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Creating Generational Legacies

Sunday, July 12, 2020

Musings on R&D and the biggest bang for the buck


Below are some of my musings of R&D which is a mash-up of an i4j discussion with 3 leading thinkers on innovation and the future of work over the past week :- David Bray, Steve Denning and Curt Carlson 

The importance of R&D to survive 


“The best way to predict the future is to invent it”
quote ascribed to Alan Kay

Many firms are not doing enough to deal with the tsunami of disruption - and unless they address those risks and opportunities more assertively, they won’t be around much longer. 

What should an organisation focus on - what R&D should they be doing..... 

If one focuses on the customer and you do things that matter to the customer — that is all you should focus on  — exclusively — whether it is a big or small innovation.  

Should firm only focus on quick wins - or also focus on longer term efforts, and maybe the odd very long shots? 

Curt Carlson - founder SRI - which developed SIRI talks about the 3 Agile tools  of R&D : 

customers, small teams, and networks.

So what is the goal of R&D ?


“It is to deliver meaningful value   to selected stakeholders  - the customer . “

It is not just  to do projects or experiments or agile  “that involves science!”

It is not just about projects and experiments  - they are just tools for creating value. 

So, how can we best create value?  


Value creation is about learning and creating -

Below are the 6 base ingredients  of value creation with r&d and active learning :- 

Focus on the  customer 
Focus on the market opportunities,
Create a framework with the available resources, risks and possible benefits? 
Ensure a methodology  to collect and sift  the data  - to be moulded collaboratively to create solutions 
Share the data and work in teams - this is more powerful than working alone
Rinse and repeat 
 
We are at an exciting stage as we enter “the Nexttech revolution” 

As a consequence of the ubiquitous use of the Internet and Telecoms and R&D - the diffusion of information is happenning faster and cheaper (Murphy’s law ) .

Specifically, the Internet now allows rapid dissemination of ideas and insights globally. 

Knowledge is now a commodity 

This includes scientific papers as well as direct emails, chats, and videos with researchers and organisations. 

Ideas are no longer as geographically bounded as in the past.

What cost a fortune in the past is now available free, fast and in abundance 

An example of the speed of Adoption 

  • It took more than 25 years for 50% of US households to adopt the washing machine. 
  • Personal computers took about 18 years to be adopted by 50% of households. 
  • Cell phones took about 10 years. 
  • Tablet devices took about 6 years. 
  • Investment in the 4th Revolution 

R&D is not for the faint hearted - and you need deep pockets 


The success of R&D both at a national and organisational level is based on multiple “learning through experimentation” trials – otherwise known as learning from failure – and the result of basic research funding and the strategic patience of R&D spending supported by Governments, Universities and the Private Sector...... and there has been significant investment in R&D by both China $554 billion  the USA $582 billion (in 2018). 

Huawei’s technological capability and the significant investment in 5G - seems to be a “spot on focus” as it is the technology that will drive IoT, Data, VR, AI , 3D printing and self driven cars!!! ie the future !!!  This investment has put Huawei in a strategic position on the word stage - and significant investment is being made in USA to “catch - up”. 

This R&D will increasingly define geopolitical standing.


Government Support in Australia 


Governments have the opportunity via grants and incentives to reward organisations who invest in activities that will enhance the growth and well being of their society.

There are 2 main grants and incentives that are available in Australia - which has hadfantastic success - and which BSI has been helping organisations access over the past 25 years.

the EMDG programme - the “export market development grant” - that rewards companies who exports by reimbursing 50pc of their overseas marketing spend up to $150k each year. - the Grant has resulted in a 12X ROI - for every $ of Grant made - there has been 12X export revenue from the programme.

The R&D tax incentive - a tax and cash incentive provided to Organizations who perform R&D -  a company can potentially get up to 40% of the R&D spend back in cash !! the definition has been adjusted over the years to focus on what the government wants to fund.

People will focus on what is being rewarded! 
If it’s core science and base R&D 
- which is what the current definition is - that’s where the energy will be focussed .....

