Wednesday, May 27, 2009
Jonathan Schorr, a Partner at NewSchools, spoke at the 2009 Stanford Business of Education Symposium on April 30. Central to his speech was the recent McKinsey & Co. report that places a $700 billion price tag on the education achievement gap: the difference in performance between high- and low-income K-12 students.
Wednesday, May 20, 2009
Tuesday, May 19, 2009
Stephen Colbert didn't moderate, but Dr. Roland Fryer an economist at Harvard University and director of Harvard's Education Innovation Lab participated in a plenary debate titled "Innovation as a Driver of Reform" at Summit. Fryer, a big proponent of innovation calls the achievement gap a civil rights issue and sees innovation as a way to drive reform. Right now he's working in Chicago, New York, and Washington, DC and is implementing a program that incents kids to do well academically--in Chicago at-risk students get $50 per class.
How do you think he'd spend $1B is about to spent by foundations and the US Department of Education in support of innovation?
Alas, this announcement is bittersweet for NewSchools. On the one hand, Joanne's selection for perhaps the most important and interesting role in education is sure to advance the federal government's important work on improving outcomes for all students. On the other hand, we at NewSchools are losing a friend and mentor whose brilliance, clarity, and vision have made all of us better than we were, and has served as a turbocharger for the work of America’s passionate education entrepreneurs.
For more information, please see our press release. And don't forget to follow the story on Eduwonk and Education Week.
David Kelley, Founder and Chairman of the legendary design firm IDEO and the Stanford Design School will join us at Summit as the keynote speaker. Here's his talk from a 2003 appearance at the TED Conference where he discusses the increasing focus on user-centered design.
There are obvious parallels to education that can be drawn. The question is, how do we make it common-place but still continue to innovate?
Click here for another interesting article on David Kelley from Fast Company.
Monday, May 18, 2009
From 2003 to 2008, Google, Inc. grew in size from 1,000 to 15,000 employees. As a result, during this time Google faced difficult challenges vis-à-vis recruitment, skills development, and, in general, how to shape its young and inexperienced workforce into a pool of potential leaders. Yvonne Agyei, Google's Director of Talent and Outreach Programs presented Google's competency model and how it integrates with Google University to provide a wrap-around approach to human capital in a manner true to Google's corporate culture. Learn more about Google's culture by watching the video below.
Aimee Eubanks Davis, Teach for America's Chief People Officer, explained TFA's Human Assets Team and its Leadership Development System--a comprehensive approach to talent development. The LDS rubric is heavily front-loaded to help ensure that TFA hires the right person for any given position. Then, LDS leverages Individualized Development Plans to ensure that its employees develop the skills necessary to their future success at TFA. Click here to learn more about TFA's approach to career development.