Fullbridge is a leading provider of job readiness programs that connect students, coaches, and employers. They tackle the skills gap through highly effective pedagogy that engages students in workplace simulations and peer-to-peer learning with coaching. Fullbridge delivers career acceleration programs worldwide for governments, universities, and corporations. Their programs develop 21st century workplace skills, transform mindsets, and improve employability outcomes for participants.
A presentation from Drake Resource Group, originally presented for Corporate University PDN (Professional Development Network), a special interest group that belongs to the Chicagoland Chapter of ASTD (CCASTD). The purpose of the presentation was to share our experience and case studies in the areas of clarifying the difference between roles and competencies and then articulate the process involved in curriculum design.
For more information on organizational development and curriculum design, visit us @ www.DrakeRG.com.
Overview of the groundbreaking new workforce development and educational model that is catching the attention of organizations nationwide! Presented by Nick Lacy, Director of Competency-Based Education and National Relations at Brandman University.
Contact Nick Lacy via email or LinkedIn for more details and to see a live demo!
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
Gyalizo Offer for Educational InstitutionsArun V Mathew
Across the globe, there is an acceptance of thought ; that the Industry-Institution connect ; is an issue to be addressed with an immediate concern. Well this is what we have thought....
A presentation from Drake Resource Group, originally presented for Corporate University PDN (Professional Development Network), a special interest group that belongs to the Chicagoland Chapter of ASTD (CCASTD). The purpose of the presentation was to share our experience and case studies in the areas of clarifying the difference between roles and competencies and then articulate the process involved in curriculum design.
For more information on organizational development and curriculum design, visit us @ www.DrakeRG.com.
Overview of the groundbreaking new workforce development and educational model that is catching the attention of organizations nationwide! Presented by Nick Lacy, Director of Competency-Based Education and National Relations at Brandman University.
Contact Nick Lacy via email or LinkedIn for more details and to see a live demo!
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
Gyalizo Offer for Educational InstitutionsArun V Mathew
Across the globe, there is an acceptance of thought ; that the Industry-Institution connect ; is an issue to be addressed with an immediate concern. Well this is what we have thought....
The Elements of Personalization: A Periodic Table of Competency-Based LearningJonathan Mott
The personalization imperative is here. Are you ready? This session will provide a periodic table of the elements (and compounds) necessary to create a scalable, sustainable, and, most importantly, impactful learning experience for students. The model and real-world examples will help you create a personalized learning infrastructure.
Around The World in 90 Days – A Graduate Development snapshot across Asia, Af...Nathan Clark
This presentation was delivered at the The 2014 Asia Graduate Recruitment and Development Conference. Given DBL's niche expertise, we're in a unique position to see the latest trends in graduate development across the world; some of which are shared here.
If you'd like to discuss development opportunities for young professionals in your organisation contact nclark (at) developmentbeyondlearning.com.
Here is an overview of the most important elements which make a difference at “Top Companies for Leaders.”
Strategy - There is a clear link between the strategy of the company and the strategy of leadership development. Successful organizations closely examine which talent programs are needed and which interventions are necessary to realize their company strategy.
Involvement - The responsibility of talent development lies at the top of the organization, and top management is also actively involved in the development of future management. The top managers themselves are frequently active as mentors, coaches or trainers, and frequently share their experiences and insights. Often the CEO plays a prominent, active role in training or action learning, i.e., using high potentials coupled with experienced leaders on essential questions. Also, CEO’s are involved in the programs by means of internal communication.
Talent Pipeline – Talent development is considered as a “mission-critical” company process. The best performing companies see the filling of the talent pipeline organization-wide as a necessity. They use sharp definitions of talent (high potentials), measurable criteria and a rigorous process for to determine who belongs in the talent pool and who does not. The outcomes of this are measured with KPIs.
Ongoing Processes – The Top Companies for Leaders have incorporated management development in their business cycles. The companies think about ongoing, recurring development processes instead of one-time initiatives. Talent management has a high priority in these organizations. Much attention is given to identifying high potentials, determination of specific career paths for these high potentials, coaching and their active contribution to training and development programs. High potentials are assisted in their development by means of training, e-learning, coaching and job rotation, as well as action learning. Thanks to this approach, leadership and company development evolve continuously together.
Behavior – In these Top Companies, leaders are significantly more aware of which behavior is expected of them. This also becomes apparent in all aspects of the organization: performance management (leaders are rewarded for the degree desired behaviors are demonstrated), promotion decisions (people are only promoted when the desired behaviors are shown), recruitment and selection (leadership behavior is an essential selection criterion) and communication from the top of the organization.
Critical Objective - High potential talent is considered as a strategic advantage and the development of this talent is and the development of a robust talent pipeline is considered a critical objective for the organization’s top management.
Leadership Programs – Only leadership programs with high added value for talent development are organized.
Project Academies - how to set up and gain valueDonnie MacNicol
Article published in Project Journal September 2015 covering:
- tips for setting up and sustaining an Academy
- how to structure using our Academy Framework
- client case study.
Changing the Game in Graduate Development Nathan Clark
In this workshop session presented at the AAGE Annual Graduate Recruitment & Development Conference, we share international trends and innovations in learning and development.
To discuss training and development opportunities for your organisation reach out to me:
https://au.linkedin.com/in/nathancjclark
NCET Biz Cafe | Mary Alber, Closing Soft Skills Gap | July 2019Archersan
As the world of employment turns toward automation and robotics, here’s something artificial intelligence will never master: soft skills.
