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    From Intern to Full-Time: How to Launch Your Career in Capital One’s Early Career Programs

    Whether you’re an undergraduate student seeking your first internship or a graduate adjusting to your first full-time role, we understand navigating professional opportunities can be intimidating.

    Fortunately, associates from Capital One are here to help you with the early stages of your career. From making the most of available resources to stepping out of your comfort zone, find out their tips to help launch your career at Capital One.

    Take Advantage of Resources 

    One of Capital One’s best qualities is that they want to see you succeed and give you the resources to help. They provide resources like interview-prep programs, resume reviews, one-on-one counseling sessions with recruiters, and workshops on a variety of career-development subjects.

    Jesse Gvozdas, a Senior Recruiter at Capital One, spoke about what resources a candidate used to prepare for their application. 

    We also got the chance to talk to, Olutoyin Asubiojo, the HBCU/HSI Partnerships Lead, who shared that recruiters are also available to help. 

    Use the Network!

    Capital One’s resources extend well beyond the application phase. Once associates join the enterprise, they’ll find a network of support among their colleagues.

    We spoke to Judd Babbitt, a graduate of the University of Virginia, former intern, and current Cyber Security Development Program (CSDP) Associate, about how he realized that everyone around him during his internship was there to support him.

    Judd went on to tell us about “skip-level meetings” where interns and associates have a designated recurring time to connect with their boss’s manager to discuss things from goals to current project statuses. These meetings showed Judd how much senior leaders are invested in the growth of his career and within the organization.

    Follow the People, Not the Process

    Judd was not alone in emphasizing the benefits of Capital One’s vast network of associates. Brittany Courtney, Vice President of Product Management, echoed how colleagues helped propel her to a leadership position within the company.

    What Brittany is most passionate about is the idea that prospective candidates and entry-level associates should focus on what they want to learn and finding a mentor.

    Get Comfortable with the Uncomfortable

    Another piece of advice from Capital One associates is perhaps the boldest and most unexpected: Get comfortable with the uncomfortable. As calming as it might feel to feel at ease in a role and not be challenged, it is not the kind of environment where growth prospers. In order to grow professionally, you must expose yourself to new obstacles so that you can reach new milestones.

    “You have to learn how to apply your superpowers in a world that is unfamiliar. Force yourself to reflect periodically and ask, ‘Am I too comfortable here? Where am I not being stretched?”
    Brittany Courtney, Vice President of Product Management

    The idea behind Brittany’s advice is to test yourself whenever possible. She said that Capital One is a place that encourages you to take risks. So never be afraid to shoot your shot and make attempts at greatness!

    Take the Chance

    Are you ready to take the leap and join Capital One? Start exploring full-time careers jobs and internships at Capital One today. More

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    From Opera Singer to Analyst: Find Your Dream Job with Springboard

    What are you supposed to do when the career you’ve been working your whole life for is no longer an option? For Hastings Reeves, this was a very real circumstance when quarantine hit.

    Having received his bachelor’s degree in music performance and his master’s in vocal pedagogy, Hastings had all intentions of becoming an opera singer. However, with performance venues and theaters shuddered due to the pandemic, that was no longer a possibility. Additionally, Hastings had a three-year-old daughter to take care of which made this a situation where he needed a certain kind of job. But first, he needed the know-how.

    When Hastings came across Springboard, a virtual learning platform that offers comprehensive, mentor-led boot camps in software engineering, data science, UI/UX design, cybersecurity, tech sales, and more, he knew that it was his ticket to a thriving career.

    Today, Hastings works as a Business Intelligence Analyst at a company that suits him perfectly. Recently, we got to chat with Hastings regarding his experience at Springboard and how it helped him get to where he is today.

    The Circumstances

    When Hastings came to terms with the career transition he needed to make, he knew what he wanted to do but not necessarily where to do it.

    With a natural affinity for math, Hastings was drawn to coding and knew he wanted to do something with data and numbers. Additionally, Hastings needed something that would allow him to take care of his daughter when needed.

    Naturally, the Data Science boot camp with its advanced curriculum and flexible hours was a perfect fit.

    The Curriculum & Coaching

    Powered by some of the leading schools of thought and professionals across the industry, the curriculum and coaching at Springboard rivals that which you might find at universities. 

