LinkedIn thought leader ad examples

Sverige genomgår en stor demografisk förändring som påverkar hela samhället – inte minst skolan. Mindre barnkullar kräver ansvarsfulla beslut. Vad detta betyder för IES intervjuar Dagens Samhälle mig om. För Internationella Engelska Skolan innebär det att vi nu går från expansion till att utveckla våra befintliga skolor, stärka undervisningen och fokusera på grundskolan. Ett minskande elevunderlag innebär ibland svåra beslut, men i grunden handlar det om ansvar – för elever, medarbetare och samhället. Jag är positiv till framtiden och att vi ser en fortsatt starkt intresse från många familjer. Att vi nu kan bereda plats snabbare, än innan åren av expansion, för dem som vill gå hos oss är bra! I denna omställning är långsiktighet avgörande. Välfungerande skolor behöver stabila förutsättningar. Därför är jag samtidigt bekymrad över politiska förslag som riskerar att försvåra för fristående aktörer som i decennier levererat starka resultat. Fokus bör ligga på kvalitet, kunskap och hur vi stärker svensk skola framåt.

Att lära sig läsa är som att få en nyckel till världen. Plötsligt öppnas dörrar till tankar, berättelser och kunskap som annars hade varit stängda. Varje nytt ord du lär dig är som ett verktyg som hjälper dig att förstå mer, uttrycka dig tydligare och se nyanser du tidigare missat. Ett rikt ordförråd gör inte bara att du kan säga mer , det gör att du kan tänka mer. Du börjar upptäcka skillnaden mellan att “känna sig okej” och att vara “förväntansfull”, “lugn” eller “fundersam”. Ju fler ord du har, desto mer exakt kan du förstå både dig själv och andra. Orden som gör att vi kan uttrycka livets nyanser. Läsning är inte en tävling, det är en resa. Ibland går det långsamt, ibland flyter det på och båda delarna är helt rätt. Det viktiga är att du fortsätter. För varje sida du läser och varje ord du lär dig växer du, steg för steg, till någon som ser världen med större klarhet och fler möjligheter. #readwithies #internationellaengelskaskolan

Når du kan dansk. Kan du klare dig selv. Frihed Danskundervisningen åbner muligheder. Du kan klare dig selv, gribe muligheder og deltage i uddannelse, arbejde og hverdag. På AOF Job & Dansk åbner vi dørene sammen med dig. aof.dk/jobogdansk #aofjobogdansk #dansksomandetsprog #danskuddannelse #sprogskabermuligheder #sprogogfællesskab #trivsel #integration #uddannelse #arbejdsliv

Motiverede kursister lærer bedre. Og mere. Det er nemt at motivere, når underviserne er passionerede. Og når de kan dele deres passion, så glæden ved at lære dansk vokser. Når sproget kan bruges til noget, giver det mening at lære. Og mod til at søge mod job og uddannelse. https://lnkd.in/eXqt774E

Q4 is when every retail plan meets reality. I've spent the last few weeks on calls with retail and hospitality customers, and the question I ask everyone right now is simple: what actually has to go right between now and January? One answer keeps coming up and for me it wasn't a surprise: AI for frontline employees. Not AI for forecasting or pricing. Most of them already have that. They want AI that helps the people in their stores. Hundreds of seasonal hires who need to be productive in days, not weeks. Promotions that change every week. New product sets landing faster than anyone can walk the floor to explain them. At Shoptalk Fall in Nashville, Jillian Cueff, Chief Merchandising Officer at Claire's, summed up her team's approach to AI in one line: "It's okay to use it, it's not okay to let it use you." The Children's Place shared a story that shows what she means. Their AI agents recommended adding more graphic tee styles. Their merchants went the other way, with fewer styles, to protect price and margin. That's a good decision. But it shows the gap my customers are describing. AI is helping headquarters make better decisions, faster. Then those decisions hit a store where a brand-new seasonal hire has no idea why that tee isn't on sale. If AI only works at headquarters, the decision doesn't survive the weekend. That's what we're focused on with our customers at Bites this Q4: using AI to turn every change into a short video on every associate's phone before their next shift, so the people executing the decision understand it as well as the people who made it. Is AI reaching your frontline yet, or is it still stuck at headquarters? I'd genuinely like to hear. #Retail #FrontlineEnablement #AI #Q4

