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By Dr. Ely Weinschneider, Psy.D., Psychologist and Relationship Expert.

https://thriveglobal.com/stories/why-you-should-accept-the-situation-you-are-in-with-dr-ely-weinschneider-nicholas-wyman/

As a part of my series about the things we can do to remain hopeful and support each other during anxious times, I had the pleasure of interviewing Nicholas Wyman a workforce development and skills expert, author, speaker, and CEO of the Institute for Workplace Skills and Innovation. Wyman is a leader in developing skills-building, mentorship and apprenticeship programs that close the gap between education and careers around the world. He is a regular contributor to Forbes and Quartz, and was named LinkedIn’s #1 Education Writer of the Year. His award-winning book, Job U, is a practical guide to finding wealth and success by developing the skills companies actually need.

Thank you so much for doing this with us! Our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?

My journey started in high school in Australia, where I grew up. What I didn’t know at the time was I wasn’t doing well academically because I learn best by doing. I didn’t get much support from my school. In fact, the school discouraged me from completing my final year because they were worried their overall grades would take a slump! Part of the problem was that I wasn’t good at sitting still and memorizing. But I was good at hands-on work. I used to cook with my grandmother, and really loved that concrete learning — chopping, combining, cooking, tasting, adjusting spices and ingredients. I channeled that passion for cooking into a position as an apprentice chef. It was challenging, but I stuck at it and ended up as national apprentice of the year. After that I captained a gold-medal winning culinary youth team in Germany, which led me to a job as a fish chef at a Michelin-starred hotel in London. Later, I supervised apprentices, which led to a management role in corporate human resources.

By age 40, I was ready for university and got a Master’s in Business Administration, with additional study at Harvard and the Kennedy School of Government. When I finished my studies I started thinking about how I could help others who’d been discouraged in school achieve success. I created two non-profit organizations in Australia specifically to help young people who aren’t academically inclined get the skills they need for work, and then find apprenticeship positions with local employers.

Next, I set up an international consultancy in America, the Institute for Workplace Skills & Innovation, to help companies and governments expand the range of skills-based careers. The insights I gained from my work in Australia and the U.S. led me to write my 2015 book: Job U: How to find wealth and success by developing the skills companies truly need.

I now specialize in the skills gap and future workforce issues. The series of steps that led me from high school under-performer to international expert in career and technical education was utterly unpredictable but at the same time entirely logical. I built on my own interests and skills and leveraged doing what I loved. I never stopped learning. Because I did it, I know others can do it, and therefore I feel so strongly about helping others get the skills they need to find great jobs. It keeps me raring to go every day.

Is there a particular book that made a significant impact on you? Can you share a story or explain why it resonated with you so much?

I had an opportunity to spend time with Clayton Christensen and attend some of his classes. One of his books stuck with me — Disrupting Class: How Disruptive Innovation Will Change the Way the World Learns.

I know there’s no shortage of books that talk about the challenges in education, but this book focuses on individual students — what individuals need in the classroom and how we can transform classrooms, transform entire schools, to make sure students get what they need.

He argues for an end to the monolithic classroom where teachers present the same content in the same way to a large group of students. What’s needed instead is a custom curriculum molded to the student, and Christensen thinks we have the technology to do this. In fact, since this book came out in 2008, we’ve greatly improved hardware, software and communications technology, so there’s even more of a possibility to create a truly student-centered school experience. If they had something like this when I was in high school, I could have been learning math, science, history and languages through a specialized cooking curriculum.

It might seem overly ambitious to consider the needs of every student. But to me education is about changing the lives of each young person for the better. When I think about what we’re trying to do, I remember the old story about the child who was walking with her father along the beach as the tide rolled out, stranding thousands of starfish. Seeing one at her feet, she picked it up and tossed it back into the surf. ‘Don’t waste your time,’ said her father. ‘There are thousands of stranded starfish on the beach. Saving one doesn’t matter.’ ‘It matters to that one,’ she replied.

Many people have become anxious from the dramatic jolts of the news cycle. The fears related to the coronavirus pandemic have heightened a sense of uncertainty, fear, and loneliness. From your perspective can you help our readers to see the “Light at the End of the Tunnel”? Can you share your “5 Reasons To Be Hopeful During this Corona Crisis”? If you can, please share a story or example for each.

From your experience or research what are five steps that each of us can take to effectively offer support to those around us who are feeling anxious? Can you explain?

