From DSC: I thought the article below was a good one. But I’m not sure I arrived at the same conclusion. Rather than putting the business of leadership & development training squarely on the shoulders of team leaders, I would put it on each individual employee and inform/empower them to seek out what works best for them in fulfilling their role.
The L&D team can work with introducing the best tools and examples of streams of content to tap into for any given role or topic.
I’m thinking here of tools like Twitter, streams of content from LinkedIn or from relevant blogs and websites. The team leaders can follow up with their team members and check in with them to see how things are going. If an employee says, “I don’t know who to connect with or follow” then perhaps the team leader can say, I’ve found these particular people, blogs, websites, streams of content from LinkedIn (or other sources) to be effective for what we do within our organization. Introduce them to communities of practice and/or to other individuals that do X, Y or Z really well.
It brings in the social element that this article discusses, but it also serves each individual’s best interests — each one of us needs to know how and where to keep learning. If it’s in their best interests to keep learning, then give them the tools and potential streams of content to tap into. Give them:
Let them own it. They’re likely creating their own learning pathways anyway. L&D become a consulting organization. L&D can consult with each group (or even individual employees) re: potential streams of content and possible/effective connections for that group (or individual).
How enterprise learning for leadership and team development is tripping up human potential, and slowly sending the L&D brand into irrelevance. This is the story of how to save it, step by radical step.
Excerpts:
Over 18 months of research with 65 one-on-one interviews, 511 managers surveyed, and 900 teams representing 8K people, we witnessed the unintentional damage: marginalized learning and development people (L&D), learners who see leadership and team development as a necessary but random and usually disappointing transaction, and executives who line-item “soft skills” training (labeled decades ago by, no surprise, a hard-skills proponent) as a tax or necessary benefit, as if it were a dental plan.
If you’re curious, it can’t help but spark a few questions:
How can something so strategically important be so realistically unimportant?
How did L&D pros, who make such a compelling psychological and organizational case for the most pivotal kind of learning, get so minimized and, in the process, drag down human potential and the social intelligence of corporate culture?
How are smart, passionate L&D people who are in it for the greater good—and not the big payday—getting stuck with a brand that’s as sexy as K-Mart?
The problems are systemic, and the curiosity and ambition to fix them have received as little attention as any problem in enterprise history.
So, what’s the big switch? Learning for leadership and team development doesn’t belong with L&D. It belongs squarely with the team leader, the person who is 70% of the variance in her team’s engagement. Learning belongs fundamentally, not loosely, where it’s always in context and relevant: the leader and her team.
Winner takes all— from by Michael Moe, Luben Pampoulov, Li Jiang, Nick Franco, & Suzee Han
We did a lot of things that seemed crazy at the time. Many of those crazy things now have over a billion users, like Google Maps, YouTube, Chrome, and Android.
— Larry Page, CEO, Alphabet
Excerpt:
An alphabet is a collection of letters that represent language. Alphabet, accordingly, is a collection of companies that represent the many bets Larry Page is making to ensure his platform is built to not only survive, but to thrive in a future defined by accelerating digital disruption. It’s an “Alpha” bet on a diversified platform of assets.
If you look closely, the world’s top technology companies are making similar bets.
Technology in general and the Internet in particular is all about a disproportionate gains to the leader in a category. Accordingly, as technology leaders like Facebook, Alphabet, and Amazon survey the competitive landscape, they have increasingly aimed to develop and acquire emerging technology capabilities across a broad range of complementary categories.
From DSC: In reviewing the item below, I wondered:
How should students — as well as Career Services Groups/Departments within institutions of higher education — respond to the growing use of artificial intelligence (AI) in peoples’ job searches?
My take on it? Each student needs to have a solid online-based footprint — such as offering one’s own streams of content via a WordPress-based blog, one’s Twitter account, and one’s LinkedIn account. That is, each student has to be out there digitally, not just physically. (Though I suspect having face-to-face conversations and interactions will always be an incredibly powerful means of obtaining jobs as well. But if this trend picks up steam, one’s online-based footprint becomes all the more important to finding work.)
The solution appeared in the form of artificial intelligence software from a young company called Interviewed. It speeds the vetting process by providing online simulations of what applicants might do on their first day as an employee. The software does much more than grade multiple-choice questions. It can capture not only so-called book knowledge but also more intangible human qualities. It uses natural-language processing and machine learning to construct a psychological profile that predicts whether a person will fit a company’s culture.That includes assessing which words he or she favors—a penchant for using “please” and “thank you,” for example, shows empathy and a possible disposition for working with customers—and measuring how well the applicant can juggle conversations and still pay attention to detail. “We can look at 4,000 candidates and within a few days whittle it down to the top 2% to 3%,” claims Freedman, whose company now employs 45 people. “Forty-eight hours later, we’ve hired someone.” It’s not perfect, he says, but it’s faster and better than the human way.
