WEBVTT 00:00:00.534 --> 00:00:03.617 (dreamy synth music) 00:00:07.323 --> 00:00:08.678 - Hello, and thank you for joining 00:00:08.678 --> 00:00:10.922 today's Acquisition Seminar, hosted by 00:00:10.922 --> 00:00:13.107 the Federal Acquisition Institute. 00:00:13.107 --> 00:00:14.872 Today's seminar, entitled Learning 00:00:14.872 --> 00:00:16.583 and Development Across Generations, 00:00:16.583 --> 00:00:19.191 will offer valuable insight and useful information 00:00:19.191 --> 00:00:20.774 on learning and development, 00:00:20.774 --> 00:00:22.968 and how the generations of the federal workforce 00:00:22.968 --> 00:00:26.171 inform learning and development efforts. 00:00:26.171 --> 00:00:28.698 We obviously have a blended work force 00:00:28.698 --> 00:00:30.476 when it comes to generations. 00:00:30.476 --> 00:00:33.479 Baby boomers, Generation X, Millennials, 00:00:33.479 --> 00:00:35.425 and whatever the succeeding generation 00:00:35.425 --> 00:00:37.008 is going to be labeled. 00:00:37.008 --> 00:00:38.990 Learning and development efforts need 00:00:38.990 --> 00:00:41.614 to engage people across those generations 00:00:41.614 --> 00:00:44.545 to ultimately ensure the creation of a qualified work force 00:00:44.545 --> 00:00:47.519 meeting the organizational mission. 00:00:47.519 --> 00:00:50.081 The goal of this seminar is share perspectives 00:00:50.081 --> 00:00:52.233 and practices of learning and development 00:00:52.233 --> 00:00:54.445 in the federal work force, and to illustrate 00:00:54.445 --> 00:00:58.332 what is being done to engage the generations. 00:00:58.332 --> 00:01:00.368 Those answering the call to this endeavor 00:01:00.368 --> 00:01:02.688 are Karlease Kelly, Department of Agriculture, 00:01:02.688 --> 00:01:05.907 Joellen Jarrett, Small Business Administration, 00:01:05.907 --> 00:01:09.065 Sharon Ridings, Environmental Protection Agency, 00:01:09.065 --> 00:01:12.299 Jeffery Vargas, Commodity Futures Trading Commission, 00:01:12.299 --> 00:01:15.397 and Mary Ann Wangemann, University of Virigina. 00:01:15.397 --> 00:01:17.016 Let's hear from them. 00:01:17.016 --> 00:01:20.742 (upbeat rock music) 00:01:20.742 --> 00:01:23.601 - I think most employees are interested 00:01:23.601 --> 00:01:25.743 in learning and development, 00:01:25.743 --> 00:01:27.117 but sometimes they really don't know 00:01:27.117 --> 00:01:29.126 where to go or how to get started. 00:01:29.126 --> 00:01:33.293 So one way to prepare them is to really help them understand 00:01:34.261 --> 00:01:36.757 that in the federal government, 00:01:36.757 --> 00:01:39.646 they can have an amazing career journey, 00:01:39.646 --> 00:01:43.576 and that learning and development is part of that. 00:01:43.576 --> 00:01:47.123 Help them understand the types of resources 00:01:47.123 --> 00:01:50.259 that are available to entry level, 00:01:50.259 --> 00:01:52.676 at mid level, at late career. 00:01:54.000 --> 00:01:57.432 Help them understand that they have options, ways to go. 00:01:57.432 --> 00:02:00.906 Maybe they're interested in becoming a technical expert. 00:02:00.906 --> 00:02:02.758 Maybe they're interested in becoming 00:02:02.758 --> 00:02:05.175 a supervisor to a leader. 00:02:05.175 --> 00:02:07.617 It depends on what they're interested in, 00:02:07.617 --> 00:02:11.330 and how they want their career to go as to what kinds 00:02:11.330 --> 00:02:15.497 of learning resources and learning options they should take. 00:02:16.694 --> 00:02:20.361 - I think just having a culture of learning, 00:02:21.367 --> 00:02:24.434 learning is not an event or it shouldn't be an event. 00:02:24.434 --> 00:02:26.841 It really should be a practice. 00:02:26.841 --> 00:02:30.889 It should be something that we use an apply. 00:02:30.889 --> 00:02:35.056 And so often, what I see going on in training sessions, 00:02:36.806 --> 00:02:39.368 and people are there for the event, 00:02:39.368 --> 00:02:41.425 and they take the binder away, and the binder goes back, 00:02:41.425 --> 00:02:44.256 and it sits on the shelf, and there isn't 00:02:44.256 --> 00:02:45.825 a whole lot of application. 00:02:45.825 --> 00:02:49.316 So I think we really have to practice getting 00:02:49.316 --> 00:02:51.444 the learner to the point where they 00:02:51.444 --> 00:02:55.202 are going back and using, deliberately using, 00:02:55.202 --> 00:02:57.687 what it is we're teaching them. 00:02:57.687 --> 00:02:59.735 - From cradle to grave, I think that's a topic 00:02:59.735 --> 00:03:02.079 that we need to constantly bring up. 00:03:02.079 --> 00:03:04.649 So when we have them in orientation, 00:03:04.649 --> 00:03:06.779 and before they raise their hand, 00:03:06.779 --> 00:03:09.695 we explain to them all of the learning activities 00:03:09.695 --> 00:03:12.803 that take place across the agency, whether it's technical, 00:03:12.803 --> 00:03:15.289 core competencies, fundamental competencies. 00:03:15.289 --> 00:03:18.887 We also take them through the locations 00:03:18.887 --> 00:03:22.001 of where that training is housed, 00:03:22.001 --> 00:03:24.339 so that they have at least a glimmer 00:03:24.339 --> 00:03:27.215 of an idea of where it is. 00:03:27.215 --> 00:03:29.780 As they're learning so many things as they come in, 00:03:29.780 --> 00:03:32.241 we also work with the supervisors to help 00:03:32.241 --> 00:03:34.329 them understand what their roles and responsibilities 00:03:34.329 --> 00:03:37.058 are as it relates to building competencies 00:03:37.058 --> 00:03:39.688 throughout the employee's career. 00:03:39.688 --> 00:03:42.335 So it's really, it's the messaging, it's the marketing, 00:03:42.335 --> 00:03:44.153 it's getting it out there so that they recognize 00:03:44.153 --> 00:03:46.868 that it is available to them. 00:03:46.868 --> 00:03:48.525 - I think it's important that people 00:03:48.525 --> 00:03:52.613 have a mentality that is a continuing learning process. 00:03:52.613 --> 00:03:55.833 It's not a sporadic, do it one time and be done with it. 00:03:55.833 --> 00:03:57.542 It's not I'm finished with my college degree, 00:03:57.542 --> 00:03:59.324 let's start my career and forget 00:03:59.324 --> 00:04:01.050 about school for the rest of my life. 00:04:01.050 --> 00:04:02.822 It's the idea of having that ongoing 00:04:02.822 --> 00:04:04.668 relationship with learning, and understanding 00:04:04.668 --> 00:04:06.205 that things are changing all the time, 00:04:06.205 --> 00:04:07.590 particularly in our federal work force, 00:04:07.590 --> 00:04:09.312 and the challenges that the people 00:04:09.312 --> 00:04:10.860 in the federal work force face every day. 00:04:10.860 --> 00:04:13.041 So we've gotta stay tuned in and constantly 00:04:13.041 --> 00:04:16.944 be improving our skills in learning and development. 