The document discusses the future of skills and learning. It makes several key points:
1. Work has changed dramatically since 2000 due to factors like contingent workers, globalization, and new technologies. The nature of work and organizations is also changing.
2. Significant changes to work are expected by 2030 due to advances in artificial intelligence, robotics, 3D printing, and demographic shifts. Many jobs may be lost to automation.
3. There is a need to rethink skills development and learning to address these changes. Learning needs to focus on competencies over credentials and be available flexibly for lifelong learning. This includes reconsidering apprenticeships and implementing a "skills guarantee" for workers.
This presentation discusses how changes in technology, demographics, the economy, and society will shape the future and impact schools and learning. It outlines five forces driving change: governments and organizations, new models of work, technological advances like AI and robotics, environmental shifts, and demographic changes. The future will see more freelance and gig work, changes in what and how people work, and skills gaps between current skills and future needs. Schools must prepare adaptive, resilient learners and focus on student engagement, personalized learning, collaboration, and developing competencies over just transmitting information.
The document discusses the changing landscape of 21st century teaching and learning. It summarizes that:
1) Forces like new technologies, demographic shifts, and economic changes are transforming how and what people learn.
2) Emerging technologies like 3D printing, robotics, and artificial intelligence will continue disrupting traditional education models.
3) Demographic trends like population aging and the rise of the global middle class will increase pressures on education systems.
4) This context requires reimagining teaching and learning models to focus on competency, personalization, flexibility and lifelong learning.
This presentation discusses how schools must adapt to prepare students for an uncertain future shaped by technological change, globalization, and demographic shifts. It notes that the nature of work and organizations is changing, with more contingent and gig-style employment. New technologies like 3D printing, robotics, and artificial intelligence will continue disrupting many industries and jobs. Schools must focus on developing students' adaptability, resilience, collaboration skills, and life-long learning mindsets to help them thrive in this changing world. The presentation advocates for more personalized, competency-based, and student-centered models of learning to better meet learner needs and expectations.
The document summarizes perspectives on the online platform economy and gig workers in the US. It discusses both the opportunities and challenges, noting growing flexibility but also lack of benefits. While reskilling efforts exist, they remain limited and siloed. Moving forward will require upskilling workers with T-shaped skills across technologies, work practices, and mindsets. Platforms and policies should aim to balance winner-take-all approaches with improving opportunities for all.
The document discusses how technology and demographic trends will transform the Australian workforce between now and 2030. Some key points:
- Jobs will increasingly demand flexibility as technology enables remote and flexible work. The ideal may become working when and where it suits individual workers.
- Population growth will drive demand for many traditional jobs like teachers, nurses, and builders. However, some existing jobs will decline due to new technologies.
- Future job growth will come from the expanding healthcare, education, and professional services sectors due to the aging population and rise of knowledge work. While some jobs will be lost, job growth is expected to outnumber losses.
This document discusses the rapid progress being made in artificial intelligence and how it will transform society. It notes that improvements in processing power, data, algorithms, and funding are fueling advances in AI. While human-level AI may be 50-100 years away, narrow AI is already achieving human-level performance in some tasks. The document outlines some of the societal challenges posed by AI, such as threats to privacy, lack of transparency, issues of trust, and unfair outcomes. It also discusses the potential impacts of AI on the workplace and economy, and argues that Australia needs to be at the forefront of AI development given its economic situation.
The document discusses the future of skills and learning. It makes several key points:
1. Work has changed dramatically since 2000 due to factors like contingent workers, globalization, and new technologies. The nature of work and organizations is also changing.
2. Significant changes to work are expected by 2030 due to advances in artificial intelligence, robotics, 3D printing, and demographic shifts. Many jobs may be lost to automation.
3. There is a need to rethink skills development and learning to address these changes. Learning needs to focus on competencies over credentials and be available flexibly for lifelong learning. This includes reconsidering apprenticeships and implementing a "skills guarantee" for workers.
This presentation discusses how changes in technology, demographics, the economy, and society will shape the future and impact schools and learning. It outlines five forces driving change: governments and organizations, new models of work, technological advances like AI and robotics, environmental shifts, and demographic changes. The future will see more freelance and gig work, changes in what and how people work, and skills gaps between current skills and future needs. Schools must prepare adaptive, resilient learners and focus on student engagement, personalized learning, collaboration, and developing competencies over just transmitting information.
The document discusses the changing landscape of 21st century teaching and learning. It summarizes that:
1) Forces like new technologies, demographic shifts, and economic changes are transforming how and what people learn.
2) Emerging technologies like 3D printing, robotics, and artificial intelligence will continue disrupting traditional education models.
3) Demographic trends like population aging and the rise of the global middle class will increase pressures on education systems.
4) This context requires reimagining teaching and learning models to focus on competency, personalization, flexibility and lifelong learning.
This presentation discusses how schools must adapt to prepare students for an uncertain future shaped by technological change, globalization, and demographic shifts. It notes that the nature of work and organizations is changing, with more contingent and gig-style employment. New technologies like 3D printing, robotics, and artificial intelligence will continue disrupting many industries and jobs. Schools must focus on developing students' adaptability, resilience, collaboration skills, and life-long learning mindsets to help them thrive in this changing world. The presentation advocates for more personalized, competency-based, and student-centered models of learning to better meet learner needs and expectations.
The document summarizes perspectives on the online platform economy and gig workers in the US. It discusses both the opportunities and challenges, noting growing flexibility but also lack of benefits. While reskilling efforts exist, they remain limited and siloed. Moving forward will require upskilling workers with T-shaped skills across technologies, work practices, and mindsets. Platforms and policies should aim to balance winner-take-all approaches with improving opportunities for all.
The document discusses how technology and demographic trends will transform the Australian workforce between now and 2030. Some key points:
- Jobs will increasingly demand flexibility as technology enables remote and flexible work. The ideal may become working when and where it suits individual workers.
- Population growth will drive demand for many traditional jobs like teachers, nurses, and builders. However, some existing jobs will decline due to new technologies.
