Continuing Education Benefits

The cybersecurity certification game has changed dramatically in 2025. After reviewing hundreds of job postings and talking with hiring managers, here's what actually matters now and what's become obsolete. The Big Shifts: Cloud certifications are now commanding 15-20% salary premiums. AWS Security Specialty and Azure Security Engineer aren't optional anymore, they're expected. If you're picking one, follow the money. AWS dominates most markets, but Azure leads in government and enterprise. CISSP remains essential for leadership roles, but timing matters. Early-career professionals with CISSP often get labeled as "title hunters." Save it for when you have 5+ years experience and are eyeing management positions. The surprising winner? Specialized beats generalist every time. Certified Kubernetes Security Specialist (CKS) holders are writing their own tickets. OSCP continues to destroy CEH in market value and employers want proof you can hack, not just talk about it. What's Working by Career Stage: Entry Level: Security+ remains your ticket in. Pair it with cloud fundamentals (AWS/Azure) for maximum impact. Cost: ~$400-600 total. ROI: Excellent. Early Career (1-3 years): Go deep, not broad. SOC analysts need CySA+ or GMON. Future pentesters need OSCP. Skip generalist certifications entirely. Mid-Career (3-7 years): Choose your path. Technical track? Advanced cloud security or DevSecOps certs. Leadership track? Start that CISSP journey. Senior (7+ years): CISSP + business acumen wins. Add CISM for GRC roles or maintain technical edge with architect-level cloud certifications. The Reality Check: CEH is dying. Despite appearing in job posts, hiring managers increasingly view it as outdated. Don't waste your money. SANS certifications are incredible but at $7,000+, calculate carefully. Three specialized certifications might open more doors than one premium cert. AI security certifications are mostly hype. Stick with established providers adding AI modules to existing programs. The certification landscape evolves fast, but the principle remains constant: certifications open doors, skills keep them open. Choose credentials that align with where you're going, not where you've been. What's your certification strategy for 2025? Are you going deep in a specialty or building breadth? #Cybersecurity #Certifications #CareerDevelopment #InfoSec #CloudSecurity #TechCareers

Most careers stall for 1 reason: People stop learning. They wait for the company to invest in them. Or for their manager to set up training. High performers, on the other hand, don't wait. They treat learning as part of the job - Even when the workday ends. Not endless study, Just small, repeatable habits - that compound. Here are 11 that make lifelong learning automatic: 1. Keep a "Questions" Note on Your Phone ↳Anytime you wonder about something, jot it down. Research one nightly 2. Replace the Doomscroll ↳Replace 30 minutes of dead scroll time with a course or podcast 3. Teach What You Learn ↳Write a short post, Loom, or explain it to a peer 4. Reverse Engineer Great Work ↳Take an article, pitch, or deck you admire and break down why it works 5. Shadow Someone 2 Steps Ahead ↳Don't ask for mentorship - just observe 6. Then, DO Ask for Mentorship ↳Say: "I admire how well you do X - would you mind coaching me on that?" 7. Run Tiny Experiments ↳Pick one skill and test it live this week 8. Force Repetitions by Tracking ↳For writing, word count. For sales, calls made. Progress is fuel 9. Do "Learning Sprints" ↳One focused topic for 30 days, then switch 10. Revisit Old Material ↳The second read often hits deeper than the first 11. End Your Day with Reflection ↳One line: "What did I learn today?" The compounding effect is real. Small reps + every day = Mastery. Agree? --- ♻️ Share this to inspire other life-long learners. And follow me George Stern for more personal growth content.

