In Move Towards More Online Degrees, Coursera Introduces Its First Bachelor’s — from by Sydney Johnson


These days, though, many MOOC platforms are courting the traditional higher-ed market they once rebuked, often by hosting fully-online masters degrees for colleges and universities. And today, one of the largest MOOC providers, Coursera, announced it’s going one step further in that direction, with its first fully online bachelor’s degree.

“We are realizing that the vast reach of MOOCs makes them a powerful gateway to degrees,” Coursera CEO Jeff Maggioncalda said in a statement.

The new degree will be a bachelor of science in computer science from the University of London. The entire program will cost between £9,600 and £17,000 (approximately $13,300 to $23,500), depending on a student’s geographic location. According to a spokesperson for Coursera, the program’s “cost is adjusted based on whether a student is in a developed or developing economy.”



From DSC:
At least a couple of questions come to mind here:

  • What might the future hold if the U.S. Department of Education / the Federal Government begins funding these types of alternatives to traditional higher education?
  • Will Coursera be successful here and begin adding more degrees? If so, a major game-changer could be on our doorsteps.




From DSC:
After seeing the article entitled, “Scientists Are Turning Alexa into an Automated Lab Helper,” I began to wonder…might Alexa be a tool to periodically schedule & provide practice tests & distributed practice on content? In the future, will there be “learning bots” that a learner can employ to do such self-testing and/or distributed practice?



From page 45 of the PDF available here:


Might Alexa be a tool to periodically schedule/provide practice tests & distributed practice on content?





Michelle Weise: ‘We Need to Design the Learning Ecosystem of the Future’ — from  by Michelle Weise


These days, education reformers, evangelists and foundations pay a lot of lip service to the notion of lifelong learning, but we do little to invest in the systems, architecture and infrastructure needed to facilitate seamless movements in and out of learning and work.

Talk of lifelong learning doesn’t translate into action. In fact, resources and funding are often geared toward the traditional 17- to 22-year-old college-going population and less often to working adults, our growing new-traditional student population.

We’ll need a different investment thesis: For most adults, taking time off work to attend classes at a local, brick-and-mortar community college or a four-year institution will not be the answer. The opportunity costs will be too high. Our current system of traditional higher education is ill-suited to facilitate flexible, seamless cost-effective learning pathways for these students to keep up with the emergent demands of the workforce.

Many adults may have no interest in coming back to college. Out of the 37 million Americans with some college and no degree, many have already failed one or twice before and will be wholly uninterested in experiencing more educational trauma.We can’t just say, “Here’s a MOOC, or here’s an online degree, or a 6- to 12-week immersive bootcamp.”


We have to do better. Let’s begin seeding the foundational elements of a learning ecosystem of the future—flexible enough for adults to move consistently in and out of learning and work. Enough talk about lifelong learning: Let’s build the foundations of that learning ecosystem of the future.



From DSC:
I couldn’t agree more with Michelle that we need a new learning ecosystem of the future. In fact, I have been calling such an effort “Learning from the Living [Class] Room — and it outlines a next generation learning platform that aims to deliver everything Michelle talks about in her solid article out at

The Living [Class] Room -- by Daniel Christian -- July 2012 -- a second device used in conjunction with a Smart/Connected TV


Along these lines…I just saw that Amazon is building out more cashierless stores (and Walmart is also at work on introducing more cashierless stores.) Now, let’s say that you are currently a cashier. 2-5 years from now (depending upon where you’re currently working and which stores are in your community), what are you going to do? The opportunities for such a position will be fewer and fewer. Who can help you do what Michelle mentioned here:

Working learners will also need help articulating their learning goals and envisioning a future for themselves. People don’t know how to translate their skills from one industry to another. How does a student begin to understand that 30% of what they already know could be channeled into a totally different and potentially promising pathway they never even knew was within reach?

And that cashier may have had a tough time with K-12 education and/or with higher education. As Michelle writes:

Many adults may have no interest in coming back to college. Out of the 37 million Americans with some college and no degree, many have already failed one or twice before and will be wholly uninterested in experiencing more educational trauma. We can’t just say, “Here’s a MOOC, or here’s an online degree, or a 6- to 12-week immersive bootcamp.”