00:04:16.944 --> 00:04:19.944 (upbeat rock music) 00:04:22.250 --> 00:04:24.196 - I think part of what they really need 00:04:24.196 --> 00:04:26.932 to understand is that they can be in the driver's 00:04:26.932 --> 00:04:29.955 seat today of learning and development. 00:04:29.955 --> 00:04:34.363 They can make choices about what is interesting to them. 00:04:34.363 --> 00:04:38.701 They can ask for the kinds of learning experiences 00:04:38.701 --> 00:04:41.362 that they're interested in. 00:04:41.362 --> 00:04:44.552 They usually will develop their plans 00:04:44.552 --> 00:04:47.499 for learning in conjunction with their supervisor. 00:04:47.499 --> 00:04:50.737 They've gotta think about the mission needs of the 00:04:50.737 --> 00:04:55.064 organization, and how they can contribute to that mission. 00:04:55.064 --> 00:05:00.023 - I definitely think they need to understand how to learn. 00:05:00.023 --> 00:05:04.017 I think they need to understand how they best learn. 00:05:04.017 --> 00:05:07.767 I think it's important that we help employees 00:05:08.627 --> 00:05:13.039 do a better job of assessing where their learning needs are, 00:05:13.039 --> 00:05:15.631 not just what they want to learn. 00:05:15.631 --> 00:05:16.642 - I think it's really important 00:05:16.642 --> 00:05:18.424 that when they come to the learning event 00:05:18.424 --> 00:05:20.549 that they've primed themselves. 00:05:20.549 --> 00:05:22.053 I like to call it priming the pump. 00:05:22.053 --> 00:05:23.566 So that they've thought about the topic, 00:05:23.566 --> 00:05:26.641 and that they make the learning be important to them. 00:05:26.641 --> 00:05:28.229 So the better primed the person 00:05:28.229 --> 00:05:29.618 is when they come into the class, 00:05:29.618 --> 00:05:32.147 the more open they are to hearing new ideas 00:05:32.147 --> 00:05:34.794 and to being able to figure out how the information 00:05:34.794 --> 00:05:35.965 that I'm providing them ties 00:05:35.965 --> 00:05:37.929 to their existing knowledge structure. 00:05:37.929 --> 00:05:40.590 - The beautiful part about being a federal employee in this 00:05:40.590 --> 00:05:44.048 environment is there's open space to be creative. 00:05:44.048 --> 00:05:46.403 And why? Because many cases learning 00:05:46.403 --> 00:05:48.723 and development budgets continue to decrease. 00:05:48.723 --> 00:05:51.029 But that doesn't mean creativity needs to decrease. 00:05:51.029 --> 00:05:53.347 So employees can be very creative in kinds 00:05:53.347 --> 00:05:56.517 of learning that they want to experience in the future. 00:05:56.517 --> 00:05:59.517 (upbeat rock music) 00:06:04.002 --> 00:06:05.886 - We have an EPA University Share Point site 00:06:05.886 --> 00:06:09.117 that has a link to every single technical 00:06:09.117 --> 00:06:12.157 learning site within the agency. 00:06:12.157 --> 00:06:14.762 In my role, we manage the leadership 00:06:14.762 --> 00:06:18.216 and core competency development activities. 00:06:18.216 --> 00:06:22.836 We let the experts, the SMEs, the subject matter experts, 00:06:22.836 --> 00:06:26.575 actually identify what are those skills and abilities 00:06:26.575 --> 00:06:28.582 that they need in the particular areas. 00:06:28.582 --> 00:06:31.012 At EPA, we have scientists and lawyers 00:06:31.012 --> 00:06:34.416 and areas where I am certainly not an expert, 00:06:34.416 --> 00:06:36.134 so we let them take care of that. 00:06:36.134 --> 00:06:39.415 But we link to it, so we have schools of, 00:06:39.415 --> 00:06:41.682 and there's five or six different schools 00:06:41.682 --> 00:06:43.862 that they have access to. 00:06:43.862 --> 00:06:47.407 The custom courses are all cascaded under those, 00:06:47.407 --> 00:06:49.516 and then any of the other courses 00:06:49.516 --> 00:06:53.056 that we link to through GSA or OPM 00:06:53.056 --> 00:06:55.575 are also available to them through that site. 00:06:55.575 --> 00:06:58.090 So it's a one stop shop for them. 00:06:58.090 --> 00:06:59.519 - Internet sites work, obviously 00:06:59.519 --> 00:07:01.892 learning management systems work as well. 00:07:01.892 --> 00:07:04.794 But we do a little bit of something different as well. 00:07:04.794 --> 00:07:08.805 What we do is we take a look at our four or five different 00:07:08.805 --> 00:07:12.016 kinds of vendors, if you will, learning providers, 00:07:12.016 --> 00:07:14.902 and we work with them to create e-newsletters. 00:07:14.902 --> 00:07:17.346 That's very specific about upcoming things 00:07:17.346 --> 00:07:18.520 that are taking place. 00:07:18.520 --> 00:07:21.399 So you might have 10 different webinars, 00:07:21.399 --> 00:07:24.209 but what we will do is we will cut and paste, 00:07:24.209 --> 00:07:28.561 we'll cater the communication message to someone or some 00:07:28.561 --> 00:07:32.728 occupational series for which those classes will work. 00:07:34.018 --> 00:07:37.018 (upbeat rock music) 00:07:41.572 --> 00:07:43.428 - I think in terms of recruiting, 00:07:43.428 --> 00:07:46.991 maybe the better you can define the job, 00:07:46.991 --> 00:07:51.454 and also point people to information about where 00:07:51.454 --> 00:07:54.829 that person can go once they take that job, 00:07:54.829 --> 00:07:58.093 then the better likelihood you have of getting the type 00:07:58.093 --> 00:08:00.417 of employee that you're looking for, 00:08:00.417 --> 00:08:05.293 who's going to be very successful in filling the role. 00:08:05.293 --> 00:08:06.920 - I think that that has a lot to do 00:08:06.920 --> 00:08:09.107 with the questions that we ask people. 00:08:09.107 --> 00:08:13.861 If you're identifying certain behaviors, or skill levels, 00:08:13.861 --> 00:08:16.117 you can ask specific questions. 00:08:16.117 --> 00:08:18.520 So if you're ina group interview process, 00:08:18.520 --> 00:08:20.373 asking about learning and development 00:08:20.373 --> 00:08:22.191 and what people do on a regular basis 00:08:22.191 --> 00:08:24.800 in order to continue to grow in their personal 00:08:24.800 --> 00:08:26.828 and their professional lives, 00:08:26.828 --> 00:08:28.325 that will give you a great indicator 00:08:28.325 --> 00:08:32.288 of what their interest is in those areas. 00:08:32.288 --> 00:08:34.415 - I think it's really important that you have curiosity, 00:08:34.415 --> 00:08:36.096 that the people that you're hiring 00:08:36.096 --> 00:08:39.593 have a genuine love of learning, 00:08:39.593 --> 00:08:41.292 and that they're willing to keep engaging 00:08:41.292 --> 00:08:43.737 with new and exciting topics. 