DisruptED

Detroit is redefining its role in the next era of American innovation. The conversation has shifted from what to build to how to build it in ways that deliver lasting impact. The goal is to do so sustainably, inclusively, and with the community at its core. The state’s growing network of research universities, multi-billion-dollar investments in innovation centers, and the rapid expansion of tech entrepreneurship mark a new phase in Michigan’s resurgence. Yet, a deeper challenge remains even as new facilities rise. Social and entrepreneurial infrastructure must keep pace with physical development if this progress is to last, a point echoed in research showing that many innovation districts underperform when real estate outpaces ecosystem investment.

At a time when many cities are investing heavily in innovation districts, only to see them sit half-empty, what truly makes an innovation ecosystem thrive and stay alive?

In the final installation of this three-part series on DisruptED, host Ron J. Stefanski continues his in-depth conversation with Dug Song, the co-founder of Duo Security and founder of Song United. Drawing from the insights shared in Part 1 and Part 2, this final installment explores how Detroit’s resurgence depends not just on attracting companies but on cultivating founders, density, and opportunity from within. Song reflects on his experience investing in startups from Kenya to Germany and shares how those lessons can guide Detroit’s own path forward.

Main Takeaways

• Beyond Bricks and Mortar: Song warns that building facilities alone won’t guarantee innovation. True progress depends on social infrastructure — founders, local networks, and community spaces that create density and activity.

• From Local Roots to Global Reach: Through his investments in ventures like Gropius (a modular housing company) and BAMF Health, Song is connecting Detroit’s innovation corridor to international opportunities while ensuring the benefits flow locally.

• Entrepreneurship as Ownership: Song highlights how wealth and innovation grow when everyone has a stake. His vision of shared ownership and cross-sector collaboration reframes Detroit’s startup movement as a model for inclusive, community-based growth.

Dug Song is the co-founder of Duo Security (acquired by Cisco in 2018) and founder of Song United. A University of Michigan graduate, Song is deeply involved in regional development initiatives across Detroit and Ann Arbor, serving on multiple advisory boards and investing in community-driven ventures worldwide. His work bridges technology, policy, and social impact, making him one of Michigan’s most influential changemakers in tech and entrepreneurship.

As Michigan reclaims its identity as a hub of American innovation, the next industrial revolution looks far different from the assembly lines that once defined it. New initiatives like the forthcoming University of Michigan Innovation Center, alongside grassroots movements such as Black Tech Saturdays, are powering that resurgence. Together, they reflect a statewide belief that technology can build communities and create opportunity for all. According to Startup Genome’s Global Startup Ecosystem Report, Detroit is now one of the top emerging startup ecosystems in the world, underscoring its accelerating momentum in innovation and impact.

At a time when automation and AI continue to reshape industries, can technology be the tool that rebuilds communities, expands opportunity, and ensures shared prosperity in the next era of American innovation?

In part two of this three-part series on DisruptED, host Ron J. Stefanski continues his in-depth chat with Dug Song, the co-founder of Duo Security and founder of Song United. Building on the first episode’s exploration of how technology can be a force for good, this installment shifts the focus to how that vision is taking shape across Michigan’s growing tech ecosystem. Stefanski and Song examine Detroit and Ann Arbor’s shared momentum, the role of social capital in driving inclusive growth, and how community initiatives are redefining innovation and impact in real time.

Key Points of Conversation:

• Social capital as the missing link: Michigan is rich in human, intellectual, and cultural capital, but Song argues that social capital — the networks and trust that connect people — is what truly drives innovation.

• Inclusive investment and ecosystem building: Dug’s post-Duo mission is to invest in underrepresented founders, community-led organizations, and policy reforms that foster equity in tech and venture capital. He believes lasting innovation requires businesses to reinvest in the communities where they operate, creating shared prosperity across Michigan’s economy.

• Detroit’s global momentum: Detroit’s growing startup ecosystem, bolstered by Ann Arbor’s research and talent base, illustrates how the two cities function as a single innovation corridor. Together, they position the region as one of the world’s fastest-emerging tech hubs — proof that innovation and impact can scale together.