• Consume less — of everything. What can and can’t you manage financially? What subscriptions and services can you let go. What products can you also do without.
• Spend time to nurture your own wellbeing and mental health.
• Just accept the situation you (and we all) are in. That that the global economy is undergoing huge shifts that may result in stronger and more self-sufficient local, regional and national economies
• Communication is key. Make and refresh connections with people and companies.
• Consider some reflection about your problems and seek out those that you couldn’t resolve before the crisis.

What are the best resources you would suggest to a person who is feeling anxious?

I think there’s one thing we can do, and encourage others to do, that will help reduce anxiety around this crisis. And that’s take some time to stop, to settle yourselves, breathe and reflect. Research shows that even the busiest person has at least 20 minutes a day to engage in reflection. Stop all activity, calm yourself, breathe — this will help.

Of course a little assistance in this endeavor can be very useful, as some people really don’t know how to stop. I’ve got a friend who’s a local fire chief — a job that includes dealing with wildfires and is extremely stressful. He recommended Andrew Johnson’s online recordings to me — MP3s you can listen to online or download. These are guided meditations that help you bring down your own stress levels and develop strategies for staying calm when you get back into your busy day. I’m listening to the recordings myself and finding them very helpful.

Right now you can listen to eight of his most popular meditations for free, and during the coronavirus crisis he’s made numerous other recordings available at a sharp discount. There are some meditations specifically for children as well, which is a great way to introduce children to habits that will help them their entire lives.

I think developing this capacity — the capacity for self-calming — will bring great benefits during and after the current crisis.

Can you please give us your favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life?

“There’s more than one way to cook an egg” — as a former chef it appeals to me! And yes, there is a story behind it.

When I was a chef’s apprentice, I learned how to make chicken soup under the watchful tutelage of an European chef. This simple stock was used as a base for many of the hotel’s famous signature dishes and she showed me how to make it step by step. Eager to show off my new skills, I rushed home that night and made the stock for my parents. By this time, my father was coming to terms with my career choice and was happy to sample the fruits of my labors. True to his European heritage, he put some semolina dumplings and a few carrots in the stock and declared it delicious. Clearly, I’d mastered chicken stock.

A few days later, another chef in a different part of the hotel offered me the opportunity to showcase my new skill. ‘Mr Wyman, make some chicken stock!’ he ordered. ‘Yes, Chef,’ I dutifully replied, and followed the recipe exactly as I’d been taught. So, I was shocked when he was less than pleased with the result.

‘That’s not how you make chicken stock!’ he exclaimed. What had gone wrong? The hotel’s executive chef, pulled me aside. ‘Nicklaus,’ he said in his Germanic accent, ‘when this chef is in charge make it her way and when that chef is in charge make it his way. He said “When I am in charge make it my way. When you are in charge one day, make it your way.”

That’s when I realized there’s more than one ‘right’ way to make chicken stock.

Of course, this story isn’t really about chicken stock. It’s about getting where you want to go, on your own path. There’s plenty of career advice out there. I can’t tell you what’s right for you. Take in as much information and guidance as you can, but ultimately only you can make the decision about what job or career will be the right fit.

The possibilities for your future are virtually limitless and there are many ways to get there. Whatever path you take, I hope it’s one that leads you to the unparalleled sense of meaning and satisfaction that comes from skilled work.

If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. ?

I think what we might get from our reaction to this virus, and our recovery from it, is a greater sense of community. Businesses should think very hard right now about how to contribute to their communities — repurposing their facilities for storage or care; managing volunteer efforts to help the most vulnerable; or donating goods, services and money to assist in the community effort — whatever they can manage. A reorientation toward the local, toward the customer, people who are ultimately your friends and neighbors, can really contribute to the health of the community and the health of the business.

What is the best way our readers can follow you online?
LinkedIn and Twitter
https://www.linkedin.com/in/nicholasmwyman/
https://twitter.com/nicholas_wyman

Published on June 9, 2020

Posted by Nicholas Wyman.

You’ve heard of digital-tech disrupters having weekly, or even daily, business plans? That sounds like a good fit for business in the United States these days, with the alarming increase in coronavirus cases. Wouldn’t a crystal ball be handy now to help business leaders pivot as nimbly as needed?

Chances are, we won’t snap back to normalcy as we knew it before COVID-19. Are you even a teensy bit hopeful about what will emerge?

