Podcasts about reskilling

In her new report (404) Job Not Found: What Workforce Training Can't Fix for Black Atlantans in the Age of AI, Data & Society researcher Anuli Akanegbu provides the first ethnographic examination of how AI-related skills are defined, taught, and valued across Atlanta's growing tech economy. Drawing on interviews, field observations, and historical analysis, she traces how AI literacy is promoted by industry, implemented by government, and interpreted by workers and community leaders navigating an increasingly AI-driven workforce infrastructure.On February 17, Akanegbu, TechEquity Senior Vice President of Labor Programs Tim Newman, and Bard Computer Science Professor Annabel Rothschild held a critical conversation on the policy stakes of AI-focused workforce development at the state and national level. This conversation was  Informed by Akanegbu's report and an accompanying policy brief co-authored by D&S Policy Manager Serena Oduro, who moderated this conversation, panelists discussed how government and industry priorities shape workers' access to opportunity and how policy can address the real-world impacts of automation and AI on workers. Learn more about the eventRead Anuli's reportLearn about Data & Society's 'AI Civics' Initiative

Companies in Clare in industries experiencing skill shortages are said to be increasingly embracing upskilling and reskilling. A workshop organised by Shannon Chamber at the Ei Electronic Centre of Excellence has heard that employers must "prioritise employee engagement and create environments that support healthy levels of pressure" to get the most out of their staff. A 2025 poll found that teams engaged in this way outperform others by 21% in profitability, and that 9% of global GDP is lost due to low engagement. Shannon Chamber CEO Helen Downes says there's now a greater emphasis on combatting skill shortages through retraining employees.

Companies in Clare in industries experiencing skill shortages are said to be increasingly embracing upskilling and reskilling. A workshop organised by Shannon Chamber at the Ei Electronic Centre of Excellence has heard that employers must "prioritise employee engagement and create environments that support healthy levels of pressure" to get the most out of their staff. A 2025 poll found that teams engaged in this way outperform others by 21% in profitability, and that 9% of global GDP is lost due to low engagement. Shannon Chamber CEO Helen Downes says there's now a greater emphasis on combatting skill shortages through retraining employees.

El mercado laboral ya cambió, pero muchos siguen jugando con las reglas antiguas. Hoy hablamos sin filtro sobre IA, despidos, empleabilidad real, reskilling y decisiones basadas en datos.¿Qué perfiles sobreviven, cuáles desaparecen y cómo prepararte antes de que sea tarde?El problema no es la tecnología. Es cómo estás usando (o ignorando) tu valor.➡️Sigue a nuestra invitada: https://www.instagram.com/andreinaderufino.rrhh/?hl=en➡️ Mantente al día con las tendencias de empleo y la experiencia de +10 años de Andreína De Rufino acá: https://andreinaderufino.myflodesk.com/podcastmktsinfiltro

In episode 285 of the Pool Nation Podcast, Edgar De Jesús sits down with leadership expert Leanne De Jesús for an in-depth conversation on how pool business owners, service techs, retailers, and builders can grow without burning out, falling behind, or constantly starting over. What is upskilling? Upskilling means improving and expanding the skills you already use in your role — not changing careers, but getting better, smarter, and more effective at what you're already doing. In the pool industry, upskilling can look like: Developing leadership and people-management skills Improving pricing, financial clarity, and decision-making Learning new equipment, technology, and automation Building sales and customer communication skills Training your team so the business doesn't rely only on you Reskilling, on the other hand, is learning an entirely new role or function — like moving from service into building, retail, or management. Throughout this episode, Edgar and Leanne break down why most frustration, burnout, and leadership struggles aren't people problems — they're skill gaps. They also explain why access to information alone doesn't create better leaders, and how structure, mentorship, and intentional learning are what actually drive growth. Whether you're a one-truck operator or scaling a multi-location business, this conversation will help you: Understand when to upskill vs when to reskill Recognize early signs of burnout and stagnation Build stronger leaders and more accountable teams Create growth without chaos Shift from operator thinking to owner thinking This episode isn't about working harder — it's about thinking differently so your business can grow with clarity and control. ⏱️ Episode Timestamps 00:00 – Welcome to the Pool Nation Podcast 01:05 – Why upskilling and reskilling matter right now 03:00 – Pool Nation events, shows, and upcoming education 06:10 – What upskilling really looks like in real life 09:45 – AI, technology, and staying relevant 13:20 – How pool pros upskill without realizing it 16:10 – The difference between upskilling and reskilling 18:50 – When you should reskill vs improve your current skills 21:40 – Why people think they need to quit when they really need new skills 25:10 – Learning, testing, applying, and sharing knowledge 30:00 – Burnout, overwhelm, and hidden skill gaps 33:10 – Leadership problems vs skill problems 37:20 – Why information alone doesn't create better leaders 40:50 – Time, structure, and intentional learning 44:30 – Sponsor break 46:00 – Upskilling business owners for growth and scale 50:30 – Hiring for skill vs hiring for personality 55:10 – Upskilling pool techs: sales, safety, and trust 1:01:40 – Retail teams, product knowledge, and relationships 1:07:30 – Why training fails without structure 1:12:00 – Train-the-trainer mindset and leadership confidence 1:17:40 – Why guided learning and mentorship matter 1:21:10 – The most important mindset shift: growth mindset 1:26:30 – Final thoughts and takeaways 1:30:00 – Closing remarks and where to find Pool Nation

Enjoying the podcast? Tell us what you think below and give us a review or rating. As always we'd love to hear your suggestions and feedback. Send us an email: podcast@pensionbee.com.   Where do you see yourself in five years? In a rapidly changing world of work, that's becoming harder to answer. The World Economic Forum predicts that by 2030, nearly 92 million jobs will disappear. The upside? 170 million new jobs will emerge. With UK businesses feeling the squeeze, more workers will be forced to reconsider their career in the coming years. The combination of higher secondary Class 1 National Insurance contributions, increased National Minimum Wage, and the new Employment Rights Act is leading experts to forecast a rise in redundancies. Join our host, Philippa Lamb, and our expert panel as they discuss the how to bounce back from redundancy: Former Downing Street Adviser and Chief Podcaster at Jimmy's Jobs of the Future, Jimmy McLoughlin OBE; Former Editorial Director of The Sunday Times and Founder of Noon, Eleanor Mills; and Training and Culture Manager at PensionBee; Emma Ferenc-Bachelor.   Episode breakdown 02:12 How it feels being made redundant 05:46 The triple whammy hitting employers 08:20 Where new jobs will come from 10:59 Reskilling in midlife 13:20 How to sell a squiggly career 15:22 Your redundancy rights 17:25 Cutting spending and saving tips 19:06 Everyday networking 21:19 Reframing the shame around redundancy   Further reading and listening To learn more about switching careers and employment rights, check out these articles and podcasts from PensionBee: Episode transcript (Blog) E25: How to earn more money (Podcast) E24: How to start a business (Podcast) Creating a portfolio income in your retirement years (Blog) What is a workplace pension? (Pensions Explained) 5 tips for starting a new job (Blog) 8 easy steps to build an effective budget (Blog)   Other useful resources Careers information, advice and guidance (National Careers Service) Distance learning courses (The Open University) Find your new career tool (PensionBee) Rebrand Yourself Course (Noon) Redundancy Support for Over 50s (Centre for Ageing Better)   Catch up on the latest news, read our transcripts or watch on YouTube: The Pension Confident Podcast The Pension Confident Podcast on YouTube   Follow PensionBee (@PensionBee) on TikTok, YouTube, Instagram, LinkedIn, Facebook, X and Threads. Follow Jimmy McLoughlin OBE (@jimmym) on TikTok, YouTube, Instagram, LinkedIn, X and Threads. Follow Noon (@uponnoon) on TikTok, YouTube, Instagram, LinkedIn, Facebook and X.

The world of work has changed forever—and it's still changing. COVID 19 didn't just disrupt where we work—it transformed how we think about careers, leadership, learning, and culture. In this powerful conversation, Nicole Greer and Steve Cadigan unpack the aftershocks of the “workquake” and what they mean for both employees and employers.Steve shares insights from scaling LinkedIn from 400 to 4,000 employees, explains why learning velocity matters more than tenure, and challenges traditional ideas about loyalty, retention, and talent strategy. From embracing ambiguity and building entrepreneurial teams to rethinking training, alumni networks, and career ownership, this episode is packed with practical wisdom for leaders navigating today's hyper-change environment.If you care about building a vibrant, adaptive culture where people can grow and create value—this episode is for you.Vibrant Highlights:00:03:00 – Steve explains why the “pajama revolution” and remote work debates aren't going away, and why leaders must stop looking for a one-size-fits-all answer and start embracing flexibility.00:07:50 – Nicole and Steve dive into why tolerance for ambiguity is now a critical leadership skill and how being “more human” is the secret advantage AI can't replace.00:13:45 – A powerful mindset shift as Steve reframes loyalty, tenure, and turnover—and explains why creating value is what actually makes employees more valuable in today's workforce.00:22:25 – Steve drops a game-changing insight: people aren't disloyal to companies, they're loyal to learning—and explains what leaders must do to keep great people engaged.00:43:40 – A behind-the-scenes story from LinkedIn on learning velocity, revealing how leaders can identify fast learners and build future-ready talent from within.Connect with Steve:Steve's book, Workquake: https://a.co/d/i5StO4jSteve's website: https://stevecadigan.com/Also mentioned in this episode:Mindset by Carol Dweck: https://a.co/d/i43IUYwListen at vibrantculture.com/podcast or wherever you get your podcasts!Book Nicole to help your organization ignite clarity, accountability, and energy through her SHINE™ Coaching Methodology.Visit vibrantculture.comEmail: nicole@vibrantculture.comWatch Nicole's TEDx Talk: https://youtu.be/SMbxA90bfXE

Rene Felber is Chair of the TM Forum TPAC (TechCo, People and Culture) Collaboration Project, and he is joined by Ishari Siriwardane, General Manager for Transformation at SLT and key member of the group. In this podcast they speak to TM Forum's Principal Analyst Dean Ramsay about group's aims and progress.  The conversation focuses on the impact AI is having on telecoms people and culture and what strategies the group are seeing from a leadership perspective. Are telco leaders making the right decisions on reskilling? 