Dug Song co-founded Duo Security, one of the most successful cybersecurity startups in U.S. history, which was later acquired by Cisco. He now focuses on driving inclusive innovation through strategic investment, philanthropy, and policy advocacy across Michigan’s growing tech ecosystem. As a lifelong advocate for entrepreneurship and community building, Song has supported Black Tech Saturdays and invested in over fifty venture funds. Many of those funds are led by underrepresented founders, helping shape Michigan’s path toward a more equitable innovation economy.

Technology is evolving faster than ever, and with that acceleration comes the question of whether we’re using it to make the world better or simply faster. As automation, AI, and cybersecurity shape the future of work and life, leaders are reexamining how innovation can drive not just profit, but progress. Michigan, once the cradle of the industrial revolution, is once again emerging as a hub for digital transformation and inclusive growth. It’s a powerful example of how technology for good can align innovation with community impact.

So, what does it really take to build technology that uplifts people, doesn’t replace them, and strengthens the middle class in a rapidly changing world?

In this first installment of a three-part series on DisruptED, host Ron J. Stefanski sits down with Dug Song, co-founder of Duo Security, who now channels his focus into philanthropy and community innovation through his family foundation in Detroit. Together, they explore how Detroit’s innovation legacy and his own unconventional journey from hacker to entrepreneur shape his belief that technology for good can (and must) be a bridge between innovation and impact.

In this episode, Dug and Ron discuss:

• Early Curiosity and Innovation: How a childhood surrounded by entrepreneurship and technology led Dug from early hacking to building security systems for the University of Michigan.

• Building a Unicorn: The founding of Duo Security, Michigan’s first unicorn, and how Dug’s approach to ethical hacking and scalable tech reshaped enterprise security.

• Technology as a Great Equalizer: Why Dug believes technology can rebuild the middle class, uplift communities, and redefine Michigan’s role in global innovation.

Dug Song is a cybersecurity entrepreneur and investor best known as the co-founder and former CEO of Duo Security — Michigan’s first tech unicorn, acquired by Cisco — where he later served as Chief Strategy Officer for Cisco Security. With deep expertise in Zero Trust architecture, SaaS growth, and enterprise security innovation, he has helped shape national strategies for emerging technologies through his work with the U.S. Department of Commerce’s National Advisory Council on Innovation & Entrepreneurship. Today, as founder of Song United and co-founder of the Song Foundation and Michigan Founders Fund, he advances inclusive entrepreneurship and “technology for good” initiatives across Michigan and beyond.

The world of work is changing faster than ever. Automation is reshaping jobs, new technologies are rewriting what “qualified” means, and a new generation of workers is redefining what they expect from employers. From fast food to healthcare, companies are realizing they can’t just hire talent — they have to build it. They’re starting to see employees not only as workers, but as learners with potential to grow and adapt in a constantly evolving economy. It’s a big shift: a recent McKinsey report found that up to 375 million people worldwide may need to change careers or learn new skills by 2030.

So, how are leading employers creating real opportunities for economic mobility while addressing their own talent needs? What does it take to build programs that meet workers where they are — and help them grow into where they want to go?

In this episode of DisruptED, host Ron J. Stefanski sits down with Lisa Schumacher, Director of Education Strategies and Workforce Policy at McDonald’s, and Jason Aubrey, Founder and CEO of Skilltrade, to explore how education, corporate strategy, and technology are converging to redefine the world of work. Together, they discuss McDonald’s Archways to Opportunity program on its 10-year anniversary, the growing link between corporate training and higher education, and how hybrid learning models are shaping the next generation of frontline talent.

Key takeaways from the conversation…

• Building opportunity at scale: How McDonald’s Archways to Opportunity has invested $240 million in education benefits for over 90,000 employees, lowering barriers through tuition assistance, flexible scheduling, and career advising.

• Upskilling in healthcare: Jason Aubrey on the rise of hybrid hands-on learning models that connect certificate programs with degree pathways, allowing healthcare employers to “grow their own” talent pipelines.

• The ROI of education investment: Insights from McDonald’s data showing that 75% of Archways participants stay longer with the company — and nearly half of college graduates from the program are first-generation students.