At this Biz Café, you’ll learn a whole lot about soft skills based on Mary Alber’s doctoral research on personal development systems. You’ll leave this Biz Café with:
• The latest data on the competencies that are in most demand by employers in Northern Nevada;
• An understanding of why today’s school system isn’t developing soft skills;
• Action plans for parents and employers to integrate soft skills into your home and places of work.
I am a soft skills trainer with an experience of more than 10 years in education industry and found students with lack of communication skills as a reason of their failure.
I believe in providing them such quality training which will not only fulfill their lacking of communication but also will grow their confidence to keep strong faith on themselves for their skills.
From School to Work - Bridging the Skills GapLaurie Burruss
The growing skills gap is one of the biggest challenges to the future of the global economy. Both higher education and talent development must take responsibility for closing the skills gap. Learning is transitioning from a 20th century approach heavily reliant on rote learning to a 21st century curriculum focused on communication, collaboration, critical reasoning and creative problem solving. Lynda.com aims to provide today's learners with a mix of “soft” skills alongside “hard” skills that are industry-specific and technical. Filling this critical gap ensures the ability to obtain the jobs that are and will be vs. the jobs that once were. Lynda.com partnered with LinkedIn is posed for the first time to connect the graduate (or student) to opportunity.
Worldwide Trends in Employee Retention ReportAchieveGlobal
Whether you're thriving in a rapidly expanding bull market or floundering to escape the grips of a bear market, attracting and retaining talented employees is key to long-term success. How do you create a competent, competitive, committed workforce? How do you incent your employees to maximize performance and remain engaged? And perhaps most important, how do you ensure your best employees stay?
Taking consideration to the globalization, the work and the skills on demand are changing rapidly due to new technology and innovations. This has the effect to reduce the number of low or unskilled workplaces globally and in another way to extend the skills of the work force in very short timeframe. It requires a regularly skills upgrading and cooperation with the industries and employers and to define what is expected from the employees in the workplace.
Competency-based training and assessment is a unique approach to training design that builds and enhances individual competencies in line with previously identified profiles of success. This training and assessment helps fill the gap between workers' actual performance and their ideal performance. Competency-Based Training and assessment basics shows readers how to assess which competencies are important to an organization and individual positions, and how to design training around those competencies.
The Elements of Personalization: A Periodic Table of Competency-Based LearningJonathan Mott
The personalization imperative is here. Are you ready? This session will provide a periodic table of the elements (and compounds) necessary to create a scalable, sustainable, and, most importantly, impactful learning experience for students. The model and real-world examples will help you create a personalized learning infrastructure.
Around The World in 90 Days – A Graduate Development snapshot across Asia, Af...Nathan Clark
This presentation was delivered at the The 2014 Asia Graduate Recruitment and Development Conference. Given DBL's niche expertise, we're in a unique position to see the latest trends in graduate development across the world; some of which are shared here.
If you'd like to discuss development opportunities for young professionals in your organisation contact nclark (at) developmentbeyondlearning.com.
Here is an overview of the most important elements which make a difference at “Top Companies for Leaders.”
Strategy - There is a clear link between the strategy of the company and the strategy of leadership development. Successful organizations closely examine which talent programs are needed and which interventions are necessary to realize their company strategy.
Involvement - The responsibility of talent development lies at the top of the organization, and top management is also actively involved in the development of future management. The top managers themselves are frequently active as mentors, coaches or trainers, and frequently share their experiences and insights. Often the CEO plays a prominent, active role in training or action learning, i.e., using high potentials coupled with experienced leaders on essential questions. Also, CEO’s are involved in the programs by means of internal communication.
Talent Pipeline – Talent development is considered as a “mission-critical” company process. The best performing companies see the filling of the talent pipeline organization-wide as a necessity. They use sharp definitions of talent (high potentials), measurable criteria and a rigorous process for to determine who belongs in the talent pool and who does not. The outcomes of this are measured with KPIs.
Ongoing Processes – The Top Companies for Leaders have incorporated management development in their business cycles. The companies think about ongoing, recurring development processes instead of one-time initiatives. Talent management has a high priority in these organizations. Much attention is given to identifying high potentials, determination of specific career paths for these high potentials, coaching and their active contribution to training and development programs. High potentials are assisted in their development by means of training, e-learning, coaching and job rotation, as well as action learning. Thanks to this approach, leadership and company development evolve continuously together.
Behavior – In these Top Companies, leaders are significantly more aware of which behavior is expected of them. This also becomes apparent in all aspects of the organization: performance management (leaders are rewarded for the degree desired behaviors are demonstrated), promotion decisions (people are only promoted when the desired behaviors are shown), recruitment and selection (leadership behavior is an essential selection criterion) and communication from the top of the organization.
Critical Objective - High potential talent is considered as a strategic advantage and the development of this talent is and the development of a robust talent pipeline is considered a critical objective for the organization’s top management.
Leadership Programs – Only leadership programs with high added value for talent development are organized.
Project Academies - how to set up and gain valueDonnie MacNicol
Article published in Project Journal September 2015 covering:
- tips for setting up and sustaining an Academy
- how to structure using our Academy Framework
- client case study.
Changing the Game in Graduate Development Nathan Clark
In this workshop session presented at the AAGE Annual Graduate Recruitment & Development Conference, we share international trends and innovations in learning and development.
To discuss training and development opportunities for your organisation reach out to me:
https://au.linkedin.com/in/nathancjclark
NCET Biz Cafe | Mary Alber, Closing Soft Skills Gap | July 2019Archersan
As the world of employment turns toward automation and robotics, here’s something artificial intelligence will never master: soft skills.
