The Six Disciplines of Breakthrough Learning

About the Author

"The Six Disciplines of Breakthrough Learning" is the collaborative work of four distinguished professionals in the field of corporate training and development: Calhoun W. Wick, Roy V. H. Pollock, Andrew McK. Jefferson, and Richard D. Flanagan. Calhoun W. Wick, the founder and CEO of Fort Hill Company, brings a wealth of experience as a consultant, educator, and researcher. His work focuses on improving the effectiveness of corporate training programs by linking them to tangible business outcomes. Roy V. H. Pollock, the Chief Learning Officer at Fort Hill, has a strong background in both line management and strategic development, which he leverages to help organizations align their training initiatives with business strategies. Andrew McK. Jefferson, the President and COO of Fort Hill, has a diverse background, including significant roles in operational and legal capacities. His practical experience informs his approach to optimizing training programs for real-world application. Richard D. Flanagan, a licensed psychologist, brings a deep understanding of human behavior and its impact on learning and development. Together, these authors provide a comprehensive guide to transforming training programs into catalysts for business success.

Main Idea

The core premise of "The Six Disciplines of Breakthrough Learning" is that effective corporate training programs must go beyond mere knowledge dissemination. They must be designed to achieve specific, measurable business outcomes. The authors argue that traditional training approaches often fail because they do not adequately address the critical "learning-doing" gap. This gap occurs when the knowledge and skills acquired in training are not effectively transferred to the workplace. The book proposes a disciplined approach to training that includes defining clear business goals, designing comprehensive learning experiences, delivering practical and applicable content, supporting the transfer of learning to the job, providing active support from management, and documenting the results. By adhering to these six disciplines, organizations can ensure that their training investments lead to real, measurable improvements in business performance.

Table of Contents

1. Introduction
2. Define Business Outcomes
3. Design the Complete Experience
4. Deliver for Application
5. Drive Learning Transfer
6. Deploy Active Support
7. Document Results
8. Conclusion

Define Business Outcomes

The first discipline, "Define Business Outcomes," is fundamental to the success of any training program. The authors stress that training should not be an isolated activity but should directly contribute to the organization's strategic objectives. To achieve this, training professionals must work closely with business leaders to identify the specific business challenges that the training aims to address. This alignment ensures that the training program is relevant and focused on the right outcomes. The authors emphasize that simply delivering training is not enough; it is essential to measure the impact of the training on business performance.

"The goal of training should always be to produce positive financial returns, whether through increasing productivity, reducing costs, or enhancing customer satisfaction." - Wick et al.