IpX True North Podcast
The IpX True North Podcast is a global industry resource for all things people, processes, systems, and technology created to share conversations with our network of thought leaders, innovators, and founders changing the shape of the digital future. Here we share their stories, impact, vision and tools for success in the areas of process optimization, engineering, the model based enterprise, operational excellence, and digital transformation.
IpX True North Podcast
How Micro-Credentials, Digital Badges, And Global Partnerships Power Lifelong Learning
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We explore how professional and continuing education builds a lifelong learning ecosystem, why micro-credentials and digital badges matter, and how global partnerships expand opportunity from Western Kansas to campuses abroad. We share practical steps for employers to upskill teams and pathways that turn CM2 certifications into badges and credit.
• defining PCE as skills-first learning for careers
• why skills expire faster in an AI-driven market
• durable human skills that degrees often miss
• aligning PCE with Fort Hays’ access-focused mission
• employer gap analysis and labor market data
• what micro-credentials validate and how they stack
• digital badges with metadata that employers trust
• mapping skills to jobs to beat hiring filters
• international partnerships and teacher development
• benefits for rural students through global access
• the five-year outlook for badges and upskilling
• pathways from CM2 to badges and academic credit
Visit fhsu.edu/PCE to explore programs. We partner with IpX CM2—earn a badge for your CM2 certifications and ask about credit for prior learning. Don’t forget to subscribe and review the show. For more information on IpX, visit ipxhq.com.
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Meet The Guests And Mission
SPEAKER_00Welcome to the IPX True North Podcast, where we connect people, processes, and tools.
SPEAKER_03Welcome to the IPX True North Podcast. I'm Stacey Heggerty with IPX. Joining me today are two wonderful academic professionals from Fort Hayes State University. We have Dr. Kaylee Klaus and Dr. Jenny McRae. Welcome, ladies. Hello. Great to be here. So first of all, I'd like you to both introduce yourselves, let our listeners know a little bit about your professional experience, and then we'll get into the podcast. Hey, well, I'm Dr.
SPEAKER_02Jenny McRae, and I'm the assistant provost of internationalization and strategic initiatives at Fort Hayes State University. And I supervise three units at the university: one for global affairs and international student services, the other for professional and continuing education, and then also our civic learning and engagement unit. And the easiest way to explain what connects those three units that are in my portfolio are external partnerships.
SPEAKER_01And I am Kaylee Klaus. I am the director of professional and continuing education here at Fort Hayes State. I was previously an assistant professor of organizational leadership here at Fort Hayes, and I've always worked in higher ed or higher ed adjacent. But my expertise really lies in organizational development and leadership development and organizational improvement. So I'm very happy to be here.
What PCE Really Is
SPEAKER_03Well, thank you again for joining us today. I know we've got a lot we want to cover and a lot of things that are typically not covered on this particular podcast. We are typically talking about change excellence and configuration management and all those kind of manufacturing and engineering buzzwords, but it's more than that, right? There's so much more to organizations becoming not only efficient, but becoming engaging for their employees. So today we do want to talk about the importance of professional and continuing education. We want to talk about micro-credentials. We want to talk about digital badging and as well as international partnerships. So we've got a lot of ground to cover. Let's get into it right now. So for listeners who may not be familiar, what is professional and continuing education or PCE?
SPEAKER_02Yeah, we we uh use the short term PCE, but it's basically all kinds of both business to business and business to consumer offerings that are skills-based. Uh, and it can be across multiple disciplines. So we do training and consulting services uh for local and regional uh employers and even with some of our international partners. Uh and the professional and continuing education unit, while we've been doing some of the kind of continuing education uh for about 100 years at Fort Hayes State University, the PCE unit is a reimagined and reorganized unit at the university that is really trying to build a lifelong learning ecosystem. So it's not just about degree credentials, both undergraduate and graduate. It's really about being a one-stop shop for everyone across the lifespan, uh, no matter where they are in their career. Um reskilling and upskilling, short courses, even individual workshops and webinars and power hours on a variety of different topics that people find they need to have additional training on just to keep up with their professional skills and the way that things are changing in this fast-paced uh working environment that we find ourselves in in 2026.