At this Biz Café, you’ll learn a whole lot about soft skills based on Mary Alber’s doctoral research on personal development systems. You’ll leave this Biz Café with:
• The latest data on the competencies that are in most demand by employers in Northern Nevada;
• An understanding of why today’s school system isn’t developing soft skills;
• Action plans for parents and employers to integrate soft skills into your home and places of work.
I am a soft skills trainer with an experience of more than 10 years in education industry and found students with lack of communication skills as a reason of their failure.
I believe in providing them such quality training which will not only fulfill their lacking of communication but also will grow their confidence to keep strong faith on themselves for their skills.
From School to Work - Bridging the Skills GapLaurie Burruss
The growing skills gap is one of the biggest challenges to the future of the global economy. Both higher education and talent development must take responsibility for closing the skills gap. Learning is transitioning from a 20th century approach heavily reliant on rote learning to a 21st century curriculum focused on communication, collaboration, critical reasoning and creative problem solving. Lynda.com aims to provide today's learners with a mix of “soft” skills alongside “hard” skills that are industry-specific and technical. Filling this critical gap ensures the ability to obtain the jobs that are and will be vs. the jobs that once were. Lynda.com partnered with LinkedIn is posed for the first time to connect the graduate (or student) to opportunity.
Worldwide Trends in Employee Retention ReportAchieveGlobal
Whether you're thriving in a rapidly expanding bull market or floundering to escape the grips of a bear market, attracting and retaining talented employees is key to long-term success. How do you create a competent, competitive, committed workforce? How do you incent your employees to maximize performance and remain engaged? And perhaps most important, how do you ensure your best employees stay?
Taking consideration to the globalization, the work and the skills on demand are changing rapidly due to new technology and innovations. This has the effect to reduce the number of low or unskilled workplaces globally and in another way to extend the skills of the work force in very short timeframe. It requires a regularly skills upgrading and cooperation with the industries and employers and to define what is expected from the employees in the workplace.
Competency-based training and assessment is a unique approach to training design that builds and enhances individual competencies in line with previously identified profiles of success. This training and assessment helps fill the gap between workers' actual performance and their ideal performance. Competency-Based Training and assessment basics shows readers how to assess which competencies are important to an organization and individual positions, and how to design training around those competencies.
24 awesome things to do when you retire curated by the Retired Teachers of Ontario/les enseignantes et enseignants retraités de l'Ontario, a bilingual trusted voice on healthy, active living in the retirement journey for the broader education community.
Overview of SharePoint PLM enterprise Product Life Cycle Management (PLM) software with product intelligence and social functionality inside SharePoint - Parts, Bill of Materials (BOM), engineering change, ISO quality compliance, product costing, dashboards, scorecards, and more.
Contingent Workforce and Services Procurement – The Overlooked OpportunitySAP Ariba
With contingent workforce (including SOW-based projects / services and independent contractors) expected to grow by nearly 30% over the next three years, leading companies will need a clear strategy to improve compliance and the intelligence of their spend decisions within this category. The evolution of contingent workforce requires that enterprises build a multifaceted program that can address spend, supplier, risk and talent management capabilities.
Join Christopher J. Dwyer, research director at Ardent Partners, and a customer panel as they discuss the viability of this unique complex spend category and the opportunities available for organizations today to develop programs that can drive true strategic value from contingent workforce management.
Learn more about Ariba LIVE at http://spr.ly/LIVE2014LV-d
Understanding the Services Procurement Framework for Maximum ValueSAP Ariba
Many organisations are taking a closer look at how to more efficiently manage services spend, but often struggle to understand the larger Statement of Work (SOW) framework. During this session, Fieldglass will share the different ways in which customers engage with service providers as well as best practices for getting started.
Michał Żuchowski - Project Management, że aż wióry lecą!PMI Szczecin
Michał Żuchowski - Project Management, że aż wióry lecą
Prowadzenie projektów w największej firmie meblarskiej na świecie.
Michał Żuchowski, Kierownik Centrum Rozwoju Produktów w IKEA Industry Poland Sp. z o.o..
Michał ma za sobą blisko 10 lat doświadczenia w międzynarodowych firmach z branży manufacturing, product development czy shared services. Specjalizuje się w zarządzaniu zespołami lokalnymi i rozproszonymi, kierowaniem projektami rozwijającymi nowe produkty, rozwojem ludzi w zespole oraz zarządzaniem zmianą.
Temat prelekcji to "Project Management, że aż wióry lecą. Prowadzenie projektów w największej firmie meblarskiej na świecie".
An effective learning environment balances several key elements. Here’s how we’re accomplishing these in an online environment:
World-class faculty combining relevant, deep expertise with immediate application.
Active engagement between participants to leverage their experiences.
Experiential learning to put new frameworks into action and practice working in teams.
Fullbridge U includes engaging instructional content and guided learning activities. Fullbridge provides facilitator tools and materials that prepare faculty and staff to facilitate the course. Lyra, Fullbridge’s world-class learning platform, enables a seamless student and facilitator experience featuring performance dashboards, robust feedback tools, and discussion boards. Students are exposed to real-world professional scenarios and asked to use critical thinking to skills to solve real-world problems.
