CPTD flashcards

32 cards. Read the term and the definition here. The deck at the top of this page is optional.

Emotional intelligence four components

Self-awareness, self-management, social awareness, and relationship management. Goleman's model holds that these four capabilities underlie effective leadership and interpersonal behavior at work.

Thomas-Kilmann conflict modes

Five modes - competing, collaborating, compromising, avoiding, accommodating - plotted on assertiveness and cooperativeness. Collaborating suits high-stakes issues needing full commitment from both parties.

SBI feedback model

Situation-Behavior-Impact: describe when and where, the observable behavior, and its effect on others. Keeps feedback specific and non-judgmental instead of a trait-based judgment.

Hofstede cultural dimensions

Six national culture dimensions: power distance, individualism-collectivism, uncertainty avoidance, masculinity-femininity, long-term orientation, and indulgence. Used to anticipate cross-cultural expectations and differences in workplace norms.

Triple constraint in projects

Scope, time, and cost are interdependent; changing any one requires adjusting at least one of the others, with quality and risk acting as balancing considerations throughout the project.

SMARTER goal criteria

Specific, Measurable, Achievable, Relevant, Time-bound, Evaluated, Reviewed. It extends SMART by adding scheduled evaluation and review points so goals stay current.

Mehrabian 7-38-55 rule

In messages about feelings and attitudes, roughly 7% of impact comes from words, 38% from tone, and 55% from body language. It does not apply to factual communication.

Psychological safety

A shared belief that the team is safe for interpersonal risk-taking. Teams with it surface errors, ask questions, and learn faster, as Edmondson's research established.

Lifelong learning definition

Continuous, self-directed acquisition of knowledge and skills beyond formal schooling. In talent development it includes deliberate practice, reflection, and actively seeking feedback.

Ethical decision disclosure test

A check for ethical choices: if seeing the decision on a newspaper front page would embarrass you, or it violates the ATD Code of Ethics, reconsider or escalate.

Johari Window quadrants

Four quadrants - open, blind, hidden, unknown - describing self-awareness and disclosure. Solicited feedback shrinks the blind area; self-disclosure shrinks the hidden area.

ADDIE model phases

Analysis, Design, Development, Implementation, Evaluation. A flexible instructional design framework that is iterative in practice rather than strictly sequential from start to finish.

Bloom's revised taxonomy order

Remember, Understand, Apply, Analyze, Evaluate, Create. Used to write objectives at the cognitive level the job actually requires, moving from recall to creation.

Kirkpatrick four evaluation levels

Reaction (satisfaction), Learning (knowledge or skill gain), Behavior (on-the-job application), and Results (business outcomes). Phillips adds a fifth level measuring return on investment.

Gagne nine events of instruction

Gain attention, state objectives, stimulate recall, present content, provide guidance, elicit performance, give feedback, assess performance, and enhance retention and transfer to the job.

ABCD learning objective format

Audience, Behavior, Condition, Degree. A complete objective specifies who, what observable action, under what circumstances, and to what standard of performance.

Cognitive load three types

Intrinsic load reflects task complexity; extraneous load comes from poor instructional design; germane load is effort spent building schemas. Reducing extraneous load frees capacity for learning.

Merrill's first principles of instruction

Learning is promoted when instruction is problem-centered and includes activation of prior experience, demonstration of the skill, application with feedback, and integration into real work.

Spacing and retrieval practice

Distributing practice over time with effortful recall produces stronger long-term retention than massed study or rereading. Both are core evidence-based instructional design choices.

Formative versus summative evaluation

Formative evaluation occurs during development to improve the product; summative evaluation occurs at the end to judge merit or worth and support go/no-go decisions.

Near versus far transfer

Near transfer applies learning to similar contexts; far transfer applies it to dissimilar ones. Far transfer requires varied practice and teaching abstract principles rather than fixed procedures.

70-20-10 model

Roughly 70% of learning comes from challenging job experience, 20% from other people such as coaching and mentoring, and 10% from formal courses and reading.

Three levels of needs assessment

Organizational level (where learning fits strategy), task or operational level (what the job requires), and individual or person level (who needs what). Known as the McGehee-Thayer framework.

Performance gap analysis

Compare desired and actual performance to quantify the gap, then conduct cause analysis before choosing solutions. Only some performance gaps are solved by training.

Gilbert's behavior engineering model

Six performance factors: information, resources, and incentives (environment), plus knowledge, capacity, and motives (individual). Environment factors usually explain the larger share of performance problems.

ADKAR change model

Awareness, Desire, Knowledge, Ability, Reinforcement. Change succeeds only when individuals move through all five in order; the first missing element is where the change stalls.

Kotter's eight steps of change

Create urgency, form a guiding coalition, craft a vision, communicate it, remove barriers, generate short-term wins, build on gains, and anchor changes in the culture.

Training ROI formula

ROI (%) = (Net program benefits ÷ Program cost) × 100, where net benefits equal total benefits minus program costs. It is the Phillips level-five measure of evaluation.

Cost-benefit ratio

Total benefits divided by total costs. A ratio of 1.5:1 means each dollar spent on the program returns $1.50 in benefit to the organization.

Build-buy-borrow-bot

Four talent sourcing options: develop internally, hire externally, contract or borrow, and automate. Selection depends on speed required, cost, and the strategic criticality of the role.

Four levels of data analytics

Descriptive (what happened), diagnostic (why it happened), predictive (what will happen), and prescriptive (what to do about it). Each level answers a different business question.

Consulting contracting phase

Agree on the presenting need, scope, roles, deliverables, timeline, and success measures before doing the work, and renegotiate explicitly whenever scope shifts.