Please wait a few seconds while your cart is being loaded.
Login to see membership pricing and/or to see items you may have added using another computer or device
Renew Your Membership
The Buzz E-Newsletter
ATD Links E-Newsletter
Watch & Learn Webcasts
State of the Industry Report
ATD Buyer's Guide
Learning Executives Confidence Index
Chapter Leader Community
Join ATD and gain immediate access to the talent development research, news, and best practices you need to take your career—and your organization—to the next level.
Access your ATD member benefits in one convenient location.
Join ATD or renew your membership today.
Training and Training Basics
Business and Management
Measurement, Evaluation, and ROI
Search All Books
Talent Development Executive Confidence Index (TDXCI)
The Public Manager
ATD LINKS E-Newsletter
Community of Practice Newsletters
Community of Practice Blogs
Never stop learning with OpenBook.
Talent development delivered – get 12 single-topic issues a year!
ATD International Conference & EXPO
ATD-Yale Foundations of Management Excellence
Core 4 Conference
Chapter Leaders Conference
Chapter Regional Conference
Learn From the BEST
Asia Pacific Conference
Latin American Summit
Middle East Conference & Exhibition
LearnNow: Flipped Classroom
LearnNow: Design Thinking
LearnNow: Change Management
LearnNow: Just-In-Time Sales Enablement
LearnNow: Moving From Learning to Performance
LearnNow: Using Improv in Facilitation
This workshop will provide you a blueprint for the most innovative approach to sales enablement today: personalized, just-in-time support. Learn how you can easily leerage these techniques to transform sales performance in 90 days!
ATD's Core 4 focuses on the foundational elements that every learning and talent development professional needs. Explore key topics like instructional design, training delivery, measurement and evaluation, and learning technologies.
For the Trainer
For the Instructional Designer
For the Manager
For the HR/OD Professional
The ATD Competency Model
Rates & Pricing
Request a Catalog
Browse the 2017 e-catalog
ATD Expert Coach™
ATD Master Instructional Designer™
ATD Master Performance Consultant™
ATD Master Trainer™
CPLP Preparation Courses
Bring Training to Your Team
Team Skills Gap Assessment
50+ learning modules that adapt to your current knowledge, speed, & path to mastery. No more wasted time learning what you already know.
Browse the ATD Education Fall/Winter 2017 e-catalog for program dates and locations.
Want unlimited access to our entire portfolio of online workshops? Become an Essentials Series Annual Pass holder.
Practice Exam (pCPLP)
Preparing for the CPLP: Interactive Guide
Apply and Manage Records
Testing Fees and Locations
Get a step by step overview of the CPLP process, which includes two assessment tools.
Learn more about which workshops ATD offers to prepare.
New to the training profession? Or, are you an informal trainer? Learn how becoming an APTD can boost your career.
Learning & Development
Science of Learning
Senior Leaders & Executives
Career Development Blog
Global HRD Blog
Human Capital Blog
Learning Technologies Blog
Management Community Blog
Sales Enablement Blog
Science of Learning Blog
Senior Leaders & Executives Blog
Each community focuses on a key area of the talent development field and is led by a community manager whose in-depth knowledge will ensure that the content, offerings, and resources are consistent with your needs.
ATD's Core 4 conference returns March 2018 in Philadelphia, PA. Explore the foundational elements that every learning and talent development professional should understand!
Browse the ATD Education Fall/Winter 2017
e-catalog for program dates and locations.
Enterprise Learning Plan
Forum Member Organizations
Forum Member Website
We bring Education programs to you, specifically tailored to your organization’s needs and business goals.
Contact an Enterprise team member today and we'll find a solution to fit your needs!
Provide your team with access to ATD’s premium content all in one place.
Find a Job
Post a Job
Jobs at ATD
Excellence in Practice
Browse Research Reports
Talent Development Executive Confidence Index (TDXCI)
Deliver engaging and effective training. Become a Master Trainer.
This free app puts over 20 activities all in the palm of your hand.
Search All ATD Publications
Learning technology is rapidly changing, and learners are increasingly demanding the use of advanced technologies in the learning environment. TechKnowledge will get you up to speed on what's hot in learning tech, and provide you with the hands-on experience you need to effectively incorporate the latest methods into your programs.
It's Your Profession. OWN IT!
Join ATD or extend your membership.
To view or add items to your Wish List, please log in.
Not yet an ATD registered user? Click here to register.
Already registered? Click here to log in.
Have you ever tested spaghetti to see if it's cooked by throwing it against a wall? That's how too many organizations now approach their training programs—throwing standalone e-learning or face-to-face courses at their staff and hoping the learning will stick. But no course is an island, and there are things we can do to increase the odds of making learning stick by augmenting standalone courses. Pre- and post-event activities have been proven to make a dramatic difference in learning transfer rates. Many of these strategies are easy to implement and are very suited to m-learning approaches, giving us a whole new set of tools to improve the effectiveness of learning events. In this session we will provide an overview of what pre- and post-event learning transfer activities are, and review what the research tells us about their effectiveness. We'll also discuss strategies for including these in the planning and design of your learning programs, as well as focus on techniques to take advantage of mobile devices for delivering many of these activities.
Many organizations want to provide small chunks of on-demand, just-in-time performance support that require minimal technical skills to create. Likewise, capturing and sharing tacit knowledge is becoming a top priority. Is it possible to create a solution that will both engage the learner and that can be measured and evaluated? In this session, participants will learn how to create quick, effective mobile learning through YouTube-style videos. Using real examples of successful videos as discussion points, you will learn simple tips to incorporate when developing tutorials using different levels of rapid-development tools. We will also discuss publishing formats and using comments to engage the learner and capture feedback. You'll leave with ideas to develop various types of video tutorials and make them available to learners within your organization. The steps and examples demonstrated will provide practical ideas for implementing video as part of a mobile learning strategy. In this session with, you will learn: better practices for creating YouTube-style tutorials; practical ways to implement video as part of a mobile-learning strategy; tricks to engaging your learner with video; and reliable, easy ways to make video accessible on mobile devices.
