Mariana continues her tirade against government capture by capitalist in general. It is interesting how her lessons for government applies perhaps overall to organisations and businesses just as well. That the point of the economy is not the profits but the purpose of the activities themselves. In short run, going for the profits may work but in longer run, it is knowing what problems you want to solve and working on them effectively that brings about the profits.
For governments, that is perhaps the strongest point. But when it comes to corporates, I still think that it is natural for the capitalists to hijack the agenda of the government, lobby for the focus on growth and highlight all of the social benefits of economic growth so much so that government keeps staring that way. The dominance of the economic agenda and how the goals of societies have become caught up with the principle of growth is perhaps something we should be discussing and considering as a society.
In Singapore, how we want to grow our society next needs to be considered. I think the Forward SG initiative was attempting that exercise through the idea of (re)formulating our social compact yet all too often, the logic of resolving the issues seem to boil down to certain initiative, formation of committees or some kind of organisation to look into things. Maybe it is not about adding components? What if it’s about discarding some of our existing things? Including our emphasis on academic merit?
We ought not lose heart but keep the conversation going.
A good coach puts some pressure on you to do better and demonstrates his belief that you can do better in you. But more than that, the coach makes sure that what is expected of you is clearly communicated so that you have a clear vision of yourself accomplishing it. The ‘video’ that can be played in your head is important. If the resolution of this video is poor, then it is harder for the coachee to perform. And putting pressure on the person by reminding him or her of the deadline or final prize is pointless.
A coach doesn’t review a race with the runner telling that him or her that at different point of the race, how far or near he/she is still from the finish line. He tells the runner about his or her gait to improve, the rhythm of breathes. The how is more important than the what; but the why even more so. The good coach then reminds the runner of why he or she is running.
It is not possible for managers to help a team thrive without these coaching capabilities. Most managers would just be churning output without developing the team or sustaining the right motivation for the team to go on. Often this could lead to burn-out and poor morale. This is where a strong individual contributor needs to learn new skills to move into manager position and not thinking that he or she can just keep doing what they are good at.
What happens in economics when technological innovation happens? There’s a bit of dilemma between technological progress and economics because technology needs to progress to a stage when it upend the economics of an established technology – yet the incumbent is often enjoying scale economies as well as other effects such as network economies that can make it incredibly difficult for the new comer even if it is superior to existing technology at the scale that the incumbent operates.
In the Innovators’ Dilemma, that was being described and the strategy as well as the market approach is always for the new technology to chip away at the market of the incumbent technology by being appealing enough to a small group in the market to help it grow its scale and challenge the incumbent on more fronts gradually. Can the new technologies that we are trying to cross over towards make their way through this path in order to break the dominance of the incumbent technologies?
They probably won’t be able to move fast enough. And that is probably the justification for government to intervene and encourage developments. Yet governments do not want to be seen as favouring particular technologies. There is also a concern about creating inefficiencies in the market by distorting prices or forcing the taxpayers to shoulder the wrong costs.
Yet in reality, for the world to create a better future, there’s no real ways around it. The modern world was not built by shielding taxpayers from the wrong technological investments nor from carefully betting on the right technologies to take off. The complex problems around climate issues today are not so different from the public infrastructure challenges that people faced in the time before government had the kind of powers they have today. They are more complex, and we probably need more talented people working on them, both in the private sector as well as in government. In fact more so in government than ever.
The challenge remains the cost-benefit paradigms and all the free-market type principles to government and what intervention should be like. Without more mission-oriented policy-making principles and a system that is properly leveraging talents and passion, it will be difficult for governments around the world to assume the kind of role and leadership it needs to lead the transition.
The former China CEO of McDonald’s Kenneth Chan penned a recent opinion piece in Channel News Asia about Singaporeans not taking on leaderships in global companies. It was written in the “practical” Singaporean way that focused on the steps towards being ‘next-level’ and being ‘bold’ to be a leader. He described personal insecurities and his experiences on the ground to rise up.
Personally, I’ve had a host of regional experience within China, South Asia and Southeast Asia during my time with the Singapore government. At International Enterprise Singapore (IE Singapore, now Enterprise Singapore), I had the chance to work with Singapore companies on their internationalisation plans and follow them to markets you would not even think about as a man-on-the-street. Subsequently, I was in the pioneer team of Infrastructure Asia, engaging regional government bodies on infrastructure projects. That gives me the exposure, the open-mind and also the skills to communicate and manage cross-culturally.
