Setting training goals for employees sounds straightforward…until you try to do it well at scale. For mid-market and enterprise organizations, training goals must do more than check a box or satisfy a compliance requirement. They must shape behavior, close real skill gaps, and drive measurable business outcomes. Yet, many training strategies still rely on vague objectives like “improve communication skills” or “increase productivity,” offering little guidance for learning design or evaluation. We suggest taking a different approach. Instead of recycling generic SMART goal templates, create strong, performance-driven training goals. And start with taking a look at the detailed examples we’ve put together for you in this article. They reflect real enterprise challenges. And whether you’re leading L&D, HR, or talent development, our examples will help you design training that actually changes how employees at your company work.