- Future job growth will come from the expanding healthcare, education, and professional services sectors due to the aging population and rise of knowledge work. While some jobs will be lost, job growth is expected to outnumber losses.
This document discusses the rapid progress being made in artificial intelligence and how it will transform society. It notes that improvements in processing power, data, algorithms, and funding are fueling advances in AI. While human-level AI may be 50-100 years away, narrow AI is already achieving human-level performance in some tasks. The document outlines some of the societal challenges posed by AI, such as threats to privacy, lack of transparency, issues of trust, and unfair outcomes. It also discusses the potential impacts of AI on the workplace and economy, and argues that Australia needs to be at the forefront of AI development given its economic situation.
The document discusses the future of artificial intelligence (AI) and business value from a service science perspective. It begins by noting that the COVID-19 pandemic is accelerating digital transformation. It then provides a service science perspective, viewing transformation as collaborating with people and responsible entities. An AI perspective is presented as focusing on automation by collaborating with machines. An intelligence augmentation perspective is discussed as involving collaboration with both people and machines. The document outlines how service science views the future as smarter and wiser service systems transforming to better versions of themselves by competing for collaborators through win-win games.
Presentation held by Ms. Melissa Pailthorp- Senior Manager, Community Affairs for Central and Eastern Europe-Microsoft as a part of the Corporate Social Responsibility Session at the 8th SEEITA and 7th MASIT Open Days Conference, 14th-15th October, 2010
AI driven automation will create wealth and expand economies. Find out the views of the Executive Office of the US President in this AI Government led initiative.
Future of Work
The future of work is increasingly uncertain. What is clear is that we are in the midst of a major transformation driven by multiple drivers of change. How individuals, companies, cities and governments respond to the upcoming shifts will be pivotal for future economic and social wellbeing, but this is far from straightforward. Some major decisions lie ahead.
Ahead of a speech to MPs in London next month and several subsequent expert discussions, this is a point of view on how, where and why the future of work is in flux.
It explores three key drivers of change as leaders around the world view it – shifting demographics, technology innovation and the organisational response. In addition, we have highlighted several areas where new policy decisions need to be made.
Tim O'Reilly argues that AI and automation do not necessarily eliminate jobs but can create new types of work. While some studies estimate 47% of jobs may be automated in the next 20 years, technology solves human problems and more problems means more work. When productivity increases only benefit shareholders and not society, problems arise. However, AI can be used to augment humans and enable them to do things previously impossible. The future of work is up to us to ensure technology empowers people.
This document summarizes a presentation on the future of artificial intelligence given by Jim Spohrer. Some key points:
- AI and digital technologies are accelerating the transformation of society, including how people work, learn, and interact.
- Service science predicts that as business and society transform, responsible entities will increasingly compete for collaborators through win-win interactions that improve capabilities.
- The future of AI involves "Responsible Entities Learning" - both people and machines learning and collaborating.
- Measuring socio-technical capabilities and determining what tasks can be safely delegated to machines will be important questions going forward.
This document discusses University-Based Entrepreneurial Ecosystems (U-BEEs) and their role in accelerating regional development. It notes that universities are usually top job creators in regions when they have associated incubators, science parks, data centers, hospitals, schools and other facilities. These U-BEEs connect information flows between ecosystems in cities. The document also provides an outline of its discussion on trends of universities becoming more locally connected research centers and the evolution of cities becoming smarter.
AI and Robotics – The Impact on the Future ofJobs – The Great DebateMecklerMedia
The document discusses the future impact of autonomous intelligent robots and technologies like self-driving cars on jobs. An expert survey found opinions were divided on whether these technologies will displace more jobs than they create by 2025. Those who thought jobs would increase argued new job types will be created, while those who thought jobs would decrease argued automation will significantly impact white-collar work. The document discusses how automation has historically impacted jobs and considers potential solutions like redistributing wealth from robot investments or facilitating loans so displaced workers can own automated vehicles. It emphasizes the need for 40/40 foresight to plan for challenges and opportunities of advancing technologies.
This is follow-up from the IBM Almaden Sept 27th meeting on "Regional Upward Spirals: The Co-Evolution of Future Technologies, Skills, Jobs, and Quality-of-Life"
The Future of Jobs Employment, Skills and Workforce Strategy for the Fourth...Samuel Chalom
This document is a report from the World Economic Forum titled "The Future of Jobs" which examines the impact of emerging technologies on employment, skills, and workforce strategy. It finds that while overall job growth is expected across most industries, skills instability is high across all job categories. This is creating major recruitment challenges and talent shortages for businesses. To prevent increased inequality and unemployment, reskilling and upskilling of today's workers will be critical for both businesses and individuals. Governments will need to create an enabling environment to support these efforts through collaboration between industries, sectors, and improved data and planning metrics.
The document summarizes Jim Spohrer's presentation on "City Ecosystems of the 21st Century" given at the Stanford Global Innovation Ecosystem Summit. The presentation discusses how cities are becoming the defining artifacts of civilization and will house over 75% of the world's population by 2050. It outlines various elements that comprise city ecosystems, including infrastructure/environment, individuals/skills, institutions/jobs, and information/quality of life. The presentation also proposes that universities will play a key role in connecting information flows between city ecosystems and accelerating regional innovation through multi-disciplinary research centers.
Now, Robot: Artificial Intelligence in 2017Moshe Vardi
This document discusses the impact of artificial intelligence and automation on jobs and the economy. It notes that many common jobs could be replaced by automation in the near future through disintermediation, unbundling, and substitution. Specifically, it focuses on the automation of driving and predicts that the 4 million truck and taxi drivers in the US may lose their jobs to self-driving vehicles. While new jobs will be created, history shows that automation has harshly impacted less-educated workers and contributed to growing inequality. The document calls for examining social policies to address these impacts of technological change on employment and society.