Ryerson's Career Checkpoint: Embedding Student Development into On-Campus Job...Ryerson Student Affairs
Ryerson's Career Checkpoint: Embedding Student Development into On-Campus Jobs
by Paulina Nozka & Kaitlyn Taylor-Asquini
As part of its commitment to preparing students for life after graduation, Ryerson University is embedding learning outcomes and implementing a professional development program into its 1,000+ on-campus student jobs. Informed by leading theories in student and career development, Career Checkpoint is composed of five key components, including supervisor toolkits and a student employee development program. The pilot year includes test and control groups involving multiple University departments, to demonstrate the benefit of embedding co-curricular learning in the workplace.
Reimagining and Reinforcing Student Success Into Career Success Across the Cu...credomarketing
The final webinar in Credo Education webinar series "The Onus is On Us - How Higher Education Can Close the Skills Gap" presented by Kate Sawyer, Higher Education Administration and Library Consultant.
Are we still teaching students the same old way we were taught and expecting them to learn the same way we learned?
Maybe it’s time to rethink where and how often we teach critical thinking, problem solving and information skill sets, as well as how and when we teach them.
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1wVOUxf
Enhancing employability through enterprise education - Maureen TibbyHEA_HSC
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1E2ED7E
Enhancing employability through enterprise education - Maureen TibbyHEA_AH
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1JIE3wh
Enhancing employability through enterprise education - Maureen TibbyHEA_STEM
This presentation is linked to a workshop presented at the HEA Enhancement event ‘Successful students: enhancing employability through enterprise education’. The blog post that accompanies this presentation can be accessed via http://bit.ly/1xb3ins
How digital credentials can support a Higher Education framework for employab...Dr Patrina Law
Keynote presentation given at the European Summit for Modern Employment and Digital Credentials, 1st December 2017 at the Royal Society for the Arts, London. By Patrina Law (Open University) and Doug Cole (Higher Education Academy).
EIT Digital Course - Generative AI Essentials
URL: https://professionalschool.eitdigital.eu/generative-ai-essentials
Second Version (Most Recent) - May 29, 2024
Presentation:
Recording: https://youtu.be/_1X6bRfOqc4
Article (20240514 - EIT Digital) - https://www.eitdigital.eu/newsroom/grow-digital-insights/personal-ai-digital-twins-the-future-of-human-interaction/
Jim Spohrer YouTubes
JCS Reid Hoffman meets his AI twin - URL: https://youtu.be/rgD2gmwCS10
JCS Jim Twin V1 YouTube English - URL : https://youtu.be/T4S0uZp1SHw
JCS Jim Twin V2 YouTube French - URL: https://youtu.be/02hCGRJnCoc
Jensen Huang (Founder & CEO Nvidia) at Stanford talking about H100
URL: https://www.youtube.com/watch?v=cEg8cOx7UZk
JCS AI Digital Twins of People (blog post) - https://service-science.info/archives/6612
First Version (Oldest) - Nov 27, 2023
Presentation - https://www.slideshare.net/slideshow/eitdigitalspohreraiintro-20231128-v1pptx/263977452
JCS Reflecting on Generative AI - https://service-science.info/archives/6521
T-Shaped Professionals:
The Past, Present, and Future of MyT-Me Development
by
Louis E. Freund, Jim Spohrer, Pavel Savva, Yash Gandhi
AHFE - HSSE 2024
Presented by
Lou Freund, Ph.D.
ISSIP Fellow
Professor Emeritus
San José State University
LEFreund@T-ShapeSolutions.com
Lou Freund's LinkedIn Profile: https://www.linkedin.com/in/louis-freund-05150518/
Recording: https://youtu.be/ZRYY85NxX8I
Slides: https://www.slideshare.net/slideshow/20240526-lou_freund-ahfe_hsse-t-shaped-skills-development-pptx/269349553
Conference: https://ahfe.org/board.html#hsse
ISSIP_Collab_SJSU_2024_Spring
Thank-you to the student team at SJSU for creating my Jim Spohrer AI Digital Twin (version 1) using the HeyGen.com platform
SJSU MIS (Management of Information Systems) Student Team:
Vincent Li (https://www.linkedin.com/in/vincentwli/)
Viola Shao (https://www.linkedin.com/in/viola-shao/)
Bradford Lee (https://www.linkedin.com/in/bradfordblee/)
Vy Nguyen (https://www.linkedin.com/in/vy-nguyen-communication/)
Victor Lin (https://www.linkedin.com/in/victor-lin27/)
Nikhil Bhatia (https://www.linkedin.com/in/nikhilbhatia89 /)
Join us at the Computer History Museum Celebration Friday May 24,2024 10am PT.
Deliverables
SJSU HeyGen English: https://app.heygen.com/share/f9b2e5170c61463e8a30daec60f0f01f
SJSU HeyGen French: https://app.heygen.com/share/dc221eecaf8f47f0a5a36960d51ca617
SJSU Case: https://bradfordbl.github.io
SJSU Whitepaper: https://www.slideshare.net/slideshow/20240515-sjsu-white-paper-revised-ai_digital_twins-pdf/268630197
SJSU_ISSIP_EC_Recording: https://youtu.be/YKSJUFxxAVo
SJSU_ISSIP_EC_Slides: https://www.slideshare.net/slideshow/20240515-issip_collab_sjsu_2024_spring-ai_digital_twins-issip_ec-final-presentation-pptx/268661169
ISSIP Thank-you
JCS Article to Present: https://service-science.info/archives/6612
JCS Training Data: https://youtu.be/DUqPYEp9buQ
JCS How_Made Recording: https://youtu.be/isQmUg_rZH8
JCS How_Made Slides: https://www.slideshare.net/slideshow/sjsu-students-ai-digital-twin-of-jim-spohrer-20240506-v2-pptx/267857304
JCS ISSIP Blog Post: https://issip.org/2024-collab-ai_digital_twins/
ISSIP_Collab_SJSU_2024_Spring
Thank-you to the student team at SJSU for creating my Jim Spohrer AI Digital Twin (version 1) using the HeyGen.com platform
SJSU MIS (Management of Information Systems) Student Team:
Vincent Li (https://www.linkedin.com/in/vincentwli/)
Viola Shao (https://www.linkedin.com/in/viola-shao/)
Bradford Lee (https://www.linkedin.com/in/bradfordblee/)
Vy Nguyen (https://www.linkedin.com/in/vy-nguyen-communication/)
Victor Lin (https://www.linkedin.com/in/victor-lin27/)
Nikhil Bhatia (https://www.linkedin.com/in/nikhilbhatia89 /)
Join us at the Computer History Museum Celebration Friday May 24,2024 10am PT.