    During his time with Springboard, Hastings learned how to build machine-learning models, explored new and complex coding techniques, and began to gain skills that are being employed at some of the highest levels of the data science industry today. As Hastings said, “pivoting from standing in front of a panel and singing arias to a career in data science is not an easy transition.” 

    Luckily, the curriculum at Springboard was backed up by incredible coaching to help make that transition possible. In our conversation, Hastings reflected back on the relationship he had with his mentor, AJ Sanchez.

    The Contract

    One of the biggest draws at Springboard is their job guarantee. After Hastings completed his boot camp and earned his Data Science Fellow accreditation, he was paired with a career coach who helped him locate a job.

    Hastings met with his career coach bi-weekly after graduation all the way up to the point where he signed a contract. While Hastings got several offers, he chose to wait for the one he really wanted. One that paid well, allowed him to work remote, and enabled him to grow within the company.

    Eventually, after 18 months of hard work doing something he had never done before, Hastings finally got an offer he liked from a company called Velocity Global. It was a day that will stay with him forever.

    Quarantine wasn’t kind to anyone but when it came to Hastings’ situation, things were certainly dire. Luckily, Springboard offered the lifeboat he needed to learn a new trade and find a new career path. This January, Hastings will be celebrating the one-year anniversary for the business analyst role he found through Springboard. 

    If you’ve been waiting to break into an industry, make 2023 the year you do it. Start browsing all of Springboard’s boot camps today and start building your career toward success. More

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    How Can Managers Beat ‘Productivity Paranoia’?

    New research shows many managers still have issues trusting employees who work remotely, with this disconnect being coined as ‘productivity paranoia’. It’s the concept that even if employees are working effectively, managers won’t believe it if they are out of sight.
    This is worrying because trust is one of the most important components of every work environment. Without it, staff may feel uncomfortable communicating their thoughts and ideas and struggle to support each other.
    Negative work environments can exacerbate behaviors like overworking and presenteeism and it’s well-reported these, in turn, can lead to heightened stress states, which impact physical and mental well-being.
    Embrace change and eliminate ‘micro-management’
    For productivity paranoia to end, managers need to recognize their experiences as leaders, are not the same as their teams. Employees want their managers to be empathetic, and supportive and show an interest in their work, without feeling like they are trying to interfere.
    While checking in with staff was common at the start of the lockdown, it seems to have become less of a business priority, with managers feeling depleted and emotionally drained from it. However, check-ins are vital in a remote working world, especially because many employees view their managers as the most important link they have with their company.
    There is a difference between checking in and micromanaging though. Good managers are enablers, not enforcers.  Regular meetings shouldn’t focus solely on results or exhaustive checklists. This is what undermines trust and makes employees feel patronized and disempowered.
    Discussing goals, praising accomplishments, and analyzing any gaps in work schedules are more effective measurements. Open conversations about these will ensure teams feel supported but also accountable for their work.
    Enhance communications and outline expectations
    Effective remote work requires a suite of communication and collaboration tools to empower hybrid teams too. Selecting the right tools that work for everyone is essential to enable effective communication between colleagues and teams.
    Finally, business leaders looking to support their team in a remote or hybrid working world must understand the stresses posed and help to alleviate them.
    For example, if employees feel they are not trusted, remote working can lead to issues like ‘working from home guilt’, when employees increase their working hours to compensate for the benefit of home working.
    It is important for businesses to outline remote working expectations clearly to ease these worries. Let individuals know they aren’t expected to work longer hours just because they’re not commuting.
    Support emotional well-being
    According to Nuffield Health research, 1 in 3 said their mental well-being got worse over the past 12 months. Even more concerningly, two-thirds of respondents (66 percent) said they would not feel comfortable raising a mental or emotional well-being issue with their employer, which shows there is still a significant stigma attached to poor mental health.
    The key to raising awareness about mental health in the workplace is creating a culture in which these conversations are welcomed and expected. Employers should signpost individuals towards the emotional well-being support available to them.
    This may include Employee Assistance Programmes (EAPs) or cognitive behavior therapy sessions, which give individuals direct access to a specialist who can help them understand and break unhelpful thinking patterns and behaviours and enhance their ability to cope in new and uncertain situations.
    Digital or virtual therapy solutions can be effective too. Remember, for many people, the notion of sharing a vulnerability or admitting a problem, is a barrier in itself. However, some research suggests counseling conducted online is as effective as face-to-face sessions. During 2020 Nuffield Health therapists delivered 3.7 million minutes of therapy remotely with outcomes comparative to therapy delivered face to face.
    By Marc Holl, Head of Primary Care, Nuffield Health.
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    Is Getting a Minor in College Worth It?

