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8th Annual Learning! 100 Award Application Deadline…

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8th Annual Learning! 100 Award Call for Applications Opens

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The 2017 Learning! 100

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Diversity & Learning Lab Launched

Diversity, inclusion, and belonging are unique areas of both challenge and opportunity for learning professionals. To address these topics, Elliott Masie has partnered with international learning… Read more...

Learning! 100 Call for Applications

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Contingent Workforce to Triple by 2020

Americans are eager to work but no longer for somebody else. The number of Americans working for themselves looks to triple—to 42 million people—by 2020, according to Research Now. Millennials are… Read more...
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Deals and sessions focused on artificial intelligence and its role in the future.

Allen & Co. hosted its 34th annual conference in Sun Valley, Idaho and many of that United States’ most powerful business and technology professionals attended the event. Machine technology was heavily emphasized during the week-long event. General Motors is cutting deals with Apple and Google to create connected dashboards for some of its cars as a way to combat the rise of Uber and the onslaught of automated technology. Sony is working on a robot that builds an emotional bond with people.

Reid Hoffman, co-founder of LinkedIn, talked about the increase in machine technology and its effects on careers, not just in the manufacturing sphere, but in the professional sphere as well. Doctors, attorneys and others will be able to mine large amounts of data with the new technology in as little as 20 years. Hoffman believes that this could be good for the American economy because it is very tech-centric, but Americans need to tread cautiously. “Yes, jobs are going away; we’ve got to focus on entrepreneurship and creating new jobs,” he told CNBC. One of the ways people can prepare themselves for this shift is to have the technology knowledge, capabilities and skillsets to work with machines.

—Learn More: http://video.cnbc.com/gallery/?video=3000532708


Published in Top Stories


Outside investment can transform the future of a budding startup. It can take a company from a college dorm room, garage, or even the trunk of a car, and lead it down the path to becoming a multi-million or even billion-dollar corporation. To fund this investment, many entrepreneurs are turning to accelerators. These programs connect startups to venture capitalists who bring in seed money and give startups access to their experience and resources. In many cases, accelerators will provide office space, mentorship and other assets companies need to plant their roots and thrive.

Accelerators are a relatively new concept — according to Aspen Network of Development Entrepreneurs, more than 70 percent of existing accelerators were founded in 2008 or later. These programs have been helpful in guiding businesses to success. More than three out of every four businesses that participated in an accelerator program have a high survival rate.

According to the Seed Accelerator Ranking Project, one of the top accelerators in the country is Iron Yard Ventures. Founded in 2012, the organization touts its success in investing in more than 50 startup technology companies that have collectively produced hundreds of jobs and built a stream of capital topping $70 million.

Accelerators can be developed for any industry. Iron Yard’s hospitality accelerators, for example, focus on synchronizing top early-stage startups with industry-leading corporations in hospitality and gaming. Tech entrepreneurs connect with mentors, partners, investors and hospitality and casino companies to develop a business plan to success.

It’s this spirit of progress that attracted University of Phoenix. The University views Iron Yard Ventures as a major player when it comes to forward-moving innovation. Connecting talent with the means necessary to reimagine business in a burgeoning tech mecca is a recipe for success and has led to the creation of RedFlint, an innovation experience center that offers a hands-on learning ecosystem developed jointly by the University’s College of Information Systems and Technology and School of Business and Iron Yard Ventures. This trifecta of business development, educational experience and inventive culture will spark innovation and incubate the skills and strategy development necessary to revolutionize business and industry from the inside out.

RedFlint will serve as a testing lab where users will face real-life problems to cultivate creative thinking and develop forward-looking business solutions. Users will incubate concepts through the use of the latest technologies, such as data analytics and digital marketing tools, allowing startups to have an edge and avoid traditional early business mistakes. And with the help of Iron Yard Ventures, RedFlint will accelerate startups by connecting them with the necessary resources, mentoring and connections needed to get of the ground and running.

