Learning outcomes

Clear and actionable learning outcomes are the foundation of effective training programs. They ensure that both instructors and organizational leaders share a common understanding of what learners should be able to achieve by the end of their learning path.

Learning outcomes are also essential for assessment and evaluation, as they define the specific knowledge, skills, or behaviors learners should demonstrate upon completion.

Unlike learning objectives that focus on teaching intentions, strong learning outcomes emphasize how learners can apply their new knowledge in real-world situations rather than simply recalling information.

In this guide, you will learn how to set precise and actionable learning outcomes, best practices for writing them using the right verbs, and how effective learning outcomes can enhance instruction and training across your organization.

Discover:

• What are learning outcomes?
• Why are learning outcomes important?
• 5 types of learning outcomes
• Learning outcomes vs. learning objectives
• Examples of learning outcomes and objectives
• How to recognize good learning outcomes
• How to write learning outcomes
• Learning outcomes verbs
• How to set effective learning outcomes for any audience: From employees to classroom learners

What are learning outcomes?

They make clear what learners will be able to do after the activity, highlighting the value of the training and the benefits of engaging with it.

Unlike broad goals, learning outcomes are measurable achievements. Well-written outcomes typically include three elements:

1. An action verb that describes an observable behavior.
2. A clear description of what the learner will be able to do and under what conditions.
3. The level of performance or standard learners are expected to reach.

When written this way, learning outcomes not only guide learners but also provide a solid foundation for measuring training effectiveness.

Read more: How to measure and evaluate training effectiveness

Why are learning outcomes important?

Well-written learning outcomes serve as the foundation for effective training and development. They align the expectations of instructors, learners, and organizational leaders, ensuring everyone understands the purpose of the activity.

For learners, outcomes highlight what skills or knowledge they will walk away with, making the training more engaging and relevant. For instructors, outcomes provide a roadmap for designing content, selecting teaching methods, and creating meaningful assessments.

At an organizational level, well-defined outcomes make it easier to evaluate the success of training programs and measure their impact on performance. By connecting learning outcomes to real business needs, organizations can ensure training investments deliver tangible value.

5 types of learning outcomes

Further reading: What is the difference between soft and hard skills

Learning objectives vs. Learning outcomes

Although often used interchangeably, learning outcomes and learning objectives are not the same.

Objectives describe what an instructor intends to teach, while outcomes specify what learners can demonstrate as a result of training. Put simply, objectives are about intent, and outcomes are about achievement.

Understanding the distinction helps teachers, trainers, and L&D professionals create programs that are both intentional and measurable.

Instructor’s intent vs. learner’s achievement

• Learning objective: What the instructor aims to teach.

Example: This training session will introduce the new policy for reporting travel expenses.

• Learning outcome: What learners can actually do after training.

Example: Learners correctly report travel expenses in compliance with the new policy.

Purpose vs. measurable results

• Learning objective: Expresses the purpose of the learning activity.

Example: This class will explain new departmental HR policies.

• Learning outcome: Demonstrates the ability that learners gain.

Example: Learners can identify and apply HR policies within their teams.

Forward-looking vs. reflective

• Learning objective: Looks ahead to what the training intends to accomplish.

Example: This seminar will outline updated health and safety protocols.

• Learning outcome: Reflects what participants can do after training.

Example: Participants explain and implement updated health and safety protocols.

Intended vs. demonstrated skills

• Learning objective: Sets an intention for what will be covered.

Example: This training will cover five workplace communication styles.

• Learning outcome: Shows learners’ ability to apply what they’ve learned.

Example: Learners articulate and use each communication style effectively.

Discrete knowledge vs. holistic application

• Learning objective: Describes knowledge areas to be introduced.

Example: This lecture will cover ten ways to de-escalate conflict.

• Learning outcome: Focuses on the practical and consistent application.

Example: Learners use de-escalation techniques to resolve workplace conflicts.

Read more: 10 valuable training metrics to know

Examples of learning outcomes and objectives

Let’s look at some real-world examples of learning outcomes and objectives across different training activities.

