When asked why Extension Engine has a People Ops practice and not a Human Resources (HR) department, I like to talk about the difference between “people” and “resources.” Resources include technology, physical space, desk supplies — things without talents or desires. People have abilities to contribute, objectives they want to accomplish, skills they want to learn, and ideas and feelings they want to express.
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Imagine having to design a new home. You sketch a floor plan. You pick gorgeous paint colors. You can already see yourself warm and cozy inside your new house.
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Over the course of several roles I’ve served in education, it has been rewarding and exciting to see the increasing diversity of learners at every level. Yet even as the composition of the learners is changing, the design of the learning process remains relatively narrowly focused in ways that fall further and further short of inclusiveness. This disconnect makes learning more challenging just as the knowledge economy is demanding ever more and varied skills.
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Despite our successes post-pandemic, job seekers are still not finding positions leading to career satisfaction and growth. What is blocking them from these paths, and who can help them get there?
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As a learning designer, I ask a lot of questions. But the many “whats” and “whys” of my day-to-day work helping nonprofits deliver digital learning experiences all come back to two central questions:
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