attitudes Archives - Page 8 of 12

Gestating for scale

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

Feedback and aspirations

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.

Layoffs and humanity

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.

So close yet so far

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.

Slow or fast

We think the world is better off faster mostly when we live in cities. When the train or traffic is slow, when the queue at the checkout counter is long, we have an issue.

Yet that’s actually a narrow perspective on things; it comes from that dominant, productive workforce view. In fact, maybe not even the workers’ view but that of the manager. That things have to move faster and we have to produce more.

Yet as the world progresses and the composition of our workforce and consumer class changes, there will be fundamental shifts in the way we think about speed and productivity. Dutch supermarket chain Jumbo introduced slow checkouts for lonely elderly who would prefer to chat with people probably both in line and with the cashier.

And there will be new business opportunities arising from a world that might be slowing down. For people entering middle age and confronting unhealthy lifestyles, falling sick frequently, they might soon be seeing their western medical doctors requesting they go to traditional chinese medicine (TCM) clinics to “rebalance” their health. TCM is generally seen as slow but that is unique suited to more long term issues and preventative in approach. In that sense, certain ailments lends themselves to this slow way.

Like parental controls and screen time limitations, speed limits on things, having the slow option might actually be an alternative for niche customers. And this pool of customers might be growing.

So much work to be done

For those who are already beginning to be overwhelmed by the year, I’d like to confess I’m experiencing the same. There is so much to do, to accomplish and to change or improve. There’s work, family, relationships and the work on myself as well. It seems that I need them all right now! How do we prioritise this all?

Often we want to snap our fingers and have the world as we like it. We fantasise about how the world should be and the changes we could or should make. And then we stop there, frozen simultaneously by the possibilities and the overwhelming amount of work it entails. We then go back into fantasy world and imagine more work to be done instead of doing them.

We then make excuses why the world is fine to be as it is, because we want to get back to doing our own thing, to be in our comfortable patterns. It’s strange how we never fantasise about the status quo and dwell on what it takes to keep things the way they are. But we instinctively resist change, and stop ourselves from making them. So despite the sense of overwhelm, most things are likely going to stay the same.

Better to be selective and careful about the areas we target to change, and then punch hard in those areas. Hit the targets or decide it’s not worthwhile and then go on to the next.

Making excuses for yourself

Barely 10 hours before we were slated to meet for a trek, they messaged, “Had a late night today and just got home so we’ll sleep in and skip the trek tomorrow”. We learnt from young to steer our lives using excuses in order to align it with our periodic whims and fancies, but also to ensure we stay on course in our long-term goals when we find ourselves inconsistent. So they are a double-edged sword depending on how you wield it.

Using excuses that comes out of trying to steer towards long-term goals such as having a policy of sleeping 7.5 hours each night, not signing petitions, eating low-carb, etc can be great. And at times, you might just need to give yourself some wriggle room from low-stake commitments.

But the kind of excuses you need to catch yourself on, is when you’re bailing yourself out of the future you were committing to create for yourself or others. Especially so out of whims and fancies. When you make excuses not to do the work, or to deplete the trust people have in you, or to belittle the cultivation of small positive habits.

Action to change ourselves

What is the difference between taking an ineffective action and inaction? I think most people think they are the same and in fact they’d rather take no action to save the costs of the ineffective action.

But I beg to differ. How did you know the action you’re about to undertake is an ineffective action? What are the factors driving effectiveness? In taking the action, do you not discover something new? If nothing changed on the situation, did anything change in terms of your knowledge and capabilities?

We tend to think more in terms of how we change a situation rather than change ourselves. But perhaps the change that we need in ourselves is way more pressing than the situation.

Volatility of incentives

I believe that incentives drives behaviours. That is why big bureacracies are bound to retain mediocre individuals and repel talents. It is why high-paying jobs attract more people even if they are soul-sucking. It is also why high-impact but mediocre-paying jobs like teaching and nursing have people leaving in droves.

But incentives can also be volatile because market signals in the short term may not be a good reflection of fundamentals. That’s why people end up behaving in sub-optimal ways in pursuit of short-term gains. This could involve forging qualifications, attempting to get an increment from attending some third rate data analytics course, etc.

Can we trust incentives alone to govern our societies? Probably not. Because our purpose is greater than just responding to sticks and carrots. So more important to identify what purpose we want to fulfill and allow that to drive us forward. Blind pursuit of incentives bring us nowhere.