Podcasts about reskilling

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/

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.

L'IA sta automatizzando posti di lavoro più velocemente di quanto tu possa imparare nuove competenze. Ma il reskilling non basta e NON è la soluzione.Chi resta indietro rischia anni di precariato o di essere escluso del tutto. Il mito del “basta aggiornarsi” ignora che il tempo, la scala e la velocità della rivoluzione IA lasciano milioni di persone senza tutele e senza identità professionale.Politici e aziende “scaricano” la responsabilità sul singolo, tagliando posti e aumentando la disuguaglianza. Solo l'1% accederà ai nuovi lavori tech: per tutti gli altri, salari e tutele in picchiata.Che fare? ne parliamo oggi in un nuovo video.~~~~~ INGAGGI E SPONSORSHIP ~~~~~ Per contatti commerciali: sales@matteoflora.comPer consulenze legali: info@42LawFirm.it~~~~~ SOSTIENI IL CANALE! ~~~~~Con la Membership PRO puoi supportare il Canale » https://link.mgpf.it/proSe vuoi qui la mia attrezzatura » https://mgpf.it/attrezzatura~~~~~ SEGUIMI ANCHE ONLINE CON LE NOTIFICHE! ~~~~~» CANALE WHATSAPP » https://link.mgpf.it/wa» CANALE TELEGRAM » https://mgpf.it/tg» CORSO (Gratis) IN FUTURO » https://mgpf.it/nl» NEWSLETTER » https://mgpf.it/nl~~~~~ CIAO INTERNET E MATTEO FLORA ~~~~~ Questo è “Ciao Internet!” la prima e più seguita trasmissione di TECH POLICY in lingua italiana, online su YouTube e in Podcast.Io sono MATTEO FLORA e sono:» Professore in Fondamenti di Sicurezza delle AI e delle SuperIntelligenze (ESE)» Professore ac in Corporate Reputation e Crisis Management (Pavia).Sono un Imprenditore Seriale del digitale e ho fondato:» The Fool » https://thefool.it - La società italiana leader di Customer Insight» The Magician » https://themagician.agency - Atelier di Advocacy e Gestione della Crisi» 42 Law Firm » https://42lf.it - Lo Studio Legale per la Trasformazione Digitale » ...e tante altre qui: https://matteoflora.com/#aziendeSono Future Leader (IVLP) del Dipartimento di Stato USA sotto Amministrazione Obama nel programma “Combating Cybercrime (2012)”.Sono Presidente di PermessoNegato, l'associazione italiana che si occupa di Pornografia Non- Consensuale e Revenge Porn.Conduco in TV “Intelligenze Artificiali” su Mediaset/TgCom.

Le aziende cercano. I talenti non si trovano. O non restano. Nel 2025, il mercato del lavoro italiano affronta una delle sue crisi più profonde: mancano le competenze, i giovani fuggono, i laureati sono pochi e i NEET troppi. Nell'episodio 52 di Digital HR, Primo Bonacina analizza dati, cause e soluzioni di un fenomeno che tocca ogni settore – dall'IT alla sanità – e propone un bivio strategico: formare e trattenere, oppure raccontare e attrarre. Ma per convincere un talento a unirsi alla nostra squadra, non basta un'offerta: serve una storia vera, credibile, forte.Ce l'abbiamo?Buon ascolto!

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  

Meet Angela Renfrew, Director of Talent Acquisition and Early Careers at First Bus — and a practitioner who's proving that recruitment transformation doesn't start with shiny tech. It starts with data, process, and winning over the toughest audience: hiring managers.In this episode of TA Disruptors, Angela shares the playbook she used to cut through scepticism, scrap outdated practices, and build a recruitment function ready for AI and automation. No fluff. Just hard-won lessons from the frontline.Join Angela as she discusses:

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:

Our conversation with Mark Koulianos continues as we focus on the difference between upskilling and reskilling and why both are essential for a workforce that can adapt to change. Mark explains how responsibility for skill development is shared between employees and employers, the importance of a coordinated approach to talent development, and why strategies must reach beyond high performers. We also discuss how training in process improvement and project management can enhance productivity and operational excellence across industries.Learn more about CTPE⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Podcast Disclaimer#HRPodcast #Upskilling #Reskilling #FutureReady #WorkforceDevelopment #EmployeeGrowth #TalentDevelopment #CareerGrowth #FutureOfWork #HRLeadership

