PROCESS & CONTENT MANAGMENT SOFTWARE
Let us focus on national achievements between organizations that led us successfully in the past, so we might learn something new improving our performance as we move forward.
Modern Mentoring SaaS Solution for Micro-Credentials
Private social network platforms for community of practice, expert path panels & path plans could be our pathway to recovery.
WHY WE NEED MODERN MENTORING
What’s the difference between Equality and Equity?
Means each individual or group of people is given the same resources or opportunities.
Recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.
Let everyone see the ballgame! When we all begin to see straight real work gets done! Let the games begin.
Let’s Play Ball! ⚾️
The Importance of Knowledge Transfer
A well-established organization can use mentoring to reap the full benefits of knowledge transfer. However, you might be surprised by how many companies overlook the importance of cultivating best practices for knowledge transfer.
Technology has changed the way we work: companies no longer need to have all their employees in one physical place to operate. We can now communicate easily across different time zones meaning that remote working is slowly becoming the new norm.
Having access to talent from around the world is an incredible asset, as you can bring in the diverse level of expertise and professionalism that can help you improve your products or services.
Below are some of the reasons why knowledge transfer is so important in today’s workforce:
ONLINE LEARNING OPTIMIZATION
1. According to SHRM, baby boomers are set to retire, taking a massive amount of skills and knowledge with them
2. Sixty-two percent of employers at Fortune 1000 companies believe future retirements will result in skilled labor shortages over the next five years (HireVue)
3. Seventy-five percent of millennials want a mentor, and 58 percent of them turn to baby boomers first for advice (HireVue)
4. By the year 2020, there will be a possible worldwide shortage of 13 percent of highly skilled, college-educated employees, equaling around 38 to 40 million workers (Dobbs and Madgavkar)
Retiring Baby Boomers
According to Census.gov, 10,000 Baby Boomers reach age 65 every day.
And by 2030, all Baby Boomers will be at least age 65.
“…the Boomer labor force has been declining by 2.2 million on average each year since 2010, or about 5,900 daily.” Pew Research Center
Retirement itself isn’t the issue, per se.
It’s more so that Baby Boomers aren’t being replaced by enough younger workers.
The result isn’t only a labor shortage.
It’s also creating a gap in knowledge, as Baby Boomers are taking their extensive experience and knowledge with them instead of passing it on.
COLLABORATION DONE BY MANY
This lower section is from previous projects, discovery, and presentations delivered by the top 25 Trade Associations in the United States. These organizations represented 75% of the workforce. This research and work was a 5 Year ongoing national development through these trade organizations that developed the National Competency Standards that are being used in our National Apprenticeship Programs Today!
The Social Platform that organizations are teaching it, does need an overhaul.
Details listed throughout the content.
An open-source technology platform to help display learning and career path plans that can be driven by ad-hoc managed requests with the ability to author & publish best practices. Competency models can be taught through Expert Path Panels that allow for coaching between working learners, learning providers, and employers.
The Technology Solution offers Private Social Network(s) for collaboration and transparent learning composed of different tools that are similar to DropBox, Facebook and WordPress except instead of seperate silos, these types of tools are available within one social environment (example of screen shots are available at the bottom of this portfolio web page). The system is uniquely designed for exchanging valuable private information within Community of Practice environments for transferring knowledge.
“I am confident that in order to restore access to the American Dream, it will take effort from across all boundaries.” – Monique Rizer
CONNECTING RESOURCES: Expert path panels & expert path plans for the working learners to advance their career, leadership, and professional development.
Students, Working Learners and Young Professionals being Guided by Leadership Connections.
THE HEART OF THE SYSTEM IS FOR:
- SUPPORT TEAMS, WORKGROUPS & PARTNERSHIPS
- GROUPS AND PEER-TO-PEER COLLABORATION COMMUNITY OF PRACTICE
- PLATFORM TO DRIVE CERTIFICATIONS FOR APPROVING MICRO-CREDENTIALS
Communities of Practice Expert Path Panels consists of subject matter experts (anywhere in the World) who “Input” learning thresholds using ad-hoc, company training content or industry competency performance-based modules. Where the Mentors and the Learner “suggests & negotiates” so that the expert panel of mentors can coach, teach and develop the performer (learner candidate) through career or project path plans.
They “execute” ongoing growth plans and communicate the “next steps” communicating with light touches through any device like Smartphones or Tablets. The process of learning allows to transfer knowledge quicker by connecting 8 Mentors 1 Learner. The advanced technology is designed to assist in managed Enterprise resource planning processes that are afforable to each user. This method for long distance training, teaching and professional development can serve all segments well for transferring knowledge to students transitioning from education (high schools, career centers, trade schools, college and universities) through leadership support teams, workgroups & partnerships for industry jobs.
