31 Jan January 31, 2024 – Future of Work Vince Chan and Better Recruiting Second Lieutenant Matthew Weiss
Vince Chan – Founder and Chief Change Officer at The Vince Chan Company | Executive Producer and Host@Chief Change Officer | Behavioural and Financial Economist | Amazon Best-Selling Author | Global Speaker on the Future of Work
In a world of AI, one of the skills to thrive is to be more human in
writing, analyzing, speaking and listening, all of the social skills
that are supposed to be part of humanity. This is what we need
to embrace and practice. This is how we can stay ahead of the
game and be an active worker the AI world.
Vince Chan
Raised in Hong Kong and Canada, Vince pursued economics, followed by MBA degrees from Yale University and Chicago Booth School of Business. Her professional acumen is further solidified by U.S. CPA and CFA® credentials. Vince’s vibrant 15-plus-year corporate career has spanned global financial markets, with significant roles at S&P Global Ratings, the Hong Kong Monetary Authority, Deloitte, PricewaterhouseCoopers, and TCW Asset Management. Among her standout achievements are raising $1 billion in collaboration with ‘King of Bonds’ Jeffrey Gundlach and Goldman Sachs, and facilitating over 100 multi-million-dollar funding transactions for Top 50 global banks. Separately, her contributions have been recognized with accolades such as Forbes China’s Outstanding Overseas Returnee in 2015 and Yale School of Management’s Outstanding Volunteer Leadership award in 2018. A decade ago, Vince boldly transitioned from finance to the ‘future of work’ sector. Since then, she has actively modernized the workforce, working in both traditional and digital education spheres. In Beijing, her collaboration with Renmin University of China (China’s Top 10) yielded a popular career guide. She further supported career advancement for the Schwarzman Scholars. In Shanghai with New Oriental (NYSE: EDU), she designed and taught business school preparatory programs to thousands of students. In Hong Kong, she co-developed an entrepreneurship program inspired by Chicago Booth’s Polsky Center.
Second Lieutenant Matthew Weiss – Author of
I believe Generation Z is a very competitive generation. When you
post on social media, you instantly get feedback, likes or dislikes.
Everyone associates the millennials with everyone gets a trophy,
but that is the opposite of Gen Z.
Matthew Weiss
Second Lt. Matthew Weiss is a 25-year-old Marine Corps intelligence officer whose new book, “‘We Don’t Want You, Uncle Sam: Examining the Military Recruiting Crisis with Generation Z” lays out what he believes are some of the major problems his generation has with military service — and what the military can do about it. Before joining the Marine Corps, Weiss worked for Anduril Industries, now a defense contractor specializing in artificial intelligence and autonomous weapons systems. During Weiss’ time there, it was a tech startup, and he observed how the company attracted new talent as they graduated from college, even in a highly competitive sector. Weiss went on to study business at the University of Pennsylvania’s Wharton School, earning a bachelor’s degree and an MBA there. Though young, a newly minted Marine Corps officer with his background might have some of the answers the Department of Defense has spent years and billions searching for. Weiss breaks down the book into four parts, analyzing Gen Z recruitment, bringing military working conditions and generation expectations into alignment, an analysis of sociocultural influences and “Scope of Service,” how the military can give back to society. Some of Weiss’ proposed issues are ones the military might expect from Zoomers. based on what it thinks it knows about the youth of America. Others might be wholly unexpected. But there are places where the values of military services and the values of Gen Z align. For starters, the book says Gen Z needs an impact they can strive toward; a unique calling, bigger than the individual. Weiss suggests determined mentorship, where Gen Z service members would provide a certain number of hours per year talking to potential recruits, a “Z-Z, heart-heart meaning discussion.” Weiss also believes the current military pay structure is “incongruous” for a generation that watches their peers gain followers on social media. In their mind, better performance should mean more money. To that end, he suggests performance bonuses be added to military pay for those who succeed. A somewhat counterintuitive suggestion Weiss offers is rooted in Gen Z’s connection to devices. Some, Weiss believes, are being “crushed” by the “constant pinging,” causing them to crave time to be unplugged from the rest of the world. The military can offer this like no other institution, he says, with real-world responsibilities and experiences away from their devices. Those are just a few interesting examples. In all, Weiss offers 21 chapters of fact-based problems and solutions written with “the intention of diagnosing and solving a real and serious issue facing our nation,” coming from the personal experiences of a Gen Z military officer who did a lot of research to help solve it.