For those of who look at the ASTD Model and are confused as to what it means... I will put in simpler way to where you will see it after this short blog and that "light bulb" will finally go off!
Let me begin!!!
Guess what? It is separated into TWO Parts!1. Foundational Competencies
2. T&D Areas of Expertise
Foundational Competencies: This is the KSA's and Behaviors that will help you become successful in your career. Remember, if you are not prominent in some of these, they can be improved so that you can have a successful career! It is always good to acknowledge your strengths and weaknesses.
Business Skills - These help the organization you are with. Some of these skills are being innovative, and making sure you achieve the goals that are set. Also being able to challenge yourself and thinking strategically.
Interpersonal Skills - This is having Emotional Intelligence. EI is being able to understand your emotions and the people you are surrounding by all the while of building trust. Communication is a key part because without it the organization can quickly fall apart.
Global Mindset - Diversity is an important factor. Being able to adapt to your surroundings and understanding cultures will only benefit you short and long-term.
Personal Skills - I think everyone can agree this is important in and outside of your career. If you don't have personal skills you will not be successful. Interacting positively with people and adapting with others is important.
Industry Knowledge - This is being able to stay updated within the industry you are in and keeping up with all the current trends.
Technology Literacy - This is making sure you are always up to date with new technologies and knowing how to use the technology.
I hope you now have a better understanding of the Foundational Competencies. Now let me discuss the second part which is the T&D Areas of Expertise.
T&D Areas of Expertise: These are the areas that are more specific to training and roles.
Change management - This is being able to have a systematic approach with teams, individuals, and organizations on transitioning from their current to desired state. In order to do so, for example be involved, give feedback, support the change and being able to manage any negativity that could arise.
Performance Improvement - This is being able to understand the performance gaps and adjusting them in areas of improvement. Examples of doing this: Getting data when needed, monitoring the change and understanding the customer and stakeholder needs.
Instructional Design - This is being able to develop learning solutions that will help your employees in various ways.
Training Delivery - This is being able to delivery training in a way that will be engaging and effective for the employees.
Learning Technologies - Using technologies is a great tool to teach employees and develop a way of training that is a good solution.
Evaluating Learning Impact - This is being able to identify and interpret the different measures of learning solutions.
Managing Learning Programs - This is bing able to give substantial leadership and developing training projects and activities that will manage multiple things, and ensure that they are being done in a helpful manner.
Integrated Talent Management - This has to do with building the culture and maintaining it. Some examples that will be done are organizing resources and making sure that there is efficient management systems put into place.
Coaching - This is being able to help others and improving their strengths while establishing trust and honesty but making sure you still meet the organizations guidelines.
Knowledge Management -This is being able to recognize intellectual property and collaboration.