December is a good time to reflect on the past year and the year ahead.

In our world the focus, inevitably,is on what’s been learned, what’s still to be learned and how we’re going to achieve it.

This year, for instance, ‘mobile learning’ became a reality for me. Having wanted an iPod for ages, mobile learning was a great excuse to go out and buy one. Now, when the dog wags his tail and turns the big brown eyes to full intensity, it means not only a walk but a Spanish lesson as well.

A word of caution here: there are some very good podcasts out there but it’s always worth downloading just one episode before subscribing, because some are truly dire.

My learning has depended in no small measure on the generosity of contributors to the TJ Online discussion digest. I’m constantly amazed at just how much you know, and that you are so willing to share.

Each month I pull out one or two items for the This month’s digest part of this editorial. Often these are items that generate a lot of discussion, but not always. Sometimes one or two thought-provoking responses say it all. Space means it is not possible to include whole threads on this page, especially with the really popular topics, but all topics are kept in full on the archive.

One issue that comes up time and time again on the Digest is the recognition that, as trainers, your own learning is just as important as that of the people you train.

Probably the best thing you all share is an excitement for learning and helping others achieve all they can. Your contributions mean that we can benefit from the knowledge and skills of experts – people with real hands-on experience of the topics being discussed, who share best practice, tell us the possible pitfalls, how to avoid them, and how to deliver the best learning.

Thank you all for your contributions during 2007.

The last Digest this year will be sent out on Friday 21st December. Any messages received between then and the New Year will be held and sent out on 2nd January.

By the way, if there are times when you don’t have a chance to read your Digests, you can still keep in touch by signing up for the free TJ Online Weekly Bulletin. It is sent out each Friday and is short enough for you to look at during a coffee break. It gives a quick snapshot of life on TJ Online, from what’s hot on the Digest to the latest news and all the top L&D jobs.

If you haven’t signed up yet, visit the website at www.trainingjournal.com and enter your email address.

Earlier this year, I was offered the chance to write the Great Thinkers column in TJ. It’s been fun to have the opportunity to learn and write about inspirational figures.

Finding a suitable candidate has sometimes been a challenge. It’s been an eye-opener to realise how many people are famous for doing only one or two things of note.

If, as you read this, you are thinking about someone who has inspired you and who you would like to write about, why not give it a try? If you’d like to know more, contact me at sue@trainingjournal.com

If you’d like to write less formally, why not add your comments to articles on the TJ Online website? It’s a chance to offer your insights and maybe start off some serious and thought-provoking debate.

Merry Christmas and a Happy New Year!

This month’s Digest

Alison Clayton-Smith, who was planning some training on values, got everyone thinking this month when she asked for recent examples of organisations that had done something that didn’t fit with their espoused values, and had been ‘found out’.

Fiona Wright replied: “I can think of no better example of an organisation not living its values than Enron. Its values were – amazingly – communication, integrity, respect and excellence.”

Resli Costabell gave the example of Ford Motor Company doctoring a photograph in an advertisement.

She said: “The original ad contained a photo of a group of Ford workers in the USA.

“In Poland, all of the African-American workers were digitally removed from the photograph.

”I’m not sure what values Ford espoused at that time, but ‘doctoring photos to remove anybody who isn’t white’ probably wasn’t one of them.”

Resli went on to add a caveat, saying: “By focusing on discrepancies between real and espoused values, your group is likely to end up in a state that could be described as ‘wary, cynical, angry and critical’.

“I’d work with their state, by asking how they feel, drawing out how they imagine their customers feel if they detect similar discrepancies and asking what needs to happen for them to feel okay again about the companies involved.”

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