Most of us would agree that education systems around the world have significant room for improvement. At the same time, education is crucial for people and society. It´s the door to a better, independent, and successful life. It´s a fundamental building block of our future.
We´re living in a very dynamic world and facing accelerating changes which require new skills and competencies. A report by the World Economic Forum indicates that almost 65 percent of the jobs elementary school students will be doing in the future are not existing today.
Having just watched with my family the inspiring movie Captain Fantastic - starring the magnificent Viggo Mortensen - I´m more convinced than ever that we need a bolder and much more innovative approach to education and to the way how we teach and learn.
We Need More Captain Fantastics!
Ben Cash (Viggo Mortensen), his wife Leslie and their six children live in the Washington wilderness. Ben and Leslie are educating their children to think critically, training them to be self-reliant, physically fit and athletic, guiding them without technology, demonstrating the beauty of coexisting with nature.
In this article I´m defining Captain Fantastic as someone with an inquisitive and education-obsessed mind who is looking for more creative, engaging, and fulfilling ways to learn, grow, and develop. Learning should be fun!
There are various reasons why education is not at the level where it should be. The most important ones from my perspective are the following ones:
Unfortunately, there seems to be an increasing level of disrespect for teachers and educators. Then there are also those who love interfering with the education process without knowing too much about it. In parallel, many educational bodies seem to be resistent to change and innovation; and lacking a much needed service and innovation culture. Worsened by political inertia when it comes to education. Finally, often there is no collaboration in the field of education between government, educators, private organizations, entrepreneurs, and local communities.
When money gets tight, governments tend to cut back on education and school budgets (and often not investing in required technology). The number of teachers decreases whilst at the same time the number of students per class increases. Resulting in poorer learning experiences and demotivation of all stakeholders.
In multiple countries many students live at or below poverty levels. There is a proven correlation between getting enough food and sleep and performance at school. The same is true for the family environment of students, i.e. students experiencing an unstable family situation often can´t deliver their full academic potential.
Fortunately, there are some highly effective strategies to develop our education and learning systems further:
Comprehensive Deep Learning Skills
The William and Flora Hewlett Foundation defines deeper learning as “a set of competencies students must master in order to develop a keen understanding of academic content and apply their knowledge to problems in the classroom and on the job.” The six Deeper Learning competencies encompass master core academic content, think critically and solve complex problems, communicate effectively, work collaboratively, learn how to learn, develop academic mindsets.
To assist students to develop their interpersonal and intra-personal skills, to collaborate in teams within a highly complex environment, and to look for new ideas, teachers will have to expand their thinking and teaching beyond the traditional classrooms. This will require new teaching approaches and a holistic "train the teacher“ strategy.
Competency-Based Learning (CBL)
With CBL (or personalized learning) students can learn and work at their own pace, i.e. transitioning away from seat time, in favor of a structure that creates flexibility, allows students to progress as they demonstrate mastery of academic content, regardless of time, place, or pace of learning.
For example, the Young Women’s Leadership Charter School in Chicago, Illinois has moved away from tying credit to seat time and instead awards credit for specific competencies demonstrated at any point in a student’s high school career. Students earn credit for classes in which they demonstrate proficiency on at least 70 percent of academic course outcomes.
Also with the help of computer-mediated technology, CBL is particularly ideal for adults with or without an academic degree. It makes it possible for them to come back to earn a degree and/or to continue studying, which can mean a better job and a more successful life.
Math and STEM Competencies
The ability to apply logic-based concepts to real-world situations is closely linked with an effective education in STEM (Science, Technology, Engineering and Math) . For example, The U.S. Department of Education named STEM education a priority due to the high demand for graduates with these skills. As a result, many schools across the US now provide STEM curricula at all grade levels.
In recent years countries like China, Japan, Singapore, and Estonia have put a strong focus on STEM-related educational programs. In consequence, they were among those placing in the OECD´s top 10 markets for both science and math scores.
Challenge-Based Learning (CBL)
CBL is a framework for learning while solving real-world challenges. The framework is collaborative and hands-on, asking all participants (students, teachers, families, and community members) to identify Big Ideas, ask good questions, discover and solve challenges, gain in-depth subject area knowledge, develop 21st-century skills, and share their thoughts with the world.
The challenge-based learning framework emerged from the "Apple Classrooms of Tomorrow—Today" (ACOT2) project initiated in 2008 by Apple, Inc. to identify the essential design principles of a 21st-century learning environment (Apple Inc., 2008). Challenge-based learning also builds on the foundation of experiential learning, i.e. learning through learning and experience building , and is more specifically defined as "learning through reflection on doing.“
Social and Emotional Skills
Social and emotional learning (SEL) is the process through which children and adults acquire and effectively apply knowledge, attitudes, and skills necessary to understand and manage emotions, set and achieve positive goals, feel and show empathy for others, establish and maintain positive relationships, and make responsible decisions.
According to research conducted by the University of Chicago, social and emotional skills, also known as non-cognitive skills, include “academic behaviors, academic perseverance, academic mindsets, learning strategies, and social skills.”
Social-emotional learning is a child’s ability to experience, manage, and express emotions; develop close relationships with others; and actively explore his or her environment and learn.
For parents who want their kids to become global citizens, travel the world, do community-based work, there's e.g. the THINK Global School: A traveling high school without classrooms; instead students live and study in a different country every semester, combining a comprehensive education with place-based learning in four countries per year.
Tech-Based Learning Experiences
Teaching with technology can enhance student learning. Tech tools, products, and services such as lecture-capture tools, course management tools, collaboration tools, tablets, etc. allow both teachers and students to share documents, to edit in real time, to communicate through text, videos, etc. and to get instant feedback.
