If you work in T&D, you have already faced the challenge of hearing that training is an expense and not an investment, as the 6Ds can help you measure the results for your Business and, consequently, obtain more investments for your area.
It works as a step-by-step guide to people development that links learning goals to business goals and focuses on corporate learning to produce results for the organization. The approach emerged with the book “6Ds – The Six Disciplines That Transform Education Into Business Results”, by Cal Wick, Roy Pollock and Andy Jefferson, initially released in the United States in 2011.
Now, the 6Ds are making a strong impression on Brazilian companies, and rightly so. The goal of the methodology is to provide tools for developing training programs that generate measurable results for what matters most: high performance and ROI.
It works as a new way of thinking, from determining the results for the Business to documenting the results obtained by the program or learning journey.
As a human resources leader, you can contribute lithuania email list greatly to the organization through practices developed from the 6 disciplines. The impacts are positive in several areas: behavioral, motivational, technical and financial.
In this article, learn more about the 6Ds and discover why they are so important for corporate education .
The 6Ds of the methodology
Determine business outcomes
As with any planning, it is necessary to establish goals and objectives, and investment in human capital is the greatest competitive source that any organization can have. Therefore, the first “D” concerns determining the business results expected from a learning program.
At this stage, ask yourself how this initiative will benefit your business and how you will know. Count on the support of stakeholders to help with this diagnosis.
Design a complete experience
This second stage consists of designing the process of how to transform learning into business results. Exactly, development is a process and not a single event .
The learner must be able to see how the learning will help him in his daily tasks, which is the basis of andragogy – adult learning . In other words, he must understand how to transmit what he has learned to the environment around him, understand the impact on the company's results and the importance of the T&D sector.
Target the application
The third D, directs the application, concerns the instructional design that should determine what participants should do differently and better after learning.
Your content needs to be realistic, as this will make it easier for students to understand what they are learning. Also consider discussing adjustments during the course of the training, gathering feedback from employees.
Define learning transfer
D4 linked to D5 defines how the learning will be transferred, that is, after the learning action, actions must be carried out that define, measure and reward the results. In this case, it is being able to convey to the training participant the feasibility of achieving goals, as well as the ability to retransmit what was learned.
Multiplying a learning process is essential to provide the necessary speed both in the corporate school and in the company's results itself.
Learning transfer is the way for employees to put into practice what they have learned in a way that improves their performance. 5. Support performance
In this fifth D, the support of senior leadership needs to be more evident than in other stages. To demand high performance, it is also necessary to provide support. And this role is not only intended for the human resources manager, but also for each area manager.
Providing support tools, such as an LMS (Learning Management System) platform , is a great tip, in addition to periodically encouraging its use. This way, students can receive constant guidance, in a structured way, to achieve the objectives of a specific course.
Document the results
Many consider this to be the key point of the 6Ds. This is where you will see whether or not your planning has progressed, because by documenting the results of an application, you will know whether students have acquired new skills and knowledge that will benefit the organization's growth.
This documentation of processes and results is essential for students, department managers and directors to know what is working and what the impact is on the business.
An effective way to measure all of this is by comparing before and after, to identify real progress, for example.
By documenting results, you will be able to engage senior leadership to invest in long-term, high-yield learning programs.
Did you enjoy learning about the importance of the 6Ds for training and development ? This is a trend that is here to stay in the Brazilian market as well.