Association for Talent Development

Become an Expert AI User and Strategy Leader

Artificial intelligence (AI) and performance expert Josh Cavalier shares his in-depth knowledge and skills to help L&D professionals master learning experience design by using generative AI in their employee learning and development efforts. More than just a technical manual on generative AI or a collection of best prompt practices, this book explores how AI is reshaping jobs, skill development, and human performance. Cavalier provides his Learning and Development AI Ecosystem framework as a practical road map for integrating AI into your day-to-day work and your organization.

Discover how to seamlessly incorporate AI into your existing L&D processes and broader L&D ecosystem, optimizing workflows and driving measurable results. Explore how AI-enabled L&D platforms can facilitate personalized learning paths, automated performance support, and real-time skills gap analysis. Learn how to craft effective prompts for learning design and use chatbots and AI assistants for help in the moment of need. And importantly, dive deep into the ethical considerations, from maintaining data privacy and security to mitigating bias in AI-powered learning solutions.

No matter how advanced artificial intelligence becomes, L&D professionals must remain focused on performance—both of humans and now machines. Whether you’re a seasoned professional or just starting your AI journey, this book is your essential resource to unleash the power of AI in L&D.

In this issue of TD at Work, DJ Jaeger discusses learning and development’s role in company mergers and acquisitions, acting not only as content creators but as architects of continuity, culture, and capability. She shares how L&D teams can navigate the complexities of M&As by:

• Tackling early audits.

• Understanding cultural alignment.

• Completing technology integrations.

• Defining effective measurement plans.

Drive Organizational Performance Through Evaluation

Organizations that embed evaluation into their culture and operations can pivot faster, innovate more effectively, and foster a growth mindset. Evaluation thus becomes a tool for learning and continuous improvement. Building a Culture of Evaluation leads you through how to integrate measurement and feedback into your organization’s DNA.

Learning trailblazer and President and CEO of Kirkpatrick Partners Vanessa Alzate delivers a bold, visionary guide for transforming learning functions into strategic powerhouses. In this book, she reimagines the impact the Kirkpatrick Four Levels® can have in today’s dynamic workplace. Not just for L&D use, the model gives you and your organization a common language and decision matrix—an operating system—to align all people, processes, and performance systems with results.

This book explores using evaluation as the foundation of the design process for new interventions to ensure you achieve behavior change and learning transfer. Then, it brings evaluation to life with practical applications across onboarding, leadership development, sales enablement, coaching, and even artificial intelligence initiatives. Finally, it looks ahead to how you can scale evaluation beyond just L&D across the entire organization.

With contributed chapters from global experts and real-world examples, this book is your road map to shifting from order taker to business partner, from isolated metrics to enterprise-wide impact.

Successfully Implement AI in L&D, the Learner Experience, and Your Organization

The AI Implementation Guide for L&D is a practical, forward-thinking resource for L&D leaders and practitioners who are navigating the integration of AI within their organizations and looking to drive meaningful, enterprise-wide change.

At the heart of this book is the “AI Implementation Canvas,” a comprehensive planning tool that helps teams design and deploy AI solutions with clarity, care, and confidence. From aligning with business goals to navigating legal and ethical considerations, this book guides readers through every stage of implementation—from experimentation and scaling to governance, measurement, and change management. It offers a powerful lens for understanding how AI affects personal productivity, the learner experience, and organizational transformation.

Filled with actionable insights, reflection questions, and “one small step” challenges, this book equips you to:

• Identify where AI is already affecting learning and where it should.
• Build AI readiness across teams and stakeholders.
• Use L&D as a launchpad for broader organizational transformation.
• Play a significant role in helping your organization determine how to integrate AI into its operations.

If you’re an L&D leader, HR strategist, or enterprise change agent, this book will help you lead an AI-powered transformation—not just in learning, but through learning.

Become Indispensable in Driving Business Growth

L&D leaders must know how to connect learning strategies with business strategies and communicate effectively with leaders to improve employee performance and drive revenue. In other words, L&D needs to run like a business. Enter learning operations expert Tracie Cantu and her innovative Learning Operations Blueprint, which puts critical business needs first and brings rigorous systems-based thinking to corporate learning.

This first-of-its-kind approach offers step-by-step guidance for updating L&D processes and structures to immediately improve results and increase the relevance of the L&D function. When learning teams and leadership become better partners, outcomes improve for organizations and employees.

You’ll learn how to build an L&D business model that works, how to manage a portfolio of learning products, and how to design employee learning experiences that improve outcomes without demanding more tech or human resources.

Cantu also provides questions for reflection, checklists, worksheets, and scorecards for practical application of her recommendations. Each chapter includes tips for taking action immediately and real-world stories that illustrate how to use the framework successfully and avoid common pitfalls.

With this book, you will learn to scale your impact, secure your influence, and reach L&D’s potential.

Transform Training and Development Into a Strategic Growth Engine

Tired of being seen as the “training program provider”? Frustrated by creating courses that check boxes but don’t move the needle on business results?

In Reinventing Corporate Training, Flora Alves challenges traditional corporate training models and offers a bold alternative: repositioning L&D as a strategic growth engine directly connected to business outcomes. Instead of focusing on content delivery and logistics, you’ll learn how to become a trusted strategic partner who drives real organizational change.

Written for L&D and HR professionals ready to break free from the service provider role, this book offers a clear framework for assessing and advancing the maturity of your organization’s learning culture. You’ll discover practical strategies to:

• Elevate L&D’s role from tactical execution to business partnership.
• Foster curiosity, knowledge sharing, and experimentation.
• Embed continuous learning into everyday work.

A practical manifesto for urgent and necessary change, this book equips you with the mindset, tools, and language needed to transform learning in an ever-changing business environment.

Imagine the Worst to Prepare for the Best

If you want to be ready for what’s ahead, start by picturing everything going wrong.

In The Upside of Downside Thinking, leadership and strategy expert Matthew Confer reveals a simple but transformative truth: The most powerful strategic advantage isn’t luck, speed, or even innovation—it’s foresight. By deliberately imagining failure before it happens, leaders can uncover blind spots, stress-test strategies, and build plans that bend without breaking.

Drawing on unforgettable stories from history, psychology, and business—including famous examples from Blockbuster and Kodak to NASA and Netflix—Confer shows why some organizations thrive under pressure while others crumble. At the heart of the book is the RISK Model, a practical framework for anticipating threats, diagnosing vulnerabilities, and taking action before the stakes get high.

This book is perfect for busy business leaders and anyone who wants to lead with confidence, minimize costly mistakes, and turn risk into resilience. Whether you’re leading a team, launching a product, or navigating a personal decision, you’ll learn how to:

• Spot the hidden flaws in your best-laid plans.
• Challenge overconfidence and groupthink.
• Build a culture that plans for failure without fear.

Most people analyze failure after it happens. The best decision makers consider the downside early. The upside? You’ll be ready for anything.

Your all-in-one guide to leading organizations effectively in an age of disruption.

Whether you’re steering a Fortune 500 company, running a small nonprofit, or building an innovative startup, investing in leadership development will produce significant business results. But where to start? The all-new ATD’s Leadership Handbook delivers leadership strategies from more than 60 experts to help organizational leaders drive better employee engagement and retention, more effective performance, and higher revenue. The handbook includes downloadable prompts and conversation starters, checklists, system audits, assessments, templates, and action plans.

Through insights and real-world stories from trusted talent development veterans—including Seth Godin, Marshall Goldsmith, Ken Blanchard, Beverly Kaye, and Elliott Masie—as well as bold new voices in the field, you’ll learn to make smarter investments in developing your organization’s current and future leaders. Spanning 43 chapters, the handbook covers both foundational topics and urgent, contemporary issues such as:

• Leading in times of change
• Creating a psychologically safe work culture
• Developing effective leaders through coaching, mentoring, 360-feedback, and experiential learning
• Navigating the intersection of AI and leadership
• Addressing workplace disconnection and disruption
• Supporting women in transforming traditional leadership models

Leaders have never faced more complex demands than they do today, and great leadership has never been more critical for your organization’s success. ATD’s Leadership Handbook is the guide you need to embrace every opportunity to learn more, think differently, and level up your organization and your career.

Coaching That Honors How Every Brain Works

Coaching isn’t about fixing people—it’s about helping them reconnect with what makes them extraordinary. Coaching Everyone brings together neuroscience, inclusive coaching practices, and the lived realities of modern work to create a new approach that honors the brilliance of every brain.

Drawing on two decades of coaching experience, cutting-edge neurobiology research, and deep expertise in neurodiversity and learning, Jenn Labin offers a practical model for creating coaching relationships in which people feel safe enough to think clearly, brave enough to explore honestly, and supported enough to grow intentionally.

You’ll discover how trust, psychological safety, and the brain’s reward systems interact to shape insight and behavior change. You’ll learn why small celebrations boost dopamine, how co-regulation helps quiet the stress response, and how coaching conversations can activate the neural pathways that make learning “stick.” Through frameworks like the ORBIT Model of Executive Function, the Constellation of Ease & Effort, and the Brightness Scale, you’ll gain tools to recognize cognitive patterns, adapt your coaching style, and help individuals anchor insights into real, sustainable action.

Whether you’re a coach, a leader, or a talent development professional, this book will help you build coaching relationships that elevate confidence and ignite curiosity. If you believe growth is possible for every thinker—and that brilliance comes in many forms—this is your manual.

Better Questions. Better Data. Better Decisions.

Surveys are essential to the work of all talent development professionals, but too often, these tools fail to deliver the actionable outcomes organizations need. Surveys by Design is an accessible guide for L&D professionals who need to create effective surveys that:

• Measure what matters most.
• Gather reliable data at scale.
• Serve diverse audiences.
• Leverage AI and other technology responsibly.
• Uncover real business insights.
• Drive engagement.
• Support organizational growth.

