Education

When Ozan Varol first became a law professor, he’d pause mid-lecture and ask: “Does anyone have any questions?” -Crickets- He assumed he nailed the lesson. But the exam results said otherwise. So he ran an experiment. Instead of asking if anyone had questions, he said: “That was confusing. I’m sure a bunch of you have questions. Now’s the time to ask.” Suddenly—hands shot up. Why did that work? Because it did 3 powerful things: 1. Normalized confusion 2. Created psychological safety 3. Made it feel okay to not “get it” Students weren’t silent because they understood… They were silent because they were scared to speak. This isn’t just for professors. Doctors can say: “I know I used a lot of medical jargon—what questions do you have?” Leaders can say: “That was a tough quarter. I know we’re all facing challenges—what’s come up for you?” People don’t speak up because they don’t want to look weak. Not in front of peers. Not in front of bosses. Not in front of future collaborators. Your job isn’t just to ask questions. It’s to create the conditions for honest answers. The goal isn’t “Who has questions?” The goal is: “How can I make asking questions feel safe, smart, and expected?” Final takeaway from Ozan: Breakthroughs don’t start with smart answers. They start with better questions. Asked the right way. At the right time. To the right people. What’s one question you’ve been asking the wrong way? Reply below—let’s rewrite it together. 👇

No one warned me that college success depends more on navigating endless choices than on intelligence. When I was a first-generation college student with undiagnosed ADHD and dyslexia, I didn't know why college felt so disorienting. I had done well enough in high school. But suddenly, the structure I'd learned to navigate was gone. In its place was choice. Agency. Independence. While that sounds empowering, it felt like being dropped into a maze blindfolded. This image attempts to captures that shift. In high school, the hallway is narrow but defined. One path. Fixed directions. In college, everything opens up. The possibilities multiply. There's no obvious route forward. Some students thrive in that expansive space. Others feel overwhelmed by it. No one prepared us for this fundamental shift. No one explained that college success requires more than just intelligence and effort. Now, as an academic and coach, I work with students navigating this same invisible maze. Many are neurodivergent. Some are first-generation. All are learning how to self-regulate, prioritize, and plan in an environment that assumes they already know how. They don't lack capability. They lack context. The good news? Many skills related to managing executive function are learnable. With support, reflection, and specific executive function strategies, students can navigate this maze with growing confidence. College isn't just about choosing a major. College isn't about choosing which party to go to. It's about learning how to choose effectively, and sometimes, when not to choose at all. Have you watched students struggle with this transition? What strategies have you seen work? How can we better prepare students for this invisible challenge that so many face alone? #HigherEd #ExecutiveFunction #ADHD #FirstGenStudents #CollegeTransition #Dyslexia

A Teacher's Simple Strategy That Changed 30 Lives Every Morning Ever wondered how one small gesture can transform an entire classroom's energy? Let me share a powerful thing that's reshaping how we think about starting our school days. Here's how it works: Each student gets to choose their preferred way to start the day: - A gentle high-five - A quick hug - A friendly fist bump - A simple smile and nod - A quiet "good morning" The results? Remarkable. Students who once dragged themselves to class now arrive early, excited to make their choice. Anxiety levels dropped.  Class participation soared.  Even the most reserved students found their comfortable way to connect. What makes this approach powerful is its simplicity. It: - Respects personal boundaries - Builds trust - Creates a safe space - Teaches emotional awareness - Promotes daily positive interactions This isn't just about starting the day right – it's about teaching our children that their comfort matters, their choices count, and their well-being is priority. What if we all took a moment each day to ask others how they'd like to be greeted? Sometimes, the smallest changes create the biggest impact. #Education #TeachingInnovation #StudentWellbeing #ClassroomCulture #PersonalizedLearning

On the best teams, people don’t feel pressure to fit in. They feel valued for what makes them stand out. Here are a few ways to create a culture where diverse perspectives are encouraged and celebrated. 🤝 To prevent groupthink and make it easier for everyone to chime in, split into duos for discussions and then do share outs with the larger group. 💬 If you see someone get interrupted, jump in and ask them to continue sharing. This sets a norm of letting people finish their full trains of thought. ✅ Make an “It’s okay to…” list. As a group, write down things teammates should not hesitate to do. Think, "Ask why, and why not" or "Flag a potential problem." And remember: If everyone on your team agrees on everything, all the time, you're probably not coming up with innovative, broadly accessible solutions.

