More likely they are expressed less explicitly through the structural arrangements and through the philosophy of learning. These larger organizational goals for learning frame the way people within an organization think about learning and often become an important consideration in selecting Training Strategies. These organizational goals are the big goals for learning. The goals for a particular workshop, course, or event. Immediate goals for learning also become an important consideration in selecting Training Strategies.
Goals operate at both macro and micro levels.
The purpose of planning is to develop opportunities to learn that will eventually improved performance or develop capacity . . . Experienced trainers know that there is not always a direct route from a particular learning experience to improved performance or expanded capacity. Learning is just one of the variables that influences performance and capacity. Everything directed toward maximizing learning needs to be done well. This includes planning . . . and facilitation.