Education

I’ve written five New York Times bestsellers and read thousands of books. Along the way, I’ve learned a few things about how reading actually works. Here are four pieces of advice that will make you a better reader. First, torture your books. Crack the spine. Underline. Write in the margins. Books are not precious objects. They are tools for thinking. The more you engage, the more you remember. Second, become a quitter. If a book is not working for you, stop. It is not your responsibility to push through. It is the author’s responsibility to keep you engaged. A useful rule of thumb: 100 minus your age equals the number of pages you should give a book before walking away. Third, build a second brain. Keep your highlights and notes in one place. Notion, Google Docs, or whatever system you trust. Export your Kindle highlights. Capture your margin notes. Later, those ideas become reusable raw material. Fourth, become a T-shaped reader. Go deep in your field. But also read widely outside it. Psychology, art, history, poetry, even comics. Depth without breadth narrows you. Breadth without depth thins you. The goal is both. If you do these four things, you will not just read more. You will remember more. I share a few more tips in a recent I did: https://lnkd.in/gMpWSKd3

Today, I want to share an incredible story that shows how the right kind of partnerships can be a game-changer in making a real difference. Vipla Foundation was set up by Mana’s mom in 1988, & ever since, Mana, Athiya, Ahan & I have remained closely involved in their mission of enriching the lives of underprivileged children & women. Their partners, Educo ONG are a global NGO with presence in 14 countries, they do some phenomenal work for the well-being & rights of children, especially the right to receive a quality education. This isn’t about endorsing Vipla or Educo, but rather about the magic that unfolds when the right kind of collaboration comes into play. Imagine this - two organisations with a shared vision of making a positive impact by ensuring every child in India has the opportunity to learn, grow & flourish. As partners since 2014, they’ve impacted the lives of over 500,000 beneficiaries through childhood care, education, inclusion & women empowerment through skilling. They’re transforming government schools, empowering teachers & bridging learning gaps through innovation & building communities that work with a sense of ownership in the education process. The kind of work that organisations like Vipla do, make them special. What gives their ambitions wings, are the right kind of partners. In that sense, Educo is just that. That’s the thing about forging new partnerships. If it’s done right, with the right people & at the right time, it can work like magic. If the fundamentals aren’t right, it’s not going get you what you want. Through my experiences, I’ve learned to look out for the following when I’m partnering with someone, Common purpose - When there’s a shared vision, sparks fly! It’s the only way to set the stage for extraordinary impact! Complementary expertise - Solo heroes may work in the films, not in real life. Find partners who can make up for your weaknesses & complement your strengths. Flexibility - Life always throws the odd bouncer at us. As partners, everyone needs to have the ability to adapt. Long-term commitment - Nothing good happens overnight. Vipla & Educo nurtured this partnership over a decade & their patience is paying off big time! Mutual empowerment - Just like your life partner, partners at work should be able to raise each other’s games. Partners thrive when there's mutual empowerment & trust. Measurable impact - Numbers don't lie! While you can enjoy working together with a shared vision, truth is the outcome should be measurable. In a world where collaboration is the new cool, I love giving the example of Vipla & Educo, who by working together have become architects of a brighter future! So, next time you're partnering with someone, tying up with an agency or a vendor, building a company or finding the right co-founder, remember to do it with the right people for the right reasons. #CollaborationForChange #SocialImpact #ChildRights #EducationMatters

Continuing from last week’s post on the rise of the Voice Stack, there’s an area that today’s voice-based systems often struggle with: Voice Activity Detection (VAD) and the turn-taking paradigm of communication. When communicating with a text-based chatbot, the turns are clear: You write something, then the bot does, then you do, and so on. The success of text-based chatbots with clear turn-taking has influenced the design of voice-based bots, most of which also use the turn-taking paradigm. A key part of building such a system is a VAD component to detect when the user is talking. This allows our software to take the parts of the audio stream in which the user is saying something and pass that to the model for the user’s turn. It also supports interruption in a limited way, whereby if a user insistently interrupts the AI system while it is talking, eventually the VAD system will realize the user is talking, shut off the AI’s output, and let the user take a turn. This works reasonably well in quiet environments. However, VAD systems today struggle with noisy environments, particularly when the background noise is from other human speech. For example, if you are in a noisy cafe speaking with a voice chatbot, VAD — which is usually trained to detect human speech — tends to be inaccurate at figuring out when you, or someone else, is talking. (In comparison, it works much better if you are in a noisy vehicle, since the background noise is more clearly not human speech.) It might think you are interrupting when it was merely someone in the background speaking, or fail to recognize that you’ve stopped talking. This is why today’s speech applications often struggle in noisy environments. Intriguingly, last year, Kyutai Labs published Moshi, a model that had many technical innovations. An important one was enabling persistent bi-direction audio streams from the user to Moshi and from Moshi to the user. If you and I were speaking in person or on the phone, we would constantly be streaming audio to each other (through the air or the phone system), and we’d use social cues to know when to listen and how to politely interrupt if one of us felt the need. Thus, the streams would not need to explicitly model turn-taking. Moshi works like this. It’s listening all the time, and it’s up to the model to decide when to stay silent and when to talk. This means an explicit VAD step is no longer necessary. Just as the architecture of text-only transformers has gone through many evolutions, voice models are going through a lot of architecture explorations. Given the importance of foundation models with voice-in and voice-out capabilities, many large companies right now are investing in developing better voice models. I’m confident we’ll see many more good voice models released this year. [Reached length limit; full text: https://lnkd.in/g9wGsPb2 ]

