Can people be talented in terms of their attitude and work ethic rather than in content? I think it is potentially harder to find good people who takes ownership in their work and do them well than so-called skilled people. Because our work and education system increasingly churn out lots of generalists in the market, education stops being a good system for sifting out the non-committed, the slackers and non-resilient.
We want the system to help everyone get a degree, get good jobs and get paid well but we forget that our market system continues to be built on the competitive premise of “may the best team win” – which is to say that at some space between the education system and our industries, something is going to snap.
To move away from creating broken systems or breaking one part of the system while trying to fix another part. You choose.
Following my observations on Google’s mutated identity, there’s more news of the company’s “decay”. The focus here this time is something else; about the shift in the company culture that results in a bureacracy that plays it safe. There’s a common strand around the fact that Google has changed. And part of the change involves becoming removed from the needs of the user and a bit less grounded on realities.
Indeed, reality is about what the market wants when your company is small and just leading parts of a large market – usually a small part. Yet when a company grows, the insides of the company and the decisions of the management often can be more real than the user. In fact, your boss is likely going to have way more influence over your fate than the users have over the fate of the company. At least in the short term.
So should we have a cultural metric that is about how much a company revolves around serving the user? Maybe. But it is only possible from the top-down. The management have to model and lead that. Yet the management is usually selected by shareholders and at some point when the company grows big. At some point, the short term interests of the shareholders can conflict with that of the user. Moreover, the business model of Internet companies like Google is “ads” – which means users don’t even contribute directly to the revenues of the company!
It begs the question if a company or a brand’s identity is meant to hang around and if so, what kind of values should persist as it grows. Or as the market changes. The idea that Google can quietly push out something and slap a Beta sticker to insulate themselves is attractive when their market share is still not exactly dominant in a new space they are trying to enter. Moreover, the pool of audience they had targeted; the ones who would try something new or be eager to take the tech guinea pig role might no longer be enough to feed the company’s need for growth and scale.
So certain aspects of the company changes and one could say the identity is forgotten but it could also mean they have allowed it to be forsaken in order to pursue something else.
The question is what defines the company’s identity? Is it a way of doing things? That’d be too dynamic. Is it the targeted group of customer it serves? Then it’s growth is constrained to the size of that group. Or the pursuit of the company? But surely the world changes and that pursuit gets altered.
In any case Google is long past their “original identity”; and practically all of those dimensions I mentioned above have changed for them. It is up to them to tell the story of their identity’s evolution and redefine what they really want to keep or discard.
After sharing David Foster Wallace’s speech, I looked a bit more into the things he said about the kind of themes he tend to think and write about. One of the really big theme is some kind of cultural addiction to entertainment, and in some sense, the growing feebleness of the mind – especially the part that deals with deeper thinking and autonomy.
We have in some sense, replaced that powerful autonomy that Victor Frankl described about the choice of our response to external environment/circumstances, with a kind of superficial sense of choice: which shampoo to buy, what clothes to wear, the jobs to desire, etc. We become weaker at assessing which politician deserves our vote, which friends deserve more of our attention, what character and values we want to truly establish for ourselves and kids.
The sheer noise and pervasiveness of entertainment, and the values of banal, basic type of stuff that gains our attention comes to dominate our lives. Intellectual domains becomes devolved to just what is considered professional and sophisticated at work, or some kind of aristocratic indulgences. Ordinary lives, which is often much more transcendental than we care to recognise, becomes just ordinary for the lack of exercising that deeper bits of our minds.
I wrote about finding talents; but what do you do after finding them? Do you leverage them? Do you beat them into conforming with the system and structures you’ve created? The use of talents is more important than finding them because you’re not going to keep them if you think that the transaction is just about remuneration in exchange for them applying their abilities to your problems.
Conditions need to be created to leverage on our talents better and that can come from remuneration but it also involves the structure of work, processes and the environment created by managers and prevailing cultures.
If you don’t have them, then finding talents might be a waste of time and resources.
There will be a time cuts come when excesses are deemed to have gone overboard. This applies to overstocking, overhiring, and having the wrong structure to deal with a problem. At some point, what is deemed as a correction occurs. Question is how did things get derailed or misaligned? Why do we not know? Should we think something is amiss when governance mistakes can be buffered by growth?
