Expanding Career Horizons

I hope we can empower everyone to build with AI. Starting from K-12, we should teach every student AI enabled coding, since this will enable them to become more productive and more empowered adults. But there is a huge shortage of computer science (CS) teachers. I recently spoke with high school basketball coach Kyle Creasy, who graduated with a B.A. in Physical Education in 2023. Until two years ago, he had never written a line of Python. Now — with help from AI — he not only writes code, he also teaches CS. I found Kyle’s story inspiring as a model for scaling up CS education in the primary- and secondary-school levels. Kyle’s success has been with the support of Kira Learning (an AI Fund portfolio company), whose founders Andrea Pasinetti and Jagriti Agrawal have created a compelling vision for CS education. In K-12 classrooms, teachers play a huge social-emotional support role, for example, encouraging students and helping them when they stumble. In addition, they are expected to be subject-matter experts who can deliver the content needed for their subject. Kira Learning uses digital content delivery — educational videos, autograded quizzes, and AI-enabled chatbots to answer students' questions but without giving away homework answers — so the teacher can focus on social-emotional support. While these are still early days, it appears to be working! A key to making this possible is the hyperpersonalization that is now possible with AI (in contrast to the older idea of the flipped classroom, which had limited adoption). For example, when assigned a problem in an online coding environment, if a student writes this buggy line of Python code best_$alty_snack = 'potato chips' Kira Learning’s AI system can spot the problem and directly tell the teacher that $ is an invalid character in a variable name. It can also suggest a specific question for the teacher to ask the student to help get them unstuck, like “Can you identify what characters are allowed in variable names?” Whereas AI can directly deliver personalized advice to students, the fact that it is now helping teachers also deliver personalized support will really help in K-12. Additionally, agentic workflows can automate a lot of teachers’ repetitive tasks. For example, when designing a curriculum, it’s time-consuming to align the content to educational standards (such as the Common Core in the United States, or the AP CS standard for many CS classes). Having an AI system carry out tasks like these is already proving helpful for teachers. Since learning to code, Kyle has built many pieces of software. He proudly showed me an analysis he generated in matplotlib of his basketball players’ attempts to shoot three-pointers (shown above), which in turn is affecting the team’s strategy on the court. One lesson is clear: When a basketball coach learns to code, they become a better basketball coach! [Reached length limit. Full text: https://lnkd.in/gthKuC5Q ]

Law school taught me the law. But building a career? That’s a different story. Many years ago, I walked into my first day as a lawyer, armed with my 2nd Upper Degree, thinking I was ready. I WAS NOT. Here are 12 lessons I learnt the hard way: (I wish someone had shared with me before I started) 1️⃣ It’s Okay to Ask for Help Pretending to know everything? Rookie mistake. Ask questions. Get clarity. Even top-tier lawyers do. 2️⃣ Networking > Billable Hours Winning cases builds a reputation, but relationships build careers. That partner you avoid at events? Talk to them. 3️⃣ Reputation Is Currency Every email. Every call. They all shape how people see you. Guard your reputation like it’s your most valuable client. 4️⃣ Billing ≠ Just Hours Worked It’s not about grinding for numbers—it’s about delivering value. (And yes, padding your billables will get you noticed—for all the wrong reasons.) 5️⃣ Clients Crave More Than Advice They want trust, empathy, and someone who listens. Legal skills matter, but human connection wins clients for life. 6️⃣ The Best Lawyers Never Stop Evolving The law changes, and so should you. Stay curious. Stay sharp. Stay ahead. 7️⃣ Mentors = Secret Weapons Find someone who’s been where you want to go. The right mentor will save you years of trial and error. 8️⃣ Burnout Is the Silent Killer The late nights will come, but don’t make them your norm. Protect your energy—because no case is worth your health. 9️⃣ Pick Your Battles Not every fight is worth the courtroom. Strategic restraint is a superpower. 🔟 Mistakes Are Inevitable Here’s the secret: It’s not about never failing—it’s about how you bounce back. Own it, learn from it, and keep moving. 1️⃣1️⃣ It’s a Marathon, Not a Sprint You don’t need to win every deal or impress every partner. Pacing yourself is how you last in this game. 1️⃣2️⃣ Never Lose Sight of Your WHY When the grind feels endless (and it will), your WHY will keep you grounded. Don’t let go of it—it’s your anchor. Law school taught you the law. But no one taught you how to build a career in it. Lawyers reading this, did I miss anything? What else would you add to my list? --- Repost this♻️ to help the juniors out there! ➕ Follow Shulin Lee for more. P.S. To the trainees starting out: It’s okay to feel scared. P.P.S. The partners you’re intimidated by? They were once where you are. Everyone starts somewhere. You've got this!

