Partial profile · Step-by-step Guide — full narrative profile planned
The Six Disciplines of Breakthrough Learning How to Turn Training and Development into Business Results
A six-step framework for learning professionals to transform corporate training from a cost center into a strategic driver of measurable business results by focusing on outcomes, on-the-job application, and continuous improvement.
This is a step-by-step procedural book — we're building it into Stepcode, with a profile to follow.
What it’s about
Most corporate training fails to deliver value, becoming 'learning scrap'—a massive waste of time and money. 'The Six Disciplines of Breakthrough Learning' provides a proven and practical framework to solve this problem, guiding learning and development professionals to shift their focus from creating learning events to engineering performance outcomes. By following the six disciplines—Define business outcomes, Design the complete experience, Deliver for application, Drive learning transfer, Deploy performance support, and Document results—you can ensure that every learning initiative is strategically aligned, effectively applied on the job, and demonstrably contributes to the bottom line, transforming your role from an 'order taker' into a valued strategic business partner.
The through-line
- Who it’s for
- A learning and development (L&D) professional or business leader who wants their training initiatives to deliver real, measurable business results and be recognized as a strategic partner, not just a cost center.
- The problem
- Corporate training programs are expensive and time-consuming, yet they often fail to change on-the-job behavior or improve business performance, resulting in 'learning scrap' and a questionable ROI. L&D professionals feel frustrated, undervalued, and treated like 'order takers' because they struggle to demonstrate their strategic contribution and get buy-in from business leaders for what is truly needed to make learning stick.
- The plan
- D1: Define Business Outcomes - Start every initiative by clarifying the desired business results with stakeholders.
- D2: Design the Complete Experience - Plan the entire learning journey, managing what happens before, during, and after instruction.
- D3: Deliver for Application - Create learning that builds skills and confidence for on-the-job use through practice and relevance.
- D4: Drive Learning Transfer - Actively manage the post-training environment and engage managers to ensure application.
- D5: Deploy Performance Support - Provide tools and resources to help employees succeed at their moment of need.
- The payoff
- The L&D professional becomes a trusted strategic partner who consistently delivers initiatives that demonstrably improve performance and achieve key business objectives. · The L&D function earns respect, a seat at the table, and continued investment because its value is clear and quantifiable. · Employees are more engaged and effective because they are better equipped and actively supported in applying new skills to succeed in their roles.
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