It isn’t just startups using such software; corporate behemoths are implementing it too. Artificial intelligence has come to hiring.
Predictive algorithms and machine learning are fast emerging as tools to identify the best candidates.
Addendum on 6/7/17:
Career site Workey raises $8M 2replace headhunters w/ #AIhttps://t.co/Efi9nvNGGu DC:A foreshadowing or a continuing trend? Either way..
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Want a job? It may be time to have a chat with a bot — from sfchronicle.com by Nicholas Cheng
Excerpt:
“The future is AI-based recruitment,” Mya CEO Eyal Grayevsky said. Candidates who were being interviewed through a chat couldn’t tell that they were talking to a bot, he added — even though the company isn’t trying to pass its bot off as human.
A 2015 study by the National Bureau of Economic Research surveyed 300,000 people and found that those who were hired by a machine, using algorithms to match them to a job, stayed in their jobs 15 percent longer than those who were hired by human recruiters.
A report by the McKinsey Global Institute estimates that more than half of human resources jobs may be lost to automation, though it did not give a time period for that shift.
“Recruiting jobs will definitely go away,” said John Sullivan, who teaches management at San Francisco State University.
Global smartphone growth is slowing: Smartphone shipments grew 3 percent year over year last year, versus 10 percent the year before. This is in addition to continued slowing internet growth, which Meeker discussed last year.
Voice is beginning to replace typing in online queries. Twenty percent of mobile queries were made via voice in 2016, while accuracy is now about 95 percent.
In 10 years, Netflix went from 0 to more than 30 percent of home entertainment revenue in the U.S. This is happening while TV viewership continues to decline.
China remains a fascinating market, with huge growth in mobile services and payments and services like on-demand bike sharing. (More here: The highlights of Meeker’s China slides.)
This is the best way to get up to speed on everything going on in tech. Kleiner Perkins venture partner Mary Meeker’s annual Internet Trends report is essentially the state of the union for the technology industry. The widely anticipated slide deck compiles the most informative research on what’s getting funded, how Internet adoption is progressing, which interfaces are resonating, and what will be big next.
One example of how this might work is at a restaurant. Your friend will be able to leave an augmented reality sticky note on the menu, letting you know which menu item is the best or which one’s the worst when you hold your camera up to it.
Another example is if you’re at a celebration, like New Year’s Eve or a birthday party. Facebook could use an augmented reality filter to fill the scene with confetti or morph the bar into an aquarium or any other setting corresponding with the team’s mascot. The basic examples are similar to Snapchat’s geo-filters—but the more sophisticated uses because it will actually let you leave digital objects behind for your friends to discover. Very cool!
“We’re going to make the camera the first mainstream AR platform,” said Zuckerberg.
On Tuesday, Facebook kicked off its annual F8 developer conference with a keynote address. CEO Mark Zuckerberg and others on his executive team made a bunch of announcements aimed at developers, but the implications for Facebook’s users was pretty clear. The apps that billions of us use daily—Facebook, Messenger, WhatsApp, Instagram—are going to be getting new camera tricks, new augmented reality capabilities, and more bots. So many bots!
Facebook’s most fascinating virtual reality experiment, a VR hangout session where you can interact with friends as if you were sitting next to one another, is now ready for the public. The company is calling the product Facebook Spaces, and it’s being released today in beta form for the Oculus Rift.
From DSC:
Is this a piece of the future of distance education / online learning-based classrooms?
In 2014, Facebook launched its FbStart program, which has helped several thousand early stage apps build and grow their apps through a set of free tools and mentorship meetings. On Tuesday, Facebook unveiled a new program to reach a broader range of developers, as well as students interested in technology.
The program, called “Developer Circles,” is intended to bring developers in local communities together offline as well as online in Facebook groups to encourage the sharing of technical know-how, discuss ideas and build new projects. The program is also designed to serve students who may not yet be working on an app, but who are interested in building skills to work in computer science.
Facebook will rely on an army of outside developers to contribute augmented reality image filters and interactive experiences to its new Camera Effects platform. After today’s Facebook F8 conference, the first effects will become available inside Facebook’s Camera feature on smartphones, but the Camera Effects platform is designed to eventually be compatible with future augmented reality hardware, such as eyeglasses.
While critics thought Facebook was just mindlessly copying Snapchat with its recent Stories and Camera features in Facebook, Messenger, Instagram and WhatsApp, Mark Zuckerberg tells TechCrunch his company was just laying the groundwork for today’s Camera Effects platform launch.