The path to building and growing a business is evolving and must be more collaborative than ever. RedFlint allows students, businesses and the community to come together to create solutions through new technologies, bringing to life the 21st century model of entrepreneurship and business growth. Learn more about RedFlint at: redfintvegas.com


1. Aspen Network of Development Entrepreneurs; Bridging the “Pioneer Gap”: The Role of Accelerators in Launching High-Impact Enterprises, pg. 5 and 19

2. Iron Yard Ventures; Announcing the Las Vegas Hospitality Accelerator powered by Iron Yard Ventures

3. Iron Yard Ventures; Las Vegas Hospitality Accelerator

Published in Ideas

By Dennis Bonilla, Executive Dean of University of Phoenix, College of Information Systems and Technology

Technology has disrupted and forever changed the way we do business, and in turn has altered the required skill sets of the workforce needed to run it. Digital technology is a vertical that crosses every industry and impacts nearly every job. Today in the United States, those who are without any tech expertise can find themselves on the outside looking in when it comes to professional opportunities.

According to a report by Burning Glass, nearly 78 percent of middle skills jobs require some digital skills, such as spreadsheet and word processing proficiencies. Whether it be jobs that require basic computer skills, or that some of the fastest growing job sectors require advanced tech skills, such as writing and analyzing code to keep sensitive data secure, there is no disputing that technology has fundamentally and irreversibly changed the face of the job market.

These changes aren’t just impacting job seekers. Employers are struggling to build a pipeline of qualified professionals for the jobs they have available. For example, a 2015 Global Information Security Workforce Study estimates that the global shortfall in the information security workforce will reach 1.5 million in five years. Employers are increasingly working alongside higher education entities to tackle this challenge, as education and training must keep pace with industry advancement in order to provide employees with innovative and technology-focused skill sets.

Ensuring we have a workforce prepared to excel in the 21st century workplace is one of the most important challenges we face to remain competitive as a nation. And it’s not a challenge that can be undertaken by higher education or industry alone. Solving these workplace challenges will take collaboration between all interest groups that have a stake in equipping the workforce of today and tomorrow. 

Partnering to Educate the Workforce

The diversely skilled workforce required by today’s rapidly changing workplace calls for robust education and training. Matching educational programs to business and community needs requires higher-level collaboration and partnerships among stakeholders.

Higher education, business and industry must partner to ensure aspiring professionals have access to an educational experience that is agile, relevant and experiential and delivers industry-aligned training designed to immediately benefit both the student and the workforce. Curriculum cannot be developed in a silo and institutions of higher education cannot recycle course material that was previously relevant but now would leave students woefully underprepared for the 21st century workplace. Just as businesses are constantly adapting to the changing marketplace, so too must education adapt to ensure the workforce is properly trained.

These dynamics make partnerships in learning imperative as we work together to prepare the workforce of tomorrow. Innovative partnerships between education, business and industry can provide students of all kinds with access to education, pathways to careers and industry-aligned training. By working together, the student experience is better enhanced and the student is better-prepared when entering the workforce.

Partnerships Are Mutually Beneficial

Partnerships should not be seen as a requirement, but as a mutually beneficial opportunity for education and industry collaboration to improve the workforce. Among other benefits, business, government and industry can gain access to a steady stream of intern candidates and highly-skilled graduates, as well as provide their current staff with education, training and career development that can help with staff retention and elevation. At the same time, educational institutions that partner with employers can benefit from strong enrollment, job opportunities for alumni and access to industry insights and needs that can shape and inform curriculum.

Educational partnerships have broader economic and global impacts. A well-trained workforce sparks innovation, ignites creative thinking and accelerates industries forward.

Partnerships Improve Access to Education

In the education community, we recognize there is little in our work that is more important than ensuring students of all backgrounds have access to high quality educational experiences. It’s a national priority as well — the White House set an ambitious goal of producing a higher share of college graduates than any other nation by 2020, hoping to return the United States to the top ranking after dropping into 12th place.

