I owe my existence to a study abroad program. That personal story is why I’m driven to help leaders and educators unlock the transformative power of education

𝗠𝘆 𝗰𝗮𝗿𝗲𝗲𝗿 𝗶𝘀 𝗱𝗿𝗶𝘃𝗲𝗻 𝗯𝘆 𝗮 𝗰𝗼𝗿𝗲 𝗯𝗲𝗹𝗶𝗲𝗳: 𝗲𝗱𝘂𝗰𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝘁𝗵𝗲 𝘂𝗹𝘁𝗶𝗺𝗮𝘁𝗲 𝗰𝗮𝘁𝗮𝗹𝘆𝘀𝘁 𝗳𝗼𝗿 𝗽𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗮𝗻𝗱 𝘀𝗼𝗰𝗶𝗲𝘁𝗮𝗹 𝘁𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻.

This is deeply personal—I literally owe my existence to a summer studies abroad program where my parents met, a story that fuels my passion for building impactful learning experiences.

Here’s how I help:

🎓 For Universities: Drawing on my experience leading a successful institutional turnaround as Vice-Chancellor at the PNG University of Technology, I help develop strategies for sustainable growth 8n times of AI. This includes increasing grant funding, corporate support, and launching high-quality hybrid programs using "Quality Matters" (QM) standards to create new revenue streams.

🛡️ For Schools: I provide critical guidance on navigating compliance with the EU GDPR and the new EU AI Act, ensuring your institution is resilient and future-ready.

🚀 For Individual Leaders: I leverage my extensive hiring experience to offer executive coaching, helping you craft compelling application packages and ace interviews to land your next role.

🤖 For Teachers & Lecturers: I can help you save 6+ hours a week by using AI effectively, ethically, and safely using a variety of LLMs and the Flint K12 and BoodleBox platforms. I have a library of tried and tested prompt and workload to do things better and save time.

My new newsletter, "𝑻𝒆𝒂𝒄𝒉 𝑨𝒏𝒚𝒕𝒉𝒊𝒏𝒈," is launching in August to help you do just that. Watch this space!

Send me an email at albertschram@gmail.com if  you want to hear more about my framework to build resilient, future-ready educational organizations.

I am always seeking to partner with forward-thinking leaders and institutions. If you are looking to elevate your career or enhance your institution's strategic position, I invite you to connect, and let me know what you think.

Author: Albert Schram, Ph.D.
Title: My Mission: Driving Transformation in Education

#EducationalLeadership #AIinEducation #HigherEd #EdTech #AIforEducation

From Classroom Panic to Career Anxiety: How AI is Reshaping Our Future

 

Summary of Key Findings

• 🎓 Student-Faculty AI Gap: While students are eager to use AI, 65% believe they know more than their instructors, who often feel "hesitant and overwhelmed."
• 😟 Faculty Concerns: Academic integrity is the top concern for 82% of higher-ed instructors, followed by worries about AI accuracy and a lack of training.
• 壓力 A "Police State of Writing": The pressure to catch AI misuse is creating a stressful environment, leading to burnout for both students and educators.
• 🤖 Workplace Anxiety: Tech CEOs are now openly admitting that AI will reduce white-collar jobs, causing significant "AI anxiety" regarding job security and relevance.
• unprepared The Graduation Gap: A staggering 55% of recent graduates feel their academic programs did not prepare them to use generative AI tools, leaving them feeling unprepared for the modern workplace.
• 🤝 The Human Element: Experts in both education and the corporate world emphasize that the path forward involves focusing on irreplaceable human skills like emotional intelligence (EQ), critical thinking, and creativity.

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The Great Disconnect: Why Education's AI Hesitation is Fueling Workplace Anxiety

Introduction: The Two Faces of the AI Revolution

Artificial intelligence is no longer a far-off concept from science fiction; it is a pervasive force reshaping our daily lives. From the way we learn to the way we work, AI's integration has been swift and disruptive. This rapid change has created a fascinating and deeply concerning paradox. On one side, we have a generation of students who are digital natives, quick to adopt and experiment with tools like ChatGPT. On the other, we have the institutions—both educational and corporate—that are struggling to keep pace, creating a chasm of anxiety, unpreparedness, and overwhelm.