Future of learn and work after covid-19 By Mr Data Business SchoolMondy Holten
Mr. Data is an online training institute that offers courses to become experts in fields like big data, analytics, and IT systems in just 14 days. The document discusses the impact of COVID-19 on work and the future of work. It also provides information about Mr. Data's training programs and certifications in technologies like SAP, Power BI, and data analytics that help students secure jobs. The training is offered both online and in physical classrooms at affordable prices with 24/7 support.
University and industry interactions for a smarter planet 20110830 v4ISSIP
The document discusses opportunities for collaboration between universities and IBM to build a smarter planet. It outlines IBM's university programs that focus on research, skills development, recruiting, and helping regions through entrepreneurial ecosystems. The goal is improving quality of life by better understanding infrastructure, institutions, individuals, and shared information across generations.
1. The document discusses service science and its focus on service systems and value co-creation. 2. It outlines foundational premises of service science including the configuration of resources and calculation of value from multiple stakeholder perspectives. 3. Future directions discussed include challenges of local optimization not equaling global optimization and real-world problems not equating to single discipline problems.
The document discusses IBM University Programs worldwide which aims to accelerate regional development through partnerships with universities. It focuses on IBM's work in areas like smarter cities, cognitive computing, and using service science and systems thinking approaches to improve quality of life. The presentation also provides examples of how measuring and improving various service systems can enhance areas like transportation, healthcare, education, and other areas that impact human well-being.
The document discusses perspectives on the future of work from multiple expert discussions around the world. Key points include: demographic shifts like aging populations will change work and retirement expectations; new technologies will both create new jobs and replace existing ones, especially information-rich repetitive jobs; and organizations will need to adapt through more flexible project-based work and lifelong reskilling and upskilling of workers. Governments will need to consider policies to support workers through these changes, such as financing retraining, rethinking pensions, and potentially implementing universal basic incomes.
This document discusses the human side of service engineering and smarter planet initiatives. It notes that financial, healthcare, education and government systems are facing major crises. It explores viewing service systems through a quality-of-life lens and how human factors engineering can help empower people to improve service systems. Cities and universities are highlighted as important because they are like mini holistic product-service systems. The talk will thank participants.
This document discusses trends shaping the future of work, organizations, and education. Some key trends include shifting global economies with growth in Asia, new technologies like AI disrupting many jobs, and the rise of the gig economy. This will require new types of agile organizations and new ways of working that integrate people and technology. Both businesses and public policy need to adapt to these changes. Education also needs to shift to focus more on skills like collaboration and adaptability rather than just STEM. Overall, the future will be defined by ongoing, rapid changes that require strategic leadership to navigate.
The document discusses the future of artificial intelligence (AI) and business value from a service science perspective. It begins by noting that the COVID-19 pandemic is accelerating digital transformation. It then provides a service science perspective, viewing transformation as collaborating with people and responsible entities. An AI perspective is presented as focusing on automation by collaborating with machines. An intelligence augmentation perspective is discussed as involving collaboration with both people and machines. The document outlines how service science views the future as smarter and wiser service systems transforming to better versions of themselves by competing for collaborators through win-win games.
Presentation held by Ms. Melissa Pailthorp- Senior Manager, Community Affairs for Central and Eastern Europe-Microsoft as a part of the Corporate Social Responsibility Session at the 8th SEEITA and 7th MASIT Open Days Conference, 14th-15th October, 2010
AI driven automation will create wealth and expand economies. Find out the views of the Executive Office of the US President in this AI Government led initiative.
Future of Work
The future of work is increasingly uncertain. What is clear is that we are in the midst of a major transformation driven by multiple drivers of change. How individuals, companies, cities and governments respond to the upcoming shifts will be pivotal for future economic and social wellbeing, but this is far from straightforward. Some major decisions lie ahead.
Ahead of a speech to MPs in London next month and several subsequent expert discussions, this is a point of view on how, where and why the future of work is in flux.
It explores three key drivers of change as leaders around the world view it – shifting demographics, technology innovation and the organisational response. In addition, we have highlighted several areas where new policy decisions need to be made.
Tim O'Reilly argues that AI and automation do not necessarily eliminate jobs but can create new types of work. While some studies estimate 47% of jobs may be automated in the next 20 years, technology solves human problems and more problems means more work. When productivity increases only benefit shareholders and not society, problems arise. However, AI can be used to augment humans and enable them to do things previously impossible. The future of work is up to us to ensure technology empowers people.
This document summarizes a presentation on the future of artificial intelligence given by Jim Spohrer. Some key points:
- AI and digital technologies are accelerating the transformation of society, including how people work, learn, and interact.
- Service science predicts that as business and society transform, responsible entities will increasingly compete for collaborators through win-win interactions that improve capabilities.
- The future of AI involves "Responsible Entities Learning" - both people and machines learning and collaborating.
- Measuring socio-technical capabilities and determining what tasks can be safely delegated to machines will be important questions going forward.
This document discusses University-Based Entrepreneurial Ecosystems (U-BEEs) and their role in accelerating regional development. It notes that universities are usually top job creators in regions when they have associated incubators, science parks, data centers, hospitals, schools and other facilities. These U-BEEs connect information flows between ecosystems in cities. The document also provides an outline of its discussion on trends of universities becoming more locally connected research centers and the evolution of cities becoming smarter.
AI and Robotics – The Impact on the Future ofJobs – The Great DebateMecklerMedia
The document discusses the future impact of autonomous intelligent robots and technologies like self-driving cars on jobs. An expert survey found opinions were divided on whether these technologies will displace more jobs than they create by 2025. Those who thought jobs would increase argued new job types will be created, while those who thought jobs would decrease argued automation will significantly impact white-collar work. The document discusses how automation has historically impacted jobs and considers potential solutions like redistributing wealth from robot investments or facilitating loans so displaced workers can own automated vehicles. It emphasizes the need for 40/40 foresight to plan for challenges and opportunities of advancing technologies.