Measurement and evaluation experts Patti and Jack Phillips walk you through practical strategies, case studies, and examples that illuminate every step of the survey design process. You will learn how to:

• Decide when to use a survey.
• Design your research approach.
• Define clear objectives.
• Reduce bias in selecting respondents.
• Write questions people can and will answer.
• Ensure you get response rates that make your results meaningful.
• Navigate ethical challenges.
• Evaluate the quality of your surveys.

The authors also share how to leverage new technologies—including artificial intelligence—to enhance the efficiency and impact of your work, as well as how to interpret survey results accurately to solve real-world problems. They provide even more guidance in a sample survey research protocol and a handy, downloadable FAQ. Whether you’re measuring learning effectiveness, evaluating programs, or assessing employee engagement, Surveys by Design equips you to design powerful, successful surveys by asking the right questions in the right way.

Nurture connections at work and unlock the power of shared purpose.

Belonging is more than an HR buzzword or a fleeting trend; it’s the heart of every thriving organization. High-performing organizations recognize that their workforce is their greatest asset and create structures to support, include, and develop everyone. When employees feel isolated, unappreciated, or treated unjustly, engagement and innovation stall and turnover costs soar. That's why understanding the dynamics of belonging in a diverse world is not optional—it's essential.

In The Belonging Blueprint, organizational performance expert Maria Morukian sparks a new conversation about creating better working environments. She offers talent development leaders and managers:

• An uplifting, practical guide to the universal human need to belong
• Real-world examples and an easy-to-follow framework for building diverse teams that operate on trust, interdependence, and a shared purpose
• Proven assessment tools and a new maturity model to help any organization create a successful culture of belonging and level the playing field

The Belonging Blueprint empowers leaders in any organization—from a small team to a global enterprise—to dismantle counterproductive behaviors and build a sturdy infrastructure that can sustain a culture of belonging across every function.

The result is a workplace where every person feels valued and connection drives achievement.

Tap Into Your Facilitation Strengths and Elevate Learning

What makes a facilitator truly effective? More than just expertise, it’s your presence, awareness, and ability to adapt in the moment.

The Five Personas of Facilitation is for trainers and facilitators who want to go beyond basic technique and uncover the deeper drivers of their success. It’s a practical, structured guide to understanding your unique approach and using that insight to grow.

Through his distinctive Five Personas framework—the Sensei, the Drill Sergeant, the Superhero, the Confidant, and the Jester—facilitation expert Moe Poirier explores the mindsets and behaviors that shape how you deliver training. You’ll learn how to identify your strengths, recognize your default tendencies, and pinpoint areas for development. More important, you’ll discover how to turn those insights into action, building confidence, expanding your impact, and elevating the learning experience for every participant.

Inside, you’ll find:

• A clear process for self-assessment and reflection
• Real-world examples that bring facilitator personas to life
• Practice drills for each persona
• Strategies for goal setting, feedback, and continuous improvement

Like StrengthsFinder 2.0 for trainers and facilitators, this book transforms self-awareness into actionable growth. Whether you’re new to facilitation or a seasoned professional, you’ll move beyond what you do and focus on how you do it—so you can deliver with greater purpose and presence.

Incorporate Microlearning Campaigns to Reach Business Goals

Whether you’re an L&D veteran who has “been there, done that” or are just starting out, it’s time to get smarter about microlearning, and expert Robyn A. Defelice can help.

Expanding on her first groundbreaking book, Microlearning: Short and Sweet, co-authored with Karl Kapp, Defelice offers a new and more complete definition of microlearning as a concept, a method, and a product—all of which L&D professionals need to understand to create successful microlearning campaigns that target key business goals. She introduces a six-factor framework that leaders, managers, and anyone who develops organization-wide learning initiatives can use to determine if their organizations are ready to incorporate top-notch microlearning strategies to meet their learning needs. She also offers designers a set of seven principles—based on tool capacity, context, global equity, conciseness, meaningful media, action, and overuse—for creating microlearning solutions that work.

Packed with examples and stories from the field, tips, activities, tools, and templates, Maximizing the Power of Microlearning provides foundational, research-based information in a relaxed, relatable style.

As the microlearning landscape continues to evolve, professionals at all levels need clarity and guidance about what microlearning really is. In this book, Defelice offers that clarity. She addresses confusion head-on and provides insights, strategies, and practical advice to L&D professionals looking to improve learning experiences and business outcomes.

Motivate and Engage Learners to Drive Your Business Forward

Organizations that prioritize employee learning are best positioned to thrive in our rapidly evolving business landscape. Veteran learning strategist Becky Willis demonstrates how an organization can achieve stellar learning engagement in seven simple steps and then turn that engagement into business value and a powerful competitive advantage.

Willis writes this book for those who have strategic responsibility for integrating learning into broader organizational initiatives—whether they are learning leaders, HR professionals, L&D practitioners, or other talent development (TD) professionals. After demonstrating why engagement is important, she walks you through the step-by-step process of devising and communicating a clear strategy for learning engagement, selecting and implementing the right technology, recruiting and deploying champions, mastering the art of marketing learning experiences, and creating the right learning designs for career development. She helps you learn to work with leaders and managers to sponsor, support, and collaborate on learning.

Each chapter includes stories, tools, and templates to ensure TD pros and learning designers can translate ideas into practical actions immediately. With this book in hand, you will have what you need to become an effective business partner who enhances employees’ knowledge, skills, and commitment to the organization and drives positive bottom-line results. Willis shows you how to make changes today that will help your organization value and deploy learning content successfully tomorrow.

Invest in Leaders at All Levels as a Key Part of Your Business Strategy

Drawing on nearly three decades of experience across sales operations, technology consulting, and talent development, Tina Schust Robinson offers a much-needed reimagining of leadership development. She guides all leadership investors—from founders, executives, and frontline managers to those doing the hands-on design and delivery work—toward a more holistic and successful development approach.

Making a powerful business case for investing intentionally in leaders, Robinson explores why leadership investment is a crucial aspect of any business strategy and what characteristics define a good leader. She shows how leadership investors can craft initiatives that are tied to their organization’s and employees’ specific needs, sustainable over time, and highly effective. Moving beyond quick fixes and one-off programs, Robinson makes a practical case for why investing intentionally in leaders is a crucial aspect of any business strategy.

This book shares Robinson’s one-to-one, one-to-many, and one-to-all leadership investment framework. It demonstrates how organizations can pursue coaching and mentoring for individuals, improve leadership training for groups, and develop a comprehensive strategy to address leadership development throughout the talent life cycle.

Interviews with successful corporate and nonprofit leaders and talent development pros bring the three-pronged framework into action. Checklists, assessments, and exercises allow leadership investors to apply the framework immediately and tailor their solutions to specific audiences and business needs.

Whether you’re leading a team or shaping an entire organization, this book will change how you think about leadership—and the return it can deliver when you invest wisely.

In this issue of TD at Work, Lindsay Bernhagen and Al Dea explain how artificial-intelligence coaching can strengthen leadership development by giving more people more opportunities to reflect, experiment, and grow in the flow of work. You’ll learn:

• What AI coaching is and how it differs from traditional coaching approaches
• What it means for leadership development
• What to look for in a high-quality AI coaching solution
• How to implement the technology successfully in your organization

The Tools & Resources in this issue include a Worksheet: Ready to Launch AI Coaching? and a Checklist: Choose the Right AI Coaching Partner.

In this issue of TD at Work, Danielle Wallace shares how talent development professionals can connect learning to performance and build meaningful partnerships across the organization to support the business and help shape the organization’s future. Wallace offers guidance on how to:

• Know your business.
• Understand what matters most to business leaders and align your work to their goals.
• Develop an advisor mindset.
• Ask meaningful questions and speak stakeholders’ language.
• Collaborate early and often.
• Demonstrate business impact using metrics.
• Rebuild trust when relationships stall.
• Sustain alignment over time.

The Tools & Resources in this issue include a Conversation Guide: Align TD With Department Priorities, and a Worksheet: Business Context and External Factors. A Bonus Tools & Resources is a Checklist: Business .

Grow Your Self-Awareness, Reinvent Your Value

There’s a moment of hesitation surfacing today in organizations. Executives want middle managers to operate more cross-functionally so they can scale performance. Middle managers are waiting for permission from executives to activate their leadership voice and create more value. Written by leadership expert and coach Dan Gallagher, The Self-Aware Leader sharpens the self-awareness of middle managers to drive productivity and career growth.

Gallagher presents a model that emerging leaders, middle managers, and senior executives can use as a catalyst to grow their leadership value. Based on empirical research and more than two decades of use, the model fully integrates a deep focus on self-awareness and reinvention with the practices of servant leadership and business transformation.

This second edition includes additional thought exercises, new research on the Self-Aware Leader model and Generosity Quotient, and real examples of how increased self-awareness grows a leader’s value.

Make Learning Stick Through Reflection Activities

Employees today crave development, growth, and skill building. They also want more meaning and connection at work. When they learn to reflect on training experiences intentionally, they get all that and more. Pausing to reflect makes it easier to retain and transfer the knowledge and skills we need on the job.

L&D expert Katrina Kennedy shares more than 45 reflective learning activities that instructional designers, facilitators, and trainers can use in face-to-face and online classrooms to create more meaningful learning experiences for a variety of contexts and participants. Each activity is designed to help participants develop critical thinking skills and improve future performance by analyzing what they’ve learned and how far they’ve come.

Built around eight essential outcomes, this book will show you how to strengthen motivation, social connection, memory, and critical thinking skills through targeted reflection activities—all of which are adaptable for in-person or remote training situations. Activities include mental inventories for boosting motivation, shared learning maps for building social connection, and after-action reviews for improving performance.

Start achieving your organization’s business goals and building people’s capacities with this comprehensive reflection toolkit.