You might be if you’d checked out the #BuildforCOVID19 Global Online Hackathon which finished a couple of weeks ago. WHO, Microsoft, Slack, Facebook, Salesforce and Twitter were among the big names backing this call for developers to create software solutions to help address the crisis. Almost 90 projects were ‘winners’ – it’s a space to watch to see which ones enter the market.

Hope will only get you so far. Inaction isn’t an option. Businesses and employees across the globe are making difficult decisions and pivoting. It’s what we do to succeed.

In the aptly titled book of the times, Upstream: The Quest to Solve Problems Before They Happen, Dan Heath, a fellow at Duke University’s CASE Center, talks about what’s crucial to navigate an uncertain future.

“We can’t foresee everything; we will inevitably be mistaken about some of the consequences of our work. And if we aren’t collecting feedback, we won’t know how we’re wrong and we won’t have the ability to change course,” he writes.

Accept you won’t accurately foresee all aspects of the future. Marshal yourself in there with a solid plan that’s got built-in feedback mechanisms and keep checking in.

My challenge to you is to be direct and honest about what your business can achieve. Look to innovate, work out your metrics to monitor regularly and keep your eye on the long-term.

Many organizations have expanded into telecommuting and remote working (many for the first time). IT networks and tools such as Zoom and Slack underpin this foray. Consider how your company’s work processes and systems are flowing into this new distributed business model.

Sales and tech fields have been the exemplars of smooth transition, but other sectors can take their heed to innovate. In health care, we’re seeing telehealth platforms including Plushcare really showing their mettle. Healthcare workers can use them for contactless visits from their centers. Meanwhile, mental health counselors are tapping into platforms such as Betterhelp to pick up online where they left off with their clients.

You can expect that business travel, conferences and in-person staff meetings will be history, at least in the short-to-medium term.

If you haven’t done so already, check out how online platforms and telecommuting can boost communications and engagement for your business. Use them to replace face-to-face training or ramp it up with a learning management system. There are 700+ out there in the market. Elearning, mobile learning, virtual and augmented reality training are useful alternatives to in-person training if your budget allows.

Why is training to important, particularly if you think your business planning should have a short-term focus? This is the key: nest your nimble short-term plan in a longer-range one that covers workforce development and employee retention. That’s critical.

Many businesses want to keep staff on, but have fewer customers or have been forced to close so they have little cash to cover wages. Mothballing your business or just shutting it full stop rather than going bankrupt might sound like a solid option.

But there is help out there for businesses to avoid mass layoffs and keep workers on their payrolls – this is the best insurance for sustainability. Think of it as keeping your business humming so it’s ready to upscale when treatment or a vaccine are in place. You’ll be on the front foot.

Check out the array of resources on the US Small Business Administration website. It offers guidance, loan resources and local assistance for the COVID-19 situation. See what other companies are doing across the globe, according to the World Economic Forum, too.

However, if you do need to close your business or reduce operating hours and if the work can’t be done remotely, there are options. During the downtime, consider incentivizing staff to take part in online education and to upskill. If they can foster and finesse their skills during this time, it’s a powerful tool to engage and retain them as well as lift morale.

Online learning aims to be actionable – it’s practical and focused on skills. Your staff can tackle online courses to reboot, boost or enhance their skill set – cheaply, easily, from anywhere and anytime. And they aren’t just hobby courses.

For instance, Khan Academy offers free math, science and engineering, computing, economics, finance courses as well as a variety of test prep. Also check out other free offerings such as Udacity, Skillshare, Google, Udemy and Memrise. There are also massive open online courses (MOOCs) including the highest-profile EdX from many of the globe’s most prestigious universities. Check out if the course certificates could give your staff microcredentials recognised by the marketplace credential engine.

When you take the long-range view, COVID-19 could mean workforce expansion opportunities. Local and regional communities will be invigorated to work together perhaps in ways that are more self-sufficient. Closed borders means globalized trade will dip. You might not think it, but there will be a greater need for more modern apprenticeship programs. A survey of 900 US employers found most of them said registered apprenticeships produced net economic gains and 87% would recommend them strongly. Apprenticeships are actually a superb fit for roles in health, human services, high-tech manufacturing, even cybersecurity. Expect governments across the world to recalibrate the role and scope of government services. 

