Step-by-step Processes only

Question 1

What is the RULER approach to emotional learning?

Answer 1

Recognizing in self and others
Understanding what causes emotions and consequences
Labeling emotions precisely
Expressing emotions - take action and do something about emotions they are feeling
Regulating Emotions

1.2.1

Question 2

State the ten steps to identify conflict and clarify the situatin within a team.

Answer 2

1. Identify the root cause of the conflict.
2. Identify what’s at stake for the team.
3. Assess how the team is currently managing the situation.
4. Listen to both sides—or more.
5. If necessary, speak with individuals separately.
6. Ask the team to gather the facts.
7. Bring the individuals together.
8. Find a common ground.
9. Be clear about outcome expectations.
10. Create a plan of action as a team.

Root-Stake-Asses-Listen-Individuals-Facts-Together-Common Ground-Outcome-Plan

1.3.5

Question 3

List the 8 steps to implement an inclusion strategy.

Answer 3

1. Establish an action plan
2. Identify measures of success/impact
3. Assemble working groups
4. Encourge involvement
5. Set measureable goals
6. Launch mentoring options to support the inclusion strategy
7. Identify best practices (form integral part of org policies and procedures)
8. Evaluate the strategy’s success.

1.4.6

Question 4

What are the four “shared” pahses of project management and what broadly occurs in each?

Answer 4

1. Initiate - The start of the project. Includes writing a charter.
2. Plan - Determine schedule, required resources, and budget.
3. Manage - Execution of project. Control the work, provide feedback, and resolve any differences.
4. Close - End the project. Includes documentation and project review.

1.5.1.5

Question 5

What tasks must the project manager complete during the close phase of a project?

Answer 5

1. Meet with the project sponsor for project evaluation feedback
2. Work with the customer to clarify a roll-out timeline
3. Deliver training (as needed) to the customer
4. Re-allocate staff to their next project
5. Publish post-project review
6. Meet with stakeholders to discuss ways to improve future efficiency and effectiveness
7. Archive pertinent artifacts for use on future projects (project charter, project plan) - likely a shared project archive
8. Celebrate with the entire team

The project manager alone is responsible for recording the stategic knowledge gained during the close phase.

1.5.6

Question 6

Draw Maslow’s hierarchy of needs

Answer 6

Top: Self-Actualization
Esteem
Belonging
Safety
Bottom: Physiological Needs

2.1.3

Question 7

Describe each level of Maslow’s hierarchy of needs.

Answer 7

Self- Actualization: The need to excel
Esteem: The need to be recognized by others
Belonging: The need for friends and family
Safety: The need to be safe and stable
Physiological: The need for food, drink, sex, and sleep

2.1.3

Question 8

What are the three domains of learning objectives according to Benjamin Bloom?

Answer 8

1. Cognitive (aka knowledge)
2. Psychomotor (aka skills)
3. Affective (aka attitude)

This gave rise to the common use of KSA (knowledge, skills, and attitude).

2.1.3

Question 9

What are the six levels of Bloom’s Revised Taxonomy

Answer 9

Creating
Evaluating
Analyzing
Applying
Understanding
Remebering

2.1.3

Question 10

Define each of Gagne’s five types of learning.

Answer 10

1. Intellectual skills - learn how to perform a task (concepts, rules, procedures
2. Cognitive strategy - learners use their own strategies for learning and applying information
3. Verbal information - information learners can say they will use to make sense of new information
4. Motor skills - Carrying out tasks
5. Attitude - Bias or values that influence learner’s action

2.1.3

Question 11

Define each of nine events of instruction.

Answer 11

1. Gain attention
2. Inform learners of the objectives
3. Stimulate recall of prior knowledge
4. Present the stiumulus (content)
5. Provide learning guidance
6. Elicit performance (practice)
7. Provide feedback
8. Assess performance
9. Enahance retention and transfer

2.1.3

Question 12

Define five contstraint categories that exist between technology and if an outcome can be achieved.

Answer 12

1. Organizational - Shift differential, travel, remote work
2. Individual - Tech skills, language
3. Managerial - Support, Communication channels
4. Technological - Equipment, home office, personal computer use
5. Resource-specific - budget limitations, understaffed workfoce

2.4.4

Question 13

State the steps in developing a qualification program.

Answer 13

They are similar to designing most ILT programs. The first four steps are still completing due diligence.

1. Establish goals
2. Analyze the audience
3. Analyze the jobs/roles
4. Prepare a budget, finance model, and pricing structure
5. Determine a model, framework, and features for the program
6. Assess training available
7. Determine a timeline
8. Develop the delivery and exam
9. Check all legal concerns

2.6.6

Question 14

List the six key factors that distinguish organizations with successful leadership development programs.

