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As director of credentialing for the Association of Talent Development (ATD), Morgean Hirt has more than 25 years of experience in personnel certification and accreditation across a variety of professions. She provides strategic leadership and technical expertise in developing and implementing credentialing programs, focusing on test development, policy and standards development, program audits, strategic planning, and ANSI/ISO 17024 and NCCA accreditation. Believing that standards and certification enhance professionalism and credibility, Hirt has led a number of organizations through establishing industry standards for emerging professions, including clinical research, massage therapy, and mortgage brokering.Prior to joining ATD, she served as an account executive at MetaCred, a boutique association management firm specializing in managing credentialing programs, and spent 12 years as president and CEO of Certified Fund Raising Executives International Credentialing Board, where she was responsible for establishing international support across six continents for a unified standard of fundraising practice. Hirt is also active with the Institute for Credentialing Excellence (ICE) and recently earned the Institute for Credentialing Excellence Certified Credentialing Professional (ICE-CCP) designation.

Morgean Hirt

To make such an impact on individuals, teams, and the organization, what do talent development professionals need to be able to do well as coaches?

Coaching Is a Vital Capability for TD Professionals

February 2020 - TD Magazine

Competency Out, Capability In

Effective Communication Is a Vital Capability for TD Pros

ATD Certification Overview

The Talent Development Capability Model and You – A Roadmap for Your Career

You know that your employees and learners are unique. They come to a training course or conversation with their own wealth of experiences, roles, skills, and perspectives. Talent development professionals must recognize all of that as they design or recommend a training or development opportunity for individuals.And talent development professionals are no different than their learners. They come to the workplace with particular proficiencies, knowledge, and points of view. Some are accidental trainers. Others are coaches—internal organizational coaches or external consultants. Many are instructional designers and training managers and so much more. Similar to their learners, TD practitioners should have personalized development opportunities to help them unleash their potential, the theme for the Association for Talent Development’s Virtual Conference this week.When ATD unveiled its new Talent Development Capability Model to impart the capabilities TD professionals need today and moving forward, the association recognized the changing dynamic of work and its many uncertainties. As ATD Director of Credentialing Morgean Hirt wrote in her February 2020 TD article about the model, “This new standard for the field will help prepare TD professionals for the future of work by broadening the scope of knowledge and skills that will make them effective.”To help TD practitioners broaden their scope of knowledge while building on their current capabilities, the association has developed a self-assessment tool that will inform TD pros of where they are now and where they can go in the future. After taking the self-assessment, embedded in the interactive model that individuals can access from the Capability Model page of the ATD website, talent developers can create a personalized learning plan with an array of curated ATD resources. Hirt explains: “The results of the self-assessment act as a barometer so that you can intentionally determine what learning goals to pursue and create a plan to reach that goal.”The personalization tools are open to anyone, but individuals must register on td.org. The available resources for the plan include TD magazine articles, past conference sessions, books, courses, webcasts, and issues of TD at Work, among many others. Users can track their progress against their learning plan, logging what they have completed. Once they’ve completed their plan, users are prompted to go back and reassess. For those who have already taken their self-assessment and know which capabilities they’d like to expand upon, they can align conference sessions with capabilities on the conference website.Individuals can assess their skills against the Certified Professional in Talent Development or Associate Professional in Talent Development or by role. Individuals choosing the CPTD learning path, for example, will have their self-assessment ratings compared only to the skills statements covered on the CPTD certification exam. Roles that are currently available as a role-specific learning path are coach, trainer, instructional designer, and e-learning professional. Additional roles will be added.ATD chapter leaders can leverage the Capability Model for their chapter, encouraging members to complete the self-assessment and deepen and expand their skill sets. “Keeping skills fresh and continually seeking to diversify your knowledge,” says Hirt, “can help you and your organization be ready to face the future.”Hirt concludes, “Embodying lifelong learning is an essential component of talent development and creating a personalized learning plan can help keep everyone ahead of the learning curve and help future-proof the profession.”Another way Virtual Conference attendees can move forward with their career is by attending a coaching session during the conference. ICF-credentialed coaches are offering free sessions all week, courtesy of Fielding Graduate University. Sign up via the signup genius. And throughout the conference, attendees can access resume and job interview tips, as well as personal branding and job bank information, at the career resources booth.Share your ATD Virtual Conference experience on social media. #ATDVirtualConference