As a Manager at the Sydney office of Blunomy today, I am leading teams of consultants across our Singapore, Hong Kong, Sydney, Melbourne offices. I often have to facilitate exchanges with our European offices as well. Insecurities or perceived inadequacies may hold me back but ultimately, it cannot be the fear of me losing my edge or competitiveness that drives me forward.
And that’s the issue I have with the way the article was framed. The opinions expressed in the article reeks of the same old fear-mongering about Singaporeans being comfortable and losing out. I’m not sure if this works for the new generations of Singaporeans nor if that is the right motivation to begin with. The challenge for Singaporeans is not so much the desire for comfort but the lack of worthwhile aspirations. It used to be that rising up to be a ‘GM’ or a ‘CEO’ was something worth aspiring towards. But that simply isn’t the case today with the new generation.
The ‘boomer’ aspirations are simply not worth fighting for. It is in dealing with the ‘why’ that we find our fuel to move forward. “Success” as is constructed in past generations might not work anymore. Instead of aspiring towards “senior leadership” of global corporations, Singaporeans should be desiring to lead the charge of changing the world. Leading global organisations are means to do this. And then it is no longer about remuneration and the practical barriers of relocation and incentives. Monetary incentives should not be the reason for taking up these positions because they are challenging, stressful and hard. There is only so much money can drive that sort of sacrifice. It is the inspiration and influence that counts.
Think about Kenneth Chan leading McDonald’s – you’ve the chance to change the diets of millions of people by making decisions on the menus of your outlets. By thinking more deeply about the toys and promotions on Happy Meal, you get to reshape the aspirations and fancies of a generation of children. That is why it is worth being the leader of a global company – not because of the recognition or being labeled a ‘talent’.
Likewise, if you’re heading up a technology company, it shouldn’t be about maximising shareholder value or aiming to enable investors to make more money. Those elements are important only to the extent they allow businesses to continue making a difference. It is the ability for the technology to grow, benefit people and shape the future into one that we want their children to be part of. That can tip the scale of our motivation no monetary incentives can.
Are we equipping Singaporeans with the right aspirations? It’s not about skills and all that jazz about leadership. Those are important. And yes, government incentives with relocation or settling back in Singapore after stints overseas can help. But what is it that is worth Singaporeans developing that leadership for? That’s what we should be developing.
Having been from Hwa Chong, I’ve heard of stories of how his time in Hwa Chong gave inspiration for his early teenage novels. While I never had a chance to watch the films or read the book, I could guess from reading Adrian’s writing that his quintessential wacky Singaporean humour would have been extremely entertaining. Yet he grasped the value of entertainment in the manner it could inform and influence – and he used it for the benefit of Singaporeans through his massively accessible musings on Linkedin.
57 years is far too few years for a man in Singapore to live. Yet in those years he gave much to the legal profession, and Singapore’s art and literary scene. He certainly made me proud to be a Singaporean. Goodbye Adrian.
There was an age when we needed mass education to get everyone up to speed on some basic things. Civics, some basic sense of rules, laws as well as literacy to be able to perform functions as a citizen, be it to serve in the community, read public notices or just the wisdom to spot a scam. Mass education helps when the parents at home don’t have that education background or ability to inculcate all that into their children. It enable very quick uplift of a generation of people. And of course, we designed credentials, qualifications and all that to go with the mass education to certify the skills and abilities, and to use educational qualities as a means to filter people.
More importantly, those were times when knowledge and information was scarce. And schools became essentially the distribution centers of such products. Teachers were facilitators of this transfer and distribution of both explicit knowledge as well as tacit knowledge about civic behaviour, values and character. This is why the problems and tests in exams are more about what and why; less about the how though there’s attempts at getting students to ‘solve problems’. But the application of knowledge was something taken to be done later in life through work and other contexts, not really at school – unless it is a vocational institute. In any case, most of the problems defined are pretty closed ended – with right answers or model answers.
Today, learning can be done through very different channels. Self-learning through the internet is pretty straight-forward. The core skills that is required in school becomes more about developing wisdom and discernment in the information received; the taxonomy around what constitutes more close-end problems vs open-ended problems where solutions can be more multi-faceted. And because this is the case, we need to reconsider how we value the old school certs and qualifications and find new ways to test and identify the talents in our midst, as well as the fit for various different work.