What if rejection in the job search process is not a verdict... But an avenue for a bigger purpose? If you've been following our series... Last Tuesday (and the one before) we've covered the first 10 principles of navigating this disheartening process. Facing your shadows, stripping away societal "shoulds," identifying your purpose, skills and aligned careers. Now what? This week, we pivot to the external set of principles: If you've missed the earlier parts, make sure to check them out – see 𝘤𝘰𝘮𝘮𝘦𝘯𝘵𝘴. 11. 𝗗𝗲𝘀𝗶𝗴𝗻 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 𝗝𝗗 Before jumping into the job market arena, create a detailed avatar of your future work. When nothing is available, this help you focus on creating a job, where there weren't any previously. 12. 𝗞𝗻𝗼𝘄 𝘆𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗻𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲 Make the next step you're taking an obvious chapter in your career story, positioning the employer as the hero of that narrative. 13. 𝗥𝗲𝗷𝗲𝗰𝘁𝗶𝗼𝗻 = 𝗿𝗲𝘀𝗲𝗮𝗿𝗰𝗵 Consider each 'no' as a data point not. You’re essentially conducting live experiments to find if the story you tell is matching with the one the hero wants to embark on. 14. 𝗖𝗹𝗮𝗿𝗶𝗳𝘆 𝘁𝗵𝗲 𝗠𝗩𝗥 (Minimum Viable Result) How will your performance be measured? Learn to read the JD as if you wrote it. Then optimize the "trailer" (CV) to highlight it. 15. 𝗣𝗼𝘄𝗲𝗿 𝘂𝗽 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗺𝗶𝗰𝗿𝗼-𝗰𝗿𝗲𝗱𝗲𝗻𝘁𝗶𝗮𝗹𝘀 Knowledge, skills, or experience gaps? Opt for micro-credentials—focused courses that boost your skills and add flair to your career story. 16. 𝗦𝘁𝗼𝗽 𝗮𝗽𝗽𝗹𝘆𝗶𝗻𝗴, 𝘀𝘁𝗮𝗿𝘁 "𝗮𝘂𝗱𝗶𝘁𝗶𝗼𝗻𝗶𝗻𝗴" Imagine you're casting for the main role in the movie of your life. You only want to accept roles that enable you to make a big contribution while making this move a strategic move in your career. Instead of mass-applying, pick roles that would earn an Oscar in your life and career narrative. 17. 𝗘𝗻𝗴𝗮𝗴𝗲 𝗶𝗻 "𝗣𝗿𝗲-𝗠𝗼𝗿𝘁𝗲𝗺𝘀" Before applying for the next job, engage in a “pre-mortem” to anticipate what could go wrong. This will help you identify your fears, challenge their validity, and come up with mitigation strategies. 18. 𝗦𝗲𝗲 𝗝𝗼𝗯 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝘄𝗶𝘀𝗵 𝗹𝗶𝘀𝘁 Don't be deterred by intimidating job descriptions. They're more like wish lists, capturing an ideal that may not exist in one candidate. 19. 𝗗𝗮𝗯𝗯𝗹𝗲 𝗶𝗻 𝘁𝗶𝗺𝗲 𝘁𝗿𝗮𝘃𝗲𝗹 Fast-forward yourself to age 80. Would you have more regrets about the jobs you applied for and didn’t get, or the ones you never dared to apply for at all? And remember... This isn't about finding a job. It's not a quick fix. It's about paving the way towards a more fulfilling and rewarding career. – – Enjoyed this? 1. Like to show the algorithm you're in for the journey. 2. Follow to catch part 4/4 of this series. 3. Reach out for 1-1 coaching if this speaks to you.

Upskilling Strategies: Yesterday we looked at the Upskilling for business success and today we're going to look at customizing learning pathways for your Tech team. In today’s tech landscape, a one-size-fits-all approach to training just doesn’t work. To build a high-performing, future-ready tech team, upskilling programs need to be personalized and role-specific. 🔍 Start by assessing your team’s current skills: Use skills assessments, 360-degree feedback, and project performance reviews to understand the strengths and gaps within your tech teams. 🔑 Tailor learning pathways to meet the needs of specific roles within your organization. A few examples: ·       Cloud Engineers can benefit from certifications and training in platforms like AWS, Microsoft Azure, or Google Cloud. ·       DevOps Teams should focus on tools like Docker, Kubernetes, Jenkins, and CI/CD pipelines to streamline workflows and improve collaboration. ·       Cybersecurity Specialists need continuous learning in threat detection, encryption, and certifications like CISSP or CEH. ·       Software Developers could advance their skills in languages like Python or Java, or explore microservices and API development. 🎯 Personalization matters. When you align learning paths with individual roles and career goals, your team is more engaged and motivated, and the impact of upskilling is much greater. To create a successful upskilling strategy: ·       Set clear development goals based on current and future business needs. ·       Leverage e-learning platforms that offer customizable learning paths and assessments. ·       Encourage mentorship and peer learning to reinforce new skills within the team. ·       Investing in personalized learning paths doesn’t just future-proof your workforce—it drives innovation, improves retention, and keeps your tech teams agile and ready for the challenges ahead. Are your upskilling programs tailored to the unique needs of your tech team? #upskilling #personalizedlearning #techtrends #cloudengineering #DevOps #cybersecurity #continuouslearning #workforcedevelopment