Take e.g. the High Tech High schools in California. Developed by a coalition of San Diego civic leaders and educators, High Tech High opened in September 2000 as a small public charter school with plans to serve approximately 450 students. HTH has evolved into an integrated network of thirteen charter schools serving approximately 5,300 students in grades K-12 across three campuses. The HTH organization also includes a comprehensive adult learning environment including a Teacher Credentialing Program and the High Tech High Graduate School of Education, offering professional development opportunities serving national and international educators. High Tech High is guided by four connected design principles—equity, personalization, authentic work, and collaborative design—that set aspirational goals and create a foundation for understanding our approach.
In the education space, also - and especially - innovative start-ups are changing how we learn. For example, ByteKnack teaches computer science, computational thinking, and programming to kids ages 6 and up using storyboard-style online lessons. The company aims to get more girls interested in computer science.
Technology can also be very well applied for Blended Learning which incorporates both face-to-face and online learning opportunities. The degree to which online learning takes place, and the way it is integrated into the curriculum, can vary. The strategy of blending online learning with class room-based instruction is often utilized to accommodate students’ diverse learning styles. Online learning has the potential to improve educational productivity by accelerating the rate of learning, taking advantage of learning time outside of classroom hours, reducing the cost of instructional materials, and better utilizing teacher time. These strategies can be particularly useful in rural areas where blended or online learning can help teachers and students in remote areas overcome distance.
Technology is also widely used with Massive Open Online Courses (MOOC); online courses aimed at unlimited participation and open access via the web. In addition to traditional course materials such as filmed lectures, readings, and problem sets, many MOOCs provide interactive user forums to support community interactions among students, professors, and teaching assistants. The industry has an unusual structure, consisting of linked groups including MOOC providers, the larger non-profit sector, universities, related companies and venture capitalists. The Chronicle of Higher Education lists the major providers as the non-profits Khan Academy and edX, and the for-profits Udacity and Coursera.
Initiative, Ownership, and Curiosity
Most curricula are not geared towards inspiring initiative taking, innovating or entrepreneurial thinking and acting. Seeking out new opportunities, generating new ideas and strategies, and transforming them into bold concepts will be key for the future success of many students. We should empower students to challenge, to ask questions, to experiment and to fail. We should encourage them to go new ways and to enjoy discovering unknown territories.
In the future students will have more opportunities to learn along individual learning processes at different times in different places. Very often outside of traditional classrooms and conducting project-based, real-life assignments supported by technology and in collaboration with fellow students from all over the world.
To positively influence and to change the future of education, all education stakeholders such as educators, researchers, teaching bodies, entrepreneurs, and community members (including us!) will need to combine forces to come up with innovative and engaging learning processes and methods. To excite students and themselves all over the world.
What do you think? Please share your thoughts by leaving a comment below.
Andreas von der Heydt
Andreas von der Heydt is Director of Talent Acquisition & Recruiting at Amazon. Before he held various senior management positions at Amazon and L'Oréal. He's a leadership expert and management coach. He also founded Consumer Goods Club. Andreas worked and lived in Europe, Australia, the U.S. and Asia. Currently he lives with his wife and daughters in Seattle, USA. Andreas enjoys blogging as a private person here on LinkedIn about various exciting topics. His latest book is about what makes a future leader. All statements made, opinions expressed, etc. in his articles only reflect his personal opinion.
Please click 'Follow' if you would like to hear more from Andreas in the future. Feel free to also connect via his LinkedIN Group Coaching or Consumer Goods, or via Twitter, Facebook or Slideshare. Or tune in to his new podcast "Leadership XXL" either on Soundcloud or iTunes.
The wise holocaust survivor and philosopher Elie Wiesel said, “When a person doesn’t have gratitude, something is missing in his or her humanity. A person can almost be defined by his or her attitude toward gratitude.” This dynamic that Mr. Wiesel describes can exponentially grow in its impact on an organization. Over the years, I have often been asked to help an employer decide between two top candidates. I usually respond, “Hire the one that is most grateful.” Why? These are the individuals that are inherently skilled in connecting with others; they bring positive energy to a team, and they demonstrate predictably strong and sustained performance.
We can gauge the "attitude toward gratitude" by watching and listening. Gratitude is often displaced by consumerism. Elizabeth Taylor was once asked to describe her basic spiritual philosophy and she responded, "More." Taylor actually displayed enormous gratitude in her later years but think of it. When we want something different than what we have, it is hard to be grateful for that.
I write about, evaluate, and build employee engagement every day. The grateful tend to be generous in praising others and are gracious when praise is directed towards them. This dynamic is key to building and sustaining effective support systems. We didn't need a lot of support in the old industrial revolution workplace - clocking-in and clocking-in seemed to be sufficient. But in today's rapidly changing workplace, we need the right help all of the time. The praise-filled workplace is a helpful and engaged place to work.
I'm a big fan of critical thinking. There was a career book out many years ago called, Do What You Love and the Money Will Follow. I never bought the premise. But, I prefer Andy Warhol's outlook when he said, "Do what you love, you can always sell it." This is a far more active and optimistic outlook. Mr. Warhol's results speak for themselves. The problem with the human mind is that we can reframe critical thinking as cynicism and even contempt. When a candidate freely and regularly uses the word "should" the hair goes up on the back of my neck. Because really, the only purpose of the word should is to indicate that wherever I am, it is the wrong place. Gratitude and harsh judgment cannot occupy the same place.