And like the cashier in this example…we are quickly approaching an era where, I believe, many of us will need to reinvent ourselves in order to:

  • stay marketable
  • keep bread and butter on the table
  • continue to have a sense of purpose and meaning in our lives

Higher ed, if it wants to remain relevant, must pick up the pace of experimentation and increase the willingness to innovate, and to develop new business models — to develop new “learning channels” so to speak. Such channels need to be:

  • Up-to-date
  • Serving relevant data and information– especially regarding the job market and which jobs appear to be safe for the next 5-10 years
  • Inexpensive/affordable
  • Highly convenient





Mapping the Trends on Our Doorstep: The Pace of Change Has Changed — from an article that I did out at — and with — [where LLL stands for lifelong learning]; my thanks to Mr. Amrit Ahluwalia, Managing Editor out at and to his staff as well!
The higher education industry has changed significantly over the past decade, and given the pace and significance of change hitting other industries as a result of technological advances, it’s fair to say the postsecondary space is ripe for further transformation.


From DSC:
From the perspective of those of us working within higher education, we see massive changes occurring in the corporate world, and we see innovations and changes also occurring in the world of K-12. Higher education should also be adapting, changing, questioning, and reflecting upon how we can best prepare our students for a rapidly changing workplace.

Below is another interesting item that I believe gives credence to the idea that we are now on an exponential pace of change. Companies are coming and going on the S&P Index…at an ever faster pace.

The 33-year average tenure of companies on the S&P 500 in 1964 narrowed to 24 years by 2016 and is forecast to shrink to just 12 years by 2027 (Chart 1).


Here is the video:

This is the transcript with the original graphs in it.

This is a nice PDF file from with the transcript, with some different graphics and some other





From DSC:
Here’s a quote that has been excerpted from the announcement below…and it’s the type of service that will be offered in our future learning ecosystems — our next generation learning platforms:


Career Insight™ enables prospective students to identify programs of study which can help them land the careers they want: Career Insight™ describes labor market opportunities associated with programs of study to prospective students. The recommendation engine also matches prospective students to programs based on specific career interests.


But in addition to our future learning platforms pointing new/prospective students to physical campuses, the recommendation engines will also provide immediate access to digital playlists for the prospective students/learners to pursue from their living rooms (or as they are out and about…i.e., mobile access).


The Living [Class] Room -- by Daniel Christian -- July 2012 -- a second device used in conjunction with a Smart/Connected TV



Artificial intelligence working with enormous databases to build/update recommendation engines…yup, I could see that. Lifelong learning. Helping people know what to reinvent themselves to.




Career Insight™ Lets Prospective Students Connect Academic Program Choices to Career Goals — from; also from Hadley Dreibelbis from Finn Partners
New Burning Glass Technologies Product Brings Job Data into Enrollment Decisions

BOSTON—Burning Glass Technologies announces the launch of Career Insight™, the first tool to show prospective students exactly how course enrollment will advance their careers.

Embedded in institutional sites and powered by Burning Glass’ unparalleled job market data, Career Insight’s personalized recommendation engine matches prospective students with programs based on their interests and goals. Career Insight will enable students to make smarter decisions, as well as improve conversion and retention rates for postsecondary institutions.

“A recent Gallup survey found that 58% of students say career outcomes are the most important reason to continue their education,” Burning Glass CEO Matthew Sigelman said. “That’s particularly true for the working learners who are now the norm on college campuses. Career Insight™ is a major step in making sure that colleges and universities can speak their language from the very first.”

Beginning an educational program with a firm, realistic career goal can help students persist in their studies. Currently only 29% of students in two-year colleges and 59% of those in four-year institutions complete their degrees within six years.

Career Insight™ enables prospective students to identify programs of study which can help them land the careers they want:

  • Career Insight™ describes labor market opportunities associated with programs of study to prospective students. The recommendation engine also matches prospective students to programs based on specific career interests.
  • The application provides insights to enrollment, advising, and marketing teams into what motivates prospective students, analysis that will guide the institution in improving program offerings and boosting conversion.
  • Enrollment advisors can also walk students through different career and program scenarios in real time.

Career Insight™ is driven by the Burning Glass database of a billion job postings and career histories, collected from more than 40,000 online sources daily. The database, powered by a proprietary analytic taxonomy, provides insight into what employers need much faster and in more detail than any other sources.

Career Insight™ is powered by the same rich dataset Burning Glass delivers to hundreds of leading corporate and education customers – from Microsoft and Accenture to Harvard University and Coursera.

More information is available at




The 9 best online collaboration tools for remote workers — from by Jes Kirkwood


With this in mind, we asked remote workers from companies like Treehouse, Help Scout, Zapier, Buffer, and Zest to share their favorite online collaboration tools. Here’s what they said.

