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The ATD Talent Development Framework: Training Delivery
Friday, July 15, 2016
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ATD developed the Talent Development Framework and the TD Puzzle to help practitioners understand the different components of talent development, and how organizations can build their own frameworks to address their unique needs. This blog series explores each component of the talent development framework, why it’s important to the field, and what resources ATD offers to practitioners who want to learn more. 

Training Delivery 

Training delivery may be the component of the talent development framework with which most practitioners can identify. The ASTD Competency Study defines training delivery as delivering informal and formal learning solutions in a manner that is both engaging and effective. Delivery is any method of presenting content, such as instructor-led training, discussions, simulations, or e-learning. Training delivery ensures that the content is available in a method or on a platform that is effective for both the presenter and the recipient. Additionally, it allows flexibility in case of poor reception or understanding. The method of delivery should be determined by the learning objectives to be achieved and the desired outcome. The delivery must be aligned with the learner’s role and the organization’s needs to be productive and drive impact. Training delivery is learner-centered, and it is understood that the learners can be trusted to motivate themselves to retain the information. It is the responsibility of the presenter to ensure that the content is engaging, applicable, and effective. 

Effective training delivery results in the recipients being able to transfer what they learned to their daily work. As explained in Roy Pollock and Andrew Jefferson’s article “Stop Delivering Training Events,” ensuring learning transfer is essential to produce value. Learning transfer is contingent upon the recipient asking “Can I?” and “Will I?” to the new information. If the answer is “no” to both questions, then it is likely that the value will not be added and the recipient will not apply the learning. The post-training environment is just as important as the training itself. Support from supervisors or managers may increase the likelihood that the training will become part of the learner’s day-to-day work. 

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In today’s dynamic talent development field, training delivery remains a fundamental component with critical importance to organizations. 


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We’ve assembled some additional resources to explore:

Read more on storytelling and sales training.
Keep training current by learning about agility in a training curriculum.
When training intergenerational audiences, be equipped with the tools you need to reach everyone.
Learn more on how to effectively train on a tight budget.
Explore the many methods of training delivery.
•For more information on training delivery and other major components of talent development, check out the ASTD Handbook, 2nd Edition.
The Virtual Training Guidebook by Cindy Huggett
Train the Trainer Volume 1: Foundations and Delivery: The Basics to Becoming a Successful Trainer by ATD
Training Design and Delivery, 3rd Edition by Geri E. McArdle
Telling Ain't Training, 2nd edition by Harold D. Stolovitch and Erica Keeps


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About the Author
The Association for Talent Development (ATD) is a professional membership organization supporting those who develop the knowledge and skills of employees in organizations around the world. The ATD Staff, along with a worldwide network of volunteers work to empower professionals to develop talent in the workplace.
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