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“There are persistent and critical gaps between education and industry that hinder economic advancement and we share a belief that those gaps need to be bridged,” says Julian Alssid, summing up why he and his business partner, Kaitlin Lemoine, created Work Forces, a consulting company that serves stakeholders in those sectors and beyond. On this episode of WorkforceRx, they join Futuro Health CEO Van Ton-Quinlivan for an informative dialogue on how to create and sustain effective workforce development partnerships based on insights gained during their decades of work in the space. They also discuss trends they’re learning about in their client work and as co-hosts of the Work Forces podcast. “One thing that stands out is that workforce development for a long time felt kind of peripheral to education, and I think it’s more now than ever the center of things,” shares Kaitlin Lemoine. In this thoughtful conversation you’ll also learn about: • The biggest changes in preparing learners for work • Trends in skills-based learning • A promising shift toward regional initiatives • How AI is forcing clarity about the durable skills workers need. As you’ll hear from these nationally recognized experts, the pressure to get these relationships and programs right is growing as the pace of change in the workplace accelerates on a daily basis.

We start the new year by bringing you a fresh perspective on key sources of concern for American society at large and the workforce development sector in particular: AI disruption in the workplace and education, and the many challenges presented by our rapidly aging population. For Professor Mitchell Stevens of the Graduate School of Education at Stanford University, a shift from anxiety to optimism about these changes is urgently needed. “I’m not trying to say that the future will be all good, but that the future can only be good if everyday people, politicians and corporate leaders sort of ambitiously anticipate a positive future and then imagine ways to build it,” says Stevens, who helps lead Stanford’s Center for Longevity and its Learning Society Initiative. Thinking about aging as longevity instead, and working to extend the functional part of our lives through better health and educational opportunities is a prime example of this mindset. Other recommendations he offers include: • Recognize that schooling and learning are not the same and reward learning wherever it occurs; • Link conversations about AI, aging and the future of work; • Draw on lessons learned from previous responses to mass economic disruption caused by technological advancement. Join Futuro Health CEO Van Ton-Quinlivan for a deeply-informed and encouraging contemplation of how to leverage this current moment of consequential change.

According to recent studies, micro-credentials are experiencing a surge in interest and acceptance by learners and employers, which is creating both a challenge and an opportunity for educators trying to meet the demand for them. One of the major players helping educators in this task is the Education Design Lab, which is working with more than 100 community colleges and state community college systems to implement “micro-pathways” that map to 100 different job roles. “What colleges need to be concerned about is the relevancy of these programs to high demand jobs and careers, and that people need short-term options to move towards their larger goals,” says CEO Lisa Larson. Key criteria for the pathways include being affordable, stackable, less than one year in duration and validated by employers. As Larson explains, animating this work is EDL’s interest in meeting the needs of what it calls the “new majority learner” – mainly working adults who require additional access points and flexible options for earning credentials. Join Futuro Health CEO Van Ton-Quinlivan as she explores how community colleges are developing deeper employer partnerships and shared curricula to help learners leverage the power of micro-pathways in building their economic futures.

“There are so many myths that we’re left brain, we’re right brain, we’re creative, we’re analytical, but none of that’s true. We’re all whole-brain humans and we all have the ability to be creative,” says cognitive scientist Dr. Tessa Forshaw, co-author, with design strategist and CEO Richard Braden, of the new book, Innovation-ish, which aims to demystify creativity and make it accessible to everyone in the workforce. But while we may all have creative potential, studies show that less than 50% of people see themselves as being creative, largely due to socialization that discourages embarrassment and risk-taking, and misconceptions about innovators. Overcoming that “innovation hesitation” and providing practical steps that give people the confidence they need to be creative is the mission of the book, which is built upon the system the authors use in their classes at Harvard and Stanford universities. Their message is timely: in a fast-changing economy, as Braden notes, “the ability to be creative and solve problems and adapt as you go is becoming less optional and more necessary all the time.” Join Futuro Health CEO Van Ton-Quinlivan for an insightful look at the mindsets that are needed to tap creativity, the role of leaders in cultivating innovation, and real world examples of out-of-the-box solutions that emerged from an inclusive problem-solving process.

