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Inside the 6Ds: An Interview with Roy Pollock and Andrew Jefferson

Andy Jefferson, JD, is President and Chief Executive Officer for The 6Ds Company.  He is co-author of The Six Disciplines of Breakthrough Learning and Getting Your Money’s Worth from Training and Development. Andy is a frequent and popular global presenter who excels in helping companies maximize the value they realize from their investments in learning and development. He is an accomplished executive with deep line-management expertise as well as experience in strategic planning, sales and marketing, productivity, and technology development. Andy views learning as a critical source of competitive advantage in an increasingly knowledge-based economy. He knows the challenges of running a company and making every investment count. Prior to joining The 6Ds Company, Andy served as the Chief Executive Officer of The Fort Hill Company, CEO of Vital Home Services, and Chief Operating Officer and General Counsel of AmeriStar Technologies, Inc. Andy is a graduate of the University of Delaware and graduated Phi Kappa Phi with honors from the Widener University School of Law, where he served on the school’s Board of Overseers.

Andrew Jefferson

I Don’t Want to Hear Any of That Stuff You Learned at Harvard!

Learning Transfer: Come to Las Vegas and Stop Gambling

The 70:20:10 model makes intuitive sense. Most of what employees learn, they learn on-the-job while doing their work—that is where they spend most of their time. In recent years, 70:20:10 has become a commonly quoted statistic in training circles. Bu

70:20:10: Where Is the Evidence?

Stop Delivering Training Events

Start With “Why?”

Slides From "Two Key Questions Webcast"

ATD developed the Talent Development Framework and the TD Puzzle to help practitioners understand the different components of talent development, and how organizations can build their own frameworks to address their unique needs. This blog series explores each component of the talent development framework, why it’s important to the field, and what resources ATD offers to practitioners who want to learn more. Training Delivery Training delivery may be the component of the talent development framework with which most practitioners can identify. The ASTD Competency Study defines training delivery as delivering informal and formal learning solutions in a manner that is both engaging and effective. Delivery is any method of presenting content, such as instructor-led training, discussions, simulations, or e-learning. Training delivery ensures that the content is available in a method or on a platform that is effective for both the presenter and the recipient. Additionally, it allows flexibility in case of poor reception or understanding. The method of delivery should be determined by the learning objectives to be achieved and the desired outcome. The delivery must be aligned with the learner’s role and the organization’s needs to be productive and drive impact. Training delivery is learner-centered, and it is understood that the learners can be trusted to motivate themselves to retain the information. It is the responsibility of the presenter to ensure that the content is engaging, applicable, and effective. Effective training delivery results in the recipients being able to transfer what they learned to their daily work. As explained in Roy Pollock and Andrew Jefferson’s article “Stop Delivering Training Events,” ensuring learning transfer is essential to produce value. Learning transfer is contingent upon the recipient asking “Can I?” and “Will I?” to the new information. If the answer is “no” to both questions, then it is likely that the value will not be added and the recipient will not apply the learning. The post-training environment is just as important as the training itself. Support from supervisors or managers may increase the likelihood that the training will become part of the learner’s day-to-day work. In today’s dynamic talent development field, training delivery remains a fundamental component with critical importance to organizations. We’ve assembled some additional resources to explore:• Read more on storytelling and sales training.• Keep training current by learning about agility in a training curriculum.• When training intergenerational audiences, be equipped with the tools you need to reach everyone.• Learn more on how to effectively train on a tight budget.• Explore the many methods of training delivery.•For more information on training delivery and other major components of talent development, check out the ASTD Handbook, 2nd Edition (Updated now to the TDBok™ Guide, 2nd Edition).• The Virtual Training Guidebook, 2nd edition by Cindy Huggett• Train the Trainer, Second Edition, Volume 1: Foundations and Delivery: Become a Successful Trainer by ATD• Training Design and Delivery, 3rd Edition by Geri E. McArdle• Telling Ain't Training, 2nd edition by Harold D. Stolovitch and Erica Keeps

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