<div class="lw-widget-in learnworlds-main-text learnworlds-element learnworlds-main-text-normal" data-element-id="textNormal" data-node-type="text" id="el_1658785768982_396" style="">To sum up this structure, it looks like this:&nbsp;<br></div><h4 class="lw-widget-in learnworlds-heading4 learnworlds-heading4-large learnworlds-element" data-element-id="textNormal" data-node-type="text" id="el_1658786051875_436" style=""><div style="text-align: center;">STORY <span style="color: rgb(255, 132, 0);">&gt; </span>REFELECT <span style="color: rgb(255, 132, 0);">&gt; </span>SOLVE <span style="color: rgb(255, 132, 0);">&gt; </span>FEEDBACK</div></h4><ul class="lw-widget-in lw-cols oneItem-per-row multiple-rows learnworlds-element js-same-content-wrapper" data-node-type="listWrapper" data-element-id="listType1" id="el_1658951004446_1498"> <li class="col no-padding flex-item with-flexible-parts non-flexible js-lw-flexible-wrapper js-same-content-child" data-node-type="listItem" id="el_1658951004451_1508"> <span class="learnworlds-main-text-normal flexible-part learnworlds-icon lw-brand-text fas fa-angle-right" data-node-type="icon" id="el_1658951004453_1509"></span> <div class="flexible-part learnworlds-main-text learnworlds-element learnworlds-main-text-normal" data-node-type="text" id="el_1658951004454_1510">Tell the story first.</div> </li> <li class="col no-padding flex-item with-flexible-parts non-flexible js-lw-flexible-wrapper js-same-content-child" data-node-type="listItem" id="el_1658951004455_1511"> <span class="learnworlds-main-text-normal flexible-part learnworlds-icon lw-brand-text fas fa-angle-right" data-node-type="icon" id="el_1658951004456_1512"></span> <div class="flexible-part learnworlds-main-text learnworlds-element learnworlds-main-text-normal" data-node-type="text" id="el_1658951004457_1513">Ask the learner to reflect on the story.&nbsp;</div> </li> <li class="col no-padding flex-item with-flexible-parts non-flexible js-lw-flexible-wrapper js-same-content-child" data-node-type="listItem" id="el_1658951004458_1514"> <span class="learnworlds-main-text-normal flexible-part learnworlds-icon lw-brand-text fas fa-angle-right" data-node-type="icon" id="el_1658951004458_1515"></span> <div class="flexible-part learnworlds-main-text learnworlds-element learnworlds-main-text-normal" data-node-type="text" id="el_1658951004459_1516">Ask the learner to solve something based on the story.</div> </li> <li class="col no-padding flex-item with-flexible-parts non-flexible js-lw-flexible-wrapper js-same-content-child" data-node-type="listItem" id="el_1658951103925_1569"> <span class="learnworlds-main-text-normal flexible-part learnworlds-icon lw-brand-text fas fa-angle-right" data-node-type="icon" id="el_1658951103924_1567"></span> <div class="flexible-part learnworlds-main-text learnworlds-element learnworlds-main-text-normal" data-node-type="text" id="el_1658951103924_1568">Give the learner feedback on their answers.</div></li></ul>

The Success Case Method deliberately looks at the most, and least, successful participants of a program. The purpose is not to examine the average performance - rather, by identifying and examining the extreme cases, it asks: 'When the program works, how well does it work? What is working, and what is not?'.&nbsp;

You want learners to fail in an environment where they can receive corrective feedback and learn from their failures rather than make the failure on-the-job in the actual situation such as in front of a customer or violating a safety protocol on a piece of equipment.

You want learners to fail in an environment where they can receive corrective feedback and learn from their failures rather than make the failure on-the-job in the actual situation such as in front of a customer or violating a safety protocol on a piece of equipment.

The 85% rule suggests growth will be maximized when we practice tasks we can succeed at roughly four-fifths of the time.

If you succeed in every attempt, you probably don’t have the difficulty high enough to improve. If you fail most of the time, you will likely make more progress if you start picking smaller, more manageable challenges.

<h3 style="text-align: center;"><strong>Two-Day Workshop Fee:</strong></h3> <p style="text-align: center;">Starting at $19,500<br> (including travel within contiguous US)<br> plus workbooks at $95 per participant.</p>

One training exercise that we analyzed, and that shows promise, is perspective-taking, which is essentially the process of mentally walking in someone else’s shoes. Results from our <a href="https://link.springer.com/article/10.1007/s10869-014-9384-3" target="_blank">experiment</a> involving 118 undergraduate students showed that taking the perspective of LGBT individuals or racial minorities —&nbsp;by writing a few sentences imagining the distinct challenges a marginalized minority might face — can improve pro-diversity attitudes and behavioral intentions toward these groups. These effects persisted even when outcomes were measured eight months after training. Even more exciting is the fact that perspective-taking was shown to be capable of producing crossover effects. In our experiment, taking the perspective of LBGT individuals was shown to be associated with more positive attitudes and behaviors toward racial minorities, and vice versa.

Another activity that has empirical support is goal setting. <a href="https://link.springer.com/article/10.1007/s10869-012-9264-7" target="_blank">Recent evidence</a> shows that this strategy — more broadly used to motivate improved aspects of someone’s job performance — can be successfully adapted by asking diversity training participants to set specific, measurable, and challenging (yet attainable) goals related to diversity in the workplace. For example, a trainee might set a goal to challenge inappropriate comments about marginalized groups when overhearing them in the future (in combination with receiving information about how best to handle such situations). Our experiment with 158 undergraduate students showed that goal setting within diversity training led to more pro-diversity behaviors three months after training and improved pro-diversity attitudes nine months after training. These long-lasting effects are notable, given that diversity training sessions in organizations are usually few and far between.