UK Innovate at the University of Kentucky’s Post

Recently, Paul Fain highlighted the need of youth apprenticeship programs in our workforce in his newsletter “The Job.” He instantly noted that employers need to take a more active role in the U.S. education system to establish career pathways for a broader range of Americans, especially those without four-year degrees. Despite bipartisan support and the pressing demands of the labor market, progress in this area has been slow at best. Noting two Brookings Institute reports (read them here and here), he commented that the best approach to solving this need is through regional, multi-sector coalitions, a goal CareerWise and our partners have been working toward for years. He quotes Annelies Goger, a The Brookings Institution fellow and co-author of the report: “The changes that we propose involve a transformative shift in how employers in the U.S. have seen themselves, from being a consumer of talent to being a co-producer of talent… Eventually, more employers will come to the conclusion that they have to play a more active role in creating the prepared workforce they need.” You can read the entire newsletter where he explores “A Unified Voice on Workforce Needs” here. https://lnkd.in/g_wEEgqn

Recently, Paul Fain highlighted the need of youth apprenticeship programs in our workforce in his newsletter “The Job.” He instantly noted that employers need to take a more active role in the U.S. education system to establish career pathways for a broader range of Americans, especially those without four-year degrees. Despite bipartisan support and the pressing demands of the labor market, progress in this area has been slow at best. Noting two The Brookings Institution reports, he commented that the best approach to solving this need is through regional, multi-sector coalitions, a goal CareerWise and our partners have been working toward for years. He quotes Annelies Goger, a Brookings Metro fellow and co-author of the report: “The changes that we propose involve a transformative shift in how employers in the U.S. have seen themselves, from being a consumer of talent to being a co-producer of talent… Eventually, more employers will come to the conclusion that they have to play a more active role in creating the prepared workforce they need.” You can read the entire newsletter where he explores “A Unified Voice on Workforce Needs” here: https://lnkd.in/g_wEEgqn?

Last Saturday I was shopping for wedding shoes. As the sales assistant was signing me up for a rewards program she asked me what my surname will be once I’m married. I said “Pride”! We joked about why I want to keep my name – it is a good one! More importantly, I’ve been Kathryn Pride for my whole life. I often receive messages from candidates and clients who haven’t been in touch for a few years and who want to re-engage. Occasionally old friends reconnect. I wondered what sort of value I could attribute to having this consistent identity for such a long time.   This post below gave me pause for thought for the same reason. It is straightforward to attach a value to moving jobs; a new compensation package will do that for you! Assessing the value of staying in place is less tangible, but no less valuable. I’ve been at Dartmouth Partners for just over 10 years and being at one firm for that time gives a similar sort of name recognition benefit. As I reflect on my tenure, there have been many highlights, but what stands out to me most are: * The trust that comes from working with the same team for a long time. This is so much more apparent when you’re in another country and time zone! * What you gain by staying put during the tough times. Learning from and having the opportunity to correct my mistakes. Persevering through bad markets and getting better together.   Jane Fraser talks about measuring success in decades. This one has flown by, but the change has been profound! Excited to see what the next 10 years have in store! 

Is there anything better than spending the day with counselors? This week our team was in Denver with school counselor corps grantees talking ICAP, blurring counseling domains- social emotional, academic and career & exploring work based learning and other interventions Some of the things we heard: -How do we get to career advising when we have students not getting basic needs met? -How do our counselors connect better with CTE teams to get exposed to trends in the labor market? -How do we address barriers to accessing work based learning? -How do we know we’re reaching students that need in school career development the most? -How do we start career interventions earlier so that students see themselves in top jobs? And what are they already doing? -Bringing employers in as a partner in planning WBL -Connecting student interests with their academic and career goals -Bringing parents and families into the conversation

It is great to see the ongoing success of Right Track’s program over the years! I enrolled in the program back in 2016 and acquired substantial knowledge in professionalism and career development. #RightTrack #professionaldevelopment #careerdevelopment #network

I had the pleasure of connecting with Cooper, who gave some excellent insights on getting into a field dealing with government affairs. Check out his thoughts here!

Check out this conversation between Sharon Schreiber, our Executive Director and Aundra Anderson, our Next Generation Scholars Program Manager!

Transformation....

Happy Monday 😃👋🏻, Today's motivation comes from John Kimemia Gitau- Director at Rift Valley Institute of Business Studies. Rift Valley Institute of Business Studies is a career development hub that unleashes the power of the youth through Research & Development. Their training is tailored toward the needs of developing countries focusing on the fields of Manufacturing, Health, Housing, and Beauty Industry. Learn more about Rift Valley Institute of Business Studies here: https://t.co/k56ca3qDP5

Post-graduation life matters, and UM is paying attention.