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Mohan Lakhamraju On How We Need To Adjust To The Future Of Work

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Employee performance is measured more based on outcomes and business metrics rather than time-related metrics.


When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Mohan Lakhamraju.

Mohan founded Great Learning with a mission to enable career success for professionals everywhere through accessible high quality, transformational learning. Great Learning has to date delivered over 75 million hours of impactful learning to over 3 million learners from over 170 countries. Mohan received a B. Tech in Computer Science from Indian Institute of Technology (IIT), Bombay, an MS in Computer Science from the University of California, Berkeley, and an MBA from Stanford Business School. Prior to starting Great Learning, Mohan spent close to 10 years in Silicon Valley, first as an entrepreneur helping build Stratify (now a division of HP) and then as a VC at Draper Fisher Jurvetson (DFJ). He also served as managing director for Tiger Global in India, where he focused on investments in India and other emerging markets.


Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today?

My life has been completely shaped and transformed by the educational experiences I’ve had starting with IIT Bombay in India and then Berkeley and Stanford. The learning and exposure that I received through these experiences have impacted every aspect of my life and have resulted in the opportunities that have shaped my career. This is also the reason why I am such a deep believer in the transformational power of high-quality education, and why I chose to focus on impactful education as an entrepreneur for the past 11 years.

Let’s zoom out. What do you predict will be the same about work, the workforce, and the workplace 10–15 years from now? What do you predict will be different?

I believe that a talented and motivated workforce will continue to be the most significant determinant of a company’s success, as it has been. This requires that organizations will have to always be focused on hiring and retaining the most talented, diverse and driven workforce. Second, while Covid has forced a rapid transformation leading to distributed workforces and working models, there is no substitute for fostering personal connections and creating an emotional connection with the organization through in-person interactions. Remote work is definitely weakening the connection between the workforce, and the employer that needs to be addressed through hybrid models. Lastly, fulfillment for employees comes much more from relating to the mission, purpose and values of a company than from free coffee and gym. Thus, the most successful companies will be those that continue to engage their workforce in their mission and values.

The kind of work, and therefore the nature of the workforce that will drive success for organizations, is changing and will be substantially different 10–15 years from now. Most routine tasks and workflows will get automated, and increasingly so. Therefore, continued success requires that organizations invest in and develop agile workforces — employees who continually learn new things, regularly upskill and reskill themselves, and adapt to new ways of accomplishing tasks that leverage technological advancements. This organizational agility will be a hard but important new capability to be built. Secondly, the past few decades saw companies win in their markets based on execution excellence — how well they did what they did as they scaled. The next few decades will reward a different dimension — how well organizations can embrace creativity and innovation and reward it — new and better ways of doing things rather than doing the same things well.

What advice would you offer to employers who want to future-proof their organizations?

It’s undeniable that the pandemic has had a profound impact on the global workforce, redefining the norms surrounding how people work. The Great Resignation has spanned across all industries and age groups in the US. For employers to future-proof their organizations, their leaders must have employee retention and reskilling at the top of mind. The key is to preserve the institutional knowledge, while engineering changes to adapt to the new opportunities being presented by technological developments and disruptions.

Newly released research from the McKinsey Global Institute is predicting that across the world’s eight largest economies, over 100 million people (or one in every 16 workers) will need to transition to a new role by 2030. Employers who offer their workforce the ability to learn new skills through online development courses, like those offered at Great Learning, will not only prepare employees for a future role or improve a current one, but will also keep employees engaged and make them feel valued. Making a significant investment in the future development of an employee shows a willingness to help them reach their full potential and demonstrates a belief in their ability to continue to grow as the business expands.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

Recent trends among employees, particularly millennials, are showing that they value purpose and meaning as much if not more than pay, flexibility and freedom as much or more than job security, diversity and inclusiveness as much or more than company financial performance. The challenge for employers is to balance these expectations with the demands of surviving and succeeding in a dynamic and competitive marketplace. Employers may not be able to meet the expectations of employees on these aspects but have to still compete and survive. The best strategy that I believe in is effective communication with employees and encouraging an active dialog of these aspects, so that decisions are viewed as being inclusive rather than imposed.

We simultaneously joined a global experiment together last year called “Working from Home.” How will this experience influence the future of work?

Because many companies experienced success from adapting to the remote environment during the pandemic, many employers have either started to transition to a hybrid work model or have allowed their employees to exclusively work from home.

