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The Certified
Professional in Talent
Development
Version: Demo
[ Total Questions: 10]
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ATD
CPTD
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ATD - CPTDPass Exam
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Category Breakdown
Category Number of Questions
Professional Capability 4
Personal Capability 3
Organizational Capability 3
TOTAL 10
Question #:1 - [Professional Capability]
When creating a talent development (TD) initiative, which activity will best help a TD professional gain 
leadership support for the plan?
Preparing a detailed budget
Drafting a business case for learning
Outlining a list of learning resources
Identifying target participants
Answer: B
Explanation
ATD's Business Case Development Standardsstate that "leaders respond best to business cases that connect 
learning investments directly to strategic priorities and expected results".
Listing resources or participants without showing impact is insufficient.
Reference:ATD Handbook for Training and Talent Development (2022), Business Case for Talent 
Development.
Question #:2 - [Professional Capability]
Which learning objective domain is most difficult to observe and measure?
Affective
Interpersonal
Cognitive
Psychomotor
Answer: A
Explanation
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The and explain that the (attitudes, values, feelings) is ATD Handbook Bloom’s Taxonomy Affective domain
"the most challenging to measure because changes are internal and often not immediately observable".
Cognitive (knowledge) and psychomotor (skills) are easier to test objectively.
Reference:Bloom’s Taxonomy of Educational Objectives.
Question #:3 - [Personal Capability]
A new manager has a team comprised of four different generations of employees. Which action by the 
manager would be most likely to minimize intergenerational conflict within the team?
Acknowledge the diverse viewpoints of each team member
Listen actively to each team member
Poll each team member
Define what is important to each team member's generation
Answer: A
Explanation
According to the under , minimizing ATD Talent Development Capability Model Cultural Awareness
generational conflict requires rather than stereotyping recognizing and acknowledging diverse perspectives
or categorizing by generation.
Building awareness and respect for different values and communication styles is fundamental.
Reference:ATD Talent Development Capability Model, Personal Capability - Cultural Awareness.
Question #:4 - [Organizational Capability]
A small company has just established its first talent development (TD) department and hired its first TD 
manager. Which action should the TD manager take early on to create a strong learning culture?
Execute activities to inspire a positive attitude and growth mindset in the company
Develop communications to encourage leadership support for the TD function
Organize functions to introduce and explain the TD manager's role in the company
Benchmark with other organizations for advice on how they established a strong TD department
Answer: A
Explanation
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The emphasizes that "building a learning culture starts with ATD Talent Development Capability Model
fostering a growth mindset and positive orientation toward learning among employees and leaders".
Technical structures come later.
Reference:ATD Talent Development Capability Model, Building a Learning Culture.
Question #:5 - [Professional Capability]
Which is the best example of an effective learning or behavioral outcome statement?
Learners should understand key sales techniques for selling time-shares without error given instruction, 
practice by recording themselves, and feedback from colleagues
Learners will be able to design a quality online course according to nationally recognized quality 
standards on their second attempt through the course review process
Learners should be able to recall flight instruments with 90% accuracy on a flight technician qualifying 
exam given a detailed diagram of flight instruments, instruction about this system, and practice 
opportunities
Learners should be able to prepare an analytical report with data analysis communication and problem-
solving skills, according to the standard that defines management preferences, by the end of the course
Answer: C
Explanation
Mager’s Instructional Objectives Modelstresses that clear objectives must specify:
Whatthe learner must do,
How wellthey must perform (criterion),
Reference:Preparing Instructional Objectives, Robert Mager.
Question #:6 - [Professional Capability]
When is microcoaching most helpful to the performer?
When the coach requires the performer to use a new technology platform
When the performer is unsure how to move forward with her/his goals
When the coach and performer are in the initial stages of building trust
When the coach and the performer are clear about the performer's goals
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Answer: D
Explanation
Per (Certification Reading List: ), Microcoaching Strategies Coaching for Performance, Whitmore
microcoaching is most effective , allowing quick, targeted development once goals are clearly defined
feedback.
It’s not meant for initial goal setting or discovery.
Reference:Coaching for Performance, John Whitmore.
Question #:7 - [Organizational Capability]
Which metric would show the most alignment with senior management and organizational goals?
Market share
Engagement
Attrition
Productivity
Answer: A
Explanation
In strategic business alignment, is a direct top-line indicator that connects organizational Market Share
performance to competitive success, as explained in the .ATD Handbook
Internal metrics like engagement or attrition are important but less visible to external success measures.
Reference:ATD Handbook for Training and Talent Development (2022), Strategic Alignment Metrics.
Question #:8 - [Organizational Capability]
Who is responsible for learning in the inclusive leadership theory?
Employees and managers
Organization and employees
Human resources leadership and employees
Organization and managers
Answer: D
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Explanation
Inclusive Leadership Models(ATD Inclusion Training Guide) assert: "Learning responsibility falls jointly on 
organizational leadership to set inclusive structures, and on managers to model inclusive behaviors".
Employees are not solely responsible; leadership must drive inclusion.
Reference:ATD Handbook, Building Inclusive Leadership.
Question #:9 - [Personal Capability]
Which is the most effective way to communicate the value of a leadership program to a stakeholder who has a 
driver listening style?
Hold a big-picture discussion while presenting conceptual information
Present evidence from other companies indicating that the program will be successful
Provide a summary of specific program features and outcomes ina bullet list
Discuss how the program will affect the emotional intelligence of the participants
Answer: C
Explanation
Stakeholder Communication Guidelines(ATD Handbook) note that "drivers prefer concise, action-oriented 
communication — bullet points highlighting results, not narratives or discussions of emotions".
Efficiency and results orientation are critical for drivers.
Reference:ATD Handbook, Communication Styles and Stakeholder Management.
Question #:10 - [Personal Capability]
Which model best enables employees to continually seek new skills, enhance competencies, and expand their 
proficiency on their own?
Pedagogical learning model
Adult learning model
Integral learning model
Behavioral learning model
Answer: C
ATD - CPTDPass Exam
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Explanation
The (from Certification Reading List: ) combines Integral Learning Model Ken Wilber’s Integral Theory
cognitive, emotional, behavioral, and cultural dimensions to foster self-directed, continuous development.
This holistic view supports lifelong learning, not just skill acquisition.
Reference:Integral Theory: A Comprehensive Framework, Ken Wilber.
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