Continuous learning for a happy mind

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so uh I'll start if you just take a
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moment and we'll start with a cut again
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so that particular is like 800 years old
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it's been said by freshmen off the east
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coast of New Zealand as they push the
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Waka out and the broad sentiment is
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each Day's new day each Breeze is a new
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Breeze foreign
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Mental Health Awareness Week in the
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theme for today's learning
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and and so we've uh we're going to talk
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about that today so
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um just to set the senior I'll set the
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scene around the link between mooning
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and mental health and then I'll hand
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over to our our guests to to talk to it
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from their perspective and we'll and
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we'll go through some questions and
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discussion uh if you do have any
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questions over the course of the webinar
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then feel free to check them in the Q a
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um Sarah Ting uh our Abel well-being
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advisor will uh keep an eye on that and
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let us know if there's anything coming
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out or feel free to jump in if there's
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anything that's relevant to become
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okay
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um so uh for those who don't know me I'm
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lifting Colonel Steve Cooney I'm the
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chief mental health officer for the nzdf
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um and uh my background as an
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organizational Clinical Psychology
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um and uh I'm really passionate about
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this idea or the the the importance of
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learning in in mental health and so I'm
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great it's great to have this Focus for
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today the
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um the there is very clear evidence that
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the more perspectives and the more
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skills you have for dealing with
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different parts of your life work at
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home and outside of home the better off
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your mental health is that the more you
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are able to adjust how you think and act
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to suit what the moment needs of you
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what the situation needs of you the more
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you're able to adapt and be agile then
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the better off your mental health is to
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you want to speak
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and so one of the traps that I've seen
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people fall into is in defenses they get
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really good at being very effective and
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do it in a certain part of their life
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like their work life or their trade or
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whatever but when life needs them to
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operate more skillfully in another part
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like with the ifano or in a non-trade
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role in defense or when they get out of
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Defense they start to struggle because
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they're difficulty adapting to the way
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they operate and the way they see things
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and the way they think to those new
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contexts so
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um so it's really useful and important
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to kind of focus on learning and how
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learning can help us with that challenge
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so it's great to be here today with
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Josie Anne and die from uh from various
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parts of Defense to talk through some of
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the options that might help people to
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get more flexible and adaptive
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um and so I'll hand over to you guys to
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introduce yourselves and then we'll get
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into the discussion so Jesse Anthony is
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your first time I like Brady Bunch array
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I'll ask you to introduce yourself
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thanks Dave um good morning everyone I'm
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Josiah McGregor one of the career
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coaches for the nzdf career coaching
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team
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um I'm based in Burnham and I cover
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birnam in Woodburn in the Wellington
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region
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um and we have two other coaches based
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centrally and and Northern uh with
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Debbie in Auckland
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um in the Central Coach is is Nikki
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um
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as a as a team we're you know we're
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we're working with people whilst in in
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their careers within military
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um I think when we were first set up the
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the premise behind the team was around
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that word transition but um Career
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Development as a concept and as a
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construct of Our Lives is about the
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whole of our work life and so our
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service is very much tailored around the
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whole of um somebody's career be that
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within military and and of course when
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leaving
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um and I'll talk a little bit more about
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that as we go on yeah that's awesome
