Talk:Gary's Address
After carefully reviewing the speech, I believe the section that needs more work than the others is "EmployableU and AINurtz". Here's why:
1. Lack of detail: While other sections provide in-depth explanations of concepts and initiatives, this section is relatively brief and lacks specific details about the EmployableU course content and the AINurtz workshop.
2. Unclear connection: The relationship between EmployableU, AINurtz, and the broader Educaship concept isn't clearly explained, making it difficult for the audience to understand how these pieces fit together.
3. Limited explanation of AI integration: Given the increasing importance of AI in the job market, the AINurtz Career Day workshop deserves more elaboration on how it will help participants leverage AI in their careers.
4. Missed opportunity for impact: This section introduces potentially groundbreaking ideas (free career education and AI integration in career development), but doesn't fully explore their implications or benefits.
5. Abrupt transition: The section seems somewhat disconnected from the preceding and following sections, lacking smooth transitions that would help maintain the flow of the speech.
6. Lack of concrete examples: Unlike other sections that provide real-world examples or personal anecdotes, this section remains largely theoretical.
To improve this section, the speaker could:
1. Provide more details about the EmployableU curriculum and its expected outcomes. 2. Explain how AINurtz fits into the broader Educaship concept and why it's crucial for modern career development. 3. Offer specific examples of how AI tools can be used in career management. 4. Discuss any early feedback or results from the prototype testing in Kenya and Pakistan. 5. Create stronger connections between this section and the overall theme of work-like practice.
Enhancing this section would strengthen the overall speech by providing a more comprehensive view of the speaker's vision for career education and preparation in the AI era.
Reflection Five: Search for Insightful Mentors
Claude
In the early 2010s, I unexpectedly secured a position with the US Marine Corps. I say 'unexpectedly' because I had no apparent qualifications for the role at the outset. My previous experience, however, may have contributed to landing this job.
I led the Russian component of a cultural program, given considerable freedom to innovate. The project had substantial resources but minimal oversight and bureaucracy. We extensively utilized technology and various methodologies.
Russian language proficiency was a key objective. Initially, we used standard textbooks and conversational resources. However, when the first cohort took the Defense Language Proficiency Test, they were surprised by its practical nature, being tested on real-world scenarios rather than textbook greetings.
For the second iteration, I collaborated with Professor Soboleva from the Defense Language Institute to develop a new curriculum, which we rapidly implemented and tested.
As a result, my students matched the listening skills of their peers at the Defense Language Institute. I believe continued curriculum development would have led to even better outcomes. While I consider my role successful, the project ended after a year due to budget constraints.
Afterwards, I stood at a crossroads between continuing as a language instructor or transitioning to information technology. Based on past experiences, I sought advice from industry insiders.
On the linguistic side, I consulted a high-ranking recruiter from a top cultural training provider. They explained the difficulties of finding innovative roles in the field due to fierce competition and limited opportunities. They candidly admitted that despite my results, hiring me would be challenging due to bureaucratic constraints and potential backlash from more credentialed competitors.
On the IT side, finding quality consultants proved more difficult. Some had narrow expertise or conflicting objectives. However, IT was evolving rapidly and offered more diverse roles than language training at the time. IT recruiters seemed more prone to burnout than their counterparts in more stable fields.
It's worth noting that finding my linguistic consultant was largely luck. While there's no shortage of advisers offering ideas without accountability, finding an honest, caring industry insider is rare but invaluable.
Meta
An Unexpected Career Turn
In the early 2010s, I landed a position with the US Marine Corps, despite having no apparent qualifications. My previous experience leading a Russian cultural program, which involved developing innovative solutions with extensive resources and minimal supervision, may have contributed to this opportunity.
A Successful Project
In this role, I aimed to improve Russian language proficiency among students. Initially, we used standard textbooks, but they didn't meet our needs. After a disappointing first attempt, I collaborated with Professor Soboleva from the Defense Language Institute to develop a new curriculum. Our students eventually matched the listening skills of their peers at the Institute.
A Crossroads
After the project ended due to budget constraints, I considered continuing as a language instructor or transitioning to information technology. Seeking advice from insightful insiders, I met with a high-ranking head of recruiting from a top cultural training provider. They warned me about fierce competition and limited opportunities in the linguistic field.
Challenges in Finding Honest Consultants
While I found a valuable consultant on the linguistic side, I struggled to find equivalent experts in information technology. Some had narrow expertise, while others had their own agendas. I realized that finding honest and caring consultants who can provide actionable advice is challenging.
A Lesson Learned
My experience taught me the importance of seeking advice from industry-based consultants who are both knowledgeable and honest. While there are many sounding-board advisers who can offer ideas, finding a consultant who truly cares and is accountable for their guidance is rare and valuable.
OpenAI
In the early 2010s, I unexpectedly secured a position with the US Marine Corps. I say "unexpectedly" because, in my view, I had zero credentials for this job on day one. I lacked both the necessary education and work experience. Perhaps my previous activities contributed to landing this job.
I led the Russian segment of a cultural program, developing it in highly innovative ways. This work involved extensive resources and minimal supervision, with virtually no bureaucratic roadblocks. We made extensive use of technology and various methodologies.
Achieving some level of Russian language proficiency was one of our objectives. For the first iteration, we used standard textbooks and conversational language resources. However, they didn't meet our needs. When the first cohort took the Defense Language Proficiency Test, they were surprised that no one greeted them with "Hello" in Russian, expecting a standard response. Instead, they were given a snippet from Moscow radio and asked to interpret what happened in the story.
For the second iteration, I reached out to Professor Soboleva from the Defense Language Institute and inspired her to develop a new curriculum. I built it after one workday to test it the next day.
As a result, my students matched the listening skills of their peers at the Defense Language Institute. I believe that if we had continued developing a new curriculum, new participants would have outperformed their peers. I consider my role successful; however, the project ended after a year due to budget constraints.
After that experience, I found myself at a crossroads, deciding whether to continue as a language instructor or transition to information technology.
Given my previous experience with social workers, this time I decided to seek advice from insightful insiders.
On the linguistic side, I connected with a high-ranking head of the recruiting department at a top cultural training provider. I met this person in an unofficial setting. After discussing my situation, they explained that finding a job in that field would be difficult due to fierce competition and limited opportunities, especially in innovative roles.
This knowledgeable insider said, "You have many competitors with better educational and experience credentials. Even if you achieved great results in your first experience, I cannot imagine hiring you. As a bureaucrat, I want to keep my role and avoid blame if anything goes wrong, including complaints from your competitors."
On the information technology side, I couldn't find consultants of the same quality. Some had narrow scopes of expertise and couldn't see the bigger picture. Others had their own objectives. It is worth mentioning that information technology was changing more rapidly and offered more roles than language training at that time. Technology recruiters seemed more prone to burnout and exhaustion compared to their stable-field linguistic peers.
I was fortunate to find a great consultant on the linguistic side. Based on my research, there is no shortage of sounding-board advisers who can provide numerous ideas without being accountable for them. Industry-based consultants are vital, but finding one who is both honest and genuinely cares is difficult.