A critical piece to building America’s bench of college graduates is through providing a variety of pathways to higher education, and one of the best ways to do this is through dynamic partnerships that deliver value, workplace experiences or resources that a university couldn’t do on its own. The following are some of the most important partnership areas we actively pursue at University of Phoenix.

Scholarships and Tuition Reimbursement

As workplace needs evolve, it’s likely that no one degree or training program will be adequate for an employee’s entire career. Consequently, employers and industry associations often find themselves searching for opportunities to upskill their current workforce. Scholarship programs can be one of the most effective ways for education and industry to partner in a targeted effort to help a current workforce gain the skill sets necessary to successfully compete in the job market. They also can be customized to the needs of the employer, and include not just an educational component, but also on-the-job-experience to ensure companies are getting the skills they need.

One such program is the Dream BIG Scholarship Program, conducted in partnership with the National Retail Federation (NRF). The national association is the world’s largest retail trade association, representing thousands of major retailers. Retail is the largest private sector employer in America, supporting one in four U.S. jobs and employing more than 42 million Americans. The scholarships provide those awarded the opportunity to pair education with work experience and ambitions to pursue a wide array of career opportunities within the retail industry. The flexibility of the degree program allows recipients to continue to work and live at home while advancing their education.

In the past four years, University of Phoenix and NRF have provided 50 full-tuition scholarships to deserving retail employees.

Higher Education Institutions Working Together

There are also opportunities for institutions of higher education to partner with each other to improve access to education. While colleges and universities might be competitors in the marketplace, ultimately they share the same goal — to train a workforce that will be successful today and lead us to tomorrow. By seeking opportunities to enhance the student experience and drive student success, higher education and industry come out on top.

University of Phoenix recently joined forces with Thurgood Marshall College Fund to accomplish this goal. Through a unique partnership, University of Phoenix provides students at select Historically Black Colleges and Universities (HBCU) member schools across the country with access to career-relevant curriculum and expanded course offerings through flexible online learning options, to further support a path toward graduation.

The partnership allows participating HBCUs to efficiently incorporate online learning options for current students that subsequently increases their abilities to meet the needs of a larger student population.

Access to Higher Education Resources

It’s also important in educational partnerships, that our best and brightest minds — our students — have the opportunity to help improve businesses during their educational experience. From graduate programs to research studies, there is significant opportunity to use the work of students to inform businesses. Companies and organizations who partner in this arena can provide students with access to experts and data which can then be utilized to drive research and propose solutions to current real-world problems. They can reap the benefits of this research and use it to inform their professional practices.

Recently I was named to the Arizona Hispanic Chamber of Commerce (AZHCC) Board of Directors. The mission of the AZHCC is to promote the success of Hispanic-owned and small businesses in the state. It begins with education. Providing Hispanic students with access to quality education is vital to the success of Arizona’s future economy. By 2020, Hispanic youth are projected to make up more than 50 percent of the K-12 public school student population in the state of Arizona. For the state to remain economically competitive, it must create pathways to post-secondary education for these students. According to the Pew Research Center, as recently as 2012, Hispanics accounted for only nine percent of young adults aged 25-29 with a bachelor’s degree.

Partnerships Build Pathways to Careers

Providing access to education is critical, but it isn’t enough to just provide an education. Colleges and universities must ensure that educational programs create a clear nexus between education and career-readiness. This can be accomplished by forging relationships with a wide range of employers, associations and others to truly understand staffing needs and allow that to inform academic programs. These efforts can provide curriculum, training and other educational opportunities that help prepare students for work with an industry or employer looking for a particular skill set.

Education and Industry Shaping Workforce Standards

While improving access to education and creating pathways to jobs is critical, perhaps the most important partnerships universities are exploring today are those that help to determine in real time the competencies across industries that are needed to keep up with the pace of the 21st century job market.

When education and industry work together, they have the opportunity to transform the way professionals are trained and ultimately hired. By partnering to standardize competencies, education and industry can work together to develop curriculum that can be taught across institutions of higher education. In addition, employers can offer a uniform set of hiring standards that reflect the training students are receiving.

