| Description |
1 online resource (690 pages) |
| Contents |
The Field Guide to the 6Ds: How to Use the Six Disciplines to Transform Learning into Business Results: Tips, Tools, Case Studies, and Practical Advice; Copyright; Contents; About This Book; Acknowledgments; Contributors; Introduction; Origin of the 6Ds; Moment of Truth; The Six Disciplines; Getting Started; Introducing the 6Ds; Part I: The Six Disciplines; D1 Define Business Outcomes; Understand the Business You Support; Talk to Your Stakeholders; Decide Whether Training Is Appropriate; Complete the Performance-Gap Analysis |
|
Differentiate the Business Objectives of Training from Learning ObjectivesUse Business Objectives to Explain Benefits to Participants and Managers; D2 Design the Complete Experience; Treat Learning as a Process, Not an Event; Manage Expectations; Create Intentionality; Emphasize Benefits, Not Features; Initiate Learning Before Class; Redefine the Finish Line; Provide a Sense of Accomplishment; Putting It All Together; D3 Deliver for Application; Address the "Can I?" and "Will I?" Questions; Teach for How People Learn; Avoid Cognitive Overload; Ensure Adequate Practice; Connect the Dots |
|
Monitor Perceived Relevance and UtilityD4 Drive Learning Transfer; Apply Process Thinking; Assess and Improve the Transfer Climate; Maintain Share of Mind by Reminding Learners; Engage Managers; Ensure Accountability for Training Transfer; D5 Deploy Performance Support; Make Performance Support Part of the Design; Identify When and Where Support Will Be Most Valuable; Use People, Technology, and Materials Creatively to Provide Support; Design, Test, Improve, Deploy, and Improve Again; Ensure That Job Aids Are Used; Introduce Job Aids in (or Even Before) the Training |
|
Have Managers Reinforce the Use of the Job AidsD6 Document Results; Start with the End in Mind; Don't Confuse Activity with Productivity; Decide What to Measure Before Worrying About How; Measure the Relevant Outcomes; Ensure Credibility; Make a Compelling Case; Use Resources Efficiently; Prove and Improve; Build a Strong Learning Brand; Coda: Getting Your Money's Worth; Get Started Now; Build the 6Ds into the Process; Continue to Learn and Grow; Part II: Tools: Maps, Planners, Scorecards, and Checklists; Tool I.1 6Ds Application Scorecard; Tool I.2 6Ds Pathfinder; Tool I.3 6Ds Flow Chart |
|
Tool I.4 Wisdom from the FieldTool D1.1 6Ds Outcomes Planning Wheel; Tool D1.2 Flow Chart: Is Training Necessary?; Tool D1.3 Checklist for D1; Tool D2.1 Manager's Guide to a Pre-Training Discussion; Agenda; Detailed Coaching Guide; Tool D2.2 Sample Learning Contract; Participant's Responsibilities; Manager's Agreement; Tool D2.3 Flow Chart for Phase I Learning (Pre-Work); Tool D2.4 Purposes and Examples of Phase I Learning (Pre-Work); Tool D2.5 Manager's Guide to a Post-Training Discussion; Overview; Detailed Coaching Guide; Tool D2.6 Checklist for D2; Tool D3.1 Glance Test for Slides |
| Summary |
Practical guidelines for implementing the six disciplines of breakthrough learning The Six Disciplines of Breakthrough Learning has become a standard for companies serious about increasing the return on their investment in learning and development. Now the authors help workplace learning professionals apply the concepts of their bestselling book. With real-world applications, case studies, how-to guidelines, and practical advice and examples for implementing the 6Ds, The 6Ds Fieldbook: Beyond ADDIE will help organizations substantially increase the return on investment a |
| Notes |
Tool D3.2 Value Chain Planner |
|
Print version record |
| Subject |
Organizational learning.
|
|
Employees -- Training of.
|
|
Performance.
|
|
Organizational effectiveness.
|
|
Performance technology.
|
|
Performance technology
|
|
Employees -- Training of
|
|
Organizational effectiveness
|
|
Organizational learning
|
|
Performance
|
| Form |
Electronic book
|
| Author |
Pollock, Roy V. H
|
|
Wick, Calhoun W
|
| ISBN |
9781118677384 |
|
1118677382 |
|