We are excited to announce the release of our "Guide to Integrating Generative AI for Deeper Literacy Learning" - a collaboration between AI for Education and Student Achievement Partners. We co-developed the guide with SAP, experts in high quality instruction, with an understanding that both the technology and its educational applications are at it's earliest stages. We also know that many teachers, leaders, and students are concerned about the impact the tools will have on learning. We want this guide to act as a jumping off point for educators that are trying to determine if GenAI can positively intersect with high quality instruction in the literacy classroom. The Key Principles of the Guide: •  GenAI tools should support, not circumvent, productive struggle for students •  AI literacy should come before the Integration of GenAI tools •  GenAI should augment educators’ pedagogical expertise, content knowledge, and knowledge of students •  Integration when appropriate should enhance, not replace, proven instructional practices •  Usage should align with students’ developmental readiness and literacy goals Highlights: • A framework for distinguishing productive vs. counterproductive struggle in literacy classrooms • Practical strategies for using AI to enhance student engagement without replacing critical thinking for students •  Best practices for enhancing cognitive lift and what strategies to avoid that offload cognitive lift • Detailed GenAI use cases across foundational skills, knowledge building, and writing instruction • Elementary-specific guidance emphasizing teacher-led AI implementation and modeling • Comprehensive worked examples with Chatbot transcripts that illustrate these practices This is just the beginning, which is why we're actively gathering educator feedback to refine and expand these resources through a survey in the guide. Thank you so much to Carey Swanson and Jasmine Costello, PMP from SAP for being such wonderful partners in this work! You can access the full guide or watch the accompanying webinar in the link in the comments! #ailiteracy #literacy #GenAI #K12

The feedback sandwich often misses the mark and can even backfire. Instead of creating clarity, it can muddy the message and feel insincere. Let's dive into why this approach doesn't work and explore a better way to give feedback with Radical Candor. ❌ What Not to Do: "Great job! But the presentation lacked details. Still, I appreciate your enthusiasm." ✅ What to Do Instead: Use CORE: 🔸 Context: Cite the specific situation. 🔸 Observation: Describe what was said or done. 🔸 Result: Explain the consequence. 🔸 Expected nExt stEps: Outline the expected next steps. Example of CORE Feedback: "I asked you to help us be more efficient (Context). You went above and beyond by implementing Slack (Observation). The team is now spending less time on email and more time communicating effectively (Result). We'd love for you to explore other tools to streamline communication in the office (Expected nExt stEps)." Giving feedback is crucial for growth, but it needs to be clear, kind, and actionable. Read more: https://bit.ly/3LhIzZ2 #ManagementTips #RadicalCandor #Leadership #Feedback #COREMethod #EffectiveCommunication #GrowthMindset

Learning flourishes when students are exposed to a rich tapestry of strategies that activate different parts of the brain and heart. Beyond memorization and review, innovative approaches like peer teaching, role-playing, project-based learning, and multisensory exploration allow learners to engage deeply and authentically. For example, when students teach a concept to classmates, they strengthen their communication, metacognition, and confidence. Role-playing historical events or scientific processes builds empathy, critical thinking, and problem-solving. Project-based learning such as designing a community garden or creating a presentation fosters collaboration, creativity, and real-world application. Multisensory strategies like using manipulatives, visuals, movement, and sound especially benefit neurodiverse learners, enhancing retention, focus, and emotional connection to content. These methods don’t just improve academic outcomes they cultivate lifelong skills like adaptability, initiative, and resilience. When teachers intentionally layer strategies that match students’ strengths and needs, they create classrooms that are inclusive, dynamic, and deeply empowering. #LearningInEveryWay

