Breakthrough learning starts with "why". Instead of focusing on what people will learn , this discipline defines what they will do differently and how that change will benefit the business. Programs are designed based on clear business rationales and expected tangible results.
The (often abbreviated as the 6Ds ) is a systematic framework designed to bridge the gap between training and actual on-the-job performance. Developed by Roy V. H. Pollock, Andrew McK. Jefferson, and Calhoun W. Wick, the model treats learning not as a one-time event, but as a continuous business process focused on driving measurable results. The Six Disciplines (6Ds) The six disciplines of breakthrough learning : ...
Learners need ongoing assistance long after the formal training ends. This includes providing job aids, mobile apps, feedback, and coaching to build confidence and ensure lasting behavioral change. Breakthrough learning starts with "why"
Instructional methods should be chosen based on their ability to help learners apply new skills to their specific job roles. This involves using adult learning principles, providing ample time for practice, and utilizing methods that make the learning memorable and relevant to real-work challenges. The (often abbreviated as the 6Ds ) is
Transfer is the process of applying learned skills to the job. This discipline requires establishing structures, such as accountability systems and manager engagement, to ensure learners actually use what they have acquired. Without intentional follow-through, much of the training value is often lost.
The final discipline involves measuring and reporting results in terms that matter to business sponsors. This documentation is used to prove the program's value, calculate ROI, and drive continuous improvement for future initiatives. Core Philosophy