Growing as a leader, I’ve learned that expertise matters, but range is often what sets you apart. Over time, I’ve come to believe that career range is one of the most underrated assets a person can build. It helps integrate experiences across roles, ask better questions, and bring a broader perspective to the challenges you face. Leaders who combine depth with range and work across disciplines are the ones who move organizations forward. The ability to keep building new skills is a real competitive advantage – and curiosity is what makes it possible: staying open and continuing to learn, even when it would be easier to stay where you’re comfortable.

From artificial intelligence reshaping job roles to hiring booms beyond metros, the world of work is changing fast. As India's Class of 2026 prepares to enter the workforce, two questions are top of mind: where are the real opportunities, and what does it take to land them? LinkedIn’s Grads’ Guide 2026 tracked the fastest-growing opportunities for career starters across India — by job title, industry, function, and region. Here’s what stood out. AI Specialist, Generative AI Engineer, and Digital Content Creator emerge as the top three fastest-growing job titles, indicating how the rise of AI and digital platforms is opening up entirely new career pathways. Meanwhile, Human Resources (HR) and Consulting lead the fastest-growing functions for graduates. This rise in demand for fresh talent in HR “is being driven by two forces — a genuine shortage of top talent, making hiring increasingly competitive, and the growing need to manage large-scale workforce changes,” says Arjun Prakash, Founder, Pivot. In consulting, the hiring momentum is being driven by several structural shifts — including AI and cloud transformation, GCC expansion, strong global demand for Indian tech talent, and maturing start-ups increasingly turning to first-time consulting projects to drive profitability, notes Arjun. “The rise of specialist firms across HR, finance, and operations consulting is further accelerating this trend,” he adds. Meanwhile, Utilities and Education are the top two fastest-growing industries actively hiring graduates, shows LinkedIn data. Regional hiring growth patterns further reinforce how opportunities for early talent are expanding beyond traditional hubs. Vijayawada occupies the top spot amongst the fastest-growing regions for early-career hiring, followed by Kolkata and Bhopal. “Better cost efficiencies in tier-2 and tier-3 cities, lower attrition driven by proximity to home, and the adoption of distributed work models are driving this shift. At the same time, improving digital infrastructure and broader access to talent make it easier for companies to evaluate talent beyond metros,” notes Vaibhav Gadodia, CTO, Nagarro. For the Class of 2026, the opportunity is real, but it doesn’t always look the way you expect it to. ➡️ Swipe through the carousel for the full data breakdown. How can freshers make their move in India’s new world of work? Share your thoughts using #GradsGuide2026 Editor: Nakul Ghai Data insights: Alejandra Budar, Caroline Liongosari, and LinkedIn's Economic Graph Graphics: Arunagiri Ramadurai

There seem to be more exit options for experienced lawyers than there ever were before. A few trends I’m seeing and hearing: 1. Using legal as a springboard to leading other business functions. Common among high performing CLOs and GCs who end up taking over other departments, including HR, technology, operations, etc. Ideal for in-house lawyers who like business/management more than pure law work. 2. Leading a new function within a traditional law firm. Classic examples include leadership roles related to talent or client development; includes ongoing trend of chief innovation or client value officers. Recent trend: AI experts brought in from the outside. 3. Pivoting to a pure business role at a legal-adjacent company/firm. This was my path. Back when I made the pivot in 2016 it felt like the only real option was legal recruiting. These days you have AI startups, large legal tech companies, legal talent staffing/outsourcing, and more. 4. Leveraging expertise to shift to hybrid employee/entrepreneur roles. Could be a fractional GC practice, e.g. using your former employer as an anchor client and then looking for other clients. Or could be practicing law as a remote freelancer, working on specific, limited scope matters that interest you. The ones who have done the best seem to be those who thoughtfully consider what type of work they want to do, and the context (hours, location, flexibility) in which they work—before they plunge head first into something else. 

"I want to work in marketing, but I don't know where to start." After 5 years of running The Ninth Semester, I realized the Marketing industry is one of the top sought-after career paths for early-career professionals.Besides the obvious ways to break into Marketing, such as gaining relevant work experience and building your portfolio, the next best thing you can do is invest in the skills employers care about in marketing hires. A new LinkedIn Skills on the Rise report (https://lnkd.in/dA8Du_M6) highlights the 10 fastest-growing marketing skills based on year-over-year growth in skill additions and hiring data. From AI Literacy to Visual Storytelling, these are the skills that'll help you become a competitive candidate. I took the list a step further and curated roles to target, as well as free or low-cost courses and certificates to help you improve your skill set from platforms such as Coursera, Skillshare, HubSpot Academy, YouTube University, creators such as Adrian Per, and more You can view the full list of resources here: https://lnkd.in/dwugBB-8