The immense problems COVID-19 is causing need solutions from businesses offering technology and data-driven products, as well as services in supply chain logistics, cloud IT, automation, etc. Companies will want to develop operating processes and systems to withstand future disasters, not just pandemics.

Embracing apprenticeships means employers will be a step ahead in working towards future-proofing themselves and the country. Consider giving young people a chance as apprentices in these challenging times.

The modern apprenticeship has proven effective for upskilling workforces. It makes sense to begin investing now in your talent pipeline to prepare for economic recovery.

For companies with apprentices, the message is clear: have the courage to stand firm. Do extra training. You’ll find yourself well poised to respond when the economy improves. Keep your eyes on the road ahead. We’re undergoing an economic transformation which will demand revamped, adapted, or new skills.

Each business is unique, so you’ll need to customize how you’ll adapt. The eyes of workers will be on the C-suite leadership. Savvy senior management teams will listen to all staff about making remote work sustainable while fostering unity and a sense of purpose. Honesty, flexibility, and understanding are how we’ll get through this. Business leaders who take a long-term view of current crisis can see the opportunity to create a more robust and better-prepared workforce for when the economy returns to normal.

Let’s see where this will take us. How will your company tap into workers as a community of learners to ensure resilient and sustainable operations?

By Nicholas Wyman.

Much of America’s production has halted, unemployment queues are growing and many businesses are terminal. Thanks to the COVID-19 crisis, our country is hemorrhaging on many fronts, from output to revenue and wages. It’s a new world order.

Unemployment insurance and business loans are necessary, but in the bigger picture, they’re palliative care. They have no effect on shrinking production of goods and services. For businesses and workers who can’t work remotely, it looks like flatlining territory — or is it?

The remedy, despite the crisis, is that now is an ideal time to invest in skills. America has a serious skills shortage due to insufficient worker training over many years, and there’s a severe mismatch between what workers can do and the job descriptions companies are offering. There aren’t enough qualified workers for job vacancies in occupations like information technology (IT), advanced manufacturing, logistics and parts of health care.

At the heart of the problem is many workers have poor literacy and numeracy levels, as the latest data shows, which is a significant hurdle to their ability to be productive and earn a decent wage. For instance, more than a quarter of jobless people can’t use common decimals and fractions well enough to perform calculations. In addition, more than seven in 10 service sector workers have low numeracy skills — in a sector experiencing harrowing job losses.

The current shutdown is an opportunity to lift literacy and numeracy skills by encouraging workers to take part in continuous learning, benefitting them and the country in the medium to long term. To do so, the U.S. government could spend some of its new economic stimulus funds on such a program. Effectively, it would boost human capital to make workers more productive. The remedy, despite the crisis, is that now is an ideal time to invest in skills. 

What are the priority skills this country needs to subsidize, and how can America ensure the greenback investment will improve skills and competencies?

Worker Incentives

This upskilling initiative could happen in a number of ways. The first is a pledge to support training in basic math, reading and language. This funding would take the form of incentive payments to workers who are on unemployment insurance or unemployment assistance to use to enhance their skills. The investment would also support access to the eLearning tools, educational videos and mentoring needed.

These worker incentives would be performance-based and aimed at replacing a more significant portion of lost earnings than the 50% level unemployment insurance (UI) often provides. State agencies that administer UI would ask recipients to take part in a math, reading, digital skills or language learning program. The incentive? Workers would receive a 30% to 35% bonus on top of their weekly payments, which would be paid every two weeks or every month as long as they demonstrate active participation and progress.

State and/or local education providers would also receive federal funding to kick-start online programs to improve reading and math skills. These programs might pivot off existing free online resources and learning videos. Meanwhile, well-educated unemployed people could be trained as mentors under a similar bonus incentive program.

Virtual Apprenticeships

Another option is to fund virtual apprenticeships and other in-demand occupational skills. Businesses are continuing to hire qualified workers even in today’s shriveling economy. Think of the need for workers in many health care fields; this shortage will only grow. Virtual apprenticeships, which would attract government funding, could help, with jobless UI recipients and low-wage workers filling the roles. Government funding would support intermediaries and/or employer sponsors to set up online learning programs.

Virtual apprenticeships have proven their worth in medical coding, medical transcription, pharmacy technician, cyber technician, software development, insurance sales brokers and many other occupations. Competency-based occupational frameworks could guide program design, and they already exist for several of these fields. They’re also useful to assess whether (and to what extent) participants develop the right skills.