    As you make your way through college, one very important question you might ask yourself is if a minor is worth undertaking. While not everyone graduates with a minor, it’s a great way to add some versatility to your resume and gain some knowledge that will help you build your career.

    When you’re going about this decision, the first thing you have to consider is what your interests are.

    You Gotta Love It

    No matter what you do in college, whether it’s your studies, extracurriculars, social life, relationships, or otherwise, you have to love what you’re doing. Parents and societal pressures can oftentimes cloud these thoughts but at the end of the day, you should be making decisions for yourself.

    So make the choice that truly feeds your soul. Maybe you’re a Finance major who has always wanted to explore theater. Do it. Don’t pursue a minor just because you think it has to align with your major or for some fabricated reason. Choose a minor because it fascinates you and satisfies your thirst for knowledge.

    College is a time to explore curiosities and interests of all varieties. And although it may be hard at times, you have to follow your heart in order to fill your head.


    The next thing you have to consider when deciding whether or not a minor is worth it is if you can handle the workload. While passion can fuel productivity, there is only so much you can bare during your college years.

    Don’t feel rushed to choose a minor in your freshman year or even your sophomore or junior year. If you have to stick around for another year or two to finish up your courses, don’t feel like you’ve failed!

    If you end up leaving school knowing you got what you wanted to out of it, who cares how long it takes you? Of course, it’s important to consider tuition costs but what’s more important is getting everything you need out of your time spent at university.

    If you are able to weigh these two factors against each other, workload and passion, you should have an easier time deciding whether or not a minor is worth it.

    Always feel free to use your school resources and consult your advisor. And as always, you can rely on the career tips and professional advice that we put out on our blog weekly! More

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    Top 5 Tools for Digital Marketing

    When it comes to digital marketing, few things are as important as the tools digital marketers rely on to get their jobs done. These include everything from social media platforms like Facebook and Instagram to analytics tools like Google Analytics. Allowing marketers to create, test and measure the performance of their campaigns, digital marketing tools ensure that marketers can launch and test campaigns quickly and effectively.

    Here are the five common digital marketing tools.

    1. Social media platforms

    A common part of any integrated marketing strategy, social media platforms like Facebook, Instagram and Snapchat are a great way for marketers to engage with their audiences and generate buzz around their brand. In addition to the standard features these platforms offer, there are also some features that are designed specifically for marketing. These include Facebook Ads Manager, which allows marketers to run ads and track ad performance. As an added bonus, social media management tools like Buffer and Hootsuite also integrate well with these platforms, making it easy to schedule social posts and measure engagement.

    2. Design tools

    Another key part of digital marketing is design and this is especially common when it comes to creating ads and content like social media posts and blog posts. Because digital marketing is such a design heavy field, doing it effectively wouldn’t be possible without design tools like Canva and Photoshop, programs that allow those without extensive graphic design skills to add dynamic images to their content.

    3. Analytics tools

    Another set of helpful tools for digital marketers are analytics tools. These include everything from Google Analytics (designed to track stats for web traffic to a particular site) to social media analytics tools like Facebook Insights and Twitter Analytics which provide metrics related to engagement and help marketers optimize their campaigns. For measuring stats on the backend of a site (particularly related to conversions, sales and user demographics), there are also tools like Periscope that track user data, site searches and conversion metrics.

    4. Content marketing tools

    For marketers who are more focused on content marketing, tools like CoSchedule and Hubspot are a big help when it comes to content creation and curation. They can help marketers identify content opportunities and craft engaging blog and social media posts that will resonate with their audience. And since Buffer also offers the ability to see what fans are talking about on social media, that content is almost guaranteed to be impactful and to generate attention for a specific event or news story.

    5. Email marketing tools

    The final set of tools in a digital marketer’s toolbox are email marketing marketing tools. These help marketers create email campaigns that amplify their content and encourage their users to become more engaged with their brand — taking additional steps like signing up for events and buying products. Common email marketing tools include email marketing platforms like MailChimp, Iterable, and Hunter which allow marketers to build email lists and automate their email campaigns. These platforms also provide analytics for every email campaign, making testing and optimization quick and easy.