Activity: An onboarding class for new hires

• Learning objective: After taking this class, new hires will understand company policies and know in which situations to apply them.
• Learning outcome: Learners can identify situations where company policies apply and describe the proper actions to take.

This outcome reflects knowledge or intellectual skills, showing that learners understand and can recall new concepts.

Activity: A seminar for HR officers on mediation

• Learning objective: This seminar will teach learners how to effectively mediate disputes using basic conflict dynamics and negotiation.
• Learning outcome: Learners are able to apply conflict resolution practices in real workplace scenarios.

This outcome measures performance, demonstrating whether learners can use what they’ve been taught.

Activity: An online training session for new product management software

• Learning objective: The session will cover the three main areas of the software.
• Learning outcome: Learners can operate the software and explain the functions they are using.

This outcome focuses on competence, proving that learners can demonstrate a practical skill.

Activity: A VR training session on replacing machine components

• Learning objective: The session will demonstrate the steps to remove and replace components.
• Learning outcome: Learners can correctly remove and replace machine components, explaining what they are doing and why.

This outcome relates to motor skills, highlighting a learner’s ability to physically perform tasks.

Activity: A lecture on organizational strategies

• Learning objective: The lecture will illustrate how proper organization can help managers optimize workflow.
• Learning outcome: Learners can demonstrate how they will use organization strategies by outlining actionable steps.

This outcome addresses verbal information, requiring learners to articulate and apply what they’ve learned.

How to recognize good learning outcomes

As mentioned above, well-written learning outcomes focus on what the learner can concretely demonstrate after they complete the learning activity. A learning outcome is only useful if it is measurable.

So, it should include the learning behaviors of the learner, the appropriate assessment method, and the specific criteria that demonstrates success.

Examples of good learning outcomes:

• learners will be able to identify which scenarios to apply each of the five types of conflict management.
• learners will be able to use the company’s LMS to effectively engage with and complete all training materials.
• learners will understand how to interpret marketing data and use it to create graphs.
• learners will understand how to employ company-prescribed SEO practices while writing copy.
• learners can properly use company guidelines to create case studies.
• learners will be able to properly operate and clean the autoclaves.

Examples of poorly written learning outcomes:

• learners will understand conflict management.
• learners will know how to use the company’s LMS.
• learners will appreciate how to use marketing data.
• learners will know about the company’s SEO practices.
• learners will understand what goes into a case study.
• learners will learn about autoclaves.

In short, effective learning outcomes are measurable, actionable, and specific, while weak outcomes are vague and difficult to assess.

How to write learning outcomes

Defining learning outcomes is also a key stage of instructional design models such as the ADDIE model and SAM.

In ADDIE, the first stage – Analyze – involves setting goals for the training program, which are then broken down into clearly defined learning outcomes.

In SAM, the preparation stage focuses on quickly identifying the desired learning outcomes to guide program development.

When writing learning outcomes, consider the following questions:

• Does it start with an action verb that describes an observable behavior (see examples below)?
• Is it clear and concise, avoiding jargon and easy to understand for both learners and instructors?
• Does it focus on the discipline, clearly showing what learners will gain within the subject or skill area?
• Is the expected level realistic given the time frame, the course, and the learners’ prior knowledge?
• Can it be measured or assessed? How will success be demonstrated? Through knowledge tests, performance-based tasks, or another method?
• Does it align with broader objectives of the program, unit, or organization?
• Are there an appropriate number of outcomes? Four to six is the ideal number.

Learning outcomes verbs

Choosing the right action verbs is essential when writing learning outcomes. The verb you select defines the behavior or skill learners are expected to demonstrate, making the outcome measurable and observable.

One helpful guide for selecting verbs is Bloom’s Taxonomy, which categorizes cognitive skills from basic recall to higher-order thinking. Referencing Bloom’s can help you choose verbs that align with the intended level of learning without overcomplicating your outcomes.

Different types of learning outcomes require different verbs. Selecting verbs that match the intended level of learning ensures clarity and helps both instructors and learners understand what success looks like.

How to set effective learning outcomes for any audience

Setting clear learning outcomes is essential for successful training and education, whether you are in a corporate setting or in a classroom.