Gone are the days where we can easily get people to fit into the work and job roles designed within a company. We may have to start finding the right talents to deal with the crucial problems we want to solve and then leave the rest to be outsourced or dealt with by technology. At the same time, the ability to self-learn becomes so much more important. Not only should we start giving employees time to self-learn, we need to invest into structures, environment and coaching that enables that.
There are imposters around us; they pretend to be doing their work but are actually creating problems for their coworkers to solve. They are starting fires around workplaces that we all have to put out. The only issue is that companies are trying to get people to practise teamwork and they are not trying to sniff out imposters who are just pretending to be teammates. Unless you start playing office politics and all that.
What this means is that if you have been doing well, and keep doing well even though you didn’t seem to have previous experience or built any credentials around it, you’ve already proven yourself. What this means is that if you have some suspicion about yourself as an imposter, consider your intentions rather than your qualifications. What makes you an imposter is when you have drastically different intentions from the rest of the team.
It’s not just your qualifications that gets you there. It’s your intentions as well.
Our convenience in this day and age is built upon waste. Lots of it. When we order delivery, we compel an additional person in the society to actually go to the shop to fetch the food for us, bringing it to us before going about his or her way. This creates 3-4 journeys instead of two. It generates more packaging waste and potentially more transactions: between you and the platform, the platform and the deliveryman as well as the platform and the food outlet.
Yet our economy is built upon such foundations, that we generate more activities, monetise and measure it, and consider that an uptick in our growth and economy. Sure, maybe the ability to pay for the service and choice to take it up means you are able to spend that time more productively, at something where you can make a higher level of contribution to society. Indeed, if that is the case and the basic parameter of decision-making, then the economy and society becomes more efficient, not more wasteful. But that is unlikely to be a real decision parameter.
Convenience is something more about psychology, behaviours and motivation than with the cold-calculus of cost and benefits. Besides, the weighting of cost-benefit across time is not as simple as imputing an interest rate or discount factor the way we analyse it in economics. The discount factor adjusts due to the manner our psyche responds to context and situations.
The question then is whether we want to make that short term gain in our economy, giving in to our impulses or to generate the long term sustainability in our world and fulfill a greater meaning for our lives on earth?
What do you view your salary as? Is that a measure of your earning power? Or the return on your education and preparation? The cashflow returns on the asset of your human capital (there’s further capital accumulation through learning on the job). Is it always about trying to increase this return? Or is there anything about getting more days of leave each year? And more benefits?
And do you think you can ask for more? Who is in the market for your labour? And who are you competing? If you consider that your employer is merely paying an ongoing subscription on your full time services as an employee, would that help you think about how much you’re going to ask for?
Why does it seem that the work you do to earn that salary also matters a lot? What actually drives that perception? If you earn $6000-$8000 a month as a construction worker, would you take it up? Assuming you’d be trained from scratch. What kind of work gives you the sense of balance between your salary and the output being produced? How are they shaped by your own thoughts and the people around you?
Many questions and it takes a lot of adulting to answer them. Some of us might never even come to arrive at the answers despite a lifetime of work.
Professional services are inherently somewhat personal kind of service that depends a lot on the team delivering the service – not just because of the expertise required and involved but also the extent the team actually understands and care about the problem that clients have.
When one enters a professional service environment, it becomes easy to sniff out industrialism when you note that the bosses are just acting as managers, thinking about how they can increase more sales, upsell customers and mainly care about the metrics involved for sales but not delivery. And then when it comes to delivery, the culture is about doing the minimum, leveraging irrelevant previous work, failing to live up to promises.
We have all seen the big consultancies deliver such stuff. Perhaps especially the big four. Mariana Mazzucato talks about it in the Big Con. Workers need to sniff out industrialism in this sector and learn to opt out of it – by leaving or changing the way they serve. Clients need to sniff that out by walking away. The reason why such industrialism perpetuates is because clients sign up for them – they put procurement departments, try to boil everything down to basic metrics and uni-dimensional issues, and negotiate lower prices, driving vendors to cut back on service.
We’ve had decades of doing more, extracting more productivity out of our assets, workers and even vendors. Like the big fossil, you might think you’re winning, until you realise you’ve just driven the world to its end.