SPEAKER_03And I know we've talked about this before, and uh we have all we are all either currently working in higher ed, I used to work in higher ed. So we absolutely believe in undergraduate degrees. We do we believe in graduate degrees, but what we're finding is that the world and technology and everything is changing so quickly that about five years after earning an undergraduate degree, whatever you learned that was specific to your major is obsolete within five years of graduation. So professional and continuing education is much more important now than it's ever been. What kinds of problems or opportunities does PCE aim to address for adult learners, employers, communities? It's not typically something that someone fresh out of high school is going to go into professional and continuing education because they don't really have anything to do.
Why Skills Now Expire Faster
SPEAKER_02That's right. That's right. So continuing education uh is built into many professions, like health studies, uh counseling, some of the education professions, attorneys. There are some professions that require continuing education throughout the career to stay fresh, if you will. That's been true for a long period of time. And typically those are the ones where you might get licensed in some way, shape, or form. And so it helps people keep their licensing. But professional education is needed across a variety of industries, across a variety of majors, across a variety of career stages and roles. And you're absolutely right. And as a matter of fact, I would say that in some areas, it might not even be five years. Um, it might be more like three. Think of people who are in a field that is being very disrupted by AI, for example, or other digital um digital skills that people find themselves really kind of in the middle of this um disruptive economy and labor market. And so professional education really is that idea of keeping up with very specific skills. And also to enhance for people who have undergraduate or graduate degrees, that doesn't necessarily mean that they have some of the durable skills that they find themselves in need of when they're in professional environments. So human skills, some basic skills in uh finance and some of those digital skills, those may not have been part of your major. You may have taken a finance class, but if you're not, if you didn't get an MBA or if you weren't a finance major, you might find yourself a little bit below some of the skills you need if you're mid or late career and you end up being in charge of um quite a large budget, and that's not something you've done before. I'm speaking from experience. That's what happened to me whenever I got into this role. That's why I use that example. Um educated on a whole bunch of things, not that area. Uh so I've found myself uh needing to take a few upskilled classes. Um, I think Kaylee's doing the same thing uh as well. So we're trying to uh figure out what those opportunities for both durable skills and some of the um other skills that people are needing in industries as they change so that they can keep up with the professional requirements that they need.
SPEAKER_03And I'm kind of laughing because my undergraduate degree is in anthropology and everybody was pretty sure I'd be back living in my parents' basement. Right. I I was in a leadership role, and part of my job was the was managing the PL. And someone had to teach me what PL meant because believe it or not, it doesn't come up much in an anthropology major.
SPEAKER_02No, but you have all those durable human skills that you need wherever you know how to study cultures and people and and teams and things like that. So I think you're doing just fine with your anthropology discovery.
SPEAKER_03So, how does professional and continuing education integrate with the broader Fort Hayes State University mission?
SPEAKER_02Well, our mission is to develop engaged global citizen leaders and to offer affordable and accessible education to uh to all who want it. Uh, and we really stay true to that mission. We are a rural, regional, comprehensive university. And for those who are outside of higher education, that might not necessarily mean anything, you know, uh in terms of a classification. Um, but one of our key things is to and always has been since uh since we became a university in the early 1900s, was to provide the uh some professional workforce. So our history is in nursing and education in rural areas, and then this university grew out of that, um, being that kind of extension uh uh university to build the skills in those two areas, and we've just built on that over the years. Um, we believe that to develop engaged global citizen leaders, um, that you should have some educational opportunities throughout your lifetime to be a good citizen, uh, to be a good leader, and to operate in the global economy that we have. So it really fits right in with that. And then as a regional uh comprehensive university, we have a responsibility within our state to meet the workforce and economic development needs uh of Western Kansas. And I'm not sure how much your listeners might be aware of just how rural Western Kansas is. Um, but we are right snack in the middle of the left or the westernmost two-thirds of the state. And we are the big town, uh, right in the center of that uh two-thirds portion of the western state, and our town is a little over 20,000. And so, and and there's multiple counties. Yes, it's it's quite rural. And so um uh we need to meet the the needs uh within our uh regional area, and that is absolutely mission-driven, and it's why the university uh exists as part of the uh system of Kansas public higher education.