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/

In Episode 32, of Season 5 of Driven by Data: The Podcast, Kyle Winterbottom was joined by Arun Nandi, Chief Data and AI Officer at Carrier, where they discuss the transformative role of AI in business and its potential impact on climate change. They explore the importance of a value-first mindset in AI initiatives, the need for cultural alignment and stakeholder engagement, and the significance of reskilling the workforce in the AI era. Arun shares insights on building an AI accelerator programme and the challenges of measuring value in AI projects, emphasising the need for discipline and consistency in tracking outcomes.Takeaways:AI is a powerful enabler for business transformation.The importance of a value-first mindset in AI initiatives.AI's impact on climate change and sustainability is significant.Building an AI accelerator can drive innovation and speed.Cultural alignment is crucial for successful AI adoption.Measuring value in AI requires discipline and consistency.Stakeholder engagement is key to successful AI projects.Reskilling the workforce is essential in the AI era.AI should be viewed as a horizontal capability across organizations.The future of work will involve collaboration between humans and AI.Chapters:00:00 Introduction to AI and Data Leadership03:03 Carrier's Evolution and Purpose05:50 The Current AI Landscape and Its Future12:13 Navigating the AI Hype Cycle17:59 Keys to Success for AI Leaders27:31 The Shift to AI-First Mindset29:06 Prioritizing Value in AI Use Cases34:42 Fostering a Value-First Mindset39:43 Problem-Solving with AI as an Enabler46:16 Accelerating AI Implementation50:26 Cultural Alignment and Co-Ownership in AI53:25 AI's Role in Climate Change and...

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?

In episode 55, Tamara Kocharova delves into the evolving intersection of AI and L&D with Josh Cavalier, generative AI pioneer and author of the upcoming book Applying AI in Learning and Development.From CD-ROM training in the ‘90s to today's AI-powered learning ecosystems, Josh shares his remarkable journey and the pivotal moments that shaped his views on human-machine collaboration. Learn how L&D professionals can move from prompt to automation, build AI fluency across organizations, and embrace AI as a strategic thought partner—not just a tool.But the conversation goes beyond tech. Josh opens up about balancing innovation with empathy, the emotional impact of change, and why mentoring and human connection are more vital than ever in the age of automation.Explore his signature Human-AI Task Scale and get a sneak peek into the frameworks that could define L&D's next chapter. How do we build learning that's both high-tech and deeply human? Let's find out—together.Tune in now!Follow Tamara Kocharova, the podcast host and CEO at Lanes AI, on LinkedIn: linkedin.com/in/tkocharova Book a meeting to learn more about Lanes AI: lanes.ai/demo?utm_campaign=podcast-55-episode Listen all Episodes of LPTP podcast: podcasts.apple.com/us/podcast/lptl-love-people-technology-learning/id1736176315 Follow Tamara Kocharova, the podcast host and CEO at Lanes AI on LinkedIn to stay tuned for future episodes: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo

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

In Episode 54, Tamara Kocharova sits down with Cam Brewer, CEO of Key Learning LLC and a visionary in the world of corporate learning and development.Discover how Cam turned a childhood side hustle into a global business serving giants like Netflix, Pepsi, and L'Oréal. He shares his unique approach to blending design, storytelling, and technology to create training programs that don't just educate—they captivate.Cam reveals practical strategies for making corporate training stick. Plus, he opens up about the human side of leadership, the lessons learned from building a 50-person team, and how his missionary work in Georgia shaped his philosophy on service and business.This episode is a masterclass in innovation, creativity, and the future of workplace learning. You'll walk away inspired to reimagine what learning can be.Tune in and get ready to see training in a whole new light!Follow Tamara Kocharova, the podcast host and CEO at Lanes AI, on LinkedIn: linkedin.com/in/tkocharova Book a meeting to learn more about Lanes AI: lanes.ai/demo?utm_campaign=podcast-54-episode Listen all Episodes of LPTP podcast: podcasts.apple.com/us/podcast/lptl-love-people-technology-learning/id1736176315 Follow Tamara Kocharova, the podcast host and CEO at Lanes AI on LinkedIn to stay tuned for future episodes: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo

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/  

In Episode 53, Tamara Kocharova welcomes Viktor Lindblom, Vice President of Global Learning & Development, whose strategies have transformed businesses from New York to Amsterdam.Dive into a masterclass on bridging the gap between L&D and business impact. Viktor reveals how he shifted from fixing internet connections in the early 2000s to designing learning ecosystems that drive revenue—and why traditional metrics like NPS scores often miss the mark.You'll Discover, why problem-solving beats “check-the-box” training— and how to align L&D with real business KPIs (like sales ramp-up time). You'll get culture hacks: How his “Radical Candor” training sparked a feedback revolution across continents.Whether you're an L&D leader, a people strategist, or a future-focused executive, this episode will challenge you to rethink how learning drives growth.If you believe L&D should solve puzzles — not just deliver courses — hit play now!Follow Tamara Kocharova, the podcast host and CEO at Lanes AI, on LinkedIn: linkedin.com/in/tkocharova Book a meeting to learn more about Lanes AI: lanes.ai/demo?utm_campaign=podcast-53-episode Listen all Episodes of LPTP podcast: podcasts.apple.com/us/podcast/lptl-love-people-technology-learning/id1736176315 Follow Tamara Kocharova, the podcast host and CEO at Lanes AI on LinkedIn to stay tuned for future episodes: linkedin.com/in/tkocharovaBook a meeting to learn more about Lanes AI: lanes.ai/demo

How can organizations equip employees with the skills and mindset needed for an uncertain future? This episode will discuss strategies in learning, development, and workforce innovation and transformation, drawing on I-O psychology principles to create agile, adaptable workplaces. In this episode: Dr. Emi Barresi, Tom Bradshaw, Rich Cruz, LindaAnn Rogers, Nic Krueger, Alexander Abney-King I/O Career Accelerator Course: https://www.seboc.com/job Visit us https://www.seboc.com/ Follow us on LinkedIn: https://bit.ly/sebocLI Join an open-mic event: https://www.seboc.com/events   References: Barresi, E. (2024). Human-centric Agile Leadership: Harnessing Strategies for Tech-Hybrid Teams. YouTube. https://www.youtube.com/watch?v=sC8JNlGMTrY   Bowles, M., Brooks, B., Curnin, S., & Anderson, H. (2023). Application of micro-credentials to validate human capabilities in a large telecommunications organization: strategic transformation to a future-ready workforce. Campus-Wide Information Systems, 40(5), 425–438. https://doi.org/10.1108/IJILT-05-2022-0102   Canton, J. (2016). Future smart: managing the game-changing trends that will transform your world. Da Capo Press, A Member Of The Perseus Books Group.   Johnson, L. (Lisa A. (2017). Cultivating communication in the classroom: future-ready skills for secondary students. Corwin.   Lee, H. (2025, March 20). "The artificial intelligence (AI) revolution is different from the technological revolution of the p.. - MK. 매일경제. https://www.mk.co.kr/en/culture/11269525   Li, L. (2024). Reskilling and Upskilling the Future-ready Workforce for Industry 4.0 and Beyond. Information Systems Frontiers, 26(5), 1697–1712. https://doi.org/10.1007/s10796-022-10308-y   Turcato, C. R. P. (2024). Adapting to Industry 4.0 in France: Essential Competencies for a Future-Ready Workforce. Administrative Sciences, 14(12), 1–28. https://doi.org/10.3390/admsci14120322   WEF - Davos Annual Meeting. (2023). ⭐ Ready for Brain Transparency? #WEF23 #Davos. Www.youtube.com. https://www.youtube.com/watch?v=hfqD5aW0X5U

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?

On this episode of Back to Work, we are joined by Becca Donovan, director of HR and organizational development at Yoh, for a crash course in upskilling and reskilling. As the competition for talent intensifies, companies are increasingly employing these processes to attract, retain and elevate their workforce. The opportunities for learning and development enabled by upskilling and reskilling are mutually beneficial – employees can enhance their skillsets and advance their careers, while employers can adapt to industry changes and be perceived as forward-looking.Becca breaks down the differences between upskilling and reskilling, turning to Yoh's own benefits as examples. She also provides step-by-step guidance for companies seeking to develop or strengthen their upskilling and reskilling programs, including tips for measuring impact, collaborating with hiring managers and HR partners, and supporting employees as they grow. The best efforts, according to Becca, are driven by leaders who take time to explain the ‘why' and demonstrate to employees how upskilling and reskilling programs can improve their day-to-day work experiences.The episode concludes with a discussion on best practices for using upskilling and reskilling to future-proof operations and encourage employees to embrace new technology, including artificial intelligence and automation. With these tools constantly reshaping the world of work, companies are being asked about their position on upskilling and reskilling more than ever. Organizations that prioritize employee development are best positioned to attract talent, retain talent and, ultimately, grow their business.For more information, listeners are invited to connect with Becca on LinkedIn (https://www.linkedin.com/in/becca-donovan-815b7a11) or via email (Rebecca.Donovan@dayzim.com).  