Become an Expert AI User and Strategy Leader

Artificial intelligence (AI) and performance expert Josh Cavalier shares his in-depth knowledge and skills to help L&D professionals master learning experience design by using generative AI in their employee learning and development efforts. More than just a technical manual on generative AI or a collection of best prompt practices, this book explores how AI is reshaping jobs, skill development, and human performance. Cavalier provides his Learning and Development AI Ecosystem framework as a practical road map for integrating AI into your day-to-day work and your organization.

Discover how to seamlessly incorporate AI into your existing L&D processes and broader L&D ecosystem, optimizing workflows and driving measurable results. Explore how AI-enabled L&D platforms can facilitate personalized learning paths, automated performance support, and real-time skills gap analysis. Learn how to craft effective prompts for learning design and use chatbots and AI assistants for help in the moment of need. And importantly, dive deep into the ethical considerations, from maintaining data privacy and security to mitigating bias in AI-powered learning solutions.

No matter how advanced artificial intelligence becomes, L&D professionals must remain focused on performance—both of humans and now machines. Whether you’re a seasoned professional or just starting your AI journey, this book is your essential resource to unleash the power of AI in L&D.

Demand for creative thinking is currently outpacing supply. Despite that need, creative thinking is one of the skills most lacking in job candidates. The good news is that creative thinking is a trainable skill. In this issue of TD at Work, Gerard J. Puccio and Pamela A. Szalay will:

• Explain the nature of creativity.
• Identify the four stages of the creative process.
• Present, and provide the opportunity to practice, six strategies to enhance creative thinking.
• Describe ways to facilitate creativity at individual, team, and organizational levels.
• Provide opportunities to pair creative thinking with artificial intelligence.

The Tools & Resources in this issue include a Worksheet: Diverge First Strategy, Tool: POINt Evaluation, and Exercise: Stakeholder Analysis.

Become Indispensable in Driving Business Growth

L&D leaders must know how to connect learning strategies with business strategies and communicate effectively with leaders to improve employee performance and drive revenue. In other words, L&D needs to run like a business. Enter learning operations expert Tracie Cantu and her innovative Learning Operations Blueprint, which puts critical business needs first and brings rigorous systems-based thinking to corporate learning.

This first-of-its-kind approach offers step-by-step guidance for updating L&D processes and structures to immediately improve results and increase the relevance of the L&D function. When learning teams and leadership become better partners, outcomes improve for organizations and employees.

You’ll learn how to build an L&D business model that works, how to manage a portfolio of learning products, and how to design employee learning experiences that improve outcomes without demanding more tech or human resources.

Cantu also provides questions for reflection, checklists, worksheets, and scorecards for practical application of her recommendations. Each chapter includes tips for taking action immediately and real-world stories that illustrate how to use the framework successfully and avoid common pitfalls.

With this book, you will learn to scale your impact, secure your influence, and reach L&D’s potential.

Build High-Performing Teams for Extraordinary Business Results

Imagine a workplace where team members not only excel individually but thrive collectively—where collaboration is an expectation deeply ingrained in a culture that drives success. That’s the goal of transformational people leader and team-building expert Ed Cohen and his expert contributors—Rahul Andrews, Nandini Darsi, Emily King Grandinetta, Sheina Laws, Priscilla Nelson, and Anil Santhapuri.

Transforming Teams is a method and mindset that puts trust, collaboration, and cultural intelligence at the heart of team success. Cohen and his colleagues have spent the last 25 years developing this six-phase approach for building relationship-centered organizations. This framework has been tested and proven to work in more than 150 global organizations—from startups to Fortune 500 companies like Booz Allen Hamilton, Western Union, and Warner Bros. Discovery.

Organization leaders, TD and HR professionals, and coaches who want to foster business cultures in which people feel connected to their work and one another will find this book invaluable. You’ll learn to break through conflicts, reduce turnover, increase engagement, and overcome dysfunction by aligning team behaviors with shared values and strategic goals. Use the real-world case studies and practical tools to transform your teams and drive success no matter your organization’s size or industry.

Every Shift Counts

Frontline employees turn strategy into action. From grocery clerks and delivery drivers to construction workers and restaurant servers, the frontline makes up 80 percent of the global workforce. But when they are overlooked and under-supported, execution suffers, turnover rises, and business performance declines.

The Frontline Enablement Playbook is a comprehensive guide for L&D, HR, and operations teams focused on improving performance across the deskless workforce. Drawing on 25 years of hands-on experience and insights from more than 50 global contributors—including Matthew Daniel, Chad Udell, and Gina Jeneroux—JD Dillon outlines practical ways to improve onboarding, training, communication, compliance, recognition, career development, and everyday readiness.

Inside, you'll dive deep into six parts that redefine frontline support:

• Understanding who frontline workers really are—and what they need
• Architecting a modern enablement ecosystem
• Empowering frontline managers to empower their employees
• Helping frontline workers do a great job today
• Fostering future opportunities for development
• Evolving your entire strategy to get that all-important buy-in

Are you struggling to improve day-to-day execution across frontline teams? Are location managers burning out under constant pressure? Are you trying to figure out how AI can help frontline teams hit daily targets?

The Frontline Enablement Playbook will give you the tools to unlock employee potential by ensuring every team member has the capability, confidence, and support to do their best every shift.

Drive Organizational Performance Through Evaluation

Organizations that embed evaluation into their culture and operations can pivot faster, innovate more effectively, and foster a growth mindset. Evaluation thus becomes a tool for learning and continuous improvement. Building a Culture of Evaluation leads you through how to integrate measurement and feedback into your organization’s DNA.

Learning trailblazer and President and CEO of Kirkpatrick Partners Vanessa Alzate delivers a bold, visionary guide for transforming learning functions into strategic powerhouses. In this book, she reimagines the impact the Kirkpatrick Four Levels® can have in today’s dynamic workplace. Not just for L&D use, the model gives you and your organization a common language and decision matrix—an operating system—to align all people, processes, and performance systems with results.

This book explores using evaluation as the foundation of the design process for new interventions to ensure you achieve behavior change and learning transfer. Then, it brings evaluation to life with practical applications across onboarding, leadership development, sales enablement, coaching, and even artificial intelligence initiatives. Finally, it looks ahead to how you can scale evaluation beyond just L&D across the entire organization.

With contributed chapters from global experts and real-world examples, this book is your road map to shifting from order taker to business partner, from isolated metrics to enterprise-wide impact.

Successfully Implement AI in L&D, the Learner Experience, and Your Organization

The AI Implementation Guide for L&D is a practical, forward-thinking resource for L&D leaders and practitioners who are navigating the integration of AI within their organizations and looking to drive meaningful, enterprise-wide change.

At the heart of this book is the “AI Implementation Canvas,” a comprehensive planning tool that helps teams design and deploy AI solutions with clarity, care, and confidence. From aligning with business goals to navigating legal and ethical considerations, this book guides readers through every stage of implementation—from experimentation and scaling to governance, measurement, and change management. It offers a powerful lens for understanding how AI affects personal productivity, the learner experience, and organizational transformation.

Filled with actionable insights, reflection questions, and “one small step” challenges, this book equips you to:

• Identify where AI is already affecting learning and where it should.
• Build AI readiness across teams and stakeholders.
• Use L&D as a launchpad for broader organizational transformation.
• Play a significant role in helping your organization determine how to integrate AI into its operations.

If you’re an L&D leader, HR strategist, or enterprise change agent, this book will help you lead an AI-powered transformation—not just in learning, but through learning.

Unlock the Freedom to Do More of What You Love

As a leader, you know you need to delegate. In fact, it’s the key to growth. But effective delegation isn’t as simple as handing off tasks. Unless you approach it thoughtfully and systematically, your plate will quickly fill back up.

Let It Go! is a fresh look at delegation that gets to the heart of why we struggle with it. You’ll learn step by step how to shift your mindset and implement proven techniques to reduce your stress and create space for more of what you love. Then, you’ll discover how to scale delegation across your organization, giving your team the permission, autonomy, and tools they need to better leverage their time. By making this simple shift, you’ll attract and retain great talent while creating limitless potential for business growth.

This updated edition expands on the psychological barriers that prevent effective delegation, like self-sabotaging thoughts, limiting beliefs, and our own personal backstories with delegation. It includes new content on how emerging leaders can develop delegation skills before they step into a new role and how to use artificial intelligence strategically to improve delegation overall.

Embrace a delegation system that supports your team in doing their best work and maximizing everyone’s contributions. Full of concepts, tools, and real-world examples, Let It Go! will help you master and then cascade a powerful delegation mindset throughout your organization.

Understanding the delicate balance of neurotransmitters and hormones that regulate motivation, stress, and trust is more than an interesting science lesson. It is the key to unlocking better leadership, stronger teams, and sustainable high performance. In this issue of TD at Work, Jessica Billiet will:

• Outline brain chemistry components and how they interact with each other.
• Define the four pillars of Longevity Leadership.
• Explain how the work environment affects brain hormones and neurotransmitters.
• Share practical ways leaders can foster a healthy workspace and avoid burnout.

The Tools & Resources in this issue include a Worksheet: Growth Ritual Design, Inventory: The Motivation Method, and Matrix: Stretch and Support.

Strengthen Your Acquisition and Retention Efforts Through Everboarding

Traditional onboarding is a relic of the past. That frantic sprint to get new hires “up to speed,” followed by a deafening silence, often falls short. What if, instead, you could create a seamless, ongoing journey of growth and development from the day an employee starts and throughout their tenure—an everboarding experience?

Employees say they need to develop new skills to be successful at their jobs, and many will look for another job if not offered development opportunities. In this book, leading HR talent strategy and everboarding expert Amber Watts offers solutions to help you shift your organization’s mindset that onboarding has an exit day and embrace a culture of continuous learning. It guides you through building a dynamic everboarding strategy that fosters long-term employee engagement, accelerates performance, and strengthens your talent acquisition and retention efforts.

