Podcasts about reskilling

By Mr. Stefanos Angeletos, Mr. Nikolaos Koulierakis, Dr. Vasiliki Danilatou Europe's digital transformation is accelerating at an unprecedented pace. Artificial intelligence (AI) is reshaping industries, critical infrastructures are becoming increasingly interconnected, and cyber threats are growing in both sophistication and frequency. Against this backdrop, the European Union faces a critical challenge: how to equip its workforce with the multidisciplinary skills required to secure Europe's digital future. The answer may lie in a new ambitious European initiative: EU-iNSPIRE – iNnovative multi-diSciPlinary Industry-focused cybersecurity education for upskilling and ReskIlling the EU workforcE. The project is supported by the European Health and Digital Executive Agency (HADEA) under the DIGITAL Europe Programme. EU-INSPIRE brings together 23 organisations across academia, industry, cybersecurity, policy, insurance, and standardisation to create a next-generation educational ecosystem for cybersecurity, AI, and cyber insurance. This four-year initiative officially began in January 2025 and will run until December 2028 under the coordination of the University of Piraeus Research Center in Greece. Eunomia Limited, an SME based in Dublin, Ireland, is proud to contribute to this groundbreaking initiative as one of the consortium partners. A Pan-European Initiative Addressing the Cybersecurity Skills Gap The cybersecurity skills shortage is no longer simply a workforce issue – it is a strategic challenge for Europe's resilience, economic stability, and technological sovereignty. Organisations across sectors increasingly struggle to recruit professionals who possess not only technical cybersecurity expertise, but also understanding of AI governance, cyber-risk management, regulatory compliance, and cyber-insurance. The rapidly evolving digital landscape increasingly demands professionals with multidisciplinary skillsets who can navigate technical, organisational, ethical, regulatory, and strategic challenges, rather than relying exclusively on narrow domain specialisation. EU-iNSPIRE was designed to address exactly this challenge. According to the project description, the initiative aims to revolutionise higher education within cybersecurity by cultivating a new generation of specialists with expertise spanning the political, organisational, and technological dimensions of cybersecurity, AI, and cyber insurance. The project will also support continuous upskilling and reskilling for professionals adapting to evolving digital threats and industry demands. The project is currently progressing towards the completion of course development. Why EU-iNSPIRE Matters Cybersecurity is no longer confined to IT departments. Every sector – from healthcare and finance to manufacturing, transport, insurance, and public administration – depends on resilient digital infrastructures. At the same time, AI technologies are rapidly being integrated into cybersecurity operations. AI can improve threat detection, automate incident response, and strengthen resilience. However, it also introduces new risks including adversarial attacks, algorithmic vulnerabilities, and ethical concerns around transparency, accountability, and bias. This convergence of cybersecurity and AI creates an urgent need for professionals who can work across disciplines. EU-iNSPIRE responds through a three-fold approach: 1. Training cybersecurity professionals capable of leveraging AI-driven technologies to enhance resilience of systems, infrastructures, and digital processes. 2. Developing cyber insurance specialists who understand the relationship between cybersecurity, AI, and cyber risk assessment. 3. Empowering domain experts with sector-specific digital transformation expertise, particularly in conformity assessment and regulatory compliance. The project goes beyond traditional academic programmes. It aims to create a sustainable ecosystem that combines: Master-level educati...

May 28, 2026: Anthropic releases Claude Opus 4.8, sharper reasoning, better agentic coding, and a fast mode that runs 2.5x faster at a third the cost, with Mythos-class models coming in weeks. A new EY-Parthenon survey of 1,200 CEOs shows 99% expect AI to reshape their workforce strategy but only 42% are doing anything about it and why the 57-point gap between awareness and action is the real story. And a deep look at grade inflation in American colleges: the average GPA is now above 3.5, yet 43% of students meet none of ACT's college readiness benchmarks, 12th-grade math and reading scores are at all-time lows, and recent college graduate unemployment sits at 5.7% with a job-finding rate now matching high school graduates. What's behind it, what it costs, and what it means for the future workforce.