Gratitude shows up in words like, life is good, this is my dream job, I can't believe I get paid to do this, I love the people that I work with, everyone has a smile on his or her face, people love me, they helped me get through difficult times, we solved that challenge together, so many people helped me do this, and more.
This past week was difficult. On Friday, we had a memorial service for my brother-in-law. He was 54 when the police found him in an intersection. He was slumped over the wheel in his car. Gone in an instant. He was the chair of the English department. He helped raise two of the most brilliant children I have ever known. He impacted many, many people. After the service, my partner and I went to the Diana Krall concert at the Hollywood Bowl. She delivered one of those sublime and transformative performances. Walking down the hill, I stepped in a grease spot, flew, sprained my ankle and tore a hole in my suit. The following morning I decided that I simply had to make it to a spiritual support group near our home. It is on the beach. I hobbled to my seat in pain feeling physically and emotionally banged up. But, during that meeting, I watched the waves roll in, and realized that I literally get to live across the street. I realized that all the challenges that I have today are high-quality problems. It is a high-quality problem to fall at a Diana Krall concert. It is a high-quality problem to wrestle with all the love in my life. It is a high-quality problem to have fatigue because I'm running a business and doing a media tour. It is a high-quality problem to grieve the loss of a great human being.
This is the nature of gratitude. Instead of dealing with survival, we get to work on becoming better human beings. The challenge is no longer how to get through the day, it is how to be kinder and more loving by the end of the day. The focus isn't just making as much or accumulating as much power as possible. It is about how many lives we can touch, how much we can improve the world, and how we can help others be their very best.
This is what I look for in candidates.
We work towards building organizations filled with talented people who can also connect, look people in the eye, ask skilled questions, and demonstrate active listening. We seek to grow talent that explores the world of change around them, defines needed change within themselves, and speaks the truth. And as our talent develops the skills that build strong support systems, new intelligence flows in from the outside world, bringing innovation and critical improvements to organizational performance. As they build stronger relationships within and without, the culture becomes unstoppable. Employees develop an unparalleled sense of gratitude that stems from their ongoing personal growth, the precious quality of their work relationships, and the unshakable confidence that they can deal with anything the world of change dishes out to them. Yes, the reality will be messier than this bold vision suggests, but it is where we set our intentions that so very important.
This is what hiring the grateful leads to.
Brought to you by David Harder - Founder & President, Inspired Work, Inc.(C) Copyright, 2017, David Harder - (All Rights Reserved)
Buy a copy of David's new book The Workplace Engagement Solution here.
UPCOMING EVENTS:THE INSPIRED WORK PROGRAM - Saturday & SundayThis September 31 & October 1 (Space is limited to 20 participants)Join us at the beautiful Luxe Sunset Hotel (Los Angeles)
For most of us, happiness and fulfillment are determined by the quality of our love life and our work life.How much do you love your work?
The end product of The Inspired Work Program is loving your work and every single participant has a unique outcome. The magic of the program is that love affair is defined by your truth.
Many of us have gotten stuck in old and outmoded roles. But, the insights in how to move forward elude us. Many of us are accustomed to success but the rate of change has reached such dizzying proportions that we are falling behind. Perhaps we are on the verge of joining the 48% of Americans that now characterize themselves as underemployed.
New graduates come out of school facing a work world where they will change careers four to six times. Many outwardly successful professionals find such a lack of meaning in their work that it is painful to show up. Many breadwinners find the frenzy and pace of their work exclude the full enjoyment of their own lives.
Truth is, virtually everyone walks in the door with a problem they fear will not be solved. And, everyone walks out the door with a new form of freedom. In other words, expect an elegant solution.
We provide a process that brings you to the truth. Your truth. You define the sweet spot. We pull the curtains back in how to get it. Thus far, over 43,000 people have had life-changing experiences by participating in The Inspired Work Program. They have accessed the means to make work an active centerpiece in their happiness and fulfillment.
For those who maintain that money cannot buy happiness, MBAs from the country’s top business schools will beg to differ. New data released exclusively to Poets&Quants reveals that MBAs graduating from full-time programs at the top 50 U.S. schools are 58% happier in their first jobs post-MBA than their jobs right before entering business school.
They’re richer, too–a lot richer. On average, salaries increased by 44% from their final pre-MBA job to their first post-MBA position. Specifically, students entering B-school report an average salary of $90,708 and a post-MBA average of $130,889 — or a $40,181 increase just for earning an MBA. Far more impressive, however, were the total compensation packages. According to the data, an MBA leads to an 82% increase in total compensation — from $101,500 pre-MBA to $200K post-MBA. Total compensation includes performance bonuses, signing bonuses, stock, relocation, and “other compensation.”
The data is self-reported on the TransparentMBA platform and includes hundreds of recently graduated MBAs. All told, more than 1,100 data points were analyzed, says Kevin Marvinac, TransparentMBA co-founder and COO. Marvinac says a 42% median salary increase is “astronomical” but also cautions to consider the cost of an elite MBA. Still, many MBAs reported salaries more than $200K for their first jobs out of B-school.
HIGHEST REPORTED BASE SALARY OUT OF SCHOOL: $280K
The highest reported pay went to one MBA who claims to have made a base salary of $280,000 right out of B-school, which was an astounding $200K increase from their last job before his MBA that paid him $80,000. On the other end, a few graduates also reported salary decreases. One MBA claims to have taken a $155K pay cut from $230K pre-MBA to $75,000 post-MBA.