Inside, you’ll discover how to personalize and elevate the onboarding experience, move beyond generic checklists, and create customized journeys that resonate with individual needs, jobs, and roles. Smooth the transition out of onboarding by defining clear expectations and creating a seamless handoff process to ensure ongoing support. Equip managers to be continuous development partners and provide them with the tools and resources they need to effectively coach, mentor, and guide their employees throughout their careers. Cultivate a growth mindset, encouraging new hires and existing employees to embrace lifelong learning and growth. This book also includes three case studies that explore how an everboarding strategy solves key challenges and delivers business results, while offering ideas for how to implement it yourself.

Perfect for HR and L&D leaders seeking to transform their onboarding and employee development programs, this first-ever book on everboarding provides actionable strategies and practical advice you can apply immediately. Stop treating onboarding like a graduation and start building an everlasting culture of growth and success.

Make Employee Skills the Currency Within Your Organization

In today’s rapidly evolving business landscape, organizations are recognizing the critical importance of employees’ skills as a catalyst for organizational success. This is a fundamental change from focusing on job titles, position credentials, org charts, and reporting hierarchies when considering organizational talent. Meanwhile, workers and job seekers desire better opportunities to showcase their unique abilities and greater career mobility. Now, organizations have the opportunity to meet their business and employee needs by tapping into the existing skills of their workforce and developing the skills their employees need to remain agile and competitive.

While the transformation process to a skills-based organization is complex and may seem overwhelming, skills expert and visionary Koreen Pagano offers a blueprint for making the shift and achieving success. She shows how to build over time, emphasizing that you do not have to overhaul every HR, learning and development, and management process and program to see the benefits of skills. Start small and wherever it makes the most sense for your organization to begin the skills journey.

In this book, explore the different components of a skills-based organization—hiring and recruitment, organizational culture, performance management, and career development—as well as strategies for continuous improvement at the people, process, and system levels. Learn to understand the current potential for skills, what is needed to overcome resistance to change, and how to secure buy-in from your organization’s decision makers. Examine how to plan for the collection, analysis, and governance of your skills data.

This book is perfect for HR and talent strategists who want to go beyond the theoretical and see real results, regardless of where they may be on their path to building a skills-based organization. Case studies of companies at different stages in the journey prove this isn’t just an aspirational goal—it’s one that actual companies are achieving.

C-suite personas can strengthen individual learning and growth, influence leaders, foster healthy teams, enable change at the senior leader level, and optimize strategy. Knowing the way leaders think and how they make decisions can augment TD’s approach and enhance the function’s influence in the boardroom. In this issue of TD at Work, Esther Jackson will:

• Introduce leader personas.
• Explain how they differ from learner personas.
• Describe the primary executive decision-making styles.
• Detail the benefits of understanding personas for TD.
• Outline ways to support leader development using C-suite leader personas.
• Fuse artificial intelligence and personas to enhance TD outcomes.

The Tools & Resources in this issue include a Template: C-Suite Persona and Worksheet: Pitch Preparation.

A focus on personalization and user experience is transforming technology solutions from one-size-fits-all to curated environments that cater to end users’ unique needs. Learning experience platforms play into that paradigm shift by driving effectiveness through training delivery and user engagement. In this issue of TD at Work, Theresa Decker will:

• Describe different types of learning platforms.
• Present a business case for choosing an LXP.
• Offer guidance for selecting a platform.
• Unpack a framework for implementing an LXP.
• Present change management strategies for user adoption.
• Explain how to plan for future success.

The Tools & Resources in this issue include an Assessment: Organizational Readiness.

Transform Your L&D Team Into Your Organization’s Strategic Business Partner

Most L&D pros dream of the day when stakeholders will stop viewing them as mere order takers and consider them critical, strategic partners in shaping the future of their organization. But how do you get there? In this book, veteran talent development leader Jess Almlie introduces her formula for becoming the valued strategic business partner (SBP) that leaders in the C-suite and elsewhere in an organization need and want.

Partnering effectively with stakeholders requires a new mindset and behavior, a keen understanding of the business, a willingness to collaborate, and targeted tools. Almlie provides detailed guidance on how to succeed in each of these areas and invites you to start by taking an in-depth assessment of your strengths and gaps in working as an SBP. She shares her own wins and failures along with wisdom from three dozen other L&D pros who work in small, midsize, and large organizations across a wide variety of industries.

This step-by-step guide will help current and aspiring L&D leaders understand business basics, create a playbook for team collaboration, work productively with stakeholders, and teach others to work in harmony with L&D. The final chapter offers practical advice for those who need to take small steps toward becoming SBPs in organizations resistant to change.

This book includes questionnaires, worksheets, and other tools that will help L&D leaders understand business terminology and needs, see a stakeholder’s point of view, and develop strategies for creating effective partnerships and measuring impact. You’ll be able to create a plan for developing and advocating for a team of L&D professionals who all work as strategic business partners.

When L&D professionals properly incorporate fun, it leads to positive course evaluation feedback from participants and results in reaching desired learning outcomes that align with organizational business objectives. In this issue of TD at Work, Paige Parker Salazar will:

• Explain why fun is an integral part of good facilitation.
• Outline personality styles and reveal how they affect which training activities to choose.
• Share techniques to interject interactivity, engagement, and fun into training events.
• Enumerate how to assess knowledge and skills.
• Offer ways to evaluate training.

The Tools & Resources in this issue are a Template: Fun and Engagement and a Worksheet: After-Training Action Plan.

Get the A-to-Z Resource on Training Evaluation

Fully revised and updated, ATD’s Handbook for Measuring and Evaluating Training is the comprehensive go-to reference for talent development professionals in need of immediate measurement and evaluation (M&E) guidance. Edited by M&E powerhouse Patti Phillips, with contributions from 30 expert practitioners, this handbook provides an essential roadmap to developing effective processes to prove the value and impact of your learning and development programs.

Training measurement and evaluation is one of the top frustrations of a talent development professional's job. At first glance, it appears to be a drain on precious time and resources, yet it is a critical function for understanding the results and proving the value of L&D programs. If not conducted properly, it can yield questionable results, lack of accountability, and stakeholder skepticism. All to say, TD professionals must have a solid foundation in measurement and evaluation to do their jobs effectively.

With this handbook, you’ll feel confident each time you face an M&E challenge, from planning the evaluation and collecting and analyzing data to optimizing results and making evaluation efforts work in your organization. You will use the data to improve your training programs and meet the standards your organization strives for.

The updated edition includes new chapters on how to tell the evaluation story to business leaders, visualize data in reports, and leverage artificial intelligence smartly as well as refreshed chapters on all the M&E fundamentals. Rich in real-life application, it offers practitioner tips, knowledge checks, and support resources and references. Your advisors along the way are an impressive array of experts from the field, each chosen for their knowledge, experience, and actual results in specific areas.

Whether you’re a trainer, manager, professor, or student of training evaluation, this handbook has been designed to meet your needs. 

Make Employee Skills the Currency Within Your Organization

In today’s rapidly evolving business landscape, organizations are recognizing the critical importance of employees’ skills as a catalyst for organizational success. This is a fundamental change from focusing on job titles, position credentials, org charts, and reporting hierarchies when considering organizational talent. Meanwhile, workers and job seekers desire better opportunities to showcase their unique abilities and greater career mobility. Now, organizations have the opportunity to meet their business and employee needs by tapping into the existing skills of their workforce and developing the skills their employees need to remain agile and competitive.

While the transformation process to a skills-based organization is complex and may seem overwhelming, skills expert and visionary Koreen Pagano offers a blueprint for making the shift and achieving success. She shows how to build over time, emphasizing that you do not have to overhaul every HR, learning and development, and management process and program to see the benefits of skills. Start small and wherever it makes the most sense for your organization to begin the skills journey.

In this book, explore the different components of a skills-based organization—hiring and recruitment, organizational culture, performance management, and career development—as well as strategies for continuous improvement at the people, process, and system levels. Learn to understand the current potential for skills, what is needed to overcome resistance to change, and how to secure buy-in from your organization’s decision makers. Examine how to plan for the collection, analysis, and governance of your skills data.

This book is perfect for HR and talent strategists who want to go beyond the theoretical and see real results, regardless of where they may be on their path to building a skills-based organization. Case studies of companies at different stages in the journey prove this isn’t just an aspirational goal—it’s one that actual companies are achieving.

لمورد النهائي لمهنة تطوير المواهب هو
دليل TDBoK™: الدليل المعرفي لتطوير المواهب، الطبعة الثانية، هو مجموعة شاملة تتضمن مفاهيم تطوير المواهب، والتعريفات، والمنهجيات، والأمثلة التي تضع الأساس والمبادئ التوجيهية اللازمة لمَن يطورون المواهب في مكان العمل. أنشأت جمعية تطوير المواهب (ATD) هذا المرجع ليكون المعيار الذهبي لمهنة التعلّم وتطوير المواهب. تم توفير الإصدار الأول من الدليل المعرفي لتطوير المواهب في عام 2020 من خلال منتج اشتراك في جمعية تطوير المواهب. يسرّ جمعية تطوير المواهب تقديم هذه الطبعة المُحدّثة والمنقحة في صيغة كتاب.

 الدليل المعرفي لتطوير المواهب متجذّر في نموذج قدرة تطوير المواهب (Talent Development Capability Model™) ويقدم نظرة متعمقة فيه، ويتخطى الجوانب الأساسية للتدريب والتطوير ويدعم النهج الذي يحتاج إليه أخصائيو تطوير المواهب - ليكونوا أكثر فعالية - لتطوير القدرات الشخصية والمهنية بهدف التأثير في القدرة المؤسسية.