00:08:43.737 --> 00:08:45.966 Nothing in the federal government is static, 00:08:45.966 --> 00:08:48.697 and you have to make sure that you're getting employees 00:08:48.697 --> 00:08:50.057 that understand this is not rote, 00:08:50.057 --> 00:08:53.093 process-oriented work day in and day out. 00:08:53.093 --> 00:08:56.556 This is, we have challenges that as a nation we face, 00:08:56.556 --> 00:08:58.087 and our federal employees are 00:08:58.087 --> 00:08:59.771 the front line defense for that. 00:08:59.771 --> 00:09:01.603 So they've got to be on their game, 00:09:01.603 --> 00:09:03.079 which means that they really need to be 00:09:03.079 --> 00:09:05.330 tuned into the fact that things are changing. 00:09:05.330 --> 00:09:06.822 So you want to make sure that you're getting people 00:09:06.822 --> 00:09:09.593 into the federal government that have that desire to learn, 00:09:09.593 --> 00:09:11.752 that curiosity, how can we do things better? 00:09:11.752 --> 00:09:13.312 How can we do things differently? 00:09:13.312 --> 00:09:14.947 What kinds of new technologies can we take advantage 00:09:14.947 --> 00:09:16.684 of to make sure that we're providing 00:09:16.684 --> 00:09:18.635 the best service to our taxpayers? 00:09:18.635 --> 00:09:21.112 - If the federal government really talking more 00:09:21.112 --> 00:09:22.894 about career pathing for folks, 00:09:22.894 --> 00:09:25.702 helped them understand how we hire people 00:09:25.702 --> 00:09:28.424 and we don't expect them to know everything up front. 00:09:28.424 --> 00:09:31.255 That one of the expectations of being, I think, 00:09:31.255 --> 00:09:34.939 an effective federal leader is that you invest in learning, 00:09:34.939 --> 00:09:37.368 and you invest in learning profiles as well. 00:09:37.368 --> 00:09:39.117 So I think the government can talk about 00:09:39.117 --> 00:09:40.572 that during their recruitment effort, 00:09:40.572 --> 00:09:43.598 and let people know that learning is an expectation. 00:09:43.598 --> 00:09:45.630 Have leaders talk about learning would be 00:09:45.630 --> 00:09:47.081 also a very important thing. 00:09:47.081 --> 00:09:48.890 It sets the tone for the organization 00:09:48.890 --> 00:09:50.460 that someone's going in to say hey, 00:09:50.460 --> 00:09:53.335 we want to welcome you in not just to do a job, 00:09:53.335 --> 00:09:55.706 but to learn a job. Not just to have a skill, 00:09:55.706 --> 00:09:57.623 but to improve a skill. 00:09:58.585 --> 00:10:01.585 (upbeat rock music) 00:10:05.013 --> 00:10:07.639 - We have an acquisition committee of practice, 00:10:07.639 --> 00:10:10.889 we also have an evaluation or a program 00:10:11.832 --> 00:10:13.931 evaluation committee of practice, 00:10:13.931 --> 00:10:17.639 and a supervisory committee of practice that we are growing. 00:10:17.639 --> 00:10:20.686 We make sure that we are providing tools 00:10:20.686 --> 00:10:24.019 for them to plan their meeting sessions. 00:10:26.466 --> 00:10:28.109 We make ourselves available 00:10:28.109 --> 00:10:31.685 for the meeting sessions as facilitators. 00:10:31.685 --> 00:10:34.963 We try to get them engaged beyond SBA, 00:10:34.963 --> 00:10:38.006 so with other communities of practice. 00:10:38.006 --> 00:10:41.350 And just really act as champions 00:10:41.350 --> 00:10:43.868 and encourage participation. 00:10:43.868 --> 00:10:47.237 - We have actually a number of communities of practice, 00:10:47.237 --> 00:10:50.727 whether it's acquisitions or it's the science fields, 00:10:50.727 --> 00:10:53.496 the lawyers have their own groups. 00:10:53.496 --> 00:10:56.662 You have the leaders, we have a specific 00:10:56.662 --> 00:10:58.773 supervisory group that get together, 00:10:58.773 --> 00:11:00.983 they look for different learning and activities 00:11:00.983 --> 00:11:02.581 that they can engage in to help 00:11:02.581 --> 00:11:04.806 increase their competency levels. 00:11:04.806 --> 00:11:06.726 In the learning and development field, 00:11:06.726 --> 00:11:09.872 we have folks that do assessments and coaching 00:11:09.872 --> 00:11:11.869 and mentoring so there's many fields 00:11:11.869 --> 00:11:15.253 or communities of practice within EPA. 00:11:15.253 --> 00:11:16.697 - When you're an individual, 00:11:16.697 --> 00:11:18.998 you only have access to the people who you know. 00:11:18.998 --> 00:11:21.821 But in a community of practice, you now have access to the 00:11:21.821 --> 00:11:25.514 networks that everybody in the community has access to. 00:11:25.514 --> 00:11:28.411 And that gives you power, because it gives you knowledge 00:11:28.411 --> 00:11:30.998 and it gives you the ability to access 00:11:30.998 --> 00:11:33.009 that knowledge when you need it. 00:11:33.009 --> 00:11:34.597 - We have an interesting methodology 00:11:34.597 --> 00:11:37.092 for community of practice, because we focus on 00:11:37.092 --> 00:11:39.385 building the technical knowledge in a broad sense 00:11:39.385 --> 00:11:41.455 around the commission, and how we do 00:11:41.455 --> 00:11:43.249 that is we have something called 00:11:43.249 --> 00:11:44.865 the Commission Learning Circles. 00:11:44.865 --> 00:11:47.303 And what we do is we bring folks together 00:11:47.303 --> 00:11:50.029 periodically to offer up courses. 00:11:50.029 --> 00:11:51.933 And so these are courses that are designed 00:11:51.933 --> 00:11:55.105 and developed by employees for employees. 00:11:55.105 --> 00:11:58.444 We digitize them, and we make them available for employees, 00:11:58.444 --> 00:12:00.864 and in about a 16, 18 month period 00:12:00.864 --> 00:12:02.708 of time we did 32 courses. 00:12:02.708 --> 00:12:06.267 So what that did is it created a library of learning, 00:12:06.267 --> 00:12:09.852 particularly on the technical side of the house. 00:12:09.852 --> 00:12:12.852 (upbeat rock music) 00:12:15.158 --> 00:12:18.536 - In terms of the future, I see a work force 00:12:18.536 --> 00:12:22.703 that is more comfortable and capable with technology in 00:12:25.839 --> 00:12:30.006 terms of doing their job and meeting customer needs. 00:12:32.403 --> 00:12:35.856 I see a group that maybe jobs are 00:12:35.856 --> 00:12:39.678 a little bit more expanded, not so segmented 00:12:39.678 --> 00:12:43.540 into specific types of roles, but maybe people 00:12:43.540 --> 00:12:47.604 have multiple roles that they're working to fulfill. 00:12:47.604 --> 00:12:50.937 And I see that hopefully, the work force 00:12:52.946 --> 00:12:55.646 of the future will have taken advantage 00:12:55.646 --> 00:12:58.651 of the ability to capture knowledge 00:12:58.651 --> 00:13:01.426 from the folks that are here that may not 00:13:01.426 --> 00:13:04.166 be here in the future, and learn some things 00:13:04.166 --> 00:13:07.528 that help them just be a little bit 00:13:07.528 --> 00:13:10.274 more efficient and effective. 