ATD 2021 Asia Pacific Conference
Certificate Program

We will be hosting two internationally-recognized live online ATD certificate programs which will feature as pre-conference workshops to the event.

If you would like to gain practical, real-world experience and go beyond the academic, you can enhance your conference participation to include ATD certificate programs available as pre-conference programs. These professional development options will help you elevate or develop the skills needed for you to perform at your optimal level.


With live online programs, participation is mandatory in order to receive the certificate of completion and CEUs. Participants who miss more than two hours of the entire program will not be eligible to receive the certificate. Participants who fulfill the attendance requirement will receive a certificate at the end of the program.


A laptop computer with Wi-Fi capability is required. Note: You might not have an optimal experience if you are using Internet Explorer or Microsoft Edge to access your courses. Chrome is the recommended browser.


Both certificate programs are multi-week, live online programs with six sessions. One missed live session can be made up by listening to the session recording in full. Participants who miss more than one live session will not be eligible to receive the certificate. To be marked complete for that one session, please email

For programs with four or fewer sessions, attendance at all live sessions is required to receive a certificate. All sessions will be recorded and available for participants to review throughout the program for your reference.

ATD requires active participation throughout the program to receive credit. Active participation in live online sessions includes, but is not limited to, participating in virtual classroom activities, discussions, breakout sessions, and intersession work. Please note that using a tablet or mobile device significantly limits your ability to participate fully and actively.

If you meet the eligibility requirements, a certificate will be issued to you through the ATD Learning Platform at the end of the program.


– ATD 2021 APC + One Certificate Program (Now-6/22): NT$40,000 (≈US$1,333)
– Regular (Now-6/22): NT$38,000 (≈US$1,265)
– Group Pricing for 3 or more (Now~6/22): NT$32,000 (≈US$1,065)

*Payment must be made in NT dollars. Exchange Rate: 1USD≒30NTD


Coaching Certificate

Help others develop, take action, and reach their goals.


Dates and times of the live online sessions (Taiwan Time):

Postponed (Date and time will be announced in near future)
• Session 1: Tuesday, June 15th: 9:00 am to 11:00 am

• Session 2: Thursday, June 17th: 9:00 am to 11:00 am
• Session 3: Saturday, June 19th: 9:00 am to 11:00 am
• Session 4: Tuesday, June 22nd: 9:00 am to 11:00 am
• Session 5: Thursday, June 24th: 9:00 am to 11:00 am
• Session 6: Saturday, June 26th: 9:00 am to 11:00 am

Course Info

Coaching for individuals, teams, and organizations works. Evidence shows that it’s a powerful development approach that leads to positive change and results. Earning your ATD Coaching Certificate improves your ability to help clients develop rapidly, produce better results, and improve others’ ability to set and achieve goals and take action. This coaching certificate program lets you practice foundational coaching competencies through role plays, group exercises, and case studies.

This program is for learning and performance professionals who want to develop successful coaching competencies and skills for use with individuals, teams, or an entire organization. Practitioners new to coaching or those who want to enhance and validate their current coaching skill set will benefit most from attending this program.

ATD Education programs are designed primarily for learning professionals—trainers, instructional designers, and organizational development practitioners—but also greatly benefit anyone within an organization who is responsible for developing others, from managers to human resources specialists.

Roles: Coach, HR/OD Professional, Talent Development Manager
: English

Topic 1 – Coaching in the Workplace: An Overview
• The Coaching Map
  Components of Intentional Coaching
  Coaching Definitions and Roles
  Coaching in Organizations

Topic 2 – Initiating Coaching Conversations
• Coaching Ethics
  Coaching Agreements
  Coach’s Presence and Purpose
  Coach and Coachee Fit

Topic 3 – Strengthening Conversations and Language
• What Is Dialogue?
  Intentional Listening
  Incorporate Powerful Questions—Inquiring
  Talk Straight—Advocating
  Dialogue Tools for Context and Framing
  Dialogue Tools for Paving the Way

Topic 4 – Creating Coaching Action Plans
• Sources and Methods of Collecting Data
  Sorting Data Into Themes
  Designing and Taking Action

Topic 5 – Leveraging the Coaching Partnership
• Helping the Client Who Is Stuck
  The COACH Model
  Selecting Tools for Tracking Progress
  Extracting Winning Strategies
  Measuring Coaching Results

Topic 6 – Reflecting and Looking Forward
• Plan and Hold a Wrap-Up Conversation
  Challenging Coaching Scenarios/Situations
  Taking It Back to the Workplace