يتناول الدليل المعرفي لتطوير المواهب 23 تخصصًا رئيسيًا (أو مجال قدرة) في تطوير المواهب، وينقسم إلى ثلاثة أقسام تتماشى مع المجالات الثلاثة التي يتألف منها نموذج القدرة - الشخصي، والمهني، والمؤسسي. وتتفرد هذه الطبعة الثانية — التي طورتها جمعية تطوير المواهب بالشراكة مع خبير الصناعة Elaine Biech — بتحديثات شاملة تستند إلى الملاحظات المستخلصة من المجال، وأكثر من 100 مساهم خبير في موضوع الدراسة، كما راعت وجهات النظر المسجلة في آلاف المطبوعات.

بالنسبة إلى هؤلاء الذين يستعدون للحصول على شهادات البرامج التي يقدمها معهد اعتماد الشهادة التابع لجمعية تطوير المواهب - أخصائي تطوير المواهب (APTD) أو شهادة المحترف المعتمد في تطوير المواهب (CPTD) - يُعد الدليل المعرفي لتطوير المواهب مصدرًا مفيدًا للاستعداد للاختبار.

الدليل المعرفي لتطوير المواهب من جمعية تطوير المواهب هو نبراس المجال؛ إنه مورد لا غنى عنه لكل أخصائي تطوير مواهب يطمح إلى تحقيق تقدم في حياته المهنية، في الوقت الحاضر والمستقبل.

The Definitive Resource for the Talent Development Profession
The TDBoK™ Guide: Talent Development Body of Knowledge, second edition, is a comprehensive collection of TD concepts, definitions, methodologies, and examples that lays the foundation and guiding principles for those who develop talent in the workplace. Created by the Association for Talent Development (ATD), this reference sets the gold standard for the learning and talent development profession. The first iteration of the TDBok was made available in 2020 through an ATD subscription product. ATD is delighted to present this updated and revised edition in book format.

Grounded in and offering a deep dive of ATD’s Talent Development Capability Model, the TDBoK Guide goes beyond the core foundational aspects of training and development and supports the approach that—to be most effective—TD professionals need to develop personal and professional capabilities to impact organizational capability.

Covering the TD field’s 23 key disciplines (or capability areas), the TDBoK Guide is divided into three sections that align with the Capability Model’s three domains-personal, professional, and organizational. This second edition—developed by ATD in partnership with industry expert Elaine Biech—includes comprehensive updates based on feedback from the field, more than 100 subject matter expert contributors, and curated perspectives from thousands of publications.

For those preparing to obtain certifications offered by ATD—ATD CI’s certification programs, the Associate Professional in Talent Development (APTD), or the Certified Professional in Talent Development (CPTD)—the TDBoK Guide also serves as a helpful resource for exam preparation.

ATD’s TDBoK Guide is the differentiator for the field—a resource that every TD professional needs to grow in their careers, today and in the future.

Grow Your Self-Awareness, Reinvent Your Value

There’s a moment of hesitation surfacing today in organizations. Executives want middle managers to operate more cross-functionally so they can scale performance. Middle managers are waiting for permission from executives to activate their leadership voice and create more value. Written by leadership expert and coach Dan Gallagher, The Self-Aware Leader sharpens the self-awareness of middle managers to drive productivity and career growth.

Gallagher presents a model that emerging leaders, middle managers, and senior executives can use as a catalyst to grow their leadership value. Based on empirical research and more than two decades of use, the model fully integrates a deep focus on self-awareness and reinvention with the practices of servant leadership and business transformation.

This second edition includes additional thought exercises, new research on the Self-Aware Leader model and Generosity Quotient, and real examples of how increased self-awareness grows a leader’s value.

Game On! Action-Based Training Designs for Better Learning

Passive learning just doesn’t cut it in today’s evolving, competitive workplace. Research demonstrates that action-first learning works because it engages the mind immediately and makes sure that knowledge and skills will stick. With a more diverse array of action-based training designs, organizations can motivate learners, provide hands-on, collaborative practice, and drive behavioral change.

In Action-First Learning, educator and tech expert Karl M. Kapp covers nine distinct types of learning experiences in one volume—from card and board games, escape rooms, and branching scenarios to augmented reality and AI-powered coaching. He explains why each design works and how to choose, plan, and execute the right kind of project for your goals. Each chapter includes a detailed case study, a design checklist, and tips on how to leverage AI in the creation of action-first learning.

The book includes a chapter by instructional designer Amy Pape about how to improve action-first learning through accessibility and another by L&D expert Kevin Thorn on the use of comics in action-first learning.

Are you being asked to measure and evaluate the effectiveness of the learning programs you created for your company, but don’t know where to start and have limited resources? 

Measure Learning Impact Despite Limited Resources

Year after year, talent development professionals report that lack of time, lack of support or partnership from stakeholders, and limited budgets are key barriers to measuring and evaluating their learning programs. Measurement and Evaluation on a Shoestring offers TD professionals a process to measure what matters to the organization with the tools and resources they have available. M&E pro Alaina Szlachta applies the Build-Borrow-Buy approach to provide guidance, quick tips, and shortcuts for making measurement easier while still demonstrating the value and impact of organizational learning.

With this book, you will learn to ask the right questions, brainstorm metrics to evaluate learning, and build a measurement strategy that fits your needs. It also guides you on integrating measurement and evaluation into your instructional design approach from the beginning as well as using and analyzing data sources you might already have. You’ll discover how to build stakeholder relationships to secure buy-in and when to look beyond your expertise for external support and technology.

The Association for Talent Development’s On a Shoestring series helps professionals successfully execute core topics in training and talent development when facing limitations of time, money, staff, and other resources. Using the Build-Borrow-Buy approach to problem solving, this series is designed for practitioners who work as a department of one; for new or “accidental” trainers, instructional designers, and learning managers who need fast, inexpensive access to practical strategies that work; and for those who work for small organizations or in industries that have limited training and development resources.

The Definitive Resource for the Talent Development Profession
The TDBoK™ Guide: Talent Development Body of Knowledge, second edition, is a comprehensive collection of TD concepts, definitions, methodologies, and examples that lays the foundation and guiding principles for those who develop talent in the workplace. Created by the Association for Talent Development (ATD), this reference sets the gold standard for the learning and talent development profession. The first iteration of the TDBok was made available in 2020 through an ATD subscription product. ATD is delighted to present this updated and revised edition in book format.

Grounded in and offering a deep dive of ATD’s Talent Development Capability Model, the TDBoK Guide goes beyond the core foundational aspects of training and development and supports the approach that—to be most effective—TD professionals need to develop personal and professional capabilities to impact organizational capability.

Covering the TD field’s 23 key disciplines (or capability areas), the TDBoK Guide is divided into three sections that align with the Capability Model’s three domains-personal, professional, and organizational. This second edition—developed by ATD in partnership with industry expert Elaine Biech—includes comprehensive updates based on feedback from the field, more than 100 subject matter expert contributors, and curated perspectives from thousands of publications.

For those preparing to obtain certifications offered by ATD—ATD CI’s certification programs, the Associate Professional in Talent Development (APTD), or the Certified Professional in Talent Development (CPTD)—the TDBoK Guide also serves as a helpful resource for exam preparation.

ATD’s TDBoK Guide is the differentiator for the field—a resource that every TD professional needs to grow in their careers, today and in the future.

Evaluation-oriented instructional design that delivers business results.

Rethink how to design training instruction to meet bottom-line business goals. With his eight-step framework for measurement and evaluation-focused instructional design, Kristopher Newbauer offers a straightforward process for helping instructional designers and talent development (TD) leaders demonstrate and actualize their value while also transforming their attitude toward an often-dreaded practice.

With Aligning Instructional Design With Business Goals, improve your business acumen by adopting the language of your business leaders. Enhance the partnership among measurement and evaluation specialists, instructional designers, and business leaders to improve the TD function. Uncover the root cause of performance gaps to design more meaningful instruction—and thus increase ROI.

With case studies and examples to illustrate, learn to:

• Promote your TD function as a strategy for achieving business goals.
• Ensure TD programs are aligned to the company’s strategic objectives.
• Design and develop effective TD programs.
• Demonstrate to business leaders measurable added value in revenue and employee success.

Employ a structure for establishing, tracking, compiling, and communicating training results.

How do you know that your HR or training department has accomplished its objectives? A training scorecard enables you to evaluate your programs subjectively and standardize the tracking process. Implementing Training Scorecards features eight powerful case studies that illustrate how to use and implement training scorecards.

Next Level Virtual Training, by Diana L. Howles, has received awards from Axiom Business Book Awards, Goody Business Book Awards, and North American Book Awards.

As virtual training continues as a go-to, effective learning option, and platform providers improve functionality, trainers and facilitators need to take their skills to the next level. Written by expert facilitator Diana L. Howles, this book goes beyond the basics of virtual training and online synchronous instruction, providing in-depth insights into advanced challenges.

Next Level Virtual Training introduces the Virtual Trainer Capability Model, which identifies eight areas of expertise for the top virtual professional. A train-the-virtual-trainer resource, this book will guide you developing the specific knowledge and skills to facilitate online interactivity, manage multitasking, be technically fluent, oversee logistics and troubleshooting, leverage your voice, and engage virtual learners. Importantly, this book is about actionable tips, strategies, and techniques rather than the technologies.

Inside you’ll find comprehensive chapters on developing on-camera competence; applying learning experience design to live online learning; and preparing for the combination of onsite and online learners together in a post-pandemic hybrid work environment.

Whether you are a virtual trainer, a live online facilitator, a synchronous educator, an online adult education instructor, this book is for you. It is also for designers, developers, evaluators, and producers of virtual learning.

Motivate and Engage Learners to Drive Your Business Forward

Organizations that prioritize employee learning are best positioned to thrive in our rapidly evolving business landscape. Veteran learning strategist Becky Willis demonstrates how an organization can achieve stellar learning engagement in seven simple steps and then turn that engagement into business value and a powerful competitive advantage.