We are excited to announce the release of our "Guide to Integrating Generative AI for Deeper Literacy Learning" - a collaboration between AI for Education and Student Achievement Partners. We co-developed the guide with SAP, experts in high quality instruction, with an understanding that both the technology and its educational applications are at it's earliest stages. We also know that many teachers, leaders, and students are concerned about the impact the tools will have on learning. We want this guide to act as a jumping off point for educators that are trying to determine if GenAI can positively intersect with high quality instruction in the literacy classroom. The Key Principles of the Guide: •  GenAI tools should support, not circumvent, productive struggle for students •  AI literacy should come before the Integration of GenAI tools •  GenAI should augment educators’ pedagogical expertise, content knowledge, and knowledge of students •  Integration when appropriate should enhance, not replace, proven instructional practices •  Usage should align with students’ developmental readiness and literacy goals Highlights: • A framework for distinguishing productive vs. counterproductive struggle in literacy classrooms • Practical strategies for using AI to enhance student engagement without replacing critical thinking for students •  Best practices for enhancing cognitive lift and what strategies to avoid that offload cognitive lift • Detailed GenAI use cases across foundational skills, knowledge building, and writing instruction • Elementary-specific guidance emphasizing teacher-led AI implementation and modeling • Comprehensive worked examples with Chatbot transcripts that illustrate these practices This is just the beginning, which is why we're actively gathering educator feedback to refine and expand these resources through a survey in the guide. Thank you so much to Carey Swanson and Jasmine Costello, PMP from SAP for being such wonderful partners in this work! You can access the full guide or watch the accompanying webinar in the link in the comments! #ailiteracy #literacy #GenAI #K12

Major update on our work: In the last few years, a flood of new research has altered the landscape of the debate around kids, smartphones, and social media. 1️⃣ First, there is now a lot more work revealing a wide range of direct harms caused by social media that extends beyond mental health (e.g., cyberbullying, sextortion, and exposure to algorithmically amplified content promoting suicide, eating-disorders, and self-harm). These direct harms are not correlations; they are harms reported by millions of young people each year. 2️⃣ Second, recent research — including experiments conducted by Meta itself — provides increasingly strong causal evidence linking heavy social media use to depression, anxiety, and other internalizing disorders. (We refer to these as indirect harms because they appear over time rather than right away). Together, these findings allow us to answer the product safety question clearly: 📣 No, social media is not safe for children and adolescents. The evidence is abundant, varied, and damning. We have gathered it and organized it in two related projects which we invite you to read, in this post: https://lnkd.in/eAvfH3aQ

It took me 14 months to write and publish my first paper. (6 months for second and 4 months for third). Here is the writing tip I wish I had during my PhD because it changed my research writing process: Writing isn't about perfection. It's about consistent progress. Most academics struggle with paper writing not because of skill, but because of overwhelming complexity. I broke down my writing into manageable weekly sprints. My 6-week writing strategy: Week 1: Create a clear roadmap • Define paper's core message • Sketch preliminary outline • Block 1-2 daily writing hours • Set intentional writing goals Week 2: Draft no matter what • Write fast and messy • Target 500-750 words daily • Ignore initial perfectionism • Focus on content generation Week 3-6: Systematically refine • Polish sections methodically • Incorporate feedback • Tighten arguments • Prepare for submission Key transformation tactics: • Remove decision fatigue • Build consistent momentum • Create flexible writing targets Pro Tips: • Don't wait for "perfect" time • Show up consistently • Embrace imperfect progress Curious: How do you currently approach academic writing challenges? #Science #Research #Scientist #Academia #Professor #PhD #Postgraduate #Postdoc