Industry Modern Mentoring Programs (Academic Education & Industry Practical Experience Resources working together) Example:
LEARNING NEW METHODOLOGIES
o TEACHERS: Instructs students in curriculum program knowledge and skills, assesses progress and collaborates with employers, counselors and mentors.
o EMPLOYERS Gives direction. Thinks in terms of how students fit into the needs of their organizations.Informs school to work connections and how mentors coach for workplace readiness.
o COUNSELORS: Help students plan career paths and graduation & certification plans, monitors student progression, works with teachers and mentors to identify student needs – at risk students that need coaching and mentoring, talented students that need opportunities to showcase their work, students whose academic performance needs support.
o MENTORS: Model and coach the traits of successful industry experts and leaders and the value of education, professional training and graduation, work with the school & trade associations to focus on specific student needs, work with students to refine their ePortfolios and connect with potential employers.
MODERN MENTORING – CAREER PATHWAYS
Can you imagine using your mobile application having access with subject matter experts (up to 9 seats) who mentor the learning candidate through a career path plan for certifying micro-credentials? This combination of education & industry leadership could impact transitioning high school students into career paths starting as young as in middle school. This could allow the Youth of American to follow their passions being led into careers that employers are looking to hire for the 21st Century.
Welcome to TIfPI
For five years, while a consultant with Accredited Portfolios, I worked alongside 2 colleagues (Deb Page & Dr. Judy Hale) who assisted with presentations to provide LeaderTracker SaaS and professional services to the National Restaurant Association – ProStart Apprenticeship program transitioning students into the workforce. They authored the Standards and Certification Book approved by the Department of Education for the “School Improvement Guides” used by several states. The guides were created to certify school improvement specialists, who in the past did not have any set standardard requirements to be a School Improvement Specialist in each state.
Today they are working towards a much stronger “School Improvement Specialist Program” that each state operates to assist school districts, where the people who support the administrators, school principals and teachers are at least working with a foundation of 10 principles and best practices when training others for consistency.
In 2001, Deb Page was asked by the Governor of Georgia to be the Executive Director and develop the Georgia Leadership Institute of School Improvement and later in 2011, Co-founded The Institute for Performance Improvement to lead the march on a national level with Dr. Judy Hale as the Co-founder of TIfPI. Dr. Hale served two seperate terms as past president of the International Society of Performance Improvement.
Many school districts are using collaboration and professional development software today. Since most school districts software applications are silos and don’t communicate across the board improvement plans with other district professionals it is hard to have an organized social learning environment that would allow the best school districts to mentor the non-performing ones (aligning similar geographical leadership to teach, coach and develop assisting them with experts who can teach what works).
For many companies today, the looming possibility of the lack of knowledge and skills in tomorrow’s workforce has become a mission-critical issue. Basic employee training has its limits and results in lower retention of learning. Many organizations wonder how to best train new employees in a shorter amount of time with a learning method that results in knowledge retention. That’s where mentoring comes in.
“Transfering the knowledge” — there is no mechanism in practice today that provides a platform similar to LinkedIn or Facebook, which can provide Communities of Practice or Groups the tools to advance peoples skills.
If you have 7.5 minutes this gives a detailed review of LeaderTracker which is a social learning network.
Deb Page & Dr. Judy Hale performed 5 years of 70 human performance management case studies behind the professional development toolkit for certifications SaaS model called LeaderTracker which was created in 2009. The technology was ahead of its time, particularly for the Boomer Generation.
VIEW THE SLIDES AND STUDY THE METHODOLOGIES
LEARN. TEACH. BUILD.
DISCLAIMER: Logos and names of organizations are trademarks of their respective companies. Their presence on this site does not imply that they are affiliated or partnered with michaelrutherford.com or its affiliates.
Educational Innovation through Collaboration | Jason Pasatta | TEDxMacatawa
Jason Pasatta talks about ways to innovate education and engage students.Jason Pasatta is the Development Director for Career and Technical Education within the Ottawa Area Intermediate School District (OAISD), which serves 55,000 public and non-public school students. In this position, he has developed and is championing the FuturePREP program, an initiative that connects education, business and the community to provide relevant learning options both for educators and students.
ANIMATED VIDEO – Changing Education Paradigms – by Sir Ken Robinson
The most recent release of the 23 competency models from the nation’s business & industry Associations are made public as resources that can be found at this address:
Tap module image below to view content management system and learn more!
ACT Foundation The MISSION of ACT Foundation is to provide care for the less fortunate, alleviate all forms of poverty and protect the environment through direct action, education, and empowerment.
Business Roundtable The Business Roundtable (BRT) is a nonprofit association based in Washington, D.C. whose members are chief executive officers of major United States companies. Unlike the U.S. Chamber of Commerce, whose members are entire businesses, BRT members are exclusively CEOs. BRT promotes public policy favorable to business interests.