Lisa Schumacher is the Director of Education Strategies and Workforce Policy at McDonald’s Corporation, where she has spent over a decade developing large-scale education and upskilling programs that strengthen the company’s talent pipeline and workforce reputation. Before joining McDonald’s, she led workforce initiatives at the Council for Adult & Experiential Learning (CAEL), advancing adult education and employer learning partnerships. Earlier in her career, she spent 18 years at the University of Chicago Medical Center, directing professional development and training programs focused on workforce capability in healthcare.

Jason Aubrey is an EdTech and workforce development leader with deep experience scaling technology-enabled education and healthcare training businesses. As CEO of MedCerts, he led the company to a successful acquisition by Stride, Inc., expanding access to online healthcare and IT certification programs. Now the Founder and CEO of Skilltrade, Aubrey continues to innovate in hybrid learning and workforce solutions, drawing on a career that spans product development, organizational transformation, and private equity-backed leadership roles.

In a world where rapid technological change is redefining how we live, work, and learn, the demand for skilled labor and lifelong learning has never been higher. From electric vehicle repair to advanced diagnostics in healthcare, the U.S. faces a widening talent gap in the skilled trades and allied health industries. According to the National Skills Coalition, nearly 52% of all jobs require skills training beyond high school but not a four-year degree, yet only a fraction of the workforce is equipped to fill them. As traditional education models struggle to keep pace, a new movement in workforce education and adult learning is reshaping how individuals prepare for the future of work.

So how can higher education and workforce training providers realign with the needs of a changing economy—and what does it mean to find a true North Star for adult learning and upskilling in 2025?

In this episode of DisruptED, host Ron J. Stefanski welcomes Todd Hitchcock, Chief Operating Officer of Universal Technical Institute (UTI), to explore how UTI is redefining workforce education through partnerships, outcomes-driven learning, and mission-aligned strategy. Together, they revisit their early collaboration in online learning and unpack how the “skilled collar” workforce is becoming the backbone of modern industry.

Key takeaways from the conversation…

• Defining the North Star Strategy – Todd Hitchcock outlines how UTI’s North Star strategy focuses on growth, diversification, and optimization, aligning every decision with student outcomes and employer demand.

• Reimagining Employer Partnerships – UTI’s 4,000+ partnerships, including collaborations with BMW, Ford, and Heartland Dental, showcase how deep alignment between education and industry drives placement and innovation.

• Outcomes Over Credentials – Hitchcock and Stefanski discuss why higher education must evolve beyond degrees toward employability, affordability, and accountability for real-world results.

Todd Hitchcock is the Chief Operating Officer of Universal Technical Institute, Inc., where he oversees nationwide operations across 32 campuses serving 24,000 students. A pioneer in online learning and workforce education, Todd previously served in senior leadership roles at Florida Virtual School and helped co-found the North American Council for Online Learning (now the Aurora Institute). A first-generation college graduate, Hitchcock has dedicated his career to expanding access and aligning education with opportunity.

Article written by MarketScale.

Health systems across the U.S. are staring down a stubborn talent gap—one that COVID-era lessons, hybrid training models, and employer partnerships are beginning to reshape. In Detroit, Houston and beyond, multi-billion-dollar expansions are colliding with persistent shortages, forcing new pathways into care careers. Meanwhile, loan-repayment and incumbent-worker funds are emerging as powerful levers to retain and advance talent.

So here’s the question practitioners and policymakers are asking: How do we build employer-aligned, hybrid training pipelines that produce day-one-ready healthcare talent—without saddling workers with unsustainable debt?

In this episode of DisruptED, hosted by Ron J. Stefanski, guests Laurie Larrea, a workforce executive based in Texas, and Jason Aubrey, the CEO of Skilltrade, map the next chapter of healthcare workforce development. The conversation spans what worked (and didn’t) with online learning during the pandemic, how to unlock clinical capacity for hands-on training, and why employer sponsorships and city-level coalitions are the accelerants the sector needs now.

Key takeaways from the episode:

From online to hybrid: Pure e-learning boosted access during COVID but fell short on clinical readiness; the winning model pairs flexible online coursework with hands-on labs in simulation centers, leased clinic space, or on-site employer “micro-campuses.”

Employer-aligned pipelines: Skilltrade co-designs curricula with health systems (down to EHR workflows), taps underutilized facilities after hours, and uses incumbent-worker funds and tuition support to turn entry-level roles into debt-light, degree-bearing career ladders.