As organisations navigate the rapid rise of AI, the challenge is no longer simply acquiring technology; it's preparing people to use it effectively. Many companies are realising that access to AI tools alone doesn't translate into business impact. Employees need meaningful opportunities to develop skills that can be applied immediately, helping teams work smarter and make better decisions.In this episode of Tech Transformed, Christina Stathopoulos, Founder of Dare to Data, speaks with Gary Eimerman, Chief Learning Officer at Multiverse, about the pressing challenge of closing the AI and data skills gap in the workforce. They explore how organisations can build an AI-ready workforce, focusing on non-technical employees and the importance of a skills-first approach to learning.The Skills-First ApproachMultiverse champions a skills-first approach to upskilling employees in AI and data, asserting that this targeted training drives measurable business impact, including increased productivity, revenue growth, and time savings. This strategy moves beyond general AI literacy to focus on practical, applied learning. By diagnosing both organisational needs and individual skill levels, the approach identifies gaps and prescribes tailored, project-based learning experiences. Employees don't just complete modules in isolation; they work on real-world projects that apply the skills they are learning from day one, reinforcing retention and ensuring that training contributes to tangible outcomes.Learning in the AI EraGary explains that learning in the AI era is not simply about providing tools or access to content; it's about driving behaviour change, aligning learning with business outcomes, and embedding a culture of continuous skill development. As AI reshapes both the work we do and the way we learn, organisations that invest in people-first strategies position themselves to thrive rather than merely adapt. This conversation demonstrates that the future of work is always on learning, and that meaningful investment in AI and data skills is no longer optional; it's a critical driver of business success.Unlocking Workforce PotentialBy combining practical, applied training with ongoing support and measurable outcomes, companies can not only close the AI skills gap but also unlock the full potential of their workforce in an era defined by rapid technological change.TakeawaysTechnology alone is never enough; people must be invested in.Reskilling is a necessity due to technological disruption.Organisations must focus on human behaviour change, not just software deployment.A skills-first approach is critical for effective learning.Learning should be project-based and applied immediately.Non-technical roles are increasingly adopting AI tools.Creating time and space for learning is essential.Highlighting success stories builds confidence in using AI.Measuring impact through metrics like revenue per employee is vital.The future of work requires a cultural shift towards continuous learning.Chapters00:00 Closing the AI and Data Skills Gap02:02 Challenges in Building an AI-Ready Workforce06:06 The Skills First Approach to Learning10:04 Supporting Non-Technical Employees in AI13:46 Measuring the Impact of AI Skills...

Como otimizar a fase de Discovery e assim garantir boas decisões de jornada para o produto? Neste episódio, Ramon Finelli, Diretor de Negócios, e Rafaela Pontello, Designer Estratégica, ambos da dti digital, mostram como a Inteligência Artificial está transformando a fase de descobertas, reduzindo drasticamente o tempo de processo e melhorando a tradução entre as necessidades de negócio e as soluções tecnológicas mais aderentes. Saiba como as organizações estão substituindo meses de pesquisa por insights precisos em questão de dias. Ficou curioso? Então, dê o play! Leia o artigo da McKinsey: https://www.mckinsey.com/industries/technology-media-and-telecommunications/our-insights/unlocking-… Assuntos abordados: Tradução entre negócios e tecnologia; Discovery como ferramenta estratégica; IA acelerando a curva de conhecimento; IA no mapeamento de mercado; Prototipagem acelerada com IA; Redução drástica no tempo de Discovery; IA em propostas personalizadas; O papel humano com IA; Ferramentas de inteligência de mercado; Otimização de equipes com IA; Reskilling para trabalho com IA; Links importantes: Newsletter Dúvidas? Nos mande pelo Linkedin Contato: osagilistas@dtidigital.com.br Os Agilistas é uma iniciativa da dti digital, uma empresa WPPSee omnystudio.com/listener for privacy information.

Send us a textWhen there's a need to re-center, stay grounded, and remember that growth is accessible to all of us, this is the episode to revisit. The Mindful Response with Estela Zuheros, Corporate Social Responsibility leader at IBM, explores how social impact, reskilling, and mindfulness come together to create a better, more inclusive world. Come for the global perspective on reskilling, stay for practical reflections on slowing down, being kind to yourself, and avoiding burnout along the way.· 02:06 Meet Estela Zuheros · 05:21 Your personal why? · 07:16 Reskilling · 11:41 The skills problem to solve · 18:44 Measuring success · 20:07 Primary areas of reskilling · 23:02 Program selection criteria · 26:31 The Mindful Response · 37:30 Avoiding burnoutLinkedIn: https://www.linkedin.com/in/estelaquesadazuheros/​ Website: https://estelaquesadazuheros.com/Want to be featured as a guest on Making Data Simple? Reach out to us at almartintalksdata@gmail.com and tell us why you should be next. The Making Data Simple Podcast is hosted by Al Martin, WW VP Technical Sales, IBM, where we explore trending technologies, business innovation, and leadership ... while keeping it simple & fun.

Send us a textWhen there's a need to re-center, stay grounded, and remember that growth is accessible to all of us, this is the episode to revisit. The Mindful Response with Estela Zuheros, Corporate Social Responsibility leader at IBM, explores how social impact, reskilling, and mindfulness come together to create a better, more inclusive world. Come for the global perspective on reskilling, stay for practical reflections on slowing down, being kind to yourself, and avoiding burnout along the way.· 02:06 Meet Estela Zuheros · 05:21 Your personal why? · 07:16 Reskilling · 11:41 The skills problem to solve · 18:44 Measuring success · 20:07 Primary areas of reskilling · 23:02 Program selection criteria · 26:31 The Mindful Response · 37:30 Avoiding burnoutLinkedIn: https://www.linkedin.com/in/estelaquesadazuheros/​ Website: https://estelaquesadazuheros.com/Want to be featured as a guest on Making Data Simple? Reach out to us at almartintalksdata@gmail.com and tell us why you should be next. The Making Data Simple Podcast is hosted by Al Martin, WW VP Technical Sales, IBM, where we explore trending technologies, business innovation, and leadership ... while keeping it simple & fun.

As we close out 2025, Peter and Dave are making predictions about what's coming in 2026, especially around AI, organizational change, and how teams actually work.They cover five key predictions:AI moves from tools to organizational capability: Organizations that invest in literacy, governance, and data foundations will pull ahead of those just sprinkling AI on top and hoping for the best.Critical thinking beats prompt engineering: The real competitive advantage won't be writing clever prompts. It'll be knowing when to pause, think through the problem, and decide if you even need the AI in the first place.Product delivery becomes non-negotiable: After 20 years of pushing Agile principles, AI might finally force organizations to actually adopt them (even if they're reluctant to call it "Agile").Businesses return to fundamentals: Just like the dot-com bubble, we're heading toward a moment where the market will care more about revenue, customers, and sustainability than hype.Reskilling becomes a structural investment: Organizations will need to figure out what roles actually look like in an AI-enabled world and invest in growing their people, not just replacing them.At the end, Peter and Dave pick which prediction is hardest to measure (spoiler: it's critical thinking) and commit to revisiting these in March to see how wrong they were.If you've been wondering where all this AI stuff is actually heading, this episode cuts through the noise with grounded, practical predictions you can actually use.Related episodes:AI and Knowledge Management with Derek Crager: https://www.buzzsprout.com/1643821/episodes/17360635Product vs. Process Innovation: https://www.buzzsprout.com/1643821/episodes/7953100There Are No Safe Bets in Business Anymore: https://www.buzzsprout.com/1643821/episodes/17433034Reach out: feedback@definitelymaybeagile.com

