Great eLearning isn’t built on information – it’s built on experience. Learners don’t change behaviour because they read something. They change because they practise something. That’s why scenario-based learning remains one of the most effective ways to build real-world capability.

When people are placed in believable workplace moments and asked to decide what to do next, they think more deeply, engage more meaningfully, and retain far more.

If you’ve explored scenario-based learning before, you’ve likely come across the 3C Model – Challenge → Choices → Consequences, created by Tom Kuhlmann and published on the Articulate blog. It is arguably the most influential scenario-writing framework in the eLearning industry – a gold standard for turning real workplace challenges into structured, meaningful decision points. Few models have had such a lasting impact on how designers build interactive learning.

In this post, we build on that model and extend it with one additional step to support deeper realism in workplace learning. This gives us a practical, workplace-ready structure:

Context → Challenge → Choice → Consequence

A respectful adaptation of the original 3C model for modern scenario design.

With that foundation in place, let’s explore how to apply it to write scenarios that feel human, grounded and behaviour-focused and that work beautifully in Articulate 360.

Step 1: Start With the Behaviour You’re Targeting

Before writing anything, define the behaviour the scenario is designed to influence. This keeps the scenario purposeful rather than theatrical. Ask:

• What do learners need to do differently?
• What decision are they practising?
• Where do people commonly get this wrong?
• What’s the real-world impact when they do?

Examples:

• Calling out unsafe behaviour early
• Managing a frustrated customer calmly
• Escalating risk appropriately
• Protecting sensitive information
• Holding a courageous conversation with a staff member

A scenario is rehearsal for real behaviour, not a story for entertainment.

Step 2: Set the Context

Context is the doorway into the scenario, a quick snapshot to help learners recognise the moment and mentally step into the scene. Context should answer:

• Where are we?
• Who’s involved?
• What’s happening?
• Why does this matter right now?

Example:
You’re supervising the late shift. The team is rushing to complete orders before dispatch closes. As you walk past the loading bay, you see a new team member standing on a pallet to reach stock — a clear safety risk caused by time pressure.

This is clean, concise and most importantly, real.

Step 3: Present the Challenge

This is the point where something meaningful must be decided. A good challenge is shaped by tension, competing priorities or uncertainty. Strong challenges emerge from:

• time pressure
• interpersonal tension
• unclear expectations
• emotional discomfort
• ethical dilemmas
• safety or customer risk

If a learner can choose instantly without pausing, the challenge may need sharpening.

Step 4: Offer Realistic Choices

Choices represent real workplace behaviours not textbook answers. Good choices:

• are all plausible
• reveal different attitudes or instincts
• aren’t trick answers
• reflect human tendencies (avoidance, speed, empathy, frustration, caution)
• create a moment of real thinking

Example:
A) Correct the unsafe behaviour loudly so everyone hears the message.
B) Pull the team member aside privately to understand what happened.
C) Focus on the deadline now and address the behaviour later.

Each option influences culture differently and that’s the point.

Step 5: Show Natural Consequences

This is where the learning happens. Consequences should feel:

• natural
• realistic
• connected directly to the behaviour
• human in their impact

Avoid exaggerated disasters or Hollywood drama. Real consequences teach people better.

Example Consequences:

• A public correction stops the behaviour but damages trust.
• A private conversation builds safety and confidence.
• Delaying action creates a near-miss or a repeat incident.

Let learners feel the difference their decision makes.

Step 6: Use Human Dialogue

Dialogue transforms a scenario from “eLearning” into a moment that feels lived. Consider these tips:

• Keep it conversational
• Use short sentences
• Avoid policy-speak
• Let characters show emotion, hesitation or urgency
• Write how people actually talk

Bad example:
“In accordance with organisational procedures, you must comply with safety requirements.”

Better:
“Hey Sam, can we talk quickly about what I saw on the pallet?”

Human voice = human learning.

Step 7: Keep the Structure Simple

Scenarios don’t need ten branches to be powerful. A strong structure is often:

• Context
• Challenge
• Choice
• Consequence
• Optional second decision
• Wrap-up

Simplicity keeps focus on the behaviour, not the branching map.

Step 8: Build Short, Punchy Micro-Scenarios

Learners prefer fast, meaningful scenarios that slot naturally into their workflow. These work beautifully in:

• Rise: simple, conversation-style interactions
• Storyline: rich, expressive, high-risk decisions
• Hybrid: the perfect combination of clarity + immersion

Micro-scenarios are ideal for compliance, safety, onboarding, wellbeing and leadership.

Example Scenario Using 4C Framework

Context:
You’re managing the customer service counter. A customer arrives visibly frustrated after receiving incorrect information earlier in the week.

Challenge:
Your new team member handled the earlier inquiry. You need to address the customer’s concerns and guide the staff member.

Choice:
A) Apologise and resolve the issue, then coach the staff member privately.
B) Correct the staff member publicly so the customer sees action.
C) Ask the customer to email as the team is overwhelmed.

Consequence:

A) builds trust and confidence.
B) satisfies the customer but creates team hesitation.
C) escalates frustration and causes a complaint.

Final Thoughts

Scenario-based learning is one of the most effective ways to build real capability because it mirrors the decisions people face every day at work. Tom Kuhlmann’s 3C framework is a brilliant foundation and by adding a simple Context step, you can elevate workplace scenarios into richer, more believable moments that help learners pause, think and act with confidence.

No matter which tool you use – Rise for quick conversations, Storyline for richer immersion – the structure remains the same:

Context → Challenge → Choice → Consequence

A simple, powerful way to design scenarios that influence behaviour.

Design the moment.
Let the learner make the call.
Show what happens next.

That’s where capability grows.

If you’d like to go a step further and learn how to build these scenarios in Rise and Storyline, our Certified Articulate Training programs show you exactly how to bring your scenario designs to life. From Rise scenario blocks to Storyline branching, animation, variables and custom interactions, you’ll learn the techniques our award-winning team uses every day.

Explore our Certified Articulate Training to see how to turn your scenario designs into real, interactive eLearning.