Employers who didn’t allow the flexibility of working from home most likely noticed a significant increase in employees resigning for a job that allowed them the opportunity to work in a remote environment. I predict that employers who offer the option of working from home will be more successful in retaining talent, as many employees re-prioritized their work-life balance during the pandemic, which has had a lasting effect on workplace expectations.

So, the biggest impact is an elevated importance of flexibility and work life balance in the employee’s priorities. Organizations that recognize this, enable it and adapt themselves to function effectively with these employee priorities would be well positioned for future success.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

The pandemic has brought more flexibility and convenience to knowledge workers and has brought more risk to physical workers. It has exposed and grown the divide between workers that work with bytes and atoms. One important societal change that is required is a collective will to make things better for folks who have to work on the front lines in terms of upskilling them, developing technologies to make their jobs easier and safer.

As hybrid work becomes more mainstream, the boundaries between professional and personal space may become more blurred. We may all have to be okay with seeing kids, pets, etc. on zoom meetings. In some sense, this makes work life more human and reminds us of the many things outside of work that we have in common. Organizations that have historically had very formal and rigid work cultures may need to adapt to this new reality.

The hybrid work environment will be the biggest necessary societal change for supporting a future of work that benefits everyone. This will manifest itself in how communities develop, which could lead to a dispersion away from the big, crowded cities of today. We all have to get used to having a more diverse, disperse and global workforce.

What is your greatest source of optimism about the future of work?

My greatest source of optimism for the future of work is that professional development has become a cornerstone in advancing workforces across all industries. From technology to healthcare, institutions are investing in easily accessible education programs to provide ample opportunities for employees to grow and develop cutting-edge skills, bridging skills gaps and creating a more robust workforce.

Companies are choosing Great Learning as we offer a unique and personalized high-tech and high-touch model on one of the most advanced online learning platforms today. Paired with a bespoke mentoring program where students get access to seasoned industry experts who provide individualized attention on a weekly basis, Great Learning has some of the highest global completion rates of over 90%, testifying to the success of our approach. Great Learning has delivered impactful professional learning experiences and career outcomes to 3 million students globally across 170 countries. It’s no wonder we’re pioneering a new “future of work” that encompasses professional development for some of the leading industries today.

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?

Over the past couple of years, the dynamics around how we think about work, the nature of being hybrid-remote employees, and how we look at perks and benefits have undergone a massive restructuring. Being cognizant of mental health and wellbeing and acknowledging that as much as we do physical health is the first and most important step towards promoting mental wellbeing. Many companies now offer access to services/platforms that educate employees on mental health and support them with it as per their needs.

Further, even before Covid, benefits like paid time off had already been established as one of the most attractive and sought-after benefits, and one of the top considerations for people in choosing a new employer. But in a post-pandemic world, employees have a newfound understanding of the value of what it means to take appropriate time away from work. This new reality means that employers must start thinking outside of the box; the traditional distinction between office and home, work and life, being “on” and being “off” is no longer relevant, and employees today value flexibility and choice more than ever before.

I’ve seen several businesses attract new talent by offering unlimited paid time off and see that employees with unlimited or flexible PTO policies end up taking less time off. The idea is to empower choice and allow each employee to create their own “time off plans,” while cultivating a culture that incentivizes and legitimizes self-care and wellness.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

It’s undeniable that the pandemic has changed the way we live and work, and ultimately the Great Resignation was born out of employees redefining how they want to work. So far in 2021, 34.4 million Americans have quit their jobs, and up to 41% of global workers are considering leaving their jobs. Leaders cannot turn a blind eye to this massive movement. The key messages to hear from this are the workforce’s need for work life balance, flexibility in how to work and finding meaning in their work.

An important shift needed in company cultures, if not already there, is for leadership to have an open and ongoing dialogue with employees. The best run companies have created cultures where employees speak up and are heard regularly. The other shift needed is to think of investing in employee learning and upskilling as an ongoing process of engagement, retention and company development. Upskilling can nurture talent and solve for areas of expertise lacking in your employee base. By undertaking professional development courses through companies like Great Learning, employees of all ages and experience levels can reach new heights within their current job and stay up to speed with current trends in their industry. Digital learning enables people from all backgrounds, generations, and experience levels to dive into a new topic and gain new skills — anytime from anywhere. And courses from Great Learning are far more affordable and flexible than traditional degree programs, while delivering similar impact.

Let’s get more specific. What are your “Top 5 Trends to Track In the Future of Work?” (Please share a story or example for each.)

