Visit to Hill Air Force Base

Our visit to Hill Airforce Base was very much worth the trouble. Of note to me personally was the presentation of the Central Training Office. Doretta was enthusiastic, moved about the class room confidently, interacted with her counterpart on the base with ease, painted a picture of success and demonstrated the individuals well trainined in our field, would be welcome to apply there after graduation.

 

She emphasize the process fo obtaining grant money for projects they are engaged with, keeping a number of people employed and the energy level high among the workers. Nothing is more depressing thaN an organization without clear direction, a downward spiral of revenue and signs of stagnancy all around. The CTO is anything but that.

 

More important, she demonstrated her version of "Business Driven Action Learning" where learning projects are centered in real problems, the solution to which either saves money or increases revenue. She cited several projects, whose measured results save tax payer dollars in the hundreds of thouseands of dollars. In contrast to a research loop that feeds on itself, the impression she gave us all, was that the conversation in which she and her group are engaged, makes a difference in real lives, real families and real organizations. It was clear that their organization is not risk averse, but instead, manages risk through thorough analysis, careful planning, management of human relations, and high quality output. I see these elements being common to both the commercial enterprice AND academic pursuits.

 

The visit to the 367th Wing of the Air Force on the base, was a perfect place to see that the ADDIE process is still employed. Several officers were former graduates of USU and completed their degree using the distance learning offerings from USU. We saw first hand the interdepence and teamwork necessary for a successful project team to come to fruition. One of the most impressive elements was their explanation that only about 15% of the projects that they receive requests for, end up being solved using training tools. After their analysis, in 85% of the cases, the work place problem is solved organizationally or by improving motivation, or improving process or a comginaoin of all three, BEFORE an instructional solution is sought and developed.

 

This environment was anything but sterile, uninviting, cold, uncommunicative, or condescending. Each member of the team seemed, from our visit, to see their role, appreciate one another and be verbally positive and friendly. A few of the military guys actually asked members of the group questions that demonstrated they were personally interested in us even though we were visitors. Several in the group commented that this visit helped them to see a fufure for them in this field.