Compliance policy is written in black and white. Risky decisions live in the grey area. My take: compliance training becomes valuable only if you simulate the context around it. People will not learn from a 'are you allowed to do x or y?'. People are not stupid. The challenge lies in navigating the 'grey areas' of real life. Hierarchy, peer pressure, social dynamics, personal biases. As a game designer, I simulate this by wrapping compliance in a story that simulates the dynamics of real life. #compliance #gamification #gamedesign #behaviorrisk

Is jouw L&D-budget voor 2027 al rond? Bij de meeste organisaties valt die beslissing in de komende weken. Wie dan niet goed voorbereid aan tafel zit, krijgt hetzelfde budget als vorig jaar. Of minder. Dat ligt zelden aan de plannen, het ligt aan de communicatie. Want L&D praat over leerdoelen, maar het MT praat over rendement, productiviteit en verloop. Wil je (meer) budget in 2027? Laat dan zien wat leren oplevert - in euro’s. Daar helpen we je graag mee! In een kort gesprek bepalen we samen welke cijfers en aannames voor jouw organisatie relevant zijn en vullen we de ROI-calculator met je in. Zo heb je op tijd een onderbouwd voorstel dat je direct kunt meenemen naar het MT. Meer weten? Check de link in de beschrijving.

Simple question - where should you invest in AI, and how do you convince the board that it will deliver measurable value? Every data & AI leader today has some answer to this. But, you know, the collective knowledge is always stronger that individual one. So, that's one of the key questions we'll go over at our Data Masterclass 𝗖𝗵𝗮𝗽𝘁𝗲𝗿 𝗶𝗻 𝗩𝗶𝗲𝗻𝗻𝗮 𝗼𝗻 𝗡𝗼𝘃𝗲𝗺𝗯𝗲𝗿 𝟭𝟬! Dr. Alexander Borek and Michaela Mader will cover AI strategy, architecture, and transformation. We'll also discuss how to prioritize AI investments using Big Bets and turn them into measurable business value - with the methodology we've developed. Gian Casanova, Managing Director at Moonshiner GmbH, will discuss how organizations need to change when humans, AI, and agents work together. And in our 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗽𝗮𝗻𝗲𝗹, Raluca Heigl and Rosemarie Reisner from Volksbank Wien will discuss operating models, autonomous agents, and scaling AI. We'll also have 𝗮 𝗵𝗮𝗻𝗱𝘀-𝗼𝗻 𝗶𝗻𝘁𝗲𝗿𝗮𝗰𝘁𝗶𝘃𝗲 𝘄𝗼𝗿𝗸𝘀𝗵𝗼𝗽 to work through real AI transformation challenges together - so that you can take it back to your company and apply immediately. NOTE: 𝙏𝙝𝙚 𝙚𝙣𝙩𝙞𝙧𝙚 𝙖𝙛𝙩𝙚𝙧𝙣𝙤𝙤𝙣 𝙬𝙞𝙡𝙡 𝙗𝙚 𝙞𝙣 𝙂𝙚𝙧𝙢𝙖𝙣. 🇦🇹

Denk je nog weleens terug aan de laatste keer dat je zelf een examen deed? Grote kans dat je er vooraf niet per se naar uitkeek. Toch ging er op het moment dat je slaagde een deur voor je open. Je mocht de weg op met een rijbewijs, startte met een vervolgopleiding of kon aan de slag bij een nieuwe baan. Tegelijkertijd ken je misschien het tegenovergestelde gevoel: een examen dat totaal voorbijgaat aan wat er in de dagelijkse praktijk echt toe doet. Dat wringt. Een goed examen toetst namelijk precies de kennis en vaardigheden die iemand nodig heeft om het werk goed te kunnen doen. Juist daarin schuilt voor mij de werkelijke waarde van examinering binnen organisaties. We meten op een objectieve en onafhankelijke manier wat iemand kent en kan. Daarmee stellen we niet alleen vast of iemand klaar is voor een rol, we creëren bovenal kansengelijkheid en grip op kwaliteit. In mijn blog vertel ik waarom ik geloof in de strategische waarde van examinering binnen organisaties. U leest hem via: https://bit.ly/4yQ6yVK