Deliverables
SJSU HeyGen English: https://app.heygen.com/share/f9b2e5170c61463e8a30daec60f0f01f
SJSU HeyGen French: https://app.heygen.com/share/dc221eecaf8f47f0a5a36960d51ca617
SJSU Case: https://bradfordbl.github.io
SJSU Whitepaper: TBD
SJSU_ISSIP_EC_Recording: TBD
SJSU_ISSIP_EC_Slides: TBD
ISSIP Thank-you
JCS ISSIP Blog Post: https://issip.org/2024-collab-ai_digital_twins/
JCS Article to Present: https://service-science.info/archives/6612
JCS Training Data: https://youtu.be/DUqPYEp9buQ
JCS How_Made Recording: https://youtu.be/isQmUg_rZH8
JCS How_Made Slides: https://www.slideshare.net/slideshow/sjsu-students-ai-digital-twin-of-jim-spohrer-20240506-v2-pptx/267857304
Authors: By <a href='https://www.linkedin.com/in/bradfordblee/'>Bradford Lee (LI)</a>. <a href='https://www.linkedin.com/in/nikhilbhatia89/'>Nikhil Bhatia (LI)</a>, <a href='https://www.linkedin.com/in/victor-lin27/'>Victor Lin (LI)</a>, <a href='https://www.linkedin.com/in/vincentwli/'>Vincent Li (LI)</a>, <a href='https://www.linkedin.com/in/viola-shao/'>Viola Shao (LI)</a>, <a href='https://www.linkedin.com/in/vy-nguyen-communication/'>Vy Nguyen (LI)</a>.
May 6, 2024
Jim Spohrer (https://www.linkedin.com/in/spohrer/)
Thank-you to the student team at SJSU for creating my AI Digital Twin (version 1) using the HeyGen.com platform
For creating Jim Spohrer’s AI Digital Twin (version 1)
More coming here: https://issip.org/2024-collab-ai_digital_twins/
Also see: https://bradfordbl.github.io
SJSU MIS (Management of Information Systems)
Vincent Li (https://www.linkedin.com/in/vincentwli/)
Viola Shao (https://www.linkedin.com/in/viola-shao/)
Bradford Lee (https://www.linkedin.com/in/bradfordblee/)
Vy Nguyen (https://www.linkedin.com/in/vy-nguyen-communication/)
Victor Lin (https://www.linkedin.com/in/victor-lin27/)
Nikhil Bhatia (https://www.linkedin.com/in/nikhilbhatia89 /)
Training Data: https://youtu.be/DUqPYEp9buQ
Recording: TBD
Slides: TBD
ISSIP_AI_Collab_20240426
DIGITAL TWINS FOR PEOPLE IN BUSINESS AND SOCIETAL ROLES
Sponsor: Jim Spohrer
Advisors: Vittaldas Prabhu, Anshul Balamwar
Alumni Coach: Toni Rae
YouTube Title: 20240525 PSU Spring 2024 AI Digital Twins Pitch Video
ISSIP_AI_Collab (Academic-Industry Collaboration Lab)
PSU_Spring_2024_Team
Topic: AI Digital Twins of People
TITLE: DIGITAL TWINS FOR PEOPLE IN BUSINESS AND SOCIETAL ROLES
Students
Bryn Goldman (https://www.linkedin.com/in/bryn-goldman-penn-state/)
Natalie Grim (https://www.linkedin.com/in/natalie-grim/)
Gonzalo Rambla (https://www.linkedin.com/in/gonzalo-rambla/)
Clare Relihan (https://www.linkedin.com/in/clarerelihan/)
Shakeb Siddiqui (https://www.linkedin.com/in/shakeb-siddiqui/)
Advisors
Prof. Vittal Prabhu - PSU I&SE (https://www.linkedin.com/in/vittalprabhu/)
Anshul Balamwar - Doctoral Candidate (https://www.linkedin.com/in/anshul-balamwar/)
Toni Rae - SAP, Alumni Coach (https://www.linkedin.com/in/tonirae/)
Client
Jim Spohrer - ISSIP (https://www.linkedin.com/in/spohrer/)
ISSIP YouTube Recording: https://youtu.be/YGWCji0WAzA
ISSIP YouTube Recording GitHub Walkthrough: https://youtu.be/ACidQSnhwJs
PSU Learning Factory Recording : https://www.youtube.com/watch?v=i28yoQjc560
GitHub: https://github.com/Shakeb100/IISSIP-DigitalTwins
ISSIP Slideshare Presentation: https://www.slideshare.net/slideshow/20240425-psu-issip-spr-24-final-presentationpptx/267538622
ISSIP Slideshare Whitepaper: https://www.slideshare.net/slideshow/20240425-psuspring2024-aidigitaltwins-aicollab-white-paperpdf/267538710
ISSIP Publications Whitepaper: https://issip.org/learning-center/white-paper/
ISSIP Kickoff Presentation: https://www.slideshare.net/slideshow/20240118-issipcollabpsu-v1-ai-digital-twinspptx/267539877
ISSIP Blog Post: https://issip.org/2024-collab-ai_digital_twins/
ISSIP_Events_20240313
ISSIP Website Event URL:
https://issip.org/event/issip-ambassador-kevin-clark-of-content-revolution-to-kick-off-ambassador-event-panel-series-2024/
Title: Customer Wellness & Fitness - Free ISSIP Webinar
Date: March 13, 2024 (Wednesday)
Speakers:
Kevin Clark - Lead Panelist and ISSIP Ambassador, Founder and President, Content Evolution
https://www.linkedin.com/in/kevin-clark-0057b81/
Martin Vilsøe - US CEO, Implement Consulting Group
https://www.linkedin.com/in/martin-vilsøe-a51981/
Max Turner - SVP emeritus for Market Insights and Research for Bank of America Merrill Lynch
https://www.linkedin.com/in/mackturner/