Personalize Your Learning Path

ATD's Talent Development Capability Model guides talent development professionals in growing as well as in helping others and their organizations do the same.Merriam-Webster defines capability as a “feature or faculty capable of development: potentiality.”What potentiality bodes is exactly the focus of the Association for Talent Development’s Talent Development Capability Model. It’s about talent development professionals reaching their own potential, helping learners reach theirs, and enabling an organization to attain its vision and mission. The Capability Model is the framework that outlines for practitioners what they need to know and be able to do to develop themselves, others, and their organizations.As we’ve seen in recent months, companies, the workforce, and talent professionals need—first and foremost—to be agile and resilient in addressing the challenges we face today and those we’ll need to manage tomorrow. In contrast to ATD’s former Competency Model, which was about the current state of skills, the Capability Model is about integrating knowledge and skills and adapting and flexing to meet future needs.As Morgean Hirt, ATD’s director of credentialing, explains in her TD magazine article, “Competency Out, Capability In,” for organizations to be successful today and in the future, TD practitioners will need to be true business partners. “That’s why the new Talent Development Capability Model elevates the TD function to the level of a key contributor to an organizations’ success,” Hirt writes. “This new standard for the field will help prepare TD professionals for the future of work by broadening the scope of knowledge and skills that will make them effective.”No matter where you are in the talent development field—just starting out or seasoned or even if you’re interested in getting into the field but aren’t sure where you stand on what is required—the Talent Development Capability Model can help you identify your development needs and map out a personalized learning pathway. The personal, professional, and organizational areas cover a span of 23 capabilities, including communication, project management, compliance and ethical behavior, learning sciences, technology application, coaching, business insight, performance improvement, and data and analytics.The capabilities are grouped into three categories:Personal capabilities are the foundational or enabling abilities all working professionals should possess to be effective in the business world. These largely interpersonal skills, often called soft skills, are needed to build effective organizational or team culture, trust, and engagement.Professional capabilities encapsulate the knowledge and skills talent development professionals should possess to be effective in their roles of creating the processes, systems, and frameworks that foster learning, maximize individual performance, and develop employees’ capacity and potential.Organizational capabilities represent the knowledge, skills, and abilities that professionals need to ensure talent development is a primary mechanism driving organizational performance, productivity, and operational results.TD professionals can complete a self-assessment, then generate a report that outlines their areas of strengths and their skills gaps. As of this writing, more than 4,300 TD practitioners have taken the self-assessment. Users rate their proficiency of a capability on a scale of 1 to 5. A one-pager gives TD professionals a quick template to prioritize their areas for growth and to see how they’ve advanced in their development.To grow their skills, users can develop a personalized learning plan to track their progress. During the Virtual Conference, you can participate in the “Leveraging the Talent Development Capability Model for Growth” session, which Hirt will lead, and learn more about the new personalized learning plan feature that you and your teams can use to design a path for growth and development.ATD likewise offers recommendations of tools TD practitioners can use—such as web casts, research papers, courses, videos, and more to help close identified gaps. Academic institutions and professional groups can use the Capability Model to benchmark and align their curriculums with the required TD capabilities.In addition to the self-assessment and interactive model, practitioners can learn more from these in-depth resources:TD Body of Knowledge. The TDBoK, as it is called, offers a deep dive into the concepts within the Talent Development Capability Model. The first-of-its-kind resource was developed with more than 60 subject matter expert contributors and incorporates curated perspectives from thousands of publications.Capabilities for Talent Development. This book draws from the research behind the model and includes application tips for individuals, educators, and organizations as well as interviews with thought leaders who discuss what lies ahead for the TD field.ATD developed the Capability Model through extensive research, including review of literature, conversations with expert practitioners, discussions among an advisory group, and a survey of practitioners that garnered the largest-ever response rate.The 11 learning tracks at the ATD Virtual Conference map to the areas of the Talent Development Capability Model and help empower TD professionals’ growth.Share your ATD Virtual Conference experience on social media. #ATDVirtualConference

Unleash Your Talent Development Potential

In this podcast episode of The Accidental Trainer, ATD Director of Credentialing Morgean Hirt discusses the new ATD Capability Model for talent development professionals. Learn why we stopped using the word “competency” in the model as well as how...

The New ATD Capability Model Is Released

ATD has launched a new tool, Talent Development Career Pathways, to assist the field in exploring the kinds of work performed in TD and its associated roles. 

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