I had the absolute pleasure of meeting Charles Everard in London today. He is the Head of Faculty Technical Learning & Tech Director at Greenwich Learning and Simulation Centre (GLASC). We brainstormed on digitally supported leaning and AI 💻 🤳 🤖 Can´t wait to engage in a partnership where we mutually support midwifery learners in their educational pathway on suturing 🧵 🪢 🪡 University of Greenwich GynZone: We Share Women's Care

Our 2026 report’s outreach data on 17,900 connection request sends shows the following: Acceptance rate between 7 and 11am CET time runs at 32 to 37%. Evening sends land at 23 to 24%. So, we’ve got an 8 to 10 point gap sitting inside a scheduling setting. Day of week barely matters. Monday leads reply rate at 9.1%, Saturday leads acceptance at 30.4%, but those gaps sit inside a couple of points either way. If you run 20 client accounts, this is a half-day of work worth doing this week: 1. Open each client's campaigns and look at the send window for connection requests. 2. If the campaigns are set to send in the afternoon or across the whole day, change them to send between 7am and 11am in the prospect's timezone. That's it! That's the fix. On a book of 20 accounts sending 500 connection requests a week each, moving from 24% acceptance to 32% is 80 more accepted connections per account, per week. 1,600 across the book. Every week. Follow-up messages can stay where they are. Reply rates don't shift much across the day, so there's no gain from touching those. The reason people don’t do this is that message rewrites feel like real work and a scheduling change feels like it can't matter. But our data says the scheduling change matters more.

I was thinking today that a friend of mine used ChatGPT to work through a difficult situation at work. Not for a task. Not to find information. She used it to talk something through. And I realised through other conversations that's she's not unusual. A growing number of people, particularly younger generations, are turning to AI for career conversations, coaching and navigating difficult situations at work. It’s easy to see the appeal: there’s no fear of judgement, no awkwardness, and AI is available 24/7. For older generations that may feel strange. There's no other person. No nuisance . No structure. For the younger ones, it's just how they operate. If that's how the next generation develops, L&D needs to meet them there. Is this something you're seeing in your personal networks and organisations? 👇

»Endlich habe ich Zeit, der Vater und Ehemann zu sein, der ich immer sein wollte.« / Anzeige & Weiterbildungsempfehlung Das hat vor einigen Monaten eine Führungskraft zu mir gesagt, die ich heute als »AI Augmented Leader« bezeichnen würde. Jemand, der KI als Co-Piloten fest in seinen Führungsalltag integriert hat. Damals fand ich seine Euphorie etwas übertrieben. Heute verstehe ich sie. Denn je intensiver ich mich selbst mit KI beschäftige, desto klarer wird mir: Richtig eingesetzt, gibt sie uns etwas zurück, das unbezahlbar ist: Zeit. Zeit für Familie, aber auch für das, was Führung im Kern ausmacht: Mitfühlen, Vertrauen schaffen, Zwischentöne hören. Gleichzeitig nutzen viele Führungskräfte KI noch wie eine bessere Suchmaschine. Dabei wird es entscheidend sein, zu verstehen, wie KI Aufgaben, Rollen und Führung verändert. Die Schere geht bereits auseinander und wer sich jetzt nicht damit beschäftigt, riskiert, schleichend an Relevanz zu verlieren. Weil ich oft gefragt werde, welche Weiterbildung ich empfehlen kann, hier mein Tipp: Das AI Leaders Bootcamp von Bots & People, das am 6. November startet. Warum ich es empfehle: _ 100 % Praxis: In 5 Wochen und 5 Live-Sessions arbeitet ihr direkt an euren eigenen Use Cases _ Alltagstauglich: Nur 3 Stunden Zeiteinsatz pro Woche _ Netzwerk: Exklusiver Kreis von 20 Teilnehmenden _ Erprobt: Auch Telekom, Siemens Energy und E.ON setzen beim Upskilling auf Bots & People _ Gut zu wissen: Bis zum 19. Oktober erhaltet ihr noch den Frühbucherpreis — schnell sein lohnt sich also 🥳 Auf dem Foto neben mir seht ihr Nico Bitzer, den Gründer von Bots & People. Ich schätze Nico nicht nur als Unternehmer, sondern vor allem als Mensch: er ist super sympathisch, zutiefst werteorientiert und mit der klaren Mission, Menschen und Teams zukunftssicher zu machen. 👉🏻 Hier geht's zur Anmeldung und zu allen Infos 🚀: https://lnkd.in/eBY9avRw Bei Fragen könnt ihr natürlich auch gerne direkt Nico Bitzer hier bei LinkedIn schreiben ☺️ Wo wollt ihr KI in eurem (Führungs-)Alltag nicht mehr missen?

