Twenty years ago, if you wanted to buy a loaf of bread and the cashier asked for your age, gender, marital status and income to complete the transaction, you would have raised an eyebrow and marched out of the store. You might have even called your local MP or a better business bureau to lodge a complaint. In 2018, you knowingly surrender a mountain of personal data to not only make purchases but also when visiting websites or sending an email.
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Big data is regarded as one of the most important drivers of digital transformation, however, tapping into that potential is easier said than done. Many companies are still finding their way around big data, testing technologies, use cases and tools, as well as new operational models. The art of big data isn’t the ability to capture volumes of complex data sets. It is investing capital in the talent that can craft a compelling and actionable strategy, one that each department can understand and execute.
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In the brave new world that is being realized in the digital space, consumers are leaving a data trail that is invaluable to organizations and advertisers. Organizations can use this proverbial mountain of data to acquire more customers, make existing ones more loyal, enhance customer experience, and ultimately, drive revenue. The reason so many apps and platforms are free or inexpensive is because organizations are learning that extracting value from data is the new digital currency.
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Organizations are obsessed with the word “culture”, constantly working to build one that will attract talent and produce results. The perceived drivers of culture are team building, social events, monthly meetings and then utilizing a variety of buzzwords to get buy-in. While these tactics can work, the most genuine and successful cultures are developed organically, starting with organizational values, and must be present in all aspects of an operation.
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Every manager believes that their team of dedicated people are operating at maximum capacity and efficiency. Sure, some teams are great but the reality is that a lot of “great” teams are only good, and it is on a leader to shape them into a collection of personalities and talents that can truly deliver.
What is holding your team back and what steps can you take to foster the traits that can elevate your team?
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You post an opinion on your favourite social network and the result is a flood of aggressive replies that proceed to get out of hand. Suddenly, your initial point is lost and you’ve wasted hours, even days, arguing with a stranger who was never going to change their mind. Alternatively, maybe you were the person who replied in a blind rage.
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Not long ago, social networks were a fun but somewhat inconsequential place—a digital playground to share ramen photos and connect with friends over cat memes. Then, it evolved into a springboard for democracy, helping usher in movements like Occupy Wall Street. Recently, social media has emerged as an insidious danger, a tool to divide and conquer democracy.
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In 2005, radio producer and author, Danny Wallace wrote a novel titled, Yes Man. The idea was that for one year, Wallace would say yes to every offer presented to him. While this is an intriguing way to combat the mundane, it’s a weak strategy to apply to one’s career.
The average workplace is a microcosm of society where social and professional elements intersect. There’s a hierarchy ruled by etiquette, all of which is hard to ignore for those hoping to get noticed for their abilities. Most workplaces fail in running their organizations as a meritocracy.
Many equate a rise to the top by one’s willingness to say “yes”. The belief is that by uttering the word “yes”, an employee can get the attention of those higher on the ladder. Saying “yes” to every request can make you the go-to person when a job needs to be done.
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There’s been no greater pop culture milestone than the Star Wars franchise. Starting in 1977, Star Wars has revolutionized filmmaking and genre, creating avenues of licensing and merchandising that has never been rivalled (Star Wars lipstick is a thing).
The most recent installation, The Last Jedi, has gone a step further than just inspiring people to fight with broomsticks or squawking like a Porg from Ahch-To. It has done something that the previous eight films, animated TV Oseries and countless books and comics have failed to do. It has made fans re-evaluate the characters that have lived in their hearts and imaginations since the first crawl appeared on screen.
I know what you’re thinking. There have already been a million articles dissecting The Last Jedi so why write another. Well, like most, The Last Jedi got me thinking but not about plot or character arcs. My fandom has been consumed by how this movie reconceptualised the idea of leadership.
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When James W. Marshall discovered gold in Coloma, California, little did he know that a fever of greed would pass through the nation, unleashing an excitement that would re-shape the U.S. landscape and rattle the population. If history has proven anything, it’s that the smallest inkling of wealth can profoundly impact the world economy.
Like the 19th century gold rush that brought roughly 300,000 people to California, bitcoin is moving a whole lot of money without much thought to the consequences. Maybe it’s some visionary minds moving fast or a severe case of FOMO, but either way, many are rolling the dice in the hope that they won’t be left on the sidelines.
As we stand on the precipice of the bitcoin revolution, the question remains…what lessons have we learned from history?
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Jonmichael Moy 