CPTD cheat sheet

Goleman's emotional intelligence model has four components: self-awareness, self-management, social awareness, and relationship management; self-awareness is the foundation the other three build on.

Thomas-Kilmann conflict modes: competing (assertive, uncooperative), collaborating (assertive, cooperative), compromising (mid on both), avoiding (unassertive, uncooperative), accommodating (uncooperative, cooperative). Collaborating fits high-stakes issues where both parties' concerns must be fully met.

SBI feedback = Situation + Behavior + Impact. Describe the observable behavior and its effect; never label the person's character or intent.

Hofstede's six national culture dimensions: power distance, individualism-collectivism, uncertainty avoidance, masculinity-femininity, long-term orientation, indulgence.

Project triple constraint: scope, time, and cost are interdependent - a change to any one requires adjusting at least one of the others, with quality and risk as balancing factors.

SMARTER goals = Specific, Measurable, Achievable, Relevant, Time-bound, Evaluated, Reviewed. The E and R add review checkpoints that plain SMART omits.

Mehrabian's 7-38-55 split (words/tone/body language) applies only to messages conveying feelings and attitudes, not to the transmission of factual content.

Ethical decision rule: if a choice would violate the ATD Code of Ethics or you would not be comfortable disclosing it publicly, do not proceed - escalate instead.

Johari Window quadrants are open, blind, hidden, and unknown; solicited feedback shrinks the blind area and self-disclosure shrinks the hidden area.

ADDIE = Analysis, Design, Development, Implementation, Evaluation. It is iterative in practice: evaluation findings feed back into analysis and design, not only into a final report.

Revised Bloom's taxonomy, low to high: Remember, Understand, Apply, Analyze, Evaluate, Create. Objectives should be written at the level the job actually demands.

Kirkpatrick's four levels: 1 Reaction, 2 Learning, 3 Behavior, 4 Results. Phillips adds level 5, ROI. Behavior change requires a climate for transfer, not just learning gain.

Gagne's nine events: gain attention, inform objectives, stimulate recall, present content, provide guidance, elicit performance, give feedback, assess performance, enhance retention and transfer.

ABCD objective format: Audience, Behavior (observable verb), Condition, Degree (criterion). If any element is missing, the objective cannot be reliably assessed.

Cognitive load types: intrinsic (task complexity), extraneous (imposed by poor design), germane (effort that builds schemas). Reduce extraneous load to free capacity for germane processing.

Merrill's First Principles: instruction is promoted when it is problem-centered and includes activation of prior experience, demonstration, application, and integration into real work.

Evidence-based design rules: spaced practice with effortful retrieval outperforms massed practice and rereading; worked examples beat problem-solving for novices; feedback should follow practice with minimal delay.

Formative evaluation happens during design and development to improve the product; summative evaluation happens at the end to judge merit and support a go/no-go decision.

Needs assessment operates at three levels: organizational (link to strategy), task/operational (what the job requires), and individual/person (who needs what) - the McGehee-Thayer framework.

Gap analysis formula: desired performance − actual performance = gap. Cause analysis must precede solution design, because not every gap is a training problem.

Gilbert's Behavior Engineering Model: environment factors (information, resources, incentives) plus individual factors (knowledge, capacity, motives). Environment factors account for the larger share of typical performance problems.

ADKAR = Awareness, Desire, Knowledge, Ability, Reinforcement; individuals must move through all five in sequence, and a change fails at the first missing element (Prosci).

Kotter's eight steps: create urgency, form a guiding coalition, craft a vision, communicate it, remove barriers, generate short-term wins, build on gains, anchor in culture.

Training ROI (%) = (Net program benefits ÷ Program cost) × 100, where net benefits = total benefits − program costs. This is Phillips level 5.

Cost-benefit ratio = total benefits ÷ total costs; a ratio of 1.5:1 means every dollar spent returns $1.50 in benefit.

Talent sourcing options are build, buy, borrow, and bot (automate); the choice depends on speed required, cost, and strategic criticality of the role.

Analytics maturity levels: descriptive (what happened), diagnostic (why), predictive (what will happen), prescriptive (what to do) - each answers a different business question.