University of Phoenix College of Security and Criminal Justice had the opportunity to do just that last year by working with the ASIS Foundation to develop the Enterprise Security Competency Model. This model, the first of its kind in the security industry, established a core set of skills and competencies required for security positions, ensuring a clear path to education, training and ultimately, competency to address 21st century security risks.

With no previous widely endorsed set of competencies and skills across the industry, the Enterprise Security Competency Model has quickly been adopted by companies of all sizes including Time Warner Cable and IBM. This model is intended to define the foundation for educating security professionals and ensure the consistent education and training of professionals who play a critical role in ensuring the safety and security of our nation.

Incentivizing Continued Education

Many industries can benefit from employees who choose to continue their education. However, cost and time often serve as barriers in the pursuit of advanced training. Education and industry have the opportunity to partner to remove these barriers by incentivizing employees through accelerated programs and course credit for real-world experience.   

For example, University of Phoenix has partnered with the Security Industry Association (SIA) to award students who have completed a SIA Certified Security Project Manager (CSPM) credential with 21 credit hours to apply toward a Bachelor of Science in Security Management from the University. Allowing professionals to apply real-world experience and applicable education toward academic degrees can inspire people to embark on an educational journey in which starting from ground zero may seem too daunting a task.

Helping Military Succeed in the Job Market

There are many resources available to military members as they transition to civilian life. However, having a transition plan is critical for these veterans as they move into new civilian careers, or look to enhance their existing careers. A 2015 online survey from University of Phoenix of 1,007 past and current service members found that less than one-third (31 percent) of past and current service members have made a transition plan.

Industry and education have a tremendous opportunity to help these soldiers by creating programs to assist military members with their career path goals.

Partners Building a Space for Innovation and Collaboration

The RedFlint Innovation Center is a joint venture between University of Phoenix College of Information Systems & Technology, University of Phoenix School of Business and Iron Yard Ventures designed to create hands-on, collaborative, experiential opportunities based on real problems facing communities and businesses today.

When RedFlint opens in September in Las Vegas, it will be a next-generation incubator: a space that brings together the free flow of information, learning and innovation under one roof with the express purpose of not only producing a quality workforce, but reinventing the traditional employee-business-industry model.

Situated in downtown Las Vegas and part of the city’s newly-branded Innovation District, RedFlint will provide businesses and the community the opportunity to explore new technologies and business angles to create solutions for local businesses and industries.

Ventures such as the RedFlint Innovation Center will provide opportunities designed to offer the chance to create and experience new concepts, programs and technology. The Center will be a space for businesses to bring concepts to life by accelerating an idea through the various stages of product development. It will also be a place where solutions that have timely and real business applications are incubated. It will innovate industry, and leverage local relationships to create a showcase of businesses and leaders that puts regional innovation on stage.

At RedFlint there will be an opportunity to partner with businesses and organizations in various ways to ensure the workforce is strong and skilled and maximize the experience. It will create opportunities and a place where partnerships can come together in a tangible way.

A Call to All to Expand Partnership Efforts

Supporting the continually evolving and innovative workplace of the 21st century can’t be done by one entity alone. Strategic partnerships between education and industry are key to ensure that a pipeline of well-trained and skilled professionals is consistently being infused into the workforce, enabling it to keep pace with the growth and innovation across industries.

University of Phoenix encourages institutions of higher education, businesses, government entities and other organizations to seek out opportunities to work together to provide the tools employees need to prosper, innovate and grow.

For more information about each of these programs, including on-time completion rates, the median debt incurred by students who completed the program and other important information, please visit: phoenix.edu/programs/gainful-employment.