Are We Failing Our Students? Closing the AI Skills Gap Before It's Too Late

 

Summary of Key Points

• 🎓 Student Enthusiasm: Students have rapidly adopted AI, using it for learning and brainstorming, and feel they know more about it than their instructors.
• 🤔 Faculty Hesitation: Educators are cautious and overwhelmed, with major concerns about academic integrity (82%), accuracy, and lack of training, despite seeing AI's potential.
• 🤖 The Readiness Gap: A significant disconnect exists where graduates feel unprepared for the AI-powered workplace, with 55% stating their education didn't equip them with necessary AI skills.
• 🚀 Untapped Potential: AI's greatest promise lies in personalizing education, amplifying instructors' abilities, and boosting student engagement, but this requires institutional support.
• 💼 The Clear Payoff: Graduates with AI training report significant career benefits, including greater job stability, higher salaries, and faster promotions.

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AI in the Classroom: Navigating the Tensions Between Potential and Preparedness

Part 1: The New Digital Disruption

Artificial intelligence is no longer a far-off concept from science fiction; it's a daily reality embedded in how we work, communicate, and learn. In the world of education, this transformation has been particularly swift and disruptive. The conversation around AI often swings between two extremes: a utopian vision where AI solves every educational challenge, or a dystopian one where it signals the end of academic integrity and critical thinking. However, as a recent Cengage Group report from June 2025 reveals, the reality on the ground is far more nuanced, filled with a complex mix of eagerness, anxiety, potential, and unpreparedness.

Ex-Google Recruiter Explains: Why Nobody Hires Older Workers (And How to Fix It) - YouTube

Summary

This Youtube video (https://bit.ly/overqualifieddralbert) addresses the pervasive issue of age bias that workers over 40 frequently encounter during job searches, specifically focusing on the subtle yet damaging use of the term “overqualified” by hiring managers. It highlights how these biases stem from unspoken fears and misconceptions, such as concerns about salary, adaptability, and longevity in a role. 

The speaker emphasizes that these are assumptions reflecting the insecurities of hiring managers rather than the actual capabilities of experienced candidates. Instead of hiding their experience, candidates over 40 should strategically reframe their skills and knowledge as valuable assets that bring unique benefits to potential employers. 

This involves proactively addressing biases during interviews, shifting the narrative around being “overqualified” to demonstrate readiness and cost-effectiveness, and showcasing adaptability by staying current with industry trends and technologies. The video offers practical examples of how to respond to common biased questions and suggests expanding job search strategies beyond traditional job boards by leveraging LinkedIn for genuine networking. 

Ultimately, the video empowers experienced professionals to take control of the interview narrative, positioning their experience as a solution rather than a liability, and encourages ongoing learning and strategic communication to overcome age discrimination in hiring.

Highlights

• 🔑 The word “overqualified” is often a disguised form of age bias used against workers over 40.
• 🤔 Hiring managers’ concerns about older candidates often reflect their own insecurities, not the candidate’s skills.
• 🎯 Reframing extensive experience as a unique strength can turn perceived liabilities into advantages.
• 💡 Proactively addressing biases in interviews builds confidence and shifts employer perceptions.
• 🚀 Highlighting adaptability and continuous learning disproves myths about older candidates being out of touch.
• 🌐 Leveraging LinkedIn for authentic networking can uncover hidden job opportunities beyond job boards.
• 🛠️ Strategic preparation and clear communication empower experienced candidates to control the interview narrative.
  
  

Key Insights

• 🔍 Age bias is often subtle and hidden behind coded language: Statements like “this is a fast-paced environment” or questions about how long a candidate plans to stay are often disguised forms of discrimination. These phrases are designed to question the suitability of older candidates without overtly stating age as a factor, making it harder for job seekers to identify and confront these biases. Recognizing this hidden language is the first step toward overcoming it.

• 🤝 Hiring managers’ fears are rooted in insecurity, not reality: Many hiring managers, especially younger ones, feel threatened by candidates with more experience, fearing challenges to their authority, higher salary demands, or short tenure. Understanding that these biases originate from managerial insecurity rather than candidate shortcomings helps experienced professionals depersonalize rejection and approach interviews strategically.

