Aligning Learning Outcomes with Corporate Goals using Bloom's Taxonomy

CLASSwithMakeda
Nov 25, 2025
2 min read

One of the primary challenges faced by corporate executives in the realm of Learning & Development is aligning learning outcomes with corporate goals and key performance indicators (KPIs). This challenge persists for many organizations, often due to a reverse approach to addressing performance issues. Typically, a performance problem is identified, leading to the assumption that training is the appropriate solution. Subject matter experts provide insights, and a training program is subsequently developed, which is then retroactively linked to corporate goals and KPIs.

This approach is fundamentally flawed. Effective corporate training should begin with a clear identification of the desired performance outcomes that the training aims to achieve. By establishing these objectives at the outset, organizations can ensure that the training is inherently aligned with their strategic goals and KPIs, eliminating the need for subsequent efforts to connect the training to these elements.

Crafting Clear Objectives in L&D

Writing clear and concise objectives can be daunting for many in the Learning and Development (L&D) field. However, by viewing our content through the lens of Bloom's Taxonomy, we can simplify this process. A good starting point is to consistently ask ourselves whether our audience needs to merely KNOW the information, UNDERSTAND the process, or APPLY the concepts.

Linking Objectives to Performance Indicators

By answering these questions, we can easily determine the appropriate instructional strategy to employ. This approach not only helps us clarify our objectives from the outset but also establishes a direct link to Performance Indicators. With this framework, we can create more effective and targeted learning experiences.

Want to learn more about how we can use Bloom's Taxonomy to address specific corporate learning objectives? Access our FREE Blooms & Business Tool at the link below!