On Tuesday, Mr. Zuckerberg introduced what he positioned as the first mainstream augmented reality platform, a way for people to view and digitally manipulate the physical world around them through the lens of their smartphone cameras.
Even if you use all the right job buzz words, your LinkedIn profile still may not catch the attention of your potential new boss when on a job search. Isn’t it time you stopped lurking on LinkedIn and took control of your search?
Before you start applying these new ideas, search to see how many people or companies have viewed your profile. LinkedIn now summarizes this information for you when you view your profile. You will see two numbers immediately below your summary section. LinkedIn tells you how many people or companies have viewed your profile and how many people have viewed your posts. (You may also see the number of connections you have.) If you click on either number it will take you to a new page with greater detail. Write these numbers down and check them after you’ve begun implementing your new actions on LinkedIn. You will notice a difference. And this will help you in your search for a new job through the platform.
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In recent years, internships have gone from nice-to-have-on-a-résumé to absolutely critical. Employers today go on to hire about 50 percent of their interns as full-time workers, according to the Collegiate Employment Research Institute at Michigan State University. And the share is growing every year in industries like construction, consulting, accounting and scientific services.
This new emphasis has upended the traditional recruiting calendar on campuses nationwide. With more companies drawing from their intern pools, recruiters have shifted their attention from hiring soon-to-graduate seniors to scoping out juniors, even as early as the fall term, for summer internships. Postings for internships now make up a significant proportion of the overall entry-level job openings in engineering, graphic design, communications, marketing and information technology, according to Burning Glass Technologies, a data analytics company that studies the job market.
“There was a time when 50 employers came to recruit for interns,” said Patricia Rose, director of career services at the University of Pennsylvania. “Now we have 180. They want to wrap up talent before anyone else.”
A killer LinkedIn profile is mandatory if you want to grow your personal brand and company. Even though you’re busy, LinkedIn is one place you can’t forget. The more you put in, the more you’ll get out of it. Here are 22 top tips to effectively boost your LinkedIn profile.
Where to begin in leading this shift? There are many possible first steps. This article focuses on two broad areas of digital design that can provide the foundation for an empowered culture of learning:
Multimedia content
Online communities of social interaction with classmates and professors
I have experienced this transformative shift of expanding the boundaries of learning with my own college-age children. My daughter, Jessica, graduated from university in 2010 and my son, Dan, will graduate in 2017. They both will earn equivalent grades at two different but highly competitive universities. How they studied, how they were supported in their learning, and how they interacted with classmates and professors represent two different worlds. Both of my children are convinced that Dan, the younger sibling, will be much better prepared for the world of work because of this transformation.
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Here are five guidelines for leaders who are planning to maximize the investment in network technologies to improve teaching and learning:
Provide all students with immediate access to subject content in all formats (full text, video, audio)
Support a community of learners who can continuously help one another
Provide educators with insights into how students are thinking in online communities
Encourage educators to teach students to “learn how to learn”
Allow students to continue to tap their campus networks as a lifelong resource
We’re embracing the bot revolution With these limitations in mind, we embrace the bot movement. In short, having our bite-sized courses delivered via messaging platforms will open up a lot of new benefits for our users.
The courses will become social.
It will become easier to consume a course via a channel that fits best for the course.
The courses will become more interactive.
Bots will remove some of the friction
The future of online learning will happen via messaging services.
Also relevant here:
From DSC: By posting such items, I’m not advocating that we remove teachers, professors, trainers, coaches, etc. from the education/training equations. Rather, I am advocating that we use technology as tools for educating and training people — and using technologies to help people of all ages grow, and reinvent themselves when necessary. Such tools should be used to help our overworked teachers, professors, trainers, etc. of the world in delivering excellent, effective elearning experiences for our students/employees.
The enterprise technologies to watch in 2016 — from zdnet.com by Dion Hinchcliffe While enterprise technology has always been somewhat a breed apart from consumer tech, this year we see that consumer tech will definitively set the agenda for businesses like never before in this year’s list of tech to watch.
Excerpts:
This year’s round-up of enterprise technologies to watch in 2016 is more crowded than ever. This is partly due to the fact that there’s just more new tech this year, and partly because the consumer-focused side of the technology industry is creating ever more disruptive advances that enterprises are simply required to face more quickly to maintain their relevancy in the market.
There are several new additions to the list this year that — despite rampant overuse of the term these days — hold the potential to be genuinely disruptive in the short term. These include blockchain, digital/customer experience management, and real-time stream processing, or fast data.
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The enterprise technologies to watch in 2016:
Microservices architectures
Digital learning, MOOCs, global solutions networks
Two days of Facebook’s F8 Conference have come and gone, so here’s a look back at all the things you may have missed from the event. To learn more about each topic, click the links below for full stories.
