How do you explain learning objectives and outcomes to trainees?

This will be easier to do if a framework like SMART is put in place. To guide through objectives that are specific, measurable and achievable within a period of time. This communication helps trainer and trainee to prepare themselves mentally to achieve the goal therein.

To explain learning objectives and outcomes to trainees, start by clearly defining what they will know or be able to do by the end of the training. Use simple, direct language and ensure the objectives are specific, measurable, achievable, relevant, and time-bound (SMART). Connect the objectives to real-world applications or benefits to highlight their importance and relevance. For outcomes, describe the expected achievements or changes in behavior, skills, or knowledge as a result of the training. Use examples or scenarios to illustrate how these outcomes will be assessed or observed. Engaging trainees in this discussion not only clarifies expectations but also motivates them by showing the value and purpose of the training.

I like to modify the learning objectives according to the audience, as a kind of ‘what’s in it for me’. For instance, the objective shared with the stakeholder might be: “at the end of the course, employees will be able to process 30 applications per week with less than 10% errors”. But the objective shared with the learner audience would be “you can look forward to increased confidence and effectiveness while processing files”. The objective is the same - decreasing processing errors - but the language change respects that each party has different motivations.

Whether you base your program on Kirkpatrick s model or not, the learning objectives should be shared and thoroughly explained to your audience. You also need to assess that your audience comprehends those objectives and eventually evaluate their performance. People will easily identify with role models, so an induction session provided by a qualified professional that is familiar with your program, has experience with the company and his daily practice is deeply involved in the operations is a great way to demonstrate your objectives., as learners can actually imagine themselves doing the job.

Start by explaining what learning objectives are—clear statements of what trainees should know or be able to do by the end of the training. Ensure these objectives are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound), and present them concisely and understandably.

At the most basic level, you can begin explaining the learning outcomes to your trainees by first defining the What, the Why, the How, and the When of any task, concept, etc. 1) What is it for? What does it mean? 2) Why is it important? Why do we do this? 3) How are we going to get there? 4) When should I apply my new knowledge? Once the learner has an understanding about this, it will become clear what are the expectations, and which is the role they should play.

Describe learning outcomes as the tangible, measurable results that trainees will achieve. These are the skills, knowledge, or attitudes they will develop by the end of the training. Use concrete examples to illustrate how these outcomes translate into their daily work or real-life situations.

Structuring a “module-based” program can help to assess the learning experience and objective understanding. After each module is completed, a short evaluation will let you determine whether the learner has developed the skills and competencies necessary to move on to the next module. While an evaluation alone can not always determine whether the outcome has been achieved, hands-on exercises or mock sessions that focus on competency development can greatly improve the link between results and your objectives.

Clearly show how the learning objectives directly lead to the expected outcomes. Explain the training process, demonstrating how each step of the program is designed to achieve these objectives and produce the desired results. This helps trainees understand the value and relevance of each part of the program.

I love to start trainings with what I call "Personal Objectives", I do this by asking trainees to write down their personal goals and objectives in attending the training. I believe that this not only engage them in the process but also empowers them to actively consider and define what they aim to achieve. Then, I dedicate time to draw meaningful connections between these personal objectives and the broader goals of the program.

Involve trainees in the discussion of objectives and outcomes. Ask questions, invite them to share their expectations, and ensure they see how these objectives align with their own needs and aspirations. Active engagement increases motivation and commitment to the training process.

Remember to tailor your communication based on the trainees' levels of understanding and specific contexts. Be ready to clarify and re-explain if necessary, and adjust objectives based on participant feedback. Continuous adaptation shows that you are attentive to trainees’ needs and committed to their success.

Defining and stating Learning Objective and Learning Outcomes is only as good as a piece of memo. Im pretty sure the learner is informed with it at the very first place. To us as trainer, it is more to important to explain LO by putting them into action and ensure the action is measurable. For example, conduct a simulation before and after delivering a concept (for example, adaptive leadership). Giving example, real life use case is important. However, putting them into application mode is more practical. Because, take chopping garlic as example. You can shows all different method to chop it. At the end, I'm pretty sure none of them will get the same size as you did because each garlic is unique, our hand size is different.