Sharon Lo

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Learning 2022 Notes: GS01 Long Life Learning: Preparing for Jobs That Don’t Even Exist Yet

Conference, Resources

GS01 Future of Work Panel

Panelists: Donald H. Taylor, Megan Torrance, Debbie Richards, Bob Mosher, Frank Nguyen

My takeaways:
  1. Don’t overcomplicate things. This quote seriously cracked me up, “This sounds like a solution looking for a problem.”
  2. Some of the roles in future L&D teams in the order of importance: Data Analyst, Data Engineer, Business Intelligence Engineer, and Research Scientist.
  3. Data should not just be used for reporting, it should tell a story to inform you what to explore.
  4. What is L&D’s role in emerging needs like wellness (which is traditionally an HR function)?
    1. L&D should play a role but not pretend to be experts.
    2. Listen to what the needs are.
    3. Offer L&D’s strengths/value-add, which is that we can reach people!

(Confession: My notes from this section is limited as I was getting really tired…)

GS01 Long Life Learning: Preparing for Jobs That Don’t Even Exist Yet

Keynote Speaker: Michelle Weise, Vice Chancellor of Strategy and Innovation, National University System

My takeaways:
  1. Every year, the average life expectancy goes up by 3 months. Science predicts that the person that will live till 150 is already born (!!!) This means that we will have longer careers generation after generation.
  2. In 2014, the Top 5 jobs that year were ones that didn’t even exist 5 years ago. We will have 20-30 job changes throughout the span of our now extended career.
  3. When people start their career underemployed, it is not a short-term phenomenon, but a permanent detour. Research shows that they earn $10,000 less per year and are 5 times more likely to still be underemployed 5 years later. This not only impacts pay, but network/access.
  4. For college grads, by their 3rd job they will likely eventually end up in a high pay/high skill job. But the struggle is learning to verbalize and reframe their skills for the labor market.
  5. The future of work are people with a modified “T” skill framework, but with more human skills and a few areas of technical expertise.”T” Skill Framework:
    What it is a T-Shaped developer (And why you should be one)
  6. Everyone has unique “skill shapes”. How do we go from education/experience-based hiring to skill-based hiring, to give a broader group of people a chance to prove their competency?
  7. How can our industry support this? Navigation, Wraparound Supports, Targeted Education, Integrated Earning and Learning, and Transparent Hiring.
    Strada

If any of this peaks your interest, feel free to reach out! I am happy to have a knowledge share/discussion after the conference.