At Optima we follow the 6D-process (Pollock, Jefferson and Wisk) when designing
bespoke programmes and integrated learning solutions.
This process has six distinct disciplines:
We believe an investment in learning is expected to pay dividends in terms of improved performance.
The purpose of this discipline is to identify:
- The desired outcomes in business terms
- The associated learning outcomes
- Methods to measure the above
At Optima we design learning processes which enable participants to deliver the desired business results. Designing the complete experience recognises that from the participants’ points of view, the learning experience begins well before the formal learning intervention, however learning should continue until performance and business results have improved.
In all our design work we acknowledge that no programme will succeed if it is not aligned and integrated with the client’s culture, terminology, practices and other learning interventions.
At Optima we believe that learning creates value only when it is applied and therefore the methodology in which learning is delivered should reflect and facilitate the way in which it will be used.
Learning transfer should not be confused with knowledge transfer; i.e. the transfer of knowledge or skills from one person to another. This discipline enables learning to leads to improved performance.
Hence it is about creating the responsibilities, systems, environment, procedures and measurements required for successful transfer of learning and the achievement of required business results.
Deployment is mainly the responsibility of senior management who needs to recognise that improving anything requires practice and that while trying something, learners need feedback, support, coaching and acknowledgement.
Documenting results entails providing documents in a relevant, credible, and compelling way that justifies further investment and supports continuous improvement. However continuous improvement is only possible, and continued investment warranted, when there is unequivocal evidence that the initiative generated value.
The results of a programme become appropriate input for the next cycle of defining outcomes, designing experiences, delivering, driving, deploying, and documenting. It is a cycle of reinvention and renewal which ensures that corporate learning is in touch with the changing competitive environment, workforce, and business needs.