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The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results

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The Six Disciplines of Breakthrough Learning presents an innovative approach that accelerates the transfer and application of corporate learning. The Six Disciplines provides the definitive road map and tools for optimizing the business impact of leadership and management training, sales, quality, performance improvement, and individual development programs. This important The Six Disciplines of Breakthrough Learning presents an innovative approach that accelerates the transfer and application of corporate learning. The Six Disciplines provides the definitive road map and tools for optimizing the business impact of leadership and management training, sales, quality, performance improvement, and individual development programs. This important book presents the theories and techniques behind the approach and includes expert advice for bridging the "learning-doing" gap. The authors' recommendations are illustrated with dozens of real-life examples from successful companies on the cutting edge of results-driven educational performance.


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The Six Disciplines of Breakthrough Learning presents an innovative approach that accelerates the transfer and application of corporate learning. The Six Disciplines provides the definitive road map and tools for optimizing the business impact of leadership and management training, sales, quality, performance improvement, and individual development programs. This important The Six Disciplines of Breakthrough Learning presents an innovative approach that accelerates the transfer and application of corporate learning. The Six Disciplines provides the definitive road map and tools for optimizing the business impact of leadership and management training, sales, quality, performance improvement, and individual development programs. This important book presents the theories and techniques behind the approach and includes expert advice for bridging the "learning-doing" gap. The authors' recommendations are illustrated with dozens of real-life examples from successful companies on the cutting edge of results-driven educational performance.

30 review for The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results

  1. 5 out of 5

    Lauren Marlene Sanders-Jones

    This book has revolutionized my thoughts about designing training, and I'm looking forward to implementing the sound guidance I've gained from it.

  2. 5 out of 5

    Beatriz

    The Bible of corporate training - a must read

  3. 4 out of 5

    Bethany

    “The only competitive advantage the company of the future will have is its managers’ ability to learn faster than their competitors.” Arie de Geus D1: define outcomes in business terms “What’s in it for me?” D2: design the complete experience Before, during, after is limited. Think more in three phases D3: deliver for application Goals AND action D4: drive follow through Reminders and involve management to keep people accountable D5: deploy active support Involve everyone in accountability D6: doc “The only competitive advantage the company of the future will have is its managers’ ability to learn faster than their competitors.” Arie de Geus D1: define outcomes in business terms “What’s in it for me?” D2: design the complete experience Before, during, after is limited. Think more in three phases D3: deliver for application Goals AND action D4: drive follow through Reminders and involve management to keep people accountable D5: deploy active support Involve everyone in accountability D6: document results Take a marketing approach This book is from 2006, when people still spent money on developing people... but the ideas are good. The world just hasn’t gotten back there yet.

  4. 4 out of 5

    Alex Wong

    Detailed description of a framework to follow for effective learning transfer. It maps out the process and elements that we need to take note of, and get alignment with stakeholders. Learning professionals and managers alike would benefit from the implementation of these ideas.

  5. 4 out of 5

    Anthony

    There are some wonderful ideas in this book. The writing was a bit too preachy for my tastes.

  6. 4 out of 5

    Leah Blue de Souza

    Must if you're in TD or L&D. This book was kind of mind blowing when I first read it. Must if you're in TD or L&D. This book was kind of mind blowing when I first read it.

  7. 4 out of 5

    Robert

    The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results Cameron Wick, Roy Pollock, Andrew Jefferson, and Richard Flanagan Pfeiffer/Wiley An organization's chief learning officer or equivalent must be prepared to answer questions such as these: What is the ROI of our learning and development programs? How do you determine that? If the ROI is unacceptable, what is being done to increase it? My guess (only a guess) is that similar questions are also ask The Six Disciplines of Breakthrough Learning: How to Turn Training and Development Into Business Results Cameron Wick, Roy Pollock, Andrew Jefferson, and Richard Flanagan Pfeiffer/Wiley An organization's chief learning officer or equivalent must be prepared to answer questions such as these: What is the ROI of our learning and development programs? How do you determine that? If the ROI is unacceptable, what is being done to increase it? My guess (only a guess) is that similar questions are also asked of those who lead innovation initiatives. The fact remains that in most organizations, board members and CEOs not only expect but indeed demand that every hour and every dollar be committed to helping achieve and then sustain profitable growth and that is especially true of training programs and innovation initiatives. There seems to be little (if any patience) with any costs that cannot be justified in business terms. What Wick, Pollock, Jefferson, and Flanagan (hereinafter referred to as "the authors") offer in this volume is a rigorous and eloquent analysis of what they characterize as "the six disciplines of breakthrough learning." They devote a separate chapter to each discipline, concluding each chapter with one checklist of reminders and action points for learning leaders and another for line leaders. Because learning and development programs are investments by a company in its workforce, the authors acknowledge that management "has a fiduciary and ethical responsibility to ensure that those investments produce a return: results that increase enterprise value." There are various diagnostic exercises inserted throughout the book's narrative. I appreciate the fact that the authors also include a number of mini-case studies based on real-world initiatives by prominent organizations that include Sony Electronics, British Broadcasting Company, Home Depot, and Pfizer. And I also appreciate the series of brief but insightful statements by a CLO or equivalent, called "From the Top," that provide an eyewitness account of specific learning initiatives. The organizations represented include the Center for Creative Leadership, General Mills, University of Notre Dame, Honeywell, and AstraZaneca. The authors are exemplars of pragmatism, of "nailing the fundamentals," when formulating and then launching learning initiatives. They also have bold and compelling visions of breakthroughs in training and development while agreeing with Thomas Edison's observation, "Vision without execution is hallucination." The advice with which Marshall Goldsmith concludes the book will also conclude this review of it. "The designs for learning and development programs should be considered incomplete if they do not include plans to encourage participants to follow through, practice what they have learned, and reach out to colleagues for feed forward ideas and coaching. When those elements are in place to support well-designed and well-delivered learning, then we have all the ingredients for a true transformation. Life is good."

