Michelle R. Weise

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Michelle R. Weise, Ph.D., a Senior Research Fellow at the Higher Education Clayton Christensen Institute in San Mateo, California. Darcy Padilla / Agence VU

Leading Expert on Designing the Future of Learning and Work in the Age of Longevity; Entrepreneur-in-Residence and Senior Advisor at Imaginable Futures; Author, “Long Life Learning” (November 2020)

Biography

A quickly changing workforce – made up of adults living and working longer and young people seeking secure jobs – is prompting employers and learning providers to rethink their hiring and training models. At the center of these developments is Dr. Michelle Weise, a leading expert on learning, longevity and the future of work.

As an entrepreneur-in-residence and senior advisor at Imaginable Futures, Weise’s work focuses on the deep structural changes and restorative education and workforce solutions we need to support, specifically for our Black and Brown communities. Her research, keynotes and advisory roles focus on preparing businesses, educational institutions and economies for a new generation of workers.

Weise – who co-authored the book “Hire Education: Mastery, Modularity and the Workforce Revolution” (2014) with the late Clayton Christensen – has advised multiple commissions including Harvard University’s Task Force on Skills and Employability, Massachusetts Governor Charlie Baker’s Commission on Lifelong Learning and Digital Innovation, and the Academy of Arts and Sciences’ Commission on the Future of Undergraduate Education.

To help employers and employees better prepare for the future of work, Weise has been analyzing three distinct areas that affect workforce longevity and economic growth: education systems, employer hiring models, and employee skill sets. Her ongoing research shows that organizations willing to invest in retooling their existing talent pipeline reap significant returns. Part of the process would involve letting go of degree requirements and instead leveraging the language of skills so a wider array of underrepresented workers and mature adults can be part of a more inclusive workforce that also serves the bottom line.

“In our work, we’ve seen examples where an employee with skills that could have been easily retooled for another role within a company was laid off because the management team didn’t have a strong enough grasp of the capabilities and hidden skills of their workforce,” says Weise. “This is costly and doesn’t serve the employer or the employee.”

According to Weise, the future of work will demand a new kind of employee who will have to continuously return to learning to keep up with a rapidly evolving economy. This means adapting new frameworks now and “putting some teeth” into the concept of lifelong learning, a decades-old idea that has been good in theory but slow to catch fire.

In addition to benefiting employers and workers, Weise’s new model creates distinct revenue-generating opportunities for learning providers ready to rethink their programs and build precision education pathways to real-world opportunities – versus more generalist programs that may not result in a job after graduation.

“The skills that matter most now and into the future are ‘human’ skills that can’t be performed by machines,” explains Weise. Her research on human + technical skills illuminates the way to help learners and learning providers understand, develop, and translate those skills into the language of the labor market.

A former Fulbright Scholar and senior fellow with the Clayton Christensen Institute for Disruptive Innovation, Weise’s research starts with a learner-centered approach focused on relieving some of the pain points experienced by new consumers of education and helping them overcome the obstacles they face when trying to advance. With an estimated 40 million people poised to age out of the workforce and younger workers looking for ways to match their skill sets with opportunities, Weise is leading the creation of a new ecosystem that connects learners to more targeted educational experiences that fit the needs of employers.

Weise will outline this new ecosystem model and other forward-thinking solutions in her upcoming book “Long Life Learning: Preparing for Jobs That Don’t Even Exist Yet (November 2020). Until then, her presentations give leaders a “sneak peek” into a revolutionary new way of doing business that will appeal to a wide range of stakeholders in a variety of sectors.

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Michelle Weise’s voice has been featured in all major education publications, including The Chronicle of Higher Education, EdSurge and Inside Higher Ed, as well as top-tier business outlets such as The Economist, The Wall Street Journal, Harvard Business Review and Bloomberg BusinessWeek. Weise also serves as a senior advisor to Entangled Solutions.

Before joining Imaginable Futures, Dr. Weise was the chief innovation officer at Strada Education Network’s Institute for the Future of Work. Prior to that, she was chief innovation officer at Southern New Hampshire University and designed and led the Sandbox ColLABorative, an innovation lab and research consultancy. She also served as vice president of academic affairs for Fidelis Education. She has held several instructional positions, serving as a professor at Skidmore College and an instructor at Stanford University. A former Fulbright Scholar, Weise is a graduate of Harvard University, and earned her master’s and doctorate degrees from Stanford University.

