The 6Ds Workshop will provide you with the skills and tools necessary to drive transformational business impact from training.
Built on the Six Disciplines of Breakthrough Learning book and taught by the authors, the 6Ds leverages the power of process thinking to improve transfer and training’s impact in the workplace.
Consistent with the principles of the Six Disciplines, this workshop is really an eight‐week learning experience. It starts with brief preparatory work, is catalyzed during the 2 day‐interactive workshop, and continues for another six weeks as you transfer and apply your new skills back on the job with the coaching and support of the authors, and ending in a capstone assignment.
Spaces are limited, so don’t miss out on this incredible opportunity.
Your 2024 Course Line-Up
March 13–14, 2024
November 13–14, 2024
Custom group online and in-person training is available.
This interactive workshop is based on the best-selling Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results, 3rd ed. (Wiley, 2015) and taught by the authors.
Each participant receives a 6Ds Workshop Participant Workbook.
Become a Strategic Business Partner
Learn and practice skills to align learning programs with strategic business goals. You’ll gain the credibility to move beyond just delivering training and become a true strategic partner.
Enhance Learning Transfer
Explore techniques to boost learning transfer back on the job through better pre-work, engaging delivery methods, and post-training reinforcement. Close the knowing-doing gap.
Gain Practical Frameworks
Walk away with proven frameworks, tools, and processes you can immediately apply to improve your learning programs. The hands-on practice drives adoption.
- What do business leaders expect from L&D?
- How satisfied are they with our product today?
- How to use the ISPI 4-W model to decide if training is the right solution.
- The two key questions that determine whether training is of value or scrap and the questions behind the questions
D1: Define Business Outcomes
- How to transition from “order taker” for training to a trusted advisor · Distinguishing the features vs. the benefits of training
- Why learning objectives fail to convey the value of a program
- How to use the Outcomes Planning Wheel to clarify the desired results and the criteria for success
- Practice applying D1 to your program · Laying the foundation for Learning Transfer
D2: Design the Complete Experience
- Why learning must be managed as a process, not an event
- The importance of the priming effect and how to use it · Practice improving course description / invitation
- The four phases of learning and why an effective design includes all four · How managers impact training effectiveness
- Why we need to define a new finish line for learning and examples
- Why we need to provide learners with a sense of accomplishment
- Practice setting a new finish line for your program
D3: Deliver for Results
- Key steps in how people learn
- The biggest bottlenecks to learning in corporate training and how to avoid them
- Importance of practice and the optimal balance of content delivery versus active learning
- Why instructional method should determine the instructional medium
- Adult learning principles and why you must answer the WIIFM question
- How to use the value chain to ensure relevance
- Practice applying value chain to own program
Spaced Learning: Reflections on Day One
- Reflection exercise
D4: Drive Learning Transfer
- Why transfer must be part of the design
- Hope is not a strategy; if transfer fails, the training fails, no matter how much people learned
- How to use a process approach to reduce learning scrap
- Making the business case for investing in learning transfer
- What is the transfer climate?
- Practice assessing the transfer climate
- How to assess and improve the transfer climate
- Practice applying to your own environment
D5: Deploy Performance Support
- How performance support enhances training effectiveness
- Key features of effective support
- Situations in which performance support is especially important
- When to use people for performance support
- Practice: Develop plan to enhance post-program support
D6: Document Results
- The two reasons to evaluate training outcomes
- Differentiating means vs. ends in evaluation
- No “one size fits all” · Guiding principles for effective evaluation
- Practice applying principles
- What to measure
- When to measure / leading indicators
- Using evaluation to support continuous improvement
- Marketing the results
At the completion of the workshop, participants will be able to:
- Explain why training must always be linked to strategic business needs.
- Educate business managers on when learning is—and is not—the solution to a performance issue.
- Use the Outcomes Planning Wheel to identify business needs, expected behaviors, and conditions of satisfaction.
- Explain the importance of defining a “New Finish Line” for training and apply it to a program of their own.
- Define “cognitive overload” and explain its detrimental effect on learning.
- List the key factors in the transfer climate and apply this knowledge to improve learning transfer following a specific training initiative.
- List the times when performance support is especially valuable and its salient features.
- Develop a relevant performance support strategy for a learning program for which they are responsible.
- Explain the connection between measurement, the PDCA cycle, and process improvement.
- Define the four guiding principles of program evaluation and apply them to a learning initiative.
- Generate an evaluation plan that will produce relevant, credible, and compelling data.
- Define and achieve a goal for applying one or more of the 6Ds to their own current work.
For new L&D professionals:
Get a crash course in the essential frameworks and skills you need to deliver effective learning programs right from the start of your career.
Develop the strategic mindset required to provide real business value, not just training delivery. Gain credibility with business leaders.
Learn techniques to drive adoption back on the job through engaging design and reinforcement. Set yourself apart.
For experienced L&D professionals:
Renew your skills and bring new strategic rigor to your programs. Align programs to business goals and demonstrate clear ROI.
Update your toolkit with the latest techniques in instructional design, learning transfer, performance support, and measurement.
Reignite your passion for the profession with a workshop taught by respected thought leaders and authors.
For L&D managers:
Cascade key learnings throughout your team and implement a consistent approach to high-impact learning programs.
Gain frameworks and tools to guide your team in providing strategic value, not just training execution.
Learn how to measure programs and prove bottom-line business impact. Increase credibility with executives.
Andy Jefferson, JD
Andy Jefferson, JD, is President and Chief Executive Officer for The 6Ds Company. He is a co-author of The Six Disciplines of Breakthrough Learning and of Getting Your Money’s Worth from Training and Development.
Roy V. H. Pollock, DVM, PhD
Roy V. H. Pollock, DVM, PhD, is Chief Learning Officer of The 6Ds Company and co-author of The Six Disciplines of Breakthrough Learningand of Getting Your Money’s Worth from Training and Development.
We’re confident in our training seminars, and want you to be 100% satisfied! If you’re not satisfied for any reason, we’ll refund 100% of the seminar price. Simply call us, and we’ll promptly issue you a refund.