  1. Slack: The best team communication app
  2. Zoom: The best video conferencing app
  3. InVision: The best design collaboration app
  4. GitHub: The best software development tool
  5. Trello: The best project management software
  6. Dashlane: The best password manager
  7. Google Drive: The best file management app
  8. Zapier: Workflow automation for business
  9. World Time Buddy: Time converter for distributed teams



From DSC:
DC: Will Amazon get into delivering education/degrees? Is is working on a next generation learning platform that could highly disrupt the world of higher education? Hmmm…time will tell.

But Amazon has a way of getting into entirely new industries. From its roots as an online bookseller, it has branched off into numerous other arenas. It has the infrastructure, talent, and the deep pockets to bring about the next generation learning platform that I’ve been tracking for years. It is only one of a handful of companies that could pull this type of endeavor off.

And now, we see articles like these:

Amazon Snags a Higher Ed Superstar — from by Doug Lederman
Candace Thille, a pioneer in the science of learning, takes a leave from Stanford to help the ambitious retailer better train its workers, with implications that could extend far beyond the company.


A major force in the higher education technology and learning space has quietly begun working with a major corporate force in — well, in almost everything else.

Candace Thille, a pioneer in learning science and open educational delivery, has taken a leave of absence from Stanford University for a position at Amazon, the massive (and getting bigger by the day) retailer.

Thille’s title, as confirmed by an Amazon spokeswoman: director of learning science and engineering. In that capacity, the spokeswoman said, Thille will work “with our Global Learning Development Team to scale and innovate workplace learning at Amazon.”

No further details were forthcoming, and Thille herself said she was “taking time away” from Stanford to work on a project she was “not really at liberty to discuss.”


Amazon is quietly becoming its own university — from by Amy Wang


Jeff Bezos’ Amazon empire—which recently dabbled in home security, opened artificial intelligence-powered grocery stores, and started planning a second headquarters (and manufactured a vicious national competition out of it)—has not been idle in 2018.

The e-commerce/retail/food/books/cloud-computing/etc company made another move this week that, while nowhere near as flashy as the above efforts, tells of curious things to come. Amazon has hired Candace Thille, a leader in learning science, cognitive science, and open education at Stanford University, to be “director of learning science and engineering.” A spokesperson told Inside Higher Ed that Thille will work “with our Global Learning Development Team to scale and innovate workplace learning at Amazon”; Thille herself said she is “not really at liberty to discuss” her new project.

What could Amazon want with a higher education expert? The company already has footholds in the learning market, running several educational resource platforms. But Thille is famous specifically for her data-driven work, conducted at Stanford and Carnegie Mellon University, on nontraditional ways of learning, teaching, and training—all of which are perfect, perhaps even necessary, for the education of employees.


From DSC:
It could just be that Amazon is simply building its own corporate university and will stay focused on developing its own employees and its own corporate learning platform/offerings — and/or perhaps license their new platform to other corporations.

But from my perspective, Amazon continues to work on pieces of a powerful puzzle, one that could eventually involve providing learning experiences to lifelong learners:

  • Personal assistants
  • Voice recognition / Natural Language Processing (NLP)
  • The development of “skills” at an incredible pace
  • Personalized recommendation engines
  • Cloud computing and more

If Alexa were to get integrated into a AI-based platform for personalized learning — one that features up-to-date recommendation engines that can identify and personalize/point out the relevant critical needs in the workplace for learners — better look out higher ed! Better look out if such a platform could interactively deliver (and assess) the bulk of the content that essentially does the heavy initial lifting of someone learning about a particular topic.

Amazon will be able to deliver a cloud-based platform, with cloud-based learner profiles and blockchain-based technologies, at a greatly reduced cost. Think about it. No physical footprints to build and maintain, no lawns to mow, no heating bills to pay, no coaches making $X million a year, etc.  AI-driven recommendations for digital playlists. Links to the most in demand jobs — accompanied by job descriptions, required skills & qualifications, and courses/modules to take in order to master those jobs.

Such a solution would still need professors, instructional designers, multimedia specialists, copyright experts, etc., but they’ll be able to deliver up-to-date content at greatly reduced costs. That’s my bet. And that’s why I now call this potential development The New of Higher Education.

[Microsoft — with their purchase of Linked In (who had previously
purchased — is
another such potential contender.]




The NEW Periodic Table of iOS Apps for AR and VR — from by Mark Anderson


You can download a high-quality version of the table here.




Lenovo is including its standalone Daydream headset in classroom VR kits starting this Spring — from by Ben Schoon





Our Screenless Future Calls For Augmented Parenting — from by Anya Kamenetz
How will parents manage their children’s screen time when there are no screens?




8 ways augmented and virtual reality are changing medicine — from by Abigail Klein Leichman
Israeli companies are using futuristic technologies to simplify complex surgery, manage rehab, relieve pain, soothe autistic kids and much more.