Michelle Weise is available to advise your organization via virtual and in-person consulting meetings, interactive workshops and customized keynotes through the exclusive representation of Stern Speakers, a division of Stern Strategy Group®.

Videos

Media

Michelle Weise's EdSurge Column

Research: How Workers Shift from One Industry to Another

July 7, 2020

The Future of Work with Michelle Weise (Audio)

November 5, 2019

Why Are American Companies So Bad at Re-skilling?

October 1, 2019

eHarmony for the Labor Market?

August 5, 2019

The hill logo

Building the On-Ramps to the 'Good Jobs Superhighway'

March 18, 2019

Report: "On-Ramp" Programs Help Working-Class Adults Achieve Upward Mobility

January 30, 2019

Michelle Weise on the Future of Work, Impact of Research, and More [Interview]

January 29, 2019

The Future of Work with Michelle Weise (audio)

December 11, 2018

The Robots Are Coming (Audio)

November 20, 2018

"Robot-Ready or Not, the Future is Coming (with Audio)

November 13, 2018

Study Suggests Many College Graduates Are 'Underemployed'

August 25, 2018

Solving Underemployment: The Importance of Lifelong Learning to Help Workers Attain Gainful Employment (Audio)

June 7, 2018

Washington Post logo

First Jobs Matter; Avoiding the Under-Employment Trap

June 1, 2018

The hill logo

Students Don’t Know What They’re Getting When They Pick a College — Data Can Fix that

March 12, 2018

We Need to Design the Learning Ecosystem of the Future

February 22, 2018

Innovation and the Jobs to Be Done in Higher Education (Audio)

April 12, 2017

We Need a Better Way to Visualize People’s Skills

September 20, 2016

Food For Thought: The Data-Driven Future of Food and Higher Education

June 7, 2016

Incubating Innovation at Southern New Hampshire University

April 27, 2016

wcet blog logo

Mind The Skills Gap

January 28, 2016

Rods Pulse Podcast

Disruptive Innovation in Education: Interview with Michelle Weise (Audio)

September 18, 2015

A College Diploma is Not Like Scotch Anymore

April 30, 2015

Rwanda’s Ahead of the Online CBE Learning Curve

March 31, 2015

What Comes After “Next”?

February 18, 2015

Wired logo

Skilling Up: CBE Is the $500B Opportunity Every Tech Entrepreneur Should Tap

February 6, 2015

Wall Street Journal

Obama’s Dead-End Community College Plan

January 12, 2015

Competency-Based Education Needs Breathing Room

December 5, 2014

The Economist logo

Got Skills? Why Online Competency-Based Education Is the Disruptive Innovation for Higher Education

November 10, 2014

The Real Revolution in Online Education Isn’t MOOCs

October 17, 2014

The Quiet Movement That Could End Higher Education as We Know it

October 2, 2014

Clayton Christensen Institute logo

When Bad Teaching Is Better for Students

October 1, 2014

Next Generation logo

Hey, Princeton: Consider Competencies

September 3, 2014

Clayton Christensen Institute logo

Hire Education: Mastery, Modularization, and the Workforce Revolution

July 2014

Degree of Freedom logo

Interview with Michelle Weise on MOOC Disruption

June 6, 2014

MOOCs’ Disruption Is Only Beginning

May 9, 2014

evolllution logo

A Case for Applied Liberal Arts: Adapting to Disruption

May 4, 2014

Biography

A quickly changing workforce – made up of adults living and working longer and young people seeking secure jobs – is prompting employers and learning providers to rethink their hiring and training models. At the center of these developments is Dr. Michelle Weise, a leading expert on learning, longevity and the future of work.

As an entrepreneur-in-residence and senior advisor at Imaginable Futures, Weise’s work focuses on the deep structural changes and restorative education and workforce solutions we need to support, specifically for our Black and Brown communities. Her research, keynotes and advisory roles focus on preparing businesses, educational institutions and economies for a new generation of workers.