Many amazing presenters fall into the trap of believing their data will speak for itself. But it never does… Our brains aren't spreadsheets, they're story processors. You may understand the importance of your data, but don't assume others do too. The truth is, data alone doesn't persuade…but the impact it has on your audience's lives does. Your job is to tell that story in your presentation. Here are a few steps to help transform your data into a story: 1. Formulate your Data Point of View. Your "DataPOV" is the big idea that all your data supports. It's not a finding; it's a clear recommendation based on what the data is telling you. Instead of "Our turnover rate increased 15% this quarter," your DataPOV might be "We need to invest $200K in management training because exit interviews show poor leadership is causing $1.2M in turnover costs." This becomes the north star for every slide, chart, and talking point. 2. Turn your DataPOV into a narrative arc. Build a complete story structure that moves from "what is" to "what could be." Open with current reality (supported by your data), build tension by showing what's at stake if nothing changes, then resolve with your recommended action. Every data point should advance this narrative, not just exist as isolated information. 3. Know your audience's decision-making role. Tailor your story based on whether your audience is a decision-maker, influencer, or implementer. Executives want clear implications and next steps. Match your storytelling pattern to their role and what you need from them. 4. Humanize your data. Behind every data point is a person with hopes, challenges, and aspirations. Instead of saying "60% of users requested this feature," share how specific individuals are struggling without it. The difference between being heard and being remembered comes down to this simple shift from stats to stories. Next time you're preparing to present data, ask yourself: "Is this just a data dump, or am I guiding my audience toward a new way of thinking?" #DataStorytelling #LeadershipCommunication #CommunicationSkills

Your team isn't lazy. They're confused. You need a culture of accountability that's automatic: When accountability breaks down, it's not because people don't care. It's because your system is upside down. Most leaders think accountability means "holding people responsible." Wrong. Real accountability? Creating conditions where people hold themselves responsible. Here's your playbook: 📌 Build the Base Start with a formal meeting to identify the real issues. Don't sugarcoat. Document everything. Set a clear date when things will change. 📌 Connect to Their Pain Help your team understand the cost of weak accountability: • Stalled career growth • Broken trust between teammates • Mediocre results that hurt everyone 📌 Clarify the Mission Create a mission statement so clear that everyone can recite it. If your team can't connect their role to it in one sentence, They can't make good decisions. 📌 Set Clear Rules Establish 3-5 non-negotiable behaviors. Examples:  • We deliver what we commit to  • We surface problems early  • We help teammates succeed 📌 Point to Exits Give underperformers a no-fault, 2-week exit window. This isn't cruelty. It's clarity. 📌 Guard the Entrance Build ownership expectations into every job description. Hire people who already act like owners. 📌 Make Accountability Visible Create expectations contracts for each role. Define what excellence looks like. Get signed commitments. 📌 Make It Public Use weekly scorecards with clear metric ownership. When everyone can see who owns what. Accountability becomes peer-driven. 📌 Design Intervention Create escalation triggers: Level 1: Self-correction Level 2: Peer feedback Level 3: Manager coaching Level 4: Formal improvement plan 📌 Reward the Right Behaviors Reward people who identify problems early. (not those who create heroic rescues) 📌 Establish Rituals Conduct regular reviews, retrospectives, and quarterly deep dives. 📌 Live It Yourself Share your commitments publicly. Acknowledge your mistakes quickly. Your team watches what you do, not what you say. Remember: The goal isn't to catch people failing. It's to create conditions where:  • Failure becomes obvious  • And improvement becomes inevitable. New managers struggle most with accountability:  • Some hide and let performance drop  • Some overcompensate and micromanage We can help you build the playbook for your team. Join our last MGMT Fundamentals program for 2025 next week. Enroll today: https://lnkd.in/ewTRApB5 In an hour a day over two weeks, you'll get:  • Skills to beat the 60% failure rate  • Systems to make management sustainable  • Live coaching from leaders with 30+ years experience If this playbook was helpful... Please ♻️ repost and follow 🔔 Dave Kline for more.

Important new evidence on ChatGPT in education: Wang & Fan's (2025) meta-analysis of 51 studies shows we're at an inflection point. The technology demonstrably improves learning outcomes, but success depends entirely on implementation. The research reveals optimal conditions: sustained use (4-8 weeks), problem-based contexts, and structured support for critical thinking development. Effect sizes tell the story; large gains for learning performance (g=0.867), moderate for critical thinking (g=0.457). Quick fixes don't work. Thoughtful integration does. Particularly compelling: ChatGPT excels in skills development courses and STEM subjects when used as an intelligent tutor over time. The key? Providing scaffolds like Bloom's taxonomy for higher-order thinking tasks. As educators, we have emerging empirical guidance for AI adoption. Not whether to use these tools, but how to use them effectively - maintaining rigor while enhancing accessibility and engagement. The future of education isn't human or AI. It's human with AI, thoughtfully applied.