From time to time, we'll re-air a previous episode of the show that our newer audience may have missed. During this episode, Santosh is joined by Matthew Putman, Co-Founder and CEO of Nanotronics, a company providing customized solutions for automated optical inspection, process control, and security. During the conversation, Santosh and Matthew explore the current state and future of semiconductor manufacturing in the U.S., emphasizing the challenges and opportunities. Matthew shares his unique journey from a background in theater and music to leading innovations in semiconductor manufacturing. Key topics include the implications of the CHIPS Act, the concept of "cube fabs," the importance of reskilling the workforce, the transformative role of AI in manufacturing, the need for creativity and adaptability in the industry, and so much more.Highlights from their conversation include:Matthew's Background and Journey Into Manufacturing (0:41)The State of Semiconductor Manufacturing (4:33)Impact of the CHIPS Act (7:01)Reskilling the Workforce (11:17)Critique of the CHIPS Act Funding (13:00)Opportunities in Manufacturing Technology (17:58)Collaboration Between Academia and Industry (20:46)Risks of Diversifying Semiconductor Production (23:18)The Value of AI in Manufacturing (25:10)Creativity in Business and Music (26:11)Science and Engineering Thought Processes (28:10)Impact of Upcoming Elections on Manufacturing (29:33)Labor Shortage Perspectives (30:00)Final Thoughts and Takeaways (30:31)Dynamo is a VC firm led by supply chain and mobility specialists that focus on seed-stage, enterprise startups.Find out more at: https://www.dynamo.vc/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In dieser Episode des SEOpresso-Podcasts diskutieren Björn Darko und Marco Lauerwald die Herausforderungen und Chancen im Bereich der Skill Gaps im Marketing und SEO. Marco, der an seiner Dissertation über Skill Gaps in deutschen Marketing-Teams arbeitet, teilt seine Erkenntnisse über die Notwendigkeit von Upskilling und Reskilling in der Ära der Künstlichen Intelligenz. Sie beleuchten die Bedeutung von Digitalkompetenzen, die Rolle von Führungskräften in der Weiterbildung und die Notwendigkeit, eine Lernkultur in Unternehmen zu etablieren. Zudem wird das L17-Modell für energiepositives Lernen vorgestellt und die Wichtigkeit von Soft Skills in der Führung diskutiert.TakeawaysSkill Gaps sind ein zentrales Thema im Marketing.Die Weiterbildung muss an die Bedürfnisse des Marktes angepasst werden.Digitalkompetenzen sind entscheidend für den Erfolg im Marketing.Upskilling ist in der KI-Ära wichtiger als Reskilling.Die Halbwertzeit von Wissen beträgt nur zweieinhalb Jahre.Führungskräfte müssen als Vorbilder in der Weiterbildung agieren.Skill Trees helfen bei der Talententwicklung und Motivation.Lernen muss individuell und in Arbeitszeit integriert sein.KI kann uns von monotonen Aufgaben befreien.Eine positive Lernkultur ist entscheidend für den Unternehmenserfolg.Chapters00:00 Einführung in Skill Gaps im Marketing02:18 Die Motivation hinter der Forschung zu Skill Gaps04:14 Herausforderungen der Weiterbildung in Unternehmen07:30 Die Halbwertzeit von Wissen und die Rolle der KI10:45 Digitale Kompetenzen und die Zusammenarbeit mit KI14:12 Upskilling vs. Reskilling in der KI-Ära16:32 Wichtige Skills für SEO-Profis 202520:42 Skill Trees zur Talententwicklung im SEO24:36 Die Bedeutung von Hardskills und Softskills26:01 Führung und Management: Herausforderungen und Lösungen30:00 Einfluss der Führungskraft auf das Arbeitsumfeld32:45 Das L17-Modell: Prinzipien für energiepositives Lernen37:55 Herausforderungen in der Weiterbildung und Ressourcenmanagement41:00 Die 70-20-10-Methode für effektives Lernen46:37 Menschzentrierung im KI-Zeitalter: Chancen und HerausforderungenWer mehr zu diesem Thema wissen möchte, dem empfehle ich Marcos Website: https://skillgaps.de/

El Mundo de Cabeza - María Fernanda Vergara, El auge del Upskilling y Reskilling by FM Mundo 98.1

A new report commissioned by Scale Ireland and undertaken by labour market experts, David Collings, Professor of Sustainable Business at Trinity Business School, and Dr. Shirley Kavanagh, an executive adviser and consultant specialising in talent management, workforce development, and organisational strategy has found that Ireland faces a considerable challenge to meet the future skills needs of its indigenous IT sector. How to Future Proof Ireland's Talent Supply Scale Ireland is the not-for-profit, independent representative organisation for Irish tech start-up and scaling companies. It is the biggest representative organisation for the sector with 800 members. The report which it commissioned found that notwithstanding that Ireland performs creditably in international skills comparisons surveys, we face a serious challenge to meet the skills demands of a growing tech sector. Key points raised include: Ireland performs well in producing ICT graduates, but current supply models suggest that supply will be insufficient to meet future demand. Reskilling and upskilling of employees is likely to be critical. As skills evolve some skills will reduce in importance while others will emerge or become more valuable. Organisations must invest in continuous learning, upskilling and reskilling to meet emerging skills needs. A key risk is that SMEs including indigenous tech start-ups and scaling companies are less likely to have a talent development strategy in place. It is unlikely that third level institutions alone will provide sufficient supply to meet the growing skills demands of the ICT sector. We recommend a greater focus on other routes to entry to the labour market such as apprenticeships. The sector (indigenous and multinational) is already highly reliant on migrant labour with as much as 40% of employment in the sector already undertaken by non-Irish labour. The authors point to the importance of targeted global messaging about employment opportunities and the importance of an efficient employment permit system. Barriers to international migration include high personal tax rates, cost of living, personal safety, and infrastructure, particularly housing and transport. The overall ICT sector (indigenous and multinational) may require as many as 89,590 new positions by 2030. The skills profile will be impacted by additional demand for AI and machine learning skills, network, cybersecurity and technological literacy. In calculating these growth figures, and noting the potential that some work will be automated by AI potentially reducing employment, the authors assume that any efficiencies will be supplemented by higher growth in the medium term. Indeed, while we have witnessed some disruption in the labour market with some job reductions attributed to improved productivity in the context of AI, in line with broader reports and historical trends, the analysis in the report assumes this will level out in the relatively short term. The report also suggests that attracting critical talent may pose a greater challenge to start-up and scaling companies that often lack the human resources capacity of larger firms. Sectoral level initiatives will be critical to upskilling, and bodies such as Skillnet Ireland and SOLAS are likely to play a key role in this regard. It also calls for additional inward diversity paths for the sector. Notwithstanding indicators of a strong commitment to inclusion and the empowerment of women, female employment in ICT remains relatively low. Ultimately, the report states that Ireland will be competing against other jurisdictions for skills talent and we must engage proactively to address this challenge. See more breaking stories here.

The IT function is evolving fast. It's no longer just about maintaining systems but about shaping culture, driving innovation, and aligning technology with business goals. In this episode of CIO Talk Network, Dominic Redmond, Chief Information Officer at PageGroup Business Technology, joins host Sanjog Aul to explore how CIOs can reimagine their teams to lead with agility, business fluency, and people-first leadership in an AI-driven world. Topics Covered: 00:00 – Introduction 06:30 – IT as cost center → value driver 14:45 – Fact, fear, and faith in IT investment 23:10 – Co-creation and cross-functional ownership 30:00 – Reskilling and navigating rapid AI adoption 38:20 – Business fluency for IT professionals 45:10 – Governance, agility, and architectural flexibility 53:00 – Leadership mindset shifts for the future Full Transcript & Episode Details: https://www.ciotalknetwork.com/reimagining-the-it-team-people-culture-leadership/ Youtube Link : https://youtu.be/9imb5Plyz50 Vimeo Link: https://vimeo.com/1127461008?share=copy&fl=sv&fe=ci About CIO Talk Network: CIO Talk Network (CTN) is a global, peer-led platform where enterprise business and technology leaders share authentic, experience-driven insights. Hosted by Sanjog Aul, CTN sparks honest conversations that challenge conventional thinking and inspire leadership transformation. Follow CIO Talk Network: LinkedIn: https://www.linkedin.com/company/cio-talk-network X (Twitter): https://twitter.com/ciotalknetwork Website: https://www.ciotalknetwork.com

Peggy Smedley and Dan Miklovic, founder, Lean Manufacturing Research and leader, Third Eye Advisory, talk about the real cost behind not investing in reskilling and if a talent gap is on the horizon already. He says it depends on how you define it because there are going to be skills by 2030 that we don't even know we need yet. They also discuss: · Where the biggest risk lies. · One of the prime reasons workers leave companies. · Where the real skill lies today—and how durable skills come into play. https://thirdeyeadvisory.com/