And this is what I want to write about....

Thr biggest bang for the buck and value for Australia and its constituents in my view is to focus on “applied innovation” 

Over the past few years - the current definition “effectively excludes applied innovation including software development and collaborative application of the science.” This is where the bulk of private R&D spending (78%) is - in other words, aimed at commercial success in a two- to three-year timeframe - much of which is excluded by the current definition. 

A great Australian Export - Steve Denning - currently living in the USA and writing for Forbes Magazine and author of “the age of agile” suggests that applied innovation  is more urgent and important than the R&D definition. 

The goal is to create value and enhance organisational capacity in both the public and private sectors  - and turn risk into real opportunity generating massive gains. 

So how  should Australia government support Australian Organisations to enhance value creation? 

How can Australia continue to “punch above its weight?

Clearly by supporting “applied innovation” and including this in the R&D definition. 

 Australian Organisations can compete globally by innovating and collaborating with the relevant institutions - and utilise these technologies to build relevant commercial models - to build customer value and advance our society forward. 

Australia has been known as the most prolific “early adopters of technology” . That is what our skillset is and maybe  that is what  Governments should encourage organisations in the private sector to focus on .

It’s about remixing new device and existing R&D and come up with something better and faster !!

Where is the biggest bang for the buck for Government to invest in organisations with a view to provide best value for its stakeholders? 

Is it better to “partner” with those spending trillions on R&D .... and doing deals for Australia to help commercialise and test these technologies? 

Is it wise to ostracise Chinese 5G because of politics? 

Action points
Identify what should be rewarded based on value to the nation that creates jobs, increases profits, and uplifts people and communities.
How do we get the brightest and best to come to Oz
Develop research alliances across nations with shared values, focus, and professionalism for its research community members .... no need to reinvent the wheel ! 


There’s gotta be a better way!





Aaaaaargh - has this been normal - there’s gotta be another way .... traffic, assembly lines, rows of cubicles if people looking at computer screens!!!

How can you leverage the power of freelancers - where there is no permanent commitment to work for you? People will work because it’s a win win win! 

Distributed workforce - the way of the future 

How can you engage a workforce to “work above the line” 




Are we using too much phone?




Gertz talks of passive Nihilism - Our lives, we are told, are no longer real: they have become media-facilitated concoctions. We no longer have real friends or honest conversations. We are forced to make do with media facsimiles. We no longer know who we are. Our very goals and values have been determined for us by hidden algorithms, without our knowledge or consent. The fact that most of us feel that technology has made our lives better merely demonstrates how effective and dangerous is the illusion that technology generates. We are becoming, or have already become, computer-driven zombies that are no longer truly human.


There is a horrifying rise of a technological mass culture which is now apparently enslaving us. 


Are we  victims  of  “techno-hypnosis.”??

 

This is a problem and has nothing to do with agile - “technology and your phone” can be a drug - and we need to be careful to ensure that we continue to remind ourselves  what it means to be human.”


According to Gertz, “we” spend it on meaningless “orgies of clicking” - finding ‘new ways to indulge our ecstatic urges”, such as when technologies allow us to “post anonymous comments, form flash mobs, and become cybervigilantes.” Leading us from  a self-destruction of guilt to a destruction of shame.”


This is scary 


Technology has massive positives it enables us to 

 

  • save us time and money
  • instantly find knowledge, get books
  • buy an infinite array of goods at low prices
  • watch most of the world’s movies or listen to all of the world’s music on our phones
  • text and video conferencing enabling us to have a much richer and emotionally fulfilling relationship with our loved ones scattered around the planet 
  • get more done working from home
  • get to and stay at amazing places using Airbnb and Uber 

 

We need to have  a balanced approach to technology and balance  both the benefits and risks of technology in our lives. 


Do as I write not do as I do!!


Do not discount the dangers of technology! 

See also https://australianinnovation.blogspot.com/2020/07/are-we-becoming-bots.html

Are we becoming bots ?