This is follow-up from the IBM Almaden Sept 27th meeting on "Regional Upward Spirals: The Co-Evolution of Future Technologies, Skills, Jobs, and Quality-of-Life"
The Future of Jobs Employment, Skills and Workforce Strategy for the Fourth...Samuel Chalom
This document is a report from the World Economic Forum titled "The Future of Jobs" which examines the impact of emerging technologies on employment, skills, and workforce strategy. It finds that while overall job growth is expected across most industries, skills instability is high across all job categories. This is creating major recruitment challenges and talent shortages for businesses. To prevent increased inequality and unemployment, reskilling and upskilling of today's workers will be critical for both businesses and individuals. Governments will need to create an enabling environment to support these efforts through collaboration between industries, sectors, and improved data and planning metrics.
The document summarizes Jim Spohrer's presentation on "City Ecosystems of the 21st Century" given at the Stanford Global Innovation Ecosystem Summit. The presentation discusses how cities are becoming the defining artifacts of civilization and will house over 75% of the world's population by 2050. It outlines various elements that comprise city ecosystems, including infrastructure/environment, individuals/skills, institutions/jobs, and information/quality of life. The presentation also proposes that universities will play a key role in connecting information flows between city ecosystems and accelerating regional innovation through multi-disciplinary research centers.
Now, Robot: Artificial Intelligence in 2017Moshe Vardi
This document discusses the impact of artificial intelligence and automation on jobs and the economy. It notes that many common jobs could be replaced by automation in the near future through disintermediation, unbundling, and substitution. Specifically, it focuses on the automation of driving and predicts that the 4 million truck and taxi drivers in the US may lose their jobs to self-driving vehicles. While new jobs will be created, history shows that automation has harshly impacted less-educated workers and contributed to growing inequality. The document calls for examining social policies to address these impacts of technological change on employment and society.
Future of learn and work after covid-19 By Mr Data Business SchoolMondy Holten
Mr. Data is an online training institute that offers courses to become experts in fields like big data, analytics, and IT systems in just 14 days. The document discusses the impact of COVID-19 on work and the future of work. It also provides information about Mr. Data's training programs and certifications in technologies like SAP, Power BI, and data analytics that help students secure jobs. The training is offered both online and in physical classrooms at affordable prices with 24/7 support.
University and industry interactions for a smarter planet 20110830 v4ISSIP
The document discusses opportunities for collaboration between universities and IBM to build a smarter planet. It outlines IBM's university programs that focus on research, skills development, recruiting, and helping regions through entrepreneurial ecosystems. The goal is improving quality of life by better understanding infrastructure, institutions, individuals, and shared information across generations.
1. The document discusses service science and its focus on service systems and value co-creation. 2. It outlines foundational premises of service science including the configuration of resources and calculation of value from multiple stakeholder perspectives. 3. Future directions discussed include challenges of local optimization not equaling global optimization and real-world problems not equating to single discipline problems.
The document discusses IBM University Programs worldwide which aims to accelerate regional development through partnerships with universities. It focuses on IBM's work in areas like smarter cities, cognitive computing, and using service science and systems thinking approaches to improve quality of life. The presentation also provides examples of how measuring and improving various service systems can enhance areas like transportation, healthcare, education, and other areas that impact human well-being.
The document discusses perspectives on the future of work from multiple expert discussions around the world. Key points include: demographic shifts like aging populations will change work and retirement expectations; new technologies will both create new jobs and replace existing ones, especially information-rich repetitive jobs; and organizations will need to adapt through more flexible project-based work and lifelong reskilling and upskilling of workers. Governments will need to consider policies to support workers through these changes, such as financing retraining, rethinking pensions, and potentially implementing universal basic incomes.
This document discusses the human side of service engineering and smarter planet initiatives. It notes that financial, healthcare, education and government systems are facing major crises. It explores viewing service systems through a quality-of-life lens and how human factors engineering can help empower people to improve service systems. Cities and universities are highlighted as important because they are like mini holistic product-service systems. The talk will thank participants.
This document discusses trends shaping the future of work, organizations, and education. Some key trends include shifting global economies with growth in Asia, new technologies like AI disrupting many jobs, and the rise of the gig economy. This will require new types of agile organizations and new ways of working that integrate people and technology. Both businesses and public policy need to adapt to these changes. Education also needs to shift to focus more on skills like collaboration and adaptability rather than just STEM. Overall, the future will be defined by ongoing, rapid changes that require strategic leadership to navigate.
This document discusses 12 trends that will shape the future, including demographics, shifting economies, globalization, environmental challenges, and new technologies. It notes that many jobs will change or be replaced by automation, and new types of organizations and work arrangements will emerge. Growing inequality, debt, loneliness, and challenges to identity are also discussed. The implications for colleges and polytechnics are that they need flexibility, assessment of skills anytime anywhere, thinking globally and locally, enabling learner mobility and co-designed programs, and collaborating not competing. The key challenges for polytechnics are to stay focused on their applied mission while adapting structures and partnerships.
I explored some ideas and shared some information with various groups within the College in Thunder Bay, Ont on 23rd January. This is the deck I dipped in / out of. No one group saw all of these slides and all groups saw some of the same slides. Dip in and explore.
This document discusses major trends and developments that will impact society. It covers topics like demographics, the environment, technology, the economy, and education. Some key points include:
- Global population is expected to reach 9.5 billion by 2050, placing stress on resources.
- The nature of work is changing with the rise of the gig economy and new types of organizations.
- Higher education is being transformed by online learning, MOOCs, micro-credentials and competency-based models.
- The document raises five questions for educational institutions around adapting to change, evolving skills needs, serving diverse learners, strategic partnerships, and institutional identity.
