This one's for you Prof TOM: ASTD Competency Model (B)

My Interpretation of the ASTD Competency Model (B)

By: Emily Wiedeman

First off, this is my first blog posting ever!  Therefore, I hope I get full points since I'm going outside my comfort zone :)  

The diagram above has emphasized the importance of having the 10 skills and knowledge required to be a successful trainer.  I will address the topic and explain my interpretation of the significance and necessity of fulfilling each of the 10 T&D areas of expertise.

Knowledge Management:

Having the ability to capture, store and retrieve "intellectual capital".  Additionally, an individual is effective at sharing knowledge and collaborating with peers.  In essence, striving to meet organizational goals by making the best use of sharing knowledge.

Change Management:

The ability to have a structured process to alter and switch the focus of a team or individual from the current to desired outcome. Allow for change to occur and support all parties throughout the process.

Performance Improvement:

Implement a process that will enable the individual to identify problems or gaps within the system, and having the capability to seal these discrepancies. 

Instructional Design:

Possessing the characteristics of creativity by developing and establishing a way to foster informal and formal learning solutions.  This includes designing, developing, analyzing, integrating and evaluating methods to create an effective solution(s).

Training Delivery:

Transferring informal and formal learning process and techniques in a way that will attract and engage the recipients.  Ensure that knowledge has transferred by evaluating the learning outcomes. 

Learning Technologies:

Using a variety of learning techniques and forms of technology to train and develop employees. 

Evaluating Learning Impact:

Measuring the success rate and the effectiveness of a learning strategy that was recently implemented. Interpret and analyze the results that are collected, and make recommendations that will improve the current process. 

Managing Learning Programs:

Lead subordinates on the right path to successfully completing their given tasks.  Be responsible for executing and completing training projects and activities.  Equally managing all parties.

Integrated Talent Management:

Ensure managerial goals are in line with the company's culture.  Facilitate opportunities for advancement and growth for top performers. Build a better company philosophy (or culture) and include employees in development strategies. 

Coaching:

A process in which individual is guided and informed on how to perform their given tasks in a more efficient and practical way.  The goal is to ultimately progress from the beginning of the coaching process and evolve one's skills and abilities.  In order for coaching to be effective, trust and effort must be required.

In addition to upholding these 10 competencies, it is integral to have the foundational competencies (business skills, interpersonal skills, global mindset, personal skills, industry knowledge, technology literacy).The competency model would not be possible if an individual cannot fulfill the basic foundational requirements.