Hospice care in the US has undergone major shifts in recent years, with a significant jump in usage and a 400% increase in private equity ownership as major factors driving it to become the most profitable subsector in healthcare, according to a 2023 RAND Corporation study. To understand these trends what they mean for healthcare workers, patients and families, we turn to Fran Smith, co-author of Changing the Way We Die: Compassionate End of Life Care and the Hospice Movement, an Amazon bestseller. As she explains to Futuro Health CEO Van Ton-Quinlivan, what started as a non-profit, mission-driven movement has evolved into an industry dominated by for-profit entities -- including a growing percentage backed by private equity -- with major implications for quality and consistency of care. “There is some data showing that staffing is poor at privately owned and private equity hospices compared to nonprofits, and that the for-profit hospice companies use more licensed practical nurses than registered nurses,” she explains. And while Smith believes it’s better for there to be a mix of business models in the sector, she does advise that people seeking hospice care evaluate their options using tools on the medicare.gov website, and by asking providers in their circle about the reputation of various organizations. This super informative episode of WorkforceRx also provides advice on when and how to talk to loved ones about end-of-life wishes, and a takes look at the future of this crucially important type of healthcare.

“If we can’t get the private sector to lean in and play the right roles, we’re going to miss the mark,” says Francie Genz, CEO of Formation, a national organization helping communities build resilient, industry-led workforce systems. In an episode packed with practical advice, Futuro Health CEO Van Ton-Quinlivan explores how Genz and her team are working to turn decades of fragmented employer engagement into a disciplined model for collaboration through the NextGen Sector Partnership framework, now active in 100 communities across 20 states. Rather than viewing businesses as passive beneficiaries of training programs, the model positions them as co-owners and co-investors in developing talent pipelines and regional competitiveness. “Part of it is raising the bar on what we expect from the private sector, but then also it's about good process and relationships. It's about getting organized to create the conditions for the private sector to play those different roles.” Tune in for real world examples of how building “shared tables” and checking egos at the door can produce action-oriented partnerships that evolve with the economy, and why the future of workforce development lies in adaptive, data-informed collaboration, not static skills-gap models.

Among the knotty issues that dementia forces on family caregivers is when to know if their loved one with the disorder is in need of in-home supports and ultimately, when moving to a skilled facility is warranted. Often making those decisions more difficult is a loss of self-awareness caused by the disease, which can lead to rejection of needed services. As geriatrician and dementia researcher Dr. Thomas Tannou puts it, “If you forget that you forget, you will not be aware that you need to go on a path to be supported.” The impact of self-perception disorders on aging in place and the capacity of older people living with dementia is the focus of Dr. Tannou’s research at the Institut Universitaire de Gériatrie de Montréal, and it has led him to advocate for a reframing of Alzheimer’s not just as a disease of memory, but an inability to adapt to new circumstances. That distinction in turn, he says, should trigger a reconsideration of the wisdom of aging in place in favor of relocating people when they can still learn new routines and maintain social connections. Join WorkforceRx host and Futuro Health CEO Van Ton-Quinlivan for a deeply informative and wide ranging discussion of related issues such as overlooked early warning signs of dementia, how clinically-informed technology can support independent living, balancing safety with dignity as we support those with dementia, and the workforce implications of a relentless increase in people needing dementia care.

Could earning a traditional undergraduate degree actually hurt your chances of getting hired? A 2024 survey from Hult International Business School suggests as much, reporting that 89% of companies avoid hiring recent graduates due to their lack of real-world work experiences. On today’s episode of WorkforceRx, we’re going to focus on closing the gap between what employers are seeking and what colleges are teaching with Dana Stephenson, the Co-Founder and CEO of Riipen, a platform that partners with academic institutions and employers to offer experiential learning opportunities. "Employers are looking for durable skills like collaboration, leadership, initiative, and the ability to learn and unlearn. These have become more important than ever in an era where AI is beginning to take on more of the entry level tasks," he tells Futuro Health CEO Van Ton-Quinlivan. To create more of those opportunities, intermediaries like Riipen are helping colleges offer more flexible learning formats – such as project-based work and micro-internships – and simultaneously relieving employers of administrative burdens and finding creative ways for students to do meaningful work for them. “We’re really trying to find the right experiences to meet the students where they are, meet employers where they are, and break down barriers to increase access in a cost effective way.” This conversation also highlights states that are fueling work-based learning, and offers a fascinating look at a future of education in which AI-supported experiential learning experiences help students to develop soft skills.

