If you’re in charge of onboarding, you know the pain: new hires get dumped into a mess of generic training, zone out, and then fumble through their first weeks. Scenario-based learning is supposed to fix this — but off-the-shelf paths rarely match what your team actually needs. This guide is for anyone who wants to use Secondnature to build custom, scenario-based learning paths that actually prepare new hires for the real work.
No fluff. No empty “engagement” metrics. Just practical steps, some honest warnings about what’s worth your time, and how to avoid rookie mistakes.
Why bother customizing learning paths in the first place?
Let’s be blunt: most canned training modules are boring, forgettable, and have little to do with your company’s real-world challenges. Customizing scenario-based learning paths means:
- New hires practice situations they’ll really face, not abstract “best practices.”
- You avoid wasting hours (and money) on irrelevant content.
- You spot knowledge gaps before they become customer complaints or internal screwups.
Secondnature’s platform gives you the tools to do this, but you’ll need a plan — and some skepticism about shiny features that overpromise and underdeliver.
Step 1: Map Out What New Hires Actually Need to Know
Before you even log in to Secondnature, talk to the folks who know what new hires struggle with:
- Ask experienced team members what tripped them up when they started.
- List out key scenarios new hires will face in their first 30-60 days (handling a tough customer, demoing your product, troubleshooting a common issue, etc.).
- Ignore “nice-to-have” fluff (“Our company values teamwork!”) unless it’s tied to real decisions or actions.
Pro tip: Keep your list short and focused. Ten relevant scenarios beat thirty generic ones every time.
Step 2: Get Familiar With Secondnature’s Authoring Tools
Log in and poke around. Secondnature’s interface isn’t rocket science, but you should know:
- Templates exist, but don’t trust them blindly. They’re a starting point, not a turnkey solution.
- Scenario editor: This is where you build out conversations, decision trees, or branching paths.
- Media uploads: You can add audio, video, or text prompts, but don’t overcomplicate things for the sake of “engagement.”
- Assessment tools: These let you set criteria for what “good” looks like — but they’re only as good as the real-world behavior you want to see.
Spend an hour or two clicking around, try making a basic scenario, and test it yourself. Don’t aim for perfection yet; just get comfortable.
Step 3: Customize (or Create) Scenarios That Fit Your Reality
Here’s where most people go wrong: they slap their logo on a generic scenario and call it a day. Instead:
- Start with a real situation. For example, “Handling a customer who’s angry about a late delivery.”
- Write out the conversation as it actually happens. Skip the corporate script. Use the language your team uses.
- Branch out realistic options. Let new hires make mistakes — and see the consequences.
- Keep scenarios bite-sized. Five minutes per scenario is plenty. People learn best in small chunks.
- Skip over-polished video intros. Unless you’ve got a pro, stick to text or simple audio.
What works: Scenarios that feel gritty and true-to-life, with room to mess up safely.
What doesn’t: Overproduced, one-size-fits-all modules that try to “gamify” everything but end up confusing or boring learners.
Step 4: Sequence Scenarios Into a Cohesive Learning Path
Don’t just dump a pile of scenarios on new hires and hope they’ll figure it out. Secondnature lets you string them together:
- Start with easy wins. Build confidence with straightforward situations.
- Add complexity gradually. Introduce harder scenarios as they progress.
- Mix in reflection points. Ask, “What would you do differently?” or “How did that feel?” to reinforce learning.
- Make it flexible. Not everyone needs to do every scenario in the same order — allow for some branching or skipping if someone already knows their stuff.
Pro tip: Test the sequence yourself or with a friendly colleague. If it feels like a slog, cut or tighten it up.
Step 5: Set Up Feedback and Assessment That’s Actually Useful
Secondnature offers all kinds of analytics — but the only metrics that matter are the ones tied to real-world performance.
- Define clear success criteria. What does “good” look like in each scenario? Be specific.
- Use feedback that helps, not just grades. If someone picks a weak response, explain why — don’t just give them a red X.
- Track progress, but don’t obsess. Look for patterns (“Everyone struggles with this scenario... why?”) instead of micromanaging scores.
- Skip vanity metrics. Engagement time and quiz completion rates don’t mean much if people aren’t learning what they need.
What works: Honest, actionable feedback that helps people get better right away.
What doesn’t: Endless leaderboards, badges, or “gamification” that distracts from real learning.
Step 6: Roll Out, Gather Feedback, and Iterate
You won’t get it perfect the first time — and that’s fine.
- Pilot with a small group. Pick a few new hires or recent joiners and have them run through the path.
- Ask what felt real (and what didn’t). You’ll get better insights from quick, informal chats than formal surveys.
- Tweak scenarios and sequences. If something’s confusing, boring, or irrelevant, change it.
- Don’t be precious. Kill your darlings. If a scenario sounded cool but fell flat, drop it and move on.
Pro tip: Schedule a quick review of your learning path every few months. Reality changes, and so should your scenarios.
A Few Things to Ignore (Seriously)
- Don’t get sucked into “AI-powered” content generators unless you plan to heavily edit what they spit out. Realistic, custom scenarios can’t be faked.
- Don’t overdo multimedia. Fancy videos and interactive widgets sound great but are often a pain to maintain — and most people just want clear, useful practice.
- Don’t try to train everything. Focus on the 20% of situations that cause 80% of headaches for new hires.
Wrapping Up: Keep It Simple and Keep Improving
Customizing scenario-based learning in Secondnature isn’t about showing off or ticking boxes. It’s about giving new hires the confidence to handle real situations, right out of the gate.
Start small, stay honest, and remember: a handful of gritty, real scenarios beats a library of generic fluff every time. Get feedback, keep tweaking, and don’t let perfect be the enemy of good. Your new hires (and your future self) will thank you.