Being a professional athlete, it’s not apparent to consider your post-career. There is no real urge to think about the long-term while still playing. At least, it feels like that. On the other hand, it’s also not reprehensible to just focus on one thing and enjoy your short time as a soccer player - because it’s finite. For me, I always felt better - and performed better - when I had more than just soccer. I wanted to grow and learn outside of the pitch and meet interesting people to become a better person and athlete - and ultimately a better investor as well (still a long way to go). In the past, athletes often did not plan their second career until after retirement. Some became coaches, sporting directors, or TV experts. But there are fewer of these jobs than former players, which leaves many up in the air. I always wanted to make myself independent from that. In a recent interview with Bloomberg, I explained how my first steps outside soccer evolved into a long-term vision. And how I found another passion apart from sport. I started looking for new opportunities in my mid-twenties, first with the goal to build lasting financial security but also because I was keen to learn new things. Venture Capital investing is the field that particularly caught my interest, and eight years later, I’ve built a resilient portfolio of startups, VC funds, and PE funds. It feels great to have a path that already aligns with soccer and that I can continue to walk on after playing.

If you’re coming out of a supermajor like Exxon, Shell, or Chevron, chances are your job title doesn’t reflect the weight of what you actually did. I’ve worked with folks who were basically running million-dollar projects, overseeing contractors, managing teams, and owning timelines — but their title was something like Operations Advisor 3 or Technical Professional. When it comes time to switch companies (especially outside of oil & gas), this can trip you up. Here’s how to level the playing field: 1) Break your role down into what you ran, not what you were called. A client came to me with the title “Subsurface Engineer II.” But he’d led asset development planning across multiple basins, coordinated with drilling and completions, and presented at exec reviews. On paper, that’s a Development Manager or Senior Reservoir Engineer anywhere else. 2) Study how titles map across industries. Different companies name things differently. What Shell calls a Wells Engineer, other firms call a Drilling Engineer or Project Engineer. If you’re applying to mid-sized operators, contractors, or new energy companies, use job postings to figure out which titles line up with what you’ve actually done — not what your old badge said. 3) Be upfront in interviews — and use data to back up your expected salary and/or title. Say it like it is: “At Exxon I was a Facilities Engineer, but I managed $90MM in brownfield upgrades and led a 7-person project team. From what I’ve seen, that aligns with a Senior Project Manager or Capital Projects Lead here.” That helps them calibrate your role, and your compensation. Your title might have been vague, but the work wasn’t. Don’t let a strange job title keep you from the job — and pay — you’ve already earned! #oilgas #oilandgas #oilandgasindustry #engineering #petroleum #energystrong