How Employers Should Upskill Teams
SPEAKER_03I do want to talk a little bit about uh continuing education as a strategic priority. So for IPX, that's something that we believe in from an educational standpoint. So Fort Hayes offers continuing ed credits for our CM2 certifications. Uh, you also offer academic credit for our CM2 certifications. But what should organizations be looking at in business and industry or reskilling and upskilling their existing workforce?
SPEAKER_02Well, I think they need to really understand and define what are the skill gaps that currently exist to try to fill some of those skill gaps, but also an investment in the future vision they have for their company and how they can build the skills of their workforce to meet whatever that new vision is. Uh so it's not just individual people that need to upskill, refresh, reskill. Organizations have to define where they're going as well. And there are many industries that really are in the midst of that kind of disruption. And so, how do you want to invest in your people to be able to have them be the best workers, no matter what, whether that's blue collar, whether it's white collar, service industry, banking industry, manufacturing, or small businesses even, uh that focus a lot on customer service? Um, what is it that your business or your industry needs to thrive? And how do you meet the needs of the people that are working on your behalf and on the organization's behalf to be the best that they can be? So it's really an investment in that the skills that you that you need to thrive and grow as a business.
Defining Micro-Credentials Clearly
SPEAKER_03And I know it's dizzying for a lot of organizations that, oh my God, I mean, it felt like we all woke up one day and AI was available to all of us and it's going to solve all of our problems. And well, we don't need actual professional training. What we need is an AI bot to teach our certain department to do this particular task. And I think organizations are starting to figure out now that that's not exactly what we need to be doing. We still require education, we still require training, that AI is not going to get us there. Well, I'm going to switch a little bit and we're going to talk micro-credentials and digital badging. So, Kaylee, first of all, what's a micro-credential?
SPEAKER_01Yeah, you know, that is actually an oddly complicated question. Um, because I'll I'll be totally transparent with you. I mean, higher education institutions have been trying to figure out like a clean definition for that term uh for a couple of years now. But broadly speaking, it's a non-degree credential. And so you have your traditional associates, bachelor's, master's degrees, doctorate degrees, but this is a credential that does not take that long. Um and so it is that non-degree credential. It can include a variety of things. Um, it can be professional development experiences that validate your learning. Uh, it can be based on industry verified professional certifications. I would say that the IPX CM2 certifications are micro-credentials in their own right. Um, and you know, anything uh from kind of the computer science or informatics industry, there's a lot of um different professional certifications in that area. Um, there's a lot of uh uh micro-credentials surrounding different leadership skills. And so just broad, I mean, it's a simple answer from our point of view. Broadly speaking, it's a non-degree credential, but it still has value uh to the employer and it validates a really structured learning experience based on skills development.
SPEAKER_03So, why did Fort Hayes decide to invest in micro-credentialing and all the things that come along with that? It's expensive to do, it's expensive to run from an organizational standpoint for a university. Why invest in that? Why not just add some more degrees or things like that?