How can we build a culture of learning at scale? There's an increasing focus on ‘learning networks’ (as well as, or instead of, learning within organisations). It's built on a sense we need to support learning to occur across scales & boundaries - from the individual to system-wide. How to develop an effective learning network: 1) Take a decentralised approach: create a network of diverse experiences and voices. 2) Structure for emergence: create some "simple rules" that foster the exchange of knowledge and the emergence of new ideas, behaviours, actions & connections. 3) Let go of certainty: help network members to see learning (and unlearning) as a strength rather than a threat. 4) Build trusted relationships: create processes to foster ties & trust across the network. 5) Invite ‘boundary spanners’ (people who have connections across other networks): support those who are not ‘inside the tent’ including reframing their role in the learning process & the value they bring 6) Co-develop a learning strategy: give all members the opportunity to be part of collaborative decision-making. 7) Regard learning together (collective sensemaking) as "real work": learning should inform action in real time and be done in context, rather than abstract ‘learning time’ outside the system or the work. 8) Encourage network members to take experimental action: start with small tests. 9) Incorporate critical reflection: Develop methods of surfacing differences in how a group sees, understands, & responds to situations. 10) Build a collective memory: Define processes for capturing, distilling, applying & sharing knowledge. 11) Create a simple evaluation framework: e.g., how people work together, new behaviours & practices, confidence & capability to engage with difference & unlearn. https://lnkd.in/ejm-Z3pD. By Thea Snow. See also https://lnkd.in/eCszTtp9 by Orange Compass.

Since 2021, the Studying Law Around the World Podcast has focused on sharing real legal journeys and building cross-border conversations. The goal has always been simple: make legal education global, personal, and accessible. I recently applied to the Law Society of Ontario to have selected episodes accredited for Professionalism Hours. The request has been approved, creating a set of podcast episodes that can now be used by Ontario lawyers to meet their continuing professional development requirements. The following episodes have been accredited by the LSO: • Building Success on Your Own Terms with Alex Klyguine (25 minutes) https://lnkd.in/danitJ8B • Events, Ideas, and Impact with Andrew Bowyer (35 minutes) https://lnkd.in/dq8MUwfa • Resilience, Curiosity, and Reinvention with Pauline Chan (35 minutes) https://lnkd.in/deVe2NT9 • Innovation, Relationships, and Growth with Gary Kalaci (30 minutes) https://lnkd.in/dDvPWCU3 • Determination, Vision, and Growth with Neil Montgomery (30 minutes) https://lnkd.in/dgg3E7CF • Adaptability, Connection, and Giving Back with Lotus Menezes (10 minutes + 10 minutes EDI) https://lnkd.in/dis-Y3gi • Law, Business, and Mentorship with Jacob Murad (25 minutes) https://lnkd.in/d7fT_dR9 • Curiosity, Courage, and Connection with Henaa Mall (25 minutes) https://lnkd.in/dRAmTHwN • Communicating with Confidence and Heart with Chris Graham (30 minutes) https://lnkd.in/d9w5MBkb • AI, Authorship, and Legal Scholarship with Michael Cooper and Spencer Nayar (40 minutes) https://lnkd.in/dtHbgvhP In total, these episodes are accredited for 4 hours and 45 minutes of Professionalism CPD and 10 minutes of EDI Professionalism. This is a major milestone for the podcast, but it is only the beginning. I am working on getting more episodes accredited so that lawyers can continue learning and connecting through these conversations! Thank you to all the guests and listeners who made this recognition possible. #Law #LegalEducation #Podcast #GlobalLaw #CPD

