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LTD
Leading in Talent Development Certificate

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Intermediate to Advanced
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Course Overview

The Leading in Talent Development Certificate is designed for experienced talent development professionals preparing to operate as strategic learning leaders. It focuses on moving from managing tasks, processes, and learning projects to leading others and advancing business outcomes through talent development.

Participants develop leadership skills, practical tools, and business acumen to lead with

Key Takeaways

1
Clarify a leadership identity and operating style appropriate for leading talent development work at a broader, enterprise level.
2
Communicate with greater influence by tailoring messages and using persuasion approaches that fit different stakeholders and situations.
3
Lead stronger team performance by applying practical methods for coaching, feedback, empowerment, and improving team effectiveness.
4
Link talent development strategy to business priorities by understanding how performance is defined, measured, and discussed by leaders.
5
Use business and learning data to generate actionable insights, strengthen recommendations, and increase strategic impact.

Association for Talent Development
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Our members and customers are professionals who help others achieve their full potential by improving their knowledge, skills, and abilities in the workplace. They go by many titles: talent development managers, trainers, instructional designers, performance consultants, frontline managers, workplace learning professionals, and more. ATD’s members come from more than 120 countries and work in organizations of all sizes and in all industry sectors. Interested in learning more about membership? You can also join a local chapter or find out about international membership.

Course Outline

Reimagining Your Leadership Identity
embracing your leadership journey

Participants examine personal leadership experiences and the transitions required to lead at a broader organizational level. The focus is on clarifying what effective leadership looks like in talent development and how to navigate increased scope and complexity.

cultivating an intentional leadership identity

Participants define the leadership identity they want to demonstrate in day-to-day decisions and stakeholder interactions. Emphasis is placed on aligning values, behaviors, and priorities to strengthen consistency and credibility as a leader.

elevating your leadership skill and style

Participants assess and refine leadership capabilities and style to meet evolving business needs. The module supports selecting approaches that improve communication, decision-making, and influence across teams and partners.

Building Strategic Influence In Communications
Recognizing the diverse nature of informing and influencing others

Participants differentiate between communication that informs and communication that influences action. The subtopic builds awareness of audience needs and the situational factors that shape how messages are received.

 

Leveraging influence and persuasion to communicate with impact

Participants apply influence and persuasion techniques to increase stakeholder alignment and buy-in. The emphasis is on structuring messages that connect talent development priorities to business outcomes.

Using persuasion and influence in practice

Participants practice using influence strategies in realistic workplace interactions. The subtopic reinforces selecting the right approach for different stakeholders, constraints, and decision contexts.

 

Empowering Teams To Perform
Elevating team dynamics

Participants analyze team behaviors, roles, and routines that support collaboration and performance. The focus is on strengthening the conditions that enable trust, clarity, and productive working relationships.

 

Empowering others to perform

Participants develop approaches to empower direct reports and peers through coaching, feedback, and support. The subtopic emphasizes enabling accountability while increasing confidence and capability in others.

 

Elevating team effectiveness

Participants identify practical levers to improve team output, alignment, and execution over time. The module highlights actions leaders can take to remove barriers and sustain high performance.

 

Measuring And Evaluating Business Performance
Aligning talent development strategy to business

Participants learn how to connect talent development initiatives to organizational goals and operating priorities. The subtopic emphasizes making strategy explicit so outcomes and expectations are measurable and understood.

 

Measuring business performance

Participants explore how business performance is defined and tracked, and how talent development contributes to results. The focus is on selecting meaningful measures that support decision-making and accountability.

 

Building financial business literacy

Participants build foundational fluency in financial concepts used to assess organizational performance. The subtopic supports more confident interpretation of financial information and discussions with business leaders.

 

Turning data into actionable insights

Participants translate learning and business data into insights that inform strategy and improve outcomes. The emphasis is on moving from reporting metrics to making recommendations and decisions.

 

Advancing Your Strategic Leadership Edge
Designing a strategic leadership approach

Participants develop a structured approach to leading strategically within the talent development function. The subtopic focuses on choosing priorities and actions that strengthen organizational impact.

 

Aligning team development with business priorities

Participants plan how to develop team capabilities that directly support business direction and performance expectations. The emphasis is on ensuring team growth efforts translate into operational value.

 

Building strategic partnerships

Participants strengthen the ability to build and sustain partnerships with key stakeholders and business leaders. The subtopic focuses on collaboration practices that increase trust, alignment, and shared ownership of outcomes.

 

Using resilience and adaptability to overcome barriers to strategic impact

Participants identify common barriers to strategic work and practice responses that maintain progress under pressure. The focus is on adapting plans, influencing through setbacks, and sustaining momentum toward outcomes.

 

Who Should Attend?

This program is intended for experienced talent development professionals seeking broader leadership responsibility and organizational impact.

talent development director/executive

 

talent development manager

 

independent consultants supporting the talent development function

FAQ

Why should I attend?
The program builds the leadership mindset, strategies, and skills needed to operate as a business partner who drives outcomes through learning. It also strengthens the ability to influence teams and stakeholders and apply systems thinking to connect business goals to learning strategy.
Who should attend?
This program is designed for experienced talent development professionals ready to expand leadership capabilities and take on greater responsibility. It is also suited to talent development managers and independent consultants who support or advise within the talent development function.
What are the attendance policy and course requirements?
Participants are directed to review the attendance policy before the course to support successful completion. The page also references technical requirements for live participation, access to enrollment details and certificates via MyATD, and related terms including cancellation policy and health protocols for in-person courses.

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