Objectives drive the curriculum. They direct your topics, influence the test questions, help measure the learner’s progress and they are helpful when you update materials and courses. View the content you create through the lens of actionable objectives.
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It’s easy to fall into the trap of planning before agreeing upon a desired outcome. Trainers are particularly susceptible to this pitfall, because they are often comfortable with last-minute requests and pride themselves on being nimble and responsive.
“Training solves all problems” is a common but misused mantra. While training can improve performance and enhance safety, the truth is that a training program serves one purpose: to develop competencies connected to work.
With all of the training technologies, methods, models and methodologies out there, why is no one talking about the one factor that gives the biggest bang for a constantly limited and squeezed training buck?
The one question you must be able to answer to communicate to your vendor, to your management team and to your sales force is: What do you want your representatives to be able to do differently as a result of the training?
In 1956, a committee of educators led by Dr. Benjamin Bloom developed a system to classify learning objectives. Bloom and his committee recognized that not all learning objectives have equal impact. For example, a learning objective that emphasizes...
The most successful companies today have a workforce that is aligned behind a company’s strategic objectives and core values.