There are 1.1M credentials but our latest research finds that only 12% offer significant wage gain earners wouldn’t have otherwise gotten. The Burning Glass Institute is launching the Credential Value Index to show which ones work, evaluating the outcomes from 23,000 non-degree credentials from over 2,000 providers, including every certification in America—from Coursera digital marketing certificates to OSHA certifications. To see whether they actually deliver for workers, we analyzed how each changed the course of the careers of 7 million people who had earned them. While only 1 in 3 credentials meet a minimum threshold vs. counterfactual peers for either boosting wages, facilitating career changes, or moving people up within their field, we still found 8,000 credentials that really move the needle for workers—often in ways that are transformative. The top decile of credentials yields annual wage gains of nearly $5,000 vs. counterfactual peers, increases by 7x vs. bottom credentials the chances of switching jobs into an aligned career, and boosts by 17x the probability of an earner’s getting promoted within their current field. We found wide variances in outcomes even for the same credential across named providers–and across the portfolio of credential offerings of even high-reputation providers. That says that learners can’t just trust brands and they can’t just trust that a credential will help just because it’s in a high-paying field. Instead, they need real data to help them make informed decisions. Our goal in this work is practical: to put these evaluations in the hands of workers and learners, employers, education institutions & training providers, and policymakers. The Credential Value Index–available through our Navigator site available on https://lnkd.in/e_BTX9bs –makes all 23,000 evaluations accessible to the public, with easy-to-understand metrics of performance, comparisons with other credentials, and helpful context, like which roles earners find themselves working in, which employers they’re working for, and which skills they master along the way. Our research is summarized in an American Enterprise Institute working paper which I coauthored with AEI senior fellow Mark Schneider and Burning Glass Institute colleagues Shrinidhi Rao, Scott Spitze, and Debbie Wasden. You can find it on https://lnkd.in/ezynMA-v. I want to express my deep thanks to Ellie Bertani, Matt Zieger, and the GitLab Foundation for all they have done to support this initiative. I am grateful for your partnership. And a big thank you to Patti Constantakis and Sean Murphy at Walmart for the opportunity to test this framework in a real-world laboratory. Finally, the Credential Value Index builds on a close partnership with Jobs for the Future (JFF). Many thanks to Maria Flynn, Stephen Yadzinski, and their terrific team. #education #careers #highereducation #learning #skills

Curious about how gamification can revolutionise education? As a passionate advocate for innovative teaching strategies, I've seen firsthand how gamification can transform the learning experience. By integrating game elements into education, we can significantly boost student engagement and achievement. These points mentioned below highlights why gamification matters👇 Elevated Engagement: Platforms like Kahoot! are revolutionising the classroom by turning traditional quizzes into dynamic, interactive experiences. It's no surprise that these tools have driven student engagement rates to exceed 80%. Enhanced Retention: Incorporating game mechanics into the learning process has proven to significantly improve information retention—by up to 60%. Tools such as Quizlet Live are leading the way, transforming study sessions into interactive and highly effective learning experiences. Tailored Learning Experiences: Gamification platforms like Classcraft offer personalised challenges, creating a unique and impactful learning journey for each student. This level of customisation ensures that every learner is engaged and progressing at their own pace. Data-Driven Insights: The numbers speak for themselves. In 2022, the global gamification market in education was valued at $1.7 billion, with an anticipated growth rate of 27.4% CAGR from 2022 to 2027. This isn't just a trend—it's a significant shift in how we approach education. Share your insights in the comments!