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Josie and just again to draw a link
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between Josie Anne's team's role and and
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mental health we know that like the
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first 12 months after getting out for
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service members is actually quite a high
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risk time for mental health difficulties
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to pop up and so and and I think Jessie
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and his team have done it made an
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appreciable difference to to that
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statistic for our people as they get out
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so it's awesome to have you here great
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uh die yeah morning now everyone uh yeah
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dice Julie manager through education
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um and had the privilege of having um
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the defense learning team in my um
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and they are accessible throughout every
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camping base and they provide that
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learning and learner support throughout
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an individual and instructors and
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command teams careers
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um
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and from my perspective actually I once
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was in uniform I was seven and a half
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years in the in the Air Force so I do
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have that appreciation of what it's like
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to transition from from the fence out
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and taking on that Learning Journey post
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events and also uh the partner of our
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ex-war officer so uh I mean that 22-year
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transition out was so so I live I'm
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really in a fortunate situation I guess
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that I I can come from two different
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perspectives so yeah and thank you very
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much for inviting us today
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so it's our pleasure right now on our
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privilege um to have you both
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so
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um it'd be good just to get an overview
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from both of you of the opportunities
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that you see for people in defense
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around their learning and uh and
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expanding their their Kitty uh and
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preparation either for expanding their
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career within defense for Life infants
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and also after naked out
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um feel free to jump on that question
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whoever feels like that got something to
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say oh yeah I actually probably can uh
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once in my previous uh jobs before this
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one when I joined defense College was
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managing or setting up the learning
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catalog so I'm quite aware of the four
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and a half thousand courses that we do
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offer within defense from you know short
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course half day but um I'm qualification
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courses through to you know your trade
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trains trade courses and stuff but I
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think um from a defense point of view is
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uh for a young Soldier say that aviators
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went they're not perhaps aware or have
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access to that for those um those Rich
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experiences and I think perhaps that's
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something that I'm working with the
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transition coaches we probably could do
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better
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um but there is certainly as I say two
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and a half thousand plus opportunities
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um yeah there is there is that um access
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it's just how to get to weapons like
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this and navigate our systems I'm
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curious do I just let me put you on the
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spot a little bit um what are are there
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any kind of nuggets that you think
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people
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uh that are underutilized around the
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opportunities like what would be the
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things that if you could kind of stick
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them in front of people for a better
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utilization what would you suggest well
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I think and some of the courses are like
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presentation skill kind of courses which
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can um you know anybody in their career
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at any time
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um you know I think and and refreshing
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that
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um yeah a Defense Force writing you know
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the Enigma of of of what we do in
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defense um it makes you have a better
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argument particularly with as you start
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getting through your career as how you
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are
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um how people appreciate you or respond
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to you if you're writing in a certain
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Manner and the seat and the third part
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is about project management I think
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again in our in our senior years and you
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know from Corporal plus I think is that
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you are required at different points to
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lead teams
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um and manage different things along
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that and it's about that exposure of
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those little critical little nuggets I
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guess that are available and we just