“Community colleges play this really unique role because we balance this idea of a general education with integrating skills that get you ready for employment. Those things can dance together, and I think community colleges do that dance so beautifully,” says our WorkforceRx guest, Professor Kate Connor of Harry S. Truman College in Chicago. One example of that dance is integrating the life and work experience of students directly into coursework, something Connor has seen play out in her own specialty of early childhood education where college students are already out in the field leading classes of their own. “Figuring out really great ways to integrate their knowledge into class assignments while also building additional expertise is I think the magic sauce of working with adult learners.” Professor Connor met Futuro Health CEO Van Ton-Quinlivan when they were serving together on the National Skills Coalition’s Care Workforce Advisory Council, so this episode’s conversation also takes a broad look at what’s needed to support workers in the caring professions, who do what she describes as high stress, low wage jobs that involve helping people through difficult and sensitive life changes. “If we come together, we can communicate about the care workforce in a new way that hopefully leads to the pay and support they deserve, and increases respect for the work they are doing.” This wide-ranging interview also offers insights on prior learning assessments, work-based learning experiences, and how credential structures can help align education with workforce needs.

“Caregivers come to this work because they have a big heart, but having a big heart doesn't mean that they are prepared to do what is a both a mentally and physically taxing job,” says Corinne Eldridge, president and chief executive officer of the Center for Caregiver Advancement. That’s where CCA’s training programs come in, which have upskilled more than 70,000 in-home caregivers in the last 25 years in courses that cover the essentials of doing the job as well as managing a variety of specific conditions such as diabetes, autism, and heart disease. As Eldridge explains to Futuro Health CEO Van Ton-Quinlivan, CCA has formed a number of academic partnerships so that its trainings can be informed by research and data analysis. For instance, a recent study on the efficacy of online training for workers caring for people with Alzheimer’s and related dementias showed that it improved knowledge and caregiving skills, and also boosted self-efficacy in managing symptoms. Beyond developing relevant job skills, Eldridge sees training as a critical component in creating jobs that will attract and retain workers. “Access to training makes you feel more confident in your work and actually keeps you in the work because you have something to look forward to and a way to advance.” In this valuable discussion on WorkforceRx, you’ll also learn about the need for culturally and linguistically competent caregivers, the complexities of providing care to family members, and why Eldridge thinks these challenging times call for creativity.

One way to close the historically large and growing gap in income and wealth in America is for more wage earners to become business owners so they can start building assets. That’s a theory that our WorkforceRx guest, Alfredo Mathew III, has seen working in California using a state-supported community capital fund in under-invested communities. “The big opportunity is to help shift businesses that are sole proprietors to build up to $500,000 or more in revenue so they can hire employees and ultimately grow beyond the labor of the founder. That way, you are creating an asset that is going to grow, which is the foundation of wealth building,” says Mathew, a former educator turned social entrepreneur and systems thinker who was instrumental in launching that fund. He is simultaneously pursuing a shared ownership model through an organization he founded called SPCC.1, that groups small business into cooperatives so that members can enjoy the benefits that scale brings, including higher potential for income growth and purchasing power for insurance and other business needs. In this wide-ranging and provocative conversation with Futuro Health CEO Van Ton-Quinlivan, you’ll also learn how pre-distribution, micro assets, financial literacy and regenerative lending are essential elements of an alternative approach to building both individual and community prosperity in the U.S.