00:13:10.274 --> 00:13:12.385 I think the work force of the future 00:13:12.385 --> 00:13:14.636 is going to be better educated, 00:13:14.636 --> 00:13:17.236 and probably uniquely prepared for 00:13:17.236 --> 00:13:21.760 the increasing challenges that we face in the government. 00:13:21.760 --> 00:13:23.326 - And as I'm looking at learning 00:13:23.326 --> 00:13:26.242 and development supervisors, we have a mandatory 00:13:26.242 --> 00:13:29.629 supervisory program, I'm seeing a lot more millennials 00:13:29.629 --> 00:13:32.000 that are coming into those roles, 00:13:32.000 --> 00:13:33.906 and even some Gen X that are coming 00:13:33.906 --> 00:13:35.470 into the team leader roles. 00:13:35.470 --> 00:13:37.614 So it's really exciting to see that, 00:13:37.614 --> 00:13:39.663 because they're very excited about learning, 00:13:39.663 --> 00:13:41.573 they're very excited about the opportunities. 00:13:41.573 --> 00:13:44.400 And so we're talking more to them about what are 00:13:44.400 --> 00:13:48.498 those learning activities that they enjoy engaging in. 00:13:48.498 --> 00:13:50.700 - It's going to look much more nimble, 00:13:50.700 --> 00:13:52.829 in terms of the kinds of jobs. 00:13:52.829 --> 00:13:56.028 Millennials, and frankly some Generation X believe 00:13:56.028 --> 00:13:58.597 that career paths are no longer ladders. 00:13:58.597 --> 00:14:00.972 In fact, they're called ladders to lattice, right? 00:14:00.972 --> 00:14:02.933 They're also called Z career paths. 00:14:02.933 --> 00:14:04.930 So sorta like Zorro, you're going from one side 00:14:04.930 --> 00:14:07.260 to the other to the other, and you're climbing, 00:14:07.260 --> 00:14:09.197 but you're not doing it in a vertical capacity. 00:14:09.197 --> 00:14:12.223 That is challenging some leadership programs that we have. 00:14:12.223 --> 00:14:17.063 Now you can identify for any employee, from any generation, 00:14:17.063 --> 00:14:19.199 here are the things you need to complete. 00:14:19.199 --> 00:14:21.074 But we also have to have an honest conversation to say even 00:14:21.074 --> 00:14:23.038 though you may have completed all of those things, 00:14:23.038 --> 00:14:25.157 that doesn't guarantee the next step. 00:14:25.157 --> 00:14:26.600 What it does guarantee is that you're 00:14:26.600 --> 00:14:29.066 most prepared to enter than next step, 00:14:29.066 --> 00:14:32.241 not necessarily as selection for that next step. 00:14:32.241 --> 00:14:35.241 (upbeat rock music) 00:14:40.585 --> 00:14:42.831 - I think we are seeing a much more 00:14:42.831 --> 00:14:45.998 skilled work force coming in the door. 00:14:47.568 --> 00:14:51.735 At least within SBA, we're hiring many college grads. 00:14:55.016 --> 00:14:57.365 These are not folks coming in the door 00:14:57.365 --> 00:14:59.174 at a very junior level. 00:14:59.174 --> 00:15:00.921 They're coming in a little bit beyond 00:15:00.921 --> 00:15:05.455 the basic knowledge point, and they're coming in very eager, 00:15:05.455 --> 00:15:08.677 very anxious, and very ready. 00:15:08.677 --> 00:15:12.844 And so making sure that we couple that thirst for success, 00:15:14.490 --> 00:15:16.237 that thirst for advancement, with a thirst 00:15:16.237 --> 00:15:19.689 for knowledge and continual learning is important. 00:15:19.689 --> 00:15:22.102 - I came to EPA in 2000. 00:15:22.102 --> 00:15:26.206 I was told about the flood of baby boomers 00:15:26.206 --> 00:15:29.122 that were going to be leaving the federal government. 00:15:29.122 --> 00:15:30.707 That didn't happen at the time. 00:15:30.707 --> 00:15:32.718 It's been a slow process. 00:15:32.718 --> 00:15:35.095 Over the years we've seen people retiring, 00:15:35.095 --> 00:15:36.210 but I know folks that have been 00:15:36.210 --> 00:15:38.350 with the federal government for 40 years, 00:15:38.350 --> 00:15:41.140 and really love what they do and would like 00:15:41.140 --> 00:15:44.691 to continue as long as they can add value. 00:15:44.691 --> 00:15:49.354 It's interesting to see how technology has influenced 00:15:49.354 --> 00:15:52.474 the way we deliver learning and development. 00:15:52.474 --> 00:15:55.360 But also, when you talk to the different generations, 00:15:55.360 --> 00:15:58.182 there was an assumption that millennials 00:15:58.182 --> 00:16:01.678 and the gen X were going to be very favorable, 00:16:01.678 --> 00:16:04.894 or looking at favorably to e-learning. 00:16:04.894 --> 00:16:07.760 And I'm finding that that's not always the case. 00:16:07.760 --> 00:16:11.382 That the baby boomers are also enjoying 00:16:11.382 --> 00:16:13.731 the different types of delivery activities, 00:16:13.731 --> 00:16:17.801 so it could be classroom or e-learning, or other forms. 00:16:17.801 --> 00:16:21.907 But we are trying not to put people in a box, 00:16:21.907 --> 00:16:24.539 because we look at the learning styles 00:16:24.539 --> 00:16:26.582 that each individual brings to the table, 00:16:26.582 --> 00:16:28.548 and try to meet those needs. 00:16:28.548 --> 00:16:30.866 - Right now, those older federal workers, 00:16:30.866 --> 00:16:32.592 they provide us the great context 00:16:32.592 --> 00:16:36.052 of what we're tried before, what's worked, 00:16:36.052 --> 00:16:37.760 what hasn't worked, what kinds of things 00:16:37.760 --> 00:16:41.899 that may be solutions that we could employ in the future. 00:16:41.899 --> 00:16:44.037 Our younger works bring that energy, 00:16:44.037 --> 00:16:45.926 that enthusiasm, that creativity, 00:16:45.926 --> 00:16:49.593 and those new ideas that very nicely balance 00:16:50.661 --> 00:16:53.614 that context that the older generation provides. 00:16:53.614 --> 00:16:55.109 They understand the technology, 00:16:55.109 --> 00:16:56.814 they understand the comfortableness 00:16:56.814 --> 00:16:59.461 of being able to network at a global level, 00:16:59.461 --> 00:17:01.801 and they're able to bring that side to the house. 00:17:01.801 --> 00:17:04.338 So when you merge those two generations, 00:17:04.338 --> 00:17:07.481 you really do have the best of both possible worlds. 00:17:07.481 --> 00:17:09.395 - The challenge, and when you start talking 00:17:09.395 --> 00:17:10.562 about learning and development, 00:17:10.562 --> 00:17:12.228 is that younger generations are interested 00:17:12.228 --> 00:17:14.564 in learning for themselves. 00:17:14.564 --> 00:17:17.658 So the question is, if I'm going to learn something, 00:17:17.658 --> 00:17:19.920 I need to know that it has application. 