A single statement clearly defining the customer opportunity or business problem we are trying to solve via a training solution.

Related questions:

• What evidence (data/anecdotes) leads you to believe training is the right solution for this problem?

• Are the current vs. desired business and performance goals and their measures clearly defined? (helps ensure we can show the impact of our work to the business)

A single statement of the desired observable behavior learners will start performing as a result of the training solution. A multi-course training program will have multiple TLOs.

Examples:

• Deploy a custom implementation of solution X so that you can achieve benefit Y.

• Perform task X so that you can achieve benefit Y.

Related questions:

• What is the performance context? (Typically includes related workflows, people collaborations, tools/applications, and documentation/resources needed to properly perform the terminal behavior)

• What is the degree of mastery? (A clear measure of how well the terminal behavior needs to be performed)

• What assessment mechanism are we going to use to validate success? (Provides evidence that the learners have achieved the terminal behavior)

A collection of statements to define the supporting knowledge and skills critical to achieving the terminal learning objective.

Examples:

• Recognize challenges a customer can have because they are not using solution X.

• Identify the benefits and impact of implementing solution X.

• Demonstrate performing the tasks and steps of solution X.

Related questions:

• What does the target audience need to do and know to be able to properly perform the terminal behavior? (e.g., workflows, processes, tasks, steps, concepts, and guidelines)

• What makes the behavior change difficult? What mistakes is the learner making when trying to take desired actions? (Helps identify the learners’ attitudes and potential difficulties preventing them from learning or performing)