In a wide-ranging keynote April 12, CEO Mark Zuckerberg laid out the company’s 10-year plan to “Give everyone the power to share anything with anyone.” To do so, Facebook plans to move far beyond its original role as a social network. The firm aims to launch new virtual reality projects, beam Internet across the world using drones and unleash complex artificial-intelligence bots that can fulfill our every digital need.
Before all that can happen, Facebook has to deal with the here and now of improving its current products. On that front, the company made several announcements that will reshape the way people and brands use Facebook and its constellation of apps this year.
Here’s a breakdown of Facebook’s biggest F8 announcements.
When Facebook bought Oculus VR in 2014 for $2 billion, many observers wondered what the world’s largest social networking company wanted with a virtual reality company whose then-unreleased system was pretty much all about single-user experiences. Today at F8, Facebook’s annual developers conference in San Francisco, the company showed off some of the most fleshed-out examples of how it sees VR as a rich social tool. During his F8 keynote address, CTO Mike Schroepfer talked at length about what Facebook explicitly calls “social VR.”
One of the key knocks on virtual reality, the gamer-heavy industry Facebook is betting big on, is that wearing a headset intended to block out the real world in favor of a virtual one isn’t a very social activity. Facebook, an inherently social company, thinks it can change that.
At its F8 developer conference on Wednesday Facebook demoed what it calls “social VR,” which is exactly what it sounds like: Connecting two or more real people in a virtual world.
During the second day keynote of Facebook’s F8 Developer Conference, Oculus showed off an entirely new way to get social in VR.
On stage, Facebook’s CTO Mike Schroepfer showed how 360-degree photos can instantly be shared with a friend in VR, with 360 photos appearing as handheld spheres. You can virtually grab the floating sphere and smash it against your face, you will then be instantly teleported into the content of the spherical photo.
[On 4/12/16], Facebook opened up Instant Articles to all publishers. If you don’t know, Instant Articles are Facebook’s new way to natively load articles within the app using an adapted RSS feed. These native articles, which have a lightning bolt in the top right corner, load in half a second?—?10x faster than if user was to click out to a website. From what I’ve seen so far, they really do load instantaneously and have a great layout and user experience. And if you’re paying attention, you’ll understand that this is their third push for native media consumption: first photos, then videos, and now written content.
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However, as of [4/13/16], Instant Articles become available to anybody with a Facebook page and a blog. This is a key opportunity for small blogs and publications to get ahead of the game and really understand how best to use the new product.
… Has Facebook been able to achieve what AOL could have a generation ago? By that I mean: Has Facebook become a layer on top of the Internet itself?
Enter Slack. The online communication platform launched two years ago and now has more than 2.3 million users. It facilitates an online, supercharged version of watercooler conversation, enabling people to trade information and chat informally with colleagues. And it might just be a game changer for online education.
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On Slack there are flexible public channels, along with small private groups for exchanges between just a few people. Media companies including the New York Times are using it as a content management system, and corporations from Walmart to Blue Bottle Coffee rely on it to keep globally distributed teams in sync.
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At +Acumen we were intrigued when marketing guru Seth Godin used Slack for an experiment in online learning. In 2014 he started altMBA, an online leadership workshop, and hosted it in Slack.
From DSC: Reading the first item from today’s Learning TRENDS — from Elliott Masie — it appears that employees’ learning ecosystems are morphing…big time. More and more, employees are producing content and/or finding it outside the internal Learning & Development groups.
Having worked in Fortune 500 companies for 15 years, I experienced first hand the need to keep growing and learning — and that the employee ultimately needs to own their own learning. It’s in the organizations’ and employees’ best interests to have employees tap into multiple streams of content in order to keep learning and growing. The L&D Groups are still very important, but given the pace of change — and disruption — one simply can’t afford to have someone else be in charge of one’s learning.
Excerpt from Learning TRENDS #911 (emphasis DSC)
Learner as Content Producer?More of the learning consumed by learners has been created, compiled or produced by sources other than internal Learning & Development groups.We have been surveying a significant shift in the origin of content used by employees of our organizations.Increasingly, we are seeing these as the source of content:
Search Found Content.
Public Content Collections – TED Talks, YouTube, Others.
Peer Created Content or Collaborations.
Curated Content by Learners.
3rd Party Content from External Providers.
The “meta” trend is that organization is building less and less of the content in a formal designer mode. In fact, the Learner is often becoming a “Learning Producer”, through their own assembly and selection of content from a wider and wider set of resources. It will be interesting to track how learners expand and hone their skills of being their own “Producers” – and how learning functions leverage this to help curate a more effective and efficient set of learning choices for the rest of the enterprise.
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