What do the American people actually expect from companies deploying AI — and are corporate leaders listening?In this episode of One Vision Podcast, Theodora Lau sits down with longtime friend Tyler Spalding, Chief Marketing, Communications & Engagement Officer at JUST Capital, to unpack the organization's latest research on how the public, investors, and corporate executives view AI's impact on society, jobs, and the economy.They dig into the perception gap between public sentiment (66%) and corporate optimism (94% of investors and 90% of corporate leaders see AI as a net positive), and what that gap means for business leaders navigating workforce decisions, reskilling investments, and responsible AI deployment.The conversation also explores the tension between AI-driven efficiency gains and the human cost of disruption — from layoffs framed as AI transformation and the anxiety facing the next generation entering the workforce, as well as the importance of defining and incentivizing responsible AI through consistent, comparable standards guided by public expectations.

What do the American people actually expect from companies deploying AI — and are corporate leaders listening?In this episode of One Vision Podcast, Theodora Lau sits down with longtime friend Tyler Spalding, Chief Marketing, Communications & Engagement Officer at JUST Capital, to unpack the organization's latest research on how the public, investors, and corporate executives view AI's impact on society, jobs, and the economy.They dig into the perception gap between public sentiment (66%) and corporate optimism (94% of investors and 90% of corporate leaders see AI as a net positive), and what that gap means for business leaders navigating workforce decisions, reskilling investments, and responsible AI deployment.The conversation also explores the tension between AI-driven efficiency gains and the human cost of disruption — from layoffs framed as AI transformation and the anxiety facing the next generation entering the workforce, as well as the importance of defining and incentivizing responsible AI through consistent, comparable standards guided by public expectations.

Hold onto your seats, this episode cracks open the truth about AI and the workforce like never before! Mike Ohata shares his bold insights on how AI isn't here to replace us but to transform how we lead, learn, and live. This isn't just about automation; it's about human capability, culture, and daring to rethink everything. In this episode:  Why AI's doom-and-gloom narrative is superficial and how human leadership remains vital  The real impact of AI on task automation versus redesigning work systems  How to cultivate systems thinkers instead of linear learners in a rapidly evolving workplace  The critical importance of judgment, empathy, and entrepreneurial skills in tomorrow's workforce  Rethinking talent development: from skills inventories to ontologies that connect competencies  The role of leaders in embracing AI with agility, curiosity, and ethical responsibility  How AI can enable trade skills and encourage entrepreneurial thinking among trade professionals  Navigating the tension between short-term cost cuts and long-term talent sustainability  Why cultural fit and values matter more than ever in AI-driven organizational change  Timestamps: 00:00 - Introduction: Why this episode changes your view on AI and the future of work 01:22 - Mike's background: Learning environments in professional services and talent development 03:30 - Fun fact about Chuck Todd and political anthropology as a lens for leadership insights 04:49 - The core dilemma: Is AI a threat or an opportunity for organizations? 05:01 - Debunking the AI doom narrative: Tasks vs. systems redesign 06:10 - The integral role of human-AI collaboration in future work 07:26 - Are current automation efforts just "lift and shift"? Or are they a chance to reinvent work? 08:49 - The profound implications of AI for leadership and systemic thinking 09:45 - Risks of resistance and misconceptions about AI adoption in the workplace 10:16 - Human skills like prompting, framing, and judgment as key in AI utilization 11:49 - Protecting institutional knowledge and combating ageism in AI integration 13:24 - Educational shifts: From memorization to systems thinking 14:34 - Leadership development for a connected, systemic mindset 15:07 - How easy answers can mislead us in AI's era of complexity 16:41 - Redefining success: Outcome over process in a world of AI tools 17:08 - The evolving nature of regulated and unregulated work with AI 18:43 - Customer empathy, judgment, and the lasting importance of human touch 20:36 - The challenge of engaging frontline and hourly workers with AI and automation 21:53 - Is enterprise AI adoption a short-term cost play or a strategic transformation? 26:17 - What we're really automating: From low-level analysis to high-level talent strategy 30:11 - The essential role of entrepreneurial skills for trade and technical professions 32:23 - Using skills inventories and ontologies to future-proof organizations 36:25 - Reskilling versus layoffs: How purpose and objectives shape talent decisions 37:51 - Beyond short-term profit: The long-term value of investing in people and culture 40:28 - Ethical considerations, collective values, and navigating AI's future challenges Resources & Links:  Book: Human + Machine: Reimagining Work in the Age of AI by H. James Wilson & Paul R. Daugherty  Mike Ohata - LinkedIn  Understanding Ontologies in Skills & Competencies  AI and Leadership: The Next Frontier – Harvard Business Review  The Future of Work in the Age of AI – McKinsey Report  Connect with Mike Ohata:  LinkedIn  Twitter  Note: This episode is a rallying cry to foster human-centric, ethical AI adoption, challenging the status quo and empowering organizations and individuals to adapt boldly. 

