“Learning ecosystems begin with people.” — Getting Smart


ASU/GSV Summit

There’s something about walking into a space like the ASU+GSV Summit that feels a little like stepping into a living, breathing idea. You hear fragments of possibility in passing conversations, see it in the way people lean in a little closer during sessions, feel it in the quiet moments when something lands and you know it’s going to stay with you. This year, what lingered wasn’t just the talk of innovation; it was a deeper pull toward something more human. A reminder that before we build better systems, we have to create better conditions for dreaming. And there’s a kind of quiet joy that emerges when educators find each other in that work, when ideas connect, and you can feel the bridges across networks and ecosystems getting stronger in real time.

And dreaming is not a given. It requires space, safety, and adults who understand the weight of what they’re holding. The most powerful moments weren’t about what we can do for learners, but how we show up with them. Adults who are still learning, still stretching, still willing to have their thinking reshaped are the ones who make room for young people to imagine beyond what they’ve seen. That kind of space doesn’t happen by accident. It’s protected. It’s intentional. It’s built by people who know their non-negotiables, who draw clear lines around dignity and belonging so learners can take risks without fear of losing themselves in the process.

Across conversations on pathways, experience, and AI, there was a steady undercurrent. Knowledge alone isn’t carrying the day anymore. Young people need chances to test, to try, to wrestle with ideas in real contexts. That’s where wisdom starts to take shape. AI showed up as a partner in that work, not the main character, but a tool that can expand thinking when used well. Still, the heartbeat of it all is human. It’s the relationships, the networks, the shared belief that we don’t have to do this alone. When adults come together to learn, to challenge each other, and to build something bigger than their own corner, they create the kind of ecosystems where young people don’t just prepare for the future, they begin to shape it.


Also from Getting Smart:

 

From DSC:
It’s great to see this type of good news for a change!


Tiny Traverse City restaurant sells more than 3,000 burgers in one day – all to help a competitor — this is a gifted article (which lasts for 7 days) out at mlive.com, by Tanda Gmiter

TRAVERSE CITY, MI – The long line out the door and down the street of the little Oakwood Proper Burgers shop was a head-turner Saturday as the restaurant invited people to its 1,000 Burger Challenge event.

But the swift sales being rung up inside weren’t benefitting their own business. Instead, they were a heartfelt helping hand to a competitor across town.

The team behind Oakwood Proper – as well as several other restaurant friends from the area – joined together to raise money for “Chef Tim” Bergstrom, the man behind his namesake Bergstrom’s Burgers. He’s been undergoing cancer treatment for some time now, and medical bills are mounting.
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What the Future of Learning Looks Like in the Era of AI — from the Center for Academic Innovation at the University of Michigan, by Sean Corp

AI & the Future of Learning Summit brings industry, education leaders together to discuss higher education’s opportunity to lead, what students need, and what partnerships are possible

As artificial intelligence rapidly reshapes the nature of work and learning, speakers at the University of Michigan’s AI & the Future of Learning Summit delivered a clear message: higher education must take a leading role in defining what comes next.

One CEO of a leading educational technology company put it like this: “The only bad thing would be universities standing still.”

Universities must embrace their roles as providers of continuous, lifelong learning that evolves alongside technological change. 


This shift is already affecting early-career pathways. Employers are placing greater emphasis on experience, while traditional entry-level roles are becoming less accessible. There is often a gap between what a credential represents and the expectations of employers.

That gap is particularly evident in access to internships. Chris Parrish, co-founder and president of Podium, noted that millions of students compete for a limited number of internships each year, making it increasingly difficult to gain the experience employers demand.

“If you miss out on an internship, you’re twice as likely to be unemployed,” Parrish said. 

 

You Can’t Future-Proof Your Career From AI, But You Can Do This — from builtin.com by Liz Tran
Agility has become the most important skill to cultivate in today’s job market. Here’s how to get started.

Summary: Job seekers facing future panic should prioritize agility over information consumption. Build it by focusing on 30-day action experiments, reframing resumes around durable skills like problem-solving and embracing uncertainty through stretch applications and real-world feedback.

The antidote is what I call AQ — the agility quotient — which is your capacity to face change, disappointment and uncertainty without losing your footing. Unlike IQ, which measures what you know, AQ measures how fast you adapt when the rules change. Right now, it’s the most important career asset you have. Here’s how to build it.