The leadership worked with Members of these organizations and recruited other national organizations and business & industry associations who represented where these jobs were brought together to create the world’s largest brain trust.
The content development Teams worked directly with the Department of Labor to assist in building these models for more than 900 occupations that are hosted online for the American Job Centers, CareerOne stop, and the Competency Model Clearinghouse.
Competency Model Clearinghouse The Employment and Training Administration (ETA) and industry partners collaborate to develop and maintain dynamic models of the foundation and technical competencies that are necessary in economically vital industries and sectors of the American economy. The goal of the effort is to promote an understanding of the skill sets and competencies that are essential to educate and train a globally competitive workforce.
The models serve as a resource to inform discussions among industry leaders, educators, economic developers, and public workforce investment professionals as they collaborate to:
- Identify specific employer skill needs.
- Develop competency-based curricula and training models.
- Develop industry-defined performance indicators, skill standards, and certifications.
- Develop resources for career exploration and guidance.
American Job Centers – 3,000 locations across the United States were originally established under the Workforce Investment Act and reauthorized in the Workforce Innovation and Opportunities Act of 2014, the centers offer training referrals, career counseling, job listings, and similar employment-related services. The Workforce Innovation and Opportunity Act (WIOA) aims to help job seekers and workers access employment, education, training, and support services to succeed in the labor market and match employers with skilled workers.
The United States needed to compete in the global economy thus the Funding for WIOA is from the Federal Department of Labor.
The Competency Models were made possible by the efforts of many leaders who led each of the 23 Associations that represented 70% of the workforce and the national knowledge transfer process was directed by Dr. Parminder K. Jassal.
Those Competency Models are serving as the national standards that were not in place four years ago. The following Associations represent 70% of the Nation’s workforce or 30 million new jobs in next five years. These competency-based models will help to bridge the gap between education curriculums and competency requirements that employers are looking to hire to grow the economy in the 21st Century.
- Aerospace Industries Association
- American Health Information Management Association (AHIMA) Foundation
- American Hotel & Lodging Educational Institute
- American Land Title Association
- American Moving & Storage Association
- American Public Transportation Association
- American Welding Society
- Center for Energy Workforce Development
- Food Marketing Institute
- Home Builders Institute
- Interstate Renewable Energy Council
- The Manufacturing Skill Standards Council
- National Apartment Association Education Institute
- National Center for Construction Education & Research
- National Institute for Automotive Service Excellence
- National Institute for Metalworking Skills
- National Restaurant Association Educational Foundation
- National Retail Federation Foundation
- Paraprofessional Healthcare Institute
- Western Association of Food Chains
MANAGING TO STANDARDS
The solution for ongoing guidance and professional development for career pathways from middle school to higher education are in need to connect learners with the right resources. By leveraging today’s technology to automate mentoring processes through an expert path panel using the Cloud on a Web 2.0 platform, we can participate in social learning mechanisms that transfer knowledge to help students that will make the biggest differences.
Where we can collaborate & learn from subject matter experts and each other & where we have the ability to design, create and personalize our own training to gain micro-credential certifications using standardize competency models.
The National Retail Services Competency (NRSC) Model Outline
SEEK is designed to be aspirational. It is a particularly empowering tool for workers who think that there is a great competency deficit between their current skills and those needed for the career they want. Mapping out our careers. http://actfdn.org/finding-pathway-career-seek/
FAST FORWARD TO NOVEMBER 2020
The team at SocialTech.ai has been working side-by-side, sometimes together, sometimes in parallel, for over a decade. Founded by CEO Dr. Parminder K. Jassal in collaboration with Dr. Merrilea Mayo and Julian L. Alssid, SocialTech.ai is focused on scaling the technologies and methodologies that has made a difference to working learners. They are bound together by a belief that a future focused skills-centric approach to education and workforce development is the key to serving employers and learners alike.
Their flagship product is Unmudl, a one-stop Course-to-Jobs Marketplace powered by community colleges to connect working learners and employers. Unmudl features courses, credentials and services to help learners build employer-validated skills linked to real-world opportunities leading to higher incomes. Employer-validated courses offer a solution for working learners seeking the highest quality, fastest, most efficient, most direct path to a better job and further learning.
Through the Unmudl Course-to-Jobs Marketplace, Social Tech provides a solution for working learners and employers driven by America’s most future-forward community colleges.
WHITE LABELED PRIVATE SOCIAL NETWORKS POWERED BY IAGroup
A sophisticated social learning platform for professional development, performance improvement & capacity development.
To learn more visit the  portfolios below:
- How it works
- Modern Mentoring
- Workforce Development
- Educational Social Networks
- Executive Summary’s
- Education Workforce Resources
- Diversity Training Workplace
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