Jeremy Au and Jordan Dea-Mattson reconnect to explore how Vernor Vinge's Rainbows End anticipated today's world of accelerating technology, reskilling challenges, and demographic shifts. They examine which predictions came true, which fell short, and how these lessons apply to AI adoption, fragile digital systems, and the need for lifelong learning. Their conversation highlights why individuals must build meta-skills, why policymakers lack playbooks, and how Southeast Asia can prepare for a future shaped by both singularity and depopulation trends. 00:41 Tech change accelerates beyond generations: Vinge showed how skills like programming quickly became obsolete, leaving workers structurally unemployed. 07:27 Reskilling mirrors today's digital divide: Characters were pushed back into classrooms, similar to how older workers struggle with cashless systems and SaaS adoption. 11:56 Rogue AI foreshadowed safety debates: Vinge hinted at AI bargaining to survive, connecting to current AI alignment concerns. 13:58 Belief circles resemble online echo chambers: Communities overlapped with reality, much like radicalization on forums and social platforms today. 18:29 Trust collapses with fragile systems: A single broken security certificate caused global chaos, resembling real-world failures like the CrowdStrike outage. 38:19 Singularity defined as break point: Jordan explains the mathematical roots of singularity as the moment when definitions collapse with exponential change. Watch, listen or read the full insight at https://www.bravesea.com/blog/jordan-dea-mattson-rogue-ai-rising Get transcripts, startup resources & community discussions at www.bravesea.com WhatsApp: https://whatsapp.com/channel/0029VakR55X6BIElUEvkN02e TikTok: https://www.tiktok.com/@jeremyau Instagram: https://www.instagram.com/jeremyauz Twitter: https://twitter.com/jeremyau LinkedIn: https://www.linkedin.com/company/bravesea English: Spotify | YouTube | Apple Podcasts Bahasa Indonesia: Spotify | YouTube | Apple Podcasts Chinese: Spotify | YouTube | Apple Podcasts Vietnamese: Spotify | YouTube | Apple Podcasts

On the latest episode of After Earnings, Ann sits down with Udemy CEO Hugo Sarrazin to discuss the company's pivot from a traditional online course marketplace to an AI-powered platform designed to reskill the global workforce. Highlights include: - Udemy's shift from one-off course sales to a subscription model - The company's enterprise push to reskill workforces at scale - The future of its instructor-driven marketplace - How AI can deliver mass personalization in learning 00:00 – Hugo Sarrazin Joins 01:12 – Why the online learning industry is under pressure 02:42 – Udemy's consumer vs. enterprise business explained 05:56 – How AI enables personalization in learning 08:00 – Marketplace model vs. proprietary content 11:58 – Transition to subscriptions and monetization challenges 15:02 – Is Udemy becoming a digital media company? 16:48 – Enterprise clients and “just-in-time” learning 20:27 – Selling to CTOs, HR, and business leaders 23:33 – Reskilling 92 million workers in the AI era 25:39 – ROI pressure vs. growth opportunity 27:11 – Margins, cash flow, and product investment 29:03 – Hugo Sarrazin's career journey: McKinsey to CEO 33:40 – Will AI replace consulting? 37:55 – The future of Udemy After Earnings is brought to you by Stakeholder Labs and Morning Brew. For more go to https://www.afterearnings.com Follow Us X: https://twitter.com/AfterEarnings TikTok: https://www.tiktok.com/@AfterEarnings Instagram: https://www.instagram.com/afterearnings_/ Reach Out Email: afterearnings@morningbrew.com $UDMY Learn more about your ad choices. Visit megaphone.fm/adchoices

What will AI really do to your job—replace it, reshape it, or leave it untouched?In this episode of AI Experience, Julien Redelsperger speaks with Karen Boyd, Director of Research at the Policy & Innovation Center, about what it means to be “AI-ready” in the workplace. You'll hear how AI is already changing both white-collar and blue-collar jobs, why some roles are more exposed than others, and what skills will matter most in the years ahead. Karen also shares why reflexivity—the ability to notice your own assumptions—may be the human edge that helps you thrive alongside algorithms. If you're wondering how to adapt your career, or how to prepare your teams for the age of AI, this conversation is for you.Hosted by Ausha. See ausha.co/privacy-policy for more information.

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Are you still thinking of AI as just “ChatGPT with a better prompt”? Or maybe you've played around with Zapier automations and thought, yeah, that's good enough. Today's featured guest knows that the agencies pulling ahead right now are building full-on AI agent networks that replace routine tasks, streamline data pipelines, and give their teams superpowers. She's re-engineering her agency around AI and will talk about where she finds top-tier talent and why you don't need to code to lead your agency into the future. Jennifer Bagley is the CEO and founder of CI Web Group, a fully virtual digital marketing agency registered in 22 U.S. states with clients across the United States and Canada. A former corporate operator turned entrepreneur, Jennifer started in real estate and mortgage brokerage before leaning into the marketing work she built to support those businesses. Today she runs a modern, tech-forward agency that's rebuilt its stack around AI, centralized data, and agentic networks, all while carrying the scars and lessons of scaling, pivoting, and re-founding a business from the ground up. In this episode, we'll discuss: Feeling trapped by the business. Hiring, firing, and the people reset AI, reskilling, and the end of “middle” roles What does this talent cost? Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design, and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. From Corporate Ladder to Accidental Agency Founder Jennifer came from an operations background, a self-proclaimed black belt in Six Sigma and certified project manager. Having built that corporate background, she had made a promise to herself (“by 30 I'll be an entrepreneur”), and started to build the side hustle that became the main event. She started in real estate and mortgage brokering where she had to learn marketing the hard way; not because she wanted to be a marketer, but because the survival of her businesses depended on it. Initially, Jennifer didn't set out to build a scalable agency; she built a team to support her broker network. When the market collapsed in 2008, the same team that did marketing for agents suddenly had a market outside real estate. That “we'll just help this painter or HVAC company” phase is where the web group was born: small, service-focused, and useful to people in her network. That accidental turn became a business by solving real, pressing problems for paying clients, then leaned into that. Trading Time for Freedom: The Hard Pivot For the first five years, Jennifer describes the business as a “lifestyle” operation, profitable maybe, but trapping her time. She was trading billable hours for income and was reaching her limit when she hired a coach that forced a reckoning: if entrepreneurship isn't buying you time, money, and freedom, what's the point? So she made the brutal choice of cutting consulting contracts and burning the bridge to the “safety” of hourly work, and effectively gave herself a mulligan. This is the classic founder pivot: you have to choose between growth that keeps you doing the work and growth that scales the business without you. Jennifer's reset wasn't pretty, for a while she lost everything and she and her son lived in an office for a while, but it bought her the permission to build something salable, not just sustainable. Agency owners who feel trapped in delivery need to remember that sometimes you have to give up short-term revenue to create long-term value. Feeling Trapped by the Agency and Becoming a CEO Those first five years, Jennifer continued to run a business that started as a supply chain consulting and eventually turned into a sales supply chain consulting. This change meant the business was now a good lead generator for the agency but it also meant Jennifer was essentially selling her image and her time. Until she ran out of time. Once she felt trapped by the business, Jennifer actually hired a business coach that helped her change the model from “selling Jennifer with marketing on the side” to an actual sustainable business. She had to go back to the basics and remember she, like every entrepreneur, started the business with the idea of having more time, money, and freedom. It took losing everything, but Jennifer knew she didn't want a lifestyle business, she wanted a sellable business. The antidote was delegation plus systems. If you want growth and a future exit, you need to own those CEO responsibilities and be comfortable with letting go of the day-to-day. Hiring, Firing, and Resetting the Team Jennifer's talent strategy has evolved with each stage of growth. Her early hires were the classic “friends, family, fools” bootstrap crew; later she invested in developers, content teams, project managers, and over time, more strategic hires like CFOs, chief of staff, BI teams, and AI engineers. Each five-year arc brought a new set of needs and a new level of sophistication in hiring. Now, she divides her time between promoting her agency's work in podcasts and content and thinking of ways to navigate her business in these volatile and exciting times. Her most recent addition to the team was a technology and transformation team that is revisiting all of the agency's processes, investments, and infrastructure. As a result, she has downsized her team from over 300 W2 employees and refocus the team. The takeaway for agency owners: be honest about whether your people are builders or maintainers, and hire accordingly. The workforce you need for growth is not the same as the workforce you need for stable operations. Building AI Agent Networks with Centralized Data Jennifer's agency shifted from WordPress to Webflow and built agentic networks: hundreds of AI agents that crawl competitors, do strategy homework, and automate tasks that humans used to do. More importantly, they rebuilt infrastructure into a hub-and-spoke model with a centralized min.io data layer and ETL pipelines feeding analytics and BI. Two big lessons here. One: invest in your tech stack deliberately so you're not a Frankenstein of five different platforms that don't talk to each other. Two: design your data architecture so your people (and your AI agents) have a single source of truth. That's how you get from fire-fighting in six dashboards to proactive, predictive signals that tell you when a client engagement needs attention. AI, Reskilling, and Shrinking Middle Roles Jennifer draws a hard line: the agency now tends to hire either very seasoned client-facing leaders or AI engineers; the middle is shrinking. With agentic networks giving junior staff “superpowers,” the agency can afford fewer mid-level “lever pullers.” At this level there's no room for slow execution or elementary work. That's a cultural and ethical challenge, both for hiring and for workforce development. For agency owners, this raises practical HR questions: do you reskill your people, or replace them? Jennifer suggests building agent-driven systems that augment humans, and being brutally honest about who can grow into that future. It's also a call to action for how we prepare the next generation: schools won't teach this; companies will need to. Playing with AI Platforms: Why Leaders Need to Just Know Enough to Be Dangerous Jennifer started like a lot of agency owners dipping into AI, playing around on tools like n8n, Make.com, Relevance, and Longchain. Her dev team laughed, calling her an “elementary school kid on a tricycle,” but here's the point: she didn't need to master the tech. She needed to know enough to point her team in the right direction. Instead of obsessing over code, she framed the problem differently: “Here's what I don't want a human doing anymore. Can you make that happen?” That mindset shift is key for agency owners. You don't need to be a full-stack AI engineer to lead an agency into the future; you just need to clearly define outcomes and invest in people who can deliver them. Find Real AI Talent in Unlikely Places This is where most agencies get stuck. You're not going to find your next AI architect on Upwork. Jennifer leaned on her network, starting with her cousin Chris, a hardcore developer who initially thought AI platforms were “rookie business.” Once Chris realized the power of agentic networks to scale his expertise, he became the backbone of CI Web Group's transformation. Now, she hunts talent in unconventional places: hackathons, LinkedIn, and especially YouTube. Forget the flashy “10x growth hack” videos — she looks for nerds with four views, geeking out about orchestrators and ETL pipelines. Those are the builders who care about solving real problems, not just building hype. Her tip: if you find one, reach out immediately. They don't want sales, they just want to build. Designing AI Agents Like an Agency Org Chart Jennifer compares AI agents to a company org chart. You don't hire one person to do everything, that's a recipe for burnout. Same thing with AI. Each agent should tightly focus on a single task, with checks, auditors, and orchestrators overseeing the system. The payoff was massive efficiency gains. Instead of six different platforms that don't talk, her agency built a centralized hub with min.io, ClickHouse, and AI layers on top. That's how you go from patchwork automation to true predictive intelligence. The Real Cost of AI Talent If you're wondering how much this all costs, the answer is… a lot. On the high end, seasoned AI engineers can run you a quarter million in salary. On the low end, Jennifer tests new hires on project-based sprints, maybe $6K for a 10-hour challenge. The point isn't to cut costs; it's to prove quickly who can deliver and who can't. Her recruiting process is brutal but effective: give candidates a project, a tight deadline, and see how they perform. If they stall, they're out. If they screen-share fast and solve problems live, they're in. No fluff, no endless interviews. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