• 📄 Tailoring resumes to emphasize relevant experience is crucial: Instead of erasing or hiding older work history, candidates should curate their resumes to highlight the most recent 10-15 years of relevant experience that aligns with the job they’re applying for. This approach prevents the perception of being “stuck in the past” and ensures that hiring managers see value in the candidate’s current capabilities rather than outdated roles.

• 🎤 Proactively addressing potential biases during interviews changes the narrative: Asking open-ended questions like “Is there any area where I could elaborate on how I could approach this role?” invites hiring managers to voice concerns, which candidates can then reframe positively. This technique not only positions the candidate as confident and prepared but also steers the conversation toward demonstrating concrete results and adaptability.

• ⚡ Reframing “overqualified” as a strategic advantage creates strong value propositions: Experienced candidates can turn this negative label into a selling point by emphasizing their ability to onboard quickly, mentor others, and drive efficiency. Providing specific examples of past successes—such as reducing onboarding time or improving team performance—transforms perceived overqualification into a business asset, highlighting readiness to deliver immediate impact.

• 📈 Demonstrating continuous learning breaks stereotypes of obsolescence: Older candidates are often unfairly stereotyped as resistant to change or unfamiliar with new technologies. Showcasing recent certifications, technology mastery, and awareness of current industry trends not only disproves this stereotype but also positions the candidate as forward-thinking and adaptable, qualities highly prized by employers.

• 🌱 Building genuine professional relationships via LinkedIn is a powerful, underutilized job search strategy: Networking through thoughtful engagement, personalized connection requests, and sharing insights helps build trust over time, often leading to opportunities that are never posted publicly. This approach shifts job searching from passive application submission to active relationship building, which is especially beneficial for experienced professionals who may face barriers on traditional job boards.

• 🎯 Preparation and strategic communication empower candidates over 40 to control the interview dynamic: Instead of passively responding to questions, candidates should guide conversations by positioning their experience as a solution to the employer’s challenges. This requires anticipating biases, preparing targeted responses, and confidently emphasizing how their expertise leads to measurable business outcomes, thereby turning potential objections into reasons to hire.

• 💪 Experience is the candidate’s greatest asset, not a liability: Many hiring managers underestimate the value of seasoned professionals until that value is explicitly demonstrated. By combining years of practical knowledge with a strategic approach to interviews and networking, experienced candidates can differentiate themselves from younger applicants and become indispensable to organizations.

• 🌟 Long-term commitment and cultural fit concerns can be addressed through storytelling: When interviewers question a candidate’s longevity or adaptability, sharing examples of mentoring, team development, and successful integration into diverse work environments reassures hiring managers that the candidate is invested in the company’s future and can thrive within its culture.

• 📊 Quantifying accomplishments strengthens credibility and impact: Using data-driven examples, such as percentage improvements in efficiency or reductions in ramp-up time, helps translate experience into tangible value for employers. This technique effectively counters vague concerns about overqualification by spotlighting real outcomes rather than abstract notions of “too much experience.”
  
  

Conclusion

The video provides a comprehensive strategy for overcoming age bias in the hiring process by reframing the narrative around experience. It urges professionals over 40 to confront subtle forms of discrimination with confidence, preparation, and proactive communication. By highlighting relevant achievements, demonstrating adaptability, and leveraging networking tools like LinkedIn, experienced candidates can transform perceived weaknesses into compelling strengths. Ultimately, the message is clear: age and experience are not barriers but powerful advantages when positioned correctly, enabling seasoned professionals to secure roles that truly align with their skills and aspirations.

(Based on the video transcript and reworked using Gemini Pro Preview model, with my prompts)

ChatGPT in the Classroom: Promising Performance, Moderate Perceptions, and a Need for Caution

Summary of Key Points

• 📊 The Study: A meta-analysis of 51 experimental studies on ChatGPT's impact in education, published between late 2022 and early 2025.
• 📈 Learning Performance: The analysis found a large positive effect (Hedges’s g = 0.867) of ChatGPT on student learning performance. This effect was strongest in skills-based courses, in problem-based learning models, and when used for a duration of 4–8 weeks. [1][2] (Hedges' g is a statistical measure used to quantify the effect size, specifically the standardized mean difference between two groups.)
• 🤔 Learning Perception & Higher-Order Thinking: The study reported moderately positive effects on both students' perception of learning (g = 0.456) and their development of higher-order thinking (g = 0.457). [1][2]
• 🔬 Important Caveats: The authors explicitly state that the sample sizes for the perception and higher-order thinking analyses were small (19 and 9 studies, respectively), which calls for a cautious interpretation of these specific findings. [2]
• 🧑‍🏫 Context Matters: The effectiveness of the tool is not uniform. It changes based on the course type, the teaching model, the duration of use, and the role assigned to the AI (e.g., tutor vs. partner). [1][2]