Abstract:
Customer Wellness & Fitness reveals the major cycles and moments of joy and disappointment in strategic service outsourcing engagements. At the core of this thesis is applying the physician’s Hippocratic Oath to complex service engagements: “To Do No Harm.” Service agreements describing these engagements generally last anywhere from three years to ten years and represent hundreds of millions and at times billions of dollars of revenue over the contract period. We discover the first six months prior to contract signing and the first six months after contract signing represent a critical year. This is when the seeds are sown in the soil of the relationship for sustainable satisfaction and healthy performance or dissatisfaction and interaction illness. Developed diagnostics allow teams to understand if working together is on-track for success or will derail and wither early-on. Starting with inquiry and research for IBM clients and then observations with other enterprises and their clients value chain partners, there are observable patterns contributing to customer wellness and fitness across a constellation of enterprise activities. The good news: Most derailment factors are preventable. The bad news: Organization inertia and inappropriate incentives along with insufficient key performance indicators (KPIs) and service level agreements (SLAs) whether delivered by people or platforms continue to plague strategic relationships.
With support from:
Jim Spohrer - Board of Directors
https://www.linkedin.com/in/spohrer/
Christine Ouyang - Ambassador Leader
https://www.linkedin.com/in/christine-ouyang/
Michele Carroll - Executive Director
https://www.linkedin.com/in/mmcarroll/
Recording: https://youtu.be/W6JqyuXOC8Q
Slides: https://www.slideshare.net/slideshows/20240313-customerwellnessandfitness-issipambassadors-kevinclark-pptx/266786796
Progress_Update_and_BoardOfDirectors_Call
January 31, 2024
Michele Carroll, ISSIP Executive Director
Deb Stokes, ISSIP President
ISSIP Leadership - https://issip.org/issip-leadership/
Agenda
Welcome - Michele Carroll
President’s Welcome - Deb Stokes
-Recognize Outgoing President
-Vision for 2024
ISSIP 2023 in Review
Overall - key metrics - Michele Carroll
Events, Publishing - Jim Spohrer
Awards - Haroon Abbu
Ambassadors - Christine Ouyang
AI Collab Pilot - Debra Satterfield
New in 2024 - Vaishali Mane
- Give. Get. Grow! 2024!
ISSIP Community: Why I Joined, Best in 2023, Priority 2024
Institutional, BOD Members
Closing - Deb Stokes
Recording: https://youtu.be/QH80aMx2kJA
Slides: https://www.slideshare.net/slideshows/20240131-progressupdateboardofdirectorspptx/266018822
20240117 MyTMe - The T-shape metric - ISSIP Workshop 1-17-24.PDF
MyT-Me Your Personal T-Shape Scoring App
ISSIP (https://www.ISSIP.org)
Presented by
Lou Freund, Ph.D.
ISSIP Fellow
Professor Emeritus
San José State University
LEFreund@T-ShapeSolutions.com
For support exploring the platform:
Email: LEFreund@T-ShapeSolutions.com
and/or
Connect on LinkedIn with Pavel Savva (add a message "MyTMe")
Pavel_Savva (https://www.linkedin.com/in/pavelsavva/)
Lou_Freund (https://www.linkedin.com/in/louis-freund-05150518/)
Sharpen existing tools or get a new toolbox? Contemporary cluster initiatives...Orkestra
UIIN Conference, Madrid, 27-29 May 2024
James Wilson, Orkestra and Deusto Business School
Emily Wise, Lund University
Madeline Smith, The Glasgow School of Art
This presentation by Morris Kleiner (University of Minnesota), was made during the discussion “Competition and Regulation in Professions and Occupations” held at the Working Party No. 2 on Competition and Regulation on 10 June 2024. More papers and presentations on the topic can be found out at oe.cd/crps.
This presentation was uploaded with the author’s consent.
0x01 - Newton's Third Law: Static vs. Dynamic AbusersOWASP Beja
f you offer a service on the web, odds are that someone will abuse it. Be it an API, a SaaS, a PaaS, or even a static website, someone somewhere will try to figure out a way to use it to their own needs. In this talk we'll compare measures that are effective against static attackers and how to battle a dynamic attacker who adapts to your counter-measures.
About the Speaker
===============
Diogo Sousa, Engineering Manager @ Canonical
An opinionated individual with an interest in cryptography and its intersection with secure software development.