More students in the U.S. are enrolled in at least one online course than entirely in person (IPEDS 2023 analysis). And, some are projecting that this year, for the first time ever, more students will study entirely online than entirely in person (The Hechinger Report). These milestones aren't just statistics—they're a signal. At Western Governors University, we’ve long known that the traditional campus model doesn’t work for everyone. Individuals including working adults, caregivers, military service members, and those living in rural communities need flexibility, affordability, and support systems that fit into their lives. Even young adults increasingly see the value of online learning—in fact, 18-24 year olds are our fastest-growing age demographic. What many people don’t understand, however, is that online education isn’t just a digital version of the classroom. At its best, it’s a fundamentally different model designed around the learner, not the institution. And it’s making a difference: Our graduates overwhelmingly say their credentials are worth the cost, earning degrees that lead to higher wages and contribute positively to their overall wellbeing. That impact reflects a core belief: Higher education should adapt to the learner, not the other way around. As more institutions recognize the realities facing today’s students, I’m hopeful we’ll see greater innovation that meets learners where they are, honors their lived experiences, and opens doors to opportunity for all.    #OnlineLearning #HigherEd #EdTech

This Teacher Changes 30 Lives Each Morning Here's Why This Works Every morning, a teacher greets her students one by one - not with rules, but with choice: A hug, A high-five, a nod, or quiet. A ritual so simple. Yet it tells 30 children: You are seen. You are safe. You belong. Here’s what this teaches us about leadership - and how to apply it at work: 1. Honor Autonomy (Self-Determination Theory) When people get to choose how they engage, they show up with more agency. Autonomy isn’t about letting go of structure - it’s about giving room to opt in. Try this: 🔷 Let people set their own work cadence - async, deep focus, or collaborative sprints 🔷 Ask: “What support looks best for you right now?” *** 2. Create Micro-Moments of Connection (Broaden-and-Build Theory) We don’t need hour-long one-on-ones to build trust. A genuine check-in. A name spoken with intention. That’s the glue. Try this: 🔷 Pause to celebrate effort, not just outcomes - a quick voice note, a public thank-you 🔷 Remember small details - a kid’s soccer game, a partner’s surgery - and follow up *** 3. Signal Safety in Small Ways (Polyvagal Theory) The nervous system responds before the intellect does. Safety is felt first. And safe leaders create brave spaces. Try this: 🔷 Ask: “Is now a good time?” before giving feedback or asking for decisions 🔷 Stay calm and present, especially when tensions rise - your tone sets the tone *** 4. Design for Anticipatory Joy (Affective Forecasting) The brain lights up for what’s coming next. The ritual at the door gave students a reason to show up smiling. Try this: 🔷 Drop a kind, unexpected message in the team chat - just because 🔷 Celebrate mundane milestones - 100 days in the role, 50th client call, 1st brave no *** 5. Anchor Culture in Meaningful Rituals (Harvard Research on Rituals) Rituals are memory-makers. They codify values in action - they say, this is who we are. Try this: 🔷 End each quarter with storytelling: what stretched us? what did we learn? 🔷 Welcome new hires not with logistics, but with a story of your team's "why" *** This teacher didn’t redesign the curriculum. She redesigned how people enter the day. You don’t need a big title to lead like that - Just the courage to meet people at the door. 💬 What’s one ritual you’ve seen shift the energy of a space - or want to create where you work? 🔁 Repost to inspire kind actions in the workplace. 🔔 Follow Bhavna Toor for more on conscious leadership.

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

A learning culture is not built by offering more training. It emerges where curiosity, connection, and purpose intersect. Andrew Barry, in The Curious Lion, describes learning culture as a lotus where several forces overlap. I find this framing helpful because it moves the conversation beyond HR programs and into the fabric of the organization. At the individual level, there is curiosity. People must feel invited to ask questions, challenge assumptions, and explore. Without individual curiosity, learning remains compliance. At the organizational level, there is mission. Learning needs direction. When people understand what the company stands for and where it is going, their curiosity becomes focused rather than scattered. At the relational level, there is human connection. Learning accelerates in environments where people feel safe to speak, experiment, and reflect together. The fourth circle is continuous learning. Learning must be ongoing, not episodic. Not a workshop, but a way of operating. Continuous learning ensures that curiosity, mission, and connection reinforce each other over time rather than fading after the latest initiative. When these circles overlap, deeper elements emerge: Shared vision aligns effort. Shared experiences create collective memory. Shared assumptions shape how reality is interpreted. Shared stories transmit meaning across generations. At the center sits what we call learning culture. Not an initiative, but a pattern of how people think, relate, and evolve together. The question for leaders is not, “Do we offer learning opportunities?” It is, “Do curiosity, mission, and connection truly reinforce each other continuously in our organization?” That is where learning becomes cultural rather than occasional.