00:17:19.920 --> 00:17:24.475 And for younger generations, success is speed to execution. 00:17:24.475 --> 00:17:27.283 So if I can learn something quickly, 00:17:27.283 --> 00:17:29.535 I can learn it in very fast capacity, 00:17:29.535 --> 00:17:31.263 and I can apply it right away, 00:17:31.263 --> 00:17:33.891 therefore by definition it's good. 00:17:33.891 --> 00:17:35.545 The challenge with that is sometimes the learning 00:17:35.545 --> 00:17:37.126 that you need comes through a little bit 00:17:37.126 --> 00:17:39.495 of time and space and experience. 00:17:39.495 --> 00:17:42.313 And so for instance, in the acquisitions area, 00:17:42.313 --> 00:17:45.729 you might learn a tremendous amount about the federal 00:17:45.729 --> 00:17:48.652 acquisition regulations, and you should, and you would. 00:17:48.652 --> 00:17:50.191 But how do you apply that knowledge 00:17:50.191 --> 00:17:53.003 and skill in an environment where you're working 00:17:53.003 --> 00:17:56.513 with a cadre of senior leaders that was to execute 00:17:56.513 --> 00:17:59.394 X, Y, or Z quickly, but they want to make sure 00:17:59.394 --> 00:18:01.803 that other activities are taking place. 00:18:01.803 --> 00:18:05.083 That requires a broader, strategic skillset 00:18:05.083 --> 00:18:06.878 that comes over time. 00:18:06.878 --> 00:18:09.162 I think we're in a great place in government in 00:18:09.162 --> 00:18:12.241 that we have a lot of, particularly acquisition area, 00:18:12.241 --> 00:18:15.154 fantastic young people who've got wonderful vision. 00:18:15.154 --> 00:18:18.196 But we have to have an honest conversation with them about 00:18:18.196 --> 00:18:20.462 what does it take to become a leader in that area, 00:18:20.462 --> 00:18:21.685 and it might be a little bit more 00:18:21.685 --> 00:18:24.935 time than one can anticipate coming in. 00:18:25.826 --> 00:18:28.826 (upbeat rock music) 00:18:31.459 --> 00:18:33.783 Learning, in a way, is like kaleidoscope 00:18:33.783 --> 00:18:36.141 with so many options. 00:18:36.141 --> 00:18:38.900 And some of that really depends on the needs 00:18:38.900 --> 00:18:41.553 that are related to learning. 00:18:41.553 --> 00:18:45.786 I think sometimes people learn best depending on the topic, 00:18:45.786 --> 00:18:50.464 depending on the person, depending on the requirement, 00:18:50.464 --> 00:18:53.452 they may learn best by actually doing. 00:18:53.452 --> 00:18:56.499 Or maybe even watching somebody do first, 00:18:56.499 --> 00:18:58.798 and then do it themselves. 00:18:58.798 --> 00:19:02.965 Other times, they may learn best by maybe short bursts 00:19:04.580 --> 00:19:08.260 of learning that they have through maybe a mobile app, 00:19:08.260 --> 00:19:10.872 or maybe, you know, some information 00:19:10.872 --> 00:19:14.779 that they're reading in their learning management system, 00:19:14.779 --> 00:19:18.162 and them maybe going to a class where 00:19:18.162 --> 00:19:22.066 they can talk to people, hear a panel. 00:19:22.066 --> 00:19:24.021 Sometimes, the best way to learn 00:19:24.021 --> 00:19:27.202 is by having a mentoring relationship. 00:19:27.202 --> 00:19:30.147 So some of it depends on what the needs are, 00:19:30.147 --> 00:19:34.580 as to how you actually work toward meeting them. 00:19:34.580 --> 00:19:36.623 - As far as acquisition is concerned, 00:19:36.623 --> 00:19:38.299 I think one of the best changes 00:19:38.299 --> 00:19:41.200 that I have seen recently is the creation 00:19:41.200 --> 00:19:44.617 of distance learning, or blended learning 00:19:45.532 --> 00:19:48.557 for some of the longer courses. 00:19:48.557 --> 00:19:52.481 FCM 190, for our fundamentals, and CON 170, 00:19:52.481 --> 00:19:54.280 they're 10 day courses. 00:19:54.280 --> 00:19:55.828 And when you look at travel budgets 00:19:55.828 --> 00:19:57.460 and you look at the shrinking learning 00:19:57.460 --> 00:20:01.177 and development budgets, it becomes a heavy burden on all 00:20:01.177 --> 00:20:03.176 of the federal agencies, because these 00:20:03.176 --> 00:20:06.625 are required courses for certification. 00:20:06.625 --> 00:20:11.594 And so, for those organizations that have been able 00:20:11.594 --> 00:20:16.120 to successfully stand up the distance courses, 00:20:16.120 --> 00:20:18.303 I applaud them, I applaud them. 00:20:18.303 --> 00:20:20.958 Because it's very much needed. 00:20:20.958 --> 00:20:24.259 - Acquisitions were doing a lot of e-learning, 00:20:24.259 --> 00:20:26.622 for just in time access. 00:20:26.622 --> 00:20:28.961 Because depending upon what they're working on in 00:20:28.961 --> 00:20:32.560 that moment, and where they are in the organization, 00:20:32.560 --> 00:20:34.449 some of them are needing different things. 00:20:34.449 --> 00:20:35.989 So as a matter of fact, I met with our 00:20:35.989 --> 00:20:40.083 acquisitions guru yesterday, and we were talking about 00:20:40.083 --> 00:20:42.963 the different things that we need to do to make sure 00:20:42.963 --> 00:20:46.649 that the acquisition employees have those skills. 00:20:46.649 --> 00:20:48.419 - Every learner learn differently, right? 00:20:48.419 --> 00:20:49.618 Some people are auditory learners, 00:20:49.618 --> 00:20:51.322 some people like the hands on, 00:20:51.322 --> 00:20:54.335 some people can sit in a lecture, some people like to read. 00:20:54.335 --> 00:20:57.358 And I think too often we assume it's a one size fits all. 00:20:57.358 --> 00:20:59.844 So if you bring everybody into a traditional classroom, 00:20:59.844 --> 00:21:02.309 and you expect everybody to engage actively, 00:21:02.309 --> 00:21:03.963 that's not going to work for everybody. 00:21:03.963 --> 00:21:05.405 That's going to work for some people, 00:21:05.405 --> 00:21:07.111 but not necessarily everybody else. 00:21:07.111 --> 00:21:08.704 The other thing I think becomes a challenge 00:21:08.704 --> 00:21:11.525 is when you have training that occurs six months 00:21:11.525 --> 00:21:13.464 before you actually use it, right? 00:21:13.464 --> 00:21:15.122 Because you forget a lot of that stuff. 00:21:15.122 --> 00:21:17.282 Or you've been doing the job for all this time 00:21:17.282 --> 00:21:19.494 through on the job training, and you haven't had any 00:21:19.494 --> 00:21:20.862 of the formal training to give you 00:21:20.862 --> 00:21:22.334 the context that you need. 00:21:22.334 --> 00:21:24.885 So I think as soon as training can become just in time, 00:21:24.885 --> 00:21:27.553 I need training right now, where can I get it, 00:21:27.553 --> 00:21:29.140 and is it available to me? 00:21:29.140 --> 00:21:30.670 That's what's really gonna make the difference, 00:21:30.670 --> 00:21:32.594 and that's what's gonna empower our employees. 