Education

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

500 students share one computer in Niger. Yet they're conducting advanced physics experiments that students at elite schools can't access. The secret? WebAR turning basic smartphones into portable STEM labs. Think about that. In Sub-Saharan Africa, fewer than 10% of schools have internet. Student-to-computer ratios hit 500:1. Yet mobile subscriptions jumped from single digits to 80% in a decade. Students already carry the infrastructure—we just weren't using it right. Traditional EdTech Reality: ↳ VR headsets: $300+ per student ↳ Heavy apps requiring 5G speeds ↳ Labs costing millions to build ↳ Rural schools: permanently excluded The WebAR Revolution: ↳ Runs in any browser, optimized for 3G ↳ No app store, minimal storage ↳ Science scores improving 10-15% ↳ Every smartphone becomes a laboratory But here's what grabbed me: A physics teacher in rural South Africa has one broken oscilloscope. No budget. Her students scan printed markers, and electromagnetic fields pulse across their desks. They run experiments infinitely—no equipment damaged, no reagents consumed. One student told her: "Engineering is for people like me now. The lab fits in my pocket." What changes everything: ↳ Mobile-first matches actual connectivity ↳ Browser-based works offline ↳ Teachers need training, not new buildings ↳ Inequality becomes irrelevant The Multiplication Effect: 1 teacher with markers = 30 students experimenting 10 schools sharing content = communities transformed 100 districts adopting = educational equality emerging At scale = STEM education without infrastructure gaps We spent decades waiting for labs that won't arrive. Now any browser becomes one. Because when a student in rural Africa explores the same 3D molecules as someone at MIT—using the phone already in their pocket—you realize: WebAR isn't shiny technology. It's a quiet equaliser making world-class STEM education fit into 3G connections and $50 phones. Follow me, Dr. Martha Boeckenfeld for innovations where accessibility drives transformation. ♻️ Share if you believe quality education shouldn't require perfect infrastructure.

Let’s talk about hidden disabilities—ADHD, dyslexia, anxiety, and others that don’t meet the eye. Too often, these students are left to struggle because their needs aren’t immediately visible. But here’s the thing: when we ignore those needs, it’s no different from denying someone in a wheelchair access to a ramp. Think about it. Would you expect someone to climb stairs without the tools they need? Of course not. Yet we often expect students with hidden disabilities to navigate education without the accommodations that would level the playing field. It’s not fair, and it’s not right. Accommodations like extra time, clear instructions, or a quiet space aren’t “special treatment.” They’re the difference between drowning and swimming. They’re the tools these students need to show us their potential, not their struggles. I’ve seen the power of a single adjustment. They’re what happens when we meet students where they are. What if we reimagined education as a place where every student feels valued and equipped to succeed? What if we stopped seeing accommodations as “extras” and started recognizing them as essential? Here’s a question for you: Have you seen examples of simple accommodations making a big impact? Or do you think schools are doing enough to support students with hidden disabilities? Let’s share, reflect, and push for better together. Image Courtesy: No Nonsense Neurodivergent #Disability #Accessibility #SDGs #Equity #HumanRights #WeAreBillionStrong ID: Allowing a student with a hidden disability (ADHD, Anxiety, Dyslexia) to struggle academically or socially when all that is needed for success are appropriate accommodations and explicit instruction, is no different than failing to provide a ramp for a person in a wheelchair.