    Working in digital marketing involves a unique blend of passion, strategy and media savvy. In order to maximize the impact of your various campaigns, it helps to have the best tools at your disposal.

    Next, get more career tips for internships and entry-level jobs such as Career Opportunities for Marketing Majors and find answers to common interview questions such as What Other Companies Are You Interviewing With? More

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    How Employers Can Maximize Engagement and Productivity for a Hybrid Workforce

    Since the onset of the COVID-19 pandemic, non-essential employees across the U.S. have adjusted to working from home on a full-time basis. As companies plan for an eventual return to “normalcy,” many are navigating how to reintroduce their workforce to an office setting. However, the pandemic has seemingly demystified working from home, and many organizations are turning to a new hybrid model that combines remote work and office collaboration.
    In fact, Global Workplace Analytics estimates that 56% of U.S. workers have jobs that enable them to work from home at least part of the time, and between 25% and 30% of the workforce will continue to work remotely multiple days per week when this year reaches its end. Hybrid work models – and a hybrid workforce – are here to stay. As such, it is more critical than ever before that companies invest in the wellness of their workforce and consider methods to retain and engage employees in this new paradigm. Employers need to provide the hybrid workforce with the proper tools and methods required to achieve sustained productivity and engagement, regardless of where they work.
    Physical Implications of an Employee’s Remote Workplace
    The impact of an employee’s workstation on his or her physical health is no secret; physical therapists are experiencing a surge of patients complaining about head, neck, shoulder, and back pain linked to ergonomically unsound home office setups – and in one survey, 92 percent of chiropractors said that patients are reporting more neck pain, back pain or other musculoskeletal disorders (MSDs) since the COVID-19 stay-at-home guidance first began last year – and this is only expected to increase over the next 12 to 18 months. Considering the average cost of an individual ergonomic claim in the U.S. is approximately $17,000, the health of the hybrid employee is posed to be a major issue for all businesses moving forward.
    Providing Employees with Effective Workplace Tools
    Though there are both health and cost-savings benefits associated with the appropriate remote workstation, most employers are unfortunately not doing enough to ensure their workforce is provided with the proper workstation tools. Effective tools to promote remote employee productivity and efficiency include reliable internet and intranet connectivity, a height-adjustable workstation, a second desktop display, and monitor arm for the display, and an ergonomically sound office chair. To achieve maximum value out of this investment, it’s imperative to train employees on proper use for the different components within their workstation. For example, as many as 93% of employees that have access to a height-adjustable workstation do not use them effectively – and simply providing employees with a stipend and directing them to a catalog to “pick out what they think they need” is not sufficient.
    Powering Employee Productivity Through Engagement Tools
    An incredibly effective way to leverage an employee’s workstation and encourage a workforce to use the workstations effectively is through a gamification strategy. Leveraging a gamification strategy is the process of taking something that already exists – such as a software application – and using gaming techniques, or gamification, to motivate consistent participation and long-term engagement. Gamification is increasingly leveraged within organizations in search of new ways to engage, teach, reward, and retain employees. Leveraging health and productivity challenges, for example, employees can work to reduce sedentary behavior and improve posture – keeping their workforce, healthy and engaged by being part of a team working towards a common goal – both in-office and at home This will lead to an overall increase in productivity.
    By Mike Kind, StanData CEO. 
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    Want to Be More Productive at Work? Pop Music is the Answer

    The nation’s working practices have changed dramatically in the last year, with many employees now working from home on a semi-permanent basis, and for those who can’t, they’re facing new working conditions with PPE becoming compulsory.
    Given the circumstances, it is imperative to keep your workforce as motivated as possible and be sympathetic to the changing situation. There are many factors that come into play when creating the optimum atmosphere for a productive workday, whether it is at home or at the office, with music being a key part of this.
    Sodexo Engage surveyed 2000 employees in the UK to discover the most recommended genre of music they listen to in order to stay productive. With its upbeat and rhythmic tones, pop music topped the charts closely followed by pumped-up rock and beat-driven dance.
    Table 1: The top ten most recommended music genres for productivity


    % listening to this genre











    Hip Hop










    Surprisingly, although historically discussed as a prime genre to improve focus, classical music just made the top 5. However, out of the most recommended artists, Mozart made the top three with the show-stopping Figaro’s Wedding being mentioned as a must-listen.