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don't utilize them enough
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and there and I think the last part of
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that is they're not all face to face
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because we don't have time to get out of
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our normal tasks yeah they are online as
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well and um I've actually added some
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links in into that
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um into that word document Sarah
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yeah that's awesome so so you've so so
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I've alright I provided some uh like a
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few pages on kind of those opportunities
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and options that's awesome project
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management rang through for me I've
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learned that I need to get better at
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that even in my role in my current
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current situation so that's awesome
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uh Jesse and what about you any kind of
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opportunities that you think people
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should know about or be better more
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aware of
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um I I think
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um just on the back of what I was saying
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in some of the courses that she
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mentioned um obviously
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um a fair majority of people that we see
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in our offices are coming to us be you
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know and it's really a retention
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conversation from the perspective of I'm
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feeling stuck or I'm bored or I want to
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develop but the organization's not
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moving me as fast as I want to go so
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where can I go and so you know having
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those conversations with those
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individuals around well how can you
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build your sense of self your sense you
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know understand your values your skills
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your attributes your challenges
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weaknesses even
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um outside of the rhythm of how the
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organization and your trade might be
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structured and so looking at what what
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those courses are within defense that
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you can do you mentioned project
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management great thing for people to do
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depending on what level you're at
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prosight is really great for people to
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do in terms of change management
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um definitely presentation and writing
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and how to talk you know how to
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articulate that kind of stuff
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um
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and then of course equally
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um obviously our conversations also turn
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to external training and you know what
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what external qualifications can you use
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um or access to actually build your
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understanding um of self and your skills
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and abilities that brings value to your
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everyday work but but is also on your
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path and your track to when you
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eventually do leave yeah yeah so so
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those conversations are quite broad
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um and it will depend on where the
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person's at in their career where
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they're struggling with and you know our
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assessment in terms of well I think you
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can build capacity in this area you can
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do some of this internally but you're
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gonna you might need to pad this out by
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going to an external provider and then
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what does that look like yeah yeah cool
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so that's useful as well right so so
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we've got that two and a half thousand
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options internally and then the plethora
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of ones externally as well
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um that that's awesome so Steve is this
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a good time to talk about the voluntary
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educations I love that idea diet go
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ahead okay
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um no so it's just just as a side plug
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another portfolio in my kitty but um
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with voluntary education study
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assistance program
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um scholarship if you like um is
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available to anybody that's served
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within 12 months uh 12 months or more
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they can access
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um a a large I think it's a large sum of
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money to a two thousand one hundred
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dollars
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um towards study within New Zealand and
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on that's on the qualification framework
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um and I tell you that sometimes I think
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people are using old policy when they
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refer to it when they're telling people
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um what the how they can access it the
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fact is that it's about a paper by paper
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so it's about
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um it's not saying we want you to get
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that Bachelor great but it's about you
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finding an interest a passion something
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that's going to ignite you in the middle
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of the night when you you know have had
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a big day it's going to get you to study
