Education

I’ve written five New York Times bestsellers and read thousands of books. Along the way, I’ve learned a few things about how reading actually works. Here are four pieces of advice that will make you a better reader. First, torture your books. Crack the spine. Underline. Write in the margins. Books are not precious objects. They are tools for thinking. The more you engage, the more you remember. Second, become a quitter. If a book is not working for you, stop. It is not your responsibility to push through. It is the author’s responsibility to keep you engaged. A useful rule of thumb: 100 minus your age equals the number of pages you should give a book before walking away. Third, build a second brain. Keep your highlights and notes in one place. Notion, Google Docs, or whatever system you trust. Export your Kindle highlights. Capture your margin notes. Later, those ideas become reusable raw material. Fourth, become a T-shaped reader. Go deep in your field. But also read widely outside it. Psychology, art, history, poetry, even comics. Depth without breadth narrows you. Breadth without depth thins you. The goal is both. If you do these four things, you will not just read more. You will remember more. I share a few more tips in a recent I did: https://lnkd.in/gMpWSKd3

Atlassian has been fully distributed for almost five years. We don’t have all the answers, but we’ve learned a lot about how to keep teams thriving across time zones—and we’re applying those insights every day.  ➡️ Asynchronous work: Async tools are at the core of how we operate. Confluence is our virtual hub where we share stories, celebrate new hires, and collaborate effortlessly. We also use Loom to share videos and give feedback on our own time—avoiding those dreaded “this could have been an email” moments. In fact, we’ve saved nearly half a million meetings using Loom! ➡️ Designing workdays: We’ve learned to structure workdays for focus, collaboration, and meetings (only when absolutely necessary). Teams work across no more than two time zones, ensuring at least four hours of overlap to get things done together. ➡️ Intentional connection: Data shows that real connection happens when teams meet regularly—not sporadically in an office. We provide Intentional Togetherness Gatherings (ITGs), curated experiences, and focused in-person time to collaborate. ➡️ Adapting for different needs: It’s not one-size-fits-all. For example, new hires and grads often benefit from more frequent in-person meetups, so we make sure to offer opportunities for them to connect early on. https://lnkd.in/g2sSbe3v

This Teacher Changes 30 Lives Each Morning Here's Why This Works Every morning, a teacher greets her students one by one - not with rules, but with choice: A hug, A high-five, a nod, or quiet. A ritual so simple. Yet it tells 30 children: You are seen. You are safe. You belong. Here’s what this teaches us about leadership - and how to apply it at work: 1. Honor Autonomy (Self-Determination Theory) When people get to choose how they engage, they show up with more agency. Autonomy isn’t about letting go of structure - it’s about giving room to opt in. Try this: 🔷 Let people set their own work cadence - async, deep focus, or collaborative sprints 🔷 Ask: “What support looks best for you right now?” *** 2. Create Micro-Moments of Connection (Broaden-and-Build Theory) We don’t need hour-long one-on-ones to build trust. A genuine check-in. A name spoken with intention. That’s the glue. Try this: 🔷 Pause to celebrate effort, not just outcomes - a quick voice note, a public thank-you 🔷 Remember small details - a kid’s soccer game, a partner’s surgery - and follow up *** 3. Signal Safety in Small Ways (Polyvagal Theory) The nervous system responds before the intellect does. Safety is felt first. And safe leaders create brave spaces. Try this: 🔷 Ask: “Is now a good time?” before giving feedback or asking for decisions 🔷 Stay calm and present, especially when tensions rise - your tone sets the tone *** 4. Design for Anticipatory Joy (Affective Forecasting) The brain lights up for what’s coming next. The ritual at the door gave students a reason to show up smiling. Try this: 🔷 Drop a kind, unexpected message in the team chat - just because 🔷 Celebrate mundane milestones - 100 days in the role, 50th client call, 1st brave no *** 5. Anchor Culture in Meaningful Rituals (Harvard Research on Rituals) Rituals are memory-makers. They codify values in action - they say, this is who we are. Try this: 🔷 End each quarter with storytelling: what stretched us? what did we learn? 🔷 Welcome new hires not with logistics, but with a story of your team's "why" *** This teacher didn’t redesign the curriculum. She redesigned how people enter the day. You don’t need a big title to lead like that - Just the courage to meet people at the door. 💬 What’s one ritual you’ve seen shift the energy of a space - or want to create where you work? 🔁 Repost to inspire kind actions in the workplace. 🔔 Follow Bhavna Toor for more on conscious leadership.