Join us as we sit down with Christina Stathopoulos, founder of Dare to Data and former Google and Waze data strategist, to discuss the unique challenges and opportunities for women in data science and AI. In this episode, you'll learn how data bias and AI algorithms can impact women and minority groups, why diversity in tech teams is crucial, and how inclusive design can lead to better, fairer technology. Christina shares her personal journey as a woman in data, offers actionable advice for overcoming imposter syndrome, and highlights the importance of education and allyship in building a more inclusive future for data and AI. Panelists: Christina Stathopoulos, Founder of Dare to Data - LinkedInMegan Bowers, Sr. Content Manager @ Alteryx - @MeganBowers, LinkedInShow notes: Dare to DataDiversity at AlteryxInvisible WomenUnmasking AI Interested in sharing your feedback with the Alter Everything team? Take our feedback survey here!This episode was produced by Megan Bowers, Mike Cusic, and Matt Rotundo. Special thanks to Andy Uttley for the theme music.

How do we prepare today's workers for the jobs of the future and ensure no one is left behind? In this episode of Optimistic Outlook, Barbara Humpton sits down with Guild CEO Bijal Shah to explore how employers, educators, and governments can come together to unlock workforce potential. From frontline roles in healthcare and manufacturing to the emerging demands of AI and advanced technologies, they discuss what it takes to build resilient, future-ready talent pipelines. Together, they dive into why reskilling and upskilling are now a business imperative, how employers can open doors through accessible, stackable learning pathways, the role of public–private partnerships in solving critical talent shortages and why continuous learning is the key to economic growth and opportunity. This conversation is about more than education—it's about creating inclusive pathways, breaking down barriers, and rethinking what it means to prepare workers for a rapidly changing world.   Show notes Subscribe to Barbara's LinkedIn Newsletter [New Research] Build vs Buy: Manufacturing Talent Strategy in the Age of Automation, AI, and, Reshoring: The manufacturers best positioned for the next decade are building talent from within. The numbers speak for themselves: employers could collectively save $2.8B by developing the top five roles in manufacturing internally rather than hiring externally. New research from Lightcast and Guild reveals how leading manufacturers are solving skills gaps, reducing time-to-fill, and cutting labor costs by developing their existing workforce. [Webinar] Build vs Buy: Manufacturing Talent Strategy in the Age of Automation, AI, and Reshoring: Join leaders from Guild, Lightcast, and Siemens on September 30 as they discuss new research. Explore how to shift from relying only on hiring talent to building talent from within; make smarter Total Rewards and L&D investments based on real-time labor market signals; and mobilize internal pipelines that support business priorities like smart manufacturing, new product cycles, and supply chain agility. Guild resource hub  

Priscila Bala, CEO of LifeLabs Learning, joined us on The Modern People Leader.We explored how AI is transforming learning, the enduring role of middle management, and why the most impactful leadership skills are more human than ever.---- Resources Mentioned:

Art Hu, Global CIO at Lenovo, shares proven strategies for implementing AI at scale in one of the world's largest technology companies. Learn how to navigate uncertainty, build organizational agility, and drive real business value from AI investments.In this episode, you'll learn:Why "no regret" AI investments beat waiting for perfect solutions • How to transform fear of job loss into workforce empowerment • The framework Lenovo uses to evaluate AI opportunities across every business function • Why pull-based learning environments outperform top-down AI mandates • How software engineers are expanding beyond code to become business architectsKey insights covered:✓ Agility as competitive advantage: Accept that AI technologies chosen today won't remain cutting-edge in six months. Build organizational agility instead of seeking guaranteed outcomes.✓ Reframe the AI conversation: AI automates specific tasks within jobs, not entire positions. Leaders must help teams decompose roles and reconstruct them around uniquely human contributions.✓ Create environments, not mandates: Lenovo built hundreds of approved AI agents across legal, marketing, finance, and HR. When employees experiment with relevant tools, they naturally request advanced training.✓ Leadership requires hands-on experience: Senior executives must personally engage with AI tools to lead effectively. You cannot manage what you don't understand.Art Hu oversees technology strategy for a company selling four devices per second globally. His dual perspective as both Global CIO and Chief Delivery & Technology Officer provides unique insights into bridging the gap between AI potential and practical business outcomes.Perfect for: CIOs, CTOs, business executives, and technology leaders navigating AI transformation in their organizations.

Alex Buder Shapiro, Chief People Officer at Jasper, joined us on The Modern People Leader.We talked about how AI is reshaping organizational design, the shift from early-career jobs to early-career talent, and how HR teams can lead through experimentation and workflow innovation.---- Sponsor Links:

Brought to you by the Founders Unfiltered podcast by A Junior VC - Unscripted conversations with Indian founders about their story and the process of building a company. Hosted by Aviral and Mazin.Join us as we talk to Nikhil Barshikar, the Founder and CEO of Imarticus Learning about their story.Nikhil holds a Bachelor's degree in Finance and Economics from Rutgers University and an MBA from London Business School.He has held leadership roles including Vice President at Lehman Brothers and Nomura India, Executive Director at Nomura Securities, and Investment Committee Member at BLinC Invest. In 2012, he went on to found Imarticus Learning.

2025 is half over. What issues should human capital leaders focus onduring the restof the year?     In this time of rapid change, chief HR officers (CHROs) shouldfocus on issues such as AI transformation, leadership resilience, and strategic workforce planning. Whatelse made The Conference Board's top 10 CHRO priorities for the restof 2025?    Join Steve Odland and guest Diana Scott, center leader of the US Human Capital Center at The Conference Board, to find out why succession and workforce planning are so important, the role of reskilling and upskilling, and how to help your workforce overcome their fear of AI.    The Conference Board is profiling the top 10 priorities for crucial job functions and business units. In this episode of C-Suite Perspectives, we look at the top priorities for CHROs.     (00:46) Priority Number 10: Employee Well-Being (03:47) Priority Number 9: Data-Driven Workforce Decisions (06:20) Priority Number 8: Succession Planning (08:49) Priority Number 7: Reimagining Hybrid and Flexible Work (11:23) Priority Number 6: Talent Mobility and Internal Opportunities (14:00) Priority Number 5: Reskilling and Upskilling at Scale (17:01) Priority Number 4: Driving Organizational Change and Building Culture (19:00) Priority Number 3: Strategic Workforce Planning (22:02) Priority Number 2: Leadership Resilience and Agility (23:05) Priority Number 1: Leading AI and Technology Transformation      For more from The Conference Board:  The State of US Job Satisfaction  The Reimagined Workplace 2025: Managing Uncertainty  Navigating Change Fatigue in an Age of Disruption 

Forget everything you knew about hiring.  That market died in 2021 and left no forwarding address. What replaced it?  A system where 75% of executive positions fill before posting.  Where referrals convert 900% better than applications.  Where your LinkedIn profile matters more than your résumé. This isn't temporary turbulence—it's permanent infrastructure.  Cost of nostalgia: $80K per quarter of missed compensation. In this solo episode, Loren breaks down the 3 biggest myths executives over 40 are still clinging onto— and the new framework for getting hired before jobs are even posted. What the best candidates are doing differently in a slow market Why “just applying more” is the worst strategy you can use How to stop tweaking your résumé and start showing up where it matters The 3 Rs of career rewiring: Relationships. Relevance. Reskilling. Plus Loren also shares a real client story from a client who had zero digital footprint and hadn't job searched in 14 years..  And how she went from an outdated LinkedIn profile… To a booked speaker on AI in HR… To being asked to be the CEO of an HR AI Startup.  The market moved. Move with it. Loved the episode? Get a copy of my ebook Turn Age Into Your Advantage Follow me on LinkedIn: https://www.linkedin.com/in/lorengreiff/ Follow me on Instagram: https://www.instagram.com/portfoliorocket/ Watch my podcast on YouTube: https://www.youtube.com/channel/UCpGM7j8croBkkZ4bLqN7DOQ/