Answer 14

1. Future focused (skills required for future success)
2. Leadership responsibility (senior leaders who are engaged and recognize gaps)
3. Leadership quality (need a pipeline of experienced, high-quality leaders… succession plan may be better than external hiring)
4. Results oriented
5. Value learning and development (all employees, not just leaders)
6. Long-term, aligned systemic approach

2.6.8

Question 15

According to the International Coaching Federation (ICF), what are the eight competencies used in coaching?

Answer 15

1. Demonstrates ethical practice
2. Embodies a coaching mindset (open, curious, flexible, client centered)
3. Establishes and maintains agreements
4. Cultivates trust and safety
5. Maintains presence
6. Listens actively
7. Evokes awareness
8. Facilitates client growth

2.7.2

Question 16

What four clusters do ICF’s eight coaching competencies fall into?

Answer 16

1. Foundation (1, 2)
2. Cocreating the relationship (3, 4, 5)
3. Communicating effectively (6, 7)
4. Cultivating learning and growth (8)

2.7.2

Question 17

List the six steps in the ATD Coaching Process

Answer 17

1. Clarify the agreement
2. Create a partnership
3. Collect and analyze the data
4. Construct a development plan
5. Collaborate and challenge
6. Complete and acknowledge

2.7.2

Question 18

What are the Four steps in the COACH conversation process?

Answer 18

C - Current situation - data, feedback, and client perspective
O - Objectives - goaching goals, desired results, and measureable objectives
A - Alternatives - Alreternative approaches and ideas for how to reach objectives
CH - Choices - support as client makes choices for action

2.7.3

Question 19

State the common evalutation model process.

Answer 19

1. Use assessment data to identify evaluation outcomes and goals
2. Develop an evaluation design and strategy
3. Select measurement tools
4. Analyze data
5. Report data

2.8.1

Question 20

Describe Kirkpatrick’s four levels of evaluation model

Answer 20

Level 1: Reaction - Did they like the training (engaging, relevant, etc)?
Level 2: Learning - Did they acquire the intended KSA, confidence, and commitment?
Level 3: Behavior - How are they applying what they learned back on the job?
Level 4: Results - What is the effect on the organization? Did the targetted outcomes occur?

2.8.1

Question 21

What is Phillips’s process for determining ROI?

Answer 21

Level 1: Reaction and planned action
Level 2: Learning
Level 3: Application and implementation
Level 4: Business Impact
Level 5: ROI
Additional misc. level: Intangible measures

2.8.1

Question 22

List the five steps in the Brinkerhoff Success Case Method (SCM) for evaluating success.

Answer 22

1. Focusing and planning a successful case study
2. Creating an “impact model” that defines what success looks like
3. Designing and implementing a survey to search for best and worst cases
4. Interviewing and documenting success cases
5. Communicating findings, conclusions, and recommendations

2.8.1

Question 23

State the six elements in the strategic planning process.

Answer 23

1. TD vision
2. Mission Statement
3. Value statement
4. Strategic goal
5. Objectives
6. Action plan

3.1.6

Question 24

What are the four steps in preparing and managing a budget?

Answer 24

1. Analysis and reserch
2. Planning
3. Budget review
4. Budget management

3.1.6

Question 25

List the five steps to create a business case.

Answer 25

1. Examine the organizations strategic priorities 2. Identify possible solutions 3. Analyze and compare all solutions 4. Select the best solution and determint details required to make the recommendation 5. Describe the implementation plan. ## Footnote 3.1.7

Question 26

State the events TD professionals general follow for consulting.

Answer 26

1. Define the issue 2. Gather and analyze data 3. Present findings and decisde on next steps 4. Implement the solution 5. Evaluate the results ## Footnote 3.2.1

Question 27

Shate the five phases of the consulting process.

Answer 27

1. Assessing the need (aka contracting phase) 2. Understanding the issue 3. Present findings and interpretations 4. Developing and implementing a solution 5. Completing the project and evaluating the results ## Footnote 3.2.1

Question 28

What are the five phases of designing and implementing an Organizational Development strategy?

Answer 28

1. Entry 2. Diagnosis (Assessment) 3. Feedback 4. Solution 5. Evaluation ## Footnote 3.3.2

Question 29

List seven change models that influence Organizational Development practices.

Answer 29

1. Force Field Analysis (by Kurt Lewin) 2. Transition Model (by William Bridges) 3. Burke-Litwin Model (by W. Warner Burk and George H. Litwin) 4. Congruence Model (by David A. Nadler and Michael L. Tushman) 5. Fifth Discipline Model (by Peter Senge) 6. Prosci ADKAR Model 7. Six Boxes Model (by Marvin Weisbord) ## Footnote 3.3.3

Question 30

State eight elements of a modern learning organization that are not a growth mindset.

