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MTD
Managing in Talent Development Certificate

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English
Beginner to Intermediate
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Course Overview

Managing in Talent Development Certificate supports emerging talent development managers transitioning from individual contributor responsibilities to people leadership. It is designed for professionals who are now accountable for team outcomes and need practical management skills that apply in talent development settings.

Participants build confidence in foundational management competencies, inclu

Key Takeaways

1
Adopt a leadership mindset that supports the shift from individual contribution to managing through others.
2
Communicate with greater clarity and adaptability to improve alignment, listening, and working relationships.
3
Build psychological safety and trust by establishing inclusive team norms and addressing conflict constructively.
4
Improve team performance by applying practical approaches to delegation, feedback, and performance management.
5
Increase organizational impact by aligning talent development work to business processes and leading change with influence.

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

Adopting A Leadership Mindset
Transitioning from an individual contributor to a leader

Focuses on the shift from delivering individual output to enabling team outcomes. Emphasizes the new responsibilities, expectations, and decision patterns that come with a people leadership role in talent development.

Defining leadership

Establishes a practical definition of leadership for first-time and aspiring managers. Connects leadership behaviors to the daily realities of guiding a team and representing the function.

Embracing a leadership mindset

Develops the perspective required to lead through others rather than doing the work personally. Reinforces choices and habits that support accountability, resilience, and consistent decision-making.

Executive presence

Addresses how managers show up with credibility and confidence in professional settings. Focuses on communication and behavior that support trust with stakeholders and team members.

Emotional intelligence

Builds awareness of emotions and their impact on relationships, performance, and conflict. Applies self-management and empathy to improve leadership effectiveness and team interactions.

Enhancing Communication
Effective communication

Strengthens clarity and structure in written and verbal communication. Focuses on reducing misunderstanding and improving alignment in day-to-day management interactions.

Adaptive communication and active listening

Develops the ability to tailor communication to different people and situations. Reinforces listening practices that improve understanding, engagement, and follow-through.

Developing Psychological Safety Within Teams
Inclusion and respect in the workplace

Centers on creating team norms that support inclusion, respect, and fair treatment. Reinforces behaviors that help teams collaborate across differences and roles.

Psychological safety

Focuses on enabling open dialogue, questions, and learning without fear of negative consequences. Connects psychological safety to stronger problem-solving and performance.

Building trust

Develops practical actions for establishing reliability and credibility as a manager. Emphasizes consistency, transparency, and follow-through as foundations for team trust.

Managing conflict

Provides approaches for addressing disagreement early and constructively. Emphasizes resolution strategies that protect relationships while maintaining accountability and standards.

Elevating Team Performance
Optimizing performance management

Focuses on setting expectations, monitoring progress, and addressing performance issues effectively. Connects performance management to goal alignment and team results.

Giving and receiving feedback

Builds skill in delivering feedback that is clear, timely, and usable. Reinforces how managers receive feedback productively to model continuous improvement.

Leading by effectively delegating

Develops delegation practices that build capability while ensuring execution. Emphasizes assigning the right work, setting parameters, and supporting accountability.

Impacting The Organizational Landscape
Aligning talent development and business processes

Focuses on connecting talent development work to how the organization operates and measures success. Reinforces alignment so priorities, deliverables, and outcomes support business needs.

Using influence

Develops the ability to gain support without relying on formal authority. Emphasizes stakeholder awareness and practical influence behaviors relevant to talent development managers.

Leading change initiatives

Provides a management lens on supporting and implementing change in the organization. Focuses on communication, engagement, and sustaining momentum through transitions.

Who Should Attend?

This program is designed for talent development professionals entering management roles for the first time or managing cross-functional project teams, including those preparing to demonstrate readiness for leadership responsibilities.

aspiring or new talent development managers

project team leads managing cross-functional work

talent development professionals moving into people management

instructional designers

trainers

FAQ

Who should attend?
The program is designed for trainers, instructional designers, and other talent development professionals entering management for the first time or managing cross-functional project teams. It is also positioned for aspiring managers who want to demonstrate readiness for advancement.
What are the attendance policy and course requirements?
Participants are directed to review the attendance policy and confirm technical readiness prior to the program. Additional references include enrollment/certificate access via MyATD and related terms such as cancellation policy and health protocols for in-person courses.
Why should I attend?
The program is intended to accelerate the transition into a new management role through purposeful leadership. It also focuses on tools and strategies to optimize team performance and broaden influence across the organization.

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