eams and leadership

resilient identity

comfort with ambiguity and open yourself to vulnerability

xistential impacts of accelerated change

The adaptability Gap

today, skills have a shelf life of less than fi ve years, according to researchers at the world economic Forum.

The world economic Forum places the value of digital transformation to the Fourth Industrial revolution at $100 trillion over the next decade.5

Figure I.2: The New Reality

The first step to seizing that advantage is letting go of professional identity, and in that letting go, tapping into our imaginations to reimagine ourselves and our work.

That identity plays a critical role as a social signal and is, in many cases, the basis for self-esteem.

—Thomas l. Friedman

12

Get Comfortable with Failure

embrace Cognitive Diversity

Fire Your Job Description 200Hire for Cultural Alignment

195The Job Description Is History

Becoming a Learning Company

Leading in Continuous Change: Modeling Vulnerability, Learning from Failure, and Providing the Psychological Safety that Builds Trusting Team

evolving Beyond shareholder Value: The Purpose of a Company 135to Maximize Human Potential, Place the Human in the Center

Learning Fast: Why an Agile Learning Mindset Is Essential

Finding the Courage to Let Go of Occupational Identity

An occupational Identity Crisis Isn’t Limited to Job Loss

What Do You Do for a Living? The Question That Traps Us in the Past

From Learning to Work to Working to Learn Continuously

From scalable efficiency to scalable Learning

Atomization, Automation, and Augmentation 38Atomization in Action 39Automation in Action 39Augmentation in Action 41Putting Atomization, Automation, and Augmentation together

so, Who Are You? occupational Identity and expertise

truth and trust

Death of Distance Reshapes Human Relationships

The Only Things Moving Faster Than Technology Are Cultural and Social Norms

The Force of Three Amplifying and Interlocking Climate Changes

Amid Rapid Change, Keep Calm and Adapt on

Introduction

ffirs iv 20 February 2020 10:09 AMThe paradigm of pursuing higher education is shifting. For example, American workers are now getting a job to go to college versus going to college to get a job. In this must-read, Heather and Chris effectively describe these and other trends that are playing out across corporate America today. In a world where rapid learning and adaptation are essential to prepare for the future of work, we need leaders across industries, disciplines, and functions to work together to become champions of human potential.—Rachel Carlson,CEO and co-founder of Guild Education

But what if the numbers on the board are influencing your sense of what a Double Chocolaty Frappuccino is worth?

Can you really regard people as rational calculators if their decisions are influenced by random numbers?

“Our irrational behaviors are neither random nor senseless—they are systematic,” he writes. “We all make the same types of mistakes over and over.” So attached are we to certain kinds of errors, he contends, that we are incapable even of recognizing them as errors.

In both cases, what differentiates the human from the nonhuman is the capability for agency.

Those with sufficient self-mastery to use technology appropriately are deemed more human than the phone zombies who succumb to tech’s predations.

But what counts as “real”?

Rather than addressing the complexity of our relations with each other, institutions, social conditions, or anything else that communication technology plays into, digital wellness offers self-help as self-reliance while leaving the broader, underlying conditions unaddressed.

What these interventions all have in common is how they frame our problems with technology as a matter between the individual and a specific device or app rather than the social, moral, and infrastructural relations that ultimately bind them together.

The digital-wellness movement, though it seems to counter the grandiose schemes of the tech industry, shares a similar aspiration of fixing people for their own good, prescribing a specific one-size-fits all relationship with technology as a way to build an ideal society.

digital utopianism. It is premised on the belief that technology-oriented solutions — whether it’s “smart” cities, or autonomous-vehicle systems, or drone-delivery schemes, or “connecting the world” — can fulfill a utopian ideal and provide uniform benefits for everyone.

Someone observing her could assemble in forensic detail her social and familial connections, her struggles and interests, and her beliefs and commitments.

Can’t we users just opt out of systems with which we disagree?

Surely some of the fault must lie with this individual for using services or engaging with institutions that offer unfavorable terms of service and are known to misbehave.

institutions are incubators of inventions

Support of success in learning requires digital equity as well. All aspects of the learning environment must be equally accessible and usable for all learners and instructors. This includes considerations such as universal design for learning, adaptive learning engagements, and overall affordability.