Zwölf Jahre war ich im Konzern. Ich habe selbst jede Menge Trainings mitgemacht und später welche entwickelt. Die größte Herausforderung war immer dieselbe: alle bekommen dasselbe Programm. Der Vertrieb sitzt in einer Schulung mit Beispielen aus der Produktion. Die Buchhaltung hört Marketing-Cases. Oder die Beispiele sind so allgemein, dass sich niemand wieder erkennt. Am Ende haben alle teilgenommen. Es gibt ein Zertifikat. Und niemand arbeitet anders. Bei KI fällt das noch stärker auf. Dein Team kennt ChatGPT, Copilot oder Gemini. Mit KI-Agenten arbeiten kann es deshalb noch lange nicht. 💛 Deshalb haben wir ada Flow gebaut. Jede Person beantwortet ein paar Fragen zu Rolle, Branche und Lernziel. Daraus entsteht ihr Lernpfad. Gleiche Struktur, angepasste Schwierigkeit, andere Beispiele. Und sie baut dabei echte Agenten-Workflows: die wöchentliche Pipeline-Übersicht, den Kampagnenbericht, das Management Reporting, das, was sonst jede Woche von Hand entsteht und viel Zeit frisst. 💶 Ab 29 € pro Lizenz und Monat, ab 10 Personen 🔒 Sichere Sandbox, DSGVO-konform, gehostet in der EU 🎨 Auf Wunsch mit deinem Logo und deinen Farben Wenn du sehen willst, wie das für dein Team aussieht: flow.join-ada.com

The Title II deadline moved. Here's how to actually get ahead of it. Many institutions I talk to are still viewing Title II through a compliance lens: identify what's broken, fix it, and move on. But the institutions making the most progress are taking a different approach, investing in tools and workflows that make accessibility part of everyday content creation and course design. Knowing what needs to be fixed is rarely the biggest obstacle. Acting on it at scale is, and turning that knowledge into a realistic, sustainable path forward is where Blackboard® Ally comes in. The institutions doing this well aren't racing to fix everything at once. They're using the time they have now to identify where issues are concentrated, give instructors practical guidance, improve access for students, and build a strategy that can scale. Join us on Thursday, September 17 at 1:00 PM ET for Driving Accessibility with Ally. We'll show how Ally improves accessibility for students and instructors, helps institutions scale their efforts, and gets teams up and running quickly through a streamlined implementation process. You'll also hear from the lovely April Akins, M.Ed., M.S.I.S., M.S.W., Assistant Systems Administrator Akins Greenville Technical College share her institution's experience with Ally and the role it has played in advancing their accessibility strategy over time. If you're evaluating accessibility solutions for your institution, I'd love to have you join us! Register at https://lnkd.in/gXut4kb4.