🧠 The Hidden Curriculum: Why Chores Build the Kind of Intelligence Schools Can’t Teach A Harvard study found that children who do daily chores are more likely to succeed later in life. That caught my attention — not because of what it says about children, but what it reveals about how success really forms. I’ve been thinking about this a lot. In my opinion, chores aren’t just a way to teach discipline — they’re a quiet form of systems thinking. I used to think success came from information. Now I think it comes from interaction — with effort, friction, and consequence. When a child folds clothes or washes dishes, they’re not just learning responsibility. They’re learning causality — that their actions can shape their environment. That’s the seed of agency, and in my view, the foundation of all learning. Here’s what this study really points to: → Chores connect effort to outcome. They teach the mind to see progress as earned, not given. → Screens disconnect action from effect. We react constantly, but change nothing. → Causality builds confidence. The more a child sees impact, the more they believe their effort matters. That’s not just psychology — that’s neurology. The brain builds reward loops around whatever it can control. When effort produces order, we feel grounded. When it doesn’t, we drift. Here’s how I think we can bring that loop back 👇 ✅ Reconnect effort with outcome. Let kids see what their actions change — even in small ways. ✅ Reward contribution, not compliance. Praise what they build, not what they finish. ✅ Normalize friction. The hard way isn’t punishment — it’s practice for the real world. In my view, chores don’t just prepare children for life — they simulate it. They teach the one rule that never changes: nothing improves until you act. 💭 So what do you think — are we overeducating kids in knowledge, but undertraining them in consequence? #Parenting #Education #ChildDevelopment #CognitiveGrowth #LifeSkills #FutureOfLearning

Please don’t build support systems around formal diagnoses. Many of your neurodivergent team members don’t know they’re neurodivergent yet. (Some may have "slipped through the net" due to outdated stereotypes. Others might be on years-long waiting lists.) So instead of: - If you’re autistic, we can… - If you have ADHD, we can… - If you’re dyslexic, we can… Try: - We offer flexibility to everyone. - We communicate directly, clearly and openly at all times. - Our workplace is a sensory-friendly environment. Make adjustments available to anyone who needs them - no diagnosis required. That’s how you build a workplace that actually works for everyone 👋 P.S. Browse the (un)masked eGuides and pin badges here: https://lnkd.in/ewKs8Bn2 #Neurodivergent

When I first stepped into the world of cybersecurity, I was completely lost. I didn’t know where to start, what to learn first, or how people even got into this field. All I knew was—I wanted to be a part of this world where people protect, investigate, and defend against digital threats. 💻⚡ At first, everything looked complicated: hacking, tools, reports, and those mysterious terms like “VAPT” and “SOC.” But slowly, I realized that becoming a cybersecurity professional isn’t about learning everything at once—it’s about building layer by layer. So here’s how the journey begins 👇 📍 Step 1: Build your base Understand the fundamentals — Computer basics, Networking, Linux, Windows, and a bit of Programming. This is your foundation. Without it, cybersecurity concepts won’t make sense. 📍 Step 2: Explore the world of security Learn about Web Security, System Security, Network Security, Cryptography, and Cybersecurity Fundamentals. Then dive deeper into areas like VAPT, Incident Response, Digital Forensics, and Cloud Security. 📍 Step 3: Play and practice This is where learning gets fun! Platforms like TryHackMe, HackTheBox, PortSwigger Academy, OverTheWire, VulnHub, and LetsDefend are your playgrounds. Each challenge you solve teaches you real-world skills. 📍 Step 4: Find your direction You can become a Security Analyst, SOC Technician, Penetration Tester, Threat Intelligence Analyst, or even a Cloud Security Associate ☁️ Each path has its own tools, techniques, and challenges. 📍 Step 5: Prepare for your career Start building projects, upload your reports to GitHub, and prepare at least three pentest reports. Add certifications like CompTIA Security+, CEH, or OSCP. And don’t forget to network on LinkedIn — it opens doors you didn’t even know existed. 🤝 🔥 My advice? Start small, stay consistent, and document everything you learn. Cybersecurity isn’t just about hacking—it’s about protecting, analyzing, and defending. 💪 So if you’re someone who’s confused, just like I was—this roadmap is your compass. Let’s build the next generation of ethical hackers and defenders together. 💣 If you’d like resume guidance, just DM me your “RESUME.” And for more such content, follow my channel: 👉 https://lnkd.in/gGAnR_UF #CyberSecurity #EthicalHacking #InfoSec #TryHackMe #HackTheBox #VAPT #PenTesting #DigitalForensics #SOC #IncidentResponse #BlueTeam #RedTeam #BugBounty #NetworkSecurity #CloudSecurity #Linux #CompTIA #CEH #OSCP #SecurityAnalyst #CyberCareer #CybersecurityCommunity #CyberAwareness #TechCareers #CyberInternship #CyberLearning #InfosecJourney