“The pace of change is just so rapid right now and that requires people at all levels throughout the organization to be agile and to continue to learn and grow,” says Carole Bennett, vice president of Talent Management and Development at Sutter Health, a twenty-four hospital system serving Northern California. In addition to building an ‘every day, everywhere’ continuous learning culture to keep employees up to date, Sutter Health also needs to solve for the workforce shortages plaguing the industry by preparing the internal workforce for new roles. “Part of what we're really trying to do is help people map their career aspirations and then provide development opportunities so that they can achieve those goals,” she shares with Futuro Health CEO Van Ton-Quinlivan. Studies show this grow-your-own approach results in higher employee retention and satisfaction, and also gives a boost to recruitment efforts, which Bennett has seen first-hand. As for new employees, they engage with Sutter Health University, the organization’s learning arm, which Bennett believes is helping the system become a talent destination. Spend some time learning from this leading voice in employee development as she illustrates the important role of mentoring and coaching, describes how learning opportunities build agility and resilience, and offers tips on how to gain leadership support for learning resources.

Eleven thousand people turn sixty-five every day in the US, a pace which is continuing to intensify the challenges of providing adequate care for seniors. On this episode of WorkforceRx we're going to learn what this means for the quality of life of the elderly population -- especially for those with dementia and their caregivers -- from Jarmin Yeh, associate professor in the Institute for Health and Aging in the School of Nursing at University of California, San Francisco. “There is a big gap between what people desire and what services and programs are available and accessible in two ways: physically accessible, but also accessible from the standpoint of language, being culturally inclusive, and accommodating to the different needs that an older adult may have,” she explains. Closing that gap, Yeh says, requires a collective approach that includes policy makers, municipal planners, caregivers, care recipients and community members at large, all focused on creating the age-friendly built environment and opportunities for social connection that seniors need to thrive. Join Futuro Health CEO Van Ton-Quinlivan for an in-depth look at those issues, plus promising workforce training programs for direct care workers, efforts to boost community-wide awareness of the signs of dementia, and small adaptations in the home that can enhance comfort and safety for seniors.

“The traditional workforce training system has really focused on a very rigid model that doesn't work for how technology has shifted and how demographics are shifting,” says Sabari Raja, who is trying to accelerate the availability of more flexible training models as managing partner of JFFVentures, an impact fund that was spun out of the forty year old workforce development nonprofit, Jobs For the Future. With 45% of the US workforce making less than $50,000 a year, Raja and her team are investing in solutions that support economic mobility for middle-to-low wage populations through access to skills, job opportunities, work-based learning, and wrap-around supports to remove barriers to getting and keeping a job. She is also looking for a certain type of entrepreneur. “We want to support founders that are coming to the table with lived experience, with passion and purpose, but also with the right technical skills to build a viable business,” she tells Futuro Health CEO Van Ton-Quinlivan. Tune-in to learn about emerging companies that are using AI for ESL learning, college advising, supporting solopreneurs and helping small businesses offer personalized training to employees. You’ll also come away with an understanding of how impact investing is lifting up mission-driven companies that can thrive and return capital for all stakeholders

On this episode of WorkforceRx, we take a close look at a successful model for assisting a part of the U.S. workforce that faces more challenges than most others: formerly incarcerated individuals. Among the headwinds they face in the job market are social stigmas, legal barriers, and a lack of up-to-date skills, which explains an unemployment rate of over 27% for this population. Over the last several decades, the Center for Employment Opportunities has developed an effective approach for reducing recidivism that combines immediate employment after release with one-on-one case management, job placement and job retention services, propelling it to become the nation's largest re-entry employment organization. As the Center’s CEO Sam Schaeffer explains, nearly half of its funding comes through contracts with public agencies, such as parks departments, which are in need of supplemental labor that's highly flexible. “We go in and make the case that you need this work and we can provide it in a cost-effective way. It’s a testament to the amazing work that our crew members do every day that once we're in and people see how strong the work is, it’s very rare for us to not have that become a multi-decade relationship.” Join Futuro Health CEO Van Ton-Quinlivan as she explores other success factors in the Center’s model such as cash incentives, daily paychecks and helping participants find higher level work that provides both purpose and economic mobility.