self-perception of one’s own performance and the unbiased feedback provided by the counterpart. The best Digital Role Plays are capable of delivering both emotional and analytical feedbacks, thus triggering both sides of the brain (this article “Why Stimulate Self-Awareness by Using Both Sides of Your Brain?” is a great source of inspiration on the specific subject of leveraging both sides of the brain to accelerate experiential learning and develop self-awareness).

 

More on developing experience-based fast reactions

The recent development of neurosciences is increasingly validating the importance of training through emotional triggers. Joseph LeDoux, an American neuroscientist whose research is primarily focused on survival circuits, including their impacts on emotions such as fear and anxiety clearly says, “Fear and anxiety are not biologically wired… They are the consequence of the cognitive process”.

The concept of emotional experiences as triggers for developing faster reactions in human behavior is very fascinating.

 

Certainly, the recent development of neurosciences confirms the validity of the importance of developing experience-based fast reactions. It also provides several explanations about why it is not that important for the content and the setting of the simulation perfectly reflect your corporate environment and culture.

What is really important is that the simulation allows for a wide practice of different cultural and conversational approaches in front of different types of individuals, moved by different needs and acting according to different triggers as suggested by the most reputable psychometrics models.

 

That’s where real experience is acquired and that’s where a Digital Role Play can deliver the best ROI, by accelerating the formation of such experience and by helping to store it in trainees’ brains in the form of emotionally lived situations or “Deja-vu”.

When a Digital Role Play is well-designed, those Deja-vu moments become an immediate source of best-practice application during Critical Conversations that matter.

Now it’s time to review which ingredients are necessary to get the best results.

 

When Digital Role Plays become great Digital Role Plays

There are, in my experience, seven key ingredients to be included in the design, development and delivery of a great Digital Role Play training program. They are:

  1. Be extremely life-like. Experiences get fixed as living images when they are lived in real. A simulation gets as close to reality the more it shows reality. So, I recommend discarding puppet and 3D avatar solutions, and rely instead on professional actors.
  2. Rely on strong psychometric and behavioral models to ensure that the storytelling is accurate and truly delivering the real emotions, reactions, feelings and wording of those characters. Models such as DiSC, HBDI and MBTI work very well, alone and together (more in this article “Building Authentic Characters for Effective Digital Role Plays”).
  3. Make sure the interaction is not deterministic. You need to immerse your trainees in the flow of the dialogue. This is a very important point, please read this article (“How AI Helps Delivering a Better SkillGym Training Experience”) to get the full picture.
  4. Don’t work on “scripts”, but rather keep the story decontextualized. Your trainees are not monkeys, and they don’t like to be instructed.
    They can learn much more by making mistakes than by memorizing your favorite pitch. What really matters is not what they say during the conversation, but how well they are prepared to face the reactions of their counterparts (and how well they can read them through the unspoken language).
    More on storytelling in this article (“Why Use Interactive Storytelling in Training: Benefits of Role Plays”).
  5. Use both emotional and analytical feedback. Don’t rely just on one of the two approaches, make sure our brain works in full when turning experiences into lessons.
  6. Tell your trainees about this article. Let them know the hows and whys of their training, let them know what type of exercise will help them and how. People need a useful purpose to be motivated to learn, so please don’t go for useless (though well-hyped) things like #gamifications, #leaderboards and #high-scoring if they are not really connected to allow true (and also mistake-driven) learning experience.
  7. Make space. Instead of setting up shockingly intensive boot camp over few weeks where people get literally overwhelmed by practice and consequently stock all the activity at the very end, make sure they are not rushed.
    Give them time (months, not weeks), give them an adaptive plan (read this article “SkillGym Digital Fitness: Pure, Adaptive Leadership Training” to learn more about the power of adapting learning) and make sure they are well engaged along the way (more on smart engagement in this article “Three Case Studies and One Strategy to Keep Users Engaged with Digital Learning”).

 

Awaking the giant

When those ingredients come together, the real power of a strategy based on actionable training shows up, making conversational leadership development really deliver.

This type of Digital Role Play is capable of turning the simulated experience into vivid and living images in our brains. They become powerful Deja-vus, triggering our amygdala by basic and instinctive emotions much faster than any other rational stimuli can do.

 

This is how we react when we drive our car and something unexpected happens in front of us. We don’t think, we just react at light speed, applying instinctively a previously stored strategy that comes from previously lived experiences.
The trick is to make sure that we store very effective experiences, and this can be done through well-designed simulation as indicated above.

It’s a totally different way, and much more effective, to reach the desired goal that many trainers still think can be reached by forcing trainees to learn scripts. It’s still about creating automatisms, however, in a way that truly works for our brains, which is that of living real (or life-like) experiences and not that of parroting a pre-cooked pitch.

