Extending Learning With The 6Ds

Extending Learning With The 6ds 1extending Learning Wi

Describe the process of extending organizational learning using the 6 D's model, including defining expected outcomes, designing training programs, delivering applications, promoting learning transfer, supporting performance, and documenting outcomes, with specific examples from organizations such as Emerson and Netflix.

Paper For Above instruction

In today's dynamic business environment, continuous learning and development are critical for organizational success and competitive advantage. The 6 D's model provides a comprehensive framework for organizations to systematically extend learning across their workforce, ensuring that training translates into measurable performance improvements. This paper explores each phase of the 6 D's — defining, designing, delivering, promoting transfer, supporting performance, and documenting outcomes — illustrating their application with examples from leading organizations like Emerson and Netflix.

Defining Expectations

The first phase, defining, involves clearly establishing the expected business outcomes that the organization aims to achieve through learning initiatives. These outcomes could range from enhancing specific skills, increasing productivity, boosting sales, or fostering innovation. Precise definition at this stage reduces uncertainty and aligns employee efforts with organizational goals. For example, Emerson emphasizes early communication of its vision and goals, ensuring that all employees understand what success looks like. Leaders communicate the strategic objectives beforehand, setting a clear direction for subsequent training efforts. This clarity motivates employees to focus on relevant skills and competencies, thereby increasing the likelihood of achieving the desired outcomes.

Contrastingly, Netflix adopts a different approach by leaving some expectations unstated, relying on employee common sense and mature judgment. While this might foster a culture of autonomy, it risks misalignment and misunderstandings, potentially hindering the effectiveness of training efforts and overall performance (Goldstein et al., 2017; McCord, 2014).

Design of Training Programs

The second phase, designing, entails creating tailored training programs that equip employees with the skills necessary to meet organizational objectives. This involves identifying target audiences, establishing learning requirements, choosing appropriate instructional methods, and determining how to measure training effectiveness. Emerson prioritizes leadership development, designing programs that build essential managerial and leadership competencies aligned with strategic goals. The design process includes selecting content, developing curricula, and planning delivery mechanisms that optimize engagement and knowledge retention.

Netflix, however, adopts a more reactive approach by hiring only highly qualified staff and replacing those whose skills no longer meet organizational needs, rather than investing in ongoing training (McCord, 2014). This approach reflects a focus on talent acquisition over development, which may limit the organization’s capacity for continuous learning and adaptation in a competitive landscape.

Delivery of Learning Application

The third phase involves the actual delivery of training or interventions. During or after this process, employees are instructed on applying their new skills to their specific roles. Effective delivery requires strong leadership, clear communication, and practical guidance. Emerson leaders use voice recordings, coaching, and direct instructions to facilitate application. These strategies help employees internalize and transfer knowledge to their everyday tasks, directly impacting organizational performance.

Conversely, Netflix’s policy of terminating employees who do not meet performance standards bypasses formal application of skills, thereby missing opportunities for constructive learning and growth. Instead of applying learned competencies, underperformers are often replaced, which may perpetuate a cycle of continual recruitment rather than development (McCord, 2014).

Promoting Learning Transfer

At this stage, organizations ensure that learned skills are transferred effectively into the workplace. This involves ongoing support, feedback, and accountability measures. Leaders play a proactive role by fostering a culture that values continuous improvement. Emerson's management facilitates learning transfer through performance discussions, coaching sessions, and reinforcement of key concepts. These efforts encourage employees to apply their training consistently, thus maximizing the return on investment in learning initiatives.

In contrast, Netflix’s approach falls short here, as it primarily emphasizes replacement over development, neglecting the importance of facilitating ongoing transfer and adaptation of skills in the work environment (McCord, 2014).

Supporting Performance

The fifth phase, supporting performance, involves providing ongoing assistance that enables employees to maintain and improve their newly acquired skills. Performance support tools, coaching, and feedback sessions are crucial. Emerson's strategies include real-time coaching, success sharing, and recognition programs that motivate employees and help sustain performance improvements.

Returns at Netflix, where termination is often the primary response to performance issues, highlight a lack of sustained support, which can be detrimental to long-term organizational learning and resilience. Focusing on talent development rather than termination fosters a learning culture that can adapt to future challenges (Zipkin, 2018).

Documenting Outcomes

The final phase, documenting outcomes, involves recording and analyzing results to evaluate the effectiveness of training programs. Proper documentation allows organizations to analyze what worked and what needs improvement, providing a basis for decision-making and future planning. Emerson emphasizes comprehensive record-keeping, enabling continuous refinement of learning strategies.

Netflix’s limited focus on documentation, primarily through severance and replacement, hampers organizational learning. Without systematic evaluation or record-keeping, it becomes challenging to determine training effectiveness or identify areas for improvement, which may threaten long-term sustainability (McCord, 2014).

In conclusion, the 6 D's offer a structured approach for extending organizational learning, with each phase playing a crucial role in ensuring that training efforts translate into tangible performance gains. By emphasizing clear goal-setting, tailored program design, effective delivery, ongoing transfer support, performance reinforcement, and rigorous evaluation, organizations can foster a culture of continuous improvement. Leading firms like Emerson exemplify this comprehensive approach, while Netflix’s model illustrates the pitfalls of neglecting systematic learning. Implementing the 6 D's effectively can enable organizations to adapt swiftly to market changes, innovate continually, and achieve sustainable success.

References

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