This article by Marcus P. Zillman includes links to a range of guides for current and future drone pilots interested in photography, medicine, civil security, real estate, and e-commerce, and also includes product reviews and buying guides.
When organizations ask people to change how they work, they’re not just asking them to learn new procedures. They’re asking them to grieve what made them valuable, release what gave them pride, and trust that something on the other side of that loss will be worth it. Kevin Novak describes how oganizations pour billions into change management while ignoring the psychological truth underneath: regardless of the situation, when confronted with organizational change, humans go through the same grief cycle first identified by Elisabeth Kübler-Ross. Her book, On Death and Dying, published in 1969, introduced the concept of the Five Stages of Grief. Those five stages are denial, anger, bargaining, depression, and acceptance. Her intent wasn’t an application to organizational change or transformation, or even a recognition of how we all go through stages when confronted with any personal or professional change. However, Novak states that ongoing research and his company’s study of the human factor, demonstrate her model’s applicability. Understanding these stages can help inform individuals facing change as much as for how leaders approach transformation.
Tanya Thomas, Research and Instructional Technology Librarian, raises the argument that we are training a generation of lawyers who rarely engage with the raw materials of their profession, and are increasingly consuming only the processed, pre-digested, AI-synthesized versions. Students are suffering from what we might call source blindness, the inability to distinguish between fundamentally different types of sources, compounded by source erasure, where sources disappear behind AI-generated summaries.