What Is Agility Quotient (AQ)?
AQ is a measure of an individual’s capacity to adapt quickly when rules, industries or circumstances change. Unlike IQ, which focuses on existing knowledge, AQ emphasizes the ability to face uncertainty and disappointment without losing one’s footing, prioritizing action and iteration over exhaustive planning.

 

The Course Is Dying as the Unit of Learning — from drphilippahardman.substack.com by Dr Philippa Hardman
Here’s why, and what’s replacing It

What the Bleeding Edge Looks like in Practice
So what does “the new stack” actually look like when organisations lean into this? Here are four real patterns already in play.

Engineering: from engine courses to in-workflow AI coaching.
Product development: from courses to craft-specific agents.
Compliance: from annual course to nudge systems.|
Enablement systems, not catalogues.

 

The quest to build a better AI tutor — from hechingerreport.org by Jill Barshay
Researchers make progress with an older ed tech idea: personalized practice

One promising idea has less to do with how an AI tutor explains concepts and more with what it asks students to practice next.

A team at the University of Pennsylvania, which included some AI skeptics, recently tested this approach in a study of close to 800 Taiwanese high school students learning Python programming. All the students used the same AI tutor, which was designed not to give away answers.

But there was one key difference. Half the students were randomly assigned to a fixed sequence of practice problems, progressing from easy to hard. The other half received a personalized sequence with the AI tutor continuously adjusting the difficulty of each problem based on how the student was performing and interacting with the chatbot.

The idea is based on what educators call the “zone of proximal development.” When problems are too easy, students get bored. When they’re too hard, students get frustrated. The goal is to keep students in a sweet spot: challenged, but not overwhelmed.

The researchers found that students in the personalized group did better on a final exam than students in the fixed problem group. The difference was characterized as the equivalent of 6 to 9 months of additional schooling, an eye-catching claim for an after-school online course that lasted only five months.

To address this, Chung’s team combined a large language model with a separate machine-learning algorithm that analyzes how students interact with the online course platform — how they answer the practice questions, how many times they revise or edit their coding, and the quality of their conversations with the chatbot — and uses that information to decide which problem to serve up next.

 

The Campus Crisis No One’s Talking About — from linkedin.com by Jeff Selingo

Sports Betting Is Now a Campus-Wide Habit

The headline number: About 60% of 18-to-22-year-olds are engaging in sports betting, a figure that climbs to two-thirds among college students specifically, according to an NCAA-commissioned study.

  • “It’s sort of a learned behavior for them at a very young age,” Clint Hangebrauck, the NCAA’s managing director of enterprise risk management, told us on the latest episode of Future U. “I do think this could be the next big public health crisis that we’re facing as a country and particularly within higher ed.”
  • College-age individuals are 3x more likely to develop problematic gambling behaviors than the general population. Gambling often co-exists with other behaviors now prevalent in colleges, such as sleeplessness, binge drinking, drug use, anxiety and depression.

Gambling among college students isn’t confined to athletes. Rather, it’s embedded across campus life, and with athletes often most visible in Division III, where oversight is lighter. Gambling often coexists with—and can exacerbate—other student challenges, from mental health struggles to substance use. If this is the next public health issue on campus, it’s arriving without the same level of attention.


From DSC:
I don’t mean to be self-righteous here. But shame on the older adults who are promoting gambling in any fashion — marketing, advertising, sales, and/or whatever. It’s a cancer in our society, and it’s impacting our youth in a big way (and also older folks as well). I’m not a gambler, but I’m well acquainted with weakness. And the Bible confirms that we all are acquainted with weakness:

Isaiah 53:6

 We all, like sheep, have gone astray,
    each of us has turned to our own way;
and the Lord has laid on him
    the iniquity of us all.

The adults out there know it. We are well acquainted with our sins and shortcomings.

Parents want the best for their kids. They don’t want dangerous habits being formed in their children. “Coping skills” that are majorly busted, and can lead to incredibly negative events. And the parents don’t want these habits to be formed at colleges and universities across the nation.

I wish those involved with promoting gambling could be at the dinner tables, or in the bedrooms, or in the living rooms, or in the vehicles out there when a spouse finds out that the other spouse (or significant other) has gambled away a significant amount of the couple’s savings. They no longer have rainy-day funds. They can no longer pay their bills. They no longer have the college funds for their other kids. Emotions erupt, fights begin. Relationships are threatened — and divorces sometimes occur because of this issue/habit. 

So if you are involved with promoting gambling, consider reading this article from Jeff Selingo…then go take a long look in the mirror. 