For more information about scholarships, please visit: http://www.phoenix.edu/tuition_and_financial_options/scholarships.html


Digital Skills Gap, Burning Glass, March 2015

(ISC) Global Information Security Workforce Study, 2015, page 3

National Retail Federation, “The Economic Impact of the U.S. Retail Industry,” https://nrf.com/resources/retail-library/the-economic-impact-of-the-us-retailindustry

Datos: The State of Arizona’s Hispanic Market 2015, Arizona Hispanic Chamber of Commerce, page 198

Pew Research Center, “More Hispanics, blacks enrolling in college, but lag in bachelor’s degrees” http://www.pewresearch.org/fact-tank/2014/04/24/more-hispanicsblacks-enrolling-in-college-but-lag-inbachelors-degrees/

Published in Top Stories

World Innovation Summit for Education (WISE) and EdTechXGlobal launched the Makers and Shakers of Education Technology Index. The international index celebrates 50 of the most innovative EdTech thought leaders, organized by four regions. The 2016 Index honors these luminaries who through digital and physical technologies, have introduced innovative new ways of learning to the market through play, construction or interactive design.

The list was curated by EdTechXGlobal and WISE and then selected by 15 members of the global advisory committee; comprised of industry leaders from the Bill & Melinda Gates Foundation, Google for Education, IDEO, IBIS Capital, Kaizen Private Equity, Learn Capital, LinkedIN, Times Higher Education and TES Global. The advisory committee scored each proposed candidate against criteria including; individual vision, disruptive innovation and impact and contribution. The "Makers" were defined as rising stars of education technology, innovating and pushing boundaries for future success, and "Shakers” were defined as established leaders in their region, inspiring worldwide EdTech change.

"This Index seeks to recognize thinkers and doers who have pioneered innovative approaches to addressing challenges in education", said Stavros N. Yiannouka, the CEO of WISE.

"The Makers & Shakers of Education Technology is a global index that elevates Education innovators and thought leaders as 21st century social rock stars. The index rewards talent, creativity, impact and influence in education," added Benjamin Vedrenne-Cloquet, Co-Founder of EdTechXGlobal.

—More info: http://makersxshakers.com

Published in Top Stories

 The Top 100 Learning Organizations from Public and Private Sectors Convene to Celebrate

Today, the Elearning! Media Group announced the Learning! 100 top learning organizations for 2016. The rankings will be revealed at the awards dinner and reception on June 7 at the Anaheim Convention Center, Anaheim, CA.  The awards program is hosted at The Enterprise Learning! Conference (ELC), on June 7-8 at the convention center.

“The Learning! 100 recognizes the top 100 global learning organizations for high performance. These organizations are innovative, collaborative and have a truly immersive learning culture,” reports Catherine Upton, Award Chairperson. “Organizations from three to 500,000 employees are honored this year, and shows size does not matter when it comes to making a difference in the learning field.”

Celebrating six years, the Learning! 100 are comprised of 60 corporate enterprises and 40 public sector organizations. Previous honorees include American Heart Association, AT&T, Cisco, Defense Acquisition University, Khan Academy and Verizon. View previous honorees here.

The 2016 Learning! 100 Award Dinner and Reception is being hosted at the Enterprise Learning! Conference. The conference brings together learning, talent and HR executives charged with building smarter organizations to drive performance. The Learning! 100 Awards Ceremony will take place June 7 proceeded by the award reception hosting all the conference attendees. The two-day conference offers more than learning opportunities including Learning! 100 sessions and three keynotes. Executives should attend Enterprise Learning! Conference to discover how to build smarter organizations via learning and workplace technologies.


The 2016 Learning! 100 Corporate Enterprise and Public Sector Honorees in Alphabetical Order Are:

Amazon Web Services

ADI Global Distribution N.A., a Honeywell Company


Advanced Distributed Learning Initiative

Allied Command Transformation NATO

AlliedBarton Security Services

American Heart Association

American Society of Association Executives

Ascension Information Services


Better Homes and Gardens Real Estate


Broward Health


Cenegenics Education & Research Foundation

Choice Logistics


College for America, Southern New Hampshire University



DDB Worldwide

Defense Acquisition University

Defense Security Service Center

Edward Jones


E-learning for Kids

Express, Inc.


