How to Meet Organizational Objectives With Your Training Sessions
How to Meet Organizational Objectives With Your Training Sessions
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- Last Updated: 02 April 2021
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Clients often know the outcomes they want. Your job is to translate those goals into practical learning and show impact. The steps below help you align fast without rebuilding everything from scratch.
1) Meet Stakeholders (30 minutes is enough)
Confirm scope and success signals before you touch the slides.
- How long should the session be? Half day or full day?
- How many participants? Any role mix to plan for?
- How does this training support the company’s plan this quarter/year?
- What must people do differently after the session?
- Any compliance or safety requirements? Any certification needed?
- What evidence would make you say “this was worth it” two weeks after?
2) Map Org Goals to Learning Objectives
Turn broad outcomes into clear, measurable objectives. Use a simple chain:
- Business goal → Reduce order errors 20%.
- On-the-job behavior → Reps verify 3 fields before submission.
- Learning objective → Given order forms (condition), reps will complete a 3-point check (performance) with zero missed fields (criterion).
Refresh on writing solid objectives: Writing Proper Training Objectives.
3) Review Materials and Customize Examples
Keep the core. Swap in client-specific cases, data, and language.
- Rewrite 1–2 role-plays to mirror the client’s scenarios.
- Replace generic screenshots with their tool views where possible.
- Pick delivery length that fits scope: Full Course Packages for full days, or Mini Course Packages for focused half days.
4) Involve Participants Early
Open by stating how the session was tailored for them. Invite live examples and questions you can fold into exercises. This increases relevance and buy-in.
5) Plan for Transfer
- End with a one-page action plan and peer commitment.
- Use quick self-checks to target practice, e.g., Readiness for Change or Assessing Your Organisation’s Culture.
- Share a manager follow-up prompt so leaders reinforce after class. See: Putting Training into Action.
6) Measure What Matters
Pick a few signals you can collect quickly:
- Reaction: 1-minute pulse (use 3 targeted questions).
- Learning: Short demo, quiz, or teach-back.
- Behavior: Two-week check on the specific habit you targeted.
- Result: One metric tied to the stakeholder’s goal (trend, sample).
7) Report Back (short and useful)
Send a concise note or slide with:
- What you tailored (scenarios, terms, exercises)
- Who attended and for how long
- Evidence of learning and early behavior shifts
- Next steps you recommend (manager nudge, refresher, resource)
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