6D
Updated 2026-08-08
INTRODUCTION
English translation pending.
CORE DEFINITION
The 6D model structures a learning programme in six stages: define the business result, design the complete experience, deliver it, drive the transfer of learning to the job, deploy performance support, and document the results. Its argument is that delivery completes only part of the work, and that the value of training is realized in the stages after the classroom. It is used to tie learning investment to business outcomes rather than to attendance.
SCAFFOLDING EFFECT
Reduce cognitive load
- Define the result: state the business outcome before designing any content. - Drive the transfer: plan how learners will apply the material on the job. - Support in the workflow: put job aids in place so the new behavior can survive pressure.
Anchor fast decisions
Most learning is measured at the point of delivery, where satisfaction is high and application has not yet been tested. Between the classroom and the job, competing demands and forgotten details erode the new behavior unless something reinforces it. Transfer activities and workflow support are what carry the learning across that gap.
MINIMUM ACTION
In progress 0/1Practice this model in one real situation:
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Source support: Explicit
- en.wikipedia.orghttps://en.wikipedia.org/wiki/6Dverified
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