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: Designing for the Modern Learner
LearnNow: Flipped Classroom
LearnNow: Design Thinking
LearnNow: Change Management
LearnNow: Just-In-Time Sales Enablement
ATD's TalentNext conference will provide you with innovative methods to increase engagement levels, spark innovation, and attract high performers. Leave with practical takeaways to transform your employee onboarding, engagement, and retention. Seats are going fast, hurry and register today!
This workshop introduces the flipped classroom approach to learning, which integrates the best of classroom learning with self-directed, learner-generated activities that help trainers get to the critical part of learning faster.
This workshop will demonstrate how to apply The Five Milestones for Rapid Results During Change Management, a proven model for successfully managing change, to help build employees’ business acumen, create a culture that encourages innovation, and link your organization’s business goals with employees’ personal goals.
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.
Get started with ATD's Learning System—the official resource for CPLP study.
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 TalentNext: Building an Engaged Workforce will provide you with innovative methods to increase engagement levels, spark innovation, and attract high performers.
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.
The award-winning learning professionals at SAP are using the cloud to advance the company’s talent development initiatives.
Sustaining a career in training requires a strategic partnership with the business that produces measurable business results. So how do you become a strategic business partner? In this thought-provoking session, an industry leader in training evaluation will outline what to do before, during, and after training to produce and document organizational results. He will provide tactics and tools for earning the trust of stakeholders and expanding your influence beyond the classroom. Training leaders will come away from this informative session armed with the information they need to become strategic business partners with their stakeholders. All training professionals will gain an understanding of the role training must play to remain viable in any organization.
Getting outside your normal working and thinking mode is critical to creating elegant, meaningful solutions for your organization. Learn how to frame innovation so that your team can experience a whole new paradigm for thinking, based on the skills of improvisation, which leads to more creative, flexible, and adaptive work. We not only examine creativity—we apply it to real situations so that the information is useful rather than theoretical. You'll learn how improvisers can be so creative in risky, stressful situations. We will examine how creative and innovative people and organizations interact, how they manage risk, and the most effective ways to implement creativity in a culture. You will engage in improvisational exercises, small-group discussions, and intense challenges.
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.
The session will focus on sharing implementation of a systematic measurement and ROI process to improve the value of training delivered. The factual data is shared from the measurement and ROI results across six diverse markets in the Asia-Pacific Region. The speaker will share the business value and results. The interactive session and discussions will provide key details on: the process adopted to train 25 trainers on the measurement and ROI process, the process adopted to partner and plan the evaluation project, how performance data was collected ? the role of coaching the ROI project owners through an ROI expert coach and consultant to analyze data and calculate ROI, the importance of reporting and communicating results to stakeholders, and how the findings were integrated with the current training and performance process.
This session challenges the traditional beliefs about motivation that are so embedded in our collective psyche that we can collectively fill-in-the-blank on statements such as: ? It's not personal, it is just _______. ? The purpose of business is to ____ ______. ? We need to hold people _________. ? The only thing that really matters is ______. ? If you cannot measure it, it ______ ______. These traditional beliefs set leader behaviors in motion that undermine people's basic psychological needs—and result in low-quality motivation. You are encouraged to challenge outdated beliefs about motivation and consider how more optimal beliefs cultivate an environment where people experience enhanced well-being, sustained performance, and long-term results. You will be asked to complete alternative belief statements, such as: ? If it is business, it is _____. ? The only reason business exists is to ____. ? People live up (or down) to our _______. ? In the end, what really matters is not just results, but how those results __ _____. ? If you cannot measure it, it is probably ___ ___. The speaker builds a case for replacing obsolete beliefs with more highly developed values that promote leadership behaviors proven to nurture an optimally motivating work environment.
See the big picture and discover three important principles to becoming a more effective L&D leader. First, you will learn how to gain buy-in for your initiatives by identifying and communicating how they impact your company's key performance measures. Second, you will learn how to become more relevant in your role and how to establish yourself as a business partner by aligning your strategies with your organization's goals. Third, you will learn how to increase employee engagement by helping them understand how their roles contribute to the organization's success.
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.
How can you be sure your tests yield actionable, meaningful results that resonate with your organizational goals? What needs to happen before the first question is written? How can you create questions that are challenging but fair? How many questions should you ask? How can you deliver them safely and securely? And what can you do to make your test as good as it can possibly be? Effective tests start with thoughtful planning and require skillful item writing, careful assembly, secure delivery, and thorough review. This session will take participants through five essential steps for producing high-quality tests that yield meaningful results.
Plan: Establish your test's reliability and validity, and identify content areas to be covered.
Create: Write items that increase the cognitive load, avoid bias, and measure what's important.
Build: Pull items together into a test form, develop clear instructions, and set passing scores.
Deliver: Protect test content, control item exposure, protect test content, and discourage cheating.
Evaluate: Use item-, topic-, and test-level data to assess reliability and improve quality. Individuals with experience in item writing, test development, and administration will get pointers for making every stage of test production and evaluation more effective.
According to a 2009 ROI Institute study, the number one thing CEOs would most like to see from their learning and performance investments is evidence of Level 4 business results. Yet according to the same study, only 8 percent of CEOs actually receive this type of information. Why the big disconnect? Arguments offered up by some learning and development professionals include: Level 4 business results are too difficult to measure; the high probability of uncontrollable variables affecting business outcomes makes measuring business results meaningless; and that they are currently only conducting Level 1 and 2 evaluations so they can't be expected to conduct Level 4s. While there may be an element of truth in each of these statements, none is going to convince a single CEO that he or she shouldn't expect to see evidence of business results from the company's learning investments. So what's the solution? The short answer is: Provide CEOs with what they want. In this session, attendees will discover which learning programs are ideally suited for conducting a Level 4 evaluation; examine the two phases involved in conducting a Level 4 evaluation and the four guiding principles associated with each phase; and analyze three methods for connecting learning programs to business results and how to determine when to use each method.
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: