The Six Principles Of Breakthrough Learning (Introduction And Chapter 1)

969 words - 4 pages

LTEC 4040 – Unit 1

Key Points and Implications
Name: Jennie Larry Johnson
Date: January 24, 2016
Key Points Reading:
The Six Principles of Breakthrough Learning (Introduction and Chapter 1) and High
Impact Learning (Foreword, Preface and Chapter 1)
The Six Principles of Breakthrough Learning

Key Point
“Management has a fiduciary
and ethical responsibility to
ensure that those investments
(training) produce a return:
results that improve performance
and competitiveness.”1

The implications are that managers should be held
accountable for ensuring that employees have been provided
with training sufficient to prepare them operate at maximum
...view middle of the document...

D3-Deliver will be useful to me because it stresses that
companies should ensure Training curriculum should
“begin with the end in mind”. Every component of
training should tie back to an expectation and
performance/product improvement. Desirable behaviors


Wick, C., Pollock, R., & Jefferson, A. (2006). Introduction. The Six Disciples of Breakthrough Learning,
(pp.12). San Francisco, CA: Pfeiffer

Page 1 of 3

toward individual application of skills/knowledge
learned should generate some type of award. This would
answer the “what’s in it for me” question that truly
drives employees to take ownership for skill/knowledge
D4–Drive will be useful to me because it points out that
companies should create and maintain systems/processes
to assess training outcomes to properly assess its
business value.
D5–Deploy will be useful to me because it points out
that managers must be held accountable for ongoing
training supports.
D6-Document will be useful to me because it makes the
point that regular and ongoing reporting is required to
record, monitor, track and report performance to enable
adjustments, modification, updates, etc. to ensure
training continues to accomplish goals and achieve
desired business value.

High Impact Learning


The key point is that training
should be strategic.

Understanding this concept will be useful because I now
know that the “one-size-fits-all” training approach may not
be the best way to go as demonstrated by the contrast made
between the training needs of three trainees. in that it should
only focus on equipping trainees to transfer the skills and
knowledge that would best improve their on-the-job
Event-based training can be
The performance measure examples used to point out how
made to look more effective that the event-delivery model can be made to look effective will
it actually is.
change my entire view of training. I have both presented and
participated in a number of training

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