Jean Roberts

A case study or scenario can be used in informal on-the-job training, coaching and mentoring.  It can facilitate a structured one-to-one or small group discussion – or it can facilitate a structured discussion during a team or small staff meeting.

 A case study or scenario is a metaphor.  It is an example that can guide an informal but focused discussion among two, three or more people who have knowledge and understanding of a specific workplace situation – which could be a need, problem, opportunity or challenge.

 The objective of this discussion is an improved understanding of either the situation, or options available for the ‘next action’.

 A case study is not a case history – a case history is a detailed and factual record of a specific situation or set of circumstances.

 A scenario need not be factual – but it does need to be believable.

 The need, problem, opportunity or challenge could be:

• agreeing on the value of a particular action or behaviour,
• responding to an unexpected event,
• assessing risk,
• encouraging innovation,
• testing the best language and style for a safety procedure,
• remedying a deficiency.

 In preparation, ensure that:

1. the case study or scenario is prepared with a specific situation – and a specific group of people – in mind, and that a copy is provided for each person in the group (maximum of four brief paragraphs),
2. nothing is written into the case study or scenario that includes or infers any factual details of persons, time, place, incident or experience,
3. each person to participate in the structured discussion has adequate knowledge and understanding of the situation to be discussed with the aid of the case study or scenario,
4. privacy and confidentiality are protected,
5. respect is shown for all involved with or affected by the discussion, and
6. the case study or scenario is clearly presented, and readily connected with the situation.