In a recent interview, I was asked, "What is the mark of a truly transformative leader?" Loved this question and I definitely have a point of view: I think a truly transformative leader never stops learning and never stops growing. You can't be stuck in an old paradigm. I've seen this play out repeatedly across all sectors, from government, to private businesses, to nonprofits, to academia—leaders get stuck in old paradigms while the world moves forward. In contrast, a transformative leader recognizes the importance of a growth mindset and meets each day, and each challenge, with genuine curiosity. And that curiosity is critical to their success. It’s a good rule of thumb that you never want to be the smartest person in the room. As my friend Jim Donald says, "If you're the smartest person in the room, you're in the wrong room.’ So you want to surround yourself with people who you can learn and grow with and also approach the work with perseverance. When things get tough, you need the fortitude to put one foot in front of the other, and remain true to the aspirations you have for the enterprise. And then to stay curious throughout it all. That's the mark of transformative leader as opposed to a more traditional leader. https://lnkd.in/gnZK-Jby What about you, how would you define it? #changeleadership #leadershipthatworks #highergroundleadership

This spring, as I celebrated 50 years of leading people, I explicitly added the guiding value of "kindness" to my essential tenets of "leadership that works." It was a long overdue addition. While I've always championed a "people first" approach to leadership, I felt it was time to be even more clear on this front. In a world that seemingly gets harsher and more unforgiving with each news cycle, and in an environment that often beckons us towards cruelty and uplifts callous models of leadership, it is more important than ever to lead with humanity. It is my fervent belief that naked self-interest may earn you short-term wins. But enduring success comes from a spirit of generosity and compassion. Now is the time to say loudly, proudly, that ‘People First’ is the path forward. And to put people first, you must lead with kindness. https://lnkd.in/ef5fuqa #BeKind #KindnessWins #LeadershipThatWorks #PeopleFirst #FutureofWork

VergabeFORUM 👷 Aktuell im Vergaberecht 2026 💥 Wie bleiben Vergabestellen, Bietende und Rechtsanwält*innen bei den vielen Änderungen im Vergaberecht wirklich auf dem Laufenden? 💡 Gesetzgebung, Rechtsprechung und Praxis entwickeln sich dynamisch. Wer #Ausschreibungen verantwortet oder begleitet, braucht einen klaren Überblick, um Verfahren effizient zu steuern und rechtssicher zu entscheiden. Gleichzeitig steigt der Druck in der Praxis: knappe Fristen, unterschiedliche Schwellenwerte, neue Vorgaben zur Verfahrensgestaltung und kritische Nachprüfungsverfahren machen das #Vergabemanagement anspruchsvoller denn je. 📊 Die Tagung „VergabeFORUM 2026“ ist der jährliche Jour fixe zum aktuellen Stand des Vergaberechts. Verantwortliche von Vergabestellen, Bietende und Rechtsanwält*innen erhalten hier komprimiert und konzentriert ein Update – vom Ausblick auf die Entwicklungen 2027 über aktuelle Praxisfragen bis hin zur neuesten Rechtsprechung. Welche vergaberechtliche Fragestellung steht bei Ihnen derzeit im Mittelpunkt? Alle Details zur Tagung und zur Anmeldung finden Sie hier: https://lnkd.in/eA5rsHJW 📌

🔎 Die September-Ausgabe unseres Content-Newsletters VERGABE ist da! Der Content-Newsletter des FORUM Institut für Management GmbH ist jetzt für Newsletter-Abonnent*innen verfügbar. Hier geht es zur Annmeldung➡️ https://lnkd.in/egWkxubZ Jeden Monat neu bietet er eine Gelegenheit, sich mit Themen und der Rechtsprechung rund um die Vergabe zu beschäftigen. Die Ausgaben werden in Kooperation mit der vergaberechtlichen Spezialkanzlei abante Rechtsanwälte in Leipzig von Rechtsanwalt Daniel Schölzel erstellt. Daniel Schölzel steht Ihnen auch gerne rechtsberatend zur Seite! Weitere Infos finden Sie unter➡️https://lnkd.in/eBjYkeeQ Wenn Sie sich also mit Vergaberecht befassen, freuen wir uns, wenn Sie den Newsletter abonnieren und auch bei den nächsten Ausgaben dabei sind. #Vergaberecht #Vergabe #Newsletter #FORUMInstitut