In this episode, SAP's David Vallejo discusses whether AI will replace or redefine supply chain jobs, and explains how assistants, agents, trust, and reskilling will shape a more strategic future for the workforce.Download the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠episode transcript⁠⁠⁠⁠⁠⁠⁠===== SAP's David Vallejo joins us to explore one of supply chain's biggest questions: will AI replace jobs or redefine them? The conversation covers practical AI use cases, the role of assistants and agents, how to build trust, why reskilling matters, and which KPIs prove business value. ===== Guest: David Vallejo, Vice President, Head of SCM Innovations Product Marketing, SAPHis global organization leads strategy and growth initiatives for SAP's SCM portfolio which encompasses solutions for product lifecycle management, manufacturing, planning, logistics, assets and service management as well as the Business Network. The suite of AI-first solutions enable customers to orchestrate their supply chain with confidence to become risk-resilient, adaptable, and sustainable in their supply chain operations.David joined SAP in 2014 and has held various leadership positions before attaining his current role. During David's tenure he drove the successful launch of SAP's Supply Chain Business Network focusing on direct materials collaboration across the extended supply chain and driving the customer co-innovation program as product owner for SAP Integrated Business Planning (IBP).Host 1: Richard Howells⁠⁠⁠⁠⁠⁠⁠Richard Howells⁠⁠⁠⁠⁠⁠⁠ has been working in the Supply Chain Management and Manufacturing space for over 30 years. He is responsible for driving the thought leadership and awareness of SAP's ERP, Finance, and Supply Chain solutions and is an active writer, podcaster, and thought leader on the topics of supply chain, Industry 4.0, digitization, and sustainability.Host 2: Oyku Ilgar, SAP  Oyku Ilgar is a marketer and thought leader specializing in SAP's digital supply chain and ERP solutions since 2017. As a marketer, blogger, and podcaster, she creates engaging content that highlights innovative SAP technologies and explores key topics including business trends, AI, Industry 4.0, and sustainability.   She holds dual bachelor's degrees in Finance & Accounting and English Translation, along with a master's degree in Business Administration and Foreign Trade, specializing in marketing. With her background in digital transformation, Oyku communicates technology trends and industry insights to help professionals navigate the evolving business landscape.  ===== Show Links:Supply Chain Management:  SAP Supply Chain Management SAP Insights: Supply Chain       Follow Us on Social Media : David Vallejo: LinkedInRichard Howells: LinkedIn, Oyku Ilgar: LinkedIn      SAP Digital Supply Chain: LinkedIn    Please give us a like, share, and subscribe to stay up-to-date on future episodes!  ===== Chapters: 00:00:00: Intro00:01:18: Guest introduction00:01:54: Will AI replace supply chain jobs?00:06:05: Where AI will have the first impact00:10:01: Building trust and adoption in teams00:13:58: Assistants, copilots, and job design00:19:02: Best early use cases for agents00:22:52: Reskilling supply chain organizations00:26:28: KPIs that prove AI value00:29:00 What's the future of the supply chain?00:31:10: Outro

