BCG estimates more than 4,000 companies with formal corporate universities across the world. The former Chief Learning Officer (CLO) of BBC, Nigel Paine’s new book explores what it means to choose a high-investment option like GE did. What makes Crotonville relevant even today? If a company wants to invest in leadership development is it necessary for them to invest millions of dollars and build a clone of Crotonville? Is that the only approach to leadership development?
The podcast explores more provocative questions. With all the data that we are giving freely to Facebook and Amazon etc, one day they will be able to predict our tastes better than loved ones and maybe even better than what we can. What happens then?
We have to look at the issue of job losses not from one country’s perspective but from multiple perspectives. If the technology developed in say US, leads to job losses of factory in Bangladesh, who should compensate whom and by how much? Who will determine the level of compensation? How will AI impact the way schools are designed and structured? And of course, what happens when techno-religions gather more followers?
How do you get to Carnegie Hall?”
The answer: Practice, practice, practice.
If you have not heard that one then you have certainly been told as a child, “Practice makes a man (or woman) perfect.”
What if I told you that both the sayings are wrong? Maybe I should say that they misguide you to believe that if you practice, there is no reason for you not to be at the top of your vocation. The reality is that practice does not help you achieve perfection — “deliberate practice” does.
For me the most valuable insights came from the chapter titled People Matter. The trigger for economic growth lies in a 2% increase in working population. In the next decade from 2020-2030 only one will grow at that rate – Nigeria.
The political leaders have to create the economic conditions necessary to attract investment and generate jobs. The recent influx of refugees may actually be an answer to Germany’s depleting working-age population. But is it enough to have people without their having the necessary skills? A dropping population does not bode well for the world says Ruchir.
Leadership Development experts often talk about going through a “crucible experience”. One of the most reliable indicators and predictors of true leadership is an individual’s ability to find meaning in negative events and to learn from even the most trying circumstances. The skills required to conquer adversity and emerge stronger and more committed than ever are the same ones that make for extraordinary leaders.
My review of I Have A Voice by Tyler Williams
The Digital Transformation Playbook talks of the five domains which need to be transformed if the organizations have to succeed in the digital world – how the businesses view customers, their competition, how they leverage data, innovate and create value for customers. 1) customers are part of a network, 2) competition comes from platforms more than products, 3) data is a strategic asset, 4) innovation is driven by small experiments and scaling, 5) value is dynamic and adaptable. That makes these 5 areas very different from what they have been traditionally. This shift is hard for leaders in the analog world to fathom.
My review of The Digital Transformation Playbook by David Rogers
Kevin Kelly – the editor of Wired magazine has had a ringside view of the way technology has evolved. In this book he talks about the twelve forces that are shaping our future. For example, adding artificial intelligence to any service can change it in amazing ways.
Every major digital company has been using more and more of it. Facebook uses it to recognize faces with almost the same degree of accuracy as a human. Netflix knows everything about your movie viewing habit and can predict the movies (that have not yet been made) that you will like in future. Yes, they knew that you will love the House of Cards even before you saw it.
Every startup wants to grow and big a global corporation. Every global corporation wants to have the spirit of a start-up. Is it harder for a startup to grow or is it tougher for a large organization to be nimble? Both of them have their unique strengths. The giant enterprises have great brand awareness, a stable set of customers and presence across geographies and markets. They also find it easier to hire… maybe they find it easier to hire people who have a lower risk appetite. Who like things that are well defined with clear rules. Once hired these are the very people who will slow down what was once a nimble start up that was hungry and wanted to change the world. What slows down a once fast growing company? The Founders Mentality tells a fat corporation how to lose weight.
Just as the debate in the previous century was all about an ideological debate between the communist framework or capitalist, the debate for the twenty first century is all about where each country is on that continuum of being open versus closed. It is not a West vs East debate. Many countries in the West are surprisingly close when it comes to data or talent and very conservative when it comes to laws regarding venture capital. People leverage the hyper-connected world to bypass these limitations. Today people are not bound by geography and anyone can use the net to find jobs or learn or show case their talent.