Marvinac and TransparentMBA broke the dataset into field-specific points. For example, one person reported making $100K in total compensation in a corporate strategy position pre-MBA and jumping to a ridiculous $365K pay package in a post-MBA investment banking role. Another catapulted from a $90,000 corporate finance role to a $290K investment banking position. One engineer used an MBA to leap from a $65,000 a year job to a $317,500 investment banking gig. In fact, the vast majority of the most significant increases were achieved by MBAs going into investment banking. Similarly, most salary increases stemmed from industry changes.
ENTREPRENEURSHIP & EARLY-STAGE STARTUPS DRIVING UP TRADITIONAL PAY
Marvinac, who is working toward an MBA at Chicago’s Booth School of Business, says sign-on and performance bonuses in traditional MBA hiring industries such as investment banking and consulting are what largely lead to the massive compensation increases. “That’s definitely a tactic on their part to get the top talent to commit early,” Marvinac tells Poets&Quants, noting the data backs up what they have heard anecdotally from other MBAs.
While Marvinac says they don’t have the specific quantitative data to back it up, he suspects increasing MBA infatuation with tech, entrepreneurship, and early-stage startups have led traditional MBA employers to sweeten the pot in recent years. Performance bonuses, which can equal base salary, could be the major reason why outsized compensation packages are being reported in investment banking, Marvinac explains. Plus, he points out, “exploding offer” tactics are often used in investment banking to get top talent to commit to a full-time position offer earlier and could be skewing numbers higher.
“There are companies that will say, ‘OK, you’ve finished your internship and we’ll give you an offer and you have until the holidays to decide,'” Marvinac says. “The signing bonus will be $35,000 at first. But if they wait till November 1, it will go down to $20,000 and then $10,000 around the holidays.”
Of course, an impressively high salary for an MBA is not uncommon. For the Class of 2015, some 12 schools world-wide reported having MBAs make at least $200,000 for a base salary. In job reports to surface for the Class of 2016, graduates from Duke’s Fuqua School of Business reported an average total compensation package of $151K, which just includes base salary, sign-on bonus and other guaranteed compensation. At Chicago Booth, graduating MBAs going into consulting this year made a median base salary of $145K with a median signing bonus of $25,000, again suggesting TransparentMBA’s data is congruent with what schools are reporting.
Perhaps most surprising about the data is how unhappy MBAs reported being before going to school — and how happy they were afterwards. On a 1-to-10 scale, MBAs reported a happiness level of 4.94 before entering B-school.
Afterwards, the average jumps to 7.81 — or, a 58% growth in overall job happiness. Marvinac points to the industry and function switching data as one reason for the big increase in satisfaction. According to the TransparentMBA data pull, 89% of MBAs switch either industry or function after graduating. Some 69% switch both industry and function. As expected, the data suggests that people are increasingly using the MBA to make significant career changes.
MBAS WORK A MEDIAN TEN HOURS MORE A WEEK THAN BEFORE B-SCHOOL
In addition to the compensation, function, and industry stats, TransparentMBA asked MBAs that register on the site to report on job impact, company culture, if they’d recommend the company to a friend, and overall happiness. Marvinac says overall happiness is the “overarching umbrella” to the three other measurements. According to Marvinac, the average happiness for all users of the site — including current MBAs — is 6.6.
But all of that extra cash and happiness comes with at least one caveat. Marvinac and TransparentMBA looked at differences in how many hours a week MBAs work compared to before business school. Not surprisingly, on average, MBAs work more after B-school than before, averaging 57.7 hours a week, compared to the 52.8 hours weekly they claimed prior to getting their MBA degrees. MBAs worked a median 10 hours more a week after business school–60 hours weekly versus 50. Particularly interesting, Marvinac notes, is the difference in percentage increases between mean and average numbers. For the average, the percentage increase is almost 15%, compared to the 7.7% median uptick. “It’s reiterating that not all MBA jobs are created equal,” Marvinac says.
When the average increase is a lot is more than the median, Marvinac explains, it’s because the data is top heavy, or there are some amazingly high amounts of hours being clocked by some MBA grads. One MBA, for example, claimed to be working a whopping 110 hours in his post-MBA job. Many report working in the 70 to 80 hour per week range, and a few actually reported working less hours per week.
Originally posted on Linked IN by: John A. Byrne
Everything we've ever thought about willpower is wrong. Studies show we don't have a limited supply of it. It's also not something we can manufacture or build. Which means, every time you excuse away why you didn't achieve your goals due to a, "lack of willpower" - you've been lying to yourself.
Willpower is more like an emotion - and, a negative one at that.
Willpower is when you have to struggle and fight to not do something. It's intense and draining. That's exactly why successful people don't use willpower. Who wants to burn themselves out on the long journey to achieving your dreams? Instead, successful people use willpower's opposing force: passion.
You aren't born with passion. It's something you must develop.
There are three phases to building the kind of passion that will help you achieve success. They are as follows:
1) Spark. You must first find something you care about. Something that sparks a desire to fix a problem or make something better.
2) Fan. Next, you must feed the spark of passion by getting curious. Really curious. You must seek information, tools, resources, and people to help you nurture the spark of passion into something you can't stop thinking about. This requires GRIT, and it's the phase where most people give up.
3) Fuel. Once your passion is focused, it's time to turn it into a habit. You must give yourself time every day to work on your passion so you can feel the warmth and energy it provides you. Conditioning yourself to fuel your passion on a daily basis will make you want to work. It will drive you because you will love how it feels.
Sounds easy enough, but sadly, in my 18+ years in HR and career coaching, I can tell you very few people every develop their passion to the level they need to succeed - only round 3 percent. That's because...
