Whether you are a grocer, doctor, factory worker, or journalist. All of our jobs will soon be reshaped by automation. Some will benefit from the new work that will emerge. And others will watch their jobs disappear with no clear path to another livelihood. Managing this transition will be the defining challenge for us in the decades ahead. And we need to be ready for it.
In my last post, I wondered if people considered LinkedIn a learning platform given their immense collection of online training for the workplace.
Now I’m thinking about the flip side: is LinkedIn a teaching platform? Could it be?
One of my LinkedIn contacts frequently teaches in his updates. He stands out from the rest of my contacts in that he’s not just promoting himself (or sharing those terrible #humblebrag stories.) Instead, he teaches and when he does, I learn things.
Most of his content is related to data analytics, a subject I’m super interested in. I’m currently studying Python for data analysis and contract for an AI startup. So I found it mighty helpful when he shared this:
And I really enjoyed learning new vocabulary and concepts from the post below, even though it’s still quite advanced for me.
He also shared a helpful tip for job seekers:
His content stands out from everyone else in my network.
I thought about him as I was writing the post on LinkedIn as a learning platform. When I asked in a Facebook group whether or not LinkedIn is a learning platform, two responses reminded me of him:
I learn a lot from my connections on LinkedIn but it’s their content, not the platform, that initiates this. LinkedIn needs a lot of work!
You can find people from which you can learn but it’s not the main focus of the platform
I wondered: could LinkedIn be a teaching platform? And would it be a more valuable place to spend your internet time if it were?
I’m not referring to teaching a course on LinkedIn learning. I’m interested in using LinkedIn to teach a subject using updates, videos, and shared content. What would it look like? Would people engage? How would they engage? I teach a variety of subject in workshops, webinars, and online courses. I’m curious what it’d look like to teach using LinkedIn.
This isn’t a new concept. I see career coaches occasionally teaching on LinkedIn.
I’ve just never tried it. I’m a power user on LinkedIn and I share articles of interest frequently. But I’ve never tried using it as a teaching tool. I’m interested in intentionally tried teaching a subject, planning a curriculum, and seek out diverse resources for people to explore on a given topic.
So I’m going to try an experiment on LinkedIn. For the month of August, I’m teaching people how to upskill.
The term upskilling is a phrase thrown around casually in organizational development and future of work circles. Upskilling is mostly focused on managers who are deciding between hiring new people or training existing employees to adapt to new business models. However, there isn’t much coaching for the actual workers who are trying to figure out how to reskill. From evaluating bootcamps, to selecting online courses that build digital skills, to finding ways to up your skills at work, upskilling is still a relatively new concept to many.
So I’m going to teach it. I spent a third of my book teaching people how to upskill. I’ll use that as my framework and content for teaching the subject on LinkedIn.
Since this is an experiment, I’ll document along the way. If you’re curious, follow me on LinkedIn and participate.
You can check out the syllabus for Upskill Yourself here.
Here are two brutal quotes from an Axios post reporting on executives’ attitudes towards general pay raises and employee retraining. There were made during a conference for CEOs titled “Technology-Enabled Disruption: Implications for Business, Labor Markets, and Monetary Policy.”
“Executives of big U.S. companies suggest that the days of most people getting a pay raise are over, and that they also plan to reduce their work forces further.”
Damn. And then:
The moderator asked the panel whether there would be broad-based wage gains again. “It’s just not going to happen,” Taylor said. The gains would go mostly to technically-skilled employees, he said. As for a general raise? “Absolutely not in my business,” he said.
The CFO of AT&T also said that he doesn’t have a need for so many call center employees or guys that install their cables.
The message is pretty clear: employers don’t need you.
The idea that employees should be loyal to companies is a hold over from traditional career narratives. We’re still waiting for old school career narratives to catch up the present reality of work. But in the meantime it’s a good reminder that companies aren’t looking out for your best professional interest. Waiting for your employer to give you a raise, direct you to the next step, or reward you for your hard work – that’s not going to happen. Instead, it’s going to be up to you to figure out your next move and make sure you have the skills to get a pay upgrade. Don’t expect your employer to do it.