Have you ever wondered how search works while visiting an e-commerce site, internal website, or searching through other types of online resources? Look no further than this informative session on the ways that taxonomies help end-users navigate the internet! Hear from taxonomists and other information professionals who have first-hand experience creating and working with taxonomies that aid in navigation, search, and discovery across a range of disciplines.
Acorn Recovery: Restore IT infra within minutesIP ServerOne
Introducing Acorn Recovery as a Service, a simple, fast, and secure managed disaster recovery (DRaaS) by IP ServerOne. A DR solution that helps restore your IT infra within minutes.
2. Fullbridge is the leading solution provider connecting students,
coaches, and employers in localized
job readiness programs around the world.
The Science of Working Smarter
3. The Skills Gap is real…
SOURCE: ManpowerGroup 2013 Talent Shortage Survey, Gallup Poll, The Chronicle of Higher Education, The BBC,
the International Monetary Fund, MSME 2015, World Bank
96% of US education institutions believe they prepare students for work.
11% of US business leaders say that today’s college graduates have the skills
and competencies that their business needs.
Fullbridge tackles the skills gap through a highly effective pedagogical approach
that actively engages students, drives peer-to-peer learning through workplace
simulations, and incorporates world-class coaching.
~5.9M middle and high skilled jobs are going unfilled in the U.S.
~7.8M workers are unemployed in the U.S.
The Business Roundtable employer survey found “the most serious [skills]
gaps are… ‘soft skills,’ such as work ethic, accountability and self-
motivation.”
Since this younger generation will switch jobs 15 to 20 times, employers lack
incentives to provide the necessary training.
4. Fullbridge delivers career acceleration programs
worldwide for governments, universities & corporates
Government & nonprofit Higher Education Corporate
College Program
Corporate Sector Program
*January 2011 – March 2016
Upcoming Program
Fullbridge by the numbers
§ 140,000+ program participants
§ 25 employer-based programs
§ 130 colleges represented
§ 80+% renewal rate among clients
§ 99.5% bootcamp program completion rates
5. We serve high school students through mid-
career professionals
High School Students
§ Capstone programs
for Jrs. & Srs.
§ Internship prep
programs
§ Career mapping &
exploration
§ Job-readiness &
soft skills training
for students
transitioning into the
workforce or college
College Students
§ First year
experience programs
§ Internship prep
programs
§ Capstone programs
§ College to career
Bridge programs &
Job-readiness
programs
Opportunity Youth
§ Career mapping
and exploration
§ Core soft skills and
career readiness
training
§ Internship prep
programs
§ Job-readiness &
soft skills training
for youth transitioning
intro the workforce
fulltime
Fullbridge’s targeted solutions develop 21st century workplace skills , transform mindsets, and impact
employability outcomes.
Early & Mid-Career
Professionals
§ Pre-hire training
§ Onboarding training
§ Emerging leaders
accelerator programs
6. § Active Learning: Online environment is fun
and visually rich, engaging participants and
driving outcomes with instructional videos,
short readings, infographics, games, and
badges.
§ Teamwork: Teams with different
personalities and skills collaborate on
exercises and simulations, enabling peer-to-
peer learning and development of both hard
and soft skills.
§ Personalized Coaching: Coaches with
world-class work experience and
educational backgrounds share their
experiences, model professional behavior,
reinforce new concepts, and give individual
and team feedback.
Participant
The Fullbridge Pedagogy draws from the latest
developments in education learning research
Coach
7. Fullbridge delivers both the core and functional
skills required to be successful in the workplace
lndustry and
Career-Specific
Skills
Transferable
Application & Skills
§ Finance (e.g., Income
Statement, Valuation)
§ Excel
§ Data Analysis
§ Design Thinking
§ Global Market Analysis
§ Business Analysis
… and many more!
§ Communication
§ Teamwork
§ Project Management
§ Jobseeker Skills
§ Self-Awareness
§ Leadership
§ Perspective
§ Critical Thinking
§ Global Understanding
Skills Learned
Core
F
u
n
c
t
i
o
n
a
l
8. Fullbridge builds critical skills and traits to
support career success
Character traits and Mindsets: Key character traits are reinforced through facilitated
discussions, peer feedback, and coach feedback. Targeted traits and mindsets include
grit, integrity, humility, and global understanding.
Core Skills
Business
Skills
Role-
Specific
Skills
• Self-Management
• Teamwork
• Professionalism
• Leadership
• Problem Solving
• Work Management
• Oral Communication
• Written Communication
Individual Competencies
• Business Sense
• Business Research
• Data Visualization
• Excel
• PowerPoint
• Business Strategy
• Financial Analysis
• Data Analysis
• Marketing & Selling
• Project
Management
9. Tutor Mentor Practice Boss SME
Fullbridge Coaches: World class education,
world class industry experiences
McKinsey
NASA
Entrepreneur
BS, Worcester Polytechnic Institute
PhD, University of Virginia
Paul
Morgan Stanley
Time, Inc.
Business Development Executive
BS, University of Virginia
MBA, Univ. of Penn. Wharton
Farrah
Venture Capital
UCLA & UPenn Wharton Adjunct
Corporate Development
Entrepreneur
BSM, Tuland
MFA, UCLA
MBA, Harvard
Nelson
Goldman Sachs
GE
Coach certified
BS, Roosevelt University
MBA, Northwestern
Valerie
10. World-class blended learning platform enables
active learning
• Video instruction from
leading experts at HBS,
Stanford GSB, MIT Sloan, and
industry practitioners
• Interactive simulations
• Academic, expert, and news
articles and book excerpts
• Case studies on leading
companies such as
Starbucks, Apple, etc.