Briefing for the Alberta Teachers' Association Strategic Planning Committee (March 9th) based on the work of the Advisory Council on Economic Growth (Canada) and the work of Dominic Barton, Managing Partner, McKinsey
Knowledge-intensive and innovation-led globalized world
Everyone competes with everyone, self-branding on the rise
The less competent are replaced by those who, in other parts of the world, can do the same for less
The rate of change of the economy requires creative and differentiated workforce
The ability to create value, with creativity and competence, becomes essential for survival in the labor market
But the uniformity of school systems produces almost undifferentiated workforce
This document discusses challenges and changes facing the future of learning in Alberta. It provides context on demographic shifts, global economic changes, technological advances, and other trends impacting society. Specifically for Alberta, it outlines the province's strong economy but notes upcoming budget cuts could slow growth. The education system faces increasing class sizes, inclusion challenges, and ensuring curriculum stays relevant amid rapid change. The document presents three potential future scenarios: the government takes more control of education; a status quo with reduced funding; or a designed future with substantive reforms and partnership between all groups. It concludes by noting the need for strategic leadership to navigate significant ongoing changes.
The document discusses the talent crisis that will impact supply chains by 2030 due to changes in demographics, population growth, and increased automation. The key points are:
- Population growth and an aging workforce will reduce the available labor supply, while automation will displace many jobs but also create new skills requirements. This will result in a period of transition and potential inequality.
- Reports predict that up to 35% of current jobs could be automated, while new skills will be needed. Both governments and businesses will need to address challenges around job transitions.
- The supply chain industry is already facing skill shortages and will be heavily impacted. Automation is essential to overcome issues but adoption has been slow. Areas that need
WEF predicts automation will displace 75 million jobs globally by 2022 but create 133 million new ones. Those in kindergarten today will graduate in 2030. What will work look like? What skills will be most in demand? We identify the most and least important skills for success in a world driven by automation and human-machine collaboration.
The global, long term picture to set the context for the day – trends in population, geopolitics, technology, the massive issues of climate change, migration, resource and energy scarcity.
Hiring Trends and Jobs of the Future: A Recruiter's PerspectiveLynn Hazan
1) The document discusses trends in hiring and future jobs from the perspective of a recruiter, including recession-proof industries, anticipated economic trends in 2009-2010, and skills needed for the 21st century.
2) Key topics that are expected to see growth include healthcare, technology, the environment/green jobs, and emerging markets.
3) Adaptability and acquiring new skills will be important for workers to transition through economic changes.
This press release summarizes the book "Winning by Sharing" by Leon Benjamin. The book discusses how the future of work is changing more rapidly than it has in the last 200 years. Traditional careers and jobs are disappearing as more people do portfolio work or outsource jobs overseas. The future of work involves collaboration, communication skills, and social networks rather than traditional command-and-control organizations. The book is intended for executives, entrepreneurs, knowledge workers and others experiencing these changes to work.
Business 4.0 - Adopting a digital transformation strategy to survive and thriveZoodikers
Presentation delivered in January 2018 to MBA Networking Club at Westminster Business School. Discusses how to adopt a digital transformation strategy to survive and thrive. Follow some of the conversation on Twitter via @katieeking
The document discusses how tablets and smartphones are increasingly being used in the workplace due to their adoption by Millennial workers. Tablet sales grew rapidly after the launch of the iPad, with over 64 million tablets sold worldwide in 2011 and projections that tablets will outsell PCs by 2013. Many large companies have begun supporting iPads and iPhones in the workplace after employees demanded access to corporate systems on these devices. The influx of tablets and smartphones, along with their powerful apps, represents a significant shift in workplace technology driven by Millennial preferences. This consumerization of IT is disrupting traditional workplace technology strategies and plans.
This document discusses challenges and changes that will impact the future of learning. It presents a brief history of predictions about the future and pieces of the puzzle that will shape education going forward. These include changing demographics, economies, technologies, and environments. The document specifically examines challenges facing education in Alberta, including curriculum changes, funding pressures, inclusion challenges, and literacy issues. It then presents several potential future scenarios for education in Alberta, from increased government control to a designed future with true partnership between all stakeholders. The document concludes by encouraging readers to think about possibilities like significant budget cuts, implications of economic and social changes, emerging pedagogies, and increasing classroom complexities.
AI and Robotics are already here. Are we ready to embrace the reality of its impact on the future of jobs and the Workplace? What are the jobs that are likely to become redundant?
This document summarizes key aspects of developing high-performing teams in dispersed workforces. It discusses the rise of dispersed workforces globally and challenges in attracting and retaining talent for these teams. It provides a roadmap for building high-performing dispersed teams, including establishing trust, knowing team members early on, clarifying roles, facilitating social relationships, developing communication capabilities, and establishing metrics to guide strategies. The summary highlights the importance of trust-building and social relationships for productivity and satisfaction in dispersed teams.
"State of AI, 2019," from MMC Ventures, in partnership with Barclays.
The State of AI 2019: Divergence
As Artificial Intelligence (AI) proliferates, a divide is emerging. Between nations and
within industries, winners and losers are emerging in the race for adoption, the war
for talent and the competition for value creation.
The landscape for entrepreneurs is also changing. Europe’s ecosystem of 1,600 AI
startups is maturing and bringing creative destruction to new industries. While the
UK is the powerhouse of European AI, hubs in Germany and France are thriving and
may extend their influence in the decade ahead.
As new AI hardware and software make the impossible inevitable, we also face
divergent futures. AI offers profound benefits but poses significant risks. Which
future will we choose?
Our State of AI report for 2019 empowers entrepreneurs, corporate executives,
investors and policy-makers. While jargon-free, our Report draws on unique data
and 400 discussions with ecosystem participants to go beyond the hype and explain
the reality of AI today, what is to come and how to take advantage. Every chapter
includes actionable recommendations.
As Artificial Intelligence (AI) proliferates, a divide is emerging. Between nations and within industries, winners and losers are emerging in the race for adoption, the war for talent and the competition for value creation.
Similar to CETABC 2017 Future of skills and learning (20)
The document discusses building resilience during times of change and uncertainty. It notes that many things are changing quickly due to factors like COVID-19, the economy, and challenges to traditional sources of information. It advocates seeing changes as an opportunity rather than a threat. The document outlines developing resilience through expanding social connections, managing emotions, learning from experiences, having a sense of purpose, and showing compassion for oneself and others.