Why Fort Hays Invested In Badges
SPEAKER_01Yeah, I mean, there there's probably a lot, there's several reasons for that, but I think the reason that the main reason that Fort Hayes really took that leap is that we just really have a history of innovation at our institution. We have tended to kind of punch up above our weight for many years. I will tell you that we were one of the first institutions nationwide to adopt correspondence learning, which turned into virtual learning, it turned into distance education and online learning. Uh, we were one of the first nationwide that explored even the concept of an international partnership without outsourcing. So a lot of international partnerships out there might just like sell, you know, your curriculum to an international school. We don't do that. We actually partner with international institutions. Um, and and we have built our online programs without using your third-party online program managers. And we're just always trying to be responsive to Western Kansas needs. Uh, knowing, you know, where we are and the population we serve, the region we serve. Um, we know that learning takes place in a vast geographical area. And so we've always kind of had that innovation mindset of how can we reach new learners and how can we make sure that anyone who is seeking learning can find it accessibly. And so I think that's really kind of at the heart of why we decided to invest in this. Um, because of where we are, we really needed to make sure that we were providing those learning opportunities, not just at the traditional degree level, but throughout the entire life cycle of a human's learning.
SPEAKER_03I love that this is partially about making learning accessible to people because we're so many. My daughter is a junior in high school. So we have started all of that college talk, and it's sort of great, can't wait to spend$100,000 on this. Making accessible and affordable is really, really, really important as a lot of degrees are priced out for the average student. So walk us through the process of how a micro-credential is designed and approved at Four Hays.
Designing Micro-Credentials With Employers
SPEAKER_01Yeah, so we kind of take uh multiple approaches to that. So uh one that uh really hits us probably the most is that we work directly with employers. Uh so we have several employer partners or clients who are really seeking ways to professionally develop their workforce. Um so we work directly with them trying to understand what their needs are, any particular problems that they're trying to solve in their organization, any particular skills that need to be developed. Um, and we develop those programs for those employers. Uh, so whether it's supporting them with computer application training, I'll tell you Microsoft Excel is a big one, um, or if it's leadership development or supervisory skills. Uh, so we work directly with what employers need. Um, we also do research on labor market needs. Um, and so we have access to a couple of different databases here at the institution where we can examine what are what skills are employers looking for right now that they're having trouble finding people for. Um, so if there are certain jobs uh that that stay open and posted for long periods of time, clearly there's a gap in the workforce. And so we need to try to fill that. Um so we identify what those skills are. Um and PCE, uh, our unit either creates that uh program on its own, or we might partner with subject matter experts throughout the institution, through our academic departments, um, or even externally. Um, if there is an industry partner we know who is interested in passing along their knowledge through education, we'll work with them. Um, and so what we go through those kind of two primary avenues, but we've also uh had conversations with academic departments who want to provide continuing education to our alumni because our alumni know Fort Hayes. They know our quality of education and quality of experience. And so we want to provide those learning opportunities as well. Uh so it really is a collaborative effort with PCE. We don't really do anything in a silo. Um, we are either working off of what employers are telling us they need or what the data out there is telling us what the community needs.
SPEAKER_03I want to talk about digital badging. I think a lot of people, if you're over the age of 30, maybe you've heard that term in passing, but for a lot of people it sounds like, oh, you got a cute little sticker to put on your LinkedIn page. So, how does digital badging together with micro-credentials? And why does digital badging even matter? I do think for a lot of people, it kind of feels like a gold star that we would get on our spelling tests in elementary school. Explain that. That would be really helpful, I think, for our most course.
Digital Badging And Metadata
SPEAKER_01Yeah, absolutely. So the the bottom line with digital badging is that it supports transparency and confidence in the learning experience. Uh, so I think we've all seen resumes, right, uh, of candidates applying for positions at our organizations where they say that they've completed all of these professional development opportunities, but we don't really know what that means, right? What actually occurred in that professional development opportunity? Did you just attend a webinar and answer emails while you were logged in? Or did you actually do something with what you were learning to actually prove you learned something? Um, and so our digital badges um follow the open badging standards uh that have been adopted nationwide by um almost all digital badge companies at this point. Um, and they are aligned with specific skills identified through labor market research, which means that there is metadata, and that's a very technical term, um, but it's the behind-the-scenes data, the information that an employer wants to know about that learning experience. So you can almost kind of think of it akin to like a digital transcript of sorts, specifically for that learning experience. So it really isn't just a fancy sticker that's on your LinkedIn page. It's it's not just an image. There is data behind that that verifies the learning experience and what the employee and what the employee gained in terms of specific skills through that learning experience. And so it's not just a sticker. Um, it is proof that you learned something and that you know how to do something. Uh, so I I really consider it as, you know, I think it is just as high a quality and can be just as highly valued as any professional certification you receive hard copy paperwise. This just happens to be in a digital portable format.
