The Six Disciplines of Breakthrough Learning

Wick, Calhoun; Pollock, Roy; Jefferson, Andrew; Flanagan, Richard
June 2006
Six Disciplines of Breakthrough Learning - Business Book Summari;2006, Vol. 1 Issue 1, p1
Book Summary
Book Summary
Training and development is often viewed as expendable, a department that is nice to have when times are good, but one that can be lived without, when they are not. Many executives and managers do not see training and development as contributing directly to the bottom line. Reading The Six Disciplines of Breakthrough Learning will turn doubters into believers, and provide instructions for how to set up a world-class training and development department that will contribute to the bottom line. It should be required reading for anyone who is building or re-building their training program. Delivering high quality, well attended training sessions is not enough to be considered a successful learning and development department. Wick, Pollock, Jefferson, and Flanagan believe there are six key disciplines to setting up an effective training and development program. They are defining the outcomes in business results; designing the complete experience; delivering for application; driving follow-through; deploying active support; and documenting results. Training and development programs that deliver results begin by defining, in partnership with business leaders, the desired training outcomes in business terms. This should not be news to company leaders, because most companies invest in learning and development to improve their ability to compete in the global marketplace The authors believe, "Business results must be the touchstone for learning and development efforts, the 'true north' against which programs are designed, implemented and measured. Any other organizing principle is likely to get the initiative off course."


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