00:21:32.594 --> 00:21:34.267 - I think that's probably one of the toughest jobs 00:21:34.267 --> 00:21:37.599 of folks who have this title of CLO. 00:21:37.599 --> 00:21:40.339 One of the things is you have to think 00:21:40.339 --> 00:21:42.547 of your learning opportunity like a restaurant. 00:21:42.547 --> 00:21:44.681 You know, if you have a restaurant and you serve just one 00:21:44.681 --> 00:21:47.064 thing, you're probably not going to be in business for long. 00:21:47.064 --> 00:21:49.743 So you have to be able to provide a menu that's going to 00:21:49.743 --> 00:21:52.449 speak to different generations in different ways. 00:21:52.449 --> 00:21:55.361 I think our approach to learning begins 00:21:55.361 --> 00:21:57.979 with a conversation and data. 00:21:57.979 --> 00:22:02.168 Data you have to do annual training needs assessments. 00:22:02.168 --> 00:22:04.378 I think most agencies wanna do it, 00:22:04.378 --> 00:22:05.547 their heart's in the right place. 00:22:05.547 --> 00:22:07.960 They may not fund it, but my position 00:22:07.960 --> 00:22:10.786 is find someone great in the IT area, 00:22:10.786 --> 00:22:13.788 help them build for you and internal needs assessment 00:22:13.788 --> 00:22:17.263 process, because you need data to help drive decisions. 00:22:17.263 --> 00:22:18.478 The other thing too is you gotta have 00:22:18.478 --> 00:22:20.212 conversations to validate those decisions. 00:22:20.212 --> 00:22:21.476 And then you have to overlay them 00:22:21.476 --> 00:22:23.979 with what are the priorities of the agency, 00:22:23.979 --> 00:22:25.253 and what are the priorities of the 00:22:25.253 --> 00:22:28.347 overarching industry that you're in? 00:22:28.347 --> 00:22:31.154 And make sure that your learning activities 00:22:31.154 --> 00:22:33.407 are matching the priorities of the business. 00:22:33.407 --> 00:22:35.017 One of the things that we've gotta be careful 00:22:35.017 --> 00:22:38.264 of is that we let folks get excited about learning 00:22:38.264 --> 00:22:40.787 everything, and then there's no application for it. 00:22:40.787 --> 00:22:42.697 The challenge for all of us as leaders 00:22:42.697 --> 00:22:46.484 is to help guide what that menu could look like, 00:22:46.484 --> 00:22:49.349 and open up the restaurant the right way. 00:22:49.349 --> 00:22:52.349 (upbeat rock music) 00:22:53.707 --> 00:22:57.689 - I think one thing that isn't being addressed 00:22:57.689 --> 00:23:00.156 is certainly not as well as people 00:23:00.156 --> 00:23:03.956 really want to see it addressed is information to employees 00:23:03.956 --> 00:23:07.809 to understand how to grow and manage their career. 00:23:07.809 --> 00:23:09.243 I was having a conversation with somebody 00:23:09.243 --> 00:23:12.012 just the other day about how we used to have 00:23:12.012 --> 00:23:15.868 these great career maps, everything was so clear, 00:23:15.868 --> 00:23:18.258 everything was, in fact most of those maps 00:23:18.258 --> 00:23:20.851 would show sort of this vertical movement. 00:23:20.851 --> 00:23:23.111 You go from step A to step B. 00:23:23.111 --> 00:23:26.608 But the work place has really changed, 00:23:26.608 --> 00:23:30.174 and I think in today's world I've seen 00:23:30.174 --> 00:23:33.701 a few people working in that direction to try to map out 00:23:33.701 --> 00:23:36.671 how are people really growing and advancing 00:23:36.671 --> 00:23:39.738 so others can learn, so others can follow. 00:23:39.738 --> 00:23:42.089 And we're finding the best model 00:23:42.089 --> 00:23:44.303 is not that up and down model, 00:23:44.303 --> 00:23:46.983 but it's really more of a lattice model, 00:23:46.983 --> 00:23:48.922 to give people a better idea. 00:23:48.922 --> 00:23:51.534 Now some people will just do that naturally, 00:23:51.534 --> 00:23:53.926 but I think that we may have to really help people 00:23:53.926 --> 00:23:56.399 understand how to do that better, 00:23:56.399 --> 00:23:59.274 so we have more people in the pipeline. 00:23:59.274 --> 00:24:02.614 - Rotational assignments, is actually something 00:24:02.614 --> 00:24:05.176 that we are just embarking upon, 00:24:05.176 --> 00:24:09.259 because we do see a need from a knowledge capture 00:24:11.023 --> 00:24:13.606 knowledge transfer perspective. 00:24:15.030 --> 00:24:18.601 We see a real need to get folks engaged in a very 00:24:18.601 --> 00:24:22.601 non-traditional learning style with one another. 00:24:23.710 --> 00:24:27.672 You know, learning not just what's in the book, 00:24:27.672 --> 00:24:31.839 but learning what you do, as you prepare to embark on your 00:24:32.922 --> 00:24:37.323 next adventure and close a chapter in your career, 00:24:37.323 --> 00:24:39.736 we need somebody prepared to pick 00:24:39.736 --> 00:24:42.271 that chapter up and keep going. 00:24:42.271 --> 00:24:46.202 And that isn't always something that's going to be addressed 00:24:46.202 --> 00:24:48.175 in a traditional learning format. 00:24:48.175 --> 00:24:50.476 So rotational assignments are important. 00:24:50.476 --> 00:24:52.589 - I think it's really important for people 00:24:52.589 --> 00:24:55.969 to be tied directly to the end game. 00:24:55.969 --> 00:24:58.206 So if I'm a contracting officer, 00:24:58.206 --> 00:25:00.379 if you can take me out on a ship 00:25:00.379 --> 00:25:02.409 and show me the supplies that I'm buying 00:25:02.409 --> 00:25:04.874 to support our war fighter, now all of a sudden 00:25:04.874 --> 00:25:07.773 I have a direct connection with Sally the sailor 00:25:07.773 --> 00:25:09.451 who needs what I'm doing. 00:25:09.451 --> 00:25:13.336 And that link between people and between functionality, 00:25:13.336 --> 00:25:15.227 I think it is extremely critical. 00:25:15.227 --> 00:25:17.874 You know, we all get overwhelmed sometimes 00:25:17.874 --> 00:25:20.515 with the amount of process, the amount of paperwork, 00:25:20.515 --> 00:25:22.208 how long it takes to get things done, 00:25:22.208 --> 00:25:24.855 both in the federal government and within private sector. 00:25:24.855 --> 00:25:26.908 But as soon as we can get ourselves tied 00:25:26.908 --> 00:25:30.343 to why am I actually providing this service? 00:25:30.343 --> 00:25:31.517 What is the mission? 00:25:31.517 --> 00:25:33.168 And to see that mission in real life, 00:25:33.168 --> 00:25:35.417 that I think is empowering to people. 