A country’s true strength lies 𝐢𝐧 𝐢𝐭𝐬 𝐩𝐞𝐨𝐩𝐥𝐞'𝐬 𝐩𝐫𝐞𝐩𝐚𝐫𝐞𝐝𝐧𝐞𝐬𝐬 𝐭𝐨 𝐚𝐝𝐚𝐩𝐭, 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐞, 𝐚𝐧𝐝 𝐝𝐞𝐥𝐢𝐯𝐞𝐫. Yet, as per the Institute for Competitiveness, a staggering 88% of India’s workforce remains in low-competency roles. As India positions itself as a manufacturing and innovation hub—from diamond cutting in Surat to semiconductor fabs in Dholera, from pharma clusters in Hyderabad to FMCG warehouses across North India—we need to ask: 𝐀𝐫𝐞 𝐰𝐞 𝐭𝐫𝐮𝐥𝐲 𝐩𝐫𝐞𝐩𝐚𝐫𝐢𝐧𝐠 𝐨𝐮𝐫 𝐲𝐨𝐮𝐭𝐡 𝐭𝐨 𝐦𝐚𝐭𝐜𝐡 𝐭𝐡𝐞 𝐩𝐚𝐜𝐞 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐥𝐞𝐱𝐢𝐭𝐲 𝐨𝐟 𝐬𝐞𝐜𝐭𝐨𝐫𝐚𝐥 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧? 📍 In textiles, global retailers are turning to India for ethical, large-scale sourcing. But automation in garment units demands machine supervisors, CAD designers, and textile engineers—not just tailors. 📍 In electronics, chip design and smart appliance assembly require workers trained in microelectronics, IoT integration, and embedded systems. 📍 Pharmaceuticals and medical devices—poised to cross $130 billion by 2030—need skilled professionals for regulatory affairs, quality assurance, cold chain logistics, and clinical data handling. 📍Public infrastructure—with over ₹10 lakh crore in projects under the National Infrastructure Pipeline—demands site supervisors, BIM modelers, safety engineers, and sustainability officers. 𝐈𝐭’𝐬 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐬𝐡𝐢𝐟𝐭 𝐟𝐫𝐨𝐦 𝐠𝐞𝐧𝐞𝐫𝐚𝐥 𝐬𝐤𝐢𝐥𝐥𝐢𝐧𝐠 𝐭𝐨 𝐣𝐨𝐛-𝐫𝐞𝐚𝐝𝐲, 𝐬𝐞𝐜𝐭𝐨𝐫-𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜, 𝐟𝐮𝐭𝐮𝐫𝐞-𝐚𝐥𝐢𝐠𝐧𝐞𝐝 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞 𝐝𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭. This transformation must be driven through below focused actions: 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐲-𝐀𝐜𝐚𝐝𝐞𝐦𝐢𝐚 𝐂𝐨-𝐃𝐞𝐬𝐢𝐠𝐧 𝐨𝐟 𝐂𝐮𝐫𝐫𝐢𝐜𝐮𝐥𝐮𝐦 Institutions like TCS iON, NSDC, and Flipkart's Supply Chain Operations Academy are setting a precedent. But deeper collaboration is required with universities, ITIs, and polytechnics to ensure skills match real-world job descriptions. 𝐁𝐨𝐨𝐭 𝐂𝐚𝐦𝐩𝐬 𝐚𝐧𝐝 𝐑𝐞𝐚𝐥-𝐖𝐨𝐫𝐤 𝐒𝐢𝐦𝐮𝐥𝐚𝐭𝐢𝐨𝐧 𝐋𝐚𝐛𝐬 Be it EV repair, CNC programming, logistics management, or e-pharmacy dispatch—India needs immersive, hands-on skill environments in every district. 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐭𝐡𝐞 𝐓𝐫𝐚𝐢𝐧𝐞𝐫𝐬 Teachers, mentors, and facilitators must constantly evolve. Exposure to industry, internships in real plants and warehouses, and digital pedagogy training are non-negotiable. 𝐏𝐮𝐛𝐥𝐢𝐜-𝐏𝐫𝐢𝐯𝐚𝐭𝐞 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩𝐬 𝐟𝐨𝐫 𝐒𝐤𝐢𝐥𝐥𝐢𝐧𝐠 𝐈𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 Brands like Maruti Suzuki, Siemens, Infosys, Ashok Leyland, and Aditya Birla have invested in training institutes. Scaling this through government collaboration will create deeper impact. Because building highways, airports, and data centers is only half the story. The real progress happens when every young citizen becomes competent enough to build, manage, and evolve these systems. #skillsdevelopment #employmentskills

The skill that separates lifelong leaders from everyone else. It’s not experience. It’s the ability to keep learning. Too often, careers plateau when experience is mistaken for expertise. I’ve made that mistake myself. But time served is not the same as progress made. Without continuous learning, challenge, and curiosity, even the most seasoned professionals can stagnate. Here are five principles to keep your career moving forward — and your mind open: 1. Adopt a beginner’s mindset
 – Ask questions without fear of judgement
 – Be willing to unlearn and re-evaluate
 – Stay curious, not cynical 2. Make learning a daily habit – Schedule time for focused development
 – Set measurable goals
 – Share what you learn — through writing, speaking, or mentoring 3. Step outside your comfort zone
 – Take on work that stretches your abilities
 – Embrace the discomfort of starting something new
 – Begin before you feel completely ready 4. Reassess your mental models
 – Challenge outdated assumptions
 – Stay open to new evidence
 – Try new approaches, tools, or ideas 5. Turn knowledge into action
 – Launch a side project
 – Apply new thinking immediately
 – Teach what you’ve learned to others What new skill are you developing this month?
👇 Share with me in the comments. ♻️ Reshare to reshape leadership