  1. Hybrid work in the knowledge economy — many tech companies have already embraced this.
  2. Increasing automation and elimination of routine jobs with the balance of demands of most jobs shifting towards people interactions, personalization, creativity and innovation and moving away from following checklists and standard operating procedures.
  3. Flexibility in working hours to allow more work-life balance.
  4. Employee performance is measured more based on outcomes and business metrics rather than time-related metrics.
  5. Continuous learning, reskilling and upskilling becoming mainstream and being a part of annual planning and goal setting.

I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

“Character may manifest itself in a few great moments, but is built in the many small moments”

– Philip Brooks

In this quote, character may be substituted with greatness or success too. What this means to me is that it’s the daily little details that matter. What we do every day matters, what everyone in the organization matters, what we do in our family daily matters. This is what we can control and this is what our focus should be on. These little things, focused on daily over long periods of time, can result in great things.

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.

One is Satya Nadella, Chairman and CEO of Microsoft. He and I come from the same city, share our mother tongue and family backgrounds, and he has reached a height of leadership that is quite unimaginable coming from that background. I’d love to learn what went into that and how he does what he does.

The other is Ben Horowitz from Andreessen Horowitz. I read his book, “The Hard Thing About Hard Things,” while I was building my business and could relate to so much of what he said there. I would love to pick his brain on what he is learning about how to deal with today’s challenges of building and running organizations.

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?

My website is https://www.mygreatlearning.com/, and I can be reached at mohan@greatlearning.in.

Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.

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DLP Strategy for Your Business – How Significant Is It?

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DLP Strategy for Your Business - How Significant Is It?

Data is the lifeblood that fuel’s today’s information-based economy, so it’s incredibly crucial for businesses to keep sensitive information as secure as possible. And because of increasing concerns regarding cyber crimes such as data breaches, corporate espionage, and phishing scams, data loss prevention (DLP) strategies have become essential to running a business.

All About Data Loss Prevention

  • Data loss prevention, otherwise referred to as data leak protection, is a method that combines strategies, technologies, and processes to stop unauthorized individuals from accessing a company’s private data. It’s crucial to include DLP strategies in your business plan to detect potential exfiltration transmissions by monitoring, identifying, and blocking data while it is being used, in transit, and at rest.
    • Data In Use: It pertains to securing sensitive data in endpoints and applications as it is processed by authenticating users. In addition, controlling an individual’s ability to access sensitive data is also assessed.
    • Data In Motion: DLP ensures that confidential information is protected while being transmitted across networks. It encrypts the data using email and other messaging security platforms.
    • Data At Rest: Lastly, DLP protects sensitive data stored in databases, the cloud, and other storage mediums. It uses a multifaceted approach, including access control, data retention policies, and encryption.

Why Are DLP Strategies Important For Your Business?

  • Data loss leads to a financial crisis

Experts in the field of data security stated that the global average data breach costs went from $3.86 million to a whopping $4.24 million in 2021. And who knows what the statistics will be by the end of 2022? 

After seeing cybercriminals take big corporations’ ability to control their systems last year, it should be clear that data loss prevention strategies are essential in running a business.

  • Loss of productivity

As a business owner, you should always do what’s best for your company – continuous productivity to satisfy your customers, business partners, and ROI. With this in mind, incorporating DLP strategies should be a priority because it has the ability to prevent limited productivity.

  • Tarnished brand reputation

By having a standardized set of DLP strategies, your company will have excellent protection against cyberattacks. So thanks to data loss prevention methods, your business’ brand reputation won’t be humiliated by the public eye.

  • Compliance with government regulations

All businesses are required to comply with federal, state, international, and industry-mandated regulations, all of which aim to prevent data loss. If you fail to comply with these regulations, you’ll need to pay penalties and fines. This results in a loss of customer trust and ROI.

  • Hackers often target small businesses

Most business owners believe that hacktivists won’t attack small businesses when in fact, they voluntarily target startups and small-scale businesses due to a lack of proper data security protection. So despite having a small business, you shouldn’t skip on setting DLP strategies.

  • Cybercriminals are constantly evolving

Technology continues to grow at a rapid rate, and although this is excellent news for business owners, it’s also a piece of great info for cybercriminals. Because as technology evolves, hacktivists also find new ways to access sensitive information. It’s also important to know that although most cybercriminals work far from their targets, some work inside the company they plan to infiltrate.

But the good news is that you can prevent these threats from happening by proactively implementing DLP strategies.

