In an op-ed in The Wall Street Journal, former Treasury Secretary Lawrence Summers revived a debate I’d had with futurist Ray Kurzweil in 2012 about the jobless future.
He echoed the words of Peter Diamandis, chairman of the XPrize Foundation, who says that we are moving from a history of scarcity to an era of abundance. Then he noted that the technologies that make such abundance possible are allowing production of far more output using far fewer people.
On all this, Summers is right. Within two decades, we will have almost unlimited energy, food and clean water; advances in medicine will allow us to live longer and healthier lives; robots will drive our cars, manufacture our goods and do our chores.
There won’t be much work for human beings. Self-driving cars will be commercially available by the end of this decade and will eventually displace human drivers — just as automobiles displaced the horse and buggy — and will eliminate the jobs of taxi, bus, and truck drivers. Drones will take the jobs of postmen and delivery people.
The debates of the next decade will be about whether we should allow human beings to drive at all on public roads. The pesky humans crash into each other, suffer from road rage, rush headlong into traffic jams, and need to be monitored by traffic police. Yes, we won’t need traffic cops either.
Schools must produce more exceptional students who can outperform robots, says think tank
The advancement of robots that can do our jobs for us will create a class-divide not seen since the 19th century, a report by the Pew Research Centre in America has found.
As machines have continued to displace factory workers, personal assistants and receptionists over the last decade, advanced countries must adapt their education systems to turn average students into exceptional ones who can outperform a robot, sociologists told Pew.
"The jobs that robots will leave for humans will be those that require thought and knowledge," Howard Rheingold, an internet sociologist, told think tank Pew.
Het juiste gedrag levert een gewenste beloning op voor degene die dat gedrag laat zien.
Aubrey Daniels heeft hier een studie van gemaakt en daarbij het ABC van gedrag 'ontdekt'. Hij legt uit dat het vertonen van gedrag bestaat uit drie stappen:
De A is van antecedent en beschrijft datgene dat het gedrag in eerste instantie opwekt, dat er aan vooraf gaat. Bijvoorbeeld een verzoek, afspraken, herinneringen, bordjes in de lift en andere communicatie.De B is van behaviour: het gewenste of ongewenste gedrag dat daar op volgt.De C van consequentie en is datgene dat volgt op het gedrag en dat maakt dat mensen iets (blijven) doen. Het is datgene dat het oplevert, positief of negatief. Is het positief voor degene die het gedrag liet zien, dan zal hij dat gedrag volhouden. Is het negatief (voor hem), dan sterft het gedrag uit.
Over the past decade, I have had the opportunity to work with thousands of professionals all over the world on building their personal brand in support of their career goals. Some want to be promoted, others want to find their ideal job and others just want to become better at what they do. Although each person I work with is different –with different skills, experience and aspirations - there are a few career management beliefs that ring true with most of the professionals with whom I interact.
Are leaders born or made? That never-ending debate is central to this paper. But the purpose here is not to take sides since the clear answer is “Both.” There is no question that some remarkable people enter the world with the confidence it takes to make difficult decisions along with a desire to lead and the natural ability to attract followers. Other leaders are nurtured, including many that succeed despite being thrust, often reluctantly, into leadership roles. Leaders from both camps, however, have been known to excel and fail to live up to their potential. So the question that really matters is: “How do good leaders learn to lead?”
Thanks to a big new report from the Pew Research Internet Project, we can now say definitively that, in the next 11 years, robots will take all our jobs. Or that robots will create tons of new jobs, or that nothing will change, or what even is a “job” anyway?
The experts Pew consulted – 1,896 research scientists, business leaders, academics, developers and other technology mavens – were split almost precisely down the middle on the question of whether robots would destroy more jobs than they might create by 2025. Half of these people – “widely quoted as technology builders and analysts and those who have made insightful predictions” – envisioned a class-striated techno-dystopia in which unskilled and even skilled workers will have been supplanted by metal analogues and left on the street to starve. The other half trusted that human ingenuity would conjure new jobs, and that we might even wind up with more leisure time and greater job satisfaction while robots do all the menial tasks. Maybe, they said, we’ll have developed an entirely different definition of what it means to work, or maybe all jobs will be enhanced, but not supplanted, by artificial intelligence – the Pew survey lumped AI and robots together – because consumers still want the human touch.
Dit is het voorwoord van het boek Talent en leiderschap ontwikkelen? Onzin!
Een aantal technologische ontwikkelingen komt naar verwachting binnen nu en 5 jaar tot wasdom. Zij zullen de manier waarop we onze maatschappij en onze samenwerking organiseren radicaal veranderen. Denk aan draagbare technologie, augmented reality, 3d-printing, werken in de cloud, transport via drones en het efficiënt omzetten van zonnestraling in bruikbare en betaalbare energie.
Dit is het voorwoord van het boek Talent en leiderschap ontwikkelen? Onzin! van Richard van der Lee. Ben je benieuwd naar het gehele boek? Klik dan hier voor meer informatie.
De effectiviteit van de verbinding onderwijs en arbeid en het niveau van de arbeidsvermogens van de jonge werknemer worden overschat en de noodzaak tot actie vanuit werkgeverskant onderschat. Dit artikel duidt beide aspecten en benoemt de hieruit voortkomende opdracht voor HRD binnen arbeidsorganisaties.
All of them. That’s how many of these sales skills you should master if you want to be a social selling superstar. It takes a well-rounded salesperson to consistently find the right prospects and navigate all of the involved stakeholders toward a successful conclusion.
Be ready for that call. It could boost the interview process or quickly end it.
Sometimes, getting a foot in the door is actually the hard part. For many candidates, it's easier to demonstrate their worth through rounds of interviews than to break the initial barrier to land that coveted first conversation.
As soon as you submit your résumé online, it officially enters the applicant tracking system – and poof! You may feel like you’ll never be heard from again. Actually, recruiters actively search the ATS for candidates who meet their job requirements, so why not prepare yourself for a call you may very well get?
Finding work or switching careers at midlife is rough right now; hiring was down 25 percent over the past three months compared to the previous three. But Pamela Slim, author of the new Amazon bestseller, Body of Work: Finding the Thread That Ties Your Story Together, says you’ll stand a better chance of landing a job or part-time gigs if you tell your story better. Your whole story.
Slim, a renowned career coach based in Mesa, Ariz. who previously wrote the excellent Escape from Cubicle Nation: From Corporate Prisoner to Thriving Entrepreneur, says it’s essential to look at your career through what she calls “the lens of an over-arching body of work.”
Interviews come in all shapes and sizes: Sometimes you're with one interviewer, others you're with five. Maybe you'll be asked to lunch, expected to solve a problem, or invited to a Skype interview. But no matter what, we'll give you what you need to succeed.
Ditch. Dare. Do! is the definitive guide to 3D personal branding for executive success by personal branding's go-to experts, William Arruda and Deb Dib. Forward by Richard Bolles, author of What Color is Your Parachute.
I learned a long time ago that I can’t know it all — nor would I be so arrogant as to think I know it all even within my niche topics of Professional Presence and Personal Branding. (On that note, I’d love to hear from any of YOU if you find interesting information – Send it to me!) We leaders get it! Now it’s up to us to share with others. My belief is that anyone can be a leader in their corner of this world. As we mature, the key to continuing a purposeful life is to keep learning and sharing. That doesn’t take money. That doesn’t take exercise. It just takes curiosity.