Augmented reality system lets doctors see under patients’ skin without the scalpel — from by Katie Willis
New technology lets clinicians see patients’ internal anatomy displayed right on the body.




27 Mixed Reality (MR / AR) Influencers to Follow in 2018 — from by Mark Metry
Influencers to Follow in 2018




DAQRI Founder’s Passionate TED Talk on Potential Impact of Augmented Reality Gets Personal — from by Adario Strange





Work From Home 2018: The Top 100 Companies For Remote Jobs — from by Laura Shin


The top sectors offering such work are health care, computer/IT, education/training, sales, customer service, finance and travel/hospitality of the 19 industries represented on the list. Five of the fastest-growing remote career categories are therapy, virtual administration, client services, tutoring, and state and local government. The 20 most common telecommuting job titles include teacher, writer, developer, analyst, sales representative, nurse, accountant and program manager. Five companies are fully remote, and 30 are newcomers to the list.


Also see:

20 Most Common Work-from-Home Job Titles — from by Jessica Howington

  1. Accountant
  2. Program Manager
  3. Teacher / Faculty
  4. Writer
  5. Consultant
  6. Engineer
  7. Project Manager
  8. Business Development Manager
  9. Account Manager / Account Executive
  10. Tutor
  11. Developer
  12. Customer Service Representative
  13. Sales Representative
  14. Analyst
  15. Editor
  16. Nurse
  17. Medical Coder
  18. Territory Sales Manager
  19. Case Manager
  20. Internet/Social Media Evaluator




The next era of human|machine partnerships
From by the Institute for the Future and Dell Technologies


From DSC:
Though this outlook report paints a rosier picture than I think we will actually encounter, there are several interesting perspectives in this report. We need to be peering out into the future to see which trends and scenarios are most likely to occur…then plan accordingly. With that in mind, I’ve captured a few of the thoughts below.


At its inception, very few people anticipated the pace at which the internet would spread across the world, or the impact it would have in remaking business and culture. And yet, as journalist Oliver Burkeman wrote in 2009, “Without most of us quite noticing when it happened, the web went from being a strange new curiosity to a background condition of everyday life.”1


In Dell’s Digital Transformation Index study, with 4,000 senior decision makers across the world, 45% say they are concerned about becoming obsolete in just 3-5 years, nearly half don’t know what their industry will look like in just three years’ time, and 73% believe they need to be more ‘digital’ to succeed in the future.

With this in mind, we set out with 20 experts to explore how various social and technological drivers will influence the next decade and, specifically, how emerging technologies will recast our society and the way we conduct business by the year 2030. As a result, this outlook report concludes that, over the next decade, emerging technologies will underpin the formation of new human-machine partnerships that make the most of their respective complementary strengths. These partnerships will enhance daily activities around the coordination of resources and in-the-moment learning, which will reset expectations for work and require corporate structures to adapt to the expanding capabilities of human-machine teams.

For the purpose of this study, IFTF explored the impact that Robotics, Artificial Intelligence (AI) and Machine Learning, Virtual Reality (VR) and Augmented Reality (AR), and Cloud Computing, will have on society by 2030. These technologies, enabled by significant advances in software, will underpin the formation of new human-machine partnerships.

On-demand access to AR learning resources will reset expectations and practices around workplace training and retraining, and real-time decision-making will be bolstered by easy access to information flows. VR-enabled simulation will immerse people in alternative scenarios, increasing empathy for others and preparation for future situations. It will empower the internet of experience by blending physical and virtual worlds.


Already, the number of digital platforms that are being used to orchestrate either physical or human resources has surpassed 1,800.9 They are not only connecting people in need of a ride with drivers, or vacationers with a place to stay, but job searchers with work, and vulnerable populations with critical services. The popularity of the services they offer is introducing society to the capabilities of coordinating technologies and resetting expectations about the ownership of fixed assets.


Human-machine partnerships won’t spell the end of human jobs, but work will be vastly different.

The U.S. Bureau of Labor Statistics says that today’s learners will have 8 to 10 jobs by the time they are 38. Many of them will join the workforce of freelancers. Already 50 million strong, freelancers are projected to make up 50% of the workforce in the United States by 2020.12 Most freelancers will not be able to rely on traditional HR departments, onboarding processes, and many of the other affordances of institutional work.


By 2030, in-the-moment learning will become the modus operandi, and the ability to gain new knowledge will be valued higher than the knowledge people already have.



The Living [Class] Room -- by Daniel Christian -- July 2012 -- a second device used in conjunction with a Smart/Connected TV




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