Weise – who co-authored the book “Hire Education: Mastery, Modularity and the Workforce Revolution” (2014) with the late Clayton Christensen – has advised multiple commissions including Harvard University’s Task Force on Skills and Employability, Massachusetts Governor Charlie Baker’s Commission on Lifelong Learning and Digital Innovation, and the Academy of Arts and Sciences’ Commission on the Future of Undergraduate Education.

To help employers and employees better prepare for the future of work, Weise has been analyzing three distinct areas that affect workforce longevity and economic growth: education systems, employer hiring models, and employee skill sets. Her ongoing research shows that organizations willing to invest in retooling their existing talent pipeline reap significant returns. Part of the process would involve letting go of degree requirements and instead leveraging the language of skills so a wider array of underrepresented workers and mature adults can be part of a more inclusive workforce that also serves the bottom line.

“In our work, we’ve seen examples where an employee with skills that could have been easily retooled for another role within a company was laid off because the management team didn’t have a strong enough grasp of the capabilities and hidden skills of their workforce,” says Weise. “This is costly and doesn’t serve the employer or the employee.”

According to Weise, the future of work will demand a new kind of employee who will have to continuously return to learning to keep up with a rapidly evolving economy. This means adapting new frameworks now and “putting some teeth” into the concept of lifelong learning, a decades-old idea that has been good in theory but slow to catch fire.

In addition to benefiting employers and workers, Weise’s new model creates distinct revenue-generating opportunities for learning providers ready to rethink their programs and build precision education pathways to real-world opportunities – versus more generalist programs that may not result in a job after graduation.

“The skills that matter most now and into the future are ‘human’ skills that can’t be performed by machines,” explains Weise. Her research on human + technical skills illuminates the way to help learners and learning providers understand, develop, and translate those skills into the language of the labor market.

A former Fulbright Scholar and senior fellow with the Clayton Christensen Institute for Disruptive Innovation, Weise’s research starts with a learner-centered approach focused on relieving some of the pain points experienced by new consumers of education and helping them overcome the obstacles they face when trying to advance. With an estimated 40 million people poised to age out of the workforce and younger workers looking for ways to match their skill sets with opportunities, Weise is leading the creation of a new ecosystem that connects learners to more targeted educational experiences that fit the needs of employers.

Weise will outline this new ecosystem model and other forward-thinking solutions in her upcoming book “Long Life Learning: Preparing for Jobs That Don’t Even Exist Yet (November 2020). Until then, her presentations give leaders a “sneak peek” into a revolutionary new way of doing business that will appeal to a wide range of stakeholders in a variety of sectors.

###

Michelle Weise’s voice has been featured in all major education publications, including The Chronicle of Higher Education, EdSurge and Inside Higher Ed, as well as top-tier business outlets such as The Economist, The Wall Street Journal, Harvard Business Review and Bloomberg BusinessWeek. Weise also serves as a senior advisor to Entangled Solutions.

Before joining Imaginable Futures, Dr. Weise was the chief innovation officer at Strada Education Network’s Institute for the Future of Work. Prior to that, she was chief innovation officer at Southern New Hampshire University and designed and led the Sandbox ColLABorative, an innovation lab and research consultancy. She also served as vice president of academic affairs for Fidelis Education. She has held several instructional positions, serving as a professor at Skidmore College and an instructor at Stanford University. A former Fulbright Scholar, Weise is a graduate of Harvard University, and earned her master’s and doctorate degrees from Stanford University.

Michelle Weise is available to advise your organization via virtual and in-person consulting meetings, interactive workshops and customized keynotes through the exclusive representation of Stern Speakers, a division of Stern Strategy Group®.

Speech Topics

Tapping into the Lifelong Learning Market

For many, the overwhelming data about AI, automation and mass displacement of labor can freeze any impulse to act. But according to Michelle Weise, the future of work is inextricably tied to the present of learning. A new kind of working learner is emerging, one that will have to continuously return to learning to keep up with a rapidly evolving economy. Weise offers optimistic solutions to higher education institutions, employers and policymakers while highlighting barriers faced by learners in need of a new training ecosystem. Right now, education providers aren’t effectively tailoring educational experiences for the new consumers of education—lifelong learners—and that’s a significant miss, says Weise. She helps you harness those opportunities, outlining ways to reshape teaching models and offerings to serve job seekers and employers—while generating significant revenue.

