- Reading time: 3 minutes
When does an employee or participant need to take action in the workplace? With the format ACTIONPLEASE, participants learn to recognize specific situations and to take action.
How does action-based learning work?
The format starts with a clear mission: when should the trainee take action? Should he, for example, assess safety? Apply conversation techniques? Or recognise buying signals in a sales pitch?
This is followed by a recognisable case from practice. In this case study, different situations arise. Situations in which the participant must take action. But beware! There will also be misleading situations where no action should be taken.
When the participant takes action, a deeper question follows: why was the video stopped? Was it too early, or too late? In this way, the action is confirmed or feedback is given on how to do it better next time.
Watch the video below in which Tiffany explains the format:
Action-based learning: in what situations can it be applied?
There are countless examples of situations in which participants need to recognise and take action. To give you some ideas, here are 3 examples:
Example 1: Preparation for a medical procedure
Preparing for a medical procedure is precision work. Let the participant intervene when something goes wrong or when a step is skipped. By intervening, the participant discovers the possible risks. At the end there is a summary of the most important points for attention.
Example 2: Expanding the product range
Does your organisation have to update or expand its product range? If this is the result of a larger vision, you most likely want to inform the office workers alongside the store employees. Let them recognise the changes in the range with ACTIONPLEASE. After each moment of action, ask a control question to go deeper into the subject, or share a “did you know”.
Example 3: Protecting sensitive information
Do your employees handle sensitive information? Regularly remind them of the correct procedure. The situations in the video will ensure recognition in practice. This allows the participant to recognise risky situations and to intervene when necessary.
Time for action!
What do you need to get started with this format?
- A video or animation of maximum 3 minutes. This does not have to be a professional video, but you can also film from a person’s point of view. Think of an action camera that you attach to the actor’s head. This point of view makes it extra realistic for the participant!
- 5-10 situations
- Feedback per moment
- Questions to deepen each situation
Good luck with the creation of your format!
Looking for extra inspiration, examples or ideas? Get in touch with us!