News (blog)

The ATD New Hampshire Chapter Blog page directly supports the Chapter mission as a venue in which chapter members can share best practices in learning, to promote dialogue, and to generate opportunities for networking and resource sharing.  Members may submit their original blog postings to

Please note the comments function of this blog is intended to be a forum in which you can freely express yours views on the blog postings and comments made by others.  Given that, please understand that you are responsible for the material that you post either. The ATD NH Board reserves the right to remove/edit any posts that are inappropriate in nature, are "spam" or contain questionable language. 

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  • 30 Oct 2017 4:19 PM | Anonymous
    Recently we were lucky enough to have Jay Goss of WellCaster on a webinar with us to explain some of the finer details of mobile training and how it may fit into your organization's training plan. 

    Follow this link to watch the recording of the webinar:

  • 04 Jan 2016 7:16 PM | Deleted user

    Happy New Year! As we head into a wonderful new year, I’d like to extend our thanks, on behalf of the ATD-New Hampshire board, for your support and your participation this past year. The final quarter of 2015 saw some changes to our board. I had the pleasure of taking over as President; we added new board members Elaine St. Jean, Tim James and Nancy Hill-Anderson; and our dedicated current board members, Tracey Osborne, Dr. Gail Devoid, Liz Hodgkins, and Nick Brattan, have agreed to continue their terms, with Gail and Tracey exchanging positions of VP of Admin and Member-at-Large! Our President-Emeritus, Kris Mailepors, has also agreed to continue in an advisory capacity. All in all, your volunteer board is ready for an exciting 2016 with you!

    Our focus will continue to be on training and development for New Hampshire businesses and individuals. To that end, we have an exciting line-up of events planned for the first half of the year!

    • Something’s brewing for a fun and lively ATD-NH member networking event.
    • We’re teeing up a workshop on neuroscience and behavioral psychology that promises to be a real game-changer.
    • We’re building a Seriousplay workshop on communication.
    • We’re organizing a workshop on project management for non-project managers.
    • And we’ll be broadcasting a webinar on conducting effective and engaging webinars.
    • And much more...

    What a year this will be! I trust that we can count on you for your continued membership and support. And I hope that we’ll see you at one of our upcoming events.

    In the meantime, if you are interested in volunteer opportunities, either as a board member or as an event volunteer, please don’t hesitate to email us here We’d love to hear from all members, as your ideas and requests inspire our entire local organization. Thank you again for your continued support!

    Happy New Year!

    President, ATD-NH

  • 15 Mar 2015 10:08 AM | Deleted user
    Dear Members,

    What will the next six months look like for learning executives? ATD wants to hear from you. Will you share your expert opinion with them by completing this 10-minute survey?

    Your feedback will provide key insight to help ATD complete the ATD research report, Learning Executive Confidence Index (LXCI). Modeled after the CEO Confidence Indices report by Chief Executive magazine and The Conference Board, this quarterly report assesses the outlooks and expectations of learning executives on a 100-point scale.

    Click below to start the survey.

    Please complete the survey by Sunday, March 29. When the LXCI report is complete, ATD will send you a free digital copy as a thank you for your participation! Please provide your email address at the end of the survey to ensure you receive a copy.

  • 01 Mar 2015 9:04 AM | Deleted user
    Last month, Carol Cohen presented on how disruptive technology can be for all of us. At this workshop, ideas flew around the room at a dizzying rate, and several great discussions took place on how we can better use technology to do what we do best: train and develop.

    Different apps and software were discussed, and I left knowing more about how to properly apply technology to do more. This was also a great networking event, and we learned more about each other and our interests. From hiking to shoes to my favorite, beads and jewelry making, we stepped out of our own personal boxes to draw, describe, and think in different ways.

    This was an excellent event, and the board is committed to bringing better and more relevant materials to our seminars. Carol told us now she used the Internet to procure a new job, and we wish her the best in her new position.

  • 24 Jun 2014 10:50 AM | Deleted user
    I am so glad I attended this seminar. Even though I am retired, I still love learning new things, and I have yet to leave one of ATD-NH's seminar (note the name change) without picking up new information I can use right away.

    The profile I received because I completed the easy survey was spot on! I find it quite amazing that such a simple, quick questionnaire can give accurate results. I also learned about other offerings, and wonder how well they would work.
  • 07 Mar 2014 8:43 AM | Deleted user
    We had a great group at this event, and the topic was certainly suitable for advanced techniques for trainers. David Wile took us through his model of how trainers can transform their work into improved performance. This is outlined in his book, which was available at the event, and I saw one attendee taking advantage of having the book signed by the author.

    Perhaps the most valuable part of the event was applying the model to real-life situations. Everyone wants to see improved performance from the training he/she delivers, but an effective trainer also has to deal with high-level politics if the training is going to provide the group being trained with what they really need. The importance of discussing the proposed training beforehand with managers, the C-Suite, and those doing the work leads to better programs being developed.