Send us a textAfter talking to 50+ professionals across different industries, I noticed a pattern. The people thriving with AI share three common traits: 1. **They embraced AI as a tool, not a threat**2. **They focused on developing uniquely human skills**3. **They became lifelong learners"**Connect With Kapeel Guptaor Click on the link: http://bit.ly/4jlql8sWhat You May Learn0:00 Introduction1:43  Mission Statement2:01 AI Integration across different sectors3:10 Problem / challenge6:38 Exploration / Development11:09 Climax / Key Moment13:16 Conclusion15:08 Call to ActionSupport the show

ServiceNow University and Jayney Howson - Unlocking Talent Transformation In this episode of the podcast, host Bobby Brill interviews Jayney Howson, Senior Vice President, Global Head of Learning and Development at ServiceNow. They delve into the exciting world of ServiceNow University, a platform dedicated to talent transformation through innovative learning and development strategies. Jayney shares her journey from marketing to tech sales leadership and how she is now driving change in corporate learning to ensure equal opportunities for all. They also discuss the importance of reskilling for the future job market and the unique, personalized approach of ServiceNow University, which leverages AI to provide a gamified, engaging, and effective learning experience. Check out ServiceNow University - https://www.servicenow.com/university/training-and-certification.html Guest - Jayney Howson Senior Vice President, Global Head of Learning and DevelopmentHost - Bobby Brill 00:00 Introduction and Guest Welcome 00:25 Jayney's Career Journey 02:35 The Concept of Learning Enablement 04:02 The Importance of Reskilling 08:14 ServiceNow University Overview 13:54 Future of Learning at ServiceNow 16:47 Conclusion and Final Thoughts ServiceNow Training and Certification: http://www.servicenow.com/services/training-and-certification.html ServiceNow Community: https://community.servicenow.com/community For general information about ServiceNow, visit: http://www.servicenow.comSee omnystudio.com/listener for privacy information.

ServiceNow University and Jayney Howson - Unlocking Talent Transformation In this episode of the podcast, host Bobby Brill interviews Jayney Howson, Senior Vice President, Global Head of Learning and Development at ServiceNow. They delve into the exciting world of ServiceNow University, a platform dedicated to talent transformation through innovative learning and development strategies. Jayney shares her journey from marketing to tech sales leadership and how she is now driving change in corporate learning to ensure equal opportunities for all. They also discuss the importance of reskilling for the future job market and the unique, personalized approach of ServiceNow University, which leverages AI to provide a gamified, engaging, and effective learning experience. Check out ServiceNow University - https://www.servicenow.com/university/training-and-certification.html Guest - Jayney Howson Senior Vice President, Global Head of Learning and DevelopmentHost - Bobby Brill 00:00 Introduction and Guest Welcome 00:25 Jayney's Career Journey 02:35 The Concept of Learning Enablement 04:02 The Importance of Reskilling 08:14 ServiceNow University Overview 13:54 Future of Learning at ServiceNow 16:47 Conclusion and Final Thoughts ServiceNow Training and Certification: http://www.servicenow.com/services/training-and-certification.html ServiceNow Community: https://community.servicenow.com/community For general information about ServiceNow, visit: http://www.servicenow.comSee omnystudio.com/listener for privacy information.

Career growth starts with stepping outside your comfort zone.Building a successful career isn't about following a set path—it's about knowing when to evolve and embracing change. Whitney Johnson believes that success comes from disrupting yourself—challenging routines, stepping into discomfort, and continuously evolving. “People think staying in their comfort zone is the safe choice,” she explains, “but real growth happens when we take intentional risks.”As a bestselling author and leadership expert, Johnson has spent years helping individuals and organizations navigate change. She breaks down the S-curve of learning, a framework that helps professionals recognize when it's time to move on, pivot, or double down on their current path. From identifying signs of stagnation to developing strategies for career reinvention, she shares practical tools for making bold moves with confidence.In this episode of Think Fast, Talk Smart, Johnson joins host Matt Abrahams to explore why mastery can be a sign that it's time for a change, how to manage the discomfort that comes with growth, and why personal disruption isn't just a challenge—it's the key to long-term success.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premiumEpisode Reference Links:Whitney JohnsonWhitney's Books: Disrupt Yourself / Smart GrowthEp.147 Disrupt Yourself: How to Innovate Who You Are and Become Who You Can Be  Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (01:36) - What Is Personal Disruption? (04:41) - Signs It's Time to Disrupt Yourself (07:03) - Getting Comfortable with Discomfort (12:00) - Finding Your Next Career Move (15:49) - Ensuring Fulfillment After Disruption (21:04) - Best Career Advice Received (22:37) - Career Regrets & Lessons (24:08) - Conclusion *****This Episode is sponsored by Stanford. Stay Informed on Stanford's world changing research by signing up for the Stanford ReportSupport Think Fast Talk Smart by joining TFTS Premium.        

In 2019, the OECD warned that 14% of global jobs would be eliminated and another 32% would be dramatically transformed by automation. Fast-forward to today, and that prediction feels like an understatement. Generative AI like ChatGPT has accelerated change at a pace no one saw coming. The shelf life of a skill? Less than five years. In tech, sometimes less than three. In this episode with Dr. Bray, we're digging deep into what this seismic shift means for the future of work and how companies must respond. From CEOs to HR leaders, and from frontline managers to hourly workers, the pressure is on to rethink roles, retrain talent, and rebuild strategy from the ground up. What You'll Learn: Why upskilling alone isn't enough in today's AI-driven workplace The five paradigm shifts that define successful reskilling efforts Real-world examples from Amazon, Vodafone, Ericsson, CVS, and more Why reskilling is more than training—it's strategic, cultural, and collaborative We'll also explore how organizations can: Treat reskilling as a competitive advantage, not just a cost center Empower employees to navigate career shifts with confidence Break down internal silos and avoid ‘talent hoarding' Leverage partnerships with nonprofits, governments, and colleges to scale up fast Whether you're a leader navigating digital disruption, a workforce strategist, or simply curious about how AI is reshaping work, this episode delivers the practical insights and bold thinking you need to stay ahead. QUOTES BY DR. BRAY “You can't change people — but you can teach them how to adapt, how to learn, and how to be curious.” “Middle managers are the most important individuals in the organization.”  

This episode is brought to you by https://www.ElevateOS.com —the only all-in-one community operating system.ElevateOS transforms property management, combining resident engagement, reservations, rent payments, maintenance, and concierge services into a single super app. It also uniquely integrates access control, intercoms, package lockers, and thermostats, eliminating app fatigue and redefining modern apartment living.Visit https://www.ElevateOS.com/MMN for a free demo and see how they can help you level up your operations.We're not preparing for the future.We're living in it.In today's episode of Multifamily Collective, we build on yesterday's conversation about agentic workforces and agentic consumers—where AI agents execute strategy, make decisions, and negotiate outcomes. Now the conversation turns to us—the humans.The session title I'm working on?“From Operators to Orchestrators: Reskilling Humans for the Agentic Era.”Because here's the deal:You're no longer the one doing the work.You're the one orchestrating it.Your job isn't to outwork the agent—it's to guide the agent, to train it, to set the parameters for your own AI-driven execution engine. But that shift won't happen on accident.It takes upskilling.It takes rethinking your role.It takes knowing what to focus on right now.The agentic workforce is already reshaping multifamily—and the question isn't when, it's how fast.So what are you doing to get ready?