Fedreal Government Distance Learning Association

Fidelity National Title

First Insight Corporation

Fivel Systems

Florida Virtual School

Forward Eye

G4S North America


Habitat for Humanity

Healthstar Communications

HEI Hotels and Resorts


immixGroup (an Arrow Company)


Ingersoll Rand

Institute of Finance & Management


International Society for Technology in Education

Jafra Cosmetics International, Inc.

Khan Academy

Lawrence Livermore National Labs



Louis Stokes Cleveland VA Medical Center

Luck Companies



Mesilla Valley Transportation


MTR Corporation Limited


National Training & Simulation Association

Native American Professional Parent Resources

Navy Federal Credit Union


National Defense University

Neiman Marcus



Red Roof Inn

RK Stratman

Saab Australia

Saatchi & Saatchi


Scripps Health

Service Max

Shaw Industries Group, Inc.


Southern Baptist Theological Seminary

Stanford University


Team Orlando

The Go Solution

The Healthcare Information Management Systems Society

The Management Trust - Oregon


U. S. Department of Veteran Affairs

UNC-Chapel Hill

United Healthcare

University of Central Florida, Institute of Simulation Training

University of Phoenix

US Air Force

US Marine Corp

US Pacific Command Cyber War Innovations Center

USC Institute for Creative Technologies

United States Distance Learning Association

Veterans Affairs Acquisition Academy


Waddell & Reed

Watco Companies, LLC

Western Governors University

World Fuel Services


How to Register for Enterprise Learning! Conference

Register now to secure your three-day conference pass. Government, Education and Non-profits, as well as teams of three or more earn 30 percent off when registering at http://www.elceshow.com.   To learn about sponsorship opportunities, contact Sales at 888-201-2841 x842 or email This email address is being protected from spambots. You need JavaScript enabled to view it. .

About Enterprise Learning! Conference
Since 2008, Enterprise Learning! Events bring onsite and online audiences together to learn, network and share. Enterprise Learning! Conference, the exclusive learning and workplace technology conference, occurs June 7-8, 2016 in Anaheim, California. Enterprise Learning! Conference hosts the Learning! 100, Learning! Champion & Best of Elearning! Awards. The Enterprise Learning! Conference Online edition is slated for September 8, 2016 featuring new and exclusive content. For more information about the Enterprise Learning! Conference, visit http://www.elceshow.com

About Elearning! Media Group
Elearning! Media Group, owned by B2B Media Group, LLC, consists of 12 media products including: Elearning! Magazine, Government Elearning! eMagazine, Alert email newsletter, SalesTec eNews, 2elearning.com, Elearning! Web Seminar Series, Elearning! Institute, Enterprise Learning! Summits and Enterprise Learning! Conference. Elearning! Media Group serves the $225 billion enterprise learning market. In combination, these brands reach more than 2 million executives, practitioners and professionals, all evaluating or implementing enterprise learning and workplace technologies across their organizations each year. Suppliers and practitioners can follow us: online at: http://www.2elearning.com; on Twitter: 2elearning, #ELC16, #ELS16; via Facebook: Elearning!-Magazine; and, LinkedIn: Elearning! Magazine Network or Enterprise Learning! Events.


Published in Top Stories


It’s tedious — and expensive — for humans to scrutinize data looking for abnormalities, and that’s why MIT’s Computer Science and Artificial Intelligence Laboratory developed its AI2 method. AI2 uses artificial intelligence to screen data daily from tens of millions of log lines and then flags anything deemed suspicious. A data analyst checks any of the flags and the method helps identify around 85-percent of attacks and saves time analysts normally spend chasing false leads.

Much like any AI system, AI2 must be trained. When it reports the errors, an analyst lets it know which ones are false meaning its becoming more successful. Most of what AI2 does is reactive, meaning it helps a company determine what happened and how to proceed. However, the learning capabilities AI2 possesses strengthen its intelligence and saves workers time every single day.

Learn More: web.mit.edu


Published in Latest News

How to Teach the Missing Basics to Today’s Young Talent


There is an ever-widening “soft skills gap” in the workforce, especially among the newest young workforce, the second-wave Millennials otherwise known as “Generation Z” (born 1990-2000).

