The Ascendence Group

Chris Brogan recently asked a brilliant question. Actually, he asked 5 brilliant questions:

1. How could new ideas change education?
2. How can younger generations learn from the body of work of their successors?
3. How can we marry up all the great resources of people who know something great to those of us who could stand to learn more?
4. How can I help those of us who lived in the cubicle farms, and what can I do to share that information in a way that will empower others?
5. How can we equip our youth and/or our students and/or our business professionals?

Each of these questions dances around a singular issue: Today’s learning models are inadequate.

This message is similar to one Charlie O’Donnell has been spreading: “Structures for industry specific learning, particularly when it comes from learning from the accumulated wisdom of successful and experienced professionals, is horribly inefficient.”

So, we’ve got two really smart guys highlighting the exact same issue. Could this spell business opportunity? Methinks so… …

Sheila Curran has a radical idea.

The timing of this idea, coupled with the credibility of its protagonist, could finally be the catalyst for positive change within career services departments everywhere. Side note: I am not the first to believe that change is desperately needed…

Our situation is not unlike General Motors in that our profession has been operating on an outdated model which doesn’t necessarily speak to what consumers are looking for. Or how jobs get filled. The one size fits all approach definitely has seen its day.

~ Skip Sturman, Director, Dartmouth Career Services

So, what is this “radical idea?” Put simply,

Guess what? …

In a sea of white sheep, how can you stand out?

In 2005, Accenture teamed up with Robert Cross from the University of Virginia and Thomas Davenport at Babson College to answer an important question:

What distinguishes the top performers from everyone else?

What they found is insightful. Their research suggests that the strongest performers share three distinguishing characteristics:

1. A capacity to learn from experience effectively and efficiently
2. Large and diverse personal networks, and a dedication to developing them
3. Access to fluid and customized information environments

At this point, you’re probably thinking, “Great, so what does this mean for me?” Well…

• Do you have access to the experiential knowledge you need to become a top performer?
• Do you have access to a large and diverse professional network?
• Can you tap into trusted sources for personalized information?

If not, then how will you ever stand out from the other white sheep? Hint: TAG is here to help you.

P.S. Want to get more info on how you can become a top performer? Click here.

Steve Jurvetson is a partner at one of the world’s most renowned venture capital firms. He recently gave a talk at Stanford, which I have embedded below. It’s a fascinating talk that gives unqiue insight into new technologies and ideas that will shape the next 20 years of our lives.

But relevant to you – and to TAG – is his answer to the question, “How do venture firms hire?”

His response is illuminating. Fast-forward to 51:25 to hear it for yourself.

Tell everyone you’re not hiring. Then, when you do want to hire someone, ask your employees, “Do you know anyone?” and you literally hire someone that’s a friend of somebody who’s already at the firm. So almost everyone in our firm pivoted off of somebody else that we knew.

Note: this is known as the homophily bias in recruiting (the tendency for like individuals to group together). Guess what?

This problem exists everywhere! Life is about who you know.

Do you have the right connections to break into venture capital?

TAG can help you.

Today, I took an unofficial poll on a college campus: Have you taken “study pills” since the school year began (~8 weeks ago)?

6 out of 10 students replied without hesitation: YES.

6 out of 10 are taking Ritalin, Adderall or some other nootropic. That is a remarkably high percentage. And it begs the question: Should it be okay for students to use a drug that gives them a mental and stamina advantage? Should “doping tests” be performed on college students as they are on Olympic athletes?

One thing is certain: If these tests did happen, many of the top academic performers would be stripped of their A’s.

P.S. I never took “study pills” while at UF, but I am curious about this little wonder pill.

P.P.S. Don’t do drugs. Don’t shoplift!