An exploration of AI and analytics, blockchain, robotics and 3D printing, 5G and immersive technology, gamification, video based learning and their likely impact on learning in the medium term. Also has some cautions. Developed for a series of presentations across Canada.
The Probus Club is a club for retired persons. This presentation will be made on Tuesday 26th November (am) and is freely shared. It explores the future and the implications of living in the "in-between time" - a time of transition.
The document discusses the context facing public education in Alberta. It notes the slowing global and provincial economies, changing demographics, and the provincial government's focus on austerity and budget cuts. Key issues highlighted include governance changes reducing school board power, increased privatization and school choice policies, a widening skills gap, debates over curriculum, the challenges of technology, poverty, and data use in schools. Trustees are urged to consider these issues and form new coalitions to advocate for students in the face of budget cuts and resistance to evidence-based policymaking.
The document discusses many challenges facing education due to rapid changes in demographics, technology, the economy, and society. These changes include shifts to online learning, the gig economy, growing inequality, and new skills needed for jobs. Education systems must adapt quickly to these challenges through reforms like changing governance models, incorporating more technology, and ensuring students learn skills for a changing world of work.
This document discusses the rapid development of a graduate course in an EMBA program. It begins by introducing the author and their background in online education. It then describes a graduate course called EKLI 682 on knowledge, learning, innovation and performance that was created in a few days. The course focuses on contemporary issues shaping Canada's future competitiveness. It explores how the course was designed using a community of inquiry model to engage executive students in challenging projects and discussions. Key aspects of the design included leveraging students' existing expertise, focusing on enabling skills and reflection over content, and co-creating the learning experience. The document concludes by noting that revision of such rapidly developed courses takes much less time and can be continuously improved based
This document summarizes recent developments in assessment methods. It discusses the rise of on-demand assessment available anytime, anywhere based on competencies. It also describes automated assessment generation that can quickly create many versions of an assessment. Automated marking of assessments using AI is now possible for essays, short answers, and coding tasks by training algorithms on human-scored samples. Video-based assessment can measure competency levels in videos using tools like IBM Watson. Peer assessment is also growing reliable for MOOCs and courses. Adaptive assessment provides instant feedback and adjusts subsequent learning. E-portfolios are expanding beyond transcripts. Competency-based qualifications without courses are emerging. These trends mark a renaissance in credible assessment of capabilities.
The document discusses key drivers that are shaping the future of education, including demographic shifts, economic shifts, new patterns of work, and technological disruption. It argues that the future will include more lifelong learning, competency-based assessments, artificial intelligence-enabled learning systems, simulations, collaborative learning, challenge-based learning, immersive learning, MOOCs leading to degrees, and new providers of learning. The future of education is emerging through modular, stackable learning; anytime, anywhere assessment for skills; and work-based learning for credit.
This document discusses challenges and changes in 21st century digital education. It begins with a brief history of future trends like demographic shifts, economic and political changes, climate change, and technological disruption. These trends will reshape society and work. The document then discusses current challenges in higher education like privatization, datafication, learnification, and de-professionalization of teaching. It concludes by suggesting potential changes like modular stackable learning, anytime assessment, work-based learning for credit, MOOCs for degrees, and new education providers through public-private partnerships.
Presentation to Executive MBA students attending a week long leadership course / experience, July 25th at the Sheraton Cavalier, Calgary, Alberta, Canada.
The document discusses challenges and changes facing the future of learning. Key points include:
- Demographic shifts like aging populations and globalization will impact economies and work. New skills will be needed.
- Rapid technological advances like AI and robotics will significantly impact many jobs and require new skills and flexibility.
- Issues like inequality, environmental challenges, and changing forms of work and organizations will shape the future context.
- Schools must focus on core literacy and numeracy, flexibility, resilience and life skills to prepare students for this uncertain future. Assessment and collaboration are also emphasized over competition. Creativity and imagination need greater focus.
- Professionals will face challenges adapting to these changes and enabling new approaches to personalized
This document outlines how AI could impact higher education in 10 ways: (1) natural language generation, (2) speech recognition, (3) virtual agents, (4) machine learning platforms, (5) AI optimized hardware, (6) decision management, (7) deep learning platforms, (8) biometrics, (9) robotic process automation, and (10) text analytics. It then provides examples of current AI activities in higher education, including automated feedback/grading, intelligent tutoring, learning analytics, student support services, adaptive group formation, virtual agents, virtual reality, and personalized adaptive learning. The document concludes by noting some key concerns with AI in education, such as explainability, bias, filter bubbles,
This document discusses organizational change and developments in online learning. It provides case studies of significant change at the Open Polytechnic of New Zealand, Hamdan Bin Mohammed Smart University in Dubai, TAFE New South Wales, and the proposed Woolf University in Oxford. At the Open Polytechnic of New Zealand, the strategic vision is shifting to personalized, self-directed, relevant, connected, and continuously improving learning experiences. Hamdan Bin Mohammed Smart University is shifting from degree programs to lifelong learning and repurposing its systems. TAFE New South Wales is moving from separate colleges to a unitary training organization with industry-focused product managers and a digital lab. Woolf University aims to address problems with adjunct faculty and
This document discusses renaissance leadership and mapping the future. It outlines 6 characteristics of renaissance leadership: 1) practice personal mastery, 2) apply a glocal mindset, 3) accelerate cross-boundary learning, 4) think back from the future, 5) lead systematic change, and 6) drive performance with passion. It also discusses using these characteristics along with the 7S framework to shape strategy, structure, systems, skills, staff, style for the future. Finally, it outlines 5 future-focused leadership points of action centered around triple bottom line performance, social impact investing, developing people/inter-structure as assets, thinking back from the future, and developing agile/resilient organizations.