Fast, faculty-friendly accessibility. See it live, in one hour. One of the biggest opportunities I see for institutions right now isn't finding more accessibility issues. Most teams already have more than they know what to do with. It's making those issues easy enough to understand and act on that faculty don't need to become accessibility experts overnight. I've sat with admins staring at a spreadsheet of hundreds of flagged items, not sure where to even start. That paralysis is usually the real blocker, not effort or intent. On Thursday, September 17 at 1:00 PM ET, I'm co-hosting Driving Accessibility with Ally with Katie Grennell, PhD of Blackboard to show what it looks like when that gets easier. We'll walk through how Blackboard® Ally helps teams see where issues are concentrated and turn that into two or three real next steps, plus how faculty can make fixes without leaving their normal workflow. I'll share what that looked like on our campus, including how fast we were able to get moving. It doesn't matter if you're on Canvas, D2L, or Moodle. If this is the problem you're carrying, come spend an hour with us. Save your seat with the link in comments!

Het beoordelen van praktijkexamens is mensenwerk en daardoor een subjectieve aangelegenheid. Jij kunt het gedrag van een student anders interpreteren dan jouw collega. Of het kan zelfs zo zijn dat jij in twee gelijkwaardige situaties anders oordeelt. Hoe kun je die subjectiviteit aan banden leggen? In de onderstaande video geef ik je 3 tips om de betrouwbaarheid van je beoordelingen te vergroten. 🎥 Wil je hier meer over weten? Lees dan mijn blog over betrouwbaar beoordelen op onze website: https://bit.ly/4yrbQXz

Paul Green, Jr. vem ao Brasil especialmente para o DOT Think. E esse será um dos momentos mais especiais desta edição. No palco, nosso speaker internacional vai compartilhar sua visão sobre aprendizagem, inteligência artificial e as transformações que já estão redesenhando o trabalho. Depois, Christiane Pelajo amplia essa conversa em um painel com convidados que vivem, na prática, o desafio de preparar pessoas e organizações para um futuro que chega cada vez mais rápido. E durante o evento, vamos apresentar dados inéditos da Pesquisa de Maturidade, revelando um retrato atual de como as empresas estão lidando com aprendizagem, desenvolvimento de competências, liderança e inteligência artificial. Esse é o DOT Think: pensamento ampliado para líderes. Um encontro para quem entende que liderar hoje exige mais do que acompanhar tendências. Exige ampliar o repertório, confrontar certezas e transformar novas perspectivas em decisões melhores. O DOT Think é um encontro exclusivo para convidados, e estamos fechando a lista desta edição. Se você lidera um time de aprendizagem e quer estar conosco, envie-me uma mensagem ou deixe um comentário aqui.

Sometimes the changes that make work better for different minds are simpler than we think. As leaders, one of the most useful things we can do is ask people what makes work harder than it needs to be, and listen to what they tell us. I’ll be exploring this at Everway Unlocked, our free virtual neuroinclusion event on 6 October, in my session with Matthew Higgs and Bianca Bowron-Cuthill (GAICD) We’ll look at how proactive support, leadership behaviours, team norms and technology can strengthen belonging and create better conditions for engagement, retention and performance. Register for free: https://everway.link/8a2

One of the things I’ve been thinking about a lot lately is how technology can better adapt to the way people actually think and work, rather than expecting people to adapt to the technology. I’ll be talking about this at Everway Unlocked on October 6 with Nyamusi M. Lee, MBA, Executive Director of Neuroinclusion Strategies at JPMorganChase Our session, Minds at work: designing for performance and potential, will look at how workplace design and technology can work together to reduce cognitive friction, give people more choice, and create more neuroinclusive experiences. If you’re interested, registration is free: https://everway.link/50w