En el último especial de AutoFM, nos detuvimos en el motor más importante de cualquier industria: las personas. A menudo, al pensar en una fábrica, la mente viaja a imágenes de hace 30 años; sin embargo, entrar hoy en una planta de Gestamp es hacerlo en un ecosistema de robótica avanzada, inteligencia artificial y gemelos digitales. Pero, ¿cómo se prepara a los profesionales para este entorno? ¿Cómo se evita que el conocimiento de "los maestros" se pierda en la era del dato? ¿Cómo enamorar al talento joven? Mireia Arroyo, directora de Relaciones Institucionales, Comunicación y Marketing GESTAMP, lo dejó claro: el gran desafío actual no es solo fabricar piezas, sino enamorar al talento. Para romper con los estigmas del pasado, Gestamp apuesta por la transparencia. Las fábricas modernas son habitáculos de alta tecnología donde el análisis de datos en tiempo real y la realidad virtual son herramientas cotidianas. Para captar este talento, la compañía no solo ofrece un empleo, sino un propósito: trabajar en una empresa que salva vidas a través de la seguridad y protege el planeta mediante la eficiencia y el acero verde. Gestamp Technology Institute (GTI): El puente entre teoría y operación La formación en Gestamp no es un complemento; es una estrategia troncal. Para ello, cuentan con centros de excelencia como el Gestamp Technology Institute (GTI). Conexión total: Estos centros comparten espacio con plantas productivas y laboratorios de innovación. Lo que se aprende en el aula se aplica a pocos metros, en la línea de montaje. Anticipación: En automoción, si no te formas en la tecnología que vendrá en tres años, ya llegas tarde. El GTI actúa como un radar, preparando a los equipos para las certificaciones y tecnologías del futuro. Comité de transferencia: Existe un órgano interno que evalúa qué necesidades formativas surgen de la Industria 4.0 para volcarlas inmediatamente en los planes de estudio de los empleados. La memoria de la industria: El homenaje a "Miguel el Matricero" Uno de los momentos más emotivos del programa fue el homenaje a Miguel, un matricero de "la vieja escuela". Esta figura representa la artesanía industrial: personas capaces de entender el acero casi por instinto, ajustando troqueles con una precisión que desafiaba a las máquinas. Gestamp sabe que la industria tiene memoria, y perder ese conocimiento sería un error fatal. Por eso: División de tooling: Cuentan con una unidad específica dedicada al diseño y desarrollo de troqueles. Maestros matriceros: En sus centros de formación, los veteranos actúan como mentores de las nuevas generaciones. El objetivo es que el joven que domina el control numérico aprenda también la "sensibilidad" del acero que tenía Miguel. Aprender a Aprender La velocidad del sector es tal que Gestamp ha interiorizado los conceptos de Upskilling (mejorar las habilidades actuales) y Reskilling (reciclarse para nuevas funciones): Habilidades blandas (Soft Skills): No todo es técnica; se forma en liderazgo y gestión de equipos para que el crecimiento profesional sea integral. Cultura de compartir: Es común ver a empleados convertidos en formadores internos a través de webinars y techtalks. En Gestamp, el que sabe, enseña. Una carrera sin fronteras: El aliciente internacional Para un joven ingeniero o un técnico de FP, Gestamp ofrece un escenario global. No es raro liderar un proyecto desde España que te lleve a trabajar semanas en las plantas de India, Marruecos, China o Estados Unidos. Esta movilidad internacional no solo acelera la carrera profesional, sino que enriquece la visión cultural del empleado, permitiéndole trabajar en equipos multiculturales de alto rendimiento. ¿Cómo formar parte de Gestamp? La conexión con el mundo académico es total. Gestamp no espera a que el talento llegue; va a buscarlo: FP Dual y Universidades: Convenios con centros de formación profesional y universidades en todo el mundo. Programas específicos: Alianzas como el Master's in International Industrial Project Management con Comillas o las becas ICEX Vives. Portal de empleo: Una web activa donde se publican vacantes para todos los niveles, desde operarios especializados hasta investigadores de doctorado. El Orgullo de Pertenencia Gestamp es una empresa con propósito. La gente joven ya no solo busca un salario; busca saber "para qué" trabaja. Formar parte de la empresa que diseñó la pieza que salvó a Mireia en su accidente, o que está reduciendo la huella de carbono del acero mundial, genera un orgullo de pertenencia que es la mejor herramienta de retención de talento. Porque en Gestamp, desde el matricero con tiza en mano hasta el ingeniero de datos, todos saben que son parte esencial de la movilidad del mañana. Episodio dedicado a la memoria de Miguel el matricero de Dercons 2000 y a todos los profesionales que forjan la industria cada día. Escucha el episodio entero aquí: https://go.ivoox.com/rf/173327829 Escúchanos en: www.podcastmotor.es Twitter: @AutoFmRadio Instagram: @autofmpodcast Twitch: AutoFMPodcast Youtube: @AutoFM Contacto: info@autofm.es