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

Industries across the United States are facing an unprecedented shortage of a skilled trades workforce. With millions of baby boomers retiring and fewer young people entering the trades, sectors like HVAC, manufacturing, and construction are grappling with a critical need for talent. This labor shortage is further compounded by a lack of awareness and accessible pathways into the trades. So, what's the solution? Enter SkillCat, a platform revolutionizing how workers are trained and placed in the trades industry.How do we bridge the gap between aspiring workers and the skilled trades jobs that are ready and waiting for them?In this episode of Straight Outta Crumpton, host Greg Crumpton sits down with Ruchir Shah, the CEO of SkillCat, to explore how the platform is empowering workers through innovative training and recruitment. Together, they discuss the challenges of entering the skilled trades workforce, the power of reskilling, and why the skilled trades offer more rewarding careers than many traditional desk jobs.The conversation delves into:SkillCat's Innovative Approach: With over 1,500 hours of simulation-based training and certifications in fields like HVAC and plumbing, SkillCat offers a flexible, affordable pathway for people to enter the trades.Addressing Awareness and Access Barriers: The platform combines online and hands-on training, creating partnerships with local contractors to provide real-world experience for users.Why Skilled Trades Matter: Shah emphasizes the emotional and financial rewards of trades jobs, dispelling misconceptions and highlighting their crucial role in society.Ruchir Shah is a four-time entrepreneur and the CEO of SkillCat, a leading online training platform that has certified over 300,000 skilled tradespeople in HVAC, plumbing, electrical, and appliance repair. Accredited by NATE, the EPA, and IACET, SkillCat is highly rated for its simulation-based training solutions tailored to address workforce gaps in the skilled trades industry. Previously, Shah founded LearnToDrill, training over 25,000 oil and gas workers to improve safety, and spearheaded innovative ventures using AI and educational media.

Send us a textStefanie Krievins, President of The Change Architects, joins us to pick up topics that were left on the cutting room floor when she last guested on the show. In this episode, she discusses how executive upskilling and reskilling has changed in recent years, the true impact of executive coaching, and why change management doesn't get the attention and investment it deserves. [0:00] IntroductionWelcome, Stefanie!Today's Topic: The Holistic Impact of Change Management[5:00] How has executive upskilling and reskilling evolved?Contrasting upskilling vs. reskillingHow to spread autonomy throughout an organization so leaders can lead[13:26] How do organizations give their leaders opportunities to grow?The impact and ROI of executive coachingHow succession plans help mitigate unknown risks[25:23] Why does change management often lack the investment it needs?Why to avoid implementing change management too lateHow much time and money organizations should allocate to change management[35:29] ClosingThanks for listening!Quick Quote:“Leaders should be leverage makers. Your right leaders turn the output of one person into the seeming output of five people—that's leverage.”Resource:The Change Architects Contact:Stefanie's LinkedInDavid's LinkedInPodcast Manager: Karissa HarrisEmail us!Production by Affogato Media

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

Lauren Saidel-Baker and Will Tamplin react to the jobs data as layoff announcements hit the highest level since July of 2020. They discuss what the Fed might be watching and the overall market environment. Lauren notes that laid off government workers would need significant retraining to fill the in-demand jobs.======== Schwab Network ========Empowering every investor and trader, every market day.Subscribe to the Market Minute newsletter - https://schwabnetwork.com/subscribeDownload the iOS app - https://apps.apple.com/us/app/schwab-network/id1460719185Download the Amazon Fire Tv App - https://www.amazon.com/TD-Ameritrade-Network/dp/B07KRD76C7Watch on Sling - https://watch.sling.com/1/asset/191928615bd8d47686f94682aefaa007/watchWatch on Vizio - https://www.vizio.com/en/watchfreeplus-exploreWatch on DistroTV - https://www.distro.tv/live/schwab-network/Follow us on X – https://twitter.com/schwabnetworkFollow us on Facebook – https://www.facebook.com/schwabnetworkFollow us on LinkedIn - https://www.linkedin.com/company/schwab-network/About Schwab Network - https://schwabnetwork.com/about

Hey humans! I'm so excited to kick off our fourth season with you! In this episode, I share some exciting updates about the show and dive deep into one of the biggest trends we'll be exploring in 2025: alignment. We'll be looking at how alignment impacts everything from employee well-being and mental health to the ethical use of AI and diversity, equity, and inclusion initiatives. I'll share some real-world examples of how companies like Southwest Airlines have used alignment to drive success, and we'll discuss why it's so crucial for fostering a culture of learning and development. So get ready to discover how aligning your organization's strategies, objectives, and processes can lead to better outcomes for both your business and your employees. And stay tuned for our next episode, where we'll be tackling another hot topic: agility! Stacie More episodes at StacieBaird.com.

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.

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.