A Cautious Look at the Evidence on ChatGPT in Education

As educators and researchers, we are positioned directly on the front lines of a rapid technological shift. The integration of generative AI, specifically tools like ChatGPT, into our classrooms is no longer a future hypothetical; it is a present reality. The debate surrounding its utility, however, is often polarized, oscillating between utopian promises of personalized learning and dystopian fears of cognitive decline. Anecdotes abound, but robust evidence has been harder to come by.

Beyond the Hype: A Strategic Guide to Using AI in Academic Work and Education

 Summary of Key Points

• 🤔 Which AI to Use?: For serious work, the choice is simple: Anthropic's Claude, Google's Gemini, or OpenAI's ChatGPT. Other tools are specialized or less developed.
• 💰 Free vs. Paid: To access the most capable models required for high-stakes work, a paid subscription (around $20/month) is necessary. Free versions are essentially demos.
• 🚗 System vs. Model: It is crucial to understand the difference between the overall system (e.g., ChatGPT) and the models it offers (e.g., a fast model like GPT-4o vs. a powerful one like o3). Always manually select the powerful model for important tasks.
• 🔬 Deep Research: This feature, which integrates web searching to produce cited reports, is a key capability for professionals. It is more accurate and useful for tasks like creating guides, summaries, or getting a second opinion.
• 🗣️ Voice Mode's Real Power: Beyond conversational chat, the "killer feature" of voice mode in Gemini and ChatGPT is its ability to use your phone's camera, allowing the AI to "see" and comment on your environment in real-time.
• 🖼️ Generation Capabilities: ChatGPT and Gemini can create images. All three systems can generate documents, code, and even simple interactive tools if prompted correctly (using the "Canvas" option in Gemini/ChatGPT).
• ✍️ Modern Prompting: Complex prompt engineering is less important now. The key is to provide clear context (uploading files is effective) and specific instructions. Treat it as an interactive, two-way conversation.
• ⚠️ Troubleshooting & Scepticism: Hallucinations still occur, especially without web searches or when using faster models. It is vital to verify information and remember the AI is a tool, not an oracle. Check the "show thinking" trace to understand its process.

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Introduction

The rapid evolution of generative AI presents both opportunities and significant confusion for those of us in academia. Every few months, a new model or feature is announced, making it difficult to determine which tools are genuinely useful for teaching and research versus which are merely technological novelties. The discourse is often dominated by abstract fears or uncritical enthusiasm. A more grounded approach is necessary.

Ethan Mollick's recent guide, "Using AI Right Now," offers a refreshingly direct framework for navigating this environment. His analysis moves past the general discussion of "AI" to focus on the practical choices and skills required for effective use. This post will break down Mollick's key insights and translate them into a strategic plan for academics. We will move from selecting the right system to mastering its core functions and, finally, to adopting a productive and critical mindset for AI-assisted academic work. The goal is not to simply use AI, but to integrate it thoughtfully as a capable, if fallible, colleague.

Forget the AI Hype: Two Lessons on What Drives Technology Adoption

Introduction

When a new technology like Artificial Intelligence or rather the Large Language Models like ChatGPT, Claude or Gemini enters our work and lives, our attention is often misdirected. We see a familiar pattern: on one side, there is hype and optimism about solving all our problems; on the other, there is anxiety about control and obsolescence. A third group quickly emerges: self-styled experts who profit from this confusion by selling courses on the technical specifications of the new tools, without telling people why and how they should use the new technology.

This is happening now with AI, just as it did with the personal computer. However, the history of technology adoption teaches a clear lesson. The primary obstacles to implementation are not technical; they are psychological and institutional. Success does not come from understanding the machine itself, but from creating an environment where it becomes genuinely useful. Below I describe the two main barriers to technology adoption, and neither is technical.