In der Podcast-Folge #157 von Klartext HR spricht Stefan Scheller mit Sophie Hartmann zum Thema „Quereinstieg contra Fachkräftemangel“. Das Thema Quereinstieg beschäftigt nicht nur viele Arbeitnehmende, die über eine berufliche Veränderung nachdenken. Auch Personalverantwortliche in Unternehmen beschäftigen sich zunehmend damit, berufsfremde Personen in die Organisation zu holen und entsprechend auszubilden. Nicht nur der Fachkräftemangel macht das Konzept attraktiv. Doch es gibt auch Schattenseiten, die bei vielen Entscheidungen von HR sogar im Vordergrund stehen. Zeit, sich mit dem Thema intensiver auseinanderzusetzen. Mit Sophie diskutiere ich unter anderem darüber, * was genau „Quereinstieg“ bedeutet * welche Chancen durch Quereinsteigende im Unternehmen entstehen * wie Personalverantwortlich in Quereinstiege investieren sollten * ob nun endlich die Blütezeit von „hire for attitude, train for skills“ gekommen ist * welche Rolle HR dabei zukommt * welche Tipps sie für HR-Verantwortliche in Punkto Quereinstieg hat. Ein spannender Talk als 15-Minuten-Impuls.
Klartext HR - Informieren. Inspirieren. Lernen.
Viel Spaß damit! Sophie Hartmann ist Business & Team Development Consultant bei Smycles und Expertin für datenbasiertes Teamdesign, Lernkulturentwicklung und High-Impact-Zusammenarbeit. Ihr Fokus: interdisziplinäre Teams so zusammenzustellen und zu entwickeln, dass sie fachlich exzellent performen und zugleich menschlich nachhaltig wirken. Sie studierte Unternehmenskommunikation (M.A.) sowie Werbung und Marktkommunikation (B.A.) und beschäftigt sich seit Beginn ihrer Laufbahn mit der Frage, wie Lernen attraktiv, praxisnah und transferwirksam gestaltet werden kann. Besonders stark prägen sie lernpsychologisch fundierte Ansätze wie Storytelling, Peer Learning, Action Learning und Retrieval Practice. Bei Smycles gestaltet sie die inhaltliche Weiterentwicklung einer KI-basierten Matching-Plattform und arbeitet an einem Modell, das Antriebs- und Anziehungskräfte von High-Value-Teams messbar und für die Teamzusammenstellung nutzbar macht. Zuvor leitete sie die DSAG-Academy und verantwortete als Senior Learning Consultant & Programm Managerin bei Brights Learning Germany den strategischen Aufbau von Learning Consulting-Angeboten. Zudem begleitete sie bei Brights als Agile Learning Coach mehrmonatige Bootcamps für Quereinsteigende und unterstützte so den Einstieg von über 150 Karrierewechsler:innen in die IT- und Tech-Branche. Als zertifizierte Transferdesignerin, Lernkulturmanagerin und Agile Learning Coach verbindet sie wissenschaftliche Fundierung mit unternehmerischer Praxis – stets mit dem Ziel, Zusammenarbeit und Lernen nicht nur effizient, sondern inspirierend und wirksam zu gestalten. >> LinkedIn-Profil von Sophie Hartmann: https://www.linkedin.com/in/sophie-hartmann-matching-teamintelligence >> Website von Brights: https://www.brights.com/ >> Website von Smycles: https://www.smycles.com/ >> weitere Folgen Klartext HR: https://persoblogger.de/klartext-hr >> Lernen Sie auch das Podcast-Format YOUR HR STAGE von Stefan Scheller kennen: https://persoblogger.de/your-hr-stage

Siamo pronti a lavorare in un mondo che cambia più velocemente di noi?L'intelligenza artificiale non sta solo automatizzando il lavoro: sta trasformando profondamente l'economia dell'informazione, riducendo il fabbisogno di competenze cognitive e ridefinendo il mercato del lavoro.Nell'episodio 56 di Digital HR, Primo Bonacina analizza una transizione senza precedenti: meno ruoli tradizionali, organizzazioni più snelle, maggiore competizione e nuove forme di lavoro che emergono ai margini del sistema.Una riflessione su cosa cambierà davvero per professionisti e aziende, tra illusioni sul reskilling, impatto sui profili senior e nuove traiettorie di carriera in un contesto sempre più incerto.Buon ascolto!