Willis writes this book for those who have strategic responsibility for integrating learning into broader organizational initiatives—whether they are learning leaders, HR professionals, L&D practitioners, or other talent development (TD) professionals. After demonstrating why engagement is important, she walks you through the step-by-step process of devising and communicating a clear strategy for learning engagement, selecting and implementing the right technology, recruiting and deploying champions, mastering the art of marketing learning experiences, and creating the right learning designs for career development. She helps you learn to work with leaders and managers to sponsor, support, and collaborate on learning.

Each chapter includes stories, tools, and templates to ensure TD pros and learning designers can translate ideas into practical actions immediately. With this book in hand, you will have what you need to become an effective business partner who enhances employees’ knowledge, skills, and commitment to the organization and drives positive bottom-line results. Willis shows you how to make changes today that will help your organization value and deploy learning content successfully tomorrow.

Make Learning Stick Through Reflection Activities

Employees today crave development, growth, and skill building. They also want more meaning and connection at work. When they learn to reflect on training experiences intentionally, they get all that and more. Pausing to reflect makes it easier to retain and transfer the knowledge and skills we need on the job.

L&D expert Katrina Kennedy shares more than 45 reflective learning activities that instructional designers, facilitators, and trainers can use in face-to-face and online classrooms to create more meaningful learning experiences for a variety of contexts and participants. Each activity is designed to help participants develop critical thinking skills and improve future performance by analyzing what they’ve learned and how far they’ve come.

Built around eight essential outcomes, this book will show you how to strengthen motivation, social connection, memory, and critical thinking skills through targeted reflection activities—all of which are adaptable for in-person or remote training situations. Activities include mental inventories for boosting motivation, shared learning maps for building social connection, and after-action reviews for improving performance.

Start achieving your organization’s business goals and building people’s capacities with this comprehensive reflection toolkit.

Create TD Solutions That Embrace and Strengthen Organization Development

Industry professionals can contribute and influence the organization’s learning culture in multiple ways—by developing and delivering training programs directly to employees and by taking a seat at the table where leaders execute and discuss opportunities to promote healthy, energized, and engaged employees.

Volume 3 of Train the Trainer, Training Programs: Create a Culture of Learning and Maximize Your Organization's Potential offers trainers critical information about areas of organization development that they are often asked to address in their talent development solutions. Modern mentoring, the virtual workforce, upskilling employees, and succession planning are but a few examples.

This collection includes 15 TD at Work issues, including:

• “Orient Managers for Career Success”
• “A Modern Approach to Performance Feedback”
• “Succession Planning for Today’s Work World”
• “Embrace Mentorships”
• “Engage in Mental Health and Well-Being”
• “Upskilling for Talent Mobility”
• “Competency Framework: Build for Tomorrow”

Volume 3 comes complete with job aids, case studies, and references that readers can use immediately.

About the Train the Trainer Volumes

The Train the Trainer Volumes contain the most popular TD at Work guides about training and talent development. The four volumes include:

• Train the Trainer, Second Edition, Volume 1: Foundations and Delivery: Become a Successful Trainer
• Train the Trainer, Second Edition, Volume 2: Instructional Design: Captivate Your Learners
• Train the Trainer, Second Edition, Volume 3: Training Programs: Create a Culture of Learning and Maximize Your Organization’s Potential
• Train the Trainer, Second Edition, Volume 4: Measurement and Evaluation: Demonstrate Your Program’s Impact and Value

You can purchase them separately or together as a set. Each volume includes 15 issues, is available in print or as a PDF, and serves as a solid foundation for any training department or trainer. The revised volumes consist of 95 percent new content that will help talent development professionals stay on top of industry shifts.

Use Marketing Strategies to Captivate and Persuade Your Audience

At first glance, marketing and L&D may seem like an unlikely combination. But on closer inspection, both fields share two core goals: getting people’s attention and influencing their behavior. Marketing involves captivating, persuading, and creating value—all of which are key to learning design. When done well, learning design grabs participants’ attention like a great marketing campaign and engages them emotionally and intellectually to make learning stick. In this innovative volume, marketing and L&D experts Bianca Baumann and Mike Taylor ask: How can L&D pros make learning programs more effective by thinking like expert marketers?

To answer that question, Baumann and Taylor explore the potential of marketing-inspired L&D. You’ll discover:

• What makes marketing so persuasive and how to apply it to learning
• How to craft magnetic learner personas and journeys to pull people in
• Tactics for writing and designing content to capture attention
• Digital tools and automation strategies to multiply your effectiveness
• Ways to measure and optimize for maximum results

Whether you’re new to learning design or a seasoned pro, this practical guide will transform how you create and deliver training. Get ready to boost engagement, improve retention, and deliver learning experiences that truly resonate.

A Complete & Practical Toolkit for Successful Virtual Training

Create the most effective virtual training solutions for your organization by using the right tools for the right learning situation. In this updated edition of Virtual Training Tools and Templates, online learning pioneer Cindy Huggett expands on her first edition by adding more than 80 new tools and sharing her most powerful ones to help training professionals create engaging virtual learning that leads to results. Whether you’re a training program manager, designer, facilitator, or producer, you’ll find expert guidance on selecting the right technology, working with IT colleagues, designing creative programs, developing activities, and facilitating experiences to engage and inspire learners.

The new edition includes:

• 185 checklists, worksheets, questionnaires, templates, and other training and learning aids that provide accessible, effective virtual learning for everyone
• Tips on incorporating the latest trends in hybrid, immersive, and global classrooms
• More than a dozen tools for measuring your program’s success so you can move forward with confidence
• Resources to make the behind-the-scenes work of producers and administrators more effective

For a complete reference on virtual training, see Cindy’s companion volume, The Virtual Training Guidebook, second edition, which offers step-by-step advice for planning, designing, and building high-impact programs. These two volumes combined cover what you need to know to design and deliver successful virtual training.

Invest in Leaders at All Levels as a Key Part of Your Business Strategy

Drawing on nearly three decades of experience across sales operations, technology consulting, and talent development, Tina Schust Robinson offers a much-needed reimagining of leadership development. She guides all leadership investors—from founders, executives, and frontline managers to those doing the hands-on design and delivery work—toward a more holistic and successful development approach.

Making a powerful business case for investing intentionally in leaders, Robinson explores why leadership investment is a crucial aspect of any business strategy and what characteristics define a good leader. She shows how leadership investors can craft initiatives that are tied to their organization’s and employees’ specific needs, sustainable over time, and highly effective. Moving beyond quick fixes and one-off programs, Robinson makes a practical case for why investing intentionally in leaders is a crucial aspect of any business strategy.

This book shares Robinson’s one-to-one, one-to-many, and one-to-all leadership investment framework. It demonstrates how organizations can pursue coaching and mentoring for individuals, improve leadership training for groups, and develop a comprehensive strategy to address leadership development throughout the talent life cycle.

Interviews with successful corporate and nonprofit leaders and talent development pros bring the three-pronged framework into action. Checklists, assessments, and exercises allow leadership investors to apply the framework immediately and tailor their solutions to specific audiences and business needs.

Whether you’re leading a team or shaping an entire organization, this book will change how you think about leadership—and the return it can deliver when you invest wisely.

Develop a Quality Management System to Support Learner and Organizational Goals
Quality management is collectively all the activities and processes that ensure your learning products meet the standard your organization is committed to. All errors have consequences that compromise that standard. Organizational outcomes are compromised if learners can’t complete e-learning courses due to navigation errors like broken hyperlinks or slides with buttons leading nowhere. Stakeholders and subject matter experts are embarrassed when learners walk away confused and with no clue how the content helps them with their job. Some learners are excluded from the experience entirely if accessibility measures aren’t in place. And so on.

In Quality Management in Learning and Development, you will learn to mitigate negative consequences. Go beyond checklists for correcting typos and incorrect branding, and instead consider the bigger picture. Define your organizational standard for quality, and learn how to create your own quality management system to support it. Explore how ultimately everyone is responsible for quality, and implement guidelines and policies that keep people accountable. Make sure everyone has the tools, templates, and support they need to support the standard’s guidelines. This book equips you with resources and insights from the field that are ready for you to adapt to your own organization.

For instructional designers and managers of the learning function, and even for the resource-strapped department of one, this book can help you step off the hamster wheel of fretful last-minute checks and re-work. Instead step into a proactive process that facilitates quality and results. Rather than agonizing over a broken hyperlink in an already-launched presentation when you’ve moved onto the next urgent project, feel confident in the quality management system that helps you and your stakeholders produce successful content from the outset.

Determine Organizational Needs Despite Limited Resources 

Needs Assessment on a Shoestring offers talent development professionals a process for addressing organizational needs and determining whether training is the solution. Needs assessment pros Kelly L. Jones and Jody N. Lumsden apply the Build-Borrow-Buy approach to provide guidance, quick tips, and shortcuts for investigating and uncovering everything you can about the organizational problem you need to solve.

With this book, you will learn to build a needs assessment strategy, gather insight through data analysis, and put forward effective solution recommendations. You’ll also pick up strategies for borrowing existing information, talent, and resources, and for making resource management decisions. Regardless of the scope of the project, the constraints of the business problem, or how you get the job done, the steps associated with needs assessments are flexible enough to scale up or down.

To conduct high-quality needs assessments, think like a detective. The detectives Sherlock Holmes, Velma Dinkley, and Hercule Poirot didn’t have large teams, unlimited budgets, or a bottomless well of resources to work with, but they succeeded by identifying who, where, and how to solve mysteries that no one else could. With this book, talent development professionals can too. This is a perfect resource for small companies—and departments of one or few—who need to get started right away.