I graduated from the Wharton MBA a year ago, and here’s what I wish someone had told me before I started about recruiting, mindset, and social life. If you're starting this fall, this is for you! 1️⃣ Business school is a buffet (and you'll get indigestion if you try everything) First few weeks - take stock of everything it has to offer. Internships, fellowships, clubs, accelerators, etc. Then ruthlessly prioritize. Take what serves you and leave the buffet. (You’ll still feel FOMO and take on more than you should because you “paid for it” - that’s all part of the process!) 2️⃣ Pivoting is harder than you think Most people don’t get this until it’s too late - employers don’t recruit from MBA programs because they care that you have an MBA. They do it because MBAs filter for experiences/skillsets they want. You need to show them why you can do the job. The degree just gets you in the door - use the network to get the experience and build the skills. More people than you'd think go back to their old industries. 3️⃣ You'll have your "maybe I should recruit for consulting" moment Or banking. Even if you swore you'd never. We all do. When everyone's doing it, you'll second-guess yourself. That's normal! Just remember why YOU came to school. Stick to your plan, not theirs. (Unless your plan was to recruit for consulting/banking) 4️⃣ The social scene is middle school, except people have money (but it’s not all bleak) Hundreds of type-A personalities in one place and a lot of bankers/consultants who didn’t have enough fun in their 20s = drama, hyper-socialization. Who's dating who, who got the Goldman interview, who wasn't invited to that trip…People will talk about you if you stand out (for good or bad reasons). First semester feels intense, especially if you’re an introvert. By second year, everyone chills out and you find your people. 5️⃣ You'll need to touch grass B-school is a bubble. If you're not careful, you'll think comparing signing bonuses and taking out loans to go on another trip with 20 people you just met are real life. See non-MBA friends. Call your family. There’s a hive-mindedness in business school. Don’t lose yourself in it. 6️⃣ The classes are hit or miss (so be strategic) You’ll keep some class notes for decades to come (If you’re going to Wharton - Negotiations, Legal Aspects of Entrepreneurship, Scaling Operations to name a few). You’ll throw away others before the semester is over. Talk to second-years about which classes are actually worth optimizing to get into. Bonus: Do something unexpected. Join the club you think you'd hate. Take the class outside your comfort zone. I signed up for a week-long backpacking trip in the Andes despite every instinct not to and ended up leading a trip to Antarctica my 2nd year (best MBA memory!). People getting an MBA: What's the one thing you're nervous about as you start your MBA? People who have an MBA: What’s the piece of advice you wish you got before you started?

As Chairman of Student Freedom Initiative (SFI), I’ve seen how limited internet access continues to hold back too many students at our nation’s colleges and universities. This is especially true at our HBCUs — 82% of them reside in broadband deserts, which limits access to opportunity, education and economic mobility. That is why we’ve made closing the digital divide a central pillar of our work. In a recent interview with CNET, Keith S., SFI’s CEO and President and Yvette Thomas, Program Director of Institutional Transformation, spoke with Trisha Jandoc about our work to bring affordable, high-speed broadband to HBCUs and their students. We’re already seeing how real students are benefiting from this work. At Claflin University, students now have access to upgraded infrastructure that supports everything from online coursework to searching for their next job and internship opportunity. Having reliable access to the internet is critical to take part in today’s digital economy and this is so much bigger than any one institution. In addition to providing students with more opportunities, closing the digital divide at HBCUs will drive upwards of $500 billion in U.S. GDP growth. This work will take all of us, and I encourage you all to learn how you can work with SFI to bridge this gap. https://lnkd.in/ewnH_KaK