 

The Most Obvious Fix in Education — from michelleweise.substack.com by Michelle Weise
The No-Brainer Nobody’s Doing 

We know what better learning looks like. We have known for a while.

Real problems. Real roles. Built-in conflict. Conditions that simulate the messiness of actual work. Reflection that asks not just what did you do but who are you becoming? These are not radical ideas. They are not untested theories. The research is clear, employers are asking for exactly this, and students consistently report that the closest they got to real work was the most valuable part of their education.

So why aren’t universities doing more of it?

That is the question worth sitting with — because the gap between what we know and what we do is not a knowledge problem. It is a design problem, an incentive problem, and if we’re being candid, a courage problem.

Because in the meantime, learners are paying the price. They graduate credentialed but untested. They enter labor markets that want proof of performance and experience, not transcripts. They lack the networks, the exposure, and the scar tissue that comes from navigating real work.


Also relevant, see:

The Apprenticeship (R)Evolution — from insidehighered.com by Sara Weissman and Colleen Flaherty
Once synonymous with hard hats and tool belts, apprenticeships are branching into health care, artificial intelligence, business services, advanced manufacturing and more.

Such programs also challenge stereotypes about apprenticeships—namely that they’re only in construction, an earn-and-learn catchall for traditionally apprenticeable occupations such as bricklayer, plumber, carpenter and electrician. In integrating robotics, automation, machining and logistics, the manufacturing development program is a bridge to understanding how apprenticeships are evolving to support some of the nation’s fastest-growing industries. These include advanced manufacturing, but also health care, information technology and other business services.

 

Building a Thriving Organizational Culture: Strategies for Success — from learningguild.com by Genevieve Caplette

Characteristics of Strong Culture
Although each organization’s culture is unique, strong cultures share several common traits. They communicate openly, maintain trust across all levels, and reinforce their values through daily actions rather than slogans. Recognition is frequent and meaningful. Collaboration is encouraged over competition, and employees feel psychologically safe expressing ideas or concerns. These cultures evolve as the organization grows, ensuring alignment between stated values and lived behavior.

How to Strengthen Culture
A thriving environment is built through everyday habits: transparent communication, active listening, constructive feedback, and ensuring employees have the resources to grow. Embedding values into hiring, onboarding, recognition, and decision-making reinforces culture at every level. Sustaining culture requires ongoing attention—listening regularly, adjusting to evolving needs, and ensuring leaders continue to model the behaviors the organization expects.

 

AI and the Law: What Educators Need to Know About Responsible Use in a Rapidly Changing Landscape — from rdene915.com by Dr. Rachelle Dené Poth, JD

As both an attorney and educator who has spent more than eight years researching, teaching, presenting, and writing about AI, I have worked with schools across K–12 and higher education that are navigating these exact questions. The legal implications of AI are not barriers to innovation, but I consider them to serve as guardrails that assist schools with adopting technology responsibly. The key is protecting students, educators, and institutions and staying informed. Understanding the legal landscape and any potential legal implications as a result of the use of AI in classrooms helps schools move forward with confidence rather than hesitation.

Sections of Rachelle’s posting include:

  • Why AI and the Law Matter in Education
  • Key Laws That Shape AI Use in Schools
  • Data Privacy and Vendor Responsibility
  • Transparency Builds Trust With Students and Families
  • Accessibility, Equity, and Emerging Legal Considerations
  • Teaching Digital Citizenship With AI Literacy
  • Supporting Schools and Organizations Through AI and Legal Guidance
  • Moving Forward With Confidence
 

From DSC:
I have been proposing that the AI-based learning platform of the future will be constantly doing this — every single day. It will know what the in-demand skills are — at any given moment in time. It will then be able to direct you to resources that will help you gain those skills. Though in my vision, the system is querying actual/open job descriptions, not analyzing learning data from enterprise learners. Perhaps I should add that to the vision.


Coursera’s Job Skills Report 2026: Top skills for your students — from coursera.org

The Job Skills Report 2026 analyzes learning data from more than 6 million enterprise learners to identify the future job skills organizations need most. It’s designed for HR and L&D leaders; data, IT, and software & product development leaders; higher education administrators; and government agencies seeking actionable insights on workforce skills trends and AI-driven transformation.

Drawing on data from 6 million enterprise learners across nearly 7,000 organizations, the Job Skills Report 2026 guides you through the skills reshaping the global economy. This year’s analysis spans Data, IT, and Software & Product Development—and the Generative AI skills becoming essential for every role.

 
 
 
© 2025 | Daniel Christian