Beating Hiring Algorithms With Skills
SPEAKER_03I I love the digital badging because the medical Data does describe what you learned. Even looking at an official transcript from a college, you can guess maybe based on the title of the course, what they learned. But it's not like there's a syllabus attached to anything. There's not a rubric of skills that were acquired in this class. So you really are sort of relying on what you think maybe somebody learned as opposed to being able to click on that digital badge and go, aha, this is the thing. And I think we've talked about this before, and I don't know the answer, and you may not know the answer either. So one of the things that we hear a lot is that the way that we've gone about automating resume and application reviews so that a very qualified person, if they didn't outwit the algorithm, their resume won't even make it to a decision maker. Do you think digital badging is a way to align a candidate's skills with a potential job?
SPEAKER_01Absolutely. I mean, the the badging platform that we use actually aligns two specific skill sets that then align to job openings and workforce data. So you can see kind of how many jobs are available for people who have this particular skill, right? And then you can actually find those jobs. You can find those postings. And so the system itself makes those connections when we align the skills to the badges to help learners find job opportunities that align with what they've with what they've been micro-credentialed for. And in turn, organizations can do the same thing, at least with our system that we're employing. And so we look forward to kind of seeing how students or how learners rather use that as we issue additional badges and build our micro-credential portfolio. What we'll be excited to see just how much sharing is happening and how many skills are aligning to job opportunities.
Global Partnerships In Action
SPEAKER_03The badges would potentially beat those algorithms on those HR portals. I love it.
SPEAKER_01Yeah.
SPEAKER_03I want to talk a little bit about international partnerships because we all know the world is getting smaller and getting more connected every single minute. Fort Hayes has a long history of global engagement, and I'd love to talk about how microcondentialists and professional educational education intersects with international partnerships. I know you've talked a bit about Western Kansas and providing the skills that are needed there, but I also know that you work in other countries. We're talking like Cambodia and a bunch of other places.
Mutual Benefits For Students
SPEAKER_02So what kinds of information those four days are we currently maintain uh several uh degree uh partnerships. Uh, many of them are dual degree partnerships where our teachers uh go abroad and teach at our partner universities for students who are earning dual undergraduate degrees or MBA degrees. We do that in China and Cambodia. Uh, and then we also have partnerships that are what I would call a more traditional arrangement of international partnership. There are things like a two plus two. So the uh students who are getting an undergraduate degree will earn the first two years at the international institution and then plan to come abroad uh to our campus to finish their final two years. Um, and we have those with multiple universities. Uh, there's four locations in uh Africa, and we have uh new partnerships in Brazil. Uh, we have one in Myanmar, uh, we have an arrangement with Paraguay, um, and we're trying to expand most uh specifically in uh for our Cambodian partnership. And professional and continuing education is also needed in those areas. And so we are just now beginning to explore what those opportunities might look like for professional and continuing education that would be different in our partner locations than um would be uh here necessarily. And so a couple of the things that are really starting to um take shape for us and understanding what our international partner needs are uh are in the area of teacher professional development. And so um in the United States, we have teacher licensure, we have requirements, uh, every state has requirements for what it uh means to be licensed to be a teacher, but that kind of professionalization of the teaching profession is not uh the same everywhere, and there isn't that same kind of infrastructure abroad. So uh we have several of our partners who are basically looking to us to provide uh teacher professional development for people who work in international schools, English language schools, working with intercultural and cross-cultural audiences in international schools. What is it like to be a good teacher and an effective teacher in those kinds of schools? And they're looking to us to provide that kind of professional training. So while we might offer continuing education credits for licensed teachers that are that teach in the United States, we have different needs for credentialing and different skills that are needing to be developed that haven't already been verified and validated in uh internationally. And so those are some opportunities that we're finding that intersect with our international partners where we already offer um undergraduate and graduate degrees. Did that answer your question?
