Why Outcomes Are So Important to Training Sessions
Why Outcomes Are So Important to Training Sessions
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- Last Updated: 02 April 2021
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Outcomes set the target. They tell you and your client what will change after the session. Without them, planning drifts and measuring success gets fuzzy. Here’s a plain way to define outcomes, link them to objectives, and keep your design tight.
Outcomes vs. objectives (quick clarity)
- Outcome = the on‑the‑job change after training. Example: “Supervisors run 20‑minute stand‑ups that start and end on time for four weeks.”
- Objective = the in‑session performance that signals progress. Example: “By the end, participants build a 3‑step stand‑up agenda and rehearse it once.”
For help writing objectives, see Writing Proper Training Objectives.
What good outcomes look like
- Specific — who does what, by when.
- Useful — tied to real work, not trivia.
- Observable — you could watch or count it.
- Feasible — fits the time and support available.
Time management example outcomes:
- Managers schedule meetings at 25/50 minutes and hold to it for a month.
- Team members use one daily focus block and report one result each day.
- Leads run weekly plan‑and‑prioritize huddles using a shared template.
Design backward from outcomes
- Ask the sponsor: “What should people do differently next week?” Capture 2–3 outcomes.
- Map outcomes to objectives using the ASK model (Attitude, Skill, Knowledge). Quick refresher: Objectives guide.
- Protect practice time. If outcomes demand new behavior, you likely need a full‑day build or spaced sessions.
- Plan transfer with a one‑page action plan and a 2‑week check‑in. See Putting Training into Action.
Measure simply
- During — short demos, teach‑backs, or 5‑item checks tied to the objective.
- After — one manager nudge + a quick survey on the outcome. Keep it to what changed. Ideas here: The Power of Assessment.
Common traps (and fixes)
- Outcome is too vague: add a time window and a count. “Use agenda” → “Run 4 weekly stand‑ups using the 3‑step agenda.”
- Too many outcomes: pick three that matter most. Park the rest.
- No line to work: replace examples with client scenarios. Ask, “Where will you use this next week?”
- No post‑course support: add an action plan and one manager touchpoint.
Related tools & products
- Train the Trainer (Full Course) — outcome‑driven design and debrief scripts.
- Mini Course Packages — fast builds to target one or two outcomes.
- Meet Organizational Objectives With Your Training Sessions — align with strategy.
- Readiness for Change (Assessment) — spot adoption risks.
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