    Recommendations for every mood
    When it comes to recommended artists there is something for every mood. If your team is looking for some motivational morale-boosting goodness then the British rock band Queen, who charted in first, has the goods. Their motivational beats like ‘Don’t Stop Me Now’ and ‘We Will Rock You’ were just some of the hits recommended by respondents. Equally, if they’re in need of some calm and chilled out vibes, then second place Ed Sheeran is perfect with ‘Thinking Out Loud’.
    Pop music is the most productive genre no matter what the task
    The task you are doing very much dictates the type of music that is a benefit to you. Upbeat pop music is the most popular by task breakdown across the board including writing (36%), reading (18%), manual labor (34%), and administrative work (32%), however, we do see other genres creep into the mix as well. Work that requires a more focused mind, such as reading and writing, see the soothing sounds of classical music feature. Classical often offers a calm and light feel with instrumental tones, in fact, 38% of respondents prefer to listen to instrumental music when trying to be productive.
    Engineers are the most passionate professionals

    Not all music genres are favorites for everyone and when working in a communal setting, we often have to listen to the same tunes. Engineers are the most passionate profession with 38% of respondents admitting to arguing with colleagues over what to listen to whilst on the job. Sales reps (33%), bank workers (30%), and tradespeople (29%) also made the top five most passionate professions.
    Keeping remote workers motivated by music
    Music can offer your employees an outlet for release and an opportunity to get pumped up for the day or a big project. It’s very important to offer suggestions to your employees, on how they can best balance their workload and keep up their motivation, particularly whilst working from home. In fact, 56% of respondents said music makes them feel less lonely when working from home and 61% also said it helps boost their morale.
    Using music to help boost productivity certainly has its benefits, and Sodexo Engage has used its insights to create a “Productivity Playlist” for you to share with your employees or use yourself.
    Commenting on the research, Emma Yearwood, Director of HR at Sodexo Engage says:

    During this time it’s so important to help employees feel motivated, positive, and productive in their role. With music being a strong commonality in the workplace across the world, some professionals have missed out on this as we are forced to work from home during lockdown.
    Between pop and rock music, it was a close call, but with pop being a style of music that resonates with different professions, the results prove just how popular it is in the workplace.
    Given the variety of music artists that made the top ten recommendations, such as Queen, Ed Sheeran, Abba, Oasis and Coldplay, it goes to show that getting your working surroundings right is so important in ensuring your employees can work happily and feel positive about the task they’re undertaking.

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    Here’s How to Solve the Productivity Puzzle

    All of us are born with a desire to contribute; we are hard-wired to be useful to each other and to society as a whole. If you think about it, there are few things more satisfying than a job well done. Having a sense of purpose, mastering a task, and having others approve of, or even admire what we achieve is highly motivating. It feels good.
    Problem is, as we grow older and our experiences build over time, many of us become disillusioned, disappointed, or just plain bored by the work we do – we get in a rut. The joy diminishes from the day-to-day piling up of things to do that do not align with personal values, personal motivations, aspirations, and/or the types of skills we wish to master. There are few things more demotivating than this.
    Of course, this happens to everyone at some point; however, when dissatisfaction lasts months, and months turn into years, something has gone wrong. Why continue doing something that does not align to one’s personal motivations and desires?

    There comes a time when you ought to start doing what you want. Take a job that you love. You will jump out of bed in the morning. I think you are out of your mind if you keep taking jobs that you don’t like because you think it will look good on your resume. Isn’t that a little like saving up sex for your old age?

