From Knowledge to Action: Outcome-based Learning 

When you send your team to training, you expect them to return with new skills and knowledge that directly and positively impact their work. Unfortunately, this doesn’t always happen. 

The problem often lies in the distinction between training objectives and learning outcomes. Objectives outline what the training will cover, while outcomes focus on what learners will be able to do. 

Outcome-based learning ensures that training is designed to deliver tangible results. By focusing on practical applications and measurable outcomes, you can expect your team’s training investments to yield positive returns. 

What is Outcome-Based Learning? 

Objectives and outcomes are often used interchangeably but they are distinct concepts that significantly impact the quality of learning. Understanding the difference is crucial for designing and selecting effective training programs that equip learners to apply their new knowledge in real-world situations. 

Objectives outline the desired content or knowledge that learners should acquire. They specify the skills or information learners will know or understand after completing the training. For example, a project management objective might be to “Define the components of a project charter.” 

Outcomes focus on the desired behaviors or actions that learners should be able to demonstrate as a result of the training. They specify the skills or knowledge learners will be able to apply or perform in a practical context. Continuing the project management example, an outcome might be to “Create a comprehensive project charter for a new initiative.” 

Outcome-based learning prioritizes active learning and application. By emphasizing outcomes and applying those outcomes to real-world situations in the training, programs can ensure that learners not only acquire knowledge but also develop the practical skills needed to succeed in their roles. 

Traditional training designed around learning objectives can certainly be valuable and informative, but it’s important to recognize that practical outcomes are essential to ensure application and skill development. While it’s possible to practice outcomes after training, incorporating them directly into the learning experience enhances retention and proficiency. Outcome-Based Learning is simply better for the learner and the organization’s return on investment. 

Transitioning to Outcome-Based Learning  

When evaluating your training materials to determine if they are outcome-based, consider the following: 

• Evidence of Outcome-Based Learning: Look for course descriptions and objectives that emphasize active learning and skill application. 

• Outcome Clarity: Ensure that materials provide clear descriptions of what achieving the outcome looks like within the course context. 

• Action Verbs: Pay attention to the verbs used in the course description or objectives. Words like “list,” “identify,” “define,” and “describe” often indicate a focus on knowledge acquisition, while verbs like “practice,” “exercise,” “role play,” “apply,” “create,” and “produce” suggest a focus on skill development and application.  

Once you take a quick look at the above, you will need to do a deeper dive into the training materials. As you analyze the content, you might consider some question we use to assess the effectiveness of instructional materials and to identify areas for improvement: 

• What are the specific learning outcomes? Are these easily identified, and can they be succinctly stated? 

• What learning activities and strategies within the learning facilitate achievement of the learning outcomes?  

• How do the learning activities build upon each other and progress towards the outcomes?  

• How do the learning materials and resources support active learning and engagement?  

• How does the learning environment encourage collaboration, critical thinking, and problem-solving?  

• How does the training accommodate diverse learner needs and preferences in achieving the outcomes? 

• How is feedback provided to learners to support progress toward the outcomes?  

• What formative and summative assessment methods are used to determine learner progress towards the outcomes?  

• How are the assessment results used to inform instructional decisions and improve the outcomes? 

Now What? 

We know analyzing, evaluating, and updating even a small catalog of training can be a daunting task. Management Concepts, with our extensive experience in training program development, support, and continuous improvement, can provide expert guidance, mentorship, and cross training for your team as you transition to an outcome-based approach.  

If you’d like to learn more about outcome-based learning, would like to discuss an audit of your existing training or would like to discuss other innovative learning approaches we’d love to talk. Please contact our Director of Custom Learning Solutions, Dr. Hannah R. Toney, [email protected]