What Specific Behaviors Should Change?

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Turning Learning Intentions into Observable Performance

Every successful training initiative begins with a simple but powerful question:

What specific behaviors should change?

It sounds obvious, yet most training programs never define it clearly. Courses are built around topics—such as “communication skills,” “leadership,” and “customer service”—rather than behaviors, the visible, measurable actions that demonstrate learning has taken hold. Without behavioral clarity, organizations can’t measure progress or prove impact.

Behavior is where learning meets performance—the bridge between what people know and what they do on the job.

From Knowledge to Action

Too often, training stops at awareness. Learners leave understanding concepts but are unsure how to apply them. When you start with behavior, that gap disappears.

Defining the target behavior means describing exactly what success looks like in observable terms. It’s not “improve communication.” It’s:

Customer Service Representatives will use active listening techniques when handling complaints—paraphrasing the issue, validating the concern, and confirming resolution before closing the call.

This level of specificity turns abstract goals into actionable expectations. It provides managers with something to observe, coach, and reinforce—and it becomes the foundation for every step that follows, including measurement, outcomes, metrics, and evaluation.

Why Behaviors Matter

A well-defined behavior does three things:

  • Aligns training to job performance.

Learners understand exactly how success looks on the job, not just in theory.

  • Builds accountability.

Observable actions allow managers and peers to provide meaningful feedback and coaching.

  • Enables measurement.

Clear behaviors can be tracked through checklists, scorecards, or performance dashboards.

Without a behavioral definition, evaluation becomes a matter of guesswork. You can’t measure “better teamwork” or “stronger leadership” unless you’ve clarified what those look like in practice.

How to Define Specific Behaviors

In the Five Essential Questions Framework, defining behavior is the first—and most critical—step. Use these prompts to sharpen your focus:

  • What does success look like on the job?

  • Can this behavior be observed or measured?

  • Who performs it, and in what context?

  • Is it new, refined, or something that needs to stop?

  • What are the consequences of not changing it?

Then, express your answer as an action statement using observable verbs such as apply, perform, use, demonstrate, or analyze.

Examples:

  • Sales Managers will coach representatives weekly using the new feedback checklist.

  • Field Technicians will perform safety inspections before starting each job using the digital form.

  • Supervisors will recognize employees who follow the new escalation procedure during daily huddles.

These statements remove ambiguity and set the stage for objective evaluation.

The Tools That Make It Real

At Ethnopraxis, we use two practical tools to bring this to life:

  • The Behavioral Mapping Worksheet identifies who needs to change, what the gap being addressed is, and what success looks like.

  • The Learning Objective Builder — converts that behavior into a clear, measurable learning objective.

Together, they shift the design conversation from content coverage to performance change.

When Behavior Drives Business

Behavioral clarity doesn’t just improve training—it drives measurable results.

A healthcare client applied this question to their nurse handoff process. Instead of generic “communication training,” they defined the target behavior:

  • Nurses will use the standardized three-step handover checklist at every shift change.

  • Within two months, handover errors dropped significantly, and patient satisfaction increased. The success wasn’t about training; it was about defining, observing, and reinforcing the correct behavior.

The Bottom Line

When L&D professionals can clearly articulate what behavior should change, they transform from course creators into performance consultants. They move beyond “We trained them” to “Here’s what people are doing differently—and here’s the business result.”

Before your next program begins, pause and ask:

What will people do differently because of this training?

If you can describe it, you can measure it.

And if you can measure it, you can prove that learning works.