The Takeaway

Although no organization is indeed 100% immune to data security risks, it’s vital to know that implementing a DLP strategy will give your business a protective edge. Because as your company’s IT environment develops robust data security measures, your journey to better data loss protection will flourish.

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Stephen Tarleton On How We Need To Adjust To The Future Of Work

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Rise in digital empathy. I mentioned this one already but I really think this will be a gamechanger for the future of work. If companies refuse to bridge the expectations gap and embrace digital empathy — by bringing in new technology — they will become obsolete.


When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Stephen Tarleton, CMO of 1E.

Stephen joined 1E at the beginning of this year to help hone and amplify 1E’s brand and to drive customer growth in the Digital Employee Experience (DEX) market. Prior to 1E, Stephen ran the marketing and business development organizations at Corvus Insurance and LogicMonitor. During his career, Stephen has worked at large enterprises, worked as a management consultant and even owned the top food truck business in Austin, Texas.


Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today?

I was born and raised in Tarboro, a small town a little over an hour east of Raleigh, in the tobacco country of North Carolina. This environment provided me with a deep sense of community at an early age. Decades later, I am still in touch with many of the kids from my kindergarten class as well as high school and college. Being a part of a close knit, small community allowed me to create long lasting connections which have benefited my professional career — specifically, as it pertains to developing a professional network.

The flip side of this rural upbringing is that it created a desire for travel and exploration. The first time I flew on a commercial airline was for a job interview my senior year of college. Buying airline tickets was just not something my family did. Now, and for most of my adult life, I travel constantly, and get to live out my dream of traveling.

Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?

The rapid shift to remote work in 2020 caused many changes to how businesses operate on a daily basis. As we look 10–15 years out, the importance of culture, productivity and maintaining an engaged workforce will remain a top priority. Businesses will still be looking for ways to improve the employee experience and will utilize the technology currently being developed to do that. Digital employee experience (DEX) tools are a great option as they serve as a catalyst to maintaining productivity and employee satisfaction. DEX tools monitor, analyze and optimize IT environments to ensure all employees have a seamless IT experience — regardless of their locations or the hours they’re working. Additionally, these tools also provide a competitive advantage. A decade from now, DEX tools will certainly be a “ticket-to-entry” requirement of employees when selecting a new job.

The biggest change we’ll see over the next few years is businesses continuing to expand their employee footprint. With the rise in fully remote or hybrid positions, a world of opportunity has opened up. Organizations can now expand into new regions and engage a more diverse and inclusive workforce without the constraints of the traditional 25-mile radius.

What advice would you offer to employers who want to future-proof their organizations?

The biggest piece of advice I would offer other business leaders would be to lean into the technology at your fingertips and to partner closely with your IT organization regardless of your function. Don’t think of IT as the team managing devices or end points; think of that team as your employee enablement organization. There is so much great technology out there that businesses can use to scale their companies and create a truly great employee experience — they just need to be unafraid to invest in something new.

To do that effectively, you need to work as a collective team and not as rogue departments. I learned this very early in my career with a major hand slap from a CIO for running a rogue server under my Business Intelligence Manager’s desk. To put this into practice and to be successful in the future flexible work environment, executive leadership teams should look at how they can break down the traditional department silos. This may mean partnering IT departments with other departments like HR and facilities management to ensure employees remain engaged and productive in every aspect of their day-to-day operations.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

As the focus of the employee experience shifts from the physical to the digital world, the gap literally is the difference between what employees expect and what employers are willing to offer. When an employee is working from home, the road, or wherever else they find most productive, they want a seamless experience that moves with them. The traditional functions and realm of IT are now ‘table stakes,’ employees view connectivity, responsiveness, security, and working applications as basic needs to do their job.

To bridge the expectations gap, companies need to embrace digital empathy. A company that fully embraces digital empathy and fulfills the next level of employee needs — such as collaboration tools, autonomous remediation, sentiment measurement and tracking — will ultimately achieve employee empowerment. At 1E, we’ve altered our business model to create a more equitable environment for our workforce by introducing the concept of digital empathy. Our framework starts with our employees’ basic needs while working remotely — think connectivity and security — and combines it with their growth needs, such as autonomous remediation and user empowerment to create a foundation.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

The work from home — or more accurately, the flexible work movement — over the last two years will forever change how we work, live, and play. Businesses have seen the benefit work from home has had on their employees’ mental health and wellbeing. But it has also shown just how productive you can be from a distance. The future of work will be hybrid and it will be distributed.