Key Trends

OER initiative

2018 Higher Education Edition at a Glance

It’s not enough to create best flow for the user, put the right tools in right context at perfect timing. We have to think harder how to delight users.

Project Manager

6 Success Factors for Managing Project Quality

TrainingDocument ProcessesEquipmentTime To Do It Right

The Cost of Quality (COQ) includes money spent during the project to avoid failures and money spent during and after the project because of failures.

How likely are you to recommend this article to your friends or colleagues?

We consider NPS to be harmful. It’s easy to game NPS to look like you’ve made experience improvements when you may have made it worse.

Similarly, we’ll see a participant rate a 10 after they’d really struggled with the product or service. They’ll say, “It was better than I expected” or “I thought it was ok.” When we ask if they would use this product or service again, they say “Probably not.”

Why would someone recommend Citi as a bank due to an unremarkable business transaction. (Routine banking transactions should always be unremarkable. When they stand out, it probably means something went wrong.)

But “best choice” is not the same as “delightful service.”

This year, I flew 73,890 miles on 49 flights. This data alone might make me a loyal customer.If you follow me on the Twitters, you’ll find me regularly complaining about United’s poor customer service.

It’s about optimism.

Yet, the NPS question doesn’t talk about about investment or personal sacrifice. It doesn’t even talk about loyalty. It only asks about recommending the company.

We’re interested in actual behavior, not a prediction of behavior.

Not only is this hard to answer, it’s hard to interpret.

For some reason, NPS thinks that a 6 should be equal to a 0. Nobody else thinks this. Remember, if you worked at a company like Intuit, all that hard work to get everyone to move from a 0 to a 6 would not be rewarded. Your executive would not get their bonus. It’s as if you didn’t do anything.

On an eleven-point scale, with zero marked as Not At All Likely and 10 marked as Extremely Likely

AOL’s experience vividly illustrates the folly of seeking growth through shortcuts such as massive price cuts or other incentives rather than through building true loyalty.

AOL is struggling to grow. Even though AOL’s customer count surged to an eventual peak of 35 million, its deteriorating mix of promoters and detractors eventually choked off expansion.

And in certain cases, we found small niche companies that were growing faster than their net-promoter percentages would imply.

that is, no airline has found a way to increase growth without improving its ratio of promoters to detractors.

“Promoters,” the customers with the highest rates of repurchase and referral, gave ratings of nine or ten to the question. The “passively satisfied” logged a seven or an eight, and “detractors” scored from zero to six.

Match survey responses from individual customers to their actual behavior—repeat purchases and referral patterns—over time.

one about the quality of their rental experience and the other about the likelihood that they would rent from the company again.

“Micro-credentials”—short, work-focused courses approved by big employers in fast-growing fields, such as IT—show promise. Universities should grant credits to dropouts for the parts of courses they have completed. They could also open their exams to anyone who wants to take them, and award degrees to those who succeed.

School-leavers should be given a wider variety of ways to gain vocational skills and to demonstrate their employability in the private sector.

Governments need to offer the young a wider range of options after school.

But the graduate premium is a flawed unit of reckoning. Part of the usefulness of a degree is that it gives a graduate jobseeker an advantage at the expense of non-graduates. It is also a signal to employers of general qualities, such as intelligence and diligence, that someone already has in order to get into a university. Some professions require qualifications. But a degree is not always the best measure of the skills and knowledge needed for a job. With degrees so common, recruiters are using them as a crude way to screen applicants. Non-graduates are thus increasingly locked out of decent work.

In South Korea, a country where about 70% of young workers have degrees, half of the unemployed are graduates. Many students are wasting their own money and that of the taxpayers who subsidise them.

$200bn a year.

Governments are keen on higher education, seeing it as a means to boost social mobility and economic growth.

intellectual growth, career opportunities, having fun.

I think there is an untapped opportunity for university teacher training programs to partner with K-12 educators to rethink teacher preparation in this country.  We are finding that the traditional model for teacher preparation is not producing consistently well-prepared new teachers, and I think higher education could learn a lot from the excellent pedagogy happening in K-12 classrooms.

Technology is the new literacy, and if we aren’t able to provide appropriate support to teachers and students, a technology gap will emerge that will be as limiting as any achievement gap we’ve ever seen in education.

