6Ds Training Transfer Methodology Implementation Training Course

Course overview

Many L&D programmes are judged by attendance, satisfaction scores and completion rates while managers ask a different question: what changed in performance and business results? This course addresses the gap between delivering training and achieving measurable application on the job. Participants learn to use the 6Ds methodology to connect a learning initiative to a defined business need, identify the conditions required for transfer, and build accountability with managers, learners, sponsors and operational stakeholders.

Across five days, participants work through all six disciplines: Define Business Outcomes, Design the Complete Experience, Deliver for Application, Drive Learning Transfer, Deploy Performance Support and Document Results. They practise writing outcome statements, creating performance-based objectives, mapping transfer risks, designing manager involvement, selecting performance-support tools and establishing evidence plans. The course also examines how to distinguish learning measures from application, performance and business measures using practical data-collection methods.

The programme combines facilitated instruction with a running implementation case and structured design workshops. Participants bring an existing or planned learning intervention and develop a 6Ds Training Transfer Implementation Blueprint for it. This practical deliverable includes a business-outcome map, learner application plan, manager toolkit, reinforcement schedule, performance-support specification, stakeholder roles and results dashboard. It gives both the participant and their manager a documented route from training investment to observable workplace performance.

The course is best suited to L&D professionals who already design, commission, manage or evaluate workplace learning and now need a disciplined method for improving transfer and demonstrating value.

Course objectives

By the end of this course, participants will be able to:

• Define measurable business outcomes using the 6Ds Define Business Outcomes discipline
• Create a business-outcome map linking organisational measures, performance behaviours and learning interventions
• Design performance-based learning objectives using the Design the Complete Experience discipline
• Build a learner application plan with pre-work, practice, commitments and post-course action steps
• Develop a manager transfer toolkit using briefing guides, coaching prompts and observation checklists
• Specify performance-support resources using workflow analysis and point-of-need design criteria
• Construct a results measurement plan covering learning, application, performance and business evidence
• Produce a 6Ds Training Transfer Implementation Blueprint for a live organisational programme

Benefits of attending

Target competencies

Who should attend

• Learning and Development Managers — who need to improve the business impact and credibility of learning portfolios
• Learning Experience Designers — who must design programmes for workplace application rather than event completion
• Talent Development Specialists — who coordinate development interventions across managers, learners and business sponsors
• HR Business Partners — who need to align capability initiatives with operational performance priorities
• Internal Trainers and Facilitators — who want to build transfer activities before, during and after delivery
• Training Evaluation and Learning Analytics Professionals — who need stronger evidence chains from learning to business results

Requirements and prerequisites

Participants should have practical experience of designing, delivering, commissioning or evaluating workplace learning programmes. They should understand basic L&D concepts such as learning objectives, needs analysis, stakeholder roles and post-course evaluation, and be able to describe one current or planned learning intervention from their organisation. Familiarity with Microsoft Excel and PowerPoint is useful for the measurement and implementation workshops. Participants do not need prior 6Ds certification, statistical analysis expertise, learning-management-system administration skills or access to specialised evaluation software. This is an intermediate implementation course, not an introductory course in instructional design.

Training methodology

Instructor-led sessions introduce each of the 6Ds disciplines through worked examples from corporate learning programmes. Participants then apply the method to a running case and, where appropriate, their own intervention. Workshops use outcome maps, transfer-risk assessments, manager-role matrices, performance-support sketches and measurement-plan templates. Small-group reviews test assumptions against operational constraints, while instructor feedback focuses on evidence quality and implementation feasibility. The final day is an application-planning lab in which participants consolidate their artefacts into a sequenced 6Ds Training Transfer Implementation Blueprint.

Course outline

Day 1: Defining business outcomes and transfer accountability

• The 6Ds methodology and the learning-to-business-results chain
• Define Business Outcomes discipline and sponsor alignment
• Business measures versus learning activity measures
• Performance analysis: current state, desired state and behavioural gap
• Business-outcome mapping from strategic priority to work behaviour
• Stakeholder role mapping for sponsors, managers, learners and L&D
• Transfer-risk identification before programme design

Workshop: Participants build a business-outcome map and stakeholder accountability matrix for a selected learning intervention.

Day 2: Designing the complete learning experience

• Design the Complete Experience discipline
• Performance-based objectives and observable application criteria
• Learner readiness, motivation and relevance analysis
• Pre-work design for baseline data and manager conversations
• Practice architecture using realistic workplace scenarios
• Application planning during the learning event
• Transfer-risk controls embedded in programme design

Workshop: Participants redesign a conventional course outline into a complete experience with pre-work, practice and application commitments.

Day 3: Delivering for application and driving transfer

• Deliver for Application discipline and facilitation choices
• Action planning methods for first-use commitment
• Drive Learning Transfer discipline and reinforcement architecture
• Manager briefing guides and post-learning coaching conversations
• Peer accountability groups and social reinforcement mechanisms
• Transfer reminders, nudges and spaced retrieval schedules
• Barriers-to-application diagnosis and escalation routes

Workshop: Participants create a 30-60-90-day transfer plan with manager prompts, learner commitments and reinforcement touchpoints.

Day 4: Deploying performance support and documenting results

• Deploy Performance Support discipline and workflow integration
• Point-of-need support formats: job aids, checklists, decision trees and scripts
• Performance-support content prioritisation using task criticality
• Document Results discipline and the evidence chain
• Application, performance and business outcome indicators
• Data-collection methods: observation, manager ratings, operational data and learner evidence
• Results dashboards and stakeholder reporting narratives

Workshop: Participants prototype a performance-support asset and draft a measurement plan with data sources, owners and review dates.

Day 5: Implementing the 6Ds methodology in the organisation

• Sequencing the six disciplines across a programme lifecycle
• 6Ds implementation governance and decision rights
• Prioritising interventions using business value and transfer feasibility
• Integrating 6Ds with instructional design and learning evaluation processes
• Sponsor engagement and manager adoption strategies
• Implementation milestones, resource assumptions and risk controls
• Presenting the 6Ds Training Transfer Implementation Blueprint

Workshop: Participants finalise and present their 6Ds Training Transfer Implementation Blueprint, receiving peer and instructor review against implementation criteria.

Tools & standards covered

The 6Ds Methodology, Kirkpatrick Model, Microsoft Excel, Microsoft PowerPoint

A typical training day

Live online deliveries follow the same structure in the East Africa Time zone, with shorter screen blocks and longer breaks.

What the fee includes

How you can take this course

Certification

Participants who complete the full five days receive the Skillset Development Certificate of Completion, stating the course title, course code, dates and delivery format — suitable for professional-development records and employer reimbursement.

Frequently asked questions