Reflect on Learning Journey

Success Metrics

There are two formatting options available. The traditional desired outcome statement is a structure used in the Outcome-Driven Innovation methodology. Since many stakeholders - especially when involved with marketing or UX teams - push back on the awkward nature of desired outcomes statements since people don’t talk like that, the alternative is a natural language structure that gets to the heart of the outcome and tries to avoid tasks and activities where feasible.

This catalog contains 20 potential metrics using each formatting option. You will likely need to reduce this set for a survey. The number of statements that have been generated is arbitrary and can be expanded to accommodate your needs.

Desired Outcome Statements (ODI)

❔

How important is it that you… and How satisfied are you with your ability to…

Minimize the time it takes to identify key learning milestones, e.g., completion of modules, practical applications, etc.
Minimize the time it takes to evaluate the effectiveness of learning methods used, e.g., lectures, hands-on exercises, etc.
Minimize the time it takes to assess the level of understanding gained, e.g., through quizzes, practical tests, etc.
Minimize the time it takes to identify areas of improvement, e.g., topics not fully understood, skills not mastered, etc.
Minimize the time it takes to plan for further learning, e.g., additional resources, extra practice, etc.
Minimize the likelihood of missing important learning milestones, e.g., skipping modules, not completing exercises, etc.
Minimize the likelihood of misunderstanding key concepts, e.g., due to unclear explanations, lack of examples, etc.
Minimize the likelihood of not applying learned skills effectively, e.g., due to lack of practice, lack of confidence, etc.
Minimize the time it takes to document the learning journey, e.g., maintaining a learning journal, updating progress trackers, etc.
Minimize the time it takes to share learning progress with mentors or peers, e.g., through meetings, progress reports, etc.
Minimize the likelihood of overlooking the need for additional learning resources, e.g., supplementary materials, additional exercises, etc.
Minimize the time it takes to evaluate the relevance of the learning to real-world applications, e.g., through case studies, real-world examples, etc.
Minimize the likelihood of not recognizing the need for further learning, e.g., due to overconfidence, lack of feedback, etc.
Minimize the time it takes to identify the impact of the learning on performance, e.g., through performance metrics, feedback from superiors, etc.
Minimize the likelihood of not maintaining a consistent learning pace, e.g., due to lack of time management, distractions, etc.
Minimize the time it takes to identify opportunities for collaborative learning, e.g., group projects, peer discussions, etc.
Minimize the likelihood of not leveraging available learning resources, e.g., due to lack of awareness, lack of access, etc.
Minimize the time it takes to evaluate the need for changes in the learning approach, e.g., based on feedback, learning outcomes, etc.
Minimize the likelihood of not seeking help when needed, e.g., due to hesitation, lack of communication channels, etc.
Minimize the time it takes to reflect on personal growth through the learning journey, e.g., increased knowledge, improved skills, etc.

Customer Success Statements (PJTBD)

❓

How important is it that you can quickly and accurately… and How difficult is it for you to…

Identify key learning milestones, e.g., completion of modules, practical applications, etc.
Evaluate the effectiveness of learning methods used, e.g., lectures, hands-on exercises, etc.
Assess the level of understanding gained, e.g., through quizzes, practical tests, etc.
Identify areas of improvement, e.g., topics not fully understood, skills not mastered, etc.
Plan for further learning, e.g., additional resources, extra practice, etc.
Avoid missing important learning milestones, e.g., skipping modules, not completing exercises, etc.
Avoid misunderstanding key concepts, e.g., due to unclear explanations, lack of examples, etc.
Avoid not applying learned skills effectively, e.g., due to lack of practice, lack of confidence, etc.
Document the learning journey, e.g., maintaining a learning journal, updating progress trackers, etc.
Share learning progress with mentors or peers, e.g., through meetings, progress reports, etc.
Avoid overlooking the need for additional learning resources, e.g., supplementary materials, additional exercises, etc.
Evaluate the relevance of the learning to real-world applications, e.g., through case studies, real-world examples, etc.
Avoid not recognizing the need for further learning, e.g., due to overconfidence, lack of feedback, etc.
Identify the impact of the learning on performance, e.g., through performance metrics, feedback from superiors, etc.
Avoid not maintaining a consistent learning pace, e.g., due to lack of time management, distractions, etc.
Identify opportunities for collaborative learning, e.g., group projects, peer discussions, etc.
Avoid not leveraging available learning resources, e.g., due to lack of awareness, lack of access, etc.
Evaluate the need for changes in the learning approach, e.g., based on feedback, learning outcomes, etc.
Avoid not seeking help when needed, e.g., due to hesitation, lack of communication channels, etc.
Reflect on personal growth through the learning journey, e.g., increased knowledge, improved skills, etc.

Test Fit Structure

Apply this to Customer Success Statements only. Everything should fit together nicely. Here’s an article where I introduced the concept. Feel free to devise your own version for Desired Outcome Statements as this does not apply to their format directly.

As a(n) [end user] + who is + [Job] you're trying to [success statement] + "faster and more accurately" so that you can successfully [Job Step]