Six Disciplines of Breakthrough Learning Certification – 2 Day Program

What is the Six Disciplines of Breakthrough Learning Certification program?

Turn Training and Development into Business Results.

Now more than ever, business managers want to see results from their training investments. The Learning Transfer Certificate Program will teach you to go “beyond ADDIE” to apply best practices from world-class companies that increase the value of learning and development. Training only adds value when it can be transferred and applied on-the-job.

Certification Program Details:

This interactive workshop is based on the bestselling Six Disciplines of Breakthrough Learning. It stresses real world application of proven tools, techniques, and processes; combining a two days hands-on session with 8 weeks of on the job support for learning transfer. You’ll learn how to apply the 6Ds® that turn training into business results:

• Define Business Outcomes
• Design the Complete Experience
• Deliver for Application
• Drive Learning Transfer
• Deploy Performance Support
• Document Results

By practicing these six disciplines you’ll ensure that:

• Training leads to improved performance
• Learning is transferred and applied on the job
• Participants in your programs achieve performance goals
• Learning and development earns a reputation as a strategic business partner

Who is this program for?

Who should attend:

• Every workplace learning professional who wants to increase the value they deliver
• Chief Learning Officers
• Heads of leadership and executive development
• Directors of training, organizational development and talent management
• Course designers and coordinators
• Business leaders who want greater results from training and development

Estimated time of completion:

• Application and Pre-Qualification Process: 30 mins
• Self-Paced Assessments and Profiling:  90 mins 
• Sales Trainer Accreditation Workshop: 14 hours
• Certification Assessment and Project Delivery: 3-4 hours

Program Focus and Coverage:

D1: Define Outcomes in Business Terms

• Order-takers versus strategic business partners
• Features, advantages, and benefits of training
• Why learning objectives are not sufficient
• Performance consulting and Outcomes Planning Wheel
• Practice mapping needs and expected outcomes

D2: Design the Complete Experience

• Learning is a process not an event
• Expectations matter and how to influence them
• Practice improving course descriptions/invitations
• A new paradigm for when a class ends
• Practice redefining the finish line for learning

D3: Deliver for Application

• Key impediment to delivering for application
• D3 and the “Can I?” question
• Learning, memory, and performance
• D3 and the “Will I?” Question
• Motivation and adult learning
• Practice creating a value chain for your program
• Monitoring perceived utility and relevance

D4: Drive Follow-Through

• A process approach
• Business case for learning transfer
• The transfer climate
• Practice developing a plan to improve transfer
• Securing greater management support

D5: Design the Complete Experience

• Learning is a process not an event
• Expectations matter and how to influence them
• Practice improving course descriptions/invitations
• A new paradigm for when a class ends
• Practice redefining the finish line for learning

D6: Deploy Active Support

• Analogy to customer support
• When support is most valuable
• Key features of effective support
• Share best practices
• People as performance support
• Practice developing post-program support