Atd new capability model

The ATD Capability Model!

The Association for Talent Development (ATD) Capability Model is a framework that helps organizations assess and develop the skills and competencies of their talent development professionals. The model is designed to ensure that these professionals have the necessary skills to design, deliver, and evaluate effective learning programs.

The ATD Capability Model consists of 12 capabilities, which are organized into three categories: Foundation, Facilitation, and Innovation. Each capability is further broken down into specific skills and competencies.

Here are the 12 capabilities:

Foundation Capabilities

  1. Learning and Development Fundamentals: Understanding the principles and practices of learning and development, including adult learning theory, instructional design, and evaluation methods.
  2. Business Acumen: Understanding the organization's business goals, strategies, and operations to design learning programs that align with business needs.
  3. Communication: Effective communication skills, including verbal, written, and presentation skills.

Facilitation Capabilities

  1. Instructional Design: Designing learning programs that are engaging, interactive, and effective in achieving learning objectives.
  2. Facilitation: Facilitating learning programs, including leading discussions, managing group dynamics, and creating a positive learning environment.
  3. Coaching and Mentoring: Coaching and mentoring others to improve their performance and achieve their goals.

Innovation Capabilities

  1. Technology and Digital Learning: Understanding and applying technology and digital learning tools to design and deliver learning programs.
  2. Innovation and Creativity: Developing innovative and creative solutions to learning challenges and opportunities.
  3. Data Analysis and Evaluation: Analyzing data and evaluating the effectiveness of learning programs to inform future design and delivery.
  4. Collaboration and Partnerships: Building and maintaining partnerships with stakeholders to design and deliver learning programs.
  5. Change Management: Managing change and implementing learning programs that support organizational change initiatives.
  6. Strategic Planning: Developing strategic plans for learning and development programs that align with organizational goals and objectives.

By assessing and developing these capabilities, talent development professionals can ensure that they have the skills and competencies needed to design, deliver, and evaluate effective learning programs that meet the needs of their organization and its employees.