Share Learning Outcomes

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 compile key learning outcomes, e.g., skills acquired, knowledge gained, etc.
Minimize the time it takes to prepare a comprehensive report of learning outcomes, e.g., progress report, skills matrix, etc.
Minimize the time it takes to communicate learning outcomes to relevant stakeholders, e.g., mentors, peers, superiors, etc.
Minimize the likelihood of miscommunicating learning outcomes, e.g., due to unclear language, lack of examples, etc.
Minimize the time it takes to gather feedback on learning outcomes, e.g., through surveys, one-on-one meetings, etc.
Minimize the likelihood of overlooking key learning outcomes, e.g., due to lack of documentation, oversight, etc.
Minimize the time it takes to apply learning outcomes to real-world scenarios, e.g., in job tasks, projects, etc.
Minimize the likelihood of not recognizing the practical application of learning outcomes, e.g., due to lack of context, lack of examples, etc.
Minimize the time it takes to identify areas of improvement based on learning outcomes, e.g., skills to be enhanced, knowledge gaps, etc.
Minimize the likelihood of not leveraging learning outcomes for career advancement, e.g., due to lack of awareness, lack of opportunities, etc.
Minimize the time it takes to incorporate feedback into future learning plans, e.g., revising learning methods, focusing on weak areas, etc.
Minimize the likelihood of not acknowledging the achievement of learning outcomes, e.g., due to lack of recognition, lack of celebration, etc.
Minimize the time it takes to compare learning outcomes with initial learning goals, e.g., to assess progress, identify achievements, etc.
Minimize the likelihood of not sharing learning outcomes with peers for collaborative learning, e.g., due to lack of communication channels, lack of time, etc.
Minimize the time it takes to reflect on the learning journey based on learning outcomes, e.g., what worked, what didn't, etc.
Minimize the likelihood of not using learning outcomes to guide future learning, e.g., due to lack of planning, lack of reflection, etc.
Minimize the time it takes to document learning outcomes for future reference, e.g., in a learning journal, digital portfolio, etc.
Minimize the likelihood of misinterpreting feedback on learning outcomes, e.g., due to lack of clarity, personal biases, etc.
Minimize the time it takes to celebrate the achievement of learning outcomes, e.g., through rewards, recognition, etc.
Minimize the likelihood of not appreciating the value of achieved learning outcomes, e.g., due to lack of reflection, lack of application, etc.

Customer Success Statements (PJTBD)

❓

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

Compile key learning outcomes, e.g., skills acquired, knowledge gained, etc.
Prepare a comprehensive report of learning outcomes, e.g., progress report, skills matrix, etc.
Communicate learning outcomes to relevant stakeholders, e.g., mentors, peers, superiors, etc.
Avoid miscommunicating learning outcomes, e.g., due to unclear language, lack of examples, etc.
Gather feedback on learning outcomes, e.g., through surveys, one-on-one meetings, etc.
Avoid overlooking key learning outcomes, e.g., due to lack of documentation, oversight, etc.
Apply learning outcomes to real-world scenarios, e.g., in job tasks, projects, etc.
Avoid not recognizing the practical application of learning outcomes, e.g., due to lack of context, lack of examples, etc.
Identify areas of improvement based on learning outcomes, e.g., skills to be enhanced, knowledge gaps, etc.
Avoid not leveraging learning outcomes for career advancement, e.g., due to lack of awareness, lack of opportunities, etc.
Incorporate feedback into future learning plans, e.g., revising learning methods, focusing on weak areas, etc.
Avoid not acknowledging the achievement of learning outcomes, e.g., due to lack of recognition, lack of celebration, etc.
Compare learning outcomes with initial learning goals, e.g., to assess progress, identify achievements, etc.
Avoid not sharing learning outcomes with peers for collaborative learning, e.g., due to lack of communication channels, lack of time, etc.
Reflect on the learning journey based on learning outcomes, e.g., what worked, what didn't, etc.
Avoid not using learning outcomes to guide future learning, e.g., due to lack of planning, lack of reflection, etc.
Document learning outcomes for future reference, e.g., in a learning journal, digital portfolio, etc.
Avoid misinterpreting feedback on learning outcomes, e.g., due to lack of clarity, personal biases, etc.
Celebrate the achievement of learning outcomes, e.g., through rewards, recognition, etc.
Avoid not appreciating the value of achieved learning outcomes, e.g., due to lack of reflection, lack of application, 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]