    There is a certain truth to what Warren Buffet says here; however, when one must worry about a mortgage, school fees, a car payment, or a student loan to pay back, the mind becomes focused on this at the expense of aspiration and desire. The real reason that so many of today’s workforce end up in a rut is far more complex than just pulling up your bootstraps and going out to find that perfect job. In fact, many of the reasons people fall into uninspiring work are outside of their control.
    If you think about the economic realities the vast majority of people face on a day-to-day basis it’s no wonder that we sometimes fall into a trap of taking what is on offer at any given point. Often the dilemma starts from a young age: Do we go to university? Can we afford it? Can we make the grade? Or do we skip further education and go for an entry-level position and work our way up? This is a profound decision for a 17- to 18-year-old. However, this is where most of us start our quest for that perfect job, the ultimate career. To add to the daunting task, perfect jobs do not grow on trees, so even if a teenager has a clear view about what they want to do, how do they find that job? And what do they do to support themselves until that job is discovered? After all, it can take years to get where we want to be.
    Additionally, if you think about the current state of the world of work, the method by which people find careers and careers find people is largely unchanged since the beginning of the Industrial Revolution. True, today we have LinkedIn and some digital job posting boards, but largely the process is the same as it has always been: employer posts job, prospective employee finds posting (mainly online, these days) and applies. From there, the process of interview and assessment, selecting candidates, and getting them onboarded is also largely unchanged. It’s a very two-dimensional world controlled by supply and demand, navigated with a bit of luck (for both employee and employer). It’s highly inefficient, time-consuming, and rarely gets the right person, with the right skills and the right motivations in the right job at the right time. Throw in the whims of the normal business cycle – growing economy followed by a shrinking economy (supply and demand) – and the complexities multiply. This traditional way of finding and deploying the workforce is constantly changing market conditions, I would argue, is the fundamental reason why so many people find themselves doing uninspiring work and feeling trapped in it. Pull up your bootstraps and go find that job! Good luck with that.

    Everyone has been made for some particular work and the desire for that work has been put in every heart.

    What would the world of work be like if we could turn technology and technological change to our advantage and use it to match the perfect person to the perfect job; a job that gives purpose, the opportunity to master new things, and the opportunity to be left to get on with that work without too much interference by others? What if we change the mindset (and processes) to think differently about bringing in new talent and deploying it at the right time and right place with the right skills and right motivations. Most would say this is impossible in today’s workplace – the tools we have are very one-dimensional and do not help us to think and do differently. And you can add to this today’s economic realities, where there is a complete focus on quarterly results, profits, cutting costs, growing the top line, and saving the taxpayer money (in the public sector) that override many people’s desires and motivations: just get on with the work! Produce more with less, meet objectives, meet the deadline, and at all costs, deliver! Most of us get caught up in these whirlwinds and we put our heads down and plod through, quarter after quarter – a treadmill.
    But does the world of work have to be this way? Is there a different way to do things, a different way to look at things? Maybe the simple ‘equation’ given in Figure 0.1 can illustrate a way forward.
    Figure 0.1 People engagement, innovation, and performance (PEIP)

    An illustration shows an equation for working smarter. The equation is ‘the sum of right people, right skills, right place, right time, and right motivation yields PEIP’.
    What if we created a workforce ‘marketplace’ that not only balances supply and demand of resources, but also maps people’s skills, motivations, and aspirations to the right job at the right time (PEIP)? If we can achieve this, then (as postulated by Rumi) the chances that people ‘made for some particular work and the desire for that work’ find and succeed in that work go up dramatically. The benefits for individuals, and society at large, would be tremendous – even miraculous.
    Imagine, then, if we ‘turbo-charged’ this equation with emerging ‘intelligent’ technology, as pictured in Figure 0.2, using artificial intelligence (AI) and machine learning to further maximize the efficiencies of PEIP – a new way of working where individuals and organizations use smart technology to find each other, to get the right people in the right role. People doing jobs they love for organizations they love will be highly engaged and create great places to work. Imagine that, once PEIP is in place, people could leverage smart technology to help them be even more productive than they are today; robots working for us, and with us, to make work more fun and fulfilling. Let the robots do the mundane work and free up humans to do higher-order work. Sounds like science fiction, but it’s not – the technology to make this happen is available today, and the time for this to happen is here and now. Demographic and other trends in the work environment are rapidly emerging alongside the latest technology trends and are creating a ‘perfect storm’ of challenge, but also opportunity.
    Figure 0.2 Turbo-charge PEIP

    Consider trends such as the elongation of human life-span, the realization that people on the autistic spectrum bring incredibly innovative ideas, there are more senior and experienced women in work, and the fact that we have a much better scientific understanding of the workings of the human brain and what truly motivates people. These trends, combined with PEIP, demonstrate that we may be on the cusp of a truly transformative time in the world of work. One where ‘everyone has been made for some particular work and the desire for that work’ can be realized.
    Tim Ringo is an author, speaker, board advisor and senior executive. His new book “Solving the Productivity Puzzle” is out now. Find out more about Tim on

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