Maybe something to think about as we go through a period of layoffs, cuts and sense of rising prices and real rates trying to make a comeback. As we manage the cuts that has taken place, it would be useful to ask ourselves to what extent do we want to enable growth irresponsibly.
Fast and mindless growth can hurt twice. First when they forsake and leave some behind. Second when they end up with cutbacks that might leave some folks worse off than if it hadn’t happened.
I loved my laksa example when it comes to talking about scale and growth. How long do you think a concept or idea needs to gestate before it experiences mass adoption and succeed? And does success mean growth and scale? Or can success mean mastery towards perfection?
Take Toast Box; they took the simple breakfast fare of the Southeast Asian chinese, created a system to deliver it elegantly, and scaled in it a big way. But how long did it take for the kaya toast and half-boiled eggs to gestate in the cultural environment before they were ready for this Toast Box model?
When something is gestating, there is growth as well. The growth may be of a different quality and require a different environment. Just as the pre-mature foetus won’t be able to survive the environment outside the womb independently. This may sound like the “infant industry” argument but perhaps different – I’m advocating that we don’t apply the same standards to evaluating business growth across all kinds of businesses or business ideas.
At the end of the day, it is a question of what capital is seeking. To replicate and produce more of itself without care for the impact to the world, or making a difference along the way
I had some time thinking about feedback; and those who read my writings more regularly would see that I’ve previously championed “giving and receiving feedback” as key skills to be taught in schools.
And it probably take a lifetime to properly master this because both giving and receiving feedback are really hard. Most people can go on defensive when you offer to give some feedback. And the praise sandwich is kind of yucky an approach for some to adopt. There are those who advocate “giving advice” instead.
One of the best way for behavioural change is actually to ask the person who needs improvement for advice on the problem you observed. Surprisingly most people knows the solution to overcoming their weaknesses. So once they discover that they actually have certain problems they’ll get to work fixing it.
Either way I think a large part of the equation is also on receiving feedback; how we are able to process feedback and deal with it matters. That’s why I personally like the approach of making it an encouragement rather than a feedback. An encouragement toward particular aspiration. That way, it is not something you lack but more about moving towards a destination.
There’s been loads of news of layoffs in tech and it coincided with huge investments made in Artificial Intelligence as well as the launch of a beta version of ChatGPT that somehow took the world by storm. The recency effect led people to think that the layoffs somehow might have something to do with the fact that AI might be taking away more jobs and so on.
For a long time, human labour have been relied upon to move good around, help with loading and unloading from transportation, stock-take and do records by hand. These jobs have gradually been replaced by machines though in rare instances, having a human do the job is still more efficient or effective. Switching human labour for machines is nothing new. And it has been a good thing because machines free up human to take on more challenging kinds of problems.
This is how the ratchet of progress takes place. We invest time and effort in developing machine solutions which would eventually be able to replace human effort. And once the solution is adopted across the board, there are so many people who are freed up to work on further solutions and the ball keeps rolling. From a fundamental perspective, the world is progressing and civilization advances.
It is strange that our economic system, the market system that we have lauded and embraced do not exactly work in the same way. It creates incentives and competition towards progress but the result is a lot of stress, anxiety, and pain when new solutions are adopted and manpower is freed up. This is because firms and businesses are not adapted in our system to focus on innovation for progress but simply innovation for profits. And when this is the case, unemployment is a logical approach towards the adoption of new solutions.
When firms and businesses cannot think broadly enough to embrace what is fundamentally beneficial to society and mankind, then individuals, talents and smart people like you and I, will have to develop the courage to step out and do the work that the world needs. Because in many ways, that is what makes us human. That’s what AI cannot replace.
If you’re so near to success but then at the last point it failed, what does it mean about your effort and all the time spent on it? It can be for a business, a project, a single deal, or even a relationship. If you had known, would you have gone for it anyways? Or maybe that’s not a fair question to ask; the better question is how you’d value all the progress up to that point. Before the failure.
Would you just walk away and try to forget? Or simmer in anger? Or start gathering the pieces and see what they can be used for next?
I think the last point is particularly interesting because news just came out that Suncable entered into voluntary administration due to the shareholders not being aligned. It was a big and ambitious project. There are people concerned with Singapore not getting enough green electricity. But even if Suncable really failed, there had been expertise built up, teams familiar with the system and processes, plans or ideas that can be refashioned.
Better to think that what brought you close to success but did not get you there has already brought you closer to other successes you’ve yet to see.