Pain gets you to the starting line, passion gets you to the finish line.
Consider this: when you finally get frustrated enough with your situation that you want to make a change, the pain pushes you to take initial action. But, it doesn't sustain you because there just isn't enough willpower to carry you through. Instead, you need to use the pain to find your spark, fan the flames, and fuel your passion to the point it drives you to succeed. Running towards something is fun and exciting - that's passion. Running away from something is scary and stressful - that's willpower.
J.T. O'Donnell is a HR and career expert with 18+ years experience. She is the founder and CEO of Work It Daily, a site dedicated to helping people solve their own career problems. Sign-up for one of her free webinars today (click here) to learn more about getting out of your career rut.
Originally posted on Linked IN by: J.T. O'Donnell
Co-written with Simon Howard of DRYVER.
It seems to be that everywhere we look, there is a new title for a similar role. We’ve seen VP of HR, People and Culture, Happiness, and People. We’ve seen titles that have ‘Ninja’ in them, and organizations that are stripping titles as much as they can. Some organizations are expanding the role of HR faster than others, but one thing seems to be consistent: HR is changing, and the role is only getting more important.
After various hackathons with leaders in the HR space, research on the subject, and experiences we’ve had through the work we are doing at DRYVER, it seems that in many cases, Human Resources is the Hermit Crab that has moved out of its smaller shell an into a much, much bigger one.
Traditionally, the role of HR has, of course, been to look at recruiting, on-boarding, training, benefits, pay, holidays, conflicts, rewards in the workplace, and so on. And while these roles are no less important today, there are often additional responsibilities that many employees in the space have now. In some cases, we would go as far as saying that HR is moving to be included in a larger operations role, while still being focused on people.
Diving in a little further, it became glaringly apparent that employee experience in the workplace is far more important than it was in the past. There is more accessibility to information than we’ve seen before, and as a result, there is more awareness as to where we can be working and why. In many cases, we no longer chase jobs just for the skills to do them, but for the experience at work and the life we are able to live as a result.
And so how does HR play into this evolution of the workplace and how we communicate it?
1. Organization Design
Having HR be at the table for the creation of the organization design or structure is really important in ensuring that people have the resources available to do their best work possible. We’ve seen many articles and books (a great one being Flat Army by Dan Pontefract) that explain that a traditional structure may not be as effective as it once was.
Let’s take an accountant working at a big firm, for an example, and compare it to an accountant working at a golf course, one who works in government, and another who does the books for a restaurant down the street. Though the jobs may be quite similar, how are we articulating the value of the job and the purpose behind it? Purpose is, and will continue to be a great differentiator between companies, especially when skills aren’t.
3. Employee Experience
Perhaps this isn’t as drastic of an evolution as the others, but as we see overall tenure decreasing the the workplace, and the need for a sense of community and belonging increase, there has to be more of an emphasis if we are to keep our best employees. Work has to be something that is bigger than just a 9-5 that we punch in and out of; it has to be an experience where we build community with people that share similar values, wants needs, and expectations.
And so as we see the workplace evolves, and realize that people are the foundation of any business, the role of HR has to continue to expand. Understanding how we differentiate our companies from our competitors, in many cases, comes to the people and the experience on the job. HR is, of course, at the centre of this.
So as you have likely noticed, a lot of the HR groups we work with really embrace their new roles within the respective organizations. Does this mean that the organization is evolving though? Not necessarily. The people in these roles are very good at what they do, but already have full time jobs. A primary reason people bring organizations like DRYVER in is often to help with implementation. Once created, it is easier for them to take the lead.
If you’re interested in the work we’re doing, or want to subscribe to our articles, please click HERE!
Follow Eric on Twitter, Facebook, and LinkedIn. Check out his TEDx talk here. Also, check out The DRYVER Group for more information.
Originally posted on Linked IN by:Eric Termuende
Why do some people succeed and others fail? In this video and article I get into the 7 signs you are going to be successful.
Great coaches, mentors, and CEOs are all very good at having a certain intuition where they know which player, talent, or future leader to bet on. There’s something about them. Somehow they know who’s going to be successful. They get credit for choosing and putting their money on the right people.
Think about it. What if there was a technology for you to be able to tell that Arnold Schwarzenegger would become who he is today when he was only 14? How about Michael Jordan, Alexander the Great, Mohammad Reza Shah? What if you could figure it out ahead of time? Think about it. I mean, Mohammad Reza Shah was given Iran at the age of 21. Alexander the Great conquered two million square miles of the world. Can you tell ahead of time if somebody’s going to be successful?
I’m here to tell you that there are seven signs that you’re going to be successful in life.
#1: Super Competitive
Let's start off with number one. Number one is that the people that are going to be successful in life are absolutely super competitive. It doesn't matter what it is. They have to do it faster, better, bigger than everyone else. Their one desire is, "I'm going to do it better than you."
And in the world of capitalism, it's all about competition. Competition is what makes capitalism work. It's what makes sports work. Politicians that go to the top are typically the ones that are most competitive. They want to figure out a way to do things better.
There's a first place person in every office, every team. Even if the team sucks, there's somebody that's the best on that team. Then you get a new cat that comes to town. Whether it's a work environment or a team, if the new guy's competitive, he puts the guy that's higher than him as a target. He wants to beat him. This impacts everything he does - diet, work ethic, the time he comes in - everything. Why? Because he's super competitive. And eventually, he'll pass the top guy up. It's simply how it is.
