What is a Learning Objective Taxonomy?
Learning objective taxonomies are an organizational structure given to categories of increasingly higher-level actions, skills, or behaviors that learners should be able to demonstrate by the end of a learning program.
Writing Effective Learning Objectives
You can read the full text of Brian’s approach to writing learning objectives or listen below.
Other Common Names
Other common names for learning objectives include:
With element 39, the words—and specifically the verbs—you choose, matter. Therein is the “taxonomy” component to this element. A taxonomy is a way of organizing and clustering concepts.
Resources From The Train Like a Champion Blog
- Learning objectives aren’t just a serious version of Mad Lib: Mad Libs are a fun activity designed to allow you to choose any random word that aligns with the fill-in-the-blank component of the sentence (in this case a verb). While it’s true that you need to insert a verb to complete this sentence, it really can’t just be any old verb you pick from a chart of Bloom’s Taxonomy.
- Post-Training Evaluation: How to Take Action
- Alternatives to Training: What does it look like to implement alternative approaches to reaching your learning objectives?
- Transfer of Training Template: Graphic organizer is designed to assist you (or your direct report) in transferring the learning from the classroom to the workplace.
Objective: Recognize an insight from What's Your Formula?
Elements that Bond with Learning Objectives
Perhaps the most common way for training designers to engage their learners’ supervisors is through handouts, self-assessment forms, or action plans that are shared with supervisors once a training program has been completed. I’ve seen some training programs go so far as to mail carbonless or photocopied action plans to a learner’s supervisor.
Sending a survey to your learners’ supervisors at some point 30 to 90 days following the conclusion of your training program could help prompt a follow-up conversation between supervisors and those who completed the program. Follow-up surveys also help you collect Level 3 data (transfer to the job) that is not self-reported by your learners, but rather an outside observer (their supervisor).
If you’ve secured permission to send text message reminders to the supervisors of your learners, you can automate goal setting and discussion prompts that will help managers engage their direct reports in targeted conversations. Without such prompts, some supervisors may want to support and follow up with your learners, but may not know enough about the training program to have a productive conversation.