Cargando…
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 /
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 professiona...
| Clasificación: | Libro Electrónico |
|---|---|
| Autor principal: | |
| Otros Autores: | , |
| Formato: | Electrónico eBook |
| Idioma: | Inglés |
| Publicado: |
San Francisco, CA :
John Wiley & Sons, Inc.,
[2014]
|
| Temas: | |
| Acceso en línea: | Texto completo (Requiere registro previo con correo institucional) |
Tabla de Contenidos:
- 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.