Coalitions over silos: Workforce boards, higher-ed, employers, chambers, and mayors must meet regularly to align apprenticeships, pathways, and funding—especially as AI and automation reshape both clinical and non-clinical roles.

A veteran workforce executive based in Texas, Laurie Larrea has led regional strategies from Greater Dallas to national initiatives. Through decades of leadership with the U.S. Conference of Mayors’ Workforce Development Council, she’s brokered city-employer-education partnerships, advanced hybrid upskilling models, and championed “aspirational hiring” to widen access to high-demand healthcare roles.

Jason Aubrey is the founder and CEO of Skilltrade, building employer-aligned training for healthcare roles. Recruited at 27 to lead Med Search, he scaled the company before its sale to Stride. At Skilltrade, Aubrey’s team leases clinical space after hours, partners with universities (e.g., simulation centers and transfer credit pathways), and deploys on-site labs to upskill incumbent workers—linking credentials to immediate roles and degree attainment.

Artificial intelligence is radically transforming the military—an institution grappling with an eligibility crisis at home. According to the Department of Defense, a mere 23% of Americans aged 17 to 24 qualify for military force without needing a waiver, meaning that 77% are currently ineligible due to factors like obesity, drug use, and mental or physical health issues. This stark reality intensifies the urgency for smarter, data-driven solutions: AI-driven analytics that can refine recruiting strategies, predict readiness, and help optimize both talent acquisition and human capital management.

But how exactly can AI help the U.S. military win the “war for talent” while also modernizing its massive infrastructure? What lessons can private industry learn from the defense sector’s adoption of AI-driven workforce strategies?

In this episode of DisruptED, host Ron Stefanski sits down with Tyler Zagurski, Vice President of Talent at r4 Technologies and a retired U.S. Marine Corps colonel with 31 years of service. Together, they explore how artificial intelligence is being leveraged to transform both the workforce and the military force of the future. Their conversation spans from deeply personal origin stories to the broader technological and organizational revolutions happening today.

Key Discussion Points:

The shrinking pool of military-eligible talent: Fewer than one in four young Americans qualify to serve, making AI tools essential in identifying, attracting, and retaining candidates.

AI-powered logistics and sustainment: Predictive analytics are being used to forecast asset readiness, prevent costly breakdowns, and optimize supply chains across global military operations.

Human-centered decision intelligence: AI is not replacing military leaders but equipping them with better insights to retain talent, deploy personnel effectively, and maintain mission readiness.

Tyler Zagurski is the Vice President of Talent at r4 Technologies, where he applies AI-driven solutions to defense and national security challenges. Before entering private industry, Zagurski served 31 years in the U.S. Marine Corps as an infantry officer, commanding units in combat and spearheading service-level transformation initiatives such as Talent Management 2030. A graduate of the U.S. Army War College, he has deep expertise in workforce modernization, logistics, and education strategy, making him a leading voice at the intersection of AI and military readiness.

Workplace culture has become a defining factor in employee retention and performance. According to research from EnterpriseAlumni, employees who are not recognized are 8× more likely to be actively disengaged and 4× more likely to look for a new job. In other words, when recognition and culture are lacking, organizations face serious risks in both engagement and retention. For leaders, the challenge is clear: how can they create environments that foster trust, collaboration, and joy while strengthening team culture and keeping employees committed for the long haul?

So, how can humor, often seen as lighthearted or even trivial, actually transform leadership, team effectiveness, and workplace culture in meaningful ways?

On this episode of DisruptED, host Darin Francis speaks with David Mammano, Founder and CEO of Mammano Ventures. Mammano—an entrepreneur, speaker, and humorist—shares how his experiences in comedy and business intersect to create a framework where levity isn’t just entertainment, but a driver of trust, retention, and performance. From college enrollment challenges to corporate leadership, this discussion highlights how humor can make difficult times more bearable and great times even better.

Key Points from the Conversation:

• Humor as Strategy, Not Fluff: Research indicates that professionallyapplied humor enhances trust, collaboration, and retention across various industries.
• Leadership Through Levity: Leaders who laugh at themselves and foster a lighter culture open doors for communication, creativity, and problem-solving while avoiding the pitfalls of rigidity or cynicism.
• Culture and Retention: Environments that incorporate humor see higher employee satisfaction and loyalty, which in turn attracts top talent and creates word-of-mouth recruitment.