David Michaelis article written in 2015  was visionary.... 


http://anewdomain.net/david-michaelis-moral-drones-apologetic-zuck-enough/



Here are some extracts that hit me between the eyes 


Has Facebook, google and amazon colonised the globe?


Is the 4th revolution and the giant disruption that is coming going to make the Internet age look like a Lotus 1-2-3 decimal upgrade?


We want that toy. It’s shiny! Can’t wait for autonomous flying cars! Like the Jetsons! Whoo-whee.


The phone and related tech has made us selfish and greedy and  denial and blame and sneakiness is prevalent!


We have become automated bots and faceless avatars - bearing to the drum of subliminal messages!


We were born - but are beings have become “made”


Tech is taking  away some of our humanity, or at least what’s left after the Industrial Age,  the Information Age and now the age of robotics, AI and the IoT where we are becoming the things .


See also https://australianinnovation.blogspot.com/2020/07/are-we-using-too-much-phone.html

Monday, July 6, 2020

The one minute Covid Breathalyser that could be a game changer



A one-minute coronavirus breathalyser test has been invested in Israel - that if approved from the US FDA could be a game changer! 


If validated  - this breathalyser could be a game changer - and could soon be installed at places such as at ports, workplaces and cruise ships, with each device processing breath from about 4,000 people every day.


The invention of an instant COVID-19 breathalyser could have enormous implications for air travel and the economy. 

How it works 

The clever contraption, which uses frequency to detect the deadly SARS-CoV-2, was designed by a team based at an Israeli university and has a success rate of more than 90 percent in trials to-date.


Current tests for the new coronavirus use throat or nose swabs and look for particles but the team led by Professor Gabby Sarusi at Ben-Gurion University of the Negev thought outside the box in terms of detection.


“We asked ourselves, since this virus is just like a nano-particle or a quantum dot with a diameter between 100nm to 140nm in terms of its size and electrical properties, can we detect it using methods from the worlds of physics, photonics and electrical engineering?


“We discovered that the answer is yes, this virus resonates in the THz frequency, and spectroscopy in these frequencies reveals it promptly.”


The hand held device contains a chip with densely packed sensors to capture tiny particles from the breath, including any viruses.

The chip is then read through a THz spectroscopy, which takes about 20 seconds. 


Scientists look for the tell-tale changes in resonance in the THz spectral range caused by the coronavirus. Within a minute they can tell if someone is carrying the virus, even though they may be completely without symptoms.


Where to from here? 


The next steps are to conclude the validation process then get Food and Drug Administration approval, for which there is a COVID-19 fast-tracking system in-place, meaning that the tests could be seen in public as soon as September.


Source :- 

https://www.google.com.au/amp/s/ajn.timesofisrael.com/israel-invents-one-minute-coronavirus-breath-test/amp/

Tuesday, June 30, 2020

The Great Reset - Gary Bolles - The Nexttech Revolution - BBG and the Future of Work

Our Nexttech Transformational Forum launched last week with Gary Bolles - Chair of Future of Work at Singularity University - sharing his insites on the great reset

The Players



Framing the Forum 




About Gary Bolles


Gary Bolles Firestarters 

1. Making an Impact 


Country - 
Community - is there a better Way?
Organisation - teams - D&I 
Individual  - Automation 

2. What Happenned?




Aaaaaargh - has this been normal - there’s gotta be another way .... traffic, assembly lines, rows of cubicles if people looking at computer screens!!!

How can you leverage the power of freelancers - where there is no permanent commitment to work for you? People will work because it’s a win win win! 

