ATD's Talent Development Capability Model is a framework to guide the TD profession in what practitioners need to know and do to develop themselves, others, and their organizations. It is a blueprint for impact.
More than 3,000 professionals participated in research that identified the 23 capabilities needed for success, which are part of the model. These include expected capabilities such as instructional design and training delivery as well as newer capabilities including data analytics and emotional intelligence and decision making.
The two certification programs from ATD Certification Institute, the APTD and CPTD, are grounded in the Capability Model. The certification exams cover a subset of knowledge and skills from the model.
Learn more by watching the video below.
Introduction to the Talent Development Capability Model
The Talent Development Capability Model details what practitioners need to KNOW and DO to develop themselves, others, and their organizations. It is a blueprint for impact. Learn more about the model and how you can use it to inform your professional development.
The model is personalizable, updatable, and future-oriented, reflecting the field of talent development now and also five years in the future.
It responds to those trends affecting talent development, such as digital transformation, data analytics, information availability, and partnerships between talent development and business. It also anticipates a future workplace transformed by artificial intelligence and a workforce composed of part-time and contract workers.
Steps to Get the Most Value Out of the Capability Model
1. Explore the Model. Action is easy when you have the right framework. Discover the knowledge and skills that will empower the growth and development of talent development professionals.
3. Choose Your Learning Path. Once you finish the self-assessment, you will be asked to choose your learning path.
4. Choose Your Learning Plan Resources. Build a learning plan from ATD resources that will close knowledge and skill gaps to prepare you for the next step in your career: a new role, a certification, or long-term development. You can also add non-ATD resources to your plan.
Watch our Recorded Webcasts
Watch these recordings to learn more about the research that drove the new model, what is included in it, and how you can use it.
Have a question? Check out the list of frequently asked questions, below. Don't see your question in the list? Send additional questions to [email protected].
Why did ATD update its Competency Model?
To help talent development professionals stay current on knowledge and skills that are important for success in the field, ATD updates its Competency Model every five to seven years. The research behind each update helps to evaluate the relevancy of the model and changes that may be needed as the field evolves. The last ATD Competency Model was released in 2013.
When was the research collected for the new model?
Research was conducted between October 2018 and February 2019. Data sources for the research included a literature review, interviews with thought leaders, and an occupational survey of talent development professionals. More than 3,000 responses from 73 countries were received (the highest response ever for a competency survey). Respondents included ATD members and customers, chapter leaders, holders of APTD and CPLP certifications, participants in ATD Education courses, and more.
Can you explain the change from the Competency Model to the Capability Model?
Competence refers to a person’s current state and their having the knowledge and skills necessary to perform a job. Capability is about integrating knowledge and skills and adapting and flexing to meet future needs. By shifting from a competency model to a capability model, ATD is helping talent development professionals put their knowledge and skills to work to create, innovate, lead, manage change, and demonstrate impact.