SPEAKER_03I I get so excited when I hear about all the things that are national. So I have an idea of what I think the benefits are for both domestic students and international students. But how are these collaborations really enhancing learning for both domestic and well, I think they do it in a number of ways, and it depends on which model you're talking about.
What’s Next For Lifelong Learning
SPEAKER_02But at its simplest, um uh I think that first of all, we live in a global economy, we live in a global world, we you know live in an information and knowledge economy. That's not going away. We're not putting that toothpaste back in the tube. So if you want to be an engaged global citizen leader, you can't forget about the global part of that. Um, and so I think engaging across the world is really important, particularly when you consider that we have degree programs in things like international business, international economics, uh, global affairs, international affairs, you know, things like that. Well, we need to, we need to actually be doing some of those things as an institution that we're teaching. Uh, but one of the other real benefits uh for our student body on campus is the more we interact with our international partners and the more opportunities we have for people from a variety of areas to come to campus, is that people who by and large live in rural western Kansas get exposed, they might not be able to travel themselves, right? We have a lot of first generation college students here at Fort Hayes, and uh a vast majority of our undergraduate students, even those who live on campus and um go to school full-time, also have jobs. They don't have the resources often to be able to go abroad for a semester or even do a study abroad trip. So we bring international experiences and intercultural competence experiences to campus. And so they really help a lot of our on-campus people who may not have that opportunity to travel. They still get to learn and interact with their peers in that way. Um, but we also have these international partners that we can build programs with over and over again that are those study abroad opportunities or collaborative online international learning opportunities. Or we can offer things to the people here in Western Kansas that our international partners might be experts in, that we might not be experts in here, and we can leverage that by that learning back and forth. So I think there's a variety of ways that we can leverage our internationalization and international partnerships and really be, we feel like we are serving our region by the benefits of having those international partners in that intercultural competence and global economy building way. But also, quite frankly, it's another revenue stream that helps support the programs that we can offer here in Western Kansas and be as affordable as we are. We are the lowest cost and most accessible university in the entire state of Kansas, and not by a little. There's a huge difference between our tuition price tag here and some of our other peer institutions. And um, quite frankly, we support some of that low prices through some of the international partnerships that we have because of the financial benefits. And so that's that's a reality of it as well, and one that's important to the institution and to the longevity of the institution.
SPEAKER_03I want to start looking towards the future. I mean, obviously, four days has obviously stepped into what I would consider looking into the future with all the internationalization and the media and all the things that they've been doing that are really very forward-looking. But I guess the simple question is what do you think's next?
Where To Learn More And Closing
SPEAKER_01Oh gosh. Um you know, I I I I really see um, you know, micro-credentials and digital badges, they've been around, they've been trickling um in and out of higher education and in and out of industry for for several years now. I remember they were still they were being discussed as the new big thing uh when I when I became a working professional and assistant professor. Um, I see them really making the biggest splash in the net in the next five years. I really do. I think they're gonna continue to proliferate um the space in higher education among industry, among institutions, um, and and the competition will grow. I mean, we we've already kind of seen that with online education. Um, and so we're it took a long time for that one to grow, and the pandemic was kind of the catalyst to finally punch that forward. But um with micro credentials, I I really see them being a key part of the higher education kind of operation. Um, because we have we have a lot of external forces on higher ed right now. Um, and and employers and learners, they are questioning the value, but we have value. We know that, uh, and we have a story to tell. We don't just do traditional degrees anymore. Uh, higher ed can be about a variety of learning experiences, and I see that gaining a lot of traction in the next five years, um, especially, especially because we have so many boomers, baby boomers on the brink of retirement. Um, more and more organizations are going to be investing in succession planning and leadership training because those boomers have been running organizations for a long time. Um, and now it's time to bring in those younger folks, those Gen Xs and millennials who are going to need to upskill and reskill to be able to be just as successful as those boomers were. So I really see the next five years, it's gonna make a big splash. I really do think so.
