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ATD author and former performing artist Rance Greene joins us for this episode of The Accidental Trainer to discuss how to pick the right story for your learners. He also relays why it's important to stick with your strengths and give it all you've...

Rance Greene on Storytelling During Training

Author Rance Greene answered questions about storytelling.

Q&A With Instructional Story Design Author Rance Greene

Rance Greene is a story designer. He is a master of connecting stories to learning. He works for Health Care Service Corporation (HCSC), where he transformed compliance training to an action-based story platform. His eLearning solutions have won awards from the eLearning Guild, ATD Dallas, Health Ethics Trust and even a Telly Award. Rance believes that story designing is not reserved for only great story-tellers. His Story Design workshops are lauded for their practicality and personal feedback on assignments. His presentations demonstrate story design technique and give his audiences the opportunity to experience the power of stories in learning for themselves. Rance is a also a playwright, song-writer and frequent speaker. In 2017, he served ATD Dallas as the VP of Special Interest Groups. In 2018, he serves as the Executive Board member overseeing Professional Development for ATD Dallas.

Rance Greene

Earlier this year, we asked several professionals to share their top predictions for 2023. Check out what ATD experts said in “Instructional Design 2023: Experts Share Top Predictions” as we return to these same experts to explore what ca

Instructional Design: Experts Revisit Top Predictions in 2023

**(Alexandria, VA) April 28, 2020—**Stories are a common language. They are memorable, actionable, and emotional, making them perfect for training and instructional design. In Instructional Story Design: Develop Stories That Train (ATD Press, April 2020), master story designer Rance Greene shares his story design process for discovering, designing, and delivering winning instructional stories that connect audiences emotionally and intellectually and motivates them for action and change.“There’s a tendency to avoid the language of stories when it comes to training adults,” says Greene. “Unfortunately, storytelling as an instructional design skill has been largely abandoned. We know instinctively and research continues to prove that storytelling works amazingly well for learning. But when it comes to writing the story and connecting it concretely to learning objectives, designers may feel intimidated or too pressed for time to think creatively.“The goal of this book is to thoroughly equip talent development professionals and educators with a repeatable process to design stories for any training initiative on any timeline,” states Greene. “The story design model seamlessly blends with instructional design, to empower the designer to develop stories that connect with audiences both intellectually and emotionally.”Greene focuses on knowing your audience and what you want them to do; unearthing the best story for instruction by asking the right questions of stakeholders and subject matter experts; creating relatable characters and strong conflict for powerful stories; storyboarding a finished product; overcoming common barriers; and maximizing stories for training. Instructional Story Design examines stories from many different delivery methods, including instructor-led, blended learning, microlearning, games, branching scenarios, and immersive technologies like virtual-reality.Greene uses relatable stories to illustrate his points. The book is a comprehensive resource, including case studies from Pizza Hut, Southwest Airlines, and PepsiCo; an audience profile questionnaire; a character description worksheet; a complete instructional story design plan; and tips for using graphics, audio, and video.He adds, “Through storytelling, talent development professionals have the power to change the culture of training within their organization and create training that makes a lasting impact on their learners.”About Rance GreeneGreene is a playwright, songwriter, and story writer. His connection of instructional design to story design has made him a sought-after speaker and consultant. He formed needastory.com to help talent development professionals and leaders understand their audience. His presentations are noted for their lively interactions, practical skill-building and stories. He involves audiences and students by asking them to think, respond, analyze, and ultimately discover that they are the best storytellers for their audience. He is based in Dallas, Texas.About ATD and ATD PressThe Association for Talent Development (ATD) is the world’s largest association dedicated to those who develop talent in organizations. ATD’s members come from more than 120 countries and work in public and private organizations in every industry sector. ATD Press publications are written by industry thought leaders and offer anyone who works with adult learners the best practices, academic theory, and guidance necessary to move the profession forward. For more information, visit td.org/books.Instructional Story Design: Develop Stories That TrainISBN: 978-1-950496-59-4| 280 Pages | Paperbacktd.org/books/instructional-story-designTo order books from ATD Press, call 800.628.2783.To schedule an interview with Rance Greene, please contact Kay Hechler, ATD Press senior marketing manager, at khechler@td.org or 703.683.8178.