00:25:35.417 --> 00:25:37.338 Now all of a sudden, when they start talking to Sally 00:25:37.338 --> 00:25:39.306 and find out what things work for her 00:25:39.306 --> 00:25:40.633 and what things don't work for her, 00:25:40.633 --> 00:25:41.984 now I can make changes in the way 00:25:41.984 --> 00:25:44.790 I'm doing my job to better support her. 00:25:44.790 --> 00:25:47.944 - We have folks come into the federal workplace 00:25:47.944 --> 00:25:50.631 we don't talk about enough what 00:25:50.631 --> 00:25:53.195 does the world of work look like? 00:25:53.195 --> 00:25:55.300 And so not that we need boot camps, 00:25:55.300 --> 00:25:56.725 because those sometimes are a strong word, 00:25:56.725 --> 00:25:58.468 but we need refreshers and reminders 00:25:58.468 --> 00:25:59.908 and those kinds of things. 00:25:59.908 --> 00:26:02.553 Because what we're seeing is generational conflict 00:26:02.553 --> 00:26:05.256 taking place, and it's not because anybody 00:26:05.256 --> 00:26:07.381 is trying to do anything or they have animosity, 00:26:07.381 --> 00:26:11.090 it's the fact that there's just a lack of awareness. 00:26:11.090 --> 00:26:14.090 (upbeat rock music) 00:26:16.540 --> 00:26:20.558 - Well IT, for us, is like a strategic partner. 00:26:20.558 --> 00:26:24.546 In fact, our learning management system as USDA 00:26:24.546 --> 00:26:26.463 is managed by our OCIO. 00:26:28.359 --> 00:26:32.450 And I tell people that we work seamlessly together 00:26:32.450 --> 00:26:36.082 as if we were one team, as if we were reporting 00:26:36.082 --> 00:26:39.575 to the same people, because we both know 00:26:39.575 --> 00:26:42.886 that it's really critical for us to do work together 00:26:42.886 --> 00:26:46.198 to accomplish the things that we need to accomplish. 00:26:46.198 --> 00:26:49.365 We use our learning management system, 00:26:50.442 --> 00:26:54.025 which is sort of the backbone of how we reach 00:26:54.025 --> 00:26:56.506 employees to push out learning, 00:26:56.506 --> 00:27:00.216 to make suggestions to people about what they should take, 00:27:00.216 --> 00:27:02.957 to offer programming to them, 00:27:02.957 --> 00:27:06.207 to even to get feedback about learning. 00:27:07.106 --> 00:27:11.273 Our training evaluation is done through an IT process. 00:27:12.201 --> 00:27:14.541 So IT is a really critical part, 00:27:14.541 --> 00:27:18.105 we use it also in terms of doing webinars, 00:27:18.105 --> 00:27:20.140 because we are a large geographically 00:27:20.140 --> 00:27:22.189 dispersed organization. 00:27:22.189 --> 00:27:26.617 The day of spending money to travel people to one place 00:27:26.617 --> 00:27:30.937 to get training is disappearing very rapidly. 00:27:30.937 --> 00:27:34.664 Gone, in some places, but thankfully because of IT, 00:27:34.664 --> 00:27:37.592 we can continue to do training, 00:27:37.592 --> 00:27:42.354 and maybe do it better than we've ever done through IT. 00:27:42.354 --> 00:27:45.187 - One of the biggest challenges is consistency 00:27:45.187 --> 00:27:48.354 of IT infrastructure across the miles. 00:27:49.239 --> 00:27:52.658 So it's hard enough to have a consistent 00:27:52.658 --> 00:27:56.601 setup in a single location, but now you start multiplying 00:27:56.601 --> 00:28:00.951 that with a geographically decentralized work force, 00:28:00.951 --> 00:28:03.966 and making sure everybody has the right tools 00:28:03.966 --> 00:28:07.702 in the right place at the right time, 00:28:07.702 --> 00:28:11.428 to be able to access this webx, or you know, 00:28:11.428 --> 00:28:13.712 that particular Adobe Connect session, 00:28:13.712 --> 00:28:15.795 becomes a real challenge. 00:28:17.261 --> 00:28:21.381 So it's a partnership. We try very hard to keep the lines 00:28:21.381 --> 00:28:25.659 of communication open, and to plan in advance. 00:28:25.659 --> 00:28:27.122 - They're partnering with us to make sure 00:28:27.122 --> 00:28:30.344 that we have the technology available. 00:28:30.344 --> 00:28:33.272 We have regions, 10 regions, 00:28:33.272 --> 00:28:35.725 but we have a lot of smaller laboratories 00:28:35.725 --> 00:28:38.846 scattered around the United States, 00:28:38.846 --> 00:28:40.787 and there may be only three or four 00:28:40.787 --> 00:28:43.463 individuals in those locations. 00:28:43.463 --> 00:28:46.796 And it's unfortunate that we can't bring them in, 00:28:46.796 --> 00:28:49.005 because we don't have the travel money, 00:28:49.005 --> 00:28:51.631 but we should be able to come out to them, 00:28:51.631 --> 00:28:53.577 even if it's in a virtual way. 00:28:53.577 --> 00:28:56.365 - The learning community and the CIO community 00:28:56.365 --> 00:28:59.158 really needs to blend together, and we do. 00:28:59.158 --> 00:29:02.157 And I think in our world what we see is that, 00:29:02.157 --> 00:29:03.817 we see them as strategic partners. 00:29:03.817 --> 00:29:07.984 We recently put together a, you know, an acquisition, 00:29:09.216 --> 00:29:12.002 so our other partner was the acquisition community. 00:29:12.002 --> 00:29:14.361 There were really three heads at the table: 00:29:14.361 --> 00:29:17.510 acquisition, learning and development, and IT. 00:29:17.510 --> 00:29:20.280 And we put together, together we did this, 00:29:20.280 --> 00:29:23.019 the requirements for a learning management system. 00:29:23.019 --> 00:29:25.191 I would argue in yesteryear, you know, 00:29:25.191 --> 00:29:27.821 there wasn't as much in most agencies collaboration. 00:29:27.821 --> 00:29:30.646 There was here are the requirements, 00:29:30.646 --> 00:29:32.221 and someone's gotta execute it. 00:29:32.221 --> 00:29:33.292 Well what we did in the beginning 00:29:33.292 --> 00:29:34.512 is we listening to each other. 00:29:34.512 --> 00:29:38.679 And so we see IT as being an important strategic partner. 00:29:40.732 --> 00:29:43.732 (upbeat rock music) 00:29:47.094 --> 00:29:51.858 - We have a program for developing mid level people 00:29:51.858 --> 00:29:56.249 in leadership, who they're interested in leadership. 00:29:56.249 --> 00:29:58.462 In order to be in that program, 00:29:58.462 --> 00:30:00.838 they take some online learning 00:30:00.838 --> 00:30:04.161 that is specifically related to OPM 00:30:04.161 --> 00:30:07.212 competencies for people at that level. 00:30:07.212 --> 00:30:10.379 They also have a requirement to go out 00:30:12.379 --> 00:30:16.212 and shadow some leaders, and to have a mentor. 00:30:17.667 --> 00:30:21.570 And we also will offer opportunities for them 00:30:21.570 --> 00:30:24.223 to get a short term developmental detail, 00:30:24.223 --> 00:30:27.799 so they can learn a little bit more and get some experience. 00:30:27.799 --> 00:30:30.427 So I think a combination, combining all 00:30:30.427 --> 00:30:32.443 of those really gives you a better 00:30:32.443 --> 00:30:35.896 rounded leadership development program. 