Today, I want to share an incredible story that shows how the right kind of partnerships can be a game-changer in making a real difference. Vipla Foundation was set up by Mana’s mom in 1988, & ever since, Mana, Athiya, Ahan & I have remained closely involved in their mission of enriching the lives of underprivileged children & women. Their partners, Educo ONG are a global NGO with presence in 14 countries, they do some phenomenal work for the well-being & rights of children, especially the right to receive a quality education. This isn’t about endorsing Vipla or Educo, but rather about the magic that unfolds when the right kind of collaboration comes into play. Imagine this - two organisations with a shared vision of making a positive impact by ensuring every child in India has the opportunity to learn, grow & flourish. As partners since 2014, they’ve impacted the lives of over 500,000 beneficiaries through childhood care, education, inclusion & women empowerment through skilling. They’re transforming government schools, empowering teachers & bridging learning gaps through innovation & building communities that work with a sense of ownership in the education process. The kind of work that organisations like Vipla do, make them special. What gives their ambitions wings, are the right kind of partners. In that sense, Educo is just that. That’s the thing about forging new partnerships. If it’s done right, with the right people & at the right time, it can work like magic. If the fundamentals aren’t right, it’s not going get you what you want. Through my experiences, I’ve learned to look out for the following when I’m partnering with someone, Common purpose - When there’s a shared vision, sparks fly! It’s the only way to set the stage for extraordinary impact! Complementary expertise - Solo heroes may work in the films, not in real life. Find partners who can make up for your weaknesses & complement your strengths. Flexibility - Life always throws the odd bouncer at us. As partners, everyone needs to have the ability to adapt. Long-term commitment - Nothing good happens overnight. Vipla & Educo nurtured this partnership over a decade & their patience is paying off big time! Mutual empowerment - Just like your life partner, partners at work should be able to raise each other’s games. Partners thrive when there's mutual empowerment & trust. Measurable impact - Numbers don't lie! While you can enjoy working together with a shared vision, truth is the outcome should be measurable. In a world where collaboration is the new cool, I love giving the example of Vipla & Educo, who by working together have become architects of a brighter future! So, next time you're partnering with someone, tying up with an agency or a vendor, building a company or finding the right co-founder, remember to do it with the right people for the right reasons. #CollaborationForChange #SocialImpact #ChildRights #EducationMatters

Major update on our work: In the last few years, a flood of new research has altered the landscape of the debate around kids, smartphones, and social media. 1️⃣ First, there is now a lot more work revealing a wide range of direct harms caused by social media that extends beyond mental health (e.g., cyberbullying, sextortion, and exposure to algorithmically amplified content promoting suicide, eating-disorders, and self-harm). These direct harms are not correlations; they are harms reported by millions of young people each year. 2️⃣ Second, recent research — including experiments conducted by Meta itself — provides increasingly strong causal evidence linking heavy social media use to depression, anxiety, and other internalizing disorders. (We refer to these as indirect harms because they appear over time rather than right away). Together, these findings allow us to answer the product safety question clearly: 📣 No, social media is not safe for children and adolescents. The evidence is abundant, varied, and damning. We have gathered it and organized it in two related projects which we invite you to read, in this post: https://lnkd.in/eAvfH3aQ

