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Tearing the ‘paper ceiling’: McKinsey supports effort driving upward mobility for millions of workers [mckinsey.com]

On 10/09/2022, in Alternatives, analytics, Artificial Intelligence/Agents/LLMs/and Related, business, career development, change, cloud-based computing / apps / other cloud-related, corporate / business world, corporate universities / corporate training, skills, society, technology (general), trends, United States, vendors, Web3, workplace, by Daniel Christian

Tearing the ‘paper ceiling’: McKinsey supports effort driving upward mobility for millions of workers — from mckinsey.com

Excerpt:

September 23, 2022There’s a hidden talent pool that most employers overlook—the more than 70 million workers in the US who are STARs, or workers ‘skilled through alternative routes.’ Whether through community college, workforce training, bootcamp or certificate programs, military service, or on-the-job learning, STARs have the skills for higher-wage jobs but often find themselves blocked from consideration.

This week, nonprofit Opportunity@Work and the Ad Council have launched a nationwide campaign to ‘Tear the Paper Ceiling’ and encourage employers to change hiring practices. McKinsey is providing pro bono support to the effort through data and analytics tools that enable recruiters to recognize STARs and their skills.

“While companies scramble to find talent amid a perceived skills gap, many of their job postings have needlessly excluded half of the workers in the country who have the skills for higher-wage work,” says Byron Auguste, founder of Opportunity@Work and a former senior partner at McKinsey. “Companies like the ones we’re proud to call partners in this effort—and those we hope will join—can lead the way by tapping into skilled talent from a far wider range of backgrounds.”

There are lots of reasons why someone might not begin or complete a degree that have nothing to do with their intrinsic abilities or potential. We know there are better ways to screen for talent and now we have the research and tools to back that up.

Carolyn Pierce, McKinsey partner

Also from McKinsey, see:

Latest McKinsey tech outlook identifies 14 key trends for business leaders

Excerpt:

October 4, 2022 The McKinsey Technology Council—a global group of over 100 scientists, entrepreneurs, researchers, and business leaders—has published its second annual Technology Trends Outlook. By assessing metrics of innovation, interest, investment, and adoption, the council has prioritized and synthesized 40 technologies into 14 leading trends.

Following on from last year, applied AI once again earned the highest score for innovation in the report. Sustainability, meanwhile, emerged as a major catalyst for tech around the world, with clean energy and sustainable consumption drawing the highest investment from private-equity and venture-capital firms. And five new trends were added to this year’s edition: industrializing machine learning, Web3, immersive-reality technologies, the future of mobility, and the future of space.

In this post, McKinsey senior partner Lareina Yee, expert partner Roger Roberts, and McKinsey Global Institute partner Michael Chui share their thoughts about what the findings may mean for leaders over the next few years.

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Disabled Americans Reap Remote-Work Reward in Record Employment [Smith]

On 10/05/2022, in accessibility / UDL, Bias | Diversity Equity & Inclusion (DE&I), career development, health, neurodivergent/special needs, society, sociology, workplace, by Daniel Christian

Disabled Americans Reap Remote-Work Reward in Record Employment — from bloomberg.com by Molly Smith
Adults with disabilities have rarely been employed in such high numbers

Excerpt:

Anardi is part of the second-largest minority group in the US — adults with disabilities. The 42.5 million disabled Americans make up 13% of the civilian population, compared with the nearly 19% that is Hispanic and the almost 12% that’s African American, according to 2021 Census data released on Sept. 15. After suffering some of the worst job losses during the initial phase of the pandemic, people with disabilities are now benefiting from the remote-work trend it triggered. Advocates hope they will continue to reap such rewards, even as companies demand that employees return to the office.

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A team of Stanford, MIT, and Harvard scientists finds “weaker ties” are more beneficial for job seekers on LinkedIn [news.stanford.edu]

On 10/03/2022, in career development, experimentation, Microsoft, parents/guardians, research, strategy, student-related, United States, universities, workplace, by Daniel Christian

The real strength of weak ties — from news.stanford.edu; with thanks to Roberto Ferraro for this resource
A team of Stanford, MIT, and Harvard scientists finds “weaker ties” are more beneficial for job seekers on LinkedIn.

Excerpt:

A team of researchers from Stanford, MIT, Harvard, and LinkedIn recently conducted the largest experimental study to date on the impact of digital job sites on the labor market and found that weaker social connections have a greater beneficial effect on job mobility than stronger ties.

“A practical implication of the research is that it’s helpful to reach out to people beyond your immediate friends and colleagues when looking for a new job,” explained Erik Brynjolfsson, who is the Jerry Yang and Akiko Yamazaki Professor at Stanford University. “People with whom you have weaker ties are more likely to have information or connections that are useful and relevant.”

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Communicating the Value of Foresight [Badminton]

On 09/30/2022, in business, future, future of higher education, game-changing environment, organizational change, pace of change, productivity / tips and tricks, workplace, by Daniel Christian

Communicating the Value of Foresight — from futurist.com by Nikolas Badminton

Excerpt:

After seven years each company’s maturity was measured and it was the vigilant companies – the ones that integrated foresight with their strategic practices – that were ‘33 per cent more profitable than companies on average. In addition, these vigilant companies have achieved a 200 per cent higher growth rate than the average company.’

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Why aren’t people going to college? [Seltzer]

On 09/30/2022, in Alternatives, business side of he, career development, cost of getting a degree, game-changing environment, higher education, learning ecosystem, more voice more choice more control, parents/guardians, research, society, sociology, student-related, workplace, youth, by Daniel Christian

Why aren’t people going to college? — from highereddive.com by Rick Seltzer
Many of those who didn’t enroll or complete degrees say college was too expensive — but they also cite stress and career uncertainty, new research finds.

Excerpts:

Researchers offered four main insights for higher education:

  • Who attends college isn’t just a demographic question
  • The education marketplace is fundamentally different today than it has been in the past
  • Higher education’s language is missing the mark, and so are educational pathways
  • Students are willing to pay for college if they know returns will follow

Also relevant/see:

Some High-School Grads Say No to College. Here’s Why — and What Might Change Their Minds. — from chronicle.com by Audrey Williams June

Excerpt (emphasis DSC):

The data also underscore how the education marketplace has shifted in recent years, said Adam Burns, chief operations officer and senior research analyst for Edge Research, during a media call. For instance, nearly 47 percent of the young adults surveyed said they had taken a class offered via YouTube or were currently doing so.

“As we all know,” Burns said, “there are more educational options at people’s disposal than ever before.”

MIT Professors Propose a New Kind of University for Post-COVID Era — from edsurge.com by Jeffrey R. Young

Excerpt:

Five professors at Massachusetts Institute of Technology say they have some answers.

They released a white paper yesterday called “Ideas For Designing An Affordable New Educational Institution,” where they lay out a framework for essentially a new class of university that would take advantage of various trends that have emerged in the past few years.

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Reflections on “5 Ways AI is Reshaping the Human Resources Industry” [intelligenthq.com]

On 09/30/2022, in Artificial Intelligence/Agents/LLMs/and Related, career development, corporate / business world, tools, training / L&D, United States, vendors, workplace, by Daniel Christian

5 Ways AI is Reshaping the Human Resources Industry — from intelligenthq.com

Excerpt:

Here are a few of the ways that HR professionals and departments are leveraging artificial intelligence to improve the hiring and employee management process.

From DSC:
I must admit that I was originally kind of excited to post this. And while I appreciate the ideas involving onboarding, completing forms, offering appropriate learning modules, and benefits administration…in looking more closely at this article, I have some serious concerns with:

  • Using AI to screen candidates — the Applicant Tracking Systems can miss a lot of things; algorithms and parameters can discriminate all too easily
  • Using AI to track employee behavior — seems controlling, not trusting one’s employees, and manipulative. 

Employee tracking is also essential for managing remote employees.

From DSC:
B.S.  If you hire talented individuals, don’t do this. This can easily backfire on you, making employees feel like second graders. Don’t do it. You don’t want that kind of employee anyway. This is a slippery slope to micromanaging and not honoring/trusting your employees to get their jobs done.

From DSC:
On a more positive note, this application of AI seems pretty sharp to me!

Do you know the name of the flowers you like? How about the name of the flowers or trees you walk by everyday on your commute to work, do you know their names? Well, now you can with the help of the plant identification apps below. I curated for you a collection of some of the best apps you and your students can use to identify plants, flowers, and trees by simply photographing them.

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Is Compliance Training Killing Your Learning Culture? [Weisblatt]

On 09/30/2022, in business, corporate / business world, corporate universities / corporate training, culture, elearning, legislatures / government / legal, lifelong learning, love of learning, policy, strategy, training / L&D, workplace, by Daniel Christian

Is Compliance Training Killing Your Learning Culture? — from learningsolutionsmag.com by Adam Weisblatt

Excerpt:

There is a disconnect in learning and development departments in most large companies: On one hand there is an obligation to meet regulatory requirements for compliance training. On the other, there is the drive to improve business outcomes by creating a culture of learning.

These two forces can clash when expectations are not well defined.

Somewhat relevant/see:

Branching Scenario Podcast with Mark Parry — from christytuckerlearning.com by Christy Tucker
Mark Parry recently interviewed me for his podcast about branching scenarios, including how feedback is used to help learners in scenarios.

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The Public’s Growing Doubts About College ‘Value’ [Lederman]

On 09/29/2022, in adjunct faculty, adult learning, Alternatives, business side of he, career development, change, colleges, community colleges, cost of getting a degree, credentialing, faculty, higher education, society, training / L&D, United States, universities, vendors, workplace, by Daniel Christian

The Public’s Growing Doubts About College ‘Value’ — from insidehighered.com by Doug Lederman
Americans aren’t questioning the importance of higher education, but they’re concerned it is unaffordable and unavailable for too many people. Experts dig into the data.

Excerpt:

After decades of almost unquestioned public support as some of America’s most valued institutions, colleges and universities are facing growing questions—not about whether higher education remains important but whether it’s available, affordable and valuable enough.

An episode of Inside Higher Ed’s The Key podcast recently explored the public’s evolving attitudes toward higher education, part of a three-part series on the concept of “value” in higher education…

Thousands of Students Take Courses Through Unaccredited Private Companies. Here’s a Look Into One of Them. — from chronicle.com by  Taylor Swaak

Excerpts:

A growing number of students are taking courses offered by unaccredited private companies and completing them in a matter of days or weeks — often for less than $200 — and then transferring the credits to colleges.
…
That growth comes in response to a perfect storm of skyrocketing higher-education costs, more adult learners seeking flexibility, and drops in enrollment that have spurred colleges to beef up retention and re-engagement efforts with “stopped-out” students.

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Reflections on “We must end ‘productivity paranoia’ on working from home says Microsoft” [inavateonthenet.net]

On 09/29/2022, in business, change, corporate / business world, Daniel S. Christian, Emotion, engagement / engaging students, MBA, Microsoft, morals/values, motivation, organizational change, workplace, by Daniel Christian

We must end ‘productivity paranoia’ on working from home says Microsoft — from inavateonthenet.net

Excerpt:

As part of a survey on hybrid working patterns of more than 20,000 people in 11 countries, Microsoft has called for an end to ‘productivity paranoia’ with 85% of business leaders still saying they find it difficult to have confidence in staff productivity when remote working.
…
“Closing the feedback loop is key to retaining talent. Employees who feel their companies use employee feedback to drive change are more satisfied (90% vs. 69%) and engaged (89% vs. 73%) compared to those who believe their companies don’t drive change. And the employees who don’t think their companies drive change based on feedback? They’re more than twice as likely to consider leaving in the next year (16% vs. 7%) compared to those who do. And it’s not a one-way street. To build trust and participation in feedback systems, leaders should regularly share what they’re hearing, how they’re responding, and why.”

From DSC:
It seems to me that trust and motivation are highly involved here. Trust in one’s employees to do their jobs. And employees who aren’t producing and have low motivation levels should consider changing jobs/industries to find something that’s much more intrinsically motivating to them. Find a cause/organization that’s worth working for.

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The future of learning: Preparing your L&D organization for the new landscape of work [Joshi]

On 09/26/2022, in adult learning, change, competency-based learning/education, corporate / business world, corporate universities / corporate training, culture, learning ecosystem, lifelong learning, skills, workplace, by Daniel Christian

The future of learning: Preparing your L&D organization for the new landscape of work — from chieflearningofficer.com by Vikas Joshi

Excerpt:

Two major shifts characterize today’s work: The skills economy and the hybrid work approach. Alone, they are both powerful. But together, they are completely disrupting work and learning in significant ways.

It’s an exciting time for learning and development organizations. They are stepping up to meet the changing learning needs of employees and businesses. This article outlines the new landscape of work, lists its implications for learning leaders and providers, describes solution frameworks and makes the case for preparing your L&D organization for the future of learning with digital technology.

If the challenges my client L&D organizations describe are any indication, there is a distinct pattern of struggle to keep up with the growing demands from businesses and employees. The challenges occupy a wide spectrum — rapidly shifting need patterns, content obsolescence, remote solitary learners, content overload and the lack of certainty of effective outcomes — and despite the large and ever-growing libraries of learning content, robust video-conferencing technologies and learning management systems. So, where is the problem?

The first drastic change: The skills economy is here. As technology races ahead, skill gaps have appeared, widened and morphed. There was a time when L&D organizations could get by without using technology. Not anymore. New skills are needed across all kinds of work.

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Some recent announcements from NVIDIA

On 09/22/2022, in 21st century, Artificial Intelligence/Agents/LLMs/and Related, business, career development, change, creativity, emerging technologies, future, game-changing environment, Natural Language Processing (NLP), society, vendors, workplace, by Daniel Christian

Keynote Wrap-Up: NVIDIA CEO Unveils Next-Gen RTX GPUs, AI Workflows in the Cloud — from blogs.nvidia.com by Brian Caulfield
Kicking off GTC, Jensen Huang unveils advances in natural language understanding, the metaverse, gaming and AI technologies impacting industries from transportation and healthcare to finance and entertainment.

Excerpt (emphasis DSC):

New cloud services to support AI workflows and the launch of a new generation of GeForce RTX GPUs featured [on 9/20/22] in NVIDIA CEO Jensen Huang’s GTC keynote, which was packed with new systems, silicon, and software.

“Computing is advancing at incredible speeds, the engine propelling this rocket is accelerated computing, and its fuel is AI,” Huang said during a virtual presentation as he kicked off NVIDIA GTC.

Again and again, Huang connected new technologies to new products to new opportunities – from harnessing AI to delight gamers with never-before-seen graphics to building virtual proving grounds where the world’s biggest companies can refine their products.

Driving the deluge of new ideas, new products and new applications: a singular vision of accelerated computing unlocking advances in AI, which, in turn will touch industries around the world.

Also relevant/see:

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3 Pitfalls to Avoid in Shift to Skills-Based Hiring, Training [McNamee]

On 09/21/2022, in career development, corporate / business world, corporate universities / corporate training, skills, workplace, by Daniel Christian

3 Pitfalls to Avoid in Shift to Skills-Based Hiring, Training — from by Lynne McNamee

Excerpts:

Since the pandemic many organizations have explored a shift in hiring and people development, moving from emphasizing candidates’ formal degrees to focusing on specific skills development and certifications.

With the dramatic increase in the average cost of a college degree in the USA—average per-student annual cost is now above $35,000—it is clear that meeting staffing needs while also supporting DEI efforts requires that organizations consider an alternative to the traditional option of requiring a degree for most positions.
…
While it’s easy to become enthusiastic about the potential benefits of focusing on specific, needed skills, it’s also prudent to be aware of potential pitfalls—and explore intentional processes and checks that can help learning leaders avoid these three common unintended consequences.

Speaking of skills, also see:

State of Global Skills 2022: Investing in Skills Development — from coursera.org

Watch the webinar on-demand to learn:  

  • How skills development has changed during the pandemic — and which changes are expected to last
  • How countries around the world have enacted policies that develop a more skilled workforce
  • Which are the most in-demand skills, and how to use regional and global skills data to drive strategic planning

 

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A very solid question: “What role do CFOs play in the Great Resignation?” [Keating]

On 09/03/2022, in adult learning, business, career development, change, corporate / business world, corporate universities / corporate training, leadership, skills, staying relevant, strategy, surviving, training / L&D, workplace, by Daniel Christian

What role do CFOs play in the Great Resignation? — from chieflearningofficer.com by Keith Keating

Excerpt:

People are unhappy with their jobs, opportunities and employers’ treatment. Many feel constricted and unable to advance their careers because their companies fail to provide efficient learning and development programs. According to a McKinsey report, 41 percent of employees said the lack of opportunity for professional progress was the principal reason they left.

Their workplaces had no room for personal or career growth, forcing them to look elsewhere. Moreover, 94 percent said they wouldn’t resign their jobs had their employers invested in learning and development.

That is a grave problem. Gallup’s 2021 report found that turnover costs one trillion dollars to U.S. businesses per year.

Would companies be able to prevent this issue if their chief financial officers took L&D programs more seriously?

From DSC:
That seems like a very solid question to me.

Also relevant/see:

Succession Planning Requires Continuous Learning Culture — from learningsolutionsmag.com by Pamela Hogle

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Top Tools for Learning 2022 [Jane Hart]

On 09/02/2022, in adjunct faculty, Adobe, adult learning, Africa, Asia, Australia, blogs / blogging / vlogging, Bring your own device (BYOD), Canada, cloud-based computing / apps / other cloud-related, CMS/LMS, collaboration, colleges, communications, communities of practice, community colleges, content development, aggregation, repositories, corporate / business world, corporate universities / corporate training, creativity, design, digital audio, digital learning, digital photography, digital storytelling, digital textbooks, digital video, e-publishing related items (EPUB and more), education, education technology, educational games / serious games, elearning, engagement / engaging students, Europe, experimentation, face-to-face, faculty, Google, graphics, higher education, homeschooling/homeschoolers, human-computer interaction (HCI), instructional design, interactivity, IT in HE, K-12 related, law schools, learning, learning ecosystem, Learning Experience Design, Learning from the Living [Class] Room, learning preferences, liberal arts, library / librarians, lifelong learning, love of learning, Microsoft, multimedia, new media literacies, online learning, participation, personalized/customized learning, platforms, play, podcasting, presentations, productivity / tips and tricks, professional development, RSS, simulations, social learning / networks, social media, society, storytelling, streams of content, student teaching/teacher education, student-related, teachers, teaching & learning, teaching online, technologies for your home, tools, training / L&D, trends, UK, United States, universities, vendors, videoconferencing, visualizing information, web design and production, workplace, by Daniel Christian

Top Tools for Learning 2022

 

Top tools for learning 2022 — from toptools4learning.com by Jane Hart

Excerpt:

In fact, it has become clear that whilst 2021 was the year of experimentation – with an explosion of tools being used as people tried out new things, 2022 has been the year of consolidation – with people reverting to their trusty old favourites. In fact, many of the tools that were knocked off their perches in 2021, have now recovered their lost ground this year.

Also somewhat relevant/see:

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Learning 3.0: A data-fueled, equitable future for corporate learning [Ramos & Zao-Sanders]

On 08/31/2022, in Artificial Intelligence/Agents/LLMs/and Related, Bias | Diversity Equity & Inclusion (DE&I), CMS/LMS, content development, aggregation, repositories, corporate / business world, corporate universities / corporate training, internet, learning ecosystem, open courseware and systems, pedagogy, tools, training / L&D, Web3, workplace, by Daniel Christian

Learning 3.0: A data-fueled, equitable future for corporate learning — from chieflearningofficer.com by Marc Ramos and Marc Zao-Sanders
Learning pedagogy, technology and practice inevitably draw on (but tend to lag behind) the developments of the web, the world’s main stage for advancement and innovation.

Excerpts:

Tomorrow could be extraordinary. Many of the crowning jewels of Web 3.0 and web3 have been designed to be open source, user-friendly and ship with APIs, such as OpenAI’s GPT3, which generates natural language to an expert human level, seemingly at will. This means that the time between the launch of cutting-edge technology and it reaching corporate learning will decrease substantially. Learning might finally advance from the back seat to a board seat. There is already a growing list of GPT3 content creation tools that will impact creators, publishers, academic and corporate education materials as well as the design process.

We’re less than five years from this. The technology is here already. What’s missing is the data.

 

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