• More than 100 practical
applications, team and
individuals exercises
• Competency scoring
• Outcomes dashboard
FULLBRIDGE PLATFORM
11. Micro-credentials
Individual & team exercise scores
Dynamic competency scores
AARON SILVER
COMPETENCIES
Business Analysis
Assesses the ability to understand how a company creates sustainable value, including the role of innovation,
and brand in driving growth; reflects the understanding of the larger context in which decisions are made.
Business Research
Gauges skills in compiling credible, relevant information about a company, including understanding its history,
capabilities, and financial position. Evaluates the ability to tie in effective research with narrative to create a com
Creative Problem Solving
Measures the ability to efficiently generate, develop, and evaluate new ideas, including the process of creating
of possibilities and applying targeted states of iterative prototyping.
Effective Oral Communication
Measures the ability to construct and deliver a persuasive argument, listen actively, solicit needs and unsolved p
present oneself effectively in a variety of situations and venues.
Effective Written Communication
Considers proficiency in communicating succinctly and effectively through written form, especially concise me
Financial Statement and Valuation Analysis
Evaluates the understanding of key financial statements (income statement, balance sheet, and cash flow sta
how they interrelate. Assesses the ability to understand the key drivers of a company’s performance including ho
are valued.
Project and Time Management
Score
Demonstrates basic competence in this are
Demonstrates intermediate competence
Demonstrates advanced competence
Participants are constantly evaluated during the
program
12. Fullbridge programs
üBootcamps: Premium Fullbridge delivery. Intensive 1-4 week
immersion. Flagship program focuses on business fundamentals
(both hard and soft skills).
üScalable licensed curriculum: Modular curriculum created to be
incorporated into degree programs and corporate training. Includes
adaptable pedagogy, relevant content, and flexible coaching.
üOnline Courses: Self-paced e-Learning offerings focused on career
development and pathways.
üTrain-the-Trainer: Capacity building for organizations to deliver
licensed Fullbridge programs independently. Led by Fullbridge expert
trainers, in-person or remotely.
14. Fullbridge blended learning programs scale in
the US and abroad through Train-the-Trainer
From one trainer to thousands of students, supported by Fullbridge
Fullbridge Coach trains
new trainers in blended
learning & content
New trainers
coach students
New and seasoned
trainers coach more
students
Note: Recommended coach to student ratio is 20:1 for Fullbridge programs. Train-the-
Trainer sessions can be conducted with up to 50 new trainees, depending on the program.
16. Fullbridge graduates are employed in career-related full-time
employment, compared with national average of 52%.
Employers reported that their Fullbridge-trained interns were more
effective than other interns.
Employers said that their Fullbridge-trained interns were distinctly
better or better prepared in communication skills than other interns.
Employers reported that Fullbridge-trained interns were distinctly
better or better prepared in teamwork than other interns.
Fullbridge graduates are 3x more engaged in their work than the
national average.
100%
86%
Student outcomes
90%
3x
100%
17. Source: Gallup: State of the American Workplace Report 2013 – Employee Engagement Insights For U.S.
Business Leaders
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
% Engaged
Higher
Performance
Lower Turnover
Significant difference in engagement
18. American Council on Education
ACE, the most widely used course
evaluation program that emphasizes
academically sound methods,
recommends Fullbridge programs be
recognized for both undergraduate
and graduate level course credit by
its 2,000 member colleges and
universities
Harvard Law School, Washington &
Jefferson, Arizona State University,
Texas Lutheran
Students completing a Fullbridge
Program earned undergraduate and
graduate level credit
GI Bill Eligibility
The U.S. Veterans Administration has
certified a five-week Fullbridge
graduate certificate program as
eligible for veterans GI Bill education
benefits
Accreditation and certification
Participants receive official certificate of
program completion
19. Testimonials: employer feedback
“Why this program is valuable from an employer's point of view is you
know that you've gotten someone who's gone through specific training
and is prepared to hit the ground running. This is a huge advantage for
an employer.”
—Blair Barnes, Thomson-Reuters Corporation
“This opportunity at Fullbridge is fabulous for these students because it
provides them with the opportunity to establish a network early on, and
that is one of the most important things to do.”
—Deborah Bertan, Citigroup
“Our Fullbridge hire made an impact immediately. A lot of recent grads
come out ingrained in school life, focused on working individually to get
good grades. A mind-shift needs to occur to be successful in the
workforce. His mindset was better prepared and had that shift coming
in. He had self-awareness, awareness of others, and great teamwork.”
—Manager, Strategy & Analysis, Digitas LBi
20. Fullbridge in the press
the XBA a new category of education
Meet the XBA: A better,
faster, cheaper MBA?
Fullbridge Signs Unprecedented Agreement
with Prince Sultan University to Bridge the
Workplace Skills Gap
21. 21
Finance
§ Goldman Sachs
§ Bain & Co
§ Learn Capital
§ Credit Suisse
§ Morgan Stanley
Retail
§ Groupon
§ Bloomingdale’s
§ Warby Parker
§ Starbucks
§ Proctor & Gamble
Media
§ Fox Sports
§ 360i Digital
Marketing
§ Ogilvy & Mather
§ Tank Design
Ed Tech / Tech
§ Chegg
§ LinkedIn
§ Evertrue
§ Smarterer
§ 2U
Law Partners
Select Alumni Employers and Partners
College / University Partners
Select partners