ARTICLE
How to Choose What Belongs in Training (and What Doesn’t)
A practical approach to identifying the knowledge, skills, and behaviors employees need to perform successfully, while keeping training focused, relevant, and easy to apply.
Start With What People Need to Do
Before deciding what content belongs in a custom training experience, start with three core elements.
These guide every decision and keep training focused on what employees actually need to know, do, and apply on the job.
01 Learning Outcomes
Learning outcomes define the business benefit a training experience is designed to produce.
They answer the question:
What should improve because of this training?
Examples:
Reduce safety incidents
Improve customer resolution times
Increase consistency across teams
Reduce errors and rework
Learning outcomes connect training to the organizational goals that matter most.
02 Performance Objectives
Performance objectives describe the behaviors employees should demonstrate after training.
They answer the question:
What should people be able to do differently on the job?
Examples:
Follow the correct workflow
Complete tasks accurately
Make informed decisions
Use systems and tools effectively
These are the observable actions that drive the desired outcome.
03 Learning Objectives
Learning objectives define the knowledge and skills employees need to develop to meet performance expectations.
They answer the question:
What do people need to learn to perform successfully?
Examples:
Understand the process steps
Learn how to use required systems
Identify common challenges
Apply communication techniques
When learning outcomes, performance objectives, and learning objectives are clear, content decisions become much easier.
Example: Shipping Customer Service Training
Learning Outcome
Fewer customer escalations and faster resolution times
Performance Objectives
Customer service representatives should:
Ask clarifying questions
Follow the resolution workflow
Document issues accurately
Provide appropriate next steps
Learning Objectives
To support customer service behaviors, representatives need to learn:
How to use the issue tracking system
The steps in the resolution workflow
Common problems and approved solutions
How to communicate clearly with customers
Focus Training on What Matters Most
Subject matter experts bring valuable knowledge and experience, but learners don’t need everything an expert knows. They need the information, skills, and decisions that help them perform successfully.
Effective training focuses on what people need to do, not everything they could know.
Too much content can create cognitive overload, making it harder for learners to find and apply what matters most.
A simple filter:
If content doesn’t directly support the performance objectives, it doesn’t belong in the core learning experience.
That doesn’t mean the information isn’t valuable. It may be better suited for:
Reference guides
Job aids
Performance support tools
Advanced training
SME documentation
At Idea Learning, we help SMEs translate expertise into focused learning by identifying what employees need to do, separating essential knowledge from nice-to-know information, and creating training that supports real-world performance.
SMEs bring the expertise. We bring the clarity.
Build Training Focused on What Matters Most
We'll help you transform expert knowledge into focused learning experiences that improve performance without overwhelming your learners.