Powerful Storytelling Can Enhance Training and Change Behaviors

The session “Story Design: A Foundationally Human Approach to Instruction” began with video clips of two distinctly different mock training sessions. In one, the facilitator Cindy read presentation slides of learning objectives, which were filled with lots of text, and she asked for questions only to quickly move on. In the second, Cindy polled learners ahead of the course to learn about their experiences. She then made the session interactive by supplying learners with a worksheet, and she followed the chat to chime in on learner responses. With these video clips, Rance Greene clearly made his point about humanizing training courses.Regarding the first training scenario, Greene—author of Instructional Story Design: Develop Stories That Train—pointed out that Cindy didn’t interact with her learners as if they’re human. Yes, she asked whether they had questions, but she didn’t elicit any responses from her uninterested learners. Greene offered an alternate option to that scenario—one in which he showed positive ways to engage learners.He described his story design model that pushes talent development professionals to think about learners as people from the beginning during the analyze phase and then continuously through implementation. Greene continued, “I like to think of story design in terms of instructional design.” And instructional design fills a basic human need, to improve knowledge, skills, and attitudes.Greene compared training with the theater, his previous professional experience: real humans, doing real actions, in front of a live workforce. Unfortunately, corporations are all too often emotion-averse, and that has made its way into our training, he opined.“Stories get us ready to act,” Greene emphasized. During his session, he outlined the first steps of the ADDIE model and how they relate to incorporating story design into a training program.For TD practitioners, one of the first people they’ll interact with is the stakeholder. During that dialogue, they need to determine the root cause of the deficiency in performance, the business outcome, and whether a training program is the answer. If training is the right answer, the TD professionals must connect with a subject matter expert to determine the answers to two questions during the analyze phase: Who is the audience? What do we want them to do?They then need to ask additional questions: What do learners value? What motivates them? What do they fear? How will training benefit them? Each audience is unique, so to create the best training, Greene urged TD professionals to create an audience profile by answering those questions.Further, when designing training, it’s important to drill down to observable actions. It’s not sufficient to say, “do the right thing,” “be customer first,” or “be compliant.” Rather than saying “be customer first,” for example, TD professionals should think about specific actions. What could those actions be? Greene pointed out that the action could entail floor reps smiling at customers, asking whether they can help the customers, walking with the customers to the product they’re looking for, and thanking them for coming into the store.Once TD practitioners know their audience and what participants should do in the training program, they can design a training program that will speak the learners’ language. At this phase, Greene recommended trainers fill the gap between story and action. Along with things such as suspense, hero, plot, problem, and character, stories need relatable characters and strong conflict.TD practitioners can use their audience profile to develop relatable characters. And they can use their action list of behaviors to design a strong conflict. By putting relatable characters together with a strong conflict, TD practitioners will create within their audience a desire for resolution. And that is filled with your message toward action. Greene explained more about characters and conflict in his blog, “L&D Pros Are the Best Storytellers.”Greene is facilitating the interactive postconference workshop “Build the Story: An Exercise in Training Humans” on Friday that will continue the learning around building characters and conflict. The workshop is currently full, but a waitlist is open.Share your ATD Virtual Conference experience on social media. #ATDVirtualConference

Stories Prepare You to Act

November 2023 - TD Magazine

What’s missing from many of L&D’s interactions with stakeholders is the human element.

Become a Better Business Partner, One Story at a Time

Story Design: A Humanized Approach to Instruction

Looking Forward to Compliance: How Stories Transform Required Training

Though many instructional design certificate programs have a deep focus on writing learning objectives, a highly academic approach does not always prepare professionals and students to enter a fast-paced business world. When it comes down to communications with stakeholders, subject matter experts, and learners, it’s best to talk straight: “What actions need to be done to achieve the business outcome?”. Use this tool to ensure your SMEs, learners, and stakeholders all achieve their desired outcomes. 

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