“I love data, and I love it even more when big data saves me 45 minutes of traffic jams. For those who are not yet believers in the power of data and analytics; this morning Waze helped me to be in time for my business meetings, and saved the environment a lot of unnecessary exhaust gas emissions. I understand why Google paid the 100 employees over a million $ to acquire this service :)”
This week I’ve spend an amazing time on the West Coast. I had the honor to visit Trillion Dollar Tech companies that are shaping the way we communicate, shop and basically live. As a souvenir our Cupertino team handed over the book below, “the Four” by Scott Galloway, an absolute must read. Do not wait too long reading this one, because there a nr of Asian unicorns, fast… Joost d’Hooghe
“For all that’s been written about the four over the last two decades, no one has captured their power and staggering success as insightfully as Scott Galloway.
Instead of buying the myths these companies broadcast, Galloway asks fundamental questions. How did the four infiltrate our lives so completely that they’re almost impossible to avoid (or boycott)? Why does the stock market forgive them for sins that would destroy other firms? And as they race to become the world’s first trillion-dollar company, can anyone challenge them?”
Google Has an Official Process in Place for Learning From Failure – By Justin Bariso, @JustinJBariso
Recently, Google described its internal process for documenting and learning from mistakes, The process is ever so aptly named: the postmortem.
Identify the most important problems. Ask yourself, what do I define as a major problem? You may not always know until you see it, and that’s OK. Use those problems to help you identify future failures that are similar.
Create a record. “Our next step is to work together to create a written record for what happened, why, its impact, how the issue was mitigated or resolved, and what we’ll do to prevent the incident from recurring,” writes the Google team.
Promote growth. Not blame. The key is to encourage your people not to play “the blame game.” Rather, you want them to focus on improvement and learning.
Startups are hot… “That was last decade. We live in a new world now, and it favors the big, not the small. The pendulum has already begun to swing back. Big businesses and executives, rather than startups and entrepreneurs, will own the next decade; today’s graduates are much more likely to work for Mark Zuckerberg than follow in his footsteps.” (more…)
For decades companies and consultancies are working hard to crack the code for perfect teamwork. The outcome continues to result in the number 5, or 4.6 to be more precise. In order to achieve high performance the team members need to trust each other, and need to be willing to go the extra mile and provide critical feedback. Healthy friction can only be achieved in a compact team with a shared goal. (more…)