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and it's the beauty of Visa it's about
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paper by paper and um and it's part time
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so it's not a huge commitment but it is
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a commitment
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um and it is available as I say so it's
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so it's not a senior person that can get
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it it's everybody can get it civilians
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included
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um
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that's awesome and I think you know the
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Jesse Anne's point if you're stuck in a
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job that for career purposes or for
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whatever reason is not floating your
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boat but you're not in a position to do
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to move or to get out for old people you
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know that's not not only on it's not a
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comfortable option either you know study
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options like that can be one way of kind
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of filling your bucket and kind of
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finding a sense of meaning and purpose
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whilst also kind of um building your
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profile for whatever next steps might be
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of interest to you so I think that's
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awesome and I love that it doesn't have
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to be defense related or job related you
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can take it in a very different
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direction and start to get a bit
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creative or experiment with what with
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ideas or thoughts or trajectories that
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are new to you so that's awesome and
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from affordability point of view you can
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also tag on the force for families
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discounts as well to the Visa so
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switch that out for just the answer or
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just fish that out
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um or die might be better but um the
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forceful families have negotiated
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discounts for three tertiary providers
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in New Zealand the open Polytech which
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is a 50 discount
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um Massey University 30 and UCO I think
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is 33 and um you know that can be used
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in conjunction with the funding that
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Visa provides as well yeah today might
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cover the whole cost of a paper or a
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portion of study I think very often at
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Waldo almost
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very differently most of it yeah yeah I
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think a good example there's just to
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jump in is that if you are using if
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you're going for a similar qualification
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that's uh accessible through say Vic and
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um another universities and it's also
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messy you would be you'd be best advised
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to go through Messi unless it's
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something really passionate that you
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want to go somewhere else
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um because then you utilize the discount
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and then you can actually use more of
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the Visa money more papers can be
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studied as long as time um so take up
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your point Jesse and
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um yeah absolutely
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and also just another plug for the
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kippenburger scheme and um AV tushy
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scholarship scheme so both Army and Navy
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do um a virtue that this morning to the
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word document is have two tissue schemes
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that
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are designed in the round Visa so that
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Visa used first and shows that you have
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a commitment to learning and the second
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part is that in the Navy and copper
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Burger you build on that so 12-month
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course can now be studied full-time
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I've actually been a recipient of the
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kimberger myself and uh definitely made
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sort of taking a new career trajectory
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much much easier for me so um I'd again
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encourage people to make use and again
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there's lots of different like people
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are using it for today or Maori kind of
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qualifications they're using it for
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health qualifications so you know again
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it can be quite a it doesn't need to be
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in your career Lane at all
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good okay that's awesome so
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um uh any other uh sort of
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comments around opportunities or
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advantages that people see in that they
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don't want to make people aware of
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um also I think um we forget about
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what's on the learning toolkit yeah so
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through the learning portal there's the
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learning toolkit and it's got a lot of
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references in there to free online
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library Services
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um what else uh there's free online it
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also gives you links to free online
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courses that uh like with udemy or
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LinkedIn
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um so it's those little bite-sized
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things again jcn that would probably