📝 I usually write about financial systems, gender equity, and policy reform. But behind those systems are people—leaders—who don’t always fit neatly into one box. This is a reflection for those of us who lead across disciplines, defy labels, and turn multiplicity into impact. 𝐓𝐡𝐞 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐄𝐝𝐠𝐞 𝐨𝐟 𝐁𝐞𝐢𝐧𝐠 𝐌𝐮𝐥𝐭𝐢𝐭𝐚𝐥𝐞𝐧𝐭𝐞𝐝 In a world that rewards specialization, being multitalented can feel like an anomaly. People expect ‘clarity’. One title. One trajectory. One lane. But for those of us whose experience spans sectors—finance, public policy, investing, governance—the reality is more complex. I’ve been a banker, regulator, investor, reformer, board chair, founder, and NGO leader. To some, that might seem like too much. To me, it looks like leadership; at the intersection of systems, not inside a silo. These roles have never been random. They’ve shaped a consistent mission: 𝐓𝐨 𝐛𝐮𝐢𝐥𝐝 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐯𝐞 𝐚𝐧𝐝 𝐫𝐞𝐬𝐢𝐥𝐢𝐞𝐧𝐭 𝐬𝐲𝐬𝐭𝐞𝐦𝐬 𝐭𝐡𝐚𝐭 𝐬𝐞𝐫𝐯𝐞 𝐩𝐞𝐨𝐩𝐥𝐞 𝐛𝐞𝐭𝐭𝐞𝐫. And I’m not alone. There’s a name for this: the 𝐦𝐮𝐥𝐭𝐢𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥𝐢𝐭𝐞 𝐚𝐝𝐯𝐚𝐧𝐭𝐚𝐠𝐞, a concept popularized by Emilie Wapnick, describing people who thrive across multiple domains. While this breadth can be misread as lack of focus, it often signals a deeper strength: 𝐭𝐡𝐞 𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐭𝐨 𝐬𝐲𝐧𝐭𝐡𝐞𝐬𝐢𝐳𝐞, 𝐜𝐨𝐧𝐧𝐞𝐜𝐭, 𝐚𝐧𝐝 𝐥𝐞𝐚𝐝 𝐚𝐜𝐫𝐨𝐬𝐬 𝐬𝐲𝐬𝐭𝐞𝐦𝐬. Here’s What I’ve Learned: 🔍𝐁𝐫𝐞𝐚𝐝𝐭𝐡 𝐢𝐬 𝐧𝐨𝐭 𝐢𝐧𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧. 𝐈𝐭’𝐬 𝐝𝐞𝐬𝐢𝐠𝐧 Being good at (or interested in) many things isn’t distraction—it’s layered insight. We need people who can bridge policy and practice, numbers and narrative, vision and execution. 🔍𝐓𝐢𝐭𝐥𝐞𝐬 𝐝𝐨𝐧'𝐭 𝐜𝐚𝐩𝐭𝐮𝐫𝐞 𝐦𝐢𝐬𝐬𝐢𝐨𝐧. When I served as Deputy Governor of the CBN, the title spoke volumes. But beyond that role, the purpose remained the same. The role may change—but your impact doesn’t have to. 🔍𝐌𝐮𝐥𝐭𝐢𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥𝐢𝐭𝐲 𝐢𝐬 𝐚𝐧 𝐞𝐝𝐠𝐞 𝐢𝐧 𝐜𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲. The world’s biggest challenges are interconnected. Leaders who move across disciplines aren’t anomalies—they’re architects of much needed change. 🔍𝐂𝐫𝐚𝐟𝐭 𝐲𝐨𝐮𝐫 𝐨𝐰𝐧 𝐜𝐨𝐧𝐭𝐚𝐢𝐧𝐞𝐫. The most fulfilling work I’ve done wasn’t listed in a job description. It was created: through platforms, partnerships, and refusing to shrink into one definition. So no—being multitalented isn’t a curse. It’s a 𝐜𝐚𝐥𝐥𝐢𝐧𝐠. A 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲. An edge for those bold enough to build the future differently. The question isn’t “What do you do?” It’s: 𝐖𝐡𝐚𝐭 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 - 𝐚𝐧𝐝 𝐡𝐨𝐰 𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐦𝐚𝐧𝐲 𝐠𝐢𝐟𝐭𝐬 𝐬𝐞𝐫𝐯𝐢𝐧𝐠 𝐭𝐡𝐚𝐭 𝐩𝐮𝐫𝐩𝐨𝐬𝐞? If you’ve ever struggled to fit your story into one title - this is for you. Your multiplicity isn’t a liability. 𝐈𝐭’𝐬 𝐲𝐨𝐮𝐫 𝐥𝐞𝐯𝐞𝐫𝐚𝐠𝐞. #Leadership #Multipotentialite #SystemsThinking #PurposeDriven #WomenWhoLead

Achieving true work/life balance requires escaping the corporate trap. Here are 5 ways you can escape at any point in your career: First, let’s understand how the trap works. It starts with our own goals and ambitions. In my career, I wanted more responsibility and more compensation. This led to more work and more stress. If you follow my writing, you likely have similar ambitions. You want to grow, be the best at what you do, and be compensated for it. The second part of the trap is corporate design. Companies have a simple goal: Increase shareholder profit. This means increasing revenue and reducing costs. The easiest way to do that is to get more work out of the people who already work for the company. This structure is fueled by our ambitions, and our professional growth often correlates with the growth of the companies we work for. The challenge and the trap here is that corporate growth has no ceiling, and our ambitions can hunger far beyond what is healthy for our bodies and minds. We continuously try to feed the company and satisfy our growing ambitions, and we lose ourselves in the process. There are two mechanisms that drive us into this loop: 1) Companies give raises and promotions to “better” performers. Sometimes “better” means smarter or more efficient, but it often means “does more work.” Over time, even the best of us usually end up working more. 2) Competition. Since raises and promotions are limited, there will always be someone willing to put in very long hours to get ahead. This is a “prisoner’s dilemma” – if only one person works harder, they will get a lot of advantages for only a little extra work. But, when we all strive to come out on top, it becomes a maximum effort race with no winners. Here are the 5 ways you can escape this trap: 1) Set limits Recognize the trap and decide what you will and won’t sacrifice for your work. This will mean accepting some career tradeoffs, but it will allow you to set your own limits before they are set by sickness or burnout. 2) Specialize We are all gifted at something. There are two benefits that come from focusing on your gifts. First, you can stay ahead of others with less effort. Second, it is more fun to do things that come easily. 3) Choose companies and bosses wisely Some leaders push you into the trap, some leaders try to keep you out of it. Seek those that keep you out. 4) Work for yourself If you can be your own boss, you can escape or at least control the pressure to maximize profits. 5) Redefine success There is nothing wrong with wanting pay, promotions, influence, etc. However, if the cost gets too high, remember that plenty of people are happy without corporate success. My path was to play the game, make the money, and then exit. This is another option, but it requires submitting to the “trap” until you can make enough money to escape. Is it a good trade? Only you can make that decision for yourself. Readers, what are some other ways to escape?