Course Objective & Scope
Training built around vague goals like 'understand' or 'raise awareness' usually turns into information dumps that rarely change on-the-job behaviour. This programme teaches how to translate stakeholder training requests into clear performance problems using Cathy Moore's Action Mapping, write observable learning objectives with Bloom's Taxonomy and Mager's criteria, and define success metrics upfront with Kirkpatrick's Four Levels.
Working on a live training or capability need from their organisation, participants separate true knowledge gaps from process or tooling barriers, build a role-based competency matrix and design measurable learning objectives paired with realistic practice activities.
Who Should Attend?
- Corporate academy, learning and development (L&D) and instructional design specialists
- Department managers structuring technical or functional capability tracks for their teams
- Internal trainers and subject-matter experts (SMEs)
- HR teams building talent frameworks and role competency matrices
Key Takeaways
- Move from order-taking to defining the business goal and the specific on-the-job behaviours required
- Distinguish skill and knowledge gaps from environment, process or incentive barriers
- Write measurable learning objectives with action verbs at the right level of Bloom's Taxonomy
- Pair every objective with a realistic practice scenario and assessment criterion
- Produce a structured learning objective and competency map by role and proficiency level
Curriculum
From Training Request to Business Outcome: Action Mapping
- Cathy Moore's Action Mapping: business goal -> key behaviours -> practice -> minimum info
- Filtering out process, tooling and incentive problems that training cannot solve
Writing Objectives with Bloom's Taxonomy and Mager's Format
- Replacing fuzzy verbs ('know', 'understand') with observable action verbs
- Condition, performance (behaviour) and criterion components
- Moving up from recall and comprehension to application, analysis and evaluation
Role- and Level-Based Competency Mapping
- Defining behavioural indicators across foundational, intermediate and advanced tiers
- Linking technical and behavioural competencies to structured learning paths
Assessment and Transfer Design with the Kirkpatrick Model
- Designing backwards from business results, behaviour transfer, learning and reaction
- Matching objectives with case simulations, rubrics and on-the-job assignments
Learning Objective and Design Blueprint Workshop
- Rewriting the objectives and assessment plan of a real corporate programme
- Stakeholder alignment and scope-trimming checklist
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