Answer 30

1. Strategic plans addressing employee capabilities to achieve corporate goals 2. Budgets that support a dedicated learning function 3. Mission and value statements referencing growth for employees, customer, and economy 4. Org values incorporating the purpose of L&D 5. Forward-thinking leaders who accept responsibility for developing their employees 6. Collaborative environments encouraging diversity, innovation, and open communication across boundaries 7. Lifelong learning mindsets of all employees 8. Knowledge sharing in support of individuals and team learning ## Footnote 3.3.8

Question 31

Describe each building block of the ProSci ADKAR model

Answer 31

* Awareness - Whey the change is needed * Desire - An individual's want to change their own behavior to support the change * Knowledge - How to change (learn skills, etc) * Ability - Resource, support and time to change * Reinforcement - Needed to sustain change by recognizing goal achievement and success ## Footnote 3.6

Question 32

What is the ATD Change Model

Answer 32

* Challenge the current state * Harmonize and align leadership * Activate commitment * Nurture and formalize a desire * Guide implementation * Evaluate and institutionalize the change ## Footnote 3.6

Question 33

Describe each of Lewin's Three-Step Change Model.

Answer 33

1. **Unfreeze** - Prepare orgs for change by breaking down the status quo before implementing a new way of working 2. **Change (transformation and movement)** - Help people work though the change by communicating, dispelling rumors, addressing resistence, and mitigating risks. 3. **Refreeze** - New structure, policies, descriptions, and technology are in place and ready for implementation. ## Footnote 3.6

Question 34

What are the steps in John Kotter's change model?

Answer 34

1. Create a sense of urgency 2. Form a powerful coalition 3. Create a vision for change 4. Communicate the vision 5. Remove obstacles 6. Create short-term wins 7. Build on the change 8. Anchor the change ## Footnote 3.6

Question 35

State the stages in William Bridges' transition model.

Answer 35

* **Ending** - Peopl deal with tangible and intangible losses (end the former situation) * **Neutral zone** - Repatterning happens * **New beginnings** - People develop new identity and experience new energy ## Footnote 3.6

Question 36

State Elizabeth Kuber-Ross's five stages of grief.

Answer 36

1. Grief 2. Anger 3. Barganing 4. Depression 5. Acceptance ## Footnote 3.6

Question 37

Define the 4-D cycle of David Cooperrider's appreciative inquiry approach to change.

Answer 37

**Discovery** - Identify what is possible... the best of "what is". **Dream** - Envision "what might be" **Design** - Discuss "what should be" **Destiny** - Implement "what will be" These are all done from a positive point of view ## Footnote 3.6

Question 38

List the nine steps to gather and organize data.

Answer 38

1. Define the question to be answered. 2. Set clear reserach objectives (what to measure and how) 3. Conduct a data audit (any data available already) 4. Design the data collection and analysis strategies 5. Collect the data 6. Analyze the data 7. Interpret the results 8. Report the results 9. Evaluate the process ## Footnote 3.7.2

Question 39

How does a PEST analysis help a talent development professional? What does PEST stand for?

Answer 39

It's a tool used for scanning external environmental factors. These factors are: * Political * Economic * Social * Technological ## Footnote 3.8.1

Question 40

List the 5 phases of design thinking.

Answer 40

1. **Empathizing** (clear understanding of problem) 2. **Defining the problem** (synthesitizing what was learned in phase 1) 3. **Ideating** (gather as many ideas eith goal of investigating and testing a couple to find a good option) 4. **Prototyping** (the experimental phase - produce scaled-down version(s) of the solution) 5. **Testing** (evaluate the final product) ## Footnote 3.8.3

Question 41

Define the 5 steps in the Lean Approach.

Answer 41

1. **Define the value** - Establish customer-based objectives. Only produce elements that meet the objectives 2. **Map the value stream** - Eliminate non-value add activities. Streamline necessary activities 3. **Create the flow** - Reduce cycle time and expense. Increase quality and staisfaction. 4. **Establish pull** - Complete work just-in-time to meet customer needs and no sooner (aka pull-based system). 5. **Pursue perfection** - make continuus improvement a part of culture ## Footnote 3.8.3

Question 42

What are the seven primary categories that may influence performance according to the ATD HPI Model?

Answer 42

1. **Workplace and structure** - influences caused by the workplace and the effectiveness of its structure. 2. **Work processes** - the structure and sequence of workflow. 3. **Management and organizational support** 4. **Technology and resources** - effective distribution, management, and storage of information. 5. **Human resources and selection** - whether the performer is a good fit for the job and the work to be performed. 6. **Learning and development** - the knowledge and skills required for job performance. 7. **Personal Motivation** ## Footnote 3.5.5