Professional development providers need to walk their talk, or teachers will tune out and attend to more pressing priorities.

through poor professional development at some point in their career.

 No one falls through the cracks at Peak to Peak.

The significance of the approach-avoid response becomes clearer when one discovers the dramatic effect that these states can have on perception and problem solving, and the implications of this effect on decision-making, stress-management, collaboration and motivation.

Status, Certainty, Autonomy, Relatedness and Fairness

enter’’and‘‘involve,’’thatlearningisanactiveprocess.Educatorsandpsychologiststellusthatlearningisaconstructiveprocess.Situatedtheoristsandpsycholinguistsinformusthatlearningisaninteractiveprocess.

Concerns-Based Adoption Model

Unsupported employees who are NOT retained during the first three years do so because they have only attained the management level of the CBAM and feel their work has little impact and value.

With strong mentoring support, new but experienced employees can move to the collaborative level in about two years.

Experienced but new employees

mentoring program which targets new employees because the beginning of a caree

That is, of course, not a bad place to be! However, isolated employees in traditional, non-collaborative organizations are not likely to reach higher levels of professional practice and increased results because they are denied the day-to-day time needed to interact with and learn from their peers and colleagues.

If a person's needs are addressed at the stage they are at, then they can move to new levels of practice. When they are open and ready to learn, they will ask questions like those on the right side of the stages.

mentoring

Linking the Stages of Concern and the "Bridge"

He can state with confidence that you will be very successful if you base professional development needs assessment and program and mentor activity planning on the CBAM stages of concern.

Personal concerns are legitimate. Too often, personal concerns are dismissed as irrelevant or, at worst, the response of the dreaded Resister.

Subsequentresearch on school change has confirmed that changes in classroom practice can take anywhere from three to five years to be fully implemented.

the individual's concerns about the innovation, the particular manner in which the innovation is delivered or implemented, and the adaptation of the innovation to the individual.

Individuals must be the focus if change is to be facilitated and institutions will not change until their members change;

1987.

Renewal The user is seeking more effective alternatives to the established use of the innovation

ypical Expressions of Concer

Like teachers in science classrooms, they have to be facilitators, assessors, resource brokers, mediators of learning, designers, and coaches, in addition to being trainers when appropriate.

We know that management concerns can last at least a year, especially when teachers are implementing a school year's worth of new curricula and also when new approaches to teaching require practice and each topic brings new surprises.

Is this change working for students? and Is there something that will work even better?

people considering and experiencing change evolve in the kinds of questions they ask and in their use of whatever the change is.

“What are all of the assumptions of the industry?”

did the opposite.

. “There is no pressure to come up with ‘good’ ideas. Then, those terrible ideas can be re-evaluated, often turning them into something unique and brilliant.”

Seelig likes to challenge teams to only think of bad ideas.

“How should we plan a birthday party for David?” you’re assuming it’s a party. If you change your question to, “How can we make David’s day memorable?” or “How can we make David’s day special?

Creativity is applying imagination to address a challenge. Innovation is applying creativity to generate unique solutions. And entrepreneurship is applying innovations, scaling the ideas, by inspiring others’ imagination.

Imagination is envisioning things that don’t exist

preservice teachers

and other groups are exploring how tools like rapid cycle evaluations, school partnerships and better links with the classroom can quickly and accurately evaluate the effectiveness of digital tools.

must encourage rapid cycle trials to evaluate the effectiveness of new technologies. New research methodologies will need to be developed with the teacher as the end customer. The goal of these evaluations should be to allow a teacher to ask, “How well will this work in my classroom?”

1) We need better evaluation of digital tools

First, we know that most educators now see the potential for technology to transform their practice.

hard pressed to find anywhere as much funding or attention directed towards helping teachers make decisions informed by evidence.

Katrina Stevens

Edtech Rapid Cycle Evaluation (RCE) Coach, a free, online, openly-licensed platform that takes districts and schools through the process of evaluating and choosing the best tools for their individuals needs.

“[We want to] establish a standard for low-cost, quick turnaround evaluations of apps, and field test rapid-cycle evaluations,”

Although belief bias is a persistent and difficult bias to overcome, there is hope that wecan overcome it.

After information is acquired andthe source of that information is forgotten, the information accessed a second time isassumed to be true.