The impact of AI on jobs is back in the headlines. Geoff Livingston and Greg Verdino took to LinkedIn Live to weigh in on the truth behind the hype—what's really driving layoffs, how leaders should respond, and why reimagining work is the only path forward. They discuss the complex relationship between AI and job loss, exploring the economic pressures that lead to workforce reductions, and the impact of the AI hype cycle. They emphasize the need for organizations to reimagine work in the age of AI, highlighting the importance of leadership adaptation and the integration of human labor with technology. The conversation also touches on ethical considerations and the future of work as companies navigate these changes. In this conversation, Greg and Geoff explore the multifaceted challenges and opportunities presented by the rise of AI and automation across various sectors. They discuss the impending difficulties in the workforce, particularly for entry-level jobs, the necessity for reskilling and upskilling, and the unique challenges faced by nonprofits. The conversation also covers the marketing sector's adaptation to automation, the economic implications of AI, and the importance of scenario planning for future business strategies. Note: This episode is a recording of a LinkedIn Live broadcast from 9am ET, May 28, 2025. Other than some minor audio clean-up, we're presenting it as-is. Chapters 00:00 Introduction and Overview of AI Job Loss 02:47 The Impact of AI on Employment 06:01 Understanding the AI Hype Cycle 08:55 Economic Pressures and Workforce Reductions 11:53 Reimagining Work in the Age of AI 14:57 Leadership in the Age of AI 18:10 Integrating Humans and AI 20:55 Ethics and the Future of Work 24:34 Navigating the Storm: Challenges Ahead 27:04 The Horizontal Impact of AI 30:29 Reskilling and Upskilling in the Age of AI 31:44 The Nonprofit Sector: Opportunities and Challenges 32:15 Marketing in the Age of Automation 36:30 The Future of Entry-Level Jobs 39:27 The Economic Implications of AI 43:46 Scenario Planning for the Future 47:28 Cultural Impacts of AI Adoption Learn more about your ad choices. Visit megaphone.fm/adchoices

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Maxine Cain. She is an award-winning People Leader, changing how women business leaders and entrepreneurs live, work, and play by doing work that matters in STEM, Science, Technology, Engineering, and Math. She is a Senior Human Resources leader and entrepreneurial personality known for innovative approaches to business, strategy, diversity, and inclusion, and Emerging Technologies. Founder & President of STEM Atlanta Women, Inc. A non-profit created to Enlighten, Educate, and Empower women and girls about the advantages and global opportunities in Science, Technology, Engineering, and Math and the future skills needed to compete and succeed in the 21st Century. Her vision is to disrupt unconscious bias in Tech and bridge the gender gap in STEM. We provide STEM Education, Training, and STEM Consulting Services in terms of educational services that include program evaluation, professional development, project management, curriculum development, and capacity building. Maxine also provides consulting and emerging tech advisory services to women business leaders, Entrepreneurs, corporations, and educational institutions in the following practice areas:  Business Strategy & Development  Emerging Technologies  Talent Pipeline Development  Organizational, Operational and Technological Advisory Services  New Skilling, Upskilling, and Reskilling the Workforce in the Digital Era Education: Bachelor of Science Degree, Business Management/ Human Resource Management (4 Years Completed) University of Phoenix Doctor of Humane Letters (L.H.D), Humanitarianism for notable contributions and achievements of national and global significance to humanitarian and community building efforts relative to STEM Education and Training – Dec. 2020. #BEST #STRAW #SHMSSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Maxine Cain. She is an award-winning People Leader, changing how women business leaders and entrepreneurs live, work, and play by doing work that matters in STEM, Science, Technology, Engineering, and Math. She is a Senior Human Resources leader and entrepreneurial personality known for innovative approaches to business, strategy, diversity, and inclusion, and Emerging Technologies. Founder & President of STEM Atlanta Women, Inc. A non-profit created to Enlighten, Educate, and Empower women and girls about the advantages and global opportunities in Science, Technology, Engineering, and Math and the future skills needed to compete and succeed in the 21st Century. Her vision is to disrupt unconscious bias in Tech and bridge the gender gap in STEM. We provide STEM Education, Training, and STEM Consulting Services in terms of educational services that include program evaluation, professional development, project management, curriculum development, and capacity building. Maxine also provides consulting and emerging tech advisory services to women business leaders, Entrepreneurs, corporations, and educational institutions in the following practice areas:  Business Strategy & Development  Emerging Technologies  Talent Pipeline Development  Organizational, Operational and Technological Advisory Services  New Skilling, Upskilling, and Reskilling the Workforce in the Digital Era Education: Bachelor of Science Degree, Business Management/ Human Resource Management (4 Years Completed) University of Phoenix Doctor of Humane Letters (L.H.D), Humanitarianism for notable contributions and achievements of national and global significance to humanitarian and community building efforts relative to STEM Education and Training – Dec. 2020. #BEST #STRAW #SHMSSee omnystudio.com/listener for privacy information.

Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Dr. Maxine Cain. She is an award-winning People Leader, changing how women business leaders and entrepreneurs live, work, and play by doing work that matters in STEM, Science, Technology, Engineering, and Math. She is a Senior Human Resources leader and entrepreneurial personality known for innovative approaches to business, strategy, diversity, and inclusion, and Emerging Technologies. Founder & President of STEM Atlanta Women, Inc. A non-profit created to Enlighten, Educate, and Empower women and girls about the advantages and global opportunities in Science, Technology, Engineering, and Math and the future skills needed to compete and succeed in the 21st Century. Her vision is to disrupt unconscious bias in Tech and bridge the gender gap in STEM. We provide STEM Education, Training, and STEM Consulting Services in terms of educational services that include program evaluation, professional development, project management, curriculum development, and capacity building. Maxine also provides consulting and emerging tech advisory services to women business leaders, Entrepreneurs, corporations, and educational institutions in the following practice areas:  Business Strategy & Development  Emerging Technologies  Talent Pipeline Development  Organizational, Operational and Technological Advisory Services  New Skilling, Upskilling, and Reskilling the Workforce in the Digital Era Education: Bachelor of Science Degree, Business Management/ Human Resource Management (4 Years Completed) University of Phoenix Doctor of Humane Letters (L.H.D), Humanitarianism for notable contributions and achievements of national and global significance to humanitarian and community building efforts relative to STEM Education and Training – Dec. 2020. #BEST #STRAW #SHMSSteve Harvey Morning Show Online: http://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Lorri Rowlandson is Senior Vice President for Strategy & Innovation at BGIS in Toronto and Alana Dunoff, ProFM, FMP, IFMA Fellow is a Consultant and Adjunct Professor at Temple University in Philadelphia. They joined Mike Petrusky on stage in front of an audience of FM professionals at IFMA's Facility Fusion in Austin, TX to record a live podcast called “Leading through Change and the Future of FM Innovation” where they discussed change management and the role of technology in the built environment. Mike asked his guests to share practical use cases as they focused on sharing specific ways that facility managers can have a significant impact on the health of human beings in the workplace. Innovation in FM should start with small, incremental changes, and the panel emphasized that technology, especially AI, should be used to enhance human potential rather than replace it. Lorri and Alana agreed that continuous learning and upskilling are essential for staying relevant in this rapidly changing industry, so they offered change management strategies and practical advice to help you be a Workplace Innovator in your organization! Connect with Lorri on LinkedIn: https://www.linkedin.com/in/lorri-rowlandson/ Connect with Alana on LinkedIn: https://www.linkedin.com/in/alanadunoff/ Learn more about IFMA: https://www.ifma.org/ Discover free resources and explore past interviews at: https://www.workplaceinnovator.com/ Learn more about Eptura™: https://eptura.com/ Connect with Mike on LinkedIn: https://www.linkedin.com/in/mikepetrusky/  

Chapters 00:00 Introduction to the Future of Work01:26 The Impact of Family Background on Career03:05 Career Journey and Work-Life Integration05:48 The Shift in Workplace Culture Post-Pandemic10:56 The Importance of Intentional Office Presence14:39 Future of Work Grand Challenge and Reskilling19:15 AI's Role in the Future of Work21:26 Empowering Employees in the Age of AI22:00 Investing in Talent: Measuring Success23:05 Reimagining Workplace Relationships24:45 Creating Open Feedback Loops26:23 Equity as a Profit Driver29:09 Measuring Equity and Employee Engagement30:47 Insights from Writing 'The Win-Win Workplace'32:36 The Concept of Shared Value34:04 Building Community in the Workplace35:26 Who Should Read 'The Win-Win Workplace'?36:54 The Future of Work: Avoiding Old Mistakes37:54 Defining Success Beyond Career Achievements 

Donald Taylor's 2025 Learning & Development Global Sentiment Survey reveals AI's explosive impact on workplace learning, but the real story is how professionals are moving from buzz to action—using it for everything from quick content fixes to reshaping skills strategies. Yet, the timeless challenge remains: proving L&D's value. Are we chasing trends or driving results?

Explore the critical challenge of addressing workforce skill gaps in an evolving job market. Ginnie Carlier, Vice Chair of EY Americas, shares how organizations can rethink talent management by prioritizing human potential and leveraging cutting-edge technology. From gamified learning to AI-powered simulations, discover how immersive tools can reskill employees and cultivate impactful human skills like adaptability and creativity.Subscribe to the All Things Work newsletter to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/fg444d  ---Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

