People like you and I have goals: “I want to be a good parent” or “I want to be healthier.” Businesses have goals: “We want to be an industry thought leader” or “We want to be cutting edge” or “we want to be lean.” And trainers have training goals for their employee learners: “I want them to be motivated” or “I want them to want to do their jobs well.”
Of course, the point of having goals is that we want to meet them. But it can be hard to meet a goal if you don’t really know what that goal means. Consider our examples above. How does a person know if she’s a good parent or healthier? How does a business know when it’s an industry thought leader, cutting edge, or lean? And how do trainers know if employees are motivated or want to do their jobs well? These goals are abstractions instead of being concrete.
In this post, we’ll show you a method that will help you develop goals that are clearly stated, concrete performances. The reason for doing that is that it makes it easy to tell you’ve reached the goal. And that’s the goal of goals, right?
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We’re fans of “
If you’re in safety or EHS, you may have heard of 
We just finished reading Robert Mager’s 
You don’t have to read up on learning objectives for too long before you run into the name of Robert Mager and hear about his performance-based learning objectives. These are also sometimes called three-part learning objectives or behavioral learning objectives.
In the past, we’ve published 10 different blog posts, with each post including a fully interactive, web-based OSHA glossary of terms including the terms and definitions included in an OSHA standard.