I am not going to lie, this has been a difficult journey the past few weeks. Studying went well overall, but as the end of summer arrived and my duties of overseeing the Saluki Success course at my university (40 direct reports for 50+ sections), undergraduate director of Communication Studies program (an admin position), and my teaching responsibilities increased, it become increasingly harder to study. Fortunately, the last few days were topics I feel very confident about as a researcher.

Thank you to everyone who has followed me on this journey or who come across the page in the future. I hope you find the notes helpful. My intention was merely to keep track of notes in a public space, not share commentary on my journey. I think that was clear form the beginning. 

Todays notes cover Future Readiness. I am ready for the CPTD exam, let's see how I do. My exam data is still am month away. I will use my notes now to review and I will continue to study, mostly by reading articles in areas I feel I may be lacking, such as Kirkpatrick's 4 Levels of Evaluation.

3.6.A Knowledge of change management theories and models, for example Lewin, Kotter, Bridges’ transition
model, Kubler‐Ross change curve, and appreciative inquiry.

The six steps in the ATD Change Model are:

• Step 1. Challenge the Current State 
• Step 2. Harmonize and Align Leadership 
• Step 3. Activate Commitment 
• Step 4. Nurture and Formalize a Design 
• Step 5. Guide Implementation 
• Step 6: Evaluate and Institutionalize

3.5.D Skill in conducting analysis of systems to improve human performance, for example determining how
organizations learn, closing knowledge or skill gaps, and addressing human factors issues.
3.5.E Knowledge of theories, models, and principles of human performance improvement.

Topics Covered:
3.4.A Skill in designing and implementing performance management strategy.
3.4.B Skill in developing a talent strategy that aligns to  organizational strategy to influence organizational outcomes in a positive direction.
3.4.C Skill in designing and implementing strategic plans for talent development projects, programs, and/or functions.

This post is on employee engagement:
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3.3.E Skill in assessing and evaluating employee engagement.
3.3.F Skill in designing and implementing employee engagement strategy.