How I—and My Organization—Benefited From Becoming a CPLP | ATD Competency Model - ATD

Reverse the clock to the early 2000s. Song like “Hips Don’t Lie” and “London Bridge” were playing on the radio. E-learning was in its infancy, says Rachel Hutchinson, senior manager of global training and learning at Hilti. 

Photo: ATD

Many people had cell phones but house phones were still prevalent, and self-driving cars seemed to be a fantasy. I was working full time as multichannel sales project manager in a large global organization—an organization that prides itself on developing people to achieve outstanding results. Because of this orientation, they have excellent education reimbursement programs and a commitment from team leaders to support their employees’ personal development.

I was researching PhD programs related to organizational development when I learned about the CPLP. As I looked more closely, I discovered that the CPLP was quite in-depth and, although new, already gaining recognition by organizations looking for top-tier learning professionals. The CPLP seemed like a way to challenge and expand my knowledge while enhancing my credibility in learning and development (L&D).

To really put this period of recent history into perspective, my ATD Learning System arrived in its own easy-to-carry cardboard briefcase—half a dozen printed books that moved through two houses with me because it ended up being such a great resource!...

After I obtained my CPLP, I found another benefit—one that initially seemed personal but has also had a tremendous impact on the organization. People who were obtaining their CPLP were looking to change the field of adult learning, challenging preconceived ideas about training in organizations, and forging new paths between business and learning teams. As I expanded my network in these areas, my organization saw added benefits beyond having a CPLP on staff.  
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Source: ATD