    Soft skills like communication were discussed, and the informal atmosphere that David Wile created led to several discussions amongst all of us. Attendees learned of issues facing trainers of sales and engineers, as well as subject matter experts (SME) engaged in online learning.

    The refreshments were wonderful! Coffee, water, and a mixture of fruit and chocolate were very much appreciated. Elaine St. Jean was the lucky winner of the $25 gas card raffled off to those who drove more than 25 miles one way to attend the event.

    Pictures of the event:  

  • 13 Jan 2014 4:59 PM | Deleted user
    About the Author:
    DAVID E. WILE is a senior partner with the iago group and author of Why Doers Do ( For over 20 years, David has been helping improve human performance for companies of all sizes and industries.  He has spoken at professional conferences hosted by ISPI, Pink Elephant, ASQ and itSMF. He has an M.S. in Instructional & Performance Technology from Boise State University and an MBA from the University of New Hampshire, where he also taught. He may be reached at

    •    email:
    •    phone:         (603) 828-5570
    •    address:    151 Park St., Portsmouth, NH 03801

    (David Wile will be the featured speaker at the February ASTDNH monthly meeting on Thursday February 13.  He’ll be discussing his book  Here is one post about the role training should and should not serve.)
    ♦ ♦ ♦ ♦ ♦ ♦
    Classroom training is like acetaminophen. Used properly it can ease pain and promote health. Used for the wrong reasons it can at best make no difference or at worst cause further damage. Managers need to be honest with themselves about why people are in classrooms or they risk wasting time and money and demotivating good employees.

    As managers, we should be self-aware enough to identify four main misuses of training:  the Smoke Screen, the Status Symbol, the Hidden Reward and the Siberia Effect.

    Training as a Smoke Screen.

    This is where training masks performance problems stemming from causes not rooted in skills deficiencies. Poor human performance can be the result of a number of root causes, many of them not calling for a training solution. If a person’s performance is the result, for example, of lack of tools, poor job design or misguided incentives, then added skills through more training likely will not improve overall performance.

    Training as a Status Symbol.

    Another misapplication of training is employees attending training for the purpose of attaining, not the new skills, but the certification that comes with it. There are times when workers who see the professional marketability of certain certifications or designations sign up for training just to be able to put that designation on their curriculum vitae, not to gain skills to improve job performance. The certification should be a side benefit of the training, not the goal.

    Training as a Hidden Reward.

    Training is sometimes held offsite in cities away from offices. One company I worked with had numerous offices scattered across the U.S. They hosted two annual training summits, one in Boston in September and another in Phoenix in March, both coveted locations for those times of the year. Though these were training sessions in name, attendance was not determined so much on skill gaps, but on who their managers wanted to reward with a week away from the office. The desirability of the location overshadowed the need to gain improved skills, thus training was used as a perk, not a performance solution.

    Training as Siberia.

    Sometimes training is misused in a manner opposite of a reward. This scenario occurs when there is a “trouble” employee, someone who isn’t performing at a high level, but also a person who the organization doesn’t want to manage actively. This may be the person who is soon to retire or is likely to cause problems if confronted. On some occasions, these people are easily avoided if enrolled in each training course that a company offers. It may feel positive, as if that “trouble” employee is being given new skills to find a new job, but in reality it is just a way to keep that person out of sight for a week at a time. Worse, it occupies a spot that may be better spent on an employee who truly needs those new skills.


    Investment in training needs to be managed closely. It is an expensive performance intervention and even when successfully imparting new skills the expense may tip the ROI balance in favor of choosing not to train. When misused, training can be a large waste of money and time. Worse, misguided training can serve to diminish rather than improve performance by taking people out of work for days at a time for no good reason. Or it may confuse an employee as to what their real performance expectations are by providing unneeded or superfluous new skills. Inappropriate training can be a de-motivator.

    Training is incredibly powerful, but its investment should be approached with a clear picture of which performances should be improved, ideally in measurable terms, and what the total cost will be.

  • 10 Dec 2013 11:19 AM | Deleted user

    The description for the ASTD-NH event I attended on December 5, 2013 included this quote: “The root of improv isn’t comedy but the ability to react and be present in the moment…” (Frank Kalman– Chief Learning Officer Magazine). Although I am retired (somewhat), I was intrigued. This sounded like fun, and I disclosed at the event, fun was my main purpose for coming. I was not disappointed.

    I did have fun, but I also learned some valuable things that I can put to use anywhere, with anyone. Yes, and they were easy to do, and real eye-openers for those of us lucky to have Geoffrey Eichhorn, Director of Training Operations and Instruction at CCA Global Partners share his considerable knowledge of these techniques.

    The three improv techniques we learned are touted to improve communication, teambuilding, and leadership skills. They do that but also generate some great suggestion for your real life situations.