Imagine being asked to bake a cake, but you’re not given all the ingredients. Or being handed a jigsaw puzzle with half the pieces missing. Frustrating, right? You’re set up to fail before you’ve even started. That’s exactly what it feels like for disabled people when the right accommodations are denied. Accommodations aren’t about giving someone an "advantage" or "special treatment." They’re about leveling the playing field so that everyone gets the chance to succeed. When a person with dyslexia gets extra time to read, or when someone with sensory processing issues has access to quiet spaces, it’s not a bonus—it’s the missing piece they need to thrive. Accommodations like extra time, clear instructions, or a quiet space aren’t “special treatment.” They’re the difference between drowning and swimming. They’re the tools needed to realize their potential, not their struggles. I’ve seen the power of a single adjustment. They’re what happens when we meet students where they are. Accommodations don’t just help the person who needs them—they ripple outward. A more inclusive classroom lifts every student. A more accessible workplace inspires better productivity for all. It’s not about doing "extra"; it’s about doing what’s right. So why is it so hard to hand over the missing pieces? Why do we keep expecting people to complete impossible puzzles and then blame them when they fall short? What’s one piece of the puzzle you think society keeps forgetting to provide? Let’s figure it out together. ID: Allowing a disabled person to struggle unnecessarily when all they need are reasonable accommodations and understanding is no different than asking someone to solve a puzzle without giving them all the pieces. #AXSChat #WeAreBillionStrong #a11y #Accessibility

An often overlooked aspect of diversity is socioeconomic diversity. This new paper studies socioeconomic diversity in academia. Key findings: 1️⃣People from poorer backgrounds have been significantly underrepresented for the last 70 years, particularly in humanities and elite universities. 2️⃣Poorer academics have similar average publication numbers to wealthier peers, but are more likely to have both very high and very low output. 3️⃣Poorer academics introduce more novel scientific concepts, but are less likely to receive recognition, as measured by citations, Nobel Prize nominations, and awards. Recent trends in academia (at least in my field) increase the financial barriers to entry in the profession and reduce socioeconomic diversity. When I graduated, the average time from undergrad to PhD was 5 years; now it's 6 with 7 not being uncommon. Many PhD candidates have pre-docs before a PhD; others have a masters and some have both. So, you might need to spend a decade as a student or research assistant before getting a faculty position, which some people can't afford (or may not have the contacts to get). In part, this is due to an arm's race created by the job market preferring candidates with ever-longer CVs. While universities individually and the profession collectively is taking action on gender and ethnic diversity, there is little action on socioeconomic diversity. https://lnkd.in/eWs29vmK

Ten years of NIRF data as analysed by KPMG India now offers a rare longitudinal view of how Indian higher educational institutions are performing. Keeping aside the integrity issues, this is indeed a positive trend for higher education. The next ten years can be transformative, if the government is willing to make some bold reforms in higher education. ▪️ Participation in NIRF grew from 2,426 institutions in 2016 to 7,692 in 2025. The college category alone expanded from 803 to 4,030 institutions. Law and medical categories saw triple-digit growth. ▪️ PhD-qualified faculty in engineering institutions increased from 28 percent in 2017 to 48 percent in 2025. Top-ranked institutions now report over 73 percent PhD faculty across most categories. Management institutes exceed 90 percent. ▪️ PhD student enrolments in universities rose from 97,947 in 2019 to 118,556 in 2025. Completions increased from 16,403 to 24,481 in the same period. Institutions ranked 76 to 100 showed the fastest growth in enrolments, while top-ranked institutions led in completions. ▪️ Research publications increased by 150 percent in engineering and universities. Pharmacy and management categories recorded a 300 percent rise. India’s share of global publications moved from 3.5 percent in 2017 to 5.2 percent in 2024. ▪️ Patent filings by educational institutions tripled between 2022 and 2024. India is now among the top six countries globally in patent activity. ▪️ Median salaries of graduating students across institutions nearly doubled over five years. This reflects improved graduate outcomes and stronger employer confidence. ▪️ In the QS World University Rankings 2026, India is the fourth most represented country with 54 institutions. This is a fivefold increase since 2015.

