Learning trends

From Lifelong Learning to Lifelong Employability

Duration 2 minutes Modified on
Lifelong Learning

This article is the third in a 3 parts series by Cedric Borzee, Senior Learning Advisor, CrossKnowledge
1. Can we engage all generations in the learning process?
2. Generations in the learning process?
3. From Lifelong Learning to Lifelong Employability

Based on the following:

The Lifelong Learning model from Professor Nick Van Dam can also become very useful in creating the conditions for engagement of all generations in the learning process:

Design thinking for all

Last December Deloitte Insights published an interesting article called No time to retire. In their analysis the authors describe a new talent pool — not millennials, but those who continue to work past traditional retirement age.

By 2024, one in four workers in the United States will be 55 or older. To put this in context, in 1994, workers over the age of 55 accounted for about one in 10 workers.

Another key focus for designing an ‘age-aware’ learning is the workers themselves – how they can perform and keep performing at work, but also why they continue to go to work in the case of older generations?

This persona-based approach from Deloitte could be a good starting point:

types of work arrangements

What you could do tomorrow?

There is a certain number of immediate actions L&D professionals can take to engage all generations in the learning process. These design criteria can certainly help you design a better ‘all-generation’ learning experience:

This article is a follow-up of my talk at LTUK19