    The three dynamic improv skills that Geoffrey incorporated into this training were:

    1. Listen to understand, not respond

    2. Give every idea a chance ("yes, and...")

    3. Let go of your agenda

    The first was actually a little hard to do. We had to respond to whatever our partner said, by using his/her last word said as the first word of our response. You had to listen to every word not to miss the last word, because we do not know when the other is going to stop talking! This had a game-like quality to it, but we learned that

    • a)      You cannot think of your response until you have heard everything. This is what we should do when communicating with someone else, whether at work or play.
    • b)      The same word can have different meanings, so the response may take the conversation in a direction not expected.
    • c)       We had a topic with which to begin, but it became hard to stick to it.
    • d)      The flow of the conversation was halted several times, making things choppy. While in conversations, do we respond too quickly instead taking time to listen well, just so we have flow instead of a “pregnant pause”?

    The second exercise had us conditioning ourselves not to say, “Yes, but…” in a conversation (which really means “Yes, but NO!”, but instead say, “Yes, and…” in response, and then see where the positive beginning position of our response took us. What I found was this technique began spawning some very good suggestions that were well-received because the negative connotation of “Yes, but…” was removed from the conversation. Instead of generating a resentment that precludes showing a good reception to the idea presented, the partner agrees with the idea, and then ADDS ideas to it. This begets a good conversation, and some great ideas!

    Letting go of your agenda is hard to do. We spend time creating that agenda, giving it a lot of thought, and we want to convince people to our views. This last exercise forced us to give up control of a story we wrote together, and had several of us trying to mind melds with our teammates. Of course, mind melds don’t work try as we might.

    Instead, some of us took an easy way to continue the flow regarding “The Ice Cream Truck Goes Amuck!” by saying “the”, or “a”, yet at the other end of the scale, we also used very telling words to where we wanted the story to go by saying, “oozed” or “erupted”. The fun of this one was listening to the story told by the other group.

    This session included more than just training with skills. Several of us made new friends and contacts. That might be the most fun of all!

  • 27 Nov 2013 3:16 PM | Deleted user

    Over seven years ago, after my youngest daughter was born, I took a leap of faith and made a drastic professional move. I left my job that I loved, but I had another job lined up: full time mom. This new role was scary but with two high-energy, young children I had no time to focus on my fears and got right to work.

    The first year was difficult. I had no mommy network, and our family was still adjusting to one income. But each day got easier, I made lots of new social connections, and I began to feel more comfortable in my role.  At the end of the first year, I loved my new job, found it very rewarding and settled in. I didn’t imagine I would ever want to rejoin the workforce again.

    Almost two years after I left my job, I received a call from a former colleague asking if I was interested in part-time contract work. I was delighted to accept the opportunity. I managed my own schedule, coordinated trainings, planned conferences, and revised training materials. More important, I loved the work and had regained a professional identity. Over time, I took on several temporary positions. When they ended, I still had the blissful chaos of two small children to educate, nurture and grow.

    Eventually, both of my children entered school full-time, and I felt lost. After some careful consideration, I knew I wanted -- or more accurately, needed -- to re-enter the workforce again, but this time, more permanently. I remembered, and longed for, the days when I felt a sense of professional satisfaction from team work, accomplishing goals, developing relationships, feeling successful, learning and growing. The craving I felt for personal fulfillment surprised even me. 

    I was at a crossroads, with choices to make. Should I go back to the work that I had done and felt passionate about prior to my hiatus? Was there something else that I could do? I started reading, researching, and learning anything I could about making this transition. I clarified my goals, took a personal inventory of my skills and developed my plan of action.

    One of the most valuable things that I did was enlist the support of a good friend. I had developed a personal relationship with a former colleague, who reminded me how truly awesome I am. Her support brought two critical elements to my job search: optimism and confidence. 

    As a self- identified introvert, I reluctantly knew that I had to refresh my professional connections. My electronic network vanished with my work-based e-mail address. The old adage says it’s not what you know, it’s who you know. So I began the effort to breathe new life into a dated network. Linkedin, Facebook, Twitter and old fashioned conversation helped, but it is a work in progress. As a training professional, I went to the ASTD website to see what networking opportunities were available there and discovered openings on its board of directors. My participation gives me a wonderful volunteer opportunity, as well as a valuable outlet to contribute to professional conversations while I continue my job-seeking mission.

    I have made a tremendous amount of progress toward my goal, and I am acknowledging the successes along the way. I have learned some valuable lessons: Only apply for jobs that I actually want. Careful examination of job descriptions is essential to find the ways in which the role matches my qualifications and skills. Research, research, research the company where I am applying and interviewing. My most successful interviews have been where I have sound knowledge of the organization. Last, I ask myself if I can see a fit within the culture of the organization. 

    Like the leap of faith that I took back in 2006, I feel that I am once again in an uncomfortable zone. Seven years ago I was approaching other moms and asking for a play date; today I am asking friends to read my LinkedIn profile summary, requesting feedback from people I have interviewed with, and inquiring if friends have connections in organizations.

    My career advice to people, even if they are in a job that they love, is to take the time today to think about tomorrow. Write down your accomplishments, revise your resume, and nurture your professional relationships.

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