Message from: 

Diane Edwards
National President

A passion for learning is what holds our Association together.  Almost 30 years ago, I, like many in our profession, converted from school teaching to corporate training.  This career change was just the start of a long journey.  The learning and development field has changed so dramatically that what passes for good L&D practice now is unrecognisable from what I was doing  all those years ago. 

When I attended Wellington branches mini-conference in October I was quite rightly pulled up by someone for overusing the word training, and not focussing on learning.  A fair call and a timely reminder that learning and development is about outcomes, not inputs.

We no longer (only) justify our L&D interventions through listing how many courses we have run, how many attendees came or what percentage of budget is allocated. That is measuring training. Of course there is a time and place for this, but if it is all we do, we have missed the point.

Even more importantly, we need to look at the learning that takes place.  This may happen at an individual, team or organisational level.  Arguably it could also extend to community and economic outcomes.  We need to know that when a person receives a training and/or development intervention, learning is achieved and performance is impacted. 

For many, measuring learning outcomes remains in the too hard basket.   Most are comfortable finding out whether a person has valued the intervention and believes it will support them in their work (Level 1 of e.g. Kirpatrick’s or Philipps Models) We can test people by asking questions or seeking explanations and perhaps asking them to demonstrate their learning in a controlled situation (level 2).  Good L&D professionals will find ways to check whether skills are being applied on the job and provide opportunities for them to be supported through the post intervention stage to genuine behaviour change (Level 3).

These three levels focus very much on the individual’s learning.  But for the wider outcomes to be measured it is necessary to look at the wider impact of that learning on the entire organisation.  We all know this is important and we all know it needs to be done, but when was the last time you can say you did it – or if it was even on the radar?

No, this is not the first time I have written about the need to place more emphasis on Level 4 evaluation.  But more and more that I realise that this is the key to ensuring that L&D remains relevant and respected in modern business.  Time pressure squeezes the amount of time that people can be released for training. It can lead to the wrong L&D interventions being undertaken, as cost and time are given more prominence than learning outcomes.   It is easy to become discouraged.

Yet what excites me is that we have a conference coming up in May 2018 with speakers galore who will be addressing this and other important issues for learning professionals.  We have never had so many learning gurus in NZ at the same time who will all be focusing on maximising business impact.   

Don’t miss your chance to be part of the discussion.  Share your stories, be inspired, learn from others.  Your organisation will thank you for it.

Tickets are now on sale.  Get yours today at

Diane Edwards
National President

Branch Information

Auckland Branch –

Click on picture to read the latest news from  the Auckland Branch

Bay of Plenty/Waikato Branch

Click on picture to read the latest news from  the Bay of Plenty/Waikato Branch

Wellington Branch

Click on picture to read the latest news from  the Wellington Branch, and Manawatu region

Canterbury Branch –

Click on picture to read the latest news from  the Canterbury Branch, and Southland region

Welcome to New Members


Aiko Nishimura,  NZ Blood Service;  Caroline Spencer,  NZ Post;  Genevieve Brown,  Marist College;  Peyton Wolfgramm,  Waitemata DHB;  Jo McNish, Gem Track; Rebekah Cowling, TAB/NZRacing Board;ce;


Janet Walke,  UCOL;


Bridie Morell, Wellington City Council;  Donna Leddy,  Kitomba;   Karina Carr,  Housing NZ;   
Sam Ford,  Oranga Tamariki Min. for Vulnerable Children;  

Membership Renewal

This year we promised that all members who renewed their membership before the due date would be in the draw to win a free membership.

We are delighted to announce that this year’s lucky winner was Colleen Porteous from Auckland branch who received the news from National President Diane Edwards

Article by NZATD Member

What is Inspiring Me:       Modern Workplace Learning

I was introduced to Modern Workplace Learning (MWL) and the work of Jane Hart by former NZATD Member and President, Barbara Morris.  There are quite a few things I value about having Barbara, now retired, as part of my personal learning network but this in particular has really inspired me.