  8. 4 out of 5

    Stan Skrabut

    What if you were successful only 15% of the time? Would you continue  working in that line of work? Here is an example from the book The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results* by Calhoun Wick, Roy Pollock, and Andrew Jefferson, what if FedEx only got 15% of their packages to their destinations on time... would you consider FedEx successful? Probably not, yet, typical corporate training departments only have a 15% success rate for par What if you were successful only 15% of the time? Would you continue  working in that line of work? Here is an example from the book The Six Disciplines of Breakthrough Learning: How to Turn Training and Development into Business Results* by Calhoun Wick, Roy Pollock, and Andrew Jefferson, what if FedEx only got 15% of their packages to their destinations on time... would you consider FedEx successful? Probably not, yet, typical corporate training departments only have a 15% success rate for participants applying what they learned to the job. Read more

  9. 5 out of 5

    Paul Signorelli

    Although Wick, Pollock, Jefferson, and Flanagan are writing for a corporate audience, much of what they suggest and report could easily be applied to workplace learning and performance programs for nonfprofit organizations, ibraries, and any other learning-based organization. They document, through their own research and experiences, the importance and overall effectiveness of having managers and supervisors involved in employee training programs on a continuing basis; how an online system (Frid Although Wick, Pollock, Jefferson, and Flanagan are writing for a corporate audience, much of what they suggest and report could easily be applied to workplace learning and performance programs for nonfprofit organizations, ibraries, and any other learning-based organization. They document, through their own research and experiences, the importance and overall effectiveness of having managers and supervisors involved in employee training programs on a continuing basis; how an online system (Friday5s®) of follow-up exercises and reports substantially increases retention and on-the-job application of lessons learned during the learning process; and how pre- and post-event activities help establish the sort of workplace communities of learners which produce positive results which can be documented and replicated. Their "Getting Your Money’s Worth from Training & Development" is a follow-up guide for managers and employees interested in applying the principles outlined in "The Six Disciplines."

  10. 5 out of 5

    E

    A bottom-line approach to corporate training Even if learning professionals design superb programs with outstanding content and instructors deliver the material in engaging, compelling ways, these programs unfortunately may not be relevant to actual daily operations. They may lack solid business – as opposed to learning – objectives. Such initiatives may not accomplish what managers intend and will not make your business grow. Calhoun Wick, Roy Pollock, Andrew Jefferson and Richard Flanagan expla A bottom-line approach to corporate training Even if learning professionals design superb programs with outstanding content and instructors deliver the material in engaging, compelling ways, these programs unfortunately may not be relevant to actual daily operations. They may lack solid business – as opposed to learning – objectives. Such initiatives may not accomplish what managers intend and will not make your business grow. Calhoun Wick, Roy Pollock, Andrew Jefferson and Richard Flanagan explain how learning officers and training departments can use their “six disciplines” or “6D” approach to increase the effectiveness and impact of training and development programs. They’ve written a good book – a tad dry but very thorough – that outlines a top-quality program. The authors repeat, a bit too frequently, that training’s real payoff occurs in its practical application. getAbstract believes this book will help those who provide, purchase or benefit from corporate training and development.

  11. 4 out of 5

    Schmacko

    I'm trying to write shorter reviews, because I'm not sure anyone has the time to dig through these. This is a GREAT book for corporate training, especially at the higher level or at the consultant level. It's a fantastic start for rethinking the way we approach corporate training. It's an excellent resource with a clear structure, and I plan to keep this book well within arm's reach.

  12. 5 out of 5

    Vicki

    So far this book has exceeded my expectations and after the first few chapters I've been able to apply concepts to my professional activities. If you're at all interested in talent development this is worth the read.

  13. 4 out of 5

    Alina

    Well, this is a classic that I have to get back to quite a few times every month, as it describes all the main principles for instructional design. I have probably read it already five times this year alone.

  14. 4 out of 5

    Lavanyazz

  15. 5 out of 5

    Carla Sinders graves

  16. 5 out of 5

    Kathryn

  17. 5 out of 5

    Philip Ryan

  18. 4 out of 5

    d j rapkins

  19. 5 out of 5

    John

  20. 5 out of 5

    Thomas Cooper

  21. 4 out of 5

    Karen

  22. 5 out of 5

    Brenna O'Rourke Randel

  23. 4 out of 5

    Alexandru Popa

  24. 4 out of 5

    Jeff Mines

  25. 4 out of 5

    Helen

  26. 5 out of 5

    Tor Stenbakken

  27. 4 out of 5

    Chethan

  28. 4 out of 5

    Marcos Cardoso

  29. 5 out of 5

    Jennifer

  30. 4 out of 5

    Chris

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