Forty percent of Black women are Onlys. The only woman in the room. The only Black person at the table. The only one who looks like them in the entire department. Double the rate of women overall. 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐓𝐡𝐞 𝐎𝐧𝐥𝐲 𝐓𝐚𝐱™ Being the Only doesn't just feel isolating. It costs you money. Here's how: 51% of Black women who are Onlys report needing to provide more evidence of their competence than their colleagues. For men who are not Onlys? 13%. That's a 38-point gap in proof burden. Every time you re-explain your qualifications. Every time you over-document your decisions. Every time you CC three extra people to establish a paper trail because you know your word won't be enough. That's labor. Unpaid labor. 77% of Black women report "prove it again" bias — having to demonstrate competence over and over, while their white male counterparts get presumed capable from day one. And when you do succeed? They don't credit competence. They credit luck. Affirmative action. Help from someone else. Timing. Your wins don't compound in your file. They evaporate. So you prove it again. And again. And again. Meanwhile, Brad's first success is still paying dividends three promotions later. This is not a confidence gap. This is an extraction gap. The time you spend re-proving yourself is time you're not spending on visible, credited, compensated work. It's time stolen from the record that determines your raise. Your promotion. Your equity. They're not asking you to prove it again because they forgot. They're asking because the system is designed to make you work twice for half the credit. And half the credit means half the compensation. Document the proof burden. Track the hours. Name the pattern. Because the Only Tax isn't invisible. It's just unbilled. How many times have you had to prove something twice that Brad only had to prove once? Thank You; It's True™ #BlackWomensWealthLab #DocumentEverything #TheOnlyTax

An article by Krishna Kumar (Director, NCERT) published in The Indian Express. "Teacher is Walking Away" A Matter for Attention: “Teachers Are Leaving Their Jobs – A Bitter Truth” Because teachers are no longer being allowed to "teach" they’ve been turned into multi-purpose employees. Across the country’s schools/educational institutions today, a "silent revolution" is underway Teachers are exhausted, helpless, and disheartened. They are leaving their jobs some quietly, others emotionally withdrawing from their work. And the new generation? They no longer even want to become teachers. Why is this happening? 1. Teachers Trapped in Paperwork Teaching is no longer the priority. The daily routine has become — “Send photos,” “Provide proof,” “Upload reports.” "Provide Records." Their presence in classrooms is diminishing, while their presence in front of screens is increasing. 2. Excessive Emphasis on Technology Digital tools, apps, and smart boards are being forced upon every subject, every age group, every level. Teaching has turned into a mechanical process with hardly any human connection left. 3. Teachers Turned into Event Managers Every day now demands the celebration of some occasion Yoga Day, Mother Language Day, Environment Day... Instead of improving the quality of education, the new metric of performance has become How many events were organised? Both principals and teachers are trapped in this endless “show.” 4. The Plight of Rural Teachers Two or three teachers are responsible for hundreds of children. Apart from teaching, they must handle mid-day meals, scholarships, uniforms, bicycles, and endless government reporting. Education has taken a back seat *data collection* has become their main duty. 5. Mental Stress and Loss of Self-Respect Constant monitoring and the demand for “proof” have eroded trust. Dealing with students’ stress, and coping with parents’ unrealistic expectations these are emotionally draining teachers. 6. The Core Purpose of Education Is Lost Teachers face immense pressure to complete the syllabus. The number of subjects keeps rising. Schools/Institutions are no longer places for character building. Education today has turned into a “performance project.” The relationship between teacher and student once the soul of learning is now lost amid numbers and deadlines. Students now see teachers as service providers, not as guides or respected figures. Time to Attention The focus of education must be the student and the teacher not reports and statistics. If teachers are denied freedom, respect, and trust, then the education of the next generation will become lifeless. We must learn to trust our teachers again. Because if the teacher disappears the school/institution will remain, but education will not.