I say this based on more than two decades studying young people in the workplace: The incidence and insistence of managers complaining about the soft skills of their new young workers has risen steadily year after year since we began tracking it in 1993. It affects workers of all ages, but is most prevalent among the newest youngest people in the workforce.

Today’s newest young people in the workplace have so much to offer, yet too many of them are held back because of their weakness in a whole bunch of old-fashioned basics: non-technical skills ranging from “self-awareness” to “people skills,” especially communication, as well as “critical thinking” and “problem solving.”

Here’s the question everybody asks: Are the relatively weaker soft skills of today’s young workers the result of having grown up thinking, learning and communicating while permanently attached to a hand-held supercomputer?

Surely, that is part of the story.

Gen-Zers are the first true “digital natives,” born in a never-ending ocean of information — an information environment defined by wireless Internet ubiquity, wholesale technology integration, infinite content and immediacy. Gen-Zers are always totally plugged in to an endless stream of content and in continuous dialog — forever mixing and matching and manipulating from an infinite array of sources to create and then project back out into the world their own ever-changing personal montage of information, knowledge, meaning and selfhood. They try on personas, virtually. Social media makes it easy to experiment with extreme versions of one persona or another; more or less (or much more) crass means of expression.

Gen-Zers are perfectly accustomed to feeling worldly and ambitious and successful by engaging virtually in an incredibly malleable reality — where the stakes can seem all-important one moment, until the game is lost and reset with the push of a button in a never-ending digital dance, by projecting their uniquely diverse persona(s) in their own highly customized virtual peer ecosystem.

But remember, it’s not just technology that has shaped this generation.

Every bit as much to blame is the helicopter-parenting on steroids that’s been the norm for Gen-Zers. They have spent much of their formative time ensconced in their own highly customized safety zones — the private comfort of protection and resources provided by responsible adults who are always supposed to be looking out for them. As a result, Gen-Zers are neither accustomed nor inclined to conform their attitudes and behavior for an institution or an authority figure (especially a non-parental authority figure).

As a result, a shocking number of young people today simply do not realize just how much “just doing their own thing” makes their attitudes and behavior maladaptive in the real world of the workplace. Most of them simply cannot fathom how much mastering some of the critical soft skills could increase their value as employees — not only right now, but for the remainder of their careers.

—Bruce Tulgan founded Rainmaker Thinking, a management training firm, in 1993. This article is adapted exclusively for Elearning! Magazine from his book of the same title.

Published in Ideas


With the help of the federal government, three teams composed of neuroscientists and computer scientists are attempting to wire machines to perform visual identification the same way as the brain. The Intelligence Advanced Research Projects Activity (IARPA) is hoping to increase machine learning by reconstructing pieces of the brain and reverse engineering the algorithms and computations it undergoes. By summer 2017 algorithms based on the teams’ findings will be given an example of an object and then be required to pick out several examples of it among thousands of images in a database. The entire project is slated to last a total of five years.

The researchers are focusing on the part of the cortex that processes vision, a sensory system. The area of the brain has been extensively studied and computer scientists have tried to emulate it many times. To date, no scientists have attempted to reconstruct a complete wiring diagram of a small cube of brain to this extent. Each team is using the theory known as analysis-by-synthesis, meaning the brain makes predictions about immediate future happenings and then reconciles those predictions with what it sees. Each team is exploring a different possibility since the brain might execute analysis-by-synthesis in a number of ways.

—More info: iarpa.gov


Published in Latest News

Facebook, Inc. to Expand Bots, Delivery Platform and Continue Charitable Work

F8, Facebook’s annual development conference took place April 12 and 13 in San Francisco and Chief Executive Officer Mark Zuckerberg outlined an extensive 10-year plan to keep people interacting and generate ad money for the tech giant. Soon, users will have the ability to chat with artificially intelligent bots on Facebook’s Messenger platform ordering food and car services, gaining sports updates and much more. In the long term, Zuckerberg sees people using virtual reality to experience places and objects rather than forcing them to travel or buy objects in real life. Developers will have the option to build bots to represent their companies on Facebook’s platform. The bots will be conversational in nature, and Facebook will not make a direct profit off of e-commerce transactions initially.

