Click around to explore the 6 Ds! Welcome to a tour through The Six Disciplines of Breakthrough Learning. Click around to explore all there is to discover! The Six Disciplines of Breakthrough Learning

Discipline 1: Define Discipline 1: Define “The only reason that learning functions exist is to drive business outcomes.” - Rita Smith, Strategic Learning Alignment Discipline 1: Define “The only reason that learning functions exist is to drive business outcomes.” - Rita Smith, Strategic Learning Alignment Define is the first of the 6 disciplines. It is in many ways the foundation for all of the rest. Without this step, the rest would be nearly meaningless. Let’s take a look at what this means.

Discipline 2: Design Discipline 2: Design “If you can’t describe what you’re doing as a process, you don’t know what you’re doing.” - W. Edwards Deming Discipline 2: Design “If you can’t describe what you’re doing as a process, you don’t know what you’re doing.” - W. Edwards Deming Design is the second discipline. Learning design is by its very nature a process and all processes either lead to success or failure. For a learning effort to be successful, it must be designed through a well-designed process.

Deliver Discipline 3: Deliver “If the trainees do not apply what they learned, the program has been a failure even if learning has taken place.” - Don and Jim Kirkpatrick Discipline 3: Deliver “If the trainees do not apply what they learned, the program has been a failure even if learning has taken place.” - Don and Jim Kirkpatrick Deliver for Application is the 3rd Discipline. Without application, the training would have no value. Therefore, we must only deliver training in such a way as to maximize its applicability.

Discipline 4: Drive Discipline 4: Drive “Learning may be a means of achieving the performance results, but it is not the end.” - Harold Stolovich Discipline 4: Drive “Learning may be a means of achieving the performance results, but it is not the end.” - Harold Stolovich The purpose for the 4th discipline is to overcome the tendency that we all tend to continue doing the same things we’ve always done in the same ways we’ve always done them. And this is a tremendous challenge for corporate training initiatives. If we expect training to have an impact on the business beyond the classroom, we need to drive the transfer of learning into the workplace.

Deploy Discipline 5: Deploy “Where improving worker performance is the primary goal – then the umbrella under which we work as learning professional expands dramatically.” - David Kelly Discipline 5: Deploy “Where improving worker performance is the primary goal – then the umbrella under which we work as learning professional expands dramatically.” - David Kelly Deploy Performance Support is the 5th Discipline of Breakthrough Learning. This task, as we will see is where we separate facilitating learning and facilitating performance improvement.

Document Discipline 6: Document “You, your leaders, and your investors are interested in learning only insofar as it improves performance and gets business results.” - Michael Dulworth and Frank Bordonaro Discipline 6: Document “You, your leaders, and your investors are interested in learning only insofar as it improves performance and gets business results.” - Michael Dulworth and Frank Bordonaro The 6th Discipline is Document Results. We are going to discuss why we would want, or need, to document our results. Also we’ll look at how to best accomplish this task.

The 6 D’s Process The The 6 D’s Process

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