This Teacher Changes 30 Lives Each Morning Here's Why This Works Every morning, a teacher greets her students one by one - not with rules, but with choice: A hug, A high-five, a nod, or quiet. A ritual so simple. Yet it tells 30 children: You are seen. You are safe. You belong. Here’s what this teaches us about leadership - and how to apply it at work: 1. Honor Autonomy (Self-Determination Theory) When people get to choose how they engage, they show up with more agency. Autonomy isn’t about letting go of structure - it’s about giving room to opt in. Try this: 🔷 Let people set their own work cadence - async, deep focus, or collaborative sprints 🔷 Ask: “What support looks best for you right now?” *** 2. Create Micro-Moments of Connection (Broaden-and-Build Theory) We don’t need hour-long one-on-ones to build trust. A genuine check-in. A name spoken with intention. That’s the glue. Try this: 🔷 Pause to celebrate effort, not just outcomes - a quick voice note, a public thank-you 🔷 Remember small details - a kid’s soccer game, a partner’s surgery - and follow up *** 3. Signal Safety in Small Ways (Polyvagal Theory) The nervous system responds before the intellect does. Safety is felt first. And safe leaders create brave spaces. Try this: 🔷 Ask: “Is now a good time?” before giving feedback or asking for decisions 🔷 Stay calm and present, especially when tensions rise - your tone sets the tone *** 4. Design for Anticipatory Joy (Affective Forecasting) The brain lights up for what’s coming next. The ritual at the door gave students a reason to show up smiling. Try this: 🔷 Drop a kind, unexpected message in the team chat - just because 🔷 Celebrate mundane milestones - 100 days in the role, 50th client call, 1st brave no *** 5. Anchor Culture in Meaningful Rituals (Harvard Research on Rituals) Rituals are memory-makers. They codify values in action - they say, this is who we are. Try this: 🔷 End each quarter with storytelling: what stretched us? what did we learn? 🔷 Welcome new hires not with logistics, but with a story of your team's "why" *** This teacher didn’t redesign the curriculum. She redesigned how people enter the day. You don’t need a big title to lead like that - Just the courage to meet people at the door. 💬 What’s one ritual you’ve seen shift the energy of a space - or want to create where you work? 🔁 Repost to inspire kind actions in the workplace. 🔔 Follow Bhavna Toor for more on conscious leadership.

Last week Google announced Learn Your Way - a research experiment to reimagine the most overused, under-loved artifact in education: the textbook. The problem is obvious: textbooks are one-size-fits-all. Written once, updated rarely, inflicted equally. Great for industrial-scale learning, terrible for actual students. Learn Your Way tries to fix that with AI: a student picks their grade level and interests (sports, music, food). The system then “relevels” the text, swaps out generic examples for personalized ones (Newton’s apple becomes a soccer ball), and builds a personalized core. From there, it spins out multiple formats: immersive text with visuals, section-level quizzes, narrated slides, Socratic dialogues, even mind maps. In a controlled trial with 60 high schoolers, it beat the humble PDF reader across the board: comprehension, retention, and preference. AI is going to fundamentally change education. The way I see it, we will move from: ▪️Standardization → Personalization: Education has been built for scale: 1 teacher, 30 students, 1 chalkboard. AI flips that. Materials adapt to pace and interest; assessment becomes continuous, not blunt. ▪️Knowledge Transfer → Cognitive Coaching: When facts are instantly accessible, memorization stops being the scarce skill. The real edge is knowing when AI is wrong, asking sharper questions, and connecting ideas across disciplines. ▪️Classrooms → Learning Ecosystems: Teachers shift from lecturers to facilitators and motivators. AI covers explanations and drills; humans teach judgment, values, and meaning. Peer learning deepens when everyone brings AI-augmented insights. ▪️Exams → Evidence of Thinking: With AI co-pilots, recall-based tests lose power. Evaluation moves to process, projects, and defense - not “what’s the answer?” but “show your reasoning.” ▪️Scarcity → Abundance (with new inequities): AI promises tutoring for anyone with a smartphone. But access to devices, connectivity, and high-quality models could widen divides. A new gap may emerge between students trained to use AI critically and those who consume it passively. Here's the irony: in making information abundant, AI paradoxically revives the oldest form of teaching. Socrates didn’t assign PDFs; he asked questions until you realized you didn’t know what you thought you knew. His role wasn’t to supply answers but to train skepticism. That is the teacher’s role again. Not to out-explain Gemini, but to show when not to trust it. To cultivate judgment, doubt, and the art of better questions. AI hasn’t reinvented education so much as rerouted it back to its roots: the Socratic method - only now Socrates is paired with a chatbot that never sleeps and never hesitates.