The Six Disciplines Of Breakthrough Learning : ... Apr 2026

: A practical companion that provides tools, how-to guidelines, and over 40 real-world stories from practitioners who have applied the model.

The 6Ds model repositions learning and development (L&D) as a strategic business partner rather than a mere "order taker" for training requests. It targets the "learning-doing gap" by ensuring that every company-funded initiative—from classroom sessions to social learning—serves a specific business purpose and pays returns through improved performance. Related Resources

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. The six disciplines of breakthrough learning : ...

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.

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. : A practical companion that provides tools, how-to

(4th Edition, 2024): This latest version includes updated research and case studies from global companies.

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) Instead of focusing on what people will learn

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.