The Basics of Branching Logic

By Mark Lange

Training the next generation of workers is becoming more challenging. Most training experts believe that in order to train effectively, some level of interactivity is required. Many organizations, from the Department of Defense to Best Buy, are beginning to use scenario-based branching logic for more complex training sessions.

Training sessions, policy information, and even human resource tools have moved to electronic formats. At the same time, workers have become more sophisticated in terms of computer usage. Employees who were introduced to software animation by the old computer game Pong may be satisfied with fairly attractive user interfaces and linear PowerPoint presentations. Unfortunately, many current e-learning systems won’t hold the attention of the 20-somethings raised on Playstation.

Many practitioners agree that younger generations can not be effectively trained using techniques that are fast becoming out of date for e-learning. As well, interactivity and attention span are inversely related. As interactivity increases, the individual’s attention span decreases. Workers in their twenties have been exposed to more exciting, fast-paced, graphically pleasing video games. The result: they simply will not respond to PowerPoint programs and page-turners.

Learning built by branching logic

Training challenges are huge for retail organizations and other companies in which key elements are real-time customer service and product knowledge. Shortened ramp-up times for new employees and more knowledgeable workers are competitive necessities for “big box” retailers, chain restaurants, and other high traffic, fast-paced industries. Many of those industries also rely heavily on a younger generation of workers as the main component of their staff. To find an answer, many of these corporations are turning to e-learning sessions that are much more interactive.

In order to hold the learners’ attention, which helps ensure retention, e-learning needs to focus not only on content, but also on engagement. Content meaning doesn’t change whether it’s presented via PowerPoint presentation, Word document, or an interactive e-learning solution. What employees learn and retain of that content is crucial. It’s a direct correlation with their ability to employ that knowledge on the job, in real situations.

Many organizations are turning to scenario-based branching logic for more complex training sessions. Scenario-based branching logic uses the basic tenets of video games as a basis for conveying content. During an e-learning session, branching logic forces the employee to make a decision. Based on that decision, the employee realizes success or jeopardy. The scenario changes with their decisions. The employee must either continue to build on success or determine how to get back on the right path. In other words, in a branching logic world, they learn from their own mistakes. It’s very similar to a video game. Do you open this door or that door? One door hides the gold, the other hides a dragon. Based on each decision, the game will change.

How branching logic works

But what exactly is branching logic? Branching logic is basically a "choose your own adventure" approach to training employees. It places employees in real-world scenarios specifically tailored to a company's unique processes and procedures. This experiential training enables employees to experience common situations that may occur on a sales call, customer interaction, or interactions with other employees. At regular intervals during the training, the employee must make a decision. Based on their decision, correct or incorrect, the next scenario is dependent on that specific decision. If the employee chooses incorrectly, they realize jeopardy, or a less-than-perfect situation that they must remedy in order to get back on the correct path. No two employees experience the same learning path, but still successfully meet the learning objectives.

Most training provides correct or incorrect feedback then advances to the next scenario regardless of the employee's decision. However, employees learn from making mistakes and correcting their behavior based on that experience. The next time a similar situation occurs, the employee will know what they need to do because they have adjusted their behavior. 

Of course, not all situations and certainly not all budgets allow for using branching logic for every training session. In many cases, a less interactive system will do just as well. It’s important to understand the different levels of interactivity, so that you can grow your portfolio of interactive e-learning sessions where needed. There are various levels of interactivity you can use as a standard in determining how interactive you want your e-learning. If you are looking to distribute basic information, a simple page-turner course could meet your requirements. If you are looking for an actual change in behavior, a more interactive e-learning course is necessary.

Levels of interactivity

The levels of interactivity as defined by the Department of Defense (DoD) provide a basis for developing effective and interactive e-learning in accordance with your corporate and training objectives. Your appropriate interactivity level is based on the nature of the content, your technological infrastructure, budget constraints, and other factors. Understanding and using these levels as standards for e-learning development in your organization can help provide guidelines for cost-effective use of interactivity.

Passive

The first level of interactivity is passive. In other words, the learner acts solely as a receiver of information. The learner is required to read the text on the screen, view graphics, illustrations, charts, and use the navigational buttons to progress forward through the program or move back. Engagement techniques might include multiple-choice tests, pop-ups, rollovers, simple animations, and true or false exercises. Passive e-learning is best suited for situations where content is key. This might include changes in HR policies, information updates from the executive team, or simple new features of existing products. 

Limited interaction

The next level is defined as limited interaction. In these e-learning sessions, the learner makes simple responses to instructional cues. Examples might include learning activities used in passive scenarios, as well as the introduction of scenario-based multiple-choice and column-matching exercises related to text and graphic presentations. Engagement techniques include drag-and-drop and other matching exercises. Some application simulations that do not require input of field data also may be developed, as well as interactive animations in which the learner has the ability to investigate some task. Limited interaction e-learning sessions are a good first step to introduce scenario-based training into your portfolio. Introductions of new product, new procedures or processes, and new features of existing products are good applications for limited interaction e-learning.

Complex interaction

The third level is complex interaction. In complex scenarios, the learner makes a variety of responses using varied techniques in response to instructional cues. Beyond the interaction experienced in limited interaction, sessions may introduce text entry boxes and ask users to manipulate graphic objects to test assessment of the information presented. For the first time, scenario-based branching logic is introduced. Here, the learner experiences some kind of jeopardy or consequence for an incorrect response. Movement through the training session is predicated on the decisions made by the learner. The user actually learns from his or her mistakes, and chooses alternative courses of action in order to remediate the situation.

Most e-learning sessions can be quite effected using complex interaction. The scenarios do include some level of branching logic; however, they’re typically finite in number. Most organizations can represent many of the day-to-day activities and choices required of their workers by employing e-learning that uses complex interaction branching logic.

Real-time interaction

In some instances, however, real-time interaction is required. These may be situations in which a product or situation is so complex that it requires lengthy, in-depth training. This fourth level of interactivity has the learner directly involved in a life-like set of complex cues and responses. Real-time interaction means engaging the learner in a simulation that mirrors the work situation with stimuli-and-response coordinated to the actual environment. Learning and assessment is done real-time, with feedback occurring nearly instantaneously, and a seemingly infinite number of scenarios. It requires a collaborative environment with a facilitator, and usually other learners. Flight simulators are a good example. It can be extremely expensive, and as mentioned before, not typically required for most training required today.

Bottom line

As you can see, branching logic can be introduced into a company’s portfolio of e-learning sessions slowly and by increasing the interactivity level of each new session. Proper measurements should be in place to determine the impact on retention of information, and ultimately customer satisfaction, as increased investments in interactivity are made.

However, developing scenario-based e-learning can be more expensive than simple page turners and PowerPoint presentations. But many experts believe that the long-term benefits far outweigh the short-term costs of building these systems. Why? Because people learn by doing—employees retain more information when they are actively involved in the training session, rather than passively listening or watching. Companies using these systems will most likely experience faster ramp-up time for employees, reduced training and retraining costs, and a greater knowledge base for employees. Bottom line: scenario-based branching logic e-learning increases productivity of employees because it prepares them for common scenarios and situations they will experience on the job. It also helps reduce costly mistakes by having employees learn from their mistakes in a controlled training environment.

While you don’t need to develop the e-learning equivalent of Doom to win the hearts and minds of younger workers, you do need to develop much more interactive e-learning in order to capture their attention, improve their retention, and give them the ability to quickly translate that knowledge to the actual workplace. By examining and understanding the levels of interactivity, you can train your workers using software they’re familiar with rather than relying on tools that their parents used.

Published: January 2006