Here’s a step-by-step approach to creating effective learning outcomes across different contexts:

Identify the purpose of the learning activity

Before defining outcomes, clarify the purpose of the training session or class. Whether it’s skill improvement, compliance training, or introducing new concepts, the purpose sets the foundation for measurable outcomes.

• In the workplace: Improve team members’ understanding of new compliance regulations.
• In the classroom: Teach students how to solve quadratic equations.

Define what success looks like for learners

When crafting a learning outcome, imagine what successful learners will be able to do by the end of the training or class. Think in terms of observable actions. For example, will learners be able to identify, explain, demonstrate, or apply a concept?

• In the workplace: Learners can identify scenarios where the new compliance regulations must be enforced.
• In the classroom: Students can correctly solve quadratic equations using standard methods.

Use action-oriented verbs

To make your learning outcomes specific and measurable, use clear, action-oriented verbs that describe what the learner will be able to do. Verbs like “demonstrate,” “analyze,” “explain,” and “create” help set clear expectations.

• In the workplace: Learners will analyze and apply data privacy policies in everyday business situations.
• In the classroom: Students will demonstrate how to factor and solve quadratic equations.

Consider different types of learning

Learning doesn’t only involve memorizing facts. Learners may need to develop intellectual skills, cognitive strategies, or motor skills depending on the training or educational context.

• Intellectual skills: Learners can classify different types of workplace communication styles.
• Cognitive strategy: Students will be able to differentiate between the various stages of photosynthesis.
• Motor skills: Employees can demonstrate proper ergonomic lifting techniques.

Keep the learner at the center

A strong learning outcome is always learner-focused. This means emphasizing what the learner will accomplish, rather than what the instructor or trainer will cover.

• In the workplace:“Learners will explain and implement new safety protocols” instead of “This training will cover new safety protocols.”
• In the classroom: “Students will identify and describe the key causes of World War II” instead of “This lesson will discuss the causes of World War II.”

Ensure outcomes are measurable

Effective outcomes must be assessable through observation or testing. Can learners demonstrate the knowledge, complete a task, or perform a skill successfully?

• In the workplace: Employees can outline and explain the five steps of the company’s emergency response plan.
• In the classroom: Students can list and describe three major influences on the American Revolution.

Align outcomes with real-world applications

Research shows that performance-based assessments, where learners apply knowledge or skills in real-world scenarios, are often more effective at measuring employee learning outcomes than traditional knowledge tests.

Make outcomes relevant by connecting them to practical use. This increases engagement and ensures learning is applicable beyond the classroom or training session.

• In the workplace: Learners can confidently handle customer inquiries using the company’s updated support protocol.
• In the classroom: Students can apply algebraic principles to solve real-world financial problems.

In summary

By following these steps, you can craft effective learning outcomes that work for any audience. Keep the purpose clear, use actionable language, focus on measurable results, and always emphasize what learners will be able to achieve.

Strong outcomes provide the foundation for effective, engaging, and impactful learning experiences.

FAQ

What is a learning outcome?

A learning outcome describes what learners are able to demonstrate, apply, or perform after completing a training or educational activity.

What is a learning objective?

A learning objective outlines the intent of the instructor or trainer. It states the purpose of the learning activity and what it is designed to achieve.

What is the difference between learning objectives and learning outcomes?

Learning objectives describe what the instructor plans to teach, focusing on intent and purpose.

Learning outcomes describe what learners can actually do afterwards, emphasizing measurable, observable results and their real-world application.

How many learning outcomes should a course or training session have?

A typical session should have four to six learning outcomes. This range ensures clarity and focus while covering the essential skills or knowledge without overwhelming learners.

How do I measure if a learning outcome has been achieved?

Outcomes should be observable and measurable. This can be through quizzes, demonstrations, simulations, or performance-based assessments. Clear action verbs make it easier to evaluate whether learners have met the intended outcome.

How do I write learning outcomes for soft skills training?

Use action verbs that reflect observable behaviors, such as demonstrate, apply, communicate, or collaborate. Pair them with a clear context or scenario to ensure measurability.

For example: “Learners will be able to facilitate team meetings effectively using active listening and conflict resolution techniques.”