Topic 7 – Appendix
• Coaching Program Implementation Guidelines
  Sample Coaching Program Guidelines
  International Coach Federation Ethical Guidelines
  Sample Initial Coaching Conversation
  Dialogue in Support of Global Listening
  Powerful Questions
  COACH Model – A Sample Script
  Data Collection Methods
  Coachee Self-Report
  Sample Action Plan Template
  Complete Action Plan
  Abbreviated Action Plan
  Mindmap Action Plan
  Articles Concerning the ROI of Executive Coaching
  A Sample ROI Calculation
  Direct Observation Checklist
  ATD Coaching Certificate Program: Participant Pre-Work

• Practice coaching competencies and apply them to coaching conversations with individuals, teams, or throughout an organization.
• Establish coaching agreements with clients and identify how goals link to enhanced business performance.
• Promote an open, flexible, and confident coaching relationship with clients and establish mutual respect and trust in a safe, supportive environment
• Apply coaching ethics and standards appropriately in all coaching situations.
• Demonstrate active listening, ask powerful questions, and use effective dialogue and feedback techniques to provide maximum benefit to clients.
• Integrate and evaluate multiple sources of data and make interpretations that help clients achieve agreed-upon results.
• Design actions and opportunities for ongoing learning that will most effectively lead to coaching results.
• Develop and maintain an effective coaching plan with clients, manage ongoing progress, hold clients accountable for actions, highlight and celebrate successes, and adjourn the coaching process.


Kimberly Devlin

Kimberly Devlin, CPTD, transforms information overload and time crunch into innovative and actionable systems that improve outcomes, productivity, and time management. Bringing a fresh, pragmatic point of view to topics that everyone needs to master, her books are not just filled with great ideas, but actionable solutions and tools intentionally delivered for readers to easily understand and implement. She brings practicality, humor, and 20+ years of in-the-trenches experience to build game-changing leaders and organizations. Kimberly is a dynamic communicator, passionate about productivity, and on a mission to change the way we learn and work… because your time is too precious to waste.

Her most recent book is Focus on This, Not That: How to Engage Employees, Manage Performance, and Get Results (2019). She has also authored Don’t Waste My Time: Expert Secrets for Meetings That Inspire, Engage, and Get Results (2019); Same Training, Half the Time: Delivering Results for Busy Learners (2018), and two titles in ATD’s best-selling Trainers Workshop series: Customer Service Training (2015) and Facilitation Skills Training (2017).

In physical and virtual training rooms, her focus is on supporting each learner in meeting their specific learning goals. She achieves this through engaging and interactive learning that is purpose-driven, enjoyable, and immediately applicable with a healthy dose of real-world examples and stories. As a seasoned organizational development professional with a Masters Degree from the University of Miami, she was among the first in the industry to attain ATD’s CPLP certification. Kimberly facilitates ATD’s Master Instructional Designer Program, Instructional Design Certificate, Microlearning Certificate, Coaching Certificate, Introduction to Training, Introduction to Instructional Design, and Training Certificate.

She has been a contributor to the ATD community both locally and nationally for over a decade, serving on boards, presenting conference sessions at ICE and ALC, and volunteering time for ATD initiatives. Her experience extends to city, county, and state government agencies as well as Fortune 500 firms in the US, South America, Asia, and Europe. You may have seen her in T&D — now, come learn with her!


Creating Leadership Development Programs Certificate

Develop impactful programs that will develop your future superstars.


Align leadership development programs with your organization’s culture, goals, vision, and mission. Incorporate best practices in leadership needs assessments and implementation, while identifying high-potential candidates for leadership programs.

Dates and times of the live online sessions (Taiwan Time):

 Session 1: Tuesday, July 6th: 9:00 am to 11:00 am
• Session 2: Thursday, July 8th: 9:00 am to 11:00 am
• Session 3: Saturday, July 10th: 9:00 am to 11:00 am
• Session 4: Tuesday, July 13th: 9:00 am to 11:00 am
• Session 5: Thursday, July 15th: 9:00 am to 11:00 am
• Session 6: Saturday, July 17th: 9:00 am to 11:00 am

Course Info

As you earn your leadership certificate you can access ATD’s exclusive model for creating transformative leadership development programs. You’ll be introduced to a unique process for demonstrating the business value of your leadership development programs.

Equipped with the resources you need to drive maximum results, use data from your organization to apply what you learn immediately to your own leadership training. Evaluate leadership competencies and behaviors and their relation to your organizational and workforce needs. Analyze various assessment models that can support your leadership initiative. Learn to evaluate both your organization’s program and off-the-shelf offerings.