214 | Samuel & Alex reden über die Tech-Szene und pitchen sich Geschäftsideen. Heute: 20% Zölle auf unsere Geschäftsideen, 3 Side-Hustles mit Chat GPTs neuem Bildgenerierungstool, Longevity treibts zu weit und mehr.Sponsor dieser Folge: QONTO. Ein richtiges gutes Geschäftskonto für deine Firma! 3 Monate gratis hier: qonto.de mit Code OPTIMISTEN.Finde eine Geschäftsidee, die perfekt zu dir passt. Dauert nur 1 Minute mit unserem Ideen-Quiz. Hier: digitaleoptimisten.de/quizKapitel:(00:00) Intro(00:36) Trump-Zölle(07:00) Naval Ravikant: Wahrheiten über den Menschen(20:40) OpenAI launcht neues Bildgenerierungs-Tool. 3 schnelle Geschäftsideen.(27:39) Post von Optimisten(31:17) Enhanced Games: Longevity auf dem Weg weg oder here to stay?(40:30) Skandal um 11x: Wo endet Storytelling von Gründern?(52:20) Geschäftsidee von Alex: Kita BlackBoard Rent(57:24) Geschäftsidee von Samuel: Talent RebootAus dem Gespräch:Podcast mit Naval: https://www.youtube.com/watch?v=KyfUysrNacoStory zu 11x möglichem Betrug: https://techcrunch.com/2025/03/24/a16z-and-benchmark-backed-11x-has-been-claiming-customers-it-doesnt-have/Longevity-Cringe mit dieser Morning Routine: https://www.youtube.com/shorts/ecHEkC0Y-kMMehr Kontext:In dieser Episode von Digitale Optimisten diskutieren Alex Mrozek und Samuel Schneider über die neuesten Entwicklungen in der digitalen Welt, insbesondere über OpenAI's neues Bildgenerierungstool. Sie reflektieren über persönliche Ziele, philosophische Einsichten von Nawal Ravikant und die Auswirkungen politischer und wirtschaftlicher Veränderungen in Europa. Die Diskussion umfasst auch die Herausforderungen und Chancen, die mit der fortschreitenden Technologie verbunden sind. In dieser Episode diskutieren Alex Mrozek und Samuel verschiedene Geschäftsideen, die leicht umsetzbar sind, darunter personalisierte Ausmalbücher und Thumbnail-Design für YouTube. Sie sprechen auch über die Möglichkeit, klassische Literatur in Comic-Form zu bringen. Zudem wird das Feedback von Zuhörern thematisiert, gefolgt von einer Diskussion über die Enhanced Games und die Longevity-Bewegung. Abschließend wird der Skandal um das Startup 11X beleuchtet, das wegen falscher Umsatzangaben und irreführender Testimonials in der Kritik steht. In dieser Episode diskutieren Alex Mrozek und Samuel verschiedene Themen rund um Start-ups, die Rolle von AI im Vertrieb, die Notwendigkeit von Menschlichkeit in der Geschäftswelt und innovative Geschäftsideen. Sie beleuchten die Herausforderungen, die mit falschen Zahlen und Glaubwürdigkeit im Start-up-Bereich verbunden sind, und erörtern, wie AI den Vertrieb verändert. Zudem präsentieren sie ihre eigenen Geschäftsideen, darunter 'Blackboard Rent' und 'Talent Reboot', die sich mit Reskilling und der Nutzung ungenutzter Ressourcen befassen.Keywords:OpenAI, Bildgenerierung, Geschäftsideen, Nawal Ravikant, persönliche Entwicklung, digitale Optimisten, Wirtschaft, Philosophie, Technologie, Innovation, Business Ideen, Thumbnail Creator, Comic Books, Zuhörer Feedback, Enhanced Games, Longevity, 11X Skandal, Start-up, AI, Vertrieb, Menschlichkeit, Reskilling, Pitch-Wettbewerb, Glaubwürdigkeit, Geschäftsideen, Technologie, Innovation

Harvard Business School professor Raffaella Sadun's research has historically focused on digital reskilling. Now, rapid technological changes — like AI — are reshaping the nature of work. Raffaella's research has explored how AI might empower those with intermediate expertise, such as store managers and blue-collar workers, to become more efficient and satisfied in their roles. She shares a bit about her research on today's episode of Me, Myself, and AI and highlights the potential for AI to improve teamwork and innovation by bridging the gaps between different functional teams. Her experiments show that AI can enhance productivity and output quality, sometimes even substituting for team collaboration, while also improving speed and efficiency in problem-solving tasks. Read the episode transcript here. Guest bio: Raffaella Sadun is the Charles E. Wilson Professor of Business Administration at Harvard Business School, where she cochairs the Project on Managing the Future of Work and is coprincipal investigator of the Digital Reskilling Lab. Her research focuses on managerial and organizational drivers of productivity and growth in corporations and the public sector. She cofounded several large-scale projects to measure management practices and managerial behavior in organizations, such as the World Management Survey, the Executive Time Use Study, and U.S. Census Bureau's Management and Organizational Practices Survey of hospitals. Me, Myself, and AI is a collaborative podcast from MIT Sloan Management Review and Boston Consulting Group and is hosted by Sam Ransbotham and Shervin Khodabandeh. Our engineer is David Lishansky, and the coordinating producers are Allison Ryder and Alanna Hooper. Stay in touch with us by joining our LinkedIn group, AI for Leaders at mitsmr.com/AIforLeaders or by following Me, Myself, and AI on LinkedIn. We encourage you to rate and review our show. Your comments may be used in Me, Myself, and AI materials.

Reskilling is high on the agenda for many organisations, but how do you do it reliably—and at scale? In this episode, Molly Howes returns to share the incredible progress of the Aviva Foundry, an ambitious initiative to upskill employees from Customer Support roles into Digital careers, alongside Alex Price, who was a successful participant in the program. They discuss what’s changed since their last appearance, the processes that have made large-scale reskilling successful, and how they’ve ensured employees aren’t just exposed to learning but are truly ready for new roles. They also dive into the challenges of expanding the program internationally, launching new initiatives like the Data Upskilling Bootcamp, and securing buy-in from stakeholders. Packed with insights and real-world lessons, this episode is essential for L&D professionals looking to move beyond training and deliver reskilling programs that change lives and drive business success. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS The Aviva Foundry trains people for emerging roles and reskills those whose roles are no longer needed. The Foundry is available to anyone who wants to retrain. The key is really understanding the skills stakeholders need and focusing on the way your organisation works. Learners are supported by people who do the role they are training for and apply what they learn in practical ways. Colleagues that reskill bring something fresh to their new roles. The Foundry approach is now in Canada and works there too. Take the leap and set up your own Foundry. BEST MOMENTS “If those roles are no longer there for them, they get the opportunity to re-skill.” “This isn't us hand-picking people … this is people saying I want to learn.” “You have to build that trust.” “We knew that if we started making that progress, we'd learn.” Molly Howes Molly is Foundry and GenAI Capability Lead at Aviva having joined the company in 2015 and transitioned into roles including Team Leader and Digital Product Owner. The Aviva Foundry being a learning community, developing the knowledge and skills Aviva need to succeed in an increasingly digitised world. Alex Price Alex is Group Brand Expression & Design Manager at Aviva having successfully transitioned from a Broker Development Associate via the Aviva Foundry program. VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home ABOUT THE HOST David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. CONTACT METHOD Twitter:  https://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

Dr. Maxine Cain She is an award-winning People Leader, changing how women business leaders and entrepreneurs live, work, and play by doing work that matters in STEM, Science, Technology, Engineering, and Math. She is a Senior Human Resources leader and entrepreneurial personality known for innovative approaches to business, strategy, diversity, and inclusion, and Emerging Technologies. Founder & President of STEM Atlanta Women, Inc. A non-profit created to Enlighten, Educate, and Empower women and girls about the advantages and global opportunities in Science, Technology, Engineering, and Math and the future skills needed to compete and succeed in the 21st Century. Her vision is to disrupt unconscious bias in Tech and bridge the gender gap in STEM. We provide STEM Education, Training, and STEM Consulting Services in terms of educational services that include program evaluation, professional development, project management, curriculum development, and capacity building. Maxine also provides consulting and emerging tech advisory services to women business leaders, Entrepreneurs, corporations, and educational institutions in the following practice areas:  Business Strategy & Development  Emerging Technologies  Talent Pipeline Development  Organizational, Operational and Technological Advisory Services  New Skilling, Upskilling, and Reskilling the Workforce in the Digital Era Education: Bachelor of Science Degree, Business Management/ Human Resource Management (4 Years Completed) University of Phoenix Doctor of Humane Letters (L.H.D), Humanitarianism for notable contributions and achievements of national and global significance to humanitarian and community building efforts relative to STEM Education and Training – Dec. 2020. #STRAW #BEST #SHMSSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Dr. Maxine Cain She is an award-winning People Leader, changing how women business leaders and entrepreneurs live, work, and play by doing work that matters in STEM, Science, Technology, Engineering, and Math. She is a Senior Human Resources leader and entrepreneurial personality known for innovative approaches to business, strategy, diversity, and inclusion, and Emerging Technologies. Founder & President of STEM Atlanta Women, Inc. A non-profit created to Enlighten, Educate, and Empower women and girls about the advantages and global opportunities in Science, Technology, Engineering, and Math and the future skills needed to compete and succeed in the 21st Century. Her vision is to disrupt unconscious bias in Tech and bridge the gender gap in STEM. We provide STEM Education, Training, and STEM Consulting Services in terms of educational services that include program evaluation, professional development, project management, curriculum development, and capacity building. Maxine also provides consulting and emerging tech advisory services to women business leaders, Entrepreneurs, corporations, and educational institutions in the following practice areas:  Business Strategy & Development  Emerging Technologies  Talent Pipeline Development  Organizational, Operational and Technological Advisory Services  New Skilling, Upskilling, and Reskilling the Workforce in the Digital Era Education: Bachelor of Science Degree, Business Management/ Human Resource Management (4 Years Completed) University of Phoenix Doctor of Humane Letters (L.H.D), Humanitarianism for notable contributions and achievements of national and global significance to humanitarian and community building efforts relative to STEM Education and Training – Dec. 2020. #STRAW #BEST #SHMSSee omnystudio.com/listener for privacy information.