Mobile learning is a popular topic, but one that has a lot of confusion swirling around it. Join an industry expert in demystifying key areas of m-learning and digging into his latest book, Mastering Mobile Learning.
Patti Shank discusses why numerous disciplines (neuroscience, psychology, education, computer science, and others) expend enormous energy and resources to figure out how we learn and how to best build instruction?
Personalized leadership development holds great potential to drastically change the learning experience. It taps participant engagement, promotes ownership, and builds independence and confidence, while maximizing the leader's learning potential based on their individual needs, abilities, and preferences. Today, learners have access to diverse content and are making their personal preferences known regarding what is included in their training and the format in which they receive that content. They want to focus on learning that is unique to their current situation taking into account where they are in their careers and in their lives. At the same time, we need to ensure that they are achieving their behavior development goals. In this interactive session, you will learn the five practices for harnessing the power of personalized leadership development: personalized content, personalized insight, personalized practice, personalized performance support, and personalized learning environment. Additionally, you will network with peers to share personalization successes and tips for incorporating the new mixes of face-to-face, social, electronic, virtual, and on-demand learning.
With tight budgets it is essential for the internal L&D function to prove its value. That means focusing on our programs' results: how our solutions lead to desired performance and, ultimately, organizational strategy. But our value can be more than the sum of our solutions. Through a case study, we'll explore how an internal L&D function can do more than just align to strategy—it can lead the business to it, while marketing its value along the way. Participants will interact with and be exposed to three levels of strategic planning and value communication: the three-year planning process that links L&D strategy to corporate strategy, execution of a learning solution designed to enable employees and staff to fulfill corporate strategy, and communicating the results and value-add of the L&D function through strategy execution.
Virtually all large organizations are global, and facing the challenges of creating learning interactions that are beneficial and comprehensible to diverse audiences all over the world. Some organizations take the 'pray' approach, by creating learning for one geography and praying other audiences will get something out of it. Other organizations burn through huge amounts of money creating custom learning for every different geography. Isn't there a better way? Can't effective global learning be created in a way that doesn't break the bank? This session focuses on a pragmatic and reasonable approach to global learning design that utilizes archetypes, focusing as much on the commonalities between learning styles as on the differences. The Global Archetype approach adapts well-established cultural preference models and combines them with insightful learning models. The result is three primary Global Learning Archetypes and six secondary archetypes that allow training to be designed once and used around the world. This session focuses on: how the Global Learning Archetypes were created, how the Archetypes can be translated into design specs that any learning team can use, and how organizations are using the Archetypes to deliver globally while controlling cost.
People do not learn exclusively from conventional sources like courses and classrooms. There's a growing awareness of learning that comes from formal means as compared to informal means. Learning happens all the time in a multitude of different ways and more and more people are realizing that they are networked learners. A large amount of that learning comes via a dedicated group of chosen and trusted resources. This network of resources is commonly referred to as a Personal Learning Network (PLN), and it is one of the most powerful learning tools in a networked world. But what exactly is a PLN? Where does one exist? How does someone build one? How can an organization leverage PLNs across their enterprise? The speaker will explore these questions and more as he discusses the value of personal learning networks, and shares some of the steps and tips needed to build a strong PLN.
This session will deal with the key findings of the 2013 ASTD/i4cp study, The Value of Learning: Gauging the Business Impact of Organizational Learning Programs. The study combines insights from a blended research approach: Quantitative data from a survey fielded in September and October 2013 of 431 respondents, most with primary responsibility for organizational learning, represented organizations across all sectors and of varying sizes and geographic locations, and follow-up interviews with learning leaders who provided the qualitative input to supplement and illuminate survey findings. The study found little growth in learning functions' ratings of their effectiveness in meeting learning and development goals, supporting organizational business goals, and in measuring their overall capabilities when compared to an earlier (2012) ASTD/i4cp study, Developing Results: Aligning Learning's Goals and Outcomes With Business Performance Measures. Despite this, the study highlights the optimism that underlies both attention and effort. Survey results and interviews with learning leaders confirm that measurement, of both learning effectiveness and learning programs' impact on business outcomes, is on the minds of learning professionals and is in standard practice-albeit to varied degrees-in most organizations.
When it's done right, learning drives business results. The latest research shows that companies with strong learning cultures are 42 percent more likely to be innovative, have 37 percent greater employee productivity, are 35 percent more responsive to customers' needs, and 17 percent more likely to be market share leaders. Yet many talented learning leaders are still taking direction from stakeholders instead of serving as true strategic advisers to senior management. Find out why and, more importantly, what you can do about it. Learn about global best practices and success stories of top CLOs and business-first strategies you can adopt. And, discover how you, too, can leverage 'big data' and analytics to prove your impact and earn your seat at the strategic table. Join the speaker for statistics, insights, and more on one of the most important topics in the L&D field today. At this session, you will discover and discuss: the evolving role of the modern CLO, typical barriers to business partnership, and how to overcome them, why and how to employ measurable results using data and analytics, and looking beyond learning to make an impact.
ASTD changed its name to ATD to meet the growing needs of a dynamic, global profession.
Stay connected with:
ASTD is now the Association for Talent Development (ATD).
Phone, U.S. Only: 1.800.628.2783
Phone, International: 1.703.683.8100
Please wait while we are getting your account information.
Please visit the Member Center page to ensure you still have available credits.
For assistance, please contact ATD Customer Care: