The new frontier: Why visionary CLOs are switching focus to developing technical teams rather than people managers — from chieflearningofficer.com by Alastair Gordon
The new frontier for CLOs is this: How do we unleash the untapped potential of our technical experts to gain competitive advantage or community benefit? 

Excerpt:

The race to develop talent is changing its focus.

Historically, success relied on developing extraordinary leaders to inspire and lead large groups of people. But today, and in the future, the new challenge for learning teams is to create an edge for their organization by radically improving their development of technical specialists.

Engineers, economists, researchers, software developers and data scientists — they’re in the vanguard of innovation. No other group has the same potential to create value, cut costs or introduce better processes. This trend is seeing early adopter organizations in the vanguard of a shift to rebalance the annual learning budget toward developing technical experts in nontechnical capabilities.

Also relevant/see:

 

Profile of the Legal Profession — from the American Bar Association (ABA)

Profile of the legal profession -- from the American Bar Association

Excerpt from the Legal Education section:

After several years of declining enrollment in legal education, the number of students enrolled at law schools accredited by the American Bar Association increased in 2018, 2019 and 2020.

In 2020, the number of students pursuing a juris doctor degree hit 114,520 – the highest number since 2014. This represented an increase of 1,638 students (or 1.5%) over the previous year. Still, it was far below the high of 147,525 enrolled law school students in 2010.

Enrollment is growing faster for students in non-JD legal programs in law schools – for example, those seeking master of law degrees and certificates. In 2020, there were 21,292 students in these non-JD programs – a 78% increase from 11,973 non-JD students in 2014.

For 2020, there were 63,384 law school applicants, 44,115 of whom were accepted to at least one school, according to the Law School Admission Council.

 

jobtensor.com/uk <– an AI job board from the UK — with thanks to Dr. Jakob Sidoruk for this resource.

From DSC:
Jakob mentioned that Jobtensor has built a tool for jobs in tech, science and engineering and that the goal of this tool is to make job searches more fun and efficient for job seekers. I’m glad to see this from the other side of the table. That is, there have been plenty Applicant Tracking Systems (ATSs) out there that have essentially weeded people out time and again — while making many job searches long, expensive, and emotionally draining. 

jobtensor.com/uk -- an AI job board from the UK

jobtensor.com/uk -- an AI job board from the UK


From DSC:
It is exactly this kind of tool that could — and should — be integrated into a next-generation learning platform. Have an AI-enabled system of identifying the most current needs out in the workplace. Provide a mechanism/listing of those needs along with the existing courses, streams of content, podcasts, and more that could help someone learn those skills.

Learning from the living class room

streams of content are ever flowing by -- we need to tap into them and contribute to them


 

Why inexperienced workers can’t get entry-level jobs — from bbc.com by Kate Morgan; with thanks to Ryan Craig for this resource

Excerpt:

As anyone who’s graduated from university or applied for their first job in recent years can attest to, something new – and alarming – has happened to entry-level jobs: they’ve disappeared.

A recent analysis of close to 4 million jobs posted on LinkedIn since late 2017 showed that 35% of postings for “entry-level” positions asked for years of prior relevant work experience. That requirement was even more common in certain industries. More than 60% of listings for entry-level software and IT Services jobs, for instance, required three or more years of experience. In short, it seems entry-level jobs aren’t for people just entering the workforce at all.

“Internships are now the entry level,” he says. “Most of the students in college are doing or trying to do internships, and now it’s increasingly common to do more than one.”

From DSC:
I love the idea of internships. (In my days in college, internships were reserved mainly for engineers; few of us had them back then.)

But with an eye on the cost of obtaining a degree, internships should be PAID internships. That is, interns should receive decent/proper compensation. I’m concerned that businesses will take advantage of free labor here (though that’s less likely given the tight labor market I suppose). But businesses have taken advantage of free labor in the past. “It takes a village…”

Also see:

 

The Metaverse is Taking Over the Physical World — from interestingengineering.com by Rupendra Brahambhatt; with thanks to Dan Lejerskar for this resource
The virtual world is expanding with real world avatars and digital economy.

Excerpt:

The advent of AR, blockchain, and VR devices in the last few years has sparked the development of the metaverse. Moreover, the unprecedented growth of highly advanced technologies in the gaming industry, which offer immersive gameplay experiences, not only provides us a glimpse of how the metaverse would look like but also indicates that we are closer than ever to experience a virtual world of our own.

What is the metaverse?

The Metaverse is Taking Over the Physical WorldSource: Kelvin Han/Unsplash

A metaverse is a group of persistent, shared 3D virtual environments where you (in the form of your digital avatar) can visit places, shop for products, subscribe to services, work with your colleagues, play games, and even customize the scenes around you to meet your personal tastes and requirements, and the digital assets you own. So essentially, a metaverse is a virtual world or worlds, that would allow you to go inside the digital world — to be in rather than on the digital space.

 

From DSC:
Again I wonder….on the legal side of things…how will this impact what lawyers, judges, legislators, general counsels, and more need to know? Along these lines see:

To do this well, legal department heads and the lawyers and professionals in the department will have to learn, and practice, some new skills: embracing technology, project management, change management, and adaptability.

The first, and likely most obvious, skill an attorney needs in a rapidly evolving business environment is a firm grasp on existing and emerging technology. There are two important categories of technology to consider—the first is legal technology and the second is broader technology trends.

 

 

8 ways to keep learning and developing new skills while at home — from babbel.com by Alice Austin
Being stuck inside doesn’t have to mean an end to personal development. Here’s how to keep learning new things while staying at home.

Excerpt:

Free Code Camp has been assembling a long list of courses that span multiple disciplines, from Data Science and Business to Personal Development and Art. They’re all Massive Open Online Courses (MOOCs), and they allow you to take university-created online classes through providers such as Coursera or Udacity.

So that class you missed out your first time going to college? Now would be the time to go back and really enjoy it.

There are tons of online tutorials on YouTube and many apps that can help you hone your skills. Yousician is an app that provides video tutorials to learn piano, guitar, bass and ukulele. There are other apps that specialize in one area, like Flowkey for piano, or SingTrue for vocals. Whatever instrument you have lying around, there are definitely resources out there for you to improve your skills.

 

‘A very big deal.’ Nonlawyer licensing plan clears hurdle in California — from reuters.com by Karen Sloan; with thanks to Law 2030’s October 2021 newsletter from the University of Pennsylvania’s Carey Law School

Excerpt:

(Reuters) – California is on track to become the largest state to let specially trained nonlawyers offer legal advice in limited settings, such as employment and consumer debt.

The State Bar of California’s Board of Trustees on Thursday gave its preliminary blessing to a proposed “paraprofessional” program by voting to gather public comment on the plan. The public will have 110 days to weigh in on the proposal, which if adopted has the potential to jumpstart the fledgling movement behind legal paraprofessionals, or limited license legal professionals, as they are sometimes called.

 

AI+ alumni + real-world practitioners + accreditation agencies = outcomes for next year -- by Daniel S. Christian

 

AI+ alumni + real-world practitioners + accreditation agencies = outcomes for next year -- by Daniel S. Christian

 

Learning from the living class room

 

Why everybody’s hiring but nobody’s getting hired — from vox.com by Rani Molla and Emily Stewart; with thanks to Ryan Craig for this resource
America’s broken hiring system, explained.

Tim Brackney, president and COO of management consulting firm RGP, refers to the current situation as the “great mismatch.” That mismatch refers to a number of things, including desires, experience, and skills. And part of the reason is that the skills necessary for a given job are changing faster than ever, as companies more frequently adopt new software.

“Twenty years ago, if I had 10 years experience as a warehouse manager, the likelihood that my skills would be pretty relevant and it wouldn’t take me that long to get up to speed was pretty good,” Joseph Fuller, a management professor at Harvard Business School and co-author of a recent paper on the disconnect between employers and employees, said. “The shelf life of people’s skills for a lot of decent-paying jobs has been shortening.”

From DSC:
I also think those hiring don’t think people can reinvent themselves. Folks who hire someone (and/or the applicant tracking systems as play) always seem to look for an exact match. There is little vision and/or belief that someone can grow into a position, or to lead differently, or to go in a different but better direction. They reach for their cookie cutters and shove their imaginations and ability to think bigger aside.

Employers could help people by investing in their employees’ growth and development — even if it means they actively help an employee take a right turn. Such an employee could hopefully find a new fit within that organization — if they do, they would likely turn out to be fiercely loyal.

Even if it means offering an employee 1-2 courses a year that they want to learn about — NO STRINGS ATTACHED — the learning culture would get a huge boost!!! Peoples’ love/enjoyment of learning would grow. Morale would improve. People would feel valued.

Let me offer a personal example:

  • My old boss, Mr. Irving Charles Coleman Jr, let me take a Photoshop class while I was working in the IT Department at Kraft Foods’ headquarters. Kraft paid for it, even though it wasn’t directly related to my position at the time. That course ended up changing my life and my future direction. No kidding. Thank you Irv! You’re the best!
 

Can colleges compete with companies like Coursera? — from highereddive.com by Rick Seltzer
Arthur Levine discusses how trends like personalized education are unfolding, what’s driving them, and what can go right or wrong for colleges.

Excerpt:

They say colleges will see their control over the market slip while consumers increase their power. New content producers like companies and museums are entering the postsecondary market. Students will often prioritize personalized education and low prices. Measuring learning by time in seats will transition to outcome-based education. Degrees won’t necessarily be the dominant form of credential anymore as students turn to “just-in-time education” that quickly teaches them the skills for microcredentials they need for the labor market.

For higher education to be successful, you have to have its feet in two worlds. One world is the library, and that’s human heritage. And the other is the street. That’s the real world, what’s happening now. It’s jobs, it’s the workplace.

What happens when we change quickly is we continue as institutions to keep our hold on the library, but we lose traction in the street.

Institutions have to reestablish their traction. They have to prepare students for careers. They have to prepare students for the world…

From DSC:
I also like the part where is says, “So you’ve got to ask yourself, what are they offering that would draw people there? One thing they are offering is 24/7. Another thing that they’re offering is unbundled. Another thing they’re offering is low cost, and that’s very appealing.”

 

National Disability Employment Awareness Month 2021 — from dol.gov

Excerpt:

The theme for NDEAM 2021, “America’s Recovery: Powered by Inclusion,” reflects the importance of ensuring that people with disabilities have full access to employment and community involvement during the national recovery from the COVID-19 pandemic.

NDEAM is held each October to commemorate the many and varied contributions of people with disabilities to America’s workplaces and economy. Browse our website for ideas and resources for employers, community organizations, state and local governments, advocacy groups and schools to participate in celebrating NDEAM through events and activities centered around the theme of “America’s Recovery: Powered by Inclusion.”

The 2021 NDEAM poster is available now!

 

 

Artificial Intelligence: Should You Teach It To Your Employees?— from forbes.com by Tom Taulli

Excerpt:

“If more people are AI literate and can start to participate and contribute to the process, more problems–both big and small–across the organization can be tackled,” said David Sweenor, who is the Senior Director of Product Marketing at Alteryx. “We call this the ‘Democratization of AI and Analytics.’ A team of 100, 1,000, or 5,000 working on different problems in their areas of expertise certainly will have a bigger impact than if left in the hands of a few.”

New Artificial Intelligence Tool Accelerates Discovery of Truly New Materials — from scitechdaily.com
The new artificial intelligence tool has already led to the discovery of four new materials.

Excerpt:

Researchers at the University of Liverpool have created a collaborative artificial intelligence tool that reduces the time and effort required to discover truly new materials.

AI development must be guided by ethics, human wellbeing and responsible innovation — from healthcareitnews.com by Bill Siwicki
An expert in emerging technology from the IEEE Standards Association describes the elements that must be considered as artificial intelligence proliferates across healthcare.

 

How tech will change the way we work by 2030 — from techradar.com by Rob Lamb
Everyday jobs will be augmented by technology

Technologies like Artificial Intelligence (AI), Machine Learning (ML) and Blockchain will have a significant impact on work in the next decade and beyond. But if you believe the sci-fi hype or get bogged down in the technology, it can be difficult to relate them to today’s workplaces and jobs.

Excerpt:

Here are three everyday examples of their potential, expressed in terms of the business challenge they are addressing or how consumers will experience them. I don’t mean to over simplify – these are powerful tools – but I think their potential shines through best when they’re expressed in their simplest terms.

From DSC:
I have an issue with one of their examples that involves positioning AI as the savior of the hiring process:

The problem with this process isn’t just that it’s hugely time-consuming, it’s that all kinds of unconscious biases can creep in, potentially even into the job advert. These issues can be eradicated with the use of AI, which can vet ads for gendered language, sort through applicants and pick out the most suitable ones in a fraction of the time it would take an HR professional or any other human being.

AI can be biased as well — just like humans. Lamb recognizes this as well when he states that “Provided the algorithms are written correctly, AI will be key to organisations addressing issues around diversity and inclusion in the workplace.” But that’s a big IF in my mind. So far, it appears that the track record isn’t great in this area. Also, as Cathy O’Neil asserts: “Algorithms are opinions embedded in code.”

AI may not be as adept as a skilled HR professional in seeing the possibilities for someone. Can person A’s existing skillsets be leveraged in this new/other position?

 

Report: Community Colleges Drive Workforce Education, Training — from insidehighered.com by Sara Weissman

Excerpt:

new survey found that community colleges, and especially their noncredit programs, play an outsize role in providing job-focused education.

Opportunity America, a Washington, D.C., think tank focused on economic mobility, explained the survey findings in an accompanying policy report released Tuesday.

The report says community colleges are “poised to come into their own as the nation’s premier provider of job-focused education and training.”

 
© 2021 | Daniel Christian