The Next Big Thing
Posts about next generation technologies and their effect on business.

Displaying articles for: October 2013

Infographic of the future

Earlier this year the BBC put out an infographic titled Tomorrow’s World: A guide to the next 150 years. Not sure how accurate all their predictions are but it is an interesting graphic to think about.

 

Amara's law – "We tend to overestimate the effect of a technology in the short run and underestimate the effect in the long run."

Tags: future| Trends| Vision
Labels: Future| Trends| Vision

A possible workplace approach for the future…

Since this blog is supposed to be about business and technical trends, one of the trends being bandied about lately is working at home or the office and the type of flexible environment needed to both address the needs of privacy and creativity vs. more public meetings and brainstorming sessions.

 

Although it is a few months old now, I came across this video about Mimic - an office approach that transforms to the user’s requirements and adapts to the office culture and business model of the moment. I found that it has many interesting possibilities.

 

 

“A rigid durable aluminum frame forms the foundation of each unit and can easily be moved to allow for a more open environment. Individual units create a community through adjacencies and the negative space around them. The side and top of the frame feature a collapsible system of rotating electrochromatic glass modules that respond to commands input. Each square of glass is attached to a small servo that would rotate from a completely open position to a completely private position, and anything in between depending on the desire of the user. The tri-slide panel is set up to fulfill some of the basic necessities of an office space with a pinup surface, white board surface, and digital electrochromatic glass.”

 

HP sponsored this design research with Microsoft to address the workplace needs of the future. The servo approach might be a bit overkill since movement like that will likely require maintenance, but some other techniques may be as effective. It is nice that you could open them up for a degree of ventilation. 

Tags: future| Trends| Vision
Labels: Future| Trends| Vision

Use of genomic information and the implications of its storage

DNA Storage.pngIn looking at the technology of 2020, one of the examples I use is based on the precipitous decline in storage costs and the improved understanding of how to compress DNA information. It should be possible to store the genomic information of every person on earth in about $140M worth of storage by 2017 and by 2020 it would be only $25M. It may be even lower if disruptive technologies can be identified. 

 

One of the real problems is getting this information though. There was an article in Fast Company about 23andMe that gives some perspective on what this could be used for a more personalized approach to healthcare, as well as how the information could be gathered.

 

Many other industries need to plan on these effects as well. I just thought the Fast Company article made it more personal. 

Goal-oriented sourcing

handoff.pngOne of the changes the IT service industry is experiencing is a realization that those commodity-oriented contracts that are focused on non-business value oriented SLAs are less than ideal for the change-oriented future that most organizations are experiencing. There is a need for a bit more creativity in the joint development of business-focused, yet quantitative, contract techniques that are mutually agreeable. No one cares if the disks are spinning or lights are flashing (except maybe the IT folks) if the tasks of real value for the business are not getting done.

 

Unfortunately, this means that benchmarking vendors can be significantly harder, since every organization is unique in what they are trying to accomplish. Defining the specific capabilities of a vendor to address the gaps or supplement the weaknesses is going to develop into a core skill for the future. There definitely are commonalities between organizations that can be part of how service organizations are measured, but will those be enough to make a difference?

 

Another dimension of the new expectations for service relationships is the requirement for the various entities to work together. What should a multi-sourced environment look like? Ways to share the success and pain need to be codified in the contract so that there is less finger pointing and more meeting the needs of the day. Once again, this is not a trivial shift in contracting. The current approach to roles and responsibilities try to define a clear “lane in the sand” between vendors. The need is to take the accountability a step further and clearly define the way turnover of responsibly takes place, so it is less “throwing it over the wall” and more of brief, conceptual embrace, ensuring that the handoff takes place effectively. Sure this can be awkward at first, but we live in a culture that demands greater collaboration.  Think of it more like “hug and release” fishing -- no one gets hurt.

 

Joint problem-solving can be a bit of a concern as well since many times it feels like one vendor may be training the other, transferring intellectual property along the way. That may just be a cost of business to reach shared objectives.

 

Those who can be viewed as part of the solution and not part of the problem should win out in the end. But today that kind of perspective is qualitative at best and rarely quantitative at all.

Planning your own succession development

trapeze.pngRecently, I’ve been talking with individuals who are looking to move from their current role to roles in a new organization. These people are very dedicated and pride themselves on their commitment to getting a job done.

 

Unfortunately, when you’re getting ready to make a change you can set up a conflict that you may not even realize is happening. You want to start thinking about the new role, but your whole persona tries to keep control of the current role – you don’t let go. This can easily lead to a poor transfer of control to your replacement, as well as internal frustration.

 

As you begin plan the change in roles, you need to ask yourself a few questions:

1)      Where am I spending my time? And who will do these things when I am gone? What can I do to make them successful?

2)      Is there anything about the approach to my role that others need to know? Should it be documented? Who would be the target audience? If there are gaps how, can they be filled?

 

Leaders are always looking for options, so thinking through and possibly even documenting these issues will help you move on and ease the separation anxiety for everyone else.

 

Of course for those who tend to move around a lot, there should always be one or two people you have in mind who could take over. You may even want to start mentoring them now.

 

I really need to get back to more technical tasks, this is my 3rd post on this kind of topic in the last couple weeks.

Report on occupations and automation from the UK

automation.pngLast week, I wrote a post about the likely decline of the middle management role. Recently, from the UK comes a study that states of 702 defined occupations in the US nearly 50% are at risk from automation. A blog from the London School of Economics and Political Science titled: Improving technology now means that nearly 50 percent of occupations in the US are under threat of computerizationprovides some additional graphs and analysis to illustrate the likely situation.

 

This work is similar to that done by Erik Brynjolfsson and Andrew McAfee from the MIT Center for Digtial Business, a few years back titled: Race against the Machinediscussing if automation is hurting job growth.

 

Gary Reber of For Economic Justice wrote a related post titled: How To Reverse The Increasing Reliance Of Low-Wage Workers On Billions In Aid And Restore Economic Growthfocused on how our perspectives of employment may need to change.

 

When I think about the service futures, it is clear that the signs are there that change is coming. There is much that organizations can do to get the change they desire but they need to take a holistic view of the business goals, employees and the appetite for change. An example from the past to contemplate is the story about why Henry Ford decided to change how his workers were paid

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About the Author(s)
  • Steve Simske is an HP Fellow and Director in the Printing and Content Delivery Lab in Hewlett-Packard Labs, and is the Director and Chief Technologist for the HP Labs Security Printing and Imaging program.
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