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LTEN 6Ds Workshop

A Process to Design, Deliver and Measure Training and Ensure Learning Transfer

Master the Six Disciplines of Breakthrough Learning ®

2020 Workshops

How much of your training is going to waste? Training and development programs are essential to keep your workforce competitive. Learning adds value when it is transferred and applied on-the-job. Don't let your training become scrap -- get the most out of your investment by mastering the 6Ds®!

LTEN 6Ds® Workshop is based on the best-selling Six Disciplines of Breakthrough Learning and taught by the authors. Join us and leave with proven, peer-tested tools and techniques to truly drive learning transfer and performance.



The 6Ds® Online Workshop is an interactive four-session workshop based on the best-selling Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results, 3rd ed. (Wiley, 2015).

Business Objective

The objective of the workshop is to increase the business value created by training and development. At the completion of the learning process, participants will have improved the effectiveness of a training program through the application of 6Ds principles.


The workshop consists of four 2 ½-hour interactive online sessions. Sessions run from 9:30 AM - 12:00 PM ET. During each session, participants have opportunities to analyze current practices and identify opportunities for improvement. Between sessions, participants are given assignments that require applying the concepts presented. During the four-week learning transfer period between the third and fourth session participants set and work on an application goal of their own. The instructor provides online coaching and assistance throughout.

Each participant receives a 200+ page workbook and an electronic 6Ds Toolkit. There is ample time for questions and discussions.

Learning Objectives

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.

Session runs from 9:30 AM - 12:00 PM ET.

Session One on April 13


  • How the business defines value from training.
  • Current state of the profession.
  • The two key questions that determine performance improvement.

D1: Define the Business Outcomes

  • A four-step method for clarifying what defines success.
  • A process for defining outcomes in terms business leaders understand.

D2: Design the Complete Experience

  • A discussion of all the factors needed to optimize outcomes.
  • Exercises to expand participants’ thinking beyond traditional course boundaries.

Intersession Assignments

  • Planning wheel, business knowledge, improve description.

Session Two on April 20

Session runs from 9:30 AM - 12:00 PM ET.

Review of D1, D2, and Intersession Assignments

D3: Deliver for Application

  • Application of learning research to bridge the learning-doing gap.
  • A process to link each learning initiative to strategic business needs.

D4: Drive Learning Transfer

  • Why learning transfer is the weakest link in most training programs.
  • Key elements of effective transfer management.

Intersession Assignments

  • Value chain, transfer climate scorecard, ideas for improvement.

Session Three on April 27

Session runs from 9:30 AM - 12:00 PM ET.

Review of D1-D4 and Intersession Assignments

D5: Deploy Performance Support

  • Need to balance accountability and support.
  • Sources and systems for performance support.

D6: Document Results

  • Guiding principles for effective evaluation.
  • Practice applying these principles.

Intersession Assignments

Performance support planner, evaluation plan, set and achieve goal for application.

Session Four on May 19

Session runs from 9:30 AM - 12:00 PM ET.

    • Review of D1-D6 and Intersession Assignments
    • Report-outs by participants on their application projects



This two-day session features case studies from world-class companies’ best practices that foster learning and development. Taught by the authors of best-seller, Six Disciplines of Breakthrough Learning, this interactive workshop stresses the relevant application of its proven learning tools. The course also includes 8 weeks of on-the-job support for learning transfer so you can deliver the 6D method for maximum business results.

  • Increase your value as a learning professional
  • Enable you to be a strategic business partner
  • Design outcome-based training
  • Select program or case you can use for application in workshop
  • Read introduction to 6Ds to become familiar with concepts
  • Discuss learning goals with your manager to ensure alignment
  • Benchmark current practices
  • Pre-work guidelines will be provided before the live workshop
The workshop includes:
  • a 260+ page professionally published workbook and reference guide,
  • electronic copies of the job aids,
  • checklists and tools, and
  • 8 weeks on online coaching from the facilitators.

Day 1


  • 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

Day 2

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

Getting Your Money’s Worth

  • Set a goal to apply what you have learned
  • Get feedforward from your colleagues

Post Workshop

  • Transfer and apply workshop tools, principles, and processes
  • Continue learning with online coaching from facilitator
  • Achieve a demonstrable improvement in a training program

6Ds Capstone Teleconference

    • Complete the program by sharing
      • what you set out to do
      • what you were able to accomplish
      • what you learned in the process
      • your advice to others learning professionals



Learning Objectives

  • Define business outcomes, not just learning objectives
  • Design a complete experience that expands beyond the training itself
  • Deliver training in a way that makes learned concepts easy to apply
  • Drive learning transfer by planning and managing it, rather than leaving it to chance
  • Deploy performance support to facilitate transfer and application
  • Document results, not just activity, and continuously improve training

Target Audience

  • All Learning Professionals or Anyone Responsible for Facilitating or Creating Training Content - managers, designers, facilitators, and leaders - who want to produce greater value from their efforts and move into a more strategic business partner role
  • Training Leaders Looking to Align a Team Around a Process

When you leave the class, you’ll be an expert in:

  • Designing Learning Impact & Measurement  Instructional Design
  • Learning Impact
  • Learning Transfer
  • Performance Consulting
  • Performance Improvement
  • Post-Training Support
  • Training Delivery

Course Facilitators

Facilitator - Andy Jefferson

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.



Facilitator - Roy PollackRoy 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. Roy has a passion for helping individuals and teams succeed. He is a popular speaker and frequent consultant on improving the value created by training and development.



Workshop Dates (click on the date and venue to register and for complete event details)

Member Pricing: $1295

Non-Member Pricing: $1494 (Includes 1-year membership to LTEN)

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