The Association for Talent Development’s On a Shoestring series helps professionals successfully execute core topics in training and talent development when facing limitations of time, money, staff, and other resources. Using the Build-Borrow-Buy approach to problem solving, this series is designed for practitioners who work as a department of one; for new or “accidental” trainers, instructional designers, and learning managers who need fast, inexpensive access to practical strategies that work; and for those who work for small organizations or in industries that have limited training and development resources. 

Demonstrate the value of training to clients and stakeholders.

Training is often the first item to be stricken from the budget in tough economic times. Yet, with increasing global competition and new methods of doing business, including the use of new technologies, training is as imperative as ever, and showing the value of it crucial.

Volume 4 of Train the Trainer, Measurement and Evaluation: Demonstrate Your Program’s Impact and Value, features essential new issues, along with evergreen material from TD at Work’s most popular issues. It gives trainers the tools to evaluate the success of their learning solution and explain the benefits of training to key stakeholders, including the C-suite.

This collection includes 15 TD at Work issues, including:

• “The Four Levels of Evaluation—An Update”
• “Surveys From Start to Finish”
• “Get the Whole Picture With a Performance Assessment”
• “The Missing Link in Learning: Transfer”
• “Executive Dashboards to Win Over the C-Suite”
• “Project Management for L&D Purposes”
• “Preparing Your Organization for New Technologies”

Volume 4 comes complete with job aids, case studies, and references that readers can use immediately.

About the Train the Trainer Volumes

The Train the Trainer Volumes contain the most popular TD at Work guides about training and talent development. The four volumes include:

• Train the Trainer, Second Edition, Volume 1: Foundations and Delivery: Become a Successful Trainer
• Train the Trainer, Second Edition, Volume 2: Instructional Design: Captivate Your Learners
• Train the Trainer, Second Edition, Volume 3: Training Programs: Create a Culture of Learning and Maximize Your Organization’s Potential
• Train the Trainer, Second Edition, Volume 4: Measurement and Evaluation: Demonstrate Your Program’s Impact and Value

You can purchase them separately or together as a set. Each volume includes 15 issues, is available in print or as a PDF, and serves as a solid foundation for any training department or trainer. The revised volumes consist of 95 percent new content that will help talent development professionals stay on top of industry shifts.

Get the A-to-Z Resource on Training Evaluation

Fully revised and updated, ATD’s Handbook for Measuring and Evaluating Training is the comprehensive go-to reference for talent development professionals in need of immediate measurement and evaluation (M&E) guidance. Edited by M&E powerhouse Patti Phillips, with contributions from 30 expert practitioners, this handbook provides an essential roadmap to developing effective processes to prove the value and impact of your learning and development programs.

Training measurement and evaluation is one of the top frustrations of a talent development professional's job. At first glance, it appears to be a drain on precious time and resources, yet it is a critical function for understanding the results and proving the value of L&D programs. If not conducted properly, it can yield questionable results, lack of accountability, and stakeholder skepticism. All to say, TD professionals must have a solid foundation in measurement and evaluation to do their jobs effectively.

With this handbook, you’ll feel confident each time you face an M&E challenge, from planning the evaluation and collecting and analyzing data to optimizing results and making evaluation efforts work in your organization. You will use the data to improve your training programs and meet the standards your organization strives for.

The updated edition includes new chapters on how to tell the evaluation story to business leaders, visualize data in reports, and leverage artificial intelligence smartly as well as refreshed chapters on all the M&E fundamentals. Rich in real-life application, it offers practitioner tips, knowledge checks, and support resources and references. Your advisors along the way are an impressive array of experts from the field, each chosen for their knowledge, experience, and actual results in specific areas.

Whether you’re a trainer, manager, professor, or student of training evaluation, this handbook has been designed to meet your needs. 

Transform Your L&D Team Into Your Organization’s Strategic Business Partner

Most L&D pros dream of the day when stakeholders will stop viewing them as mere order takers and consider them critical, strategic partners in shaping the future of their organization. But how do you get there? In this book, veteran talent development leader Jess Almlie introduces her formula for becoming the valued strategic business partner (SBP) that leaders in the C-suite and elsewhere in an organization need and want.

Partnering effectively with stakeholders requires a new mindset and behavior, a keen understanding of the business, a willingness to collaborate, and targeted tools. Almlie provides detailed guidance on how to succeed in each of these areas and invites you to start by taking an in-depth assessment of your strengths and gaps in working as an SBP. She shares her own wins and failures along with wisdom from three dozen other L&D pros who work in small, midsize, and large organizations across a wide variety of industries.

This step-by-step guide will help current and aspiring L&D leaders understand business basics, create a playbook for team collaboration, work productively with stakeholders, and teach others to work in harmony with L&D. The final chapter offers practical advice for those who need to take small steps toward becoming SBPs in organizations resistant to change.

This book includes questionnaires, worksheets, and other tools that will help L&D leaders understand business terminology and needs, see a stakeholder’s point of view, and develop strategies for creating effective partnerships and measuring impact. You’ll be able to create a plan for developing and advocating for a team of L&D professionals who all work as strategic business partners.

Unlock the full potential of your employees with effective feedback.

Providing performance feedback is one of the most challenging tasks leaders face. Feedback often sparks frustration and fear for both leaders and their teams. Why? Because there is a disconnect between what leaders think they are communicating and what employees receive.

In this essential book, leadership experts Mashihi and Nowack offer leaders their four-part Performance Feedback Coaching Model, designed to bridge this gap. After over a decade spent developing, testing, and refining their model with leaders around the world, the authors offer this powerful framework based on research in neuroscience and psychology.

The book equips leaders at all levels with practical strategies and tools to deliver tailored feedback that aligns with each employee’s unique skills and interpersonal strengths. By personalizing feedback, leaders can inspire significant improvements in employee behavior, creating a workplace where leaders achieve their goals and employees thrive—a true win-win situation. The authors share powerful stories, real-life examples, and user-friendly tips, as well as questionnaires, worksheets, and other tools leaders can apply immediately in managing today's diverse and global workforce.

With this book as your roadmap, you will have the guidance you need to improve your employees’ development, performance, motivation, satisfaction, and retention.

Volume 2 of Train the Trainer, Instructional Design: Captivate Your Audience, helps you design and deliver training that sticks by using fundamental adult learning techniques, including the use of digital and social tools for learning, engagement, and collaboration.

This volume pulls together 15 of TD at Work’s most popular issues featuring essential information and material on instructional design. It provides the techniques trainers need to design and implement effective training solutions and comes complete with job aids, resources, case studies, and references.

Issues include:

• “Learner Personas: Beyond Demographics”
• “And Action: Start Rolling With Mobile Video”
• “Welcome Neurodiversity”
• “Secrets to Successful SME Projects”
• “A Framework for Immersive Learning”
• “Self-Directed Learning Made Simple”
• “Building Compliance Training That Actually Matters

The Train the Trainer Volumes contain the most popular TD at Work guides about training and talent development. The four volumes include:

• Train the Trainer, Second Edition, Volume 1: Foundations and Delivery: Become a Successful Trainer
• Train the Trainer, Second Edition, Volume 2: Instructional Design: Captivate Your Learners
• Train the Trainer Volume 3: Training Programs: Create a Culture of Learning and Maximize Your Organization's Potential
• Train the Trainer, Second Edition, Volume 4: Measurement and Evaluation: Demonstrate Your Program’s Impact and Value

You can purchase them separately or together as a set. Each volume includes 15 issues, is available in print or as a PDF, and serves as a solid foundation for any training department or trainer. The revised volumes consist of 95 percent new content that will help talent development professionals stay on top of industry shifts.

Strengthen Your Acquisition and Retention Efforts Through Everboarding

Traditional onboarding is a relic of the past. That frantic sprint to get new hires “up to speed,” followed by a deafening silence, often falls short. What if, instead, you could create a seamless, ongoing journey of growth and development from the day an employee starts and throughout their tenure—an everboarding experience?

Employees say they need to develop new skills to be successful at their jobs, and many will look for another job if not offered development opportunities. In this book, leading HR talent strategy and everboarding expert Amber Watts offers solutions to help you shift your organization’s mindset that onboarding has an exit day and embrace a culture of continuous learning. It guides you through building a dynamic everboarding strategy that fosters long-term employee engagement, accelerates performance, and strengthens your talent acquisition and retention efforts.

Inside, you’ll discover how to personalize and elevate the onboarding experience, move beyond generic checklists, and create customized journeys that resonate with individual needs, jobs, and roles. Smooth the transition out of onboarding by defining clear expectations and creating a seamless handoff process to ensure ongoing support. Equip managers to be continuous development partners and provide them with the tools and resources they need to effectively coach, mentor, and guide their employees throughout their careers. Cultivate a growth mindset, encouraging new hires and existing employees to embrace lifelong learning and growth. This book also includes three case studies that explore how an everboarding strategy solves key challenges and delivers business results, while offering ideas for how to implement it yourself.

Perfect for HR and L&D leaders seeking to transform their onboarding and employee development programs, this first-ever book on everboarding provides actionable strategies and practical advice you can apply immediately. Stop treating onboarding like a graduation and start building an everlasting culture of growth and success.

Design Effective E-Learning Courses Despite Limited Resources

Have you suddenly been asked to put together an e-learning course, but you have limited experience, time, or resources to do so? This happens often, and you’re not alone. E-Learning Design on a Shoestring offers talent development professionals a process for designing and developing e-learning courses, without breaking the bank. E-learning expert Marina Arshavskiy applies the Build-Borrow-Buy approach to provide guidance, quick tips, and shortcuts for creating meaningful asynchronous learning experiences.

With this book, you will learn to tap into learner motivation and engagement; create e-learning scripts, storyboards, and prototypes; and build inexpensive yet effective interactivity in your courses. It also guides you on saving time and money by auditing existing e-learning content and creating reusable content. You’ll discover how to manage e-learning projects efficiently, select technology that meets your course needs, and secure buy-in for current and future e-learning efforts.