David Mammano is the Founder and CEO of Mammano Ventures, an accomplished entrepreneur who has launched seven businesses from scratch. He is a three-time Inc. Magazine 5000 Growth Company awardee and a two-time TEDx speaker. In addition to running companies, Mammano is a professional speaker, show host, and “inspirational humorist,” blending his passions for comedy, leadership, and workplace culture to help organizations thrive. His work bridges research-backed insights with real-world leadership strategies, showing that humor isn’t just a soft skill but a core element of success.

As higher education institutions face declining enrollments and increasing pressure from employers for skills-based learning, small colleges are rethinking their missions. A whopping 70% of U.S. employers say they struggle to find workers with the right skills, and credential-based programs are gaining traction as a solution. At the intersection of tradition and transformation, Goldey-Beacom College has positioned itself as a model for workforce alignment and innovation.

But how can a small, mission-driven college balance historic strengths with the urgent demand for adaptable, industry-connected programs? And what lessons can other institutions take from Goldey-Beacom’s approach to sustaining growth while preparing students for the future of work?

Welcome to DisruptED. In the latest episode, guest host Darin Francis sits down with Dr. Colleen Perry Keith, President of Goldey-Beacom College. Their discussion dives into how small colleges can innovate by drawing on their history, building employer partnerships, and leveraging stackable credentials to meet today’s workforce needs.

The main topics of conversation…

Returning to Roots for Innovation: How Goldey-Beacom drew on its business school origins to reintroduce certificate programs and align with employer needs.

Stackable Credentials & Enrollment Growth: Why short-term, industry-relevant programs are attracting new learners and creating pathways to advanced degrees.

Agility Through Scale: How being a smaller institution allows Goldey-Beacom to adapt quickly, foster employer partnerships, and maintain a personal student experience.

Colleen Perry Keith is a seasoned higher education leader with over 15 years of presidential experience, currently serving as President of Goldey-Beacom College and previously leading Pfeiffer University and Spartanburg Methodist College. She has deep expertise in institutional growth, workforce-aligned program development, and enrollment strategy, alongside a strong background in advancement and development from roles at Ohio University, the Methodist Theological School in Ohio, and national nonprofits. Her career reflects a blend of academic leadership, fundraising, and strategic partnerships that have positioned her as a respected voice on small college sustainability and innovation.

Higher education is facing a pivotal moment. With the looming demographic cliff, rising questions about the value of a degree, and shifting demands brought by AI and evolving job markets, institutions—especially smaller colleges—are being pressed to rethink how they operate. According to the National Student Clearinghouse, undergraduate enrollment has declined by nearly 15% over the past decade, underscoring the urgency for innovative leadership.

So how can colleges foster cultures that break down silos and rally entire communities around enrollment and student success?

In this episode of DisruptED, host Darin Francis speaks with Dr. Chip Edmonds, newly appointed president of Lycoming College. With a career spanning admissions counseling to the presidency, Dr. Edmonds brings a unique perspective on collaboration, institutional leadership, and what it takes to thrive at this inflection point for higher education.

Key Points from the Conversation:

Enrollment is everyone’s responsibility: Dr. Edmonds highlights the dangers of administrative silos—or as he calls them, “cylinders of excellence”—and stresses the importance of campus-wide collaboration in student recruitment and retention.

Leadership through curiosity: Drawing from his own journey, Edmonds emphasizes the power of curiosity over judgment, echoing his mantra from the session, “Be curious, not judgmental.”

Adapting to change while honoring tradition: With Lycoming College’s 200-year history, Edmonds discusses how the institution must remain nimble, blending timeless values like critical thinking with responsiveness to market demands.

Dr. Chip Edmonds is the 16th president of Lycoming College, stepping into the role after more than two decades of service in higher education leadership. His career has spanned admissions counseling, enrollment management, and executive administration, giving him a comprehensive perspective on institutional challenges and opportunities. A Lycoming alumnus himself, Edmonds brings both personal connection and professional expertise to guiding the college into its next chapter. He has presented nationally on enrollment strategies, most recently at the National Small College Enrollment Conference, and is a participant in Harvard University’s highly regarded seminar for new presidents.