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CPTD 2022 Oct > 2 - Professional Capabilities > Flashcards

2 - Professional Capabilities Flashcards

1
Q

Behaviorism

A

learning reinforced by rewards and/or consequences

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2
Q

Cognitivism

A

learning from logical information; how you think influences behavior

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3
Q

Constructivism

A

learning from experiences

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4
Q

Malcome Knowle’s Adult Learning Theory

A

andragogy - the teacher and students are equal and the students have more control over learning

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5
Q

Carl Roger’s Learner-Centered Instruction

A

can’t teach adults, facilitate/guide their learning
learner is responsible
more activities than lecture

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6
Q

Abraham Maslow’s Hierarchy of Needs

A

Needed for learning:
Basics (food, water)
Safety
Relationship/Belonging
Esteem of Self and Others
Self-Actualization of Potential

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7
Q

Patricia Cross’s Adult learning, what impact’s desire to participate

A

schedule, if it’s required, location, intelligence, life phases, vocabulary

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8
Q

Benjamin Bloom’s Taxonomy - 3 domains

A

KSA - knowledge (cognitive), skill (psychomotor), attitude (affective)

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9
Q

Robert Gagne’s 5 Types of Learning

A

Intellectual (rules, procedure)
Cognitive (strategy to learn, remember apply)
Verbal (what they can state and use to make sense of info)
Motor skills (to complete the task)
Attitude (bias influences action)

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10
Q

Robert Gagne’s 9 Events of Instruction

A
  1. Gain attention
  2. Inform of objectives
  3. Stimulate recall of prior knowledge
  4. Present content
  5. Reinforce (case studies, examples)
  6. Elicit performance/ practice
  7. Provide feedback
  8. Test
  9. Enhance retention
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11
Q

Robert Mager’s Criterion-Reference Instruction Approach

A

behavior (verb)
condition (setting/tools)
criteria

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12
Q

Terminal Objectives

A

final behavioral outcomes from training

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13
Q

Enabling Objectives

A

terminal objectives broken into chunks

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14
Q

ABCD Objectives

A

Audience
Behavior
Condition
Degree

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15
Q

Storyboard

A

comics to visualize the story or screens

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16
Q

Wireframe

A

layout of website in black and white with no detail

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17
Q

Mock-up/Prototype

A

partially functional with colors, finishes

18
Q

Socratic questioning

A

to help learners arrive at their own conclusion

19
Q

4 Ways to Curate Info

A

inspiration of action
instruction for classes
implementation in blogs
integration of how to apply

20
Q

benefits of knowledge management

A

metrics, quality information, updates are easier, cost/productivity, better customer service, staff morale/job satisfaction

21
Q

What should you look at to analyze developmental needs?

A

top 3 issues in the next 3 years
external (tech, compliance, industry) changes
internal (employees, prod/svc) changes
emerging issues
do leader’s competencies need to change for future goals
what might be lost with upcoming retirements

22
Q

What are operation/ programmatic goals?

A

start and implementation dates

23
Q

What are interim goals?

A

final and progress made, % completion

24
Q

What are outcome goals?

A

base on the needs of the org (lower turnover)

25
Q

Kirkpatrick’s 4 Levels of Evaluation

A
  1. Reaction of participants
  2. Learning (KSA acquired)
  3. Behavior applied to what was learned
  4. Results/ business outcomes
26
Q

qualification program

A

objectives, exam, narrowly content

27
Q

certificate

A

attendance required, may have test or project, person not “certified”

28
Q

assessment-based certificate

A

more rigorously evaluate KSA, requires performance

29
Q

certification

A

asses KSA, assessed independently of class/training, broad content

30
Q

9 Steps of successful program design

A
  1. establish goals
  2. analyze the audience
  3. analyze jobs/roles
  4. prep budget, pricing
  5. determine model (framework, features, name, paths, how to introduce)
  6. assess training (what do we already have)
  7. determine timeline (launch, marketing, key dates)
  8. develop content and exam
  9. check with legal
31
Q

4 pieces of coaching competency

A

foundation - ethical and professional agreement
establish trusted relationship
communicate (listen, ask questions, direct)
facilitate learning and results (action plans, accountability)

32
Q

single-loop learning

A

learning a task

33
Q

double-loop learning

A

creating different thinking/behavior (competency)

34
Q

triple-loop learning

A

transformational (leadership)

35
Q

ATD Coaching Model Process (6 steps)

A
  1. Clarify agreement
  2. Create a partnership
  3. Collect and analyze data
  4. Construct a development plan
  5. Collaborate and challenge
  6. Complete and acknowledge
36
Q

COACH Process

A

Current Situation
Objectives
Alternatives
CHoices

37
Q

Ralph Tyler’s Goal-Attainment Method 4 Questions to evaluate curriculum

A

what are the objectives? what activities will help? organize curriculum. how will you evaluate?

38
Q

Brinkerhoff’s Success Case Methos (SCM)

A

study the best and worst cases and see what made the difference

39
Q

validity

A

measures what it’s supposed to according to SME

40
Q

reliability

A

does it produce consistent results over time

CPTD 2022 Oct (2 decks)

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