As I mentioned before, one of the biggest benefits to working from home is that businesses can expand to a global footprint and bring in top talent from around the world. I’m a great example of this. 1E is historically a UK-based company, but we are transitioning into a truly global organization and hiring leadership and employees with a remote-first mindset to help us get there. That’s how I was brought on as the CMO based in Texas. We’ll see more of this as the future of work unfolds.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

To truly move everyone into the next phase of work, society needs to embrace the fact that employees want flexibility. For the most part we’ve seen this happen, but as COVID cases go down, employers are beginning to demand employees return to the office full-time or in a hybrid fashion. As this happens, society cannot forget about flexibility — or the fact that remote and flexible work has worked for over two years. Society needs to change its overall thinking from let’s get back to the old way of work to let’s embrace the world of flexibility.

What is your greatest source of optimism about the future of work?

As a parent, I tend to think of the future through the lens of my children. My oldest is in his first year of high school and is currently looking for a summer job. As opposed to applying to the local fast-food restaurant, he can embrace the remote/hybrid work model and is doing multiple, flexible, part time jobs. From walking dogs in the neighborhood to doing stock research for a financial fund, he will get a variety of experiences just from the new way the world is working. What makes me most optimistic about the future of work is the tools and resources the next generation has at such a young age that I could have never dreamed of at the same age.

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?

I feel like this is something we’re collectively still figuring out as the aftermath of the pandemic is starting to subside. But what I’ve seen is that employers have made significant strides in their flexibility offerings — which is promising. At 1E, we are a hybrid organization through and through, which gives our employees a lot of personal flexibility in how, where, and when they work. We have leaned into online communities and are providing periodic “wellbeing” sessions that are available to all employees to share how they’re feeling and have open and honest conversations.

From the employee perspective, I see a greater focus and importance on company values. In the past, company values were often just fodder for “About Us” pages, but now they are strong signals for how a company operates. As employees search for jobs, company values will offer a window into the soul of the organization and will serve a greater purpose in recruitment.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

These headlines are not going away anytime soon, so it’s important for leaders across industries to find ways to ensure they are not the next victim of The Great Resignation. One of the first and best things business leaders can do in response to these headlines is reevaluate how they are measuring employee success and engagement. This includes leaning on IT and technology to keep track of productivity levels across a company. The data provided by this type of tools allows leaders to see where the holes are in their organization, understand how remote or in-office employees are feeling, and address the issues head on to create a more balanced work environment and culture.

As I mentioned earlier, DEX tools are a great starting point. Companies that prioritize DEX have historically experienced easier transitions for employees working either fully remote or with flexible schedules, which will ultimately provide businesses with reduced costs, improvements in employee satisfaction and overall productivity.

Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”

  1. Rise in digital empathy. I mentioned this one already but I really think this will be a gamechanger for the future of work. If companies refuse to bridge the expectations gap and embrace digital empathy — by bringing in new technology — they will become obsolete.
  2. The overlap of IT and HR. This is essentially what DEX is all about. In the future of work, companies with poor digital employee experiences will find they have a hard time retaining talent. In order to grow and maintain competitiveness in an increasingly competitive landscape, companies need to bring these two previously siloed departments together.
  3. Employee experience will help slow The Great Resignation. With great experience comes great success — and DEX tools will move to the forefront of digital workplace technology. Companies who invest in DEX tools will see less employee turnover related to IT dissatisfaction.
  4. The rise in office hubs. As we’ve started to see, organizations are forgoing their permanent office space and extending their hiring beyond the traditional 25-mile radius from that space. We’ll see more office hubs emerge for employees to gather for one-off meetings or company get-togethers.
  5. The blending of traditional employment and the gig economy. We’ll start to see knowledge workers become more specialized, and operate in an on-demand, auction-based market. A good example of this opportunity in the marketing world is SEO. Today companies either hire in-house or use an agency. Going forward, an SEO specialist could work individually on demand with multiple companies instead of having to join an agency or go fully in-house.

I keep quotes on my desk and on scraps of paper to stay inspired. What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

I’m a big Hemingway fan. In The Sun Also Rises, one of the characters states, (the) “Road to hell is paved with unbought stuffed dogs.” Out of context, it makes little sense, but it is about living in the moment and seizing opportunities as they present themselves. This is a philosophy I carry in both my personal and professional life.

We are very blessed that some of the biggest names in Business, VC funding, Sports, and Entertainment read this column. Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why? He, she, or they might just see this if we tag them.