The company also stressed the benefits of live video and encouraged 360-degree video and will build its own 3D-360 Camera System coming summer 2016. Not wanting to get into the camera industry itself, Facebook is leaving its platform open for others to develop products around it.

Zuckerberg also touched on his plan to help those access technology that may have limited Internet access. Facebook built a tool, Free Basics, to offer apps that require very little data. The program was built in response to Zuckerberg’s travels and seeing how many countries are shutting down access to technology.

Facebook also plans to fund 20 people of color and/or women to attend Dev Bootcamp for free this year through F8 ticket sales. The 19-week program teaches software development and megacognitive training using Ruby, JavaScript, Ruby on Rails, common JavaScript libraries, SQL, HTML, CSS, pair programming, and agile and test driven development. 

—More info: facebook.com
Published in Latest News


Workforce Futurist Karie Willyerd Keynotes and Reveals 5 Secrets to Stretching Your Skills

Karie Willyerd, author and workplace futurist will keynote the Enterprise Learning! Conference 2016 (ELC16) produced by Elearning! Media Group. The keynote titled “Stretch: How to Future-Proof Yourself for Tomorrow’s Workplace,” will explore how to extend your professional sell-by date.

Computerization and automation is a great productivity driver. However, it’s also changing the face of workplace. Up to 66 percent of American jobs are at risk of being replaced by computerization according to an Oxford University study. “It is imperative for employees to learn how to future-proof their careers and Ms. Willyerd will reveal five practices that every employee should implement,” said Catherine Upton, ELC16 Conference Chair and Group Publisher.

ELC16 keynote attendees will discover how to take stock of their professional development and plan their next move. Attendees should expect to leave their comfort zone. The professional landscape is shifting dramatically and almost every role in every industry will be affected. Extend your skills beyond your sell-by date by working through five critical steps to continued professional relevancy.

Willyerd walks the talk. She has served as Chief Learning Officer at five Fortune 500 corporations, and co-founder and CEO of Jambok, the industry’s first video-based informal social learning software platform, which was acquired by SuccessFactors in 2011. She is also the co-author of the award-winning bestseller, “The 2020 Workplace: How Innovative Companies Attract, Develop & Keep Tomorrow’s Employees Today.”  Willyerd’s newest book is “Stretch: How to Future Proof Yourself for Tomorrow’s Workplace,” was selected as an Amazon Editor’s Pick in Business and Leadership in January, 2016.

ELC16 Helps Executive Build Smarter Organizations
ELC16 conference features four distinct tracks to support the theme of Building Smarter Organizations. They are:  Engaging the Smarter Workforce, Empowering the Smarter Learner, Best Practices of the Smarter Leader, and Building the Smarter Enterprise. At ELC16, attendees can network, learn and share with learning leaders from across the globe.

Who Should Attend

Executives charged with driving enterprise performance via learning and workplace technologies, including HR, Talent, Development, Training, E-learning, Project Management, Education, Sales & Service should attend ELC16.  Government, nonprofit agencies and educational institution leaders are also in attendance to collaborate on the now and the next in learning. Attending this conference is an amazing opportunity to meet colleagues from across the globe. Registration is now open at www.ELCEShow.com. Register by April 30 and save $300 on the two-day conference pass.

Register Now Open

The Enterprise Learning! Conference 2016 (ELC16) hosts the exclusive Learning & Workplace Technology Conference for corporate, government and higher education executives. ELC16 provides executives an engaged environment to network, share and learn from leaders across the globe. Coupled with cutting edge research, expert learning technologists and three prestigious industry award programs; Learning! 100, Best of Elearning!, and Learning! Champions, this is the must-attend forum for learning and performance executives.  Registration is now open at www.ELCEShow.com. Register by April 30 and save $300 on the two-day conference pass.


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