This presentation explores the implications of uncertainty, opportunity, and change for the teaching profession in Canada by 2025. It discusses demographic shifts, economic changes, technology advances, and other trends that will impact education. The presentation notes challenges schools may face like distractions, datafication, and criticisms that schools are failing. It also examines implications for students, including stresses from school, physical and mental health issues, poverty, and their hopes for the future. The teaching profession will need to address contested issues around curriculum, teaching methods, accountability demands, and retaining teachers. Overall, the presentation aims to start a discussion on how the profession can shape its future rather than just reacting to changes.
This document discusses developing resilience. It begins with an introduction of the author and his credentials. It then discusses what resilience is and provides a basic model of resilience. Six key features of resilience are outlined, including shifting one's perspective, taking action rather than waiting, connecting with others, moving on from past hardships, developing future goals and visions, and identifying new feelings and emotions. Ten actions for building resilience are also provided, such as actively searching for role models, setting goals, embracing change, helping others, being hopeful, visualizing desired outcomes, self-care, learning from experiences, and finding humor.
Summary presentation looking at developments related to changes in institutions as a result of markets, demographics, technology, austerity in higher education.
Recent developments in assessment include:
1. On-demand assessment that is available anytime and anywhere based on competencies rather than fixed dates.
2. Automated assessment generation and marking using AI/machine learning to generate many versions of assessments and mark open-ended responses at scale.
3. Growth of video-based and peer-to-peer assessment of competencies as well as e-portfolios to demonstrate capabilities beyond transcripts.
Physiology and chemistry of skin and pigmentation, hairs, scalp, lips and nail, Cleansing cream, Lotions, Face powders, Face packs, Lipsticks, Bath products, soaps and baby product,
Preparation and standardization of the following : Tonic, Bleaches, Dentifrices and Mouth washes & Tooth Pastes, Cosmetics for Nails.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
3. Contingent and Self Employment
Growing
Year Total Self-
Employed
(Canada)
1987 1,699,100
2007 2,598,600
2017 2,875,900
By the year 2000 in Canada, app.
50% of the workforce were
contingent workers – contracted for
service rather than employees. 16%
declare themselves in this way as
self-employed.
Largest number of contingent
workers are young people under the
age of 35.
Canada has the 3rd largest contingent
workforce in the world behind New
Zealand (#1) and the US (#2).
75% of the university sector are
contingent
4. The Gig Economy IS the Economy..
Worldwide, 40% of the world’s
workforce are contingent workers
and this number is expected to rise
to 60% by 2020.
In the Fortune 100 companies,
contingent workers make up 30% of
the workforce, but predictions are
that will soon rise to 50%.
1million in the UK work with “zero
hours” contracts.
5. Not Only Has WHO is working
changed, but WHAT they do has too
Manufacturing more focused on the
management of technology than
production activity – maintenance.
Artificial intelligence + design = new
thinking about process.
Office work has changed – 24x7
access, process based work,
globalization of work..
Outsource + Insource – 24x7 work
BMW Mini Plant at Cowley, Oxford UK
A customized car every 61 seconds
7. Emerging Technology: 3D Printing
Local Motors (Phoenix, Arizona)
crowdsources design and
engineering and then 3D prints its
components / body.
Manufactures customized versions
on demand.
Manufactures all forms of transport,
including snowmobiles, water based
vehicles and public transport.
First driverless 3d printed public bus
now operating in Helsinki
8. 3D Printing Quickly Emerging…
A group of Dutch engineers have
printed a bridge crossing a Dutch
canal using an “arm printer”,
overcoming the size limitations of 1st
and 2nd generation 3D printers.
3D medical devices – prosthetics,
stents, dental devices and other –
already a fast growing sector: the
ability to personalize / customize a
strong attractor.
Using a cell phone as a printer (light
from the phone used on polymers to
print)
Elon Musk and his engineers at
SpaceX have created a 3D printed
SuperDraco rocket engine. This got
off the ground in 2016.
3D printing now includes:
Houses (several places, but also
China and India) and sleeping pods
(Africa)
Aerospace parts (European Space
Agency)
Metal parts
Medical devices
9. 3D Printing in 2016
Driverless Bus Helsinki 3d Printed Food
10.
11. Robotics
Forget many of the images you have
of what robots are and what they can
do..
Imagine..
Robotic kitchens which can produce
meals on demand..
Robotic weapons and fight systems
Self-driving cars, buses, trains and
trucks likely to replace current
transport systems over time –
potential displacement of some 3.5
million North American workers by
2030
570,000 surgeries in 2014 were
robotically assisted
12. Artificial Intelligence (AI)
Offering an analysis of an MRI scan –
suggesting clinical pathways based
on “best possible” understanding
Predicting student behaviour
Counselling and personal therapy..
Supports for design and creativity
Man-machine interfaces for better
productivity – especially in
manufacturing, financial services and
health
The Singularity – Where AI is smarter than
the collective intelligence of the species
14. Basic Demography (Canada)
By 2030, 30% of Canadians will be
over 60 years of age
There will be 2 working age people
in Canada for each retiree – down
from 4 in 2015.
GDP could fall by as much as 52%
(McKinsey)
More seniors than students in K-12
for the first time.
15. By 2050: More Demographic Shocks..
Global population will exceed 9
billion
The proportion of the world’s
population over 65 will double
There will be over 400 million
persons over 80 – 4x the present
number
80% of those 65 or older will live in
low or middle income countries
For the first time in history, there will
be more people over 65 than under
14
In Italy, Japan and Spain 1 in 3 will be
over 65
16. Economic Geography – Shift Happens!
2.3 billion new middle class
consumers will emerge by 2030,
mainly in Asia, India and Africa
By 2025 almost 50% of the world’s
billion dollar companies will be
headquartered in emerging markets,
not in North America or Europe (41%
of them are already Asian based)
425 major cities will fuel the global
economy – 315 of them are in Asia
17. Changes in the Workforce
Shift from routine work to creative
employment..
Replacement of routine work with
technology – think secretarial
services, banking, travel..
Higher education key to future
employment..
18. Idea 2: More Change to Come
NEW KINDS OF ORGANIZATIONS
19. New Kinds of Organizations
Uber – matches drivers with those needing a ride..
