Category: Employer

In 1971 Marty Knowlton filled a backpack full of clothes and began a 4-year walking tour through Europe. Using the youth hostel system of staying in low cost housing, a cheap railroad pass, and his feet, he experienced the informal education experience of a lifetime. When he returned to the states he meet up with David Bianco, who at that time was the director of residential life at the University of New Hampshire, and shared his experience.

David wanted to find a way to use the campus facilities during the summer and Marty wanted to find a way to create low cost, less formal educational experiences for people. In the summer of 1975 over 220 participants descended upon the University of New Hampshire campus and the Elderhostel was born. By 1980, Elderhostel’s had expanded to all 50 states, with over 20,000 participants. Today this systems of informal learning has expanded to 150 countries. These experiences combine travel with education, creating an educational experience driven by the idea learning by doing, we now call experiential learning.

The value of lifelong learning, both through social and intellectual engagement, can be found in the battle against Alzheimer’s disease. Today, every 67 seconds someone in the U.S. develops Alzheimer’s with over 5.3 million Americans of all ages currently suffering from it. At a cost of $226 billion annually this expense is expected to rise to $1.1 trillion by 2050. Research has shown that a balance of healthy foods, exercise, and living with less stress are key components of preventing the occurrence of Alzheimer’s and other forms of dementia. This same research identifies the high value of consistent brain stimulation through social and intellectual action.

Elderhostel’s were created on a university campus as a way to provide unique hands-on learning experiences for participants of all ages. University campuses, recognizing the needs of our aging baby boomers, are now piloting campus retirement communities. They have set up full functioning villas on campus for retirees. Residents have access to campus facilities such as libraries, fitness facilities, while also getting discounted tickets to sporting events and campus food services. Some campuses are also offering reduced tuition to take courses while others are offering free instruction.

The pioneers of these campus retirement communities are Penn State, University of Florida, and University of Texas at Austin. Others have created unique living experiences adjacent to their campuses such as the University Commons in Ann Arbor, allowing aging adults to have all the services available on campus, yet allowing for a bit more serenity than what you would experience on campus.

Our society places a very high value on knowledge and expertise. Often when individuals retire, they take this acquired knowledge with them, ceasing to share it with others for mutual benefit. Dementia occurs when an individual ceases to stay active intellectually, socially, and physically. Campus retirement communities bring the ideas learned in Elderhostel’s to future generations. Interaction with young students through these adjacent communities is a unique way to pass on this valued acquired knowledge, while still enjoying the activity of the mind and soul in retirement.  

“Strange about learning; the farther I go the more I see that I never knew even existed.” -Daniel Keyes

As I read the current installment of reflection and discussion responses from students who are currently on co-op for the summer, Keyes’ quote is more true than ever, but I am not surprised. Our group of four career advisors here on campus share a lot of sayings, but one of our favorites sounds oddly familiar to Keyes, though far less poetic.

You don’t know what you don’t know.

We are constantly reminding our students of the unknown, because they are struggling to make career-related decisions without really knowing what’s out there. Those on co-ops are learning more about what is out there and some of those things they “never knew even existed.” When these students return to campus, they will come knowing a little more, worrying a little less, and working even harder, because they experienced, they learned, and their path became a little less winding.

If you are on the other side, as a supervisor or co-worker to a co-op student, I will leave you with some of their words. Nearly all of them credited those around them as to why their experiences were so englightening and valuable. While the work was part of their experience, a common theme was their appreciation for how they were treated while on site. Here’s what they said worked:

• Surround them with people with whom they can trust, especially when asking questions
• Provide honest feedback, because they want to learn and they want to learn to do it right
• Make them feel valued – their work, their ideas, and their contributions
• Take the time to get to know them and their lives outside of the workplace

The students on co-op are very aware of how much they don’t know and use every opportunity to learn something new each and every day, but those of us who have been doing our work for a while may be less observant. As you finish your day, think back and try to identify something new – what did you see that you never knew even existed?  We may be surprised.

India is a country of roughly 1.2 billion people, 600 million below the age of 25. Its K-12 educational programming is called a 10+2+3 system. The first 10 years is divided into 5 years of primary education, next 3 years is upper primary, and the final 2 years are high school. The “+2” stage is called the higher secondary stage which leads to “+3”, their University system. Today India has over 460+ central and state Universities, 190+ private universities, and 34,000+ colleges, of which 1,800+ serve women only.

The education system in India is now facing the challenge of moving from producing graduates with skills in each field of study to producing young professionals who are competent, or possess the ability to immediately apply those skills in industry. This challenge is coming from industry in India that has been expanding on average between 6% – 10% annually (the U.S. has been 3% or less since 2008). They need talent that can contribute immediately, the day they are hired. Currently, they have training programs lasting 12 to 18 months to get new graduates up to speed and productive.

The Indian education system is one that relies on testing of basic knowledge to advance academically. Like many education systems it focuses on memorizing academic content. Testing measures the level which this base knowledge is attained. The measurement is not on the ability to apply this knowledge to solve real world problems. India’s challenge; alter the system to produce young graduates that not only possess the knowledge (skill) but also ones that can easily and broadly apply that knowledge in a job situation (competence).

How can this be done? The educational system in India believes the approach to addressing this is broad based. First, there must be more interaction between industry and their educational institutions in the areas of research and student based problem solving of industry problems while they are still students. Second, alter the curriculum to include more project-based learning involving immediate application of the skills or knowledge they are acquiring.

Next is more internship experiences in industry as they are fulfilling their course work. Again, allowing students to apply their knowledge in a real world setting. Industry leaders in India such as Honeywell, Thermax, and Tata Consulting Services all continue to advance extensive internship programs to support the development of competent students who they expect to convert to full-time employees when they graduate.

A change that will be slower to transition is altering the established culture of testing which is strictly focused on the skills. There has been much controversy internationally on how to measure acquisition of skills and competencies in a way that can be both time-efficient and cost-effective. Those that find the answer will be closer to the goal of mass production of competent talent.

Intellectual talent is the most valuable renewable resource on earth. Industry sees this value and rewards talent with high salaries, while aggressively recruiting at the educational institutions that can produce competent students. In today’s global marketplace, we must ensure our educational efforts exceed our not-so-distant neighbors, allowing us to produce competent graduates that will attract both industry and valued careers.