Il tempo dell'IA "che parla" è finito. Benvenuti nell'era delle Agentic Platforms, dove l'intelligenza artificiale smette di rispondere a domande elementari e inizia finalmente ad agire. In questo episodio, Alex Pagnoni incontra Luigi Ria, Professional Services Director di Kiratech (Gruppo Maggioli), per esplorare le architetture Cloud Native necessarie a governare agenti autonomi in contesti Enterprise.Scopriremo perché un LLM senza architettura è come un motore senza telaio, come integrare gli agenti nei workflow aziendali complessi tramite protocolli come l'MCP e come gestire il rischio delle allucinazioni attraverso una governance rigorosa.Capitoli:00:00 - Introduzione: L'era delle Agentic Platforms02:15 - Oltre il Chatbot: Platform Engineering e AI05:40 - L'architettura: Kubernetes, Kserve e il ciclo di vita dei modelli09:20 - Governance e Allucinazioni: Lo "spotlight tecnologico"13:50 - Integrazione e Protocolli: MCP e il mondo Legacy18:10 - Use Case Reali: Dalla documentazione alla gestione infrastrutturale22:30 - Il Fattore Umano: Academy, Reskilling e Strategia27:10 - Sicurezza: Cloud Privato vs Public Cloud30:45 - Conclusioni: Come non restare indietro nel 2026

Vanessa Gentile ist eine inspirierende Stimme für Neustart und Empowerment. Als Gründerin von „Bring Women Back to Work“ setzt sie sich dafür ein, Frauen nach Karrierepausen wieder in die Arbeitswelt zu integrieren – mit Fokus auf Selbstvertrauen, Reskilling und neue Chancen im Tech-Bereich. Mit ihrer Energie und Erfahrung steht sie für Mut, Veränderung und echte Gleichstellung.

In dieser inspirierenden Folge des CULTiTALK begrüßt Host Georg Wolfgang Jana Grabitz, HR Project Associate bei SAP, zum vielseitigen Austausch über die Zukunft von Lernen, Skillentwicklung und führungsbezogenen Herausforderungen in der Arbeitswelt von heute und morgen. Jana erklärt, wie ihre Leidenschaft für Learning & Development entfacht wurde und warum Innovation für sie immer erst durch Umsetzung wertvoll wird. Gemeinsam diskutieren Georg Wolfgang und Jana Grabitz zentrale Veränderungen, die Digitalisierung und Künstliche Intelligenz in Unternehmen und Gesellschaft auslösen – und warum lebenslanges Lernen sowie Mindset und Lernagilität zu den entscheidenden Zukunftskompetenzen zählen. Sie sprechen über kulturelle Umbrüche in Organisationen, die Bedeutung von Growth Mindset sowie die Rolle von Führungskräften als Begleiter und Coaches, anstatt nur klassische "Manager" zu sein. Ein besonderer Schwerpunkt liegt auf der Einordnung von Human Skills, die in einer automatisierten Welt noch wichtiger werden, und auf der kritischen Reflexion, wie die Selbstüberschätzung beim Einsatz von KI vermieden werden kann. Außerdem wagen die beiden einen Ausblick auf skillbasierte Organisationen, Agilität und notwendige Veränderungen bei klassischen Führungsstrukturen. Offen und mit einer Prise Selbstkritik fragen sie, wie Führung künftig aussehen sollte, damit Entwicklung, Selbstentfaltung und innovative Teamarbeit wirklich gelebt werden können. Wer erfahren will, welche Impulse und Herausforderungen auf Unternehmen und Mitarbeitende im Zeitalter von KI, Reskilling und New Leadership zukommen, sollte diese facettenreiche Folge nicht verpassen! Alle Links zu Jana Grabitz: LinkedIn: https://www.linkedin.com/in/jana-grabitz/   Alle Links zu Georg und dem Culturizer: Georg: https://www.linkedin.com/in/georg-wolfgang Culturizer: https://culturizer.app CULTiTALK:  https://cultitalk.de

