(Excerpt from an interview with Bridging Futures founder Sherry Lowry, conducted and edited by Jane Ross) In 2009, for the first time in history, we have five generations in the workforce. We have people in their 70s (like me) who have no intention of retiring anytime soon. At the same time, we have teens coming into the workforce as interns. These teens have to be trained, managed, and led. What Bridging Futures has to offer in the way of training tools is unique. We work with our clients to take the wisdom that’s in their archives and help them to get that packaged for a wider audience. As part of the process, we work with them to tweak the content and update the presentation so that the language and the level of interactivity works for a young audience. We want it to appeal to the sound-bite, comics-oriented, learn-on-the-run culture of the 20-somethings.  We’ve found that the 30-somethings also learn best from the same approach. We make sure that the content is produced for easy and effective adult learning and won’t put young people to sleep. [caption id="attachment_111" align="alignleft" width="281" caption="Sherry Lowry at the Bridging Futures Learning Social, August 09. Photo credit Rino Pizzi"][/caption] Together, the founders of Bridging Futures, Anna, Honoria, and I, have 125 years of active career experience in the workforce. All three of us are very interested in and capable at working with a wide range of generations. And we all like and are involved in social media, too. Anna’s company, Interaction Design, has a great background in corporate training, and Honoria’s doctorate is in Curriculum and Instruction. So our focus is to make sure that the end-users of the Bridging Futures products are fully engaged in their learning process. That’s what it’s going to require for corporations to train and manage effectively the youngest members of their workforce.

(Excerpt from an interview with Bridging Futures founder Sherry Lowry, conducted and edited by Jane Ross)

In 2009, for the first time in history, we have five generations in the workforce. We have people in their 70s (like me) who have no intention of retiring anytime soon. At the same time, we have teens coming into the workforce as interns. These teens have to be trained, managed, and led.

What Bridging Futures has to offer in the way of training tools is unique. We work with our clients to take the wisdom that’s in their archives and help them to get that packaged for a wider audience. As part of the process, we work with them to tweak the content and update the presentation so that the language and the level of interactivity works for a young audience. We want it to appeal to the sound-bite, comics-oriented, learn-on-the-run culture of the 20-somethings.  We’ve found that the 30-somethings also learn best from the same approach. We make sure that the content is produced for easy and effective adult learning and won’t put young people to sleep.

[caption id="attachment_111" align="alignleft" width="281" caption="Sherry Lowry at the Bridging Futures Learning Social, August 09. Photo credit Rino Pizzi"][/caption]

Together, the founders of Bridging Futures, Anna, Honoria, and I, have 125 years of active career experience in the workforce. All three of us are very interested in and capable at working with a wide range of generations. And we all like and are involved in social media, too. Anna’s company, Interaction Design, has a great background in corporate training, and Honoria’s doctorate is in Curriculum and Instruction. So our focus is to make sure that the end-users of the Bridging Futures products are fully engaged in their learning process. That’s what it’s going to require for corporations to train and manage effectively the youngest members of their workforce.