A current urgent need is to train health care workers to operate and monitor ventilators. Meeting this need would help hospitals improve their capacity to care for infected and ill patients, but hospitals couldn’t do that supervision and training now. Ideally, other health facilities would gain funding to train apprentices.

Consider, too, that employers keen to commit to rehiring workers post-crisis would receive help for supporting unemployed workers in learning digital and maintenance skills. That support would skyrocket their value in advanced manufacturing as well as other industries.

No one can be sure how America will recover after the danger of COVID-19 passes, but we do know that skills in numeracy, literacy, manufacturing and health care will always be valued and needed. These two initiatives would pivot off existing approaches to create a way forward.

The current shutdown is an opportunity to lift skills by encouraging workers to take part in continuous learning.

Article by Robert I. Lerman.

Efforts to limit the spread of COVID-19 have shut down much of American production, led to massive layoffs and reduced hiring, and endangered many American businesses. The scale of the lost output, revenues, and wages is unprecedented.

Replacing workers’ lost incomes through unemployment insurance (UI) and offering concessionary loans to businesses suffering extraordinary revenue losses are needed but have little impact on the declining production of goods and services.

They’re a stopgap, not the solution.

What can be done, especially for businesses and workers not lucky enough to generate production, sales, and incomes through remote operations?

It might sound counterintuitive, but now—during the COVID-19 crisis—is the best time for investing in skills.

We could reverse years of underinvestment

America hasn’t been training enough workers for a long time. The result has been a serious mismatch between job requirements and worker capabilities. Too few workers qualify for the jobs available in information technology, advanced manufacturing, logistics, and certain health fields.

Part of the problem is that many workers lack the basic math and reading skills necessary to increase productivity and earn good wages. The latest data document low and stagnant levels of literacy, numeracy, and digital problem-solving; 27 percent of employed workers were unable to solve a problem with common decimals and fractions. In the service sector, where job losses are enormous, 74 percent of employees have low numeracy skills.

We can make a dent in these long-term problems by investing in skills during today’s shutdown. Because they can’t go to work, many workers have the time to become active learners; training will not displace other production.

Using dollars from the new economic stimulus, the US government could support a program to upgrade the skills of American workers, especially those experiencing sudden unemployment. At a time when production of goods and services is dropping off dramatically, the program would increase the supply of human capital.

What would it take?

What kinds of skill development should be subsidized? How can we ensure government funds genuinely enhance skills and competencies?

1. Financial support to increase generic skills in math, reading, and language

Workers receiving UI or unemployment assistance would qualify for incentive payments to increase their generic skills and for funding to help them access necessary e-learning tools, educational videos, and mentoring. The financial incentives to workers would be performance based and aim to replace a higher share of lost earnings than the 50 percent level often provided by UI.

State agencies administering UI would invite recipients to participate in a learning program (in math, reading, digital skills, or language) in return for a supplement to their weekly payments. State and local education agencies would receive federal funding to mount online programs to raise reading and math skills.

Existing resources include many free online tools and videos from organizations such as Khan Academy, Alison, Mooc.org, Smartly, Mobi, Adobe Education Exchange, Udemy, and Grow with Google.

UI recipients receiving a 50 percent replacement rate could top up their payments to 80–85 percent of prior earnings. The relevant agency would pay the supplements monthly or biweekly so long as recipients demonstrate active participation and progress toward goals. Well-educated unemployed people would be invited to learn mentoring skills and subsequently receive payments to help workers increase their generic skills.

2. Funding for virtual apprenticeships and other in-demand occupational skills

Even in today’s shrinking economy, some employers need and are willing to hire qualified workers. Qualified workers in many health fields are in short supply, or soon will be as health systems become overwhelmed with an influx of COVID-19 patients.

The government could fund virtual apprenticeships to deliver competent workers. UI recipients, others not working, and low-wage workers could apply to participate. Federal grants from the Office of Apprenticeship would go to intermediaries and employer sponsors to mount online learning.

Virtual apprenticeships show promise for several occupations, including medical coding, medical transcription, pharmacy techs, cyber technicians, software development, and even insurance sales brokers. Competency-based occupational frameworks to ease program design and judge how well participants attain necessary skills are already available for several of these fields.