Jane is the founder of the Centre for Learning and Performance Technologies. Her Centre for Modern Workplace Learning. website provides access to newsletters, a magazine, online workshops and Jane’s books.

I have purchased two books in digital format – Learning in the Modern Workplace (2017) and The Modern Workplace Learning: A Resource Book for L&D (2015). Although the 2017 book builds on concepts presented in the 2015 book both are great resources. I read both in short bursts as a distraction from the tedium of the exercycle; an example of the micro-learning Jane discusses in action? I have tried some new tools also as a result of my reading. I particularly like the diagrams, especially that showing the tripartite nature of the responsibility for workplace learner – the worker, their manager and the L&D Adviser in a support and enablement role. A new series of MWL books is due early 2018, further building on the previous two.  

Modern Workplace magazine is a great collation of interesting articles. The email announcing a new volume usually arrives overnight giving some food for thought to accompany my breakfast. Some favourite articles this year include:

  •  I am Bailey, I am a Modern Professional Learner
  • How to Become a Modern Workplace Learner
  • The Role of L&D in 2018
  • 10 Myths About Modern Workplace Learning
  • The survey of the top 200 learning tools for 2017.

Jane was really helpful in putting me in touch with Nigel Harrison when I was doing some preparation for co-presenting a workshop on performance consulting at the recent Better Workplace Learning conference in Wellington.

I look forward to following the MWL website in 2018.

Helen Coates
Wellington Branch Committee Member

Impact Training Tip : 

Set Up For Success

Follow Dr Rich Allen on Twitter:

The way you set up the tables in your training room can make a huge difference in students’ focus, attention, and learning. The traditional rows set up can be problematic: some people can’t see around the person in front of them; those in the back often can’t see the board; and you may not be able to see the participants in the back of the room.

Instead, change things up by making sure your training room arrangement fits the structure of your session, for example:

  • Clusters.  If your session has a lot of group work or small group discussions, set tables in groups of three or four, facing each other. 
  • Double U-shape. If you have enough space, two rows in a U-shape are ideal for larger group discussions. This set-up creates space in the middle for you to walk around, making it easier to facilitate the conversation.
  • Two sides, facing each other.  Divide the room in half, with tables facing each other.  This creates an aisle down the middle where you can walk as you talk.  It also allows people to see each other better – especially useful for debates.

Don’t be put off by the hassle of changing the arrangement for the day – that’s a job for your participants!  Put up a visual of your desired set-up and ask people to arrange the room as soon as they start to arrive. As they work, participants will take ownership of the room. Then, when they finish and sit down, your session has a clear starting moment.

Useful Sites and Links

New Training Facility : North Shore Hospital, Auckland

Recently I attended a forum at North Shore Hospital and was impressed and delighted by their new training building. Luckily for us they would like to recoup some costs by hiring it out. With venue hire starting from $150 its great value with all the modern conveniences and paid parking buildings within the grounds.  They have training rooms and a proper lecture theatre with multiple projectors and video conferencing available.

Jacinta Penn – Auckland Branch 

Amazing offer of learning resources for NZATD members

We have an exciting new benefit to offer our members. Elearning Guild has kindly offered us a group discount for our members which is on offer.  Their professional membership is normally $139 and right now we can do it for $85.   

We’d like to encourage all our members to consider this offer due to the large library of Keynote speech recordings from their learning conferences and free access to their Spotlight online learning events. There are over 1600 recordings available! These range in topic from elearning and instructional design to performance support and video learning, with speakers from learning futurists to astronauts.

Additionally they offer many research reports and publications on a variety of learning related topics. We are always on the lookout for ways to offer more development to our members at affordable prices and we think that this provides a great learning opportunity.

To take up this offer, just set up a free profile and then email Steve Firpo with the subject: NZATD Professional member upgrade. We will then bill you for the professional membership at the discounted rate of $85+GST.