• Discover the components you need to design best-in-class leadership development.
• Gain the latest information and trends on the state of leadership development and the opportunity to compare best practices against your organization.
• Access a toolkit of more than 100 activities to use beyond the classroom. Explore ideas to engage leaders within your organization and dozens of comprehensive, ready-to-use tools.

Participants should already have experience in designing learning and have a business need to understand the best practices in developing effective leadership programs. This is not a leadership course but a program that introduces participants to all of the necessary components of great leadership development programs.

ATD Education programs are designed primarily for learning professionals—trainers, instructional designers, and organizational development practitioners—but also greatly benefit anyone within an organization who is responsible for developing others, from managers to human resources specialists.

Roles: CTDO/CLO, Talent Development Director/Executive, HR/OD Professional, Instructional Designer, Talent Development Manager
: English

1. Introduction
• Organizational Readiness Audit
• Critical Success Factors
• Why Leadership Development Fails
• LEADS: ATD’s Model for Building a Leadership Development Program
• The Five Phases
• Timeline to Build a Leadership Development Program: LEADS
• Leadership and Management: What’s the Difference?

2. Lay the Foundation
• What’s Driving Your Leadership Effort?
• Close Your Leadership Gap
• Ensure LDP Alignment
• Engage Your Leaders Right from the Start
• Leadership Development Philosophy

3. Envision the Future
• Planning for Leadership Development of the Future
• Grounding the Vision for a Successful Plan
• Summarizing Leadership Development Changes
• What’s a Leadership Competency?
• Customizing a Competency Model

4. Agree on and Articulate an Action Plan
• Clarify the Purpose and Establish Goals
• Determine an Operational Construct
• Who Will Participate?
• Leadership Development Communication Plan

5. Design the Developmental Elements
• 360-Degree Assessments
• Leadership Development Plans
• Succession Planning
• Leaders Developing Leaders
• Commitment to Develop Other Leaders
• Sample Mentoring Program Comparison
• Using Experience to Develop Leadership Talent

6. Sustain Progress
• Processes and Systems for Sustainability
• Annual Review Process
• Evaluating the Initiative
• Measuring the Four Levels
• ROE and ROI
• What Is ROE?
• How ROI Differs
• Continuous Process Improvement Plan

• Use the ATD leadership development model to create a leadership development program.
• Ensure alignment of a leadership development program to an organization’s culture, vision, mission, and goals, as well as competencies, customers’ requirements, and business needs.
• Select and implement appropriate learning methods.
• List content and competencies that must be included in a leadership development program.
• List observable behaviors that display a leader’s ability to demonstrate the competencies.
• Discuss a hierarchy of competencies and content for entry, mid-level, and executives.
• Utilize process planning checklists and other job aids to create a leadership development program.
• Measure and link the value of a leadership development program to an organization’s bottom line.
• Discern the advantages, disadvantages, and appropriate use of off-the-shelf leadership development programs.
• Implement questionnaires, assessment methods, and self-evaluation tools presented in the leadership development program.
• Incorporate best practices in leadership needs assessments, implementation, and when identifying high potential candidates for leadership programs.


Ethan Sanders

Ethan Sanders is the Director of Learning for AARP. AARP is a nonprofit, nonpartisan organization, with a membership of more than 37 million, helping people turn their goals and dreams into real possibilities. Mr. Sanders’s team focuses on all aspects of leadership development and technical skills for AARP’s workforce.

Mr. Sanders has provided consulting services to clients in the public, nonprofit, military, and private sectors for nearly 30 years. His leadership experience includes running his own instructional design firm, directing a division within a military command dedicated to human performance improvement, and managing instructional design and competency research for the largest nonprofit organization for workplace learning and performance professionals. Mr. Sanders is a nationally recognized speaker who has published numerous books and articles on topics related to workplace learning and performance; he is also a certified performance technologist through the International Society for Performance Improvement. In addition, Mr. Sanders is the recipient of the American Society for Training and Development (ASTD) President’s Award for Outstanding Achievement, as well as the US Navy’s Meritorious Service Award. Mr. Sanders has been a faculty member of ATD (formerly ASTD) for over 20 years, an associate professor at the University of Maryland for ten years, and regularly presents at workplace learning and performance conferences around the world.

For any inquiries regarding Certificate Program, please contact the Secretariat:

Ms. Sherry Hsu

Tel: +886-928082177