Die wirtschaftliche Flaute und der Strukturwandel drücken auf den Arbeitsmarkt. Zeitgleich ergeben sich neue Möglichkeiten. Energie, Mobilität und Bau suchen nach technischen Fachleuten mit Kreativitätspotenzial. In der Bereitschaft zum „Reskilling“, zum Erlernen neuer Kompetenzen, sieht VDI-Direktor Adrian Willig „den entscheidenden Schlüssel, ob Deutschland weiterhin ein führender Technologiestandort sein wird oder nicht“. Wie Ingenieurinnen und Ingenieure aufgestellt sein müssen, um sich am Arbeitsmarkt weit vorne einzureihen, schildern der VDI-Direktor und VDI-Referent Maximilian Stindt im neuen „Prototyp“.

How Coursera's VP of Enterprise Is Reskilling 7,000+ Organizations with AI — Anthony Salcito on the 234% GenAI Enrollment Surge, Verified Skills Paths, and the Human Side of AI TransformationAnthony Salcito is the Vice President of Enterprise at Coursera, where he leads a $239 million enterprise business partnering with over 7,000 organizations globally. In this episode, Anthony breaks down why GenAI enrollments on Coursera have surged 234% year over year, why 84% of leaders plan to increase AI investment while only 38% say their teams are ready, and what it actually takes to build AI skills that stick inside an organization.From his 20+ years leading Microsoft's global education efforts to his work at Nerdy and Varsity Tutors, Anthony shares his framework for human-first AI transformation. He explains how Coursera is using AI-powered coaching, role play simulations, verified skills paths, and Course Builder to close the enterprise AI skills gap — and why critical thinking, not just prompt engineering, is the skill that matters most.Key Topics Covered:The 234% year-over-year surge in GenAI enrollments on Coursera and what is driving global demandWhy 84% of leaders plan to increase AI investment but only 38% say their teams are readyCoursera's verified skills paths and how they provide stackable, demonstrable AI credentialsThe role of AI-powered Coach in improving course completion — 94% report improved experience, 9.5% higher quiz pass rateHow Course Builder lets enterprises customize world-class AI content from Google, Anthropic, and Microsoft for their specific business contextWhy critical thinking enrollments grew 185% alongside technical AI skillsThe four phases of technology adoption: displacement fear, skills erosion, complacency, and true transformationHow gamification and role play simulations make enterprise AI learning stickCoursera's integration with ChatGPT and the future of learning in the flow of workWhy the shift from "4 years for 40 years" to "40 for 4" demands lifelong micro-credentialingEpisode Timestamps:00:00 - Introduction and Anthony Salcito's background01:42 - Growing up in the Bronx and how technology became a catalyst04:10 - Teaching Girl Scouts Visual Basic in 1995 and the education spark06:18 - The through line from Microsoft to Nerdy to Coursera Enterprise08:24 - Walking into Coursera's $239M enterprise business — what surprised him11:22 - 234% GenAI enrollment growth and 15 enrollments per minute13:57 - Verified skills paths and proving AI competency beyond course completions16:19 - Why critical thinking grew 185% and how schools need to change20:41 - Hard skills vs. soft skills and the competency-based education gap23:58 - What makes AI learning stick: personalization, mixed modality, and Coach27:40 - Coach results: 94% improved experience and the power of gamification31:55 - Live role play: pitching AI reskilling to a 1,000-person construction company36:24 - The four phases of technology adoption and why complacency is the biggest threat40:25 - Human-first AI transformation and why people-centric companies win43:39 - How Coursera keeps up with fast-moving AI content creators46:20 - The 3-5 year vision: micro-credentials, learning in the flow of work, and ChatGPT integration50:55 - Why Anthony does what he doesAbout Anthony SalcitoAnthony Salcito is the Vice President of Enterprise at Coursera, where he leads the company's enterprise business serving over 7,000 organizations worldwide. Before joining Coursera, Anthony spent 20+ years at Microsoft leading global education efforts, visiting over 80 countries and nearly 3,000 classrooms. He also served in leadership roles at Nerdy and Varsity Tutors and chairs the nonprofit Network for Teaching Entrepreneurship.

