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ATD CPTD Exam Syllabus Topics:

Topic	Details
Topic 1	Impacting Organizational Capability: This section of the exam measures the skills of Organizational Development Consultants and involves applying talent strategies that align with business objectives. It includes business acumen, consulting, culture shaping, performance improvement, talent strategy, change management, and data analytics. The focus is on driving organizational performance and ensuring future readiness through strategic talent development.
Topic 2	Building Personal Capability: This section of the exam measures skills of Learning & Development Specialists and covers areas that enhance individual effectiveness in talent development roles. It includes communication, emotional intelligence, collaboration, cultural awareness, project management, and ethical behavior, focusing on how professionals interact, lead, and manage themselves and others effectively within organizational contexts.
Topic 3	Developing Professional Capability: This section of the exam measures skills of Instructional Designers and focuses on the core functions of talent development such as adult learning theories, instructional design, facilitation, use of technology, content curation, leadership development, coaching, and evaluating impact. It emphasizes designing and delivering effective learning solutions that align with learner needs and organizational goals.

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ATD The Certified Professional in Talent Development Sample Questions (Q114-Q119):

NEW QUESTION # 114
An external coach is contracted by a company to work with three of its executive vice presidents (EVPs).
During the scheduled sessions, two of the EVPs show up late and request that their coaching sessions be extended to make up for the missed time. Which is the most ethical and appropriate action for the coach to take?

A. Bill the company for the additional time.
B. End the sessions at the scheduled time.
C. Suggest scheduling the sessions for another time.
D. Suggest terminating the coaching sessions.

Answer: C

NEW QUESTION # 115
A small company has just established its first talent development (TD) department and hired its first TD manager. Which action should the TD manager take early on to create a strong learning culture?

A. Develop communications to encourage leadership support for the TD function
B. Execute activities to inspire a positive attitude and growth mindset in the company
C. Organize functions to introduce and explain the TD manager's role in the company
D. Benchmark with other organizations for advice on how they established a strong TD department

Answer: B

Explanation:
TheATD Talent Development Capability Modelemphasizes that "building a learning culture starts with fostering a growth mindset and positive orientation toward learning among employees and leaders".
Technical structures come later.
Reference:ATD Talent Development Capability Model, Building a Learning Culture.

NEW QUESTION # 116
A talent development (TD) professional works at a small Internet-based company. The TD professional is tasked with training a group of customer service representatives to process refunds in a new software application.
Step 2
The TD professional is creating the training plan for the new software and wants to develop the learners' troubleshooting skills by incorporating unexpected complexities that staff might encounter.
Step 3
The training plan is created and approved, and the TD professional develops the training materials.
What should the TD professional do to prepare for the delivery of in-person training?

A. Confirm that all learners will have access to the software during the training.
B. Rehearse all mechanics of the training delivery, including transitions and media use.
C. Review the training plan and list all the logistics that need to be addressed.
D. Avoid overpreparing in order to keep the training spontaneous.
E. Arrive early and set up well in advance.
F. Assume that all learners have reviewed the software manual.
G. Speak out loud when practicing delivery.

Answer: A,B,C,E

NEW QUESTION # 117
A talent development (TD) professional is designing performance and training solutions for new core services. Which question would best help the TD professional begin to establish the Level 4 impact metrics around these new services?

A. What is driving this need for new core services?
B. What does success look like for the organization?
C. What are challenges in expanding these core services?
D. What talent skills gap needs to be addressed?

Answer: B

NEW QUESTION # 118
A talent development (TD) professional has been tasked with training a group of managers on how to be better coaches. The managers have been in their roles for one to three years, have some prior knowledge, are self-motivated to learn, and lack guidance. What is the most effective approach for the TD professional to take?

A. Provide information about coaching and allow learners to practice coaching each other
B. Organize learners into small groups to discuss coaching ideas and receive feedback from peers
C. Engage learners with opportunities to practice coaching and receive feedback from peers and TD professionals
D. Disseminate information about coaching theories to learners with explanations of what a good coach embodies

Answer: C

Explanation:
TheATD Handbookrecommends for experienced, self-motivated learners: "Practice opportunities with structured feedback are essential to move from theoretical understanding to skill mastery".
Engagement plus feedback leads to real coaching behavior change.
Reference:ATD Handbook for Training and Talent Development (2022), Coaching Skills Development.

NEW QUESTION # 119
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