This is a tough one. I grew up listening to the Beatles, so my top choice would be Paul McCartney. Watching the recent Get Back documentary reminded me just how creative the Beatles were. On a recent run in London, I searched for the building where they performed the rooftop concert. How I would love to have seen that live!

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?

Readers can connect with me on LinkedIn and follow 1E on LinkedIn and Twitter. They can also check out 1E’s YouTube page for exclusive interviews and the latest product and service announcements.

Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.

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Celebrating International Youth Day – 06 Nonprofits empowering the youth to lead the world 

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It is estimated that half of the young children between the ages of six and thirteen lack basic literacy and numeracy skills and that childhood poverty is one of the most prevalent problems worldwide. According to World Health Organization, globally, one in seven 10-19-year-olds experiences a mental disorder. 

UN’s International Youth Day is intended to draw attention to these issues and encourage action to solve them. Beginning in 2000, the day is celebrated each year on the 12th of August with a theme. The theme for 2022 is “Intergenerational solidarity: Creating a world for all ages.” This theme aims to raise awareness about the need to act across generations to achieve the Sustainable Development Goals (SDGs) and leave no one behind. 

Goodera has compiled a list of nonprofit organizations that aim to empower youth and make resources available to them. Keep reading to find out more about the organizations and consider supporting their cause.

1. Limitless is providing youth with resources to build meaningful lives 

Limitless empowers youth to discover their worth, find hope, and live meaningful lives. They strive to end the powerlessness caused by poverty, mental illness, and social inequality. Among the services they provide are outreach, social work, mentorship, career counseling, and scholarships for youth and their families.

2. 100cameras is instilling hope in youth with photography skills

100cameras works with youth around the world who have endured challenging experiences. Through photography, they teach them how to tell their stories in a way that impacts their self-image and involvement in their communities. They offer a customized curriculum that combines storytelling with technical photography skills. They provide a setting where young people can tell their stories without judgment or expectations and gain hope for the future by processing and revealing their past and present. Additionally, they offer a platform for selling photographs.  All proceeds go directly towards funding the most pressing needs in their communities, so they can see how their contribution is making a difference.

3. Majulah assists youth in self-discovery and skills enhancement 

Majulah Community believes that every young person has the potential to make a positive impact on the world. Established in 2010, the organization is on a mission to create changemakers. To help youth through every stage of their lives, they work with changemakers, families, teachers, and fellow non-profits. A number of programs are offered, including the Heroes League, a mentoring program that develops heroes, the Everest Programme, which provides experiences outside the classroom, and after-school programs.

4. Words4Weapon is on a mission to create safer communities 

Words4Weapon advocates for reducing knife crimes in the UK. Since its inception in 2007, this weapons-surrender charity has been placing knife bins across towns and cities in the UK. They are working with the motto of “Collecting Knives, Saving Lives”. Its vision is to leverage the power of education to reduce knife-based violence and crimes in the UK. To promote the same, they offer a range of education services like training for youth workers and awareness sessions. Additionally, they also provide training courses for the youth to develop their own anti-knife crime programs. 

5. Pomoc deci is striving to mitigate the effects of violence and poverty on the youth 

The Pomoc deci organization was founded in 2003. The organization provides high-quality childcare and education for children 0-18 years old, as well as assistance to young people in finding their own place in Serbia. Pomoc deci (CYSO) focuses on three main programs: Quality Education for All (equal education for all children, improved education for ethnic minorities from pre-school to adulthood), Youth Mobilization (community needs, social partnership at the local level, primary health, capacity building for local NGOs) and Preventing Child Trafficking.

6. Change Happens! is empowering the youth to understand their potential 

Change Happens!, formerly Families Under Urban & Social Attack (FUUSA), works to transform the lives of families and children in high-risk communities in the Gulf Coast Region 6. Over the past 25 years, the organization has grown from one program to over 18 programs. Also, its service area has expanded beyond Houston’s Third Ward to cover 13 counties along the Gulf Coast. The organization provides a variety of programs that are designed to empower individuals to help themselves. Each year, Change Happens! empowers and educates over 100,000 adults and adolescents while continually positioning itself to increase its impact on local neighborhoods.

Youth are an important resource for achieving the United Nations 2030 Agenda for Sustainable Development Goals. In addition to bringing to light issues facing the youth, International Youth Day helps lay the groundwork for future success. Come join us as we celebrate the strength of the youth and encourage them to take action to build a better tomorrow.  

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