Skilling Up for the Future of Work: Are We Robot-ready?

Tomorrow’s workplace will require workers with a hybrid of human skills and tech skills, also referred to as Human+ skills. Michelle Weise offers solutions for upskilling, retooling and outskilling workers, and provides an overview of how those skills will manifest. Weise dispels the fear-mongering myth that AI and automation will replace people. Drawing on her upcoming book – a “Rosetta Stone” manual for future educators and employers – Weise emphasizes how important it is for employers and institutions to move toward a common language of skills.

Onramps to Good Jobs Offer Wider Talent Pools

A large percentage of Americans looking for work are finding themselves in need of new skill sets in order to meet rapidly changing job requirements. A recent report co-authored by Weise and her colleagues focuses on identifying barriers to growth and ways to create on-ramps to jobs so that the needs of both employers and employees can be met. Such programs also offer significant growth opportunities to colleges, universities and Workforce Investment Boards willing to adjust their programs to serve future consumers of education. Weise discusses how brief, targeted education programs can help job seekers readily access “Human+” skills training so they can get better jobs. Such training will also result in more diverse and inclusive talent pools, widening the pipeline for employers while giving workers access to more job options. Weise also highlights the value of “try-before-you-buy” apprenticeship programs which have been shown to result in demonstrable outcomes and proof points.

The New Geography of Skills

Rapid technological changes have been increasingly redefining jobs and the types of skills needed to perform those jobs. As a result, educators are struggling to keep pace and employers are having trouble articulating the skills they need. A recent report, “The New Geography of Skills,” co-authored by Michelle Weise and her colleagues, outlines solutions that will benefit four groups affected by these changes: policy makers, employers, learning providers and learners. In her talks, Weise debunks the myth of a national skills gap and shows how every role in every region can have skills gaps and skills surpluses, but they manifest in hyper-local ways. She discusses ways employers can define skill shapes, identify gaps and build regional talent pools to attract the right kind of talent and remain competitive. She also outlines her vision for a “new learning ecosystem” where employers, educators and policy makers share actionable information to educate and train workers more effectively, which will ultimately benefit their regional economies.

A New Learning Ecosystem

There is a gap between what learning providers are offering and what employers need from present and future employees. According to Michelle Weise, this will require a new learning ecosystem where educators adjust their offerings and training models in order to meet the needs of future employers and employees. Faced with a workforce that is increasingly out of step with their needs, businesses and community leaders, educators and human resource managers can apply Weise’s invaluable frameworks and tools for educating and training workers who can readily adapt to future workplace needs.

Based on her collaborative research with The Clayton Christensen Institute — a nonprofit, nonpartisan think tank dedicated to improving the world through Disruptive Innovation — Weise discusses the importance of considering nonconsumers when developing future business models. While emphasizing how critical it is to start building a new learning ecosystem today, she also discusses the economic upsides to employing and retooling aging and underrepresented workers.

 

Media

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Books & Research

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Recommendations

“Michelle’s presentation was one of the best received of our conference. Her new book “Hire Education; Mastery, Modularization, and the Workforce Revolution is available on the Clayton Christensen website and we gave a copy of it to each participant… Her talk incited much discussion among our consortium members.”

– Melissa McGregor, Director of TAACCCT Grant Office

William Rainey Harper College

“On behalf of the entire Distance Teaching and Learning Conference staff, thank you [Michelle] for delivering the opening address during this year’s conference. Your presentation was exceptional and truly enhanced conference-goers’ experiences. Your enthusiasm captured everyone’s attention. The room was filled with great energy and curiosity.”

– Simone Conceição, PhD, Visiting Professor of Distance Teaching and Learning

University of Wisconsin-Madison

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Weise, Michelle R.

Intro Video

Video ThumbnailOnline Education will Revolutionize the Workforce - Michelle Weise | ChangSchoolTalks 2016 - youtube Video