Segment 6 (18) Life-long Learning

[Paul Terlemezian]

Panelists:

• Karl Haden https://www.linkedin.com/in/aalgroup/
• Damian Hanft https://www.linkedin.com/in/damianhanft/
• John Hurlbut https://www.linkedin.com/in/john-hurlbut-0634543/
• James Roland https://www.linkedin.com/in/james-roland-22bb2441/
• Lyn Turknett https://www.linkedin.com/in/lyn-carolyn-turknett-164553/

Moderator: Julia Huprich https://www.linkedin.com/in/juliahuprich/

Remarkable Speaker: Takiyah Gross-Foote https://www.linkedin.com/in/takiyahgross/

Learning is "involuntary" - similar to breathing. We breathe without making conscious effort to do so. We also learn how to be careful about what we breathe and we can learn to improve the quality of our breathing.

Learning is life-long - whether we choose to do so or not. How do we do so intentionally - with quality?

Our earliest experiences with learning are directed by others (parents or teachers.)

What experiences broke you away from dependence on others to direct your learning?

What dependencies exist in the workplace related to learning (time, cost, opportunity?)

What are the benefits and challenges of these dependencies?

[J. Nathan Rogers]

Life-long is an excellent topic, particularly in the context of workplace learning. After conducting research in informal learning (my passion), I am fortunate to take what I have learned through research and implement an informal learning on-boarding strategy in a government agency in D.C. that focuses on empowering new hires to self-learn at their speed by facilitating a social/collaborative work environment and infrastructure that supports self-learning and peer-to-peer support structures. The roll-out of this strategy will happen in the first quarter of 2019 and I'm looking forward to experience and measuring the impact to hopefully the success of new hires and the organization.  

[Paul Terlemezian]

Thanks Nathan - your comment raises another important topic - measurement.

At what point do we ignore the cost associated with measurement because something is so obviously effective?

[Julia Huprich]

Looking forward to learning from everyone on Thursday!

[Bill Crose]

Conference Reflection:

To my company, Adyton, life-long learning doesn't end at age 65 (or 67). We understand many people need to work beyond their Social Security retirement age. We also understand most people face vision, attention, technology, hearing, and memory challenges at some point in their lives. Our first product addresses these issues by verbally delivering step-by-step directions, on demand, in any language, to a WiFi earphone, then reports the time spent on each step. In fact, our social responsibility is to help people with those disabilities to become independent at any age and stay independent longer. 

Of course, our system is also designed to help people learn new skills and assure their performance quality through any stage of their career from high school/college through retirement.

Customize career paths for rising stars! (...And maybe customize their roles, as well.)

Thanks Damian for leading this topic!