Distributed workforce - the way of the future 

How can you engage a workforce to “work above the line” 

3. Teams




Team - a group of people who bind together to solve problems! 
Find the root cause of the problem - find out what really matters -  and then how do they coordinate to solve that problem 
“Out of conflict comes clarity”
 Read the book “the 5 temptations of a CEO” - “feel safe to” confront the 800 kg gorilla in the room - 
  • How can we be more inclusive ?
  • Empower vs instruct 
  • Diversity and Inclusion is key - psychological diversity and psychological safety
Diversity is inviting them into the room...... Inclusion is inviting them to dance with you “
  • Leverage the smarts of teams

4. Technology 




What is work 
Problem to be solved
Set of Tasks by Human skills 
 - can these be done by AI or robots 

Future of work 

Machine - repetitive task solving repetitive problems 
Human - How do we strive to focus on spending time creating unique tasks solving unique problems 

If tasks done by AI - will free up human beings - is that a bad thing? 
  • Universal income
  • abundance
  • A better way? 

Unpacking the ThinkTank

Group 1 - Rob Nankervis 




Group 2 - Emma Sidney 




Group 3 - Cassandra Parton




Group 4 - Bill Mclellan 





Monday, June 29, 2020

How to Empower your team to Lead the Change and Disrupt



Disruption in the world of work is here to stay. It will continually alter workplaces, workforces, workspaces, workflows and workloads.


Making change is a difficult thing to do where  70% of corporate change initiatives fail (Gallup).


Only leaders who respond to this new norm by disrupting their own philosophies and strategies about change can position the heart of their organisation  -- their people -- to continuously adapt and excel.


Gallup suggests we flip the script and enable employees to create and lead the change themselves.”

The difference between a manager and a leaders mindset on change 


A manager.                                     A leader 

Drives Change                               Inspires Change 


Focuses on 

Structural aspect     Behavioural and Cultural Aspects 


Informs                                            Empowers




To prepare their people to help lead change, leaders need a workplace culture that lives and breathes adaptability and have agility in its DNA. 


It needs a work environment that energizes people to get ahead of change and push the organization forward.


In our BBG Sydney Superforum last week, Tony Surtees identified a massive gap for consultants to help with managing change in Enterprises after “the great reset” - because one thing that we can be sure of - is that there will be massive change!


The leader  needs to understand human emotional dynamics -- including mindsets, behaviors and cultural norms 


Gallup in an article by MARA HOOGERHUIS AND JILLIAN ANDERSON identifies 4 ways of how to navigate a succesful programme of change and encourage its people to create and own the change


1. Involve, trust and empower your people. 

Develop employees into agents of change by consistently demonstrating that employees' ideas and contributions matter. Involve them in decision making, empower them to perform - and trust them. They may do things differently to you - but they will achieve the desired result their way

2. Prioritise manager development 

When managers serve as coaches, not bosses, they fuel engagement and inspire employees to move away from their routines and adopt new mindsets and behaviours
Create a culture of learning and collaboration. Invest in ongoing manager development -- and most importantly, give managers the freedom to coach their team members.

Support managers with the right tools and kpis  to strengthen employee awareness, adoption and accountability.

3. Use analytics to get ahead of employees' perceptions and emotions.

Emotions primarily drive decision-making, not rational thinking. In fact, 70% of decision-making is based on emotion and 30% on rational thought.

Leaders should use multiple channels to understand employees' emotions and perspectives, including ongoing dialogue, employee analytics, feedback mechanisms, Conversations and BBG Forums 

With in-depth insights, leaders can adjust their strategies, grow employee buy-in and disseminate best practices.

Through conversations with key stakeholders, leaders can glean success strategies from early adopters and early resisters. 

With qualitative and quantitative data on their people's change readiness, leaders can discover ways to unify employees behind a change initiative. Leaders should involve managers in feedback collection and give them access to real-time employee analytics.

4. Create a culture of learning.

A disruption-ready organisation  never stops learning and growing. 

To lead change, employees must repeatedly adapt to new discoveries and shifting demands.

Leaders should create processes and cultural norms that propagate rapid experimentation, adaptation and collaboration. 

Leaders must ensure their people are aligned and working together to drive success.

There should be ongoing communication, learning, training and coaching between managers and their teams. This will keep employees "in the know," manage role expectations and inspire desired behaviours


For detailed article see 


https://www.gallup.com/workplace/268991/adapt-constant-change-create.aspx