Whenever possible, objectives should in behavioral terms and the criteria for judging the training program's effectiveness should flow directly from the behavioral objectives. Suppose the cause of a performance deficiency is poor interpersonal sensitivity. The overall objective of the training program designed to solve this problem, than, would be to increase interpersonal sensitivity. Increasing "interpersonal" is a noble training goal, but the term is ambiguous and does not lead to specific content for a training program or to specific criteria by which the training's effectiveness can be judged. Stating this objective in behavioral terms requires determining what an employee will know, do, and not do after training. For example, the employee will greet customers and clients by name, refrain from sexual humor that could be perceived as harassing, and show up for all meetings on time.