My Continued TLIC Journey as a Learning Strategist from East Asia

In June, I had the pleasure of presenting at The Learning Ideas Conference for the second time. At last year’s conference, I shared some of my initial insights into innovative educational strategies based on city museums for identity development; and this year, I had the opportunity to delve into the East Asian context, exploring how communication technologies can reshape corporate teamwork in ways that resonate with regional values and challenges.

Reflecting on my growth over the past year, I’m struck by how much I’ve learned about balancing global innovation with local needs. Working with my department has been instrumental in this process, as it has given me firsthand experience with how learners and educators in East Asia navigate the intersection of tradition and modernization. Through my doctoral research at Seoul National University, I have closely examined how computer-mediated communication (CMC) can serve as both a transformative and culturally sensitive tool. CMC, particularly in the remote work context that gained prominence during COVID-19, has created new opportunities and challenges in team dynamics and multicultural communication. Therefore, this year’s presentation focused on integrating the hyper-personal model in virtual multicultural teams to mitigate cultural misunderstandings and reduce intra-group conflicts. By exploring CMC in East Asia—a region where collectivism and harmony are culturally significant—the study highlights how CMC can facilitate smoother interactions by creating controlled, text-based spaces that allow for thoughtful communication.

Leaving aside my presentation, the in-person exchanges at TLIC this year provided me with invaluable insights, especially during informal discussions with other participants. These interactions deepened my approach to the project, offering perspectives on how multicultural team building can adapt in virtual contexts without losing its cultural sensitivity. I had several thought-provoking conversations about the complexities of identity presentation in digital spaces, which brought new depth to my understanding of CMC in cross-cultural working settings and brought so many other “learning ideas” to life in unexpected ways. During a coffee break, for instance, I joined a spontaneous discussion on how the hyper-personal model can be leveraged to overcome cultural misunderstandings in virtual communication. Hearing directly from a scholar who had applied AI-powered hyper-personal training tool in a corporate environment allowed me to see the model’s impact on team cohesion. Another researcher shared a case where written, asynchronous communication allowed team members to avoid face-threatening situations that might have arisen in a real-time discussion—a subtle yet critical nuance in East Asian cultures where “saving face” is paramount.

Another memorable conversation happened during a Q&A session after a panel discussion. An attendee questioned how virtual environments might shift traditional power dynamics in hierarchical cultures. This led to an engaging discussion where several speakers shared examples of how remote work had changed interpersonal relationships in our respective fields. For example, one described how the absence of in-person, hierarchical cues (such as seating arrangements and body language) allowed junior team members to engage more freely. Such insights resonated deeply, as I had observed similar dynamics in my own research but hadn’t considered how the online setting itself might democratize communication. In this view, these in-person exchanges offered a new layer to my research, showing me that CMC theories could be adjusted to account for cultural nuances in real-world applications. By discussing these ideas face-to-face with other researchers, I gained clarity on how to frame hyper-personal effects not just as a theoretical concept but as a practical tool for fostering respectful, productive cross-cultural interactions.

Moreover, I must say, the conference setting allowed for organic networking moments, such as a dinner on Day 2 with fellow researchers, where I was able to dive into discussions on multicultural management and digital identity presentation. This conversation provided fresh perspectives on how digital interactions allow individuals to manage their identities across cultural boundaries, which can be particularly valuable in managing diverse teams. These interactions underscored the unique value of TLIC as a space for collaborative learning and idea exchange.

In sum, discussions at TLIC about HRM & HRD theories and practices spurred me to further operationalize hyper-personal effects in our study, emphasizing how they might bridge cultural divides.

A significant part of my recent work has involved developing frameworks for technology-integrated learning that can account for the diversity of East Asia’s educational landscapes. This year’s participation in TLIC has, once again, broadened my understanding of the unique educational challenges today, such as language diversity and varying levels of access to technology. I am also grateful to my co-author, Huiling Jin, who also goes by “Elin,” for her invaluable contributions and insights that have enriched this project. I look forward to continuing this journey and, one day, hopefully co-presenting with her at TLIC, in the city of New York.

Participating in The Learning Ideas Conference has been a profound experience, and I’m thankful for the platform it provides to exchange ideas with global educators and innovators. I look forward to continuing this journey, deepening my understanding of “learning” across cultures, and sharing our findings with the broader community.

Thank you, TLIC, for another inspiring experience!