As Director of Credentialing for the Association for Talent Development, Morgean Hirt brings over twenty-five years of NGO experience in personnel certification and accreditation across a variety of professions. Morgean has devoted her career to advancing professions through the establishment of industry standards.
In our recent webinar, Morgean explained the ATD’s new Capability Model which serves as a blueprint for impact for all talent development professionals, setting the standard for what they need to know and do to be successful. Morgean focused explain how the ATD Capability Model was developed, taught how to make use of a personal gap analysis based on the knowledge and skill included in the Capability Model and how to apply the new Capability Model to your own professional development, your team’s development, and structuring your talent development function.
You can watch the webinar recording here.
We summed up questions from the webinar and here we sum up the answers from Morgean.
An Interview with Morgean
Many corporations have done so. They have used the Talent Development Capability Model to benchmark performance for promotion and advancement. They have used the Model to identify skill gaps and plan for team development. Corporations have used the Model to structure their teams, making sure their position descriptions cover all the necessary skills. The Model can be used to show your leadership how the TD function can impact the organization’s ability to reach it goals. Later this year, ATD will introduce a team assessment function to aid in these processes.
ATD’s Education Team has developed the new Talent Development Body of Knowledge (TDBoK). The TDBoK is the first-ever, comprehensive collection of concepts, definitions, methodologies, and examples covering the 23 Capability Areas identified in the Talent Development Capability Model. The TDBoK offers a deep dive of the concepts within the Talent Development Capability Model, the framework that tells talent development practitioners what they need to know and do to develop themselves, others, and their organizations. In terms of preparation for ATD Certification programs, the new Candidate Handbooks for the APTD and CPTD also provide a list of resource readings outside of the TDBoK, some of which you may already have on your professional bookshelf.
Nearly all concepts from the previous competency model are included in the new Talent Development Capability Model. One difference is that the previous model was very tactical and specific. In order to make the framework more appropriate for a wider period of time and audience, the Advisory Group and Task Force chose to make the statements more broad. The WHAT of our functions as TD professionals does not shift as much as the HOW. The new model focuses more on WHAT people should be able to do. The HOW then becomes more tied to organizational culture, maturity model, etc.
ATD CI contracts with PearsonVue to securely administer our exams. PearsonVue, of course, must adhere to local and government orders with regard to closure of testing sites. ATD CI is working with PearsonVue to extend your testing opportunities and you will be provided with further information as it becomes available if you are a current candidate. PearsonVue is currently committed to prioritizing any test seats for exams from programs for first responders (medical professionals, EMS, etc.)
The Talent Development Capability Model was created using the direct input from over 3,000 talent development professionals around the world. It is based on what the majority of those respondents told us was essential to their effective practice of talent development. Very organizations can adopt or adapt the model to their structure but it provides an aspirational picture of what a well-functioning, well-positioned talent development team can do to positively impact an organization. The book Capabilities for Talent Development: Shaping the Future of the Profession is the book about the research project and contains examples of how organizations have implemented the model successfully.
Absolutely. The Model can be used as a benchmark and to develop longer term plans to upskill and expand the TD function. The publication Capabilities for Talent Development: Shaping the Future of the Profession is the book about the research project and contains examples of how organizations have implemented the model successfully.
About Morgean Hirt:
Morgean has devoted her career to advancing professions through the establishment of industry standards. She provides strategic leadership and technical expertise in developing and implementing credentialing programs, focusing on policy and standards development, test development, board and committee governance, program audits, strategic planning, and ANSI/ISO 17024 and NCCA accreditation.
Morgean has led a number of organizations through establishing industry standards for emerging professions, including clinical research, massage therapy, and mortgage brokering. Prior to joining ATD, Morgean spent 10 years as Present and CEO of Certified Fund Raising Executives International Credentialing Board (CFRE International), and was responsible for establishing international support across six continents for a unified standard of fundraising practice. She also has served as a Senior Account Executive with Metacred, a boutique association management firm specializing in credentialing management, where her clients included several IT-related associations. Morgean lives in the Washington, DC area and is active with the Institute for Credentialing Excellence (ICE), serving as a member of the Education and Program Committees and as a presenter at the ICE Exchange.