#2: Finish Things
Next, people that are going to be successful like to finish things. Let me explain. When working a puzzle, they can't stop until they finish the puzzle. If they play a video game, they can't help themselves; they have to finish the game. When reading a book, they have to finish it.
Guys, this is a sign. When I see people that only read the first chapter or two of a book and then ask the question, "Pat, what do you think, man? I have 30 books that I've started that I haven't finished." Well, that's a sign you don't like to finish things. You like things to be given to you easy. The people that finish things always finish things. And that's a sign they're going to be successful.
#3: Circle Out-Earns Them
The next sign that someone's going to be a success is that their circle out-earns them. The people they spend time with are bigger than them. It's a formula. It's not an accidental thing. That's why you'll notice that some of the people that don't achieve success always want to be around smaller people because it makes them feel bigger. The people you meet that are super successful, they always put themselves in situations where people are bigger than them. Why? Because it's the next platform, the next level they're getting to.
#4: Mind Never Stops
Next, one way you can tell that a person is going to be successful is that their mind never stops.
#5: Credible People See You Going Places
Another sign that someone's going to be successful is how credible people view them. Let me explain. Let's say I meet John. And John's principal, football coach, uncle, and boss all say, "This guy's going places. He's going places." If those guys gave authentic, real answers, that cat's going places. Why? Because those people have spent endless hours with him. They know his flaws and habits. They know whether or not he finishes things if he spends time with people that are ahead of him, and how competitive he is. So if a lot of credible people say that someone's going places, that's a sign he'll be successful.
#6: Always Learning
The next sign that someone's going to be successful is that they won't stop learning. They can't stop learning. They can't help themselves. There's a desire to get better at everything. So they want to be a better student and learn more.
#7: Extremely Obsessive
And last but not least, the people that are going to be successful are extremely obsessive. If you could dissect the mind of an obsessive person, it would concern a lot of people. You might ask, "Does this person really think that way?" They do. They really do think that way. They're very good at getting what they want because they have to have it. They're obsessed with it. And anytime they're obsessed about it, they start figuring out creative ways to get what they want. Whether it's a girl, business, position, accolades, a certain place or lifestyle they want, they'll figure out a way to get it because they're obsessive. They're just wired that way, and they have to have it.
So those are the seven signs that if you see, you can tell someone's going to be successful.
By the way, there's no 100% to any of this. No one's ever going to be 100%. But you want to be at least 70 or 80%. Because if you do this right, the majority of the time you'll put together the most incredible team in your business so you'll grow and go to different places.
The post is inspired by a video by Patrick Bet-David.
If you think you possess these 7 qualities, join us in building one of India's finest tech products. And if you have any questions or thoughts on what was covered in today's article, please comment on the bottom.
I am Aditya Ruia, an undergrad student at BITS Pilani, one of India's premier engineering institutions || CEO and Founder of Quorg, a messaging app for business communication, simply said, a Whatsapp for Professionals. Follow me on LinkedIn or drop a mail at email@example.com Subscribe for product launch at quorg.in
Oringinally posted on Linked IN by:Aditya Ruia
Contact John Assunto for all of your Education Recruiting needs! Johna@worldbridgepartners.com or 860-387-0503
Listening in to the orientation session at a ‘Becoming a Mentor’ program, the organizer repeatedly reminded us that we, the mentors, get more out of mentoring than that what we put in. That mentoring is a two way process and apart from the satisfaction of being able to guide and help someone in their path to a good life, the mentor greatly benefits.
I sat there thinking that it was quite true. After each mentoring session I could go home feeling all warmed up inside, much like the feeling after a tot of brandy in a coffee, satisfied that my previous hour changed a life. That the ‘life’ was going to someday look back on the mentoring sessions and say that ‘yours truly’ made a difference. Yes, that story has a ‘happily ever after’ kind of ending.
All this is true. Mentoring in the traditional sense of the term is a relationship between mentor and mentee where the mentor provides guidance and direction to the mentee, who is usually younger. Areas like clarity on life and career, different perspectives and cultural values, opportunities to develop new networks, access to new resources that lead to greater likelihood of career success are part of the mentoring ‘syllabus’. Organizations that have a structured mentoring program benefit a great deal by developing the pipeline of talent and setting up a structure to transfer formal leadership skills. Employee retention, improved communication and a demonstrable commitment by the employer to the employee are the up-sides to mentoring.
All this sounds perfect in the world today, right? Not entirely so. The work force today has demographics quite different from those of 15 years ago. The channels of communication are changing and on an almost daily basis - new social networks, new technologies are stressing the efficiencies of the ‘old experienced hands’. Experience is no longer the only teacher.
With a growing generational gap and shifting expectations, leaders are faced with new challenges. If these senior leaders want to stay relevant and ahead in an age where digital natives will soon represent half the global workforce and will soon be a force to contend with, they will need to stay on the cutting ‘digital’ edge.
Reverse mentoring is not entirely a new concept. In 2014, Microsoft came out with a reverse mentoring program. Realizing that millennials consume services quite differently and understanding that this is key to business strategy and execution, senior executives are engaged in this program where they turn to their younger colleagues for insights into what they value, insights into more information and for guidance through the millennial maze.
I can almost hear you dear reader saying, but this is what analytics does. It collects millions of data points and with clever computing spews forth information that understands the behavior of the consumer and drives business decisions. Yes, it does. But analytics is used mostly for the external customer not the internal customer, your employee.
