Welcome to part eight in our back-to-basics series on learning and development. This instalment revisits a core practice: learning outcomes and objectives. Getting this right helps you design training that’s measurable, purposeful and aligned with workplace needs.
Understand the difference between outcomes and objectives
It’s easy to treat learning outcomes and objectives as interchangeable. But understanding the difference is vital for shaping meaningful learning.
Think of it like this:
- Objectives set the direction of travel.
- Outcomes define the destination.
Here’s how they compare:
| Category | Learning objectives | Learning outcomes |
|---|---|---|
| Focus | What the session intends to deliver | What the learner needs to achieve in practice |
| Defined by | Learning designer with the client | Learning designer, client and learner |
| Timing | Before delivery | Before, during and after delivery |
| Purpose | Guide design and delivery | Guide reflection, assessment and impact evaluation |
To learn how these fundamentals tie into capability-building, explore how to build skills and capability frameworks.
Start with learning outcomes and objectives to measure impact
Stephen Covey’s advice to “begin with the end in mind” – from his book The 7 Habits of Highly Effective People – is especially relevant here. If you define clear learning outcomes and objectives from the start, you’ll have a better chance of confirming a genuine learning need.
This approach helps clarify what success looks like – creating measurable start and end points, improving evaluation, and supporting measuring learning impact.
Write strong learning objectives to support outcomes
Use a consistent starter phrase such as:
“By the end of this [learning intervention], participants will be able to…”
This encourages the use of active verbs that point to observable behaviours, which is key to writing learning objectives effectively.
For example:
- Describe
- Identify
- Explain
- Analyse
- Use
- Implement
- Apply
These verbs support training design principles that lead to learning experiences with clear, observable results – whether the aim is to reduce error rates, increase customer satisfaction or boost employee engagement.
Use the ‘so that’ test
A simple way to improve writing learning objectives is to add the phrase “so that…” at the end.
For example:
“By the end of this workshop, participants will be able to explain the organisation’s display screen equipment process so that they can complete DSE assessments for their team.”
This links the objective to a tangible workplace outcome and strengthens the connection to overall learning outcomes and objectives.
Bringing it all together
Here are seven practical steps you can apply straight away across any learning format – from workshops to briefings and self-directed modules.
1. Start with the outcome
Ask your client: “What should be different afterwards?”
If the answer feels vague, keep probing. Look for a clear shift in behaviour, confidence or capability. You’ll find guidance in this three-step approach to learning needs analysis.
2. Work backwards from impact
Let the outcome shape your objectives. Ask:
“What would someone need to do, say or demonstrate during the session to show they’re progressing towards the outcome?”
This supports better measuring of learning impact.
3. Use active, observable verbs
Avoid soft words like “understand” or “know”.
Choose verbs you can see or hear in action – for example: apply, demonstrate, decide, adapt.
4. Apply the ‘so that’ test
After writing each objective, complete the sentence:
“…so that…”
If you struggle, the objective likely needs refining.
5. Leave room for learner voice
Ask participants early on: “What do you want to get from this?”
This helps connect objectives to learner needs and real workplace relevance.
6. Don’t mistake happy sheets for impact
Positive feedback is nice – but it doesn’t guarantee learning has happened.
Design in moments where participants reflect on how they’ll apply the learning, and what actions they’ll take – vital for delivering impact and value.
7. Revisit and refine
Learning outcomes and objectives aren’t fixed.
Use participant feedback and facilitator reflection to check:
“Is this still helping people grow their capability, confidence and contribution?”
To assess real learning impact, see: Do your learning experiences make an impact?
Final takeaway
Learning outcomes and objectives are more than paperwork – they’re the foundation of strong training design principles. Use them to drive purpose, clarity and measurable improvement in your L&D delivery.