 

The result of practicing at the right pace in experiences that allow to mistakes to be made and that generate living images in our brain (the so-called Deja-vu) is the formation of our habits. This is a key point:

  • Each of us already acts on habits. We rely on our habits when we enter a learning class
  • The scope of training should be that of improving those habits
  • This does not happen by simply explaining how we should behave, and not even by instructing us on how we should do
  • The only chance is to allow trainees to practice in a safe environment, without biasing them with pre-determined “winning” paths. Let them fail, provide them with instant feedback (more on the amazing learning triggers of best the Digital Role Plays in this article “8 Ways Your Skills Will Improve by Practicing on Digital Role Plays”) and wait for the formation of new and better performing habits

 

These are some of the reasons why I am a big fan of the idea of totally flipping those training strategies that don’t consider practical training or just keep it relegated at the end of traditional classes (more on the idea of flipping conversational training strategies in this amazing article “Flipping the Leadership Development Strategy with Actionable and Scalable Programs”).

 

Routing the learning experience

Great Digital Role Plays develop powerful dialogues by presenting ready-made options to the trainees, each carrying a specific shade of a specific behavior. And the dialogue is written in a way (we call it a meta-narrative) that the readers can imagine the entire emotional impact of such a sentence in their mind.

 

There are some important implications behind this strategy:

  1. First, uninformed trainees (and trainers as well, sometimes) claim that the Digital Role Play should let the users freely say what they want. Well, on one side we observed that when they are left to say what they want, they end up not knowing what to say.
    And by the way, allow me this joke, I used to argue that, “If they were enrolled in a conversational leadership program, it is likely because what they normally say is not that effective”.
  2. Then, I am sure you watched a movie based on a book you loved. And I am sure your reaction was, “The book was much better”.
    Why? Because the book was written in a way (meta-narrative) that allowed your brain to conjure up your own flavors and shades of behaviors played by the characters.
    And, of course, it was your way, the best possible means of triggering your deep-rooted emotions. Again, when we move from fiction to training, there are ways to write the options of a simulated dialogue that trigger the right emotions and resemble in our mind the right behaviors that cause certain precise character reactions.
    That’s the reason why you don’t need to talk to the simulation to express your intentions (you need to show your body language in front of the camera).
  3. Finally, don’t forget it’s a training, not just “free experience”. So, it is paramount to make sure that the user gets routed into a certain path of allowed experiences, allowing them to experiment without limits within that range.

 

Let me add one more thing. Digital Role Playing is not about learning what to say and how to say and how to gesture when saying it. Digital Role Playing, to be really effective, is about learning what happens when you do that (which, as stated above, does not require gestures or shouts).

And the more this type of learning is acquired through consistent and unrushed practice, the more it turns into living (and light-speed actionable) images in our brain.

 

The more the training experience alternates different situations (i.e., different plots, different types of conversations and different types of characters), the more the overlapping living images, the more the Deja-vus, the more efficient our basic and instinctive reactions during real life conversations.

This is why I always say that in a well-designed Digital Role Play there are no right or wrong options for the trainee to choose. They are all right choices because it’s not about scoring high, but wide.

The more the trainees can experiment, the more they will make of the training experience.

 

How long does it take?

As I wrote above, one of the key ingredients of a successful practical training on soft skills, in particular on conversational leadership, is about not rushing the trainees to complete a certain (high) number of simulations in a very short period (weeks).

However, you may argue that the time allowed for training (especially corporate training) is measured in days, weeks maximum, not months.

 

Let’s reflect on this. It is not necessarily true that an established practice is a good practice and you do not necessarily need to monopolize the trainees’ time to deliver effective and consistent soft-skill long-haul training:

  • On the first point, can you imagine professional athletes getting trained once or two times per year in a 2-day class with some exercise at the end? How could they possibly perform at the Olympic games with such a poor training strategy? I am sure you agree with me, so far.
    Now think about the Leaders in your organization (or the salespeople or the customer care staff, it’s just the same). Aren’t you (and your entire organization) calling them to win the gold medal at your Olympic games (in other words, winning the next big contract, keeping your clients loyal for life or spreading your well-designed corporate culture)?
    So, why should they be prepared for that challenge with such a poor training strategy as the pit-stop learning activities? (Yes, that’s what the 2-days class + some exercise really are). Food for thought here.

 

  • On the second point, if you really think that in the 21st century you really need to monopolize the entire agenda of your trainees to deliver effective and consistent long-haul training, please read this article (“Three Case Studies and One Strategy to Keep Users Engaged with Digital Learning”).
    Scheduling effective simulation-based, actionable training is much easier than you think. Evidence shows that it takes less than one hour / month to develop and maintain conversational skills (because you need to maintain them as well). And after just 3-4 months, results are stunning (all in the case study described in the article linked above, which is worth reading).

 

Kudos to you for reading this far. I know it was long, but I hope it was worth it. There is really so much to do to make soft skill training great and I hope this article gave you some elements of reflection.

I would love to hear from you, so feel free to comment below or to contact me directly. Also, if you are curious about how we develop Digital Role Plays that really perform, give us a shout and book a 1-hour discovery call of our tools.

Have a great day.

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