Reverse mentoring is a win win program.The older manager mentoring a younger colleague switch roles where the younger colleague becomes the mentor. It goes beyond getting an insight ONLY for business decisions. Senior leaders get to know and appreciate the need for new ways of communicating and newer trends and the younger ones get invaluable insights into the larger picture and leadership. Exposed to new behaviors and motivations, senior leaders can better understand what drives the younger workforce and how one can attract the best of talent. This way companies can stay relevant as employers and can engage with an important customer segment. Understanding what makes them ‘tick’ will make companies explore newer marketing ideas.
My own experience with engaging in informal reverse mentoring has helped me learn better collaboration and the ability to leverage the strengths of those I manage. As is managing and motivating a younger workforce is challenging. Reverse mentoring helps bridge this divide. One finds, very often, that we are leading people who are doing jobs that we have never done and probably didn't exist before this time. Gone are the days when a 40+ year old dictating what should be happening without listening to opinions and experts, exists.
When all is said and done it isn't only about learning new tools and technologies and behaviors. It challenges one to move out of their comfort zones and at some point becomes an introspective tool to reflect on managing styles. More power to reverse mentoring!
The author is CDO with Investronaut - Vishwakarma Group & a Mentor withKatalyst an organization that provides an enabling environment to enhance the employability of girl students pursuing professional degrees or courses.
Originally posted on Linked IN by: Ramona Parsani
At HotelTonight’s weekly all-hands meeting, HT Nation, we always end with an AMA (ask me anything). This reflects my goal of running a transparent organization and one where people freely give feedback to one another. I get direct questions about our finances, our strategies and our future plans. I love it. A few weeks ago, I got a great question asking what I was most proud of achieving at HotelTonight. Among the significant business milestones, I shared how excited I am about the culture HotelTonight has built and sustained.
It was always a goal of mine to build a company with an amazing team culture. A place where people will not only do the best work of their lives, but also somewhere they genuinely love coming every day, surrounded by people they enjoy being with. I wanted to create the environment that I wanted to work for when I started my career. Also, building a company is about the journey, not the destination, and when you’re on a journey you want to be with fun people. And it’s also good business – the team that likes and respects one another is more innovative and productive.
While we certainly have more work to do, and continually are gathering feedback from the team and acting upon it, I’m really proud of the culture that has emerged at HotelTonight. From what I’ve observed from my time building and working at startups, a key way you’ll know your culture is working is when people spend time together outside of the office or any company-sponsored event.
Here are a few anecdotes I’ve collected over the past few months to demonstrate what this looks like at HotelTonight:
The Company That Runs Together...
A bunch of us recently ran the SF Half together (my first and definitely last half marathon). Not only did a group train together, but one of our Regional Managers, Adam (who crushed the race, btw), invited everyone over to his house for a BBQ afterward – whether they’d run the race or not.
We also offer a subsidized gym membership as a perk, and it’s fun to see people heading over there together to try out new classes, or encouraging each other to squeeze in a workout. I’m a big believer in both the mental and physical benefits of exercise, and it’s very cool to see the team motivating each other.
Over the years, Team HT has taken many trips together, from big-group trips to Tahoe and Vegas to taking a work-friend on a hometown tour (as far away as Dublin!) to attending each other’s out-of-town weddings. We’re a travel company (with unlimited vacation), so I especially love seeing people bonding in this way.
The week before last, our North America Local Ops team took a travel week to visit their hotel partners all over the continent. Gaby, who manages Mexico City, invited everyone to come check out the city (New York Times’ #1 “Place To Go” in 2016) the following weekend. A group from teams across the company went, and it was awesome to see their Instas and Snaps (and made me want to go there, too).
One of the other sweet perks we offer is HT Roulette, where once a month someone wins a totally-free spontaneous trip for two. Your plus-one can be anyone, but it’s been so cool to see how many winners picked an HT coworker as their travel buddy.
Mates Across the Globe
We’ve got several offices internationally, and the team is so incredibly welcoming when they’ve got visitors from other offices. One way we’ve helped foster this is by having virtual “coffee dates,” pairing up people across teams to get to know each other (we’ve also done this in person within our SF office).
Recently Kelsey from the SF office was visiting the UK... and several people from the London office ended up joining her on a trip to Paris. And Donnie, our Strategic Partnerships Manager, just relocated to our London office. Serendipitously, a past employee he’d stayed in touch with had a room available exactly the week he was set to move!
It’s inevitable that people move on. But a mark of a great, lasting company culture is when people stay friends even when they don’t see each other in the office every day. Maybe they’ll work together in the future, maybe they’ll start a company with a great culture of its own, maybe they’ll be at each other’s weddings or will be travel buddies for life.
I’ve even heard from people who left HT for new opportunities that while they like the people at their new jobs, there was something special about HT that they haven’t been able to find elsewhere. If there’s any one indicator of a great company culture, I’d say that’s it!
I’d love to hear: is there one thing you notice that indicates a great team culture?
Originally posted on LinkedIN by: Sam Shank
About Artificial Intelligence:
Artificial Intelligence is the science and engineering of creating intelligent machines or computer programs, this is how the father of artificial intelligence John Mc Carthy defines or describes it. It is one of the most effectual ways of making an adept and beyond belief computer, a robot controlled by computer, or software which seizes an aptitude and potential to think smartly.
AI woks on the principal of how a human brain thinks, learn, decide, and work in different situations or problems; it is a research wherein once the desired outcome is attained, is then used in creating extremely intelligent softwares and systems which can be of a great use. If we look at the two basic goals of AI, they are to create expert systems and implementing human intelligence in machines.
It is so effective that it can be used in any sphere, and can do wonders if used in the education sector.