00:30:35.896 --> 00:30:37.212 - I think what's important is making sure 00:30:37.212 --> 00:30:40.795 that we have the right tools for everybody. 00:30:41.798 --> 00:30:43.958 So for the folks who use apps, 00:30:43.958 --> 00:30:46.371 who are comfortable with apps, we have apps. 00:30:46.371 --> 00:30:49.919 For those individuals for whom classroom is important, 00:30:49.919 --> 00:30:53.752 there is no replacement for human interaction. 00:30:54.795 --> 00:30:57.462 And we cannot completely digress 00:31:00.494 --> 00:31:04.283 from getting folks together and interacting, 00:31:04.283 --> 00:31:08.450 because I think when we do that, we damage a piece of, 00:31:09.792 --> 00:31:11.995 an important part of development, 00:31:11.995 --> 00:31:15.347 and that is folks' ability to interact with one another. 00:31:15.347 --> 00:31:19.514 So it's going to require a blended strategy no matter what, 00:31:20.582 --> 00:31:22.955 whether we've got a room full of millennials, 00:31:22.955 --> 00:31:24.455 or a mix of folks. 00:31:26.013 --> 00:31:29.258 We just, we have to have a blended approach. 00:31:29.258 --> 00:31:31.454 - I think where the government does a phenomenal job 00:31:31.454 --> 00:31:34.045 is that they are open to exploring a lot 00:31:34.045 --> 00:31:36.940 of different avenues with regard to learning and technology, 00:31:36.940 --> 00:31:39.931 so that they can try these pilots and see what works, 00:31:39.931 --> 00:31:42.232 and to have a smorgasbord, if you will, 00:31:42.232 --> 00:31:44.651 to allow people to take the training in the capacity 00:31:44.651 --> 00:31:48.317 and the way that they can learn best from it. 00:31:48.317 --> 00:31:51.317 (upbeat rock music) 00:31:57.187 --> 00:31:59.131 - We do work hand in hand. 00:31:59.131 --> 00:32:02.261 I have done some things with the acquisition community 00:32:02.261 --> 00:32:05.949 to make sure they get some leadership development training. 00:32:05.949 --> 00:32:09.233 We need good leaders in the acquisition community. 00:32:09.233 --> 00:32:12.753 One of the things that I'm doing right now is, 00:32:12.753 --> 00:32:15.793 as I am able, I send some folks 00:32:15.793 --> 00:32:18.028 to the Partnership for Public Services 00:32:18.028 --> 00:32:21.180 leadership training program that's specific 00:32:21.180 --> 00:32:23.759 for the acquisition community. 00:32:23.759 --> 00:32:25.765 And I've also served as a mentor 00:32:25.765 --> 00:32:28.651 for some people in that program. 00:32:28.651 --> 00:32:32.818 We're partners, and overall helping for the health 00:32:34.154 --> 00:32:36.598 and the growth of that community, 00:32:36.598 --> 00:32:39.098 which is so important to USDA. 00:32:40.146 --> 00:32:42.855 - I'm very thankful that my ACM 00:32:42.855 --> 00:32:46.105 and I have a good working relationship. 00:32:47.058 --> 00:32:51.197 It took a little bit of time, and a lot of communication 00:32:51.197 --> 00:32:54.364 to understand roles, and role clarity. 00:32:55.851 --> 00:33:00.443 She is currently been very instrumental in helping us 00:33:00.443 --> 00:33:04.635 get to goal with some FAXI certifications, 00:33:04.635 --> 00:33:05.897 and it's just been amazing. 00:33:05.897 --> 00:33:09.978 So I'm thankful, but I would say to anybody that that 00:33:09.978 --> 00:33:13.831 relationship between the CLO and the ACM is a critical one. 00:33:13.831 --> 00:33:15.743 - Fortuantely, I have a very good relationship 00:33:15.743 --> 00:33:17.691 with our acquisition group. 00:33:17.691 --> 00:33:21.590 They are actually in our own organization acquisitions 00:33:21.590 --> 00:33:25.311 facilities, HR are all in the same group. 00:33:25.311 --> 00:33:28.171 So we meet on a regular basis and talk about 00:33:28.171 --> 00:33:31.184 how can I support them to make sure 00:33:31.184 --> 00:33:33.736 that they have the learning activities. 00:33:33.736 --> 00:33:37.498 We've helped them to outline learning activities 00:33:37.498 --> 00:33:40.733 in the classroom that would be more scenario based, 00:33:40.733 --> 00:33:44.048 and not just the talking heads if you will, 00:33:44.048 --> 00:33:46.836 so that people understand and take away 00:33:46.836 --> 00:33:49.323 more from their experiences. 00:33:49.323 --> 00:33:53.620 So the more we work together, the more I understand 00:33:53.620 --> 00:33:56.789 what their needs are and I can support them. 00:33:56.789 --> 00:33:58.659 - Actually, we have a very close relationship 00:33:58.659 --> 00:34:01.809 with our top folks in acquisitions, 00:34:01.809 --> 00:34:03.899 and we do that from this perspective. 00:34:03.899 --> 00:34:08.374 I believe that ensuring that the learning tools 00:34:08.374 --> 00:34:10.751 are available for folks to be effective 00:34:10.751 --> 00:34:13.751 is sacrosanct in terms of my budget. 00:34:14.636 --> 00:34:18.311 So right off the top, things that are super important 00:34:18.311 --> 00:34:20.871 is supervisory training and acquisitions training 00:34:20.871 --> 00:34:22.645 really comes right off the top. 00:34:22.645 --> 00:34:25.329 But it's not just the training experience itself, 00:34:25.329 --> 00:34:27.541 it's listening to these folks saying hey Jeff, 00:34:27.541 --> 00:34:29.753 in addition to what we have in front of us, 00:34:29.753 --> 00:34:31.724 here's some things that we are seeing 00:34:31.724 --> 00:34:34.154 that we need some more training on 00:34:34.154 --> 00:34:35.668 and some more kinds of training. 00:34:35.668 --> 00:34:38.509 So I think we have a significant partnership, 00:34:38.509 --> 00:34:41.473 both in a strategic point of view, A, what do we need to do? 00:34:41.473 --> 00:34:43.472 And then from an execution point of view. 00:34:43.472 --> 00:34:45.142 (dreamy synth music) 00:34:45.142 --> 00:34:46.345 - We're glad you've taken the time 00:34:46.345 --> 00:34:48.325 to experience the conversation about 00:34:48.325 --> 00:34:50.865 learning and development across generations. 00:34:50.865 --> 00:34:53.472 We look forward to the great questions you will submit 00:34:53.472 --> 00:34:56.531 for our presenters by August 31, 2017, 00:34:56.531 --> 00:34:59.853 and we'll post the answers along with this presentation. 00:34:59.853 --> 00:35:02.885 The Federal Acquisition Institute thanks Karlease Kelly, 00:35:02.885 --> 00:35:05.207 Joellen Jarrett, Sharon Ridings, 00:35:05.207 --> 00:35:08.232 Jeffery Vargas, and Mary Ann Wangemann. 00:35:08.232 --> 00:35:10.664 And of course, FAI thanks you, 00:35:10.664 --> 00:35:13.302 our viewers, for your time and attention. 00:35:13.302 --> 00:35:16.385 (dreamy synth music)