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Hundreds of other colleges and universities require dramatic innovation in order to make sense for today’s students, particularly for first-generation and underrepresented minorities. Sadly, alumni nostalgia is keeping innovation at bay.
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As a defensive strategy to protect the degree bundle, upside down or certificate-first may only gain as much traction on college and university campuses as revolving restaurants.
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Colleges and universities stand little chance of making sense to students when they’re continuing to base their value proposition on sense, but are too blinded by their parochial interests to defend it.
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The arrival of the Third Age of online education (i.e., getting employers to pay for online degrees) may be the ultimate proof of declining perceived value. Third Age math only works when the operative outcome is employee retention. The shift in emphasis from self-pay to employer-pay has ushered in an era of fin de siècle online degrees.
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Our most famous schools spout the virtues of meritocracy and diversity while continuing to fill themselves to the brim with sons and daughters of the rich and famous.
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Direct election of directors and proxy advisory services have improved corporate governance. College and university boards need a comparable boost.
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In the education and workforce arena, giving equal airplay to skills gap deniers is tantamount to giving equal airplay to climate change deniers or ICE. Conveniently, turns out it’s actually the same people!
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Social entrepreneurs intent on closing the skills gap should focus more resources on business model, value proposition to candidates, and selection technology than on curriculum. It may seem like an unnecessarily long and winding road. But it’s the surest path from coal to code.
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Imagine if you will a bizarro United States – even more bizarre than the current one – where reduced federal and state funding of higher education has been exactly offset by the lower cost of delivering online or even blended programs.
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Last week I was at a meeting with a well-known professor and expert on the future of work who shared his considered opinion that “most Human Resources managers make Stalinist-era Soviet bureaucrats look thoughtful and progressive.” Is it possible, I wondered, that Human Resources is the potted plant of the employer?
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