Using Artificial Intelligence in Education:
Following are the things which Artificial Intelligence can do for Teachers and Students:
1. Enhancing Adaptive Learning: For good number of years adaptive learning has left an amazing mark in the education sector across the nation. Using Artificial Intelligence in order to augment the excellence of adaptive learning which fundamentally is using various software, programs, games that can assist students learn with no trouble and efficiently, can do wonders in the teaching as well as learning process. It will help the students master many topics or skills which they’ll be able to learn repetitively with the help of AI.
2. Recuperating Course Structure: It is not always possible for the teachers to be aware about the gap in their lectures which leads to students being perplexed about different topics, that’s where AI steps in and can actually lend a hand to the teachers to get over such hitches. One example of such an effective system is Coursera, which is already helping many teachers bridge the gap and administer their lessons effectively.
3. Attaining Suitable feedback: Where it can help the teachers and students in creating and indulging the course effortlessly, and customizing it according to their requirements, it can also endow them with a feedback about the efficacy of the course. The schools which are tech savvy these days are already using effective AI systems to scrutinize the student performance and alerting the teacher about the same.
Such AI systems can help the students to get lucidity of concepts, and can help teachers advance the mode of their instruction which can help the students who struggle with diverse subjects or topics.
4. Amending the role of teachers: Teachers are an imperative part of education system and will always be, AI can help them transform themselves into amazing facilitators. AI could be adapted in many aspects of teaching, if the teachers will get used to this remarkable system they can help their students conquer myriad problems related to a topic or subject as there are plentiful AI lessons which can aid them in doing so. Artificial Intelligence is being used in most of the schools that are following the flipped classroom model, and can be used by anybody who have an impulse for making teaching and learning effectual. It can also help the teachers in the grading system, and make it easy for them to work on that exacting area.
Apart from them AI can be used in other areas as well, as it is a valuable and smart mechanism to attain the finest yet desired results if used aptly.
Originally posted on Linked IN by: Tina Sobti
If you are tackling your job transition simply by uploading resumes and contacting recruiters, you probably have time on your hands while you’re waiting—and hoping—to be invited in for an interview. When you rely only on this approach to your search, it can take quite a while—and you may be missing additional opportunities for which you would be better suited than what actually materializes.
Incorporating an additional approach—by going on information interviews—opens up many more possibilities as you move forward. Consider the following:
1. What Are Information Interviews, And How Do They Work?
2. Action Steps
3. Dos And Don’ts
What Are Information Interviews, And How Do They Work?
Information interviews are appointments you initiate that enable you to tap into the hidden job market—those job openings that have not yet been published—where approximately 80% of jobs are gotten. It differs from the more formal job interview in many respects—the tone is informal, and it is a soft-sell approach to the job search. The payoff is generally not immediate—but other benefits of using this approach can be immeasurable.
These appointments need to be treated just as seriously as job interviews because they are part of your marketing campaign. Indirectly you are always trying to make a good impression, so that you will be kept in mind and referred to job openings that could be a good fit. Wear good business casual dress, even if you are meeting in a coffee shop. Communicate that you are a person who goes the extra mile.
Contact people who are doing the job you might want, and ask for 20 minutes of their time. Your stated purpose is that you are looking for information, advice, suggestions, and feedback. Take the pressure off people from the start by making it clear that you do not expect them to have a job for you. Do not use the information interview to ask the person if they know of specific openings. Instead, ask for the names of others you might talk with for additional information. It’s best to do this at the end of the appointment.
Information interviewing is a relational process, not a series of one-time events. Continue to follow up after each appointment, letting people know that you have followed through with their suggestions. Look for ways to be helpful. Approach the process with a spirit of reciprocity. This will help with the discomfort you could feel when asking for a favor.
Information interviews have many benefits. They give you an opportunity to create more choices for yourself. Because you initiate them, knowing how to manage the process well gives you an opportunity to take more control over the job search so that you are not continually in a waiting mode. It is also beneficial to be expanding your network of contacts for the long term.
Set up a spreadsheet to track your appointments, including names and contact information for each person. Continue to track the dates of each contact, what was discussed, and the next follow-up date.
Starting with people you know, add names to the list. You can include former colleagues, alumni, friends, and family members. Even if the people you talk to initially are completely outside your field, they may know exactly the right people for you to talk to.
Begin by practicing these appointments with people who are “low risk,” and where you don’t have to worry if you make a mistake. Hold off on sitting down with your top contacts until you have experience and are comfortable with the process. Don’t be afraid to make a mistake, but be willing to look at what you need to be doing differently going forward.
Prepare carefully for each appointment, including researching the company and the person with whom you will be meeting. Develop an introduction about your work history that makes your experience come alive.
Because you have asked for the appointment, it is up to you to have an organized agenda for the meeting. Be prepared—in the event that the person you’re meeting with starts asking you questions, and allow the meeting to turn into a job interview on the spot, in case that opportunity presents itself.
Dos And Don’ts
Structure the appointment carefully
Research for each appointment
Exercise discretion and say positive things about your current situation, boss, and colleagues
Take pressure off people to find you a job
Show up as a whole person rather than trying to establish connection in a formulaic way
Approach each discussion as an exchange rather than as a transaction
Approach the process reciprocally
Wait until the end of the appointment to ask for introductions
Ask for a job
To Sum Up: When you approach the information interview in a thoughtful and organized way, you can create choices for yourself that might surprise you. And pausing to understand the fine points of the process at the start can save you having to go back and work twice!
Nonie Potocki is the owner of her own private practice in New York City.
Originally Posted on Linked IN by: Nonie Potocki
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