The Association for Talent Development’s On a Shoestring series helps professionals successfully execute core topics in training and talent development when facing limitations of time, money, staff, and other resources. Using the Build-Borrow-Buy approach to problem solving, this series is designed for practitioners who work as a department of one; for new or “accidental” trainers, instructional designers, and learning managers who need fast, inexpensive access to practical strategies that work; and for those who work for small organizations or in industries that have limited training and development resources.  

Your Road Map to Career Success

There has never been a better time to invest in your own L&D career.

No matter where you are in your learning and development career, expert career coach and L&D luminary Sarah Cannistra delivers tactical and industry-specific advice for how to conduct and succeed in your next job search.

There isn’t a “one size fits all” strategy to career success, so Cannistra walks you through four L&D career success codes—her ABCDs. They will help you achieve alignment and get clarity on your career goals and L&D niche; create your personal and professional brand; network intentionally and build your L&D community around your L&D niche; and identify your interests, skills, and belief systems, which are all key to building a development plan for achieving your career goals.

Cannistra dissects job applications, resume and cover letter writing, and interview processes as well as hard topics, such as rejection and job searches after layoffs. She also explores the mindset shifts and self-awareness needed to successfully land a stable and fulfilling position. Follow along with stories of how Cannistra has helped clients secure their dream roles. Take the next step on your own with more than 40 activities, reflection questions, and worksheets.

A cover-to-cover resource for landing your next role while choosing your own path, this is a book you will turn to again and again throughout your career.

Design Effective Training Programs Despite Limited Resources

Instructional Design on a Shoestring offers talent development professionals a process for developing effective training programs, even with limited resources. Expert instructional designer Brian Washburn applies the ADDIE model of instructional design and the Build-Borrow-Buy approach to provide guidance, quick tips, and shortcuts for designing a range of training modalities, including in-person, virtual and asynchronous, and self-guided e-learning. 

With this book, you will learn to build the structure of the instructional design process, effective formal and informal learning experiences, and an ecosystem that supports the learning initiatives. This crash-course of a book also guides you on working with subject matter experts, supervisors, and early testers and drawing learning design ideas from unfamiliar places. You’ll learn how and when to make decisions for using tools and technologies, hiring external help, and purchasing off-the-shelf training programs to speed up the work.

Even if you don’t have a ton of time or access to a lot of money, you can still produce an effective learning experience based on sound educational theory and adult learning principles.

About the On a Shoestring Series

The Association for Talent Development’s On a Shoestring series helps professionals successfully execute core topics in training and talent development when facing limitations of time, money, staff, and other resources. Using the Build-Borrow-Buy approach to problem solving, this series is designed for practitioners who work as a department of one, for new or “accidental” trainers, instructional designers, and learning managers who need fast, inexpensive access to practical strategies that work, and for those who work for small organizations or in industries that have limited training and development resources. 

Get the Toolbox You Need to Design for All Learners

Design for All Learners empowers instructional designers, trainers, and other talent development professionals to create learning experiences that are accessible to and inclusive of all people. Learn from practitioners’ vulnerable lived experiences, moving stories, and practical advice. Written with accessibility, inclusion, and L&D experts and edited by Sarah Mercier, this book will help you ensure that individuals can fully participate in the talent development and training programs you offer.

Adopt a progress-over-perfection approach. Start with shifting your mindset to consider that all learners are people who have unique experiences, perspectives, backgrounds, and abilities—and that learning design should be built for people, not just to meet compliance standards. Find what you need to know about designing for the modality you’re using to reach learners—from e-learning and job aids to training in the physical and virtual classroom. Gain a clearer understanding of requirements and standards, and then explore strategies and tactics to foster an inclusive mindset throughout your organization.

Anyone involved with the practice of design in learning and development will benefit from the wide range of perspectives and techniques offered, whether you’re a team of one or work in an organization with a variety of resources. If your goal is to become a better designer, developer, teacher, and leader, this book presents a packed toolbox to do so. It will change everything you think you know. Use it as a guide in your journey to accessible, inclusive design for all.

Incorporate Microlearning Campaigns to Reach Business Goals

Whether you’re an L&D veteran who has “been there, done that” or are just starting out, it’s time to get smarter about microlearning, and expert Robyn A. Defelice can help.

Expanding on her first groundbreaking book, Microlearning: Short and Sweet, co-authored with Karl Kapp, Defelice offers a new and more complete definition of microlearning as a concept, a method, and a product—all of which L&D professionals need to understand to create successful microlearning campaigns that target key business goals. She introduces a six-factor framework that leaders, managers, and anyone who develops organization-wide learning initiatives can use to determine if their organizations are ready to incorporate top-notch microlearning strategies to meet their learning needs. She also offers designers a set of seven principles—based on tool capacity, context, global equity, conciseness, meaningful media, action, and overuse—for creating microlearning solutions that work.

Packed with examples and stories from the field, tips, activities, tools, and templates, Maximizing the Power of Microlearning provides foundational, research-based information in a relaxed, relatable style.

As the microlearning landscape continues to evolve, professionals at all levels need clarity and guidance about what microlearning really is. In this book, Defelice offers that clarity. She addresses confusion head-on and provides insights, strategies, and practical advice to L&D professionals looking to improve learning experiences and business outcomes.

Turn to the Definitive Guide for All Your Consulting Questions

ATD’s Handbook for Consultants unpacks what it takes to run a successful consulting practice that delivers world-class solutions for clients all with the benefits of a self-directed work life. 

As companies and organizations become increasingly strategic with how they use employee resources, more are engaging external consultants as highly skilled temporary labor when they lack the specialized expertise to handle their growing needs. Without the staffing flexibility to complete special projects that require more employee hours and specialized skills, companies recognize the benefits of fresh perspectives, new ideas, outside opinions, and the speed and efficiency of an expert consultant who in many cases has already tackled similar challenges with other companies.

Consulting is at the top of the list of career moves for talent development professionals and others who have unique skill sets and expertise. Whether you’re considering branching out on your own, you’ve just launched and are struggling to keep yourself afloat, or you’re looking to take your business to the next level, this book will help you clarify your “why” and make your transition a soft landing. Learn to set a business strategy, write winning business proposals, and market your products and services. Gain perspectives on multiple consulting career paths—from forming an independent consultancy to joining a boutique consulting practice to consulting with a large company.

Edited by consulting powerhouse Elaine Biech, this book is broken into five parts:

• Exploring consulting: So you want to be a consultant
• Getting started: Plan your consulting future
• Delivering results: The work of a consultant
• Developing business: Find and keep clients
• Focusing on your future: Define success your way

Tap into the sage wisdom, actionable takeaways, and practical tools in this book, and set yourself apart from the competition on your journey to becoming a successful consultant. 

A one-stop resource for developing creative ways to ensure the right people learn the right skills and produce the right results.

Getting butts in seats is not a measure of success nor is it a guarantee that your messages will be heard. Beyond Free Coffee & Donuts will help you get the word out. Understand what motivates customers (both external and internal), develop a successful marketing campaign, and learn the essentials for garnering attention and promoting retention.

An excellent starter pack for a training department of any size, Train the Trainer Volume 1, second edition: Foundations and Delivery: Become a Successful Trainer, delivers practical wisdom and essential tools designed to address the immediate needs of new trainers or serves as a refresher for more seasoned trainers. From designing learner-centered instruction to managing difficult participants, it covers core capabilities that all trainers must master to deliver top learning experiences, both in person and online.

Among the 15 TD at Work issues are:

• “Basic Training for Trainers”
• “Great Presentations”
• “Icebreakers: Be Strategic”
• “Tap Memory Strategies for Learning Success”
• “Prioritize Inclusivity in Your Training Sessions”
• “Principles for Brain-Friendly Learning”
• “6 Steps to Moving Your Training Online”

Volume 1 comes complete with job aids, case studies, and references that readers can use immediately.

About the Train the Trainer Volumes

The Train the Trainer Volumes contain the most popular TD at Work guides about training and talent development. The four volumes include:

• Train the Trainer, Second Edition, Volume 1: Foundations and Delivery: Become a Successful Trainer
• Train the Trainer, Second Edition, Volume 2: Instructional Design: Captivate Your Learners
• Train the Trainer Volume 3: Training Programs: Create a Culture of Learning and Maximize Your Organization's Potential
• Train the Trainer, Second Edition, Volume 4: Measurement and Evaluation: Demonstrate Your Program’s Impact and Value

You can purchase them separately or together as a set. Each volume includes 15 issues, is available in print or as a PDF, and serves as a solid foundation for any training department or trainer. The revised volumes consist of 95 percent new content that will help talent development professionals stay on top of industry shifts.

This turnkey guide helps you build a successful executive coaching framework and practice.

The Executive Coaching Playbook offers experienced and newly minted executive coaches a complete framework for building your coaching skills and business with proven results. Beyond offering the ultimate, proven coaching theory, this book provides the tools and templates you need to set up a thriving business—from working with your first executive clients to developing the business plan and marketing strategy for your brand.

With more than 30 years of experience as both an executive and a top executive coach, Dr. Nadine Greiner, along with talent development expert Becky Davis, shares her extensive knowledge, hard-won lessons, and practical advice covering everything from the first chemistry call with a potential executive client to closing out engagements with meaning and poise. In this book, you will learn how to be the exemplary, sought-after executive coach that leaves clients, sponsors, and yourself more than satisfied.

The perfect companion to Dr. Nadine's The Art of Executive Coaching, the playbook offers:

• 75+ downloadable templates and techniques (including email templates, worksheets, forms, and agendas) to support and to customize for your coaching endeavors
• A four-step coaching process to adopt with your clients
• Practical advice for starting and growing your business