Editor’s Note: The ATD Certification Institute (ATD CI) has based its credentials on the competency framework for the field since its inception, beginning with the Certified Professional in Learning and Performance (CPLP) in 2006. Because the competencies required to perform a job change, ATD CI has updated the basis for its credentials each time it updated its competency model. In 2020, ATD released its most recent framework, the Talent Development Capability Model™. At that time, the ATD CI chose to rename the CPLP credential the Certified Professional in Talent Development (CPTD) to reflect the change in the role of workplace learning. All those who had previously been a CPLP became a CPTD, and new requirements were tied back to the new framework.
The Power of Continuous Learning in a Transforming Industry
My journey in the dynamic world of learning and development (L&D) began not with a map, but with a compass—the ATD CPLP certification I earned in 2015. Back then, 10 years of experience had already exposed me to various L&D concepts, but the CPLP program provided a structured framework that deepened my understanding. It wasn’t just about acquiring knowledge; it was about mastering its practical application.
The CPLP certification became a cornerstone, a trusted reference I still call the “TD bible” within my team. Every project I undertake draws upon the frameworks and guidelines to ensure effective learning design and implementation that I learned through preparing for the exam.
Leading the Way: From Core Banking Systems to Digital Skills
The CPLP equipped me with the tools to navigate the ever-changing L&D landscape. As a senior manager of learning and development in a Middle East company, I’ve had the privilege of leading numerous projects that directly affected our organization’s success.
One such instance involved a major core banking system implementation. My expertise in needs analysis, instructional design, and change management (all areas covered then by the CPLP and now by the CPTD) proved invaluable. I spearheaded the development of a comprehensive learning strategy, ensuring a smooth user adoption of the new system. This involved creating a multi-modal learning program with instructor-led training, bite-sized e-learning modules, and job aids, all tailored to different learning styles and employee roles.
The credential’s focus on leadership development played a key role in my involvement in designing and delivering leadership programs for high-potential employees. By leveraging the coaching content, our team integrated coaching sessions into the program, providing personalized support and guidance. This approach not only enhanced the learning experience but also fostered a culture of continuous development within the bank.
The rise of data-driven decision making in the financial industry presented another challenge. Equipped with the credential’s emphasis on business and technology skills, I collaborated with subject matter experts to identify critical data analysis skills. We then designed engaging e-learning modules, simulations, and blended learning experiences to equip our employees with the necessary knowledge and abilities.
The Evolving L&D Professional: From Trainer to Strategic Partner
The program not only equipped me with valuable knowledge but also prepared me for the evolving role of L&D professionals. We’re no longer just trainers; we’re strategic partners, driving performance improvement and ensuring our workforce possesses the capabilities to thrive in a dynamic business environment.
This shift is reflected in the transition from CPLP to CPTD on April 1, 2020. The CPTD program, with its focus on the 23 capabilities across three domains outlined in the Talent Development Capability Model, empowers us to take on this expanded role. It equips us to not only deliver exceptional learning experiences but also to measure their impact and contribute to the overall success of the organization.
The Never-Ending Journey: Embracing Continuous Learning
The changes included in the CPTD program as a result of the Capability Model fueled my passion for continuous learning. This updated model provides a comprehensive overview of the latest knowledge and skills required in today’s dynamic L&D landscape. In my current role, I manage learning and development initiatives for all our international locations, which includes designing and implementing data and digital skills curriculums—critical components for success in the evolving financial industry.
Looking back, pursuing the CPLP, and now recertifying my CPTD certification, has been an invaluable journey. ATD Certification Institute certifications are undeniably among the most relevant and respected credentials for L&D professionals. The abundance of resources and knowledge available through ATD, combined with their commitment to regular updates and improved certification methodologies, makes it an invaluable resource for ongoing professional development. This journey isn’t just about certifications; it’s about embracing the power of continuous learning in a world that demands constant adaptation.