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attest to that it's these little bytes
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that we these micro learning moments
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that actually builds up your portfolio
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so that we forget about when we're in
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defense we think about our trades and
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and that's pretty much it or our
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promotion courses but it's just these
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micro moments that we're doing things
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that actually
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helps your story of every time and
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defense
15:58
sorry go ahead Jesse I was just gonna I
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was just agreeing that that that's right
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you know quite often we'll we'll see
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people in our offices who
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um worry about staying relevant um in
16:08
their in the industry type or their or
16:10
their the level of their job type
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um and the whole job satisfaction area
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and you know Career Development
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certainly supports that you know one of
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the foundations of career development is
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lifelong learning and it doesn't have to
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be onerous it doesn't have to be a whole
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lot it could be a you know micro
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learning to terms of edgy bits or
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anything like that so yeah
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and from a from a mental health
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perspective those micro kind of packages
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can be quite helpful because if you're
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stressed out at work because you have to
16:36
manage someone who's tricky or you're
16:38
being managed by someone who's tricky
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and there's often like little micro
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skills packages and Linkedin about how
16:44
to have a difficult conversation or how
16:46
to have a coaching conversation all
16:47
those little skills and all they do and
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where they help is they give you uh just
16:52
a different frame a way to try something
16:55
different and that
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that gives you you feel like you've got
16:59
a bit more control than if you've got a
17:01
few more tools to kind of draw on so so
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uh you know quite a you know I think
17:05
it's really important to understand
17:06
those little micro micro skills and
17:08
options so that so that you can kind of
17:10
draw on them in tricky moments and give
17:12
it and expand yourself that way awesome
17:15
um so what about the processes you know
17:18
I guess Forex for accessing both of your
17:20
services if someone was sitting here
17:22
thinking actually I think there's I am
17:24
feeling a bit stuck and I and I do want
17:27
to look at kind of expanding my
17:30
um a learning profile what what how
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would they kind of enter in the process
17:35
for each of you
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well okay um and I
17:41
opened briefly before that you know
17:43
quite often we have this swinging door
17:45
between both our services
17:47
um where um you know that the dealer and
17:49
staff at Burnham will send people to me
17:51
and vice and vice versa in terms of
17:54
accessing the career coaches obviously
17:56
we take referrals from across board in
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terms of you know we might get a
18:00
referral from a unit
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um from uh Commander as well as all the
18:04
Allied Services that that are on camps
18:06
and bases
18:07
um Word of Mouth obviously and
18:09
self-referral um is quite huge
18:12
um as well and so it's just a matter of
18:14
either knocking on my door one of our
18:16
doors or emailing us and coming along
18:18
and and so what that looks like is a
18:21
one-to-one kind of you know initial
18:23
appointment where we would talk to
18:24
people about where they're at and and
18:26
kind of get a feel for it where that
18:28
conversation might go and whether or not
18:30
it's a career conversation straight away
18:32
whether there might be a non-referral
18:34
um first and foremost maybe over to
18:36
dloon for example
18:38
um
18:39
and you know we provide that one-to-one
18:42
coaching around understanding self the
18:45
model that underpins the coaching that
18:46
we do for people is called soda so and
18:49
soda stands for
18:50
um sort of self opportunities decisions
18:53
and actions so um and so we'll take
18:55
people through those types of
18:57
conversations to kind of get a feel for
18:59
where they're at and then what you know
19:01
there's so many avenues that people can
19:02
go through yeah cooling just to clear
19:04
like uh are there any limitations on who
19:09
might access your service
19:12
um primarily we are here for uh regular
19:14
Force personnel
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um
19:16
though
19:17
we are available and it will depend on
19:20
capacity at the time
19:21
um to support civilian nzdf stuff
19:24
obviously we attend nzdf promotional
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stuff and we provide online webinars
19:30
which are open to everyone that's part
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of the nzdf whanau including family at
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home
19:36
um but primarily RF we work across nzdf
19:39
teams civilian teams in terms of career
19:42
management and career development
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um so we've got a couple of portals and
19:47
we we do have a platform uh that we've
19:50
purchased for the organization that's
19:51
just going through white listing uh and
19:54
that's called the careers Hub and so
19:55
that'll be for the most part for for
19:57
most of nzdf uh self-directed Career
20:00
Development platform that people can
20:02
jump into
20:03
um and there's a you know it's 24 7
20:05
access to thousands of resources around
20:08
developing your career self-assessments
20:11
and learning yeah awesome that sounds
20:14
awesome I'll take it with that myself I
20:16
think
20:17
um I'm curious uh when would you
20:19
recommend someone comes to use the uh I
20:23
I know people who will sort of give you
20:25
a ring on the week before they do to get
20:28
out so I'm just curious as your
20:29
recommendations around it yeah yeah
20:32
um well yeah they should ring before
20:34
they leave for sure if it's the week
20:36
before um that's cool
20:38
um should have been earlier but we do
20:40
our service is ongoing Beyond leaving
20:43
defense so there's a two-year reach back
20:46
um just as a guiding principle
20:49
um having said that there was I've
20:50
worked with someone that was out for
20:51
four years you know if their
20:52
employability and way of life is at risk
20:55
in terms of needing to find work and
20:56
understand that career element then I
20:59
would I would say that we would work
21:00
with them
21:02
um
21:03
I I would exceed us as early as you can
21:06
um once you know probably not in the
21:08
first couple of years
21:10
um we do go and talk to core trainees
21:11
and Cadets um but I'm sure that they
21:14
sort of data to dump that that
21:15
information at that point because life's
21:17
really busy but
21:18
um you know when you're approaching
21:20
promotion or you might be doing Juniors
21:22
or seniors
21:23
um as early in your career as you can
21:25
particularly if if you haven't got a
21:27
recognizable trade as it were that you
21:31
don't see or feel that is transferable
21:33
across and you know like if you're an
21:35
infantry for example
21:36
um and and you've got an interest or a
21:38
passion in another area of life that you
21:40
want to build on it's going to take you
21:42
six years to part-time to do a degree so
21:44
the earlier you access and have a
21:45
conversation with someone about what
