LEARNING EXPERIENCE DESIGNER • CURRICULUM INNOVATOR
Leading the Performance Review
Scenario-Based Microlearning | Articulate Storyline 360 | Manager Development
Project Overview
Leading the Performance Review is a short, branching learning experience designed for managers and team leaders. Learners step into a performance conversation with Dana, an experienced engineer whose delivery timelines and participation have changed.
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Across three decision points, learners choose how to open the review, explore contributing factors, and agree on next steps. Their choices influence what Dana shares and how the conversation ends. A downloadable conversation planner extends the experience into preparation for future reviews.
The Learning Experience
Learners begin by reviewing a compact employee file containing observations from Dana’s recent work. They then guide the conversation through three decisions.
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The interaction adapts to earlier choices. Learners who uncover competing workload demands can address those demands when planning next steps. Learners who have not yet explored the cause can still pause and arrange a focused follow-up conversation.
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Four possible outcomes show what the chosen approach leaves resolved or unresolved. Learners can revisit the scenario to explore another path.
Specific observations establish the situation while leaving the causes open for exploration.
Three plausible responses ask learners to weigh different approaches to the conversation.
A four-part framework connects the scenario to future performance conversations.
Key Design Decisions
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Consequences through conversation. Dana’s responses reveal how each approach affects what the manager learns. Outcome slides explain the practical implications.
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An opportunity to recover. An early choice does not permanently determine the result. Learners can recognize missing information and change direction.
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Choices that carry forward. Storyline variables track decisions and route learners to relevant dialogue and outcomes.
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A focused scope. One employee, one conversation, and three decisions keep the experience manageable while allowing meaningful variation.
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Support beyond the course. The conversation planner provides space to record observations, explore contributing factors, assign actions, and schedule follow-up.
Reflection
A central design decision was allowing learners to recover after moving too quickly toward a solution. That made the conversation more flexible and reinforced the value of recognizing what remains unknown.
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The revision process also highlighted the importance of separating observation from interpretation. Missed deadlines create a reason to ask questions; they do not establish why performance changed. Keeping that distinction visible helped focus the experience on inquiry, shared responsibility, and concrete follow-up.
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A useful next step would be to pilot the course with managers, examining whether the choices feel realistic and whether learners can apply the framework to a new situation.