During the pandemic, training more health workers to operate and monitor ventilators would ensure hospitals have the capacity to care for infected patients. However, hospitals too taxed to take on the training could be assisted by having the government fund other health facilities that have adequate supply to train apprentices to learn the necessary skills.

When the crisis has passed, employers willing to commit to rehiring workers would receive aid for helping unemployed workers learn digital and maintenance skills that enhance their value in advanced manufacturing and other industries.  

These two initiatives can harness existing approaches to bridge the gap between now and our uncertain future. As our founding father, Benjamin Franklin, reputedly said, “by failing to prepare, you are preparing to fail.” We can start building America’s future now.

Article written by Esther Shein.

Report: Reskilling through modern apprenticeships remains important, despite the coronavirus, and companies could be making a costly mistake if they don’t prepare for when the economy returns to normal.

Globalization, economic reforms, and technological change are transforming the workplace and the types of jobs that will be offered in the future. Astute employers realize it’s critical to have access to a well-positioned pipeline of workers with 21st-century skills, according to a newly released report from the Institute for Workplace Skills and Innovation.

This remains important during the COVID-19 pandemic, stressed IWSI CEO Nicholas Wyman.

“It’s very important [for] employers to take a long-range view to workforce development,” Wyman said. “Many employers want to maintain their workforces, however, are facing the reality of slowing or in some cases of forced closures with little or no revenue to pay their workers. This may see many companies forced to downsize. This could be a costly mistake.”

Modern apprenticeships can effectively re-skill workers 

The IWSI report said employers should think about a “modern apprenticeship,” to reskill America. A modern apprenticeship is an “enlightened 21st-century career pathway—a blend of classroom learning and work-based training aimed at preparing individuals of any age to meet sophisticated talent needs.”

The key to America’s economic success in the years to come will be a workforce that is agile and continuously evolving, the report said.

Wyman said the institute is urging employers to consider the importance of investing in America’s future “by continuing to give young people a go as apprentices through these challenging times.”

A modern apprenticeship is a work-based training program aimed at preparing people of any age to meet sophisticated talent needs, the report said. Such apprenticeships are available in a broad range of 21st-century industries and occupations from cybersecurity, healthcare, and data analytics to hospitality management, green sciences, engineering, and advanced manufacturing.

Key components of a modern apprenticeship, according to the report, are:

• Customized, supervised, and paid on-the-job training at reduced or no cost
• Wages graduated in step with skills gained during training
• Related classroom instruction (on or off site) to reinforce technical skills learned in the workplace
• Formalized mentoring and coaching
• Nationally recognized industry credentials or specialized technical certification earned for demonstrating the achievement of workplace competencies
• Optional college credit leading to an associate or bachelor’s degree at little to no additional expense

Modern apprenticeship programs vary in length, depending on the employer and industry, according to the report. Detailed work-based training components are determined by the employer or industry sponsors, and apprentices advance based on achieved competencies, the report said.

Think about the big picture

Wyman’s advice to employers is that “the coming weeks and months could be the best window of opportunity this decade to bring in talented people through apprenticeship programs who can be skilled up and ready when the economy turns around.”

It is important to consider the workforce expansion opportunities that will come from COVID-19, which will lead to a need for more modern apprenticeship programs, Wyman added. For example, there is likely to be an increase in health and human services employment, “and we can expect governments worldwide to reorient their thinking about the role and scope of government services,” he said. 

The coronavirus will also create more opportunities for businesses providing technology and data-driven products and services in areas like supply chain logistics, cloud IT and  automation, as businesses seek to develop operating processes and systems that can withstand any future COVID-19-like shocks, Wyman said.  

“For companies with apprentices the message is clear: Stand firm. Use this opportunity for additional training.” 

Also see

• The latest cancellations: How the coronavirus is disrupting tech conferences worldwide  (TechRepublic)
• The tech pro’s guide to video conferencing (TechRepublic download)
• Coronavirus domain names are the latest hacker trick (TechRepublic)
• Coronavirus: Critical IT policies and tools every business needs (TechRepublic Premium)
• As coronavirus spreads, here’s what’s been canceled or closed (CBS News)
• Coronavirus: Effective strategies and tools for remote work during a pandemic (ZDNet)
• How to track the coronavirus: Dashboard delivers real-time view of the deadly virus (ZDNet)
• Coronavirus and COVID-19: All your questions answered (CNET)
• Coronavirus: More must-read coverage (TechRepublic on Flipboard)