Send a textMatt Britton is Founder and CEO of Suzy and a leading voice on how AI and generational change are reshaping business. He is the author of the best-selling book Generation AI: Why Generation Alpha & The Age of AI Will Change Everything, and has advised more than half of the Fortune 500 on marketing, innovation, and consumer behavior. Drawing on decades of experience working with global brands, Matt examines why AI is shifting the economy from knowledge tasks to creative problem solving, why reskilling will define the next decade, and how leaders can build organizations that elevate human judgment in an AI-driven world.In this conversation, we discuss:Why AI is accelerating a shift from memorization and knowledge tasks toward creativity, critical thinking, and real problem solving.Why reskilling, not upskilling, will define the next decade and why that transition will be harder than most leaders admit.How Gen Alpha, the first AI-native generation, will reshape expectations around work, brands, privacy, and employer relationships.Why robotics will transform the service economy sooner than most leaders expect, and what that means for jobs.The mistake companies make when they chase AI tools instead of focusing on the most important problems to solve.How hyper-personalization and an “audience of one” are redefining trust, value creation, and meritocracy in business.Resources:Subscribe to the AI & The Future of Work NewsletterConnect with Matt on LinkedInAI fun fact articleOn How Kai Nunez, Vice President of Research & Insights at Salesforce, is making tech teams take ownership of AI ethics

Jobwechsel 2026? Viele fühlen: „Lieber bleiben." Und die Daten zeigen: Nur 34 % sind wechselbereit (5-Jahres-Tief). Aber der größere Hebel ist gerade woanders:

Send a textKourtney Cross is a RiseUp with ServiceNow Graduate and Business Analyst at Leidos. With a background in accounting and operations, Kourtney saw a shift happening in the enterprise tech landscape and decided he wouldn't be left behind. He immersed himself in a new ecosystem, earned multiple certifications through the RiseUp program, and built his own hands-on projects to prove his skills to skeptics.But his story isn't just about learning new software. It's about the grit it takes to pivot your career in public. Kourtney joins Dan Turchin to share what it really looks like to go from "credentials on paper" to delivering value in the AI economy, and why he believes compounded effort always yields success.In this conversation, they discuss:Why Kourtney saw a market shift and decided to dive in headfirst, and how that decision became a pivotal career inflection point.How RiseUp with ServiceNow program enables ambitious early-career professionals to obtain certifications, build real skills, and pivot into future-proof tech roles.What certifications actually do, and don't do, in the job market, and how Kourtney differentiated himself by building and showcasing a hands-on project.How to proactively leverage AI as a business analyst, from writing user stories to tightening requirements, instead of fearing job displacement.Where AI should accelerate productivity and where clear human boundaries still matter, especially in high-stakes areas like healthcare and admissions decisions.Why patience, resilience, and what Kourtney calls “compounded effort” matter more than credentials alone when breaking into tech and building long-term career momentum.Resources:Subscribe to the AI & The Future of Work NewsletterAI @ Work – Level One Leaders certificationConnect with Kourtney on LinkedInAI fun fact articleOn how AI can unleash human potentialExplore more about RiseUp with ServiceNow

UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]

UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]

UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]

UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]

UC San Diego's Division of Extended Studies broadens the university's public impact by connecting campus expertise to the evolving needs of people and workplaces. Dean Hugo Villar, Ph.D., M.B.A., describes a mission centered on lifelong learning that helps individuals build skills, pursue new opportunities, and stay adaptable as work and technology change. He explains how the division develops applied learning in partnership with employers and community organizations, using workforce insights to keep offerings aligned with real-world demand. Villar also emphasizes how artificial intelligence is integrated across programs so learners can use emerging tools thoughtfully and effectively. Series: "Career Channel" [Business] [Education] [Show ID: 41108]

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

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

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.

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.

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

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:

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/

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.”  

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.