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Feb 28, 201901:14 PMProgressive HR

with Coreyne Woodman-Holoubek

The future is now: Lessons from the Milwaukee Blockchain Conference

(page 1 of 2)

About 85 percent of the jobs people will be doing in 2030 do not yet exist. Moreover, it’s predicted that up to 375 million workers worldwide will be affected by emerging technologies.

Futurists predict organizational executive roles will mesh in the next 10 years and the C-suite of today will be converted into a CXO-suite, or a high-performing team of executives who are well versed in cross-functional disciplines and lead with unique perspectives rather than leading from expertise in a mono-functional profession.

More than ever before, it is imperative that the education and preparation of our cities, economies, and workforces are positioned to meet these trends head on so we can build leaders and skilled talent within, leaving our traditional practices behind us and focusing on solutions that meet future needs.

As executives, business leaders, and HR professionals, how should we prepare our organizations and ourselves for these workplace changes? Ramp up organizational and individual development and e-learning initiatives, you say? Maybe; however, this depends on building curricula to develop and curate relevant content with predictable learning outcomes, which frankly, you cannot predict. Even if done at a rapid pace, I find two problems with this solution: 1) In the digital era, data and information rapidly becomes irrelevant, and 2) in a society that is increasingly becoming individualized, who decides what data and information is best to curate and for whom?

When you look at how much data creation has expanded, it can be startling. For example, Google received more than 2 million search queries every minute in 2014, and today Google receives 3.8 million per minute, around 3.5 billion per day, and around 1.2 trillion per year. According to Forbes, at our current rate, humans are generating an estimated 2.5 quintillion bytes of data every single day, and many sources indicate that 90 percent of the world’s data has been created in the last two years alone.

The rise of a multitude of sources — from social media, podcasts and online video, to the expanded use of sensors in internet-of-things-enabled devices and smart device skills — makes it difficult to make sense of the data available, for humans to learn, and for organizations to “prepare” skill sets for our successful future.

One solution, already in action in Wisconsin, is building more centers and forums around social learning and innovation, while making them accessible to all learners, especially around complicated emerging technologies such as blockchain, AI, IoT, AR, and UX design. They help our cities attract and retain the necessary talent, innovation, and innovators, rather than seeing them settle on the coasts.

One of those learning centers poised to help Wisconsin and the Midwest become of a hub of innovation and learning, as well as an attractive place for talent to work, is the Milwaukee Blockchain Conference, which is more an exponential learning expo than a conference. The second annual Milwaukee Blockchain Conference was held Nov. 31, 2018, and centered on an educational overview of blockchain that was split into two tracks — Enterprise and Entrepreneur.

Below are several key takeaways from the expert sessions, keynote presentations, a live podcast, and a lively, impromptu lunch roundtable to provide you with an example of how this type of learning can work for your organization. Choice in learning opportunities really matters, as it provides workers with lots of different and beneficial experiences to choose from.

1. Do not confine your keynote

Kicking off the Milwaukee Blockchain Conference, Karl Gouverneur of Northwestern Mutual gave an insightful overview of blockchain — what it is, what it offers, its unique capabilities, and how can we expect blockchain to evolve our daily transactions in an open-air forum.

Learning outcome: We are in the early stages of blockchain, and there are numerous opportunities to create new business models as we move forward. There is no right or wrong way when it comes to emerging tech. It is emerging, so from a learner’s point of view it’s what we make of it.

2. Shorter learning sessions for a learning basis

First up for the Entrepreneur track, Alec Shaw of Euphrates Group, had about 20 minutes for his session on “Analyzing Blockchain Use-Cases.” It was incredibly difficult to pack all the relevant information into just 20 minutes; however, Shaw focused on the fundamentals for a maximum our understanding of the core technology.

Learning outcome: It is fundamentally important to learn what the blockchain is and distinguish between the three types of blockchain — public, private, and consortium. The latter is a hybrid of public and private, and includes consensus procedures controlled by preset nodes.

Shorter learning sessions help break audience assumption stacks by giving audiences the opportunity to draw their own conclusions and learning outcomes rather than being fed one by the presenter. It can be challenging to understand emerging technologies, but that’s what every learner has in front of him or her in this new era. We have to be challenging, innovative, and ready to go beyond the status quo in order to attract people who are like minded.

(Continued)

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About This Blog

Coreyne Woodman-Holoubek is a CHRO with over 17 years of global business and human resource leadership expertise, living and working in the United States, the United Kingdom, and Spain. Coreyne has an B.A. in International Business from the University of Brighton, UK, a B.A. in Spanish Linguistics from the University of Wisconsin–Madison, and a post-graduate degree in Human Resources from the University of Plymouth, UK. She is a passionate progressive human resource business professional, and is best known for her work as co-founder of Contracted Leadership, and as president of Disrupt Madison and Disrupt Milwaukee.

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