SPEAKER_03Well, if I can speak on behalf of my Gen X generation, especially in later. Jenny, what what do you think's next?
SPEAKER_02Oh, I'm very excited about the future. I think it's very easy to be um look, higher education uh and and not just higher education, other industries really are in the midst of a major disruption right now. And I think that we get to define what that future is. And I think that employer partnerships and lifelong learning ecosystems where people will continually be coming back to reskill and upskill is going to become the norm uh in the same way. And I don't think it's gonna replace uh undergraduate and graduate degrees. And I don't think there will be a little bit of disruption and a little bit of reshuffling for sure, and institutions have to figure that out and kind of ride those waves, but I don't think it's going, those are gonna go away. But I think that people are really understanding what the value of continuous learning, not just in individual professions, but again in how to manage the change, manage the uh fast-paced nature of the skills training, um, manage disruptions that are happening in a variety of professions, and also for just cultivating that sense of learning, even for learning's sake. Um, people used to uh really not talk about that a lot. It was very focused on what are you going to do with your degree? If you go to college, it means that you want to do something in a career very focused on career outcomes. And I'm not saying that that is necessarily wrong at all, but that was really shifted from the era before that, which it was really for citizenship and to get a broad, you know, liberal education and to be an educated person. And it didn't, you know, really matter exactly what you quote unquote majored in. I think a blending of those things is what is coming next, where people understand that for certain professions and certain careers and certain skill-based um uh opportunities is that's what makes our business and industry and society grow. But right alongside that, we're also becoming better humans and we're understanding that learning for learning's sake and learning to give back and learning how to be better uh people and have a little bit of that anthropologist within us, Stacey. See? Um uh uh we'll will we'll also we'll we'll also augment those career skills and and the skills that we need for the workplace. I don't think you're gonna be able to separate that necessarily. And um, I see this as an opportunity to really be more personalized learning, whether it is learning for learning's sake or whether it is for career or just because somebody wants to. And we want to be that opportunity that offers that kind of learning for people for whatever those needs are.
SPEAKER_03Well, I think that's an excellent note for us to end this episode with. Uh, where can people find out more about the offerings at Fort Hayes State University? Give me your website.
SPEAKER_01Yeah, absolutely. I mean, our our website's the first one, right? Uh f su.edu. Um, and if you add a slash PCE, you'll find our unit specifically. Um, if you're not aware, we do partner with uh IPX CM2. Obviously, Stacy's aware. Um, and so um if you're interested in earning a badge uh for your CM2 certifications, we help facilitate that process. But we also offer credit for prior learning. So if you don't have um a bachelor's degree or master's degree, but are certified in CM2, we can create a pathway for you to get a couple to get some credit hours, a kickstart, if you will, on a degree plan if that's something you're interested in doing. So fhsu.edu and you can find us from there.
SPEAKER_03Well, Jenny, Kaylee, thank you both for joining me today. This has been a great conversation. I could go on for, you know, I can go on for hours about this. But we need to bring you back so we can talk some more specifics uh for our listeners. If you'd like more information about Institute for Process Excellence, you can find that at ipshq.com. Jenny Cayley, thank you so much and have a wonderful day.
SPEAKER_00Thank you for tuning in today. Don't forget to subscribe and review the show. And for more information on IPX, visit ipxhq.com.