When I was first learning how to write learning objectives, I was instructed that I should be very careful about the verbs I choose, especially verbs such as “know”, “understand” or “recognize”.

The thought process behind this warning is simple. When we create learning objectives, we’re not just putting words on paper. We’re outlining what our learners should be able to do, and if we’re holding up our end of the bargain as trainers, then we should be able to observe people doing whatever we said we wanted them to do in those learning objectives.

When we use words like “know” or “understand” or “recognize”, how can we actually observe those things happening since those happen mostly inside someone else’s head? Therefore, avoid those kinds of verbs and choose something more observable.

I would still say that’s 100% correct*. (With an asterisk.)

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Last week, I was in a meeting with two colleagues talking about the visual design of something we wanted on an elearning project.

Our graphic designer said: “I’ll spend some time on this.”

My other colleague suggested that she “timebox” the amount of time she spent on playing with the visual design.

I don’t know that I’d heard “timebox” being use this way before. Maybe it’ll soon become an office buzzword in the same league as other hated terms like “let’s circle back” or “let’s think outside the box” or “let’s hold the space” or “let’s take this offline” or “synergy”… you get the point. But, before it gets to the point of annoying buzzword, I wanted to highlight how it’s actually quite an important concept that training designers would be well-served by using.

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We all have our reasons for creating learning programs. Sometimes (hopefully most of the time) the learning programs address business needs. Sometimes they’re mandated for compliance reasons. Sometimes a stakeholder requests that we build them a training course.

While we (generally) know our reasons for building these programs, what happens when we try to look at the program through the eyes of our learners? What is it that they find most important?

Seriously.

It’s not a rhetorical question.

What do you think?

I even prepared a poll for you. I’d love to know your thoughts. Through the eyes of our learners, what do you think is most important?

I’ve talked with many trainers who get excited when they get feedback such as: “That was so engaging!” or “I had so much fun!” or “That was the best training session I’ve ever attended!”

And who wouldn’t want feedback like this?

However, something we all need to ask ourselves is: Is this meaningful feedback, or is it what I’d call “vanity feedback” (feedback that makes us feel good, but tells us little else)?

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