99 Designs – matches designers with those needing design work
Rent-a-Coder – matches those with coding capabilities with those who need
purpose built software / applications
Trendwatching – trend analysts track small and large data and patterns and
offer their services against challenges
Amazon Go – a shop without tellers or check-out
Alibris – global bookseller which is actually a brokerage
Lynda - learning on demand (also Creative Live..)
Fiverr - rapid professional services on demand
Task-Rabbit – matching local skills with local needs (e.g. odd jobs, gardening,
window cleaning, catering, tutoring…)
20. Organizational Life Cycle Shorter
0
10
20
30
40
50
60
70
80
90
100
1935 1958 1980 2011 2015
Average Tenure of Companies on S&P 500
22. Just 12% of the 1955 Fortune 500
remained on the list in 2015.
23. Think About: Human labour no
longer drives economic growth.
In 1964, the most valuable company in the US, AT&T, was worth $267
billion in today’s dollars and employed 758,611 people.
Today’s telecommunications giant, Alphabet (Google), is worth $590
billion but has only about 55,000 employees—less than a tenth the
size of AT&T’s workforce in its heyday.
Apple is worth $750 billion and employs 125,000 people.
Amazon is tipped to be the first $1 trllion company and has 240,000
employees world-wide. It is currently worth $425 billion but is rate of
growth is faster than Apple and Google.
24. AI+ROBOTICS = BIG DISRUPTION
World Economic Forum suggests that app. 7 million jobs will be lost
and 2 million gained as a result of technological change in 15 major
developed and emerging economies by 2020.
Most forecasters predict that app.40% of current jobs will disappear
by 2030, replaced by “smart” technology. Could impact 2 billion
workers either by unemployment or reduced need for employment.
Major industries impacted: transport, energy, retail, education, health,
insurance, communications.
4 out of 5 jobs lost in the US since 2000 are due to
automation
26. BC’s Skills Gap
The 2015 Skills Gap in British
Columbia costs app. $4.7billion in
lost opportunities - $616 million in
lost Provincial tax revenues.
An additional $1.3 billion is lost due
to skills-mismatches.
That’s a $6 billion cost!
27. The Six Skills Gaps
Gap 1: The Basic Gap: The Gap Between What Employers are Seeking and
What they Can Find
Gap 2: The Expectations Gap – The Gap Between What an Employee Expects
to Experience at Work and What they Actually Find Themselves Doing
Gap 3: The Productivity Gap – The Skills We Need to Develop to Significantly
Improve Productivity
Gap 4: The Leverage Gap – The Underutilization of Skills in the Workforce
Gap 5: The Futures Gap – The Gap Between Current Skill Sets and the Skills
We Need to Become Competitive in the 4th Industrial Revolution
Gap 6: The Innovation Gap - The Skills We Need to Build a More Innovative
and Sustainable Economy
29. Skills based learning needs to be..
Available to anyone, at anytime, anywhere – at college, at work, at home, in
the community, in prisons, on reserve…
Modular, stackable and portable
Focused on capabilities, competencies and mastery of knowledge and
understanding…
Focused on what someone can do and how they do it and less on credentials
Micro-credit as important as a red seal, diploma or certificate
Employers want to know what you bring to their organization in terms of
“soft skills” as well as hard skills
30. Programs and Courses:
Shorter modules (2-3 weeks)
Delivered flexibly
Based on competency, capability and mastery and not
content driven
Assessment on demand anywhere, anytime
Modules should stack from a badge to an applied
doctorate
31. Assessment is the Key
Video based assessment of capabilities using
Valid8
AI generated written assessments - 300,000+
versions of an examination / assessment based on
agreed rubrics and samples can be generated in a
few minutes using Varafy .
Peer and expert assessment and review.
Growth of e-portfolios
32. We Need Public:Private Partnerships
Ontario is making ALL of lynda.com’s courses available for free to all
college and university students in Ontario
In the UK, apprenticeship based degrees offer a real partnership
between firms and universities / colleges
Work-based learning accreditation reshapes organizational learning
as credit worthy
MOOC partnerships (Goergia Tech + AT&T) enable large
organizations to upskills at low cost and employees to obtain
graduate degrees
33. WE NEED TO RETHINK
APPRENTICESHIP
It is not about time, its about capabilities
It is not about ratios for supervision – its about mentoring, coaching
and guiding for success
It is also about recognizing prior learning, workbased learning and
knowledge and skills acquired from any source – its not about college,
it is about capability
The key role for a College and other providers is mentoring, coaching,
guiding, assessment – some teaching and learning may be required!
34. WE NEED BC TO HAVE..
A skills guarantee:
Each person has a right to a comprehensive skills assessment
Following their skills assessment, each individual has a right to a tailored and
flexible learning program that meet the needs of the candidate and local,
regional and national workforce.
Recognition of the skills that people acquire through micro credit, badges,
laddered qualifications; and encouragements for people to undertake
certification or gain a qualification.
The European Union agreed to this exact measure as part of the Upskilling
Pathway for the EU’s Skills Agenda, 2016-2021.
36. The Post-Work Economy
Characteristics
Less demand for employees, more
demand for contingent workers
with specialized skills
More use of global labour – 99
designs is the business model
More demand for sophisticated
technology
More demand for ‘uber-like”
services in many sectors, including
health and education
Fewer people needed to sustain
economic activity overall
Some careers “survive”, others
mutate, yet others disappear
37. “
”
The biggest enigma of the post-work society
is what happens to the self when it cannot
define itself against corporate identity, skill
set or seniority.
PAUL MASON WRITING IN THE GUARDIAN, FEBRUARY 17TH 2016
“And it’s our fulfillment, rather than the satisfaction of our
appetites, that’s threatened by the slow decline of work”.
Ross Douthat, New York Times, February 23rd 2016
38. “THE FUTURE IS RARELY A
STRAIGHT LINE FROM THE
PAST….”
EXPECT THE NEXT CHALLENGE TO LEARNING TO BE A CURVEBALL!