21:47
that looks like
21:49
um I think the better it is yeah yeah
21:52
and I I fully support all that you know
21:54
I think my advice to my mates anyway is
21:57
you know five years before you start
21:59
before you kind of want to see your
22:01
career kind of hitting an exit point you
22:04
want to start kind of building your
22:05
profile and thinking about how you how
22:08
you're going to kind of manage theater
22:09
skillfully so I always recommend people
22:11
come see you earlier rather than later
22:12
like years earlier yeah yeah 100 yeah
22:15
how do you navigate your industry your
22:17
job type where are your network how
22:19
you're going to build them yeah there's
22:21
lots of conversations yeah awesome
22:24
and die what about your services how
22:26
would you recommend
22:28
accessing also
22:30
yeah we're grateful to the transition
22:31
team because that was part of the um the
22:34
the tasks for the D loon team so we're
22:36
grateful that they have
22:37
um taken that on board but um I guess so
22:40
that's the transition we're about there
22:42
here and now I guess more about the
22:44
support in the in their career as such
22:47
and uh making for sure that they can be
22:49
the best they can be
22:50
um so I guess to and for that to occur
22:53
this
22:54
um online portals so sometimes it's it's
22:56
a big Brave effort to going down to that
22:58
defense learning door and knock on the
23:01
door so we've created a learning um a
23:03
learning support request form
23:06
um and that can be a command unit
23:07
referral or and or an individual
23:09
self-referral that they are requiring
23:11
either some support
23:13
um whether it's a math or English you
23:15
know oral presentations
23:18
um so that they can um you know work get
23:20
ready for their promotion courses Etc
23:22
but it's also about um you know we're
23:24
well aware that we've got loads of
23:26
numeracy within defense we're nothing
23:27
new like with everybody else out there
23:29
in the big wide world
23:31
um and and sometimes at different points
23:32
in people's career it comes up wanting
23:34
and so again it's that support so that
23:36
they can then springboard off that those
23:39
strategies to then launch into other
23:41
learning careers whether it's through
23:42
Visa or
23:44
um again in their normal coursing
23:46
that's awesome so I just want to pick up
23:48
at a point there because I think a lot
23:50
of and I've actually had you know people
23:52
with postgraduate University
23:53
qualifications who arrived him down to
23:56
the d-learn team to kind of help learn
23:58
to write for our audience and a more
24:01
kind of useful way so
24:03
um so you know and it's really common
24:06
for people to think I I don't those
24:08
basic skills that I don't have those
24:10
enough to do the things that I want to
24:12
do at University or other training or
24:14
whatever so it's really useful I think
24:16
to remind people that you guys are there
24:18
to help kind of bolster those basic
24:19
skills so you feel confident to then
24:22
take an exhibit you might want to take
24:24
so that's really that's really useful to
24:25
remember as well okay you're off there
24:27
sorry carry on no thanks Steve and I
24:29
think the only thing I was going to say
24:31
was talking about um we do Run online
24:33
courses and um and course nomination
24:36
forms again for those essays the magic
24:38
or the mystery behind Defense Force
24:40
writing
24:41
um and again um our instructors you know
24:44
they are gold you know and as distracted
24:46
can be doesn't have to be a formal
24:48
instructor but it's about that teaching
24:50
them the art you know that I've spent
24:52
three years at University so I I should
24:54
have it down to a t but we're expecting
24:56
sometimes it's people to have to walk
24:58
into a classroom and they haven't had
24:59
that luxury they're subject matter
25:01
expert they're great warfighters or
25:03
mechanics or whatever might be so it's
25:05
about that confidence of the actually um
25:08
this is how I can get this message
25:10
across and sometimes that the most
25:12
important part of that is is that
25:14
supporting them to be able to do their
25:17
business you know and so that's the
25:18
backup plan for defense learning is to
25:20
is really is to you know support those
25:23
command teams slash instructors to um to
25:26
be able to do the Mahi on our behalf
25:28
yeah
25:29
yeah that's awesome and I think that's
25:31
the that's a great example of when I've
25:34
seen people get stuck as when is when
25:36
they're really good at their job and
25:38
then they're going to construct a role
25:39
and they have to
25:41
adapt to other people who may not have
25:43
the same commitment or the same
25:44
perspectives or the same in disposition
25:47
and skills as they do and and so I think
25:49
that's a really great example of how
25:51
kind of learning little tips and tricks
25:53
and building it into a larger framework
25:55
is really is really helps with people so
25:57
that's so that's awesome um I was
25:59
wondering uh any other kind of final
26:01
remarks around from each of you around
26:03
sort of learning and the opportunities
26:06
and you know if you could if you could
26:09
give people one nugget or one a piece of
26:10
advice what would you what would you
26:12
suggest
26:13
I was just going to add that that you
26:16
know having a conversation with us at
26:18
any point in your career even when
26:20
you're not leaving
26:21
um you know when you work in a job for a
26:24
for a period of time or a longer period
26:26
of time we don't actually take stock
26:28
about what we do every day and so
26:30
sometimes we lose sight of our skills
26:32
and our expertise and we get we might
26:34
get to the end of the week and think
26:35
well gosh I'm not sure where I'm going
26:37
to go next or I might be promoted or
26:40
asked to go into a job that I don't feel
26:41
ready for
26:43
um and so having a conversation about
26:45
your career and unpacking your skills
26:47
and your abilities and your your
26:49
professional values and all that it
26:51
actually really it's it's a really
26:52
integral part of understanding self and
26:55
being able to re-energize
26:58
um yourself and your career in the
27:00
military and and your job satisfaction
27:02
at work and so
27:04
just a conversation that's not about
27:06
leaving it might not even be about
27:07
planning education but certainly that's
27:09
that's often the outcome
27:11
um and it might not be education
27:14
learning from education it could be
27:16
learning by doing voluntary work as well
27:17
and and being involved in the community
27:20
in some way so that's another form of of
27:22
learning that that has a positive impact
27:24
on people's frame of mind and reframing
27:27
their work situation
27:29
awesome I love it that's great Jersey
27:31
and I fully agree and die any final
27:33
nuggets or tips and tricks I think um
27:36
any any learning is good learning
27:40
wasn't um as I say um I've partnered
27:43
with somebody who's done 22 years and I
27:45
myself have done seven and a half and
27:48
and it's that continual learning that
27:50
keeps you relevant I sometimes go to the
27:52
odd party or two you know and when I
27:55
start talking about my job
27:57
but so I start talking about some of the
28:00
things that I've done that I've studied
28:01
like I'm a qualified beekeeper I study
28:04
anthropology and looked at education for
28:06
one age in in India talk about those
28:09
that say people switch on you know
28:10
they're like wow tell us all about that
28:12
so sometimes I think we get so bored not
28:15
we forget about what's in our jobs but
28:17
the learning business relevant Keeps Us
28:19
motivated gets it energized and it's
28:22
just another part of you but it's maybe
28:24
it's it's the one that gets you out of
28:25
bed
28:26
um
28:30
that's awesome
28:32
um
28:33
uh look first first we'll do all things
28:36
to a closer but thanks to you both for
28:38
um for the Mahi that you do for our
28:40
people in defense and and I can see a
28:42
lot of people uh
28:44
can benefit from the services you
28:47
provide and I hope you you're a
28:50
articulation today has helped or it will
28:53
help find people find their way there
28:55
once again you've both described it
28:57
really well there's a real clear link
28:59
between kind of well-being and and
29:01
learning and expanding your horizons and
29:04
developing both competence confidence
29:06
and and kind of skills so that's uh so
29:09
that's awesome
29:10
um again we're lucky it's royalty and
29:12
defense you know I don't know many other
29:14
organizations that have these kind of
29:15
services available and these
29:17
opportunities available
29:19
um and so it'd be a real shame it is a
29:21
real shame when service members don't
29:22
take advantage of those so uh so I hope
29:25
that uh this this short webinar has been
29:28
helpful intimidating people in the door