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WHY IT MATTERS: Digital Transformation
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Curated by
Farid Mheir
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Additional economic growth, including from business dynamism and rising productivity growth, will also continue to create jobs. Many other new occupations that we cannot currently imagine will also emerge and may account for as much as 10 percent of jobs created by 2030, if history is a guide. Moreover, technology itself has historically been a net job creator. For example, the introduction of the personal computer in the 1970s and 1980s created millions of jobs not just for semiconductor makers, but also for software and app developers of all types, customer-service representatives, and information analysts.
Farid Mheir's insight:
WHY IT MATTERS: this is a positive news about new technologies. However we must brace ourselves because many people will loose their jobs and not have the skills - or the willingness - to adapt. This will certainly create turmoil in companies - and possible whole countries. Prepare. 
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From
work
A lot of the common wisdom we have about working together is wrong.
Farid Mheir's insight:
WHY IT MATTERS: I am a very visual person - those are just great ways to visualize things we know.
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It’s critical to get a good start when stepping into the CIO role. Consider several measures when you shape your course.
Farid Mheir's insight:
WHY IT MATTERS: always good to do these 9 things when you start a new role in digital technology - CIO or not.
Fabienne Fayad's curator insight,
March 10, 2018 10:34 AM
Vraiment pertinent pour tout nouveau poste exécutif.
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How to adjust the operating model and revive stalled digital efforts. Specifically: - Does the concept of an "organizational structure" still make sense? Or should we move to self-organizing, manager-less teams?
Farid Mheir's insight:
WHY IT MATTERS: digital transformation is more than just implementing new technologies. There must also be changes in processes and people, often with different organizational structures. This article from Bain presents different alternatives, along with pros and cons for each.
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It may come as no surprise that technology-centric roles stole the show among emerging jobs in the United States, but the prevalence of machine learning and data science roles and skills indicate a shift in the types of technology we can expect to be using in the near future, as well as what professionals should be preparing themselves for. Having an academic background and a comprehensive suite of skills were also strong trends, especially among professionals who are now machine learning engineers and data scientists. Both of these roles are also often held by professionals with 10 years or more of professional experience, so for those just starting out and having trouble landing one of these titles, don’t be discouraged! It’s always a good reminder that soft skills will always be important, no matter the profession. The ability to collaborate, be a leader, and learn from colleagues will stand out in interviews, and even more once starting a job.
Farid Mheir's insight:
WHY IT MATTERS: the conclusion of the study is simple: go to University and study something related to technology. Simple, no?
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Automation will eliminate jobs but it will also create them. Here are 21 jobs that will exist in the future.
Farid Mheir's insight:
WHY IT MATTERS: AI will replace many human activities - from driving trucks to auditing accounting books. Futurists predict that new jobs will emerge, jobs that today do not make sense but that in the future will become essential - same way that our ancestors in early 1900s would not have believed that data scientist or software programmer or webmaster would exist today...
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From
qz
By next year, around 75% of financial firms will either explore or implement artificial intelligence technologies, according to a survey by Greenwich Associates. The research and consulting firm thinks some 15% of the industry’s jobs are at risk.
Farid Mheir's insight:
WHY IT MATTERS: social turmoil in the coming years. Trump has capitalized on coal workers fears of loosing their jobs. In 5 and 10 years, millions of workers in Finance, accounting, clerical jobs, but also truck drivers and warehouse workers will be out of a job - or fearing they will loose their jobs or seeing their salaries frozen or wages pressured in downward trends. They will be asked to retrain and maybe re-locate. Most won't and will expect their unions or their governments to do something against the business world and rich techies. We must - sadly - plan for social turmoil in the coming years.
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Erik Brynjolfsson and Andrew McAfee of the Massachusetts Institute of Technology point out that when automotive transport arrived, a whole group of workers—horses—were displaced, never to be employed again. They lost their jobs and vanished from the economy.
Farid Mheir's insight:
WHY IT MATTERS: the article very well sums up the changes that will impact us all - and the conclusion is bleak. When production is plentiful, very few have jobs. Having access to what is produced becomes the issue - if you don't have a job, you don't have the means to buy what gets produced. We will enter an era of social tensions and can only hope it will not be resolved in a 3rd world war.
Waqas ALi's curator insight,
November 20, 2017 6:33 AM
Custom Logo design services are playing important role in the field of business and marketing most of the companies recognized by their logo.
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Engineering Growth Framework provides a tool to measure and reward progress in people skills @Medium
In late August we rolled out our Growth Framework, a set of documents and tools that described what we value at Medium, how to progress, and how we measure and reward that progress.
Farid Mheir's insight:
WHY IT MATTERS: very useful framework that can be applied in many fields to manage employees in high-demand technical skills such a software engineers. A reference for me in the future.
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From
qz
The company got rid of formal, forced ranking around 10 years ago. But now, GE’s in the middle of a far bigger shift. It’s abandoning formal annual reviews and its legacy performance management system for its 300,000-strong workforce over the next couple of years, instead opting for a less regimented system of more frequent feedback via an app. For some employees, in smaller experimental groups, there won’t be any numerical rankings whatsoever.
Farid Mheir's insight:
WHY IT MATTERS: digital had the promise to change the way we work and bring the promise of meritocracy closer. This may be the start. I look forward to see the app itself and the process.
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Here's a collection of all 71 CB Insights market maps and unbundling/disrupting graphics.
Farid Mheir's insight:
WHY THIS IS IMPORTANT Digital transformation often comes from startup innovations. So maps like those are very good to know where opportunities to improve lie.
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From
hbr
AI will change that because there is no way any human being can outsmart, for example, IBM’s Watson, at least without augmentation. Smart machines can process, store, and recall information faster and better than we humans. Additionally, AI can pattern-match faster and produce a wider array of alternatives than we can. AI can even learn faster. In an age of smart machines, our old definition of what makes a person smart doesn’t make sense.
Farid Mheir's insight:
WHY THIS IS IMPORTANT We must change the way we are and behave in the age of machine intelligence and this article provides great insights.
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Some of the talent and tools won’t necessarily be found in-house. Here’s how to create a sustainable strategy for sourcing the right people and products.
Farid Mheir's insight:
WHY THIS IS IMPORTANT Finding the right partner for digital implementations is key to any project success. Here McKinsey proposes criteria to help select the best ones but also how to design a process to ensure it can be managed globally in the organization.
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The technical potential for automation differs dramatically across sectors and activities.
Farid Mheir's insight:
WHY THIS IS IMPORTANT We all work so we should all be aware of this trend. For those of us that create strategy for others, this is essential to consider as an underlying trend.
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Tech companies are spending hundreds of millions of dollars to improve conditions for female employees. Here’s why not much has changed—and what might actually work.
Farid Mheir's insight:
WHY THIS IS IMPORTANT Need more diversity. Period.
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“We have entered a world where workers are like professional athletes. They work for a company and contribute for a while, but when needs change, they move to another team, taking their skills and expertise with them. So the concept of a ‘job’ has changed and organizations have to manage their teams in a world of a rapidly changing, mobile, contingent working economy. Companies now have to move beyond ‘succession management’ to putting in place what we call programs for facilitated talent mobility.”
Farid Mheir's insight:
WHY THIS IS IMPORTANT My role often is how to best select and deploy new digital technologies. But I must include the human aspect of the transformation - specifically which new skills are needed, how to update the org chart and whether to hire or outsource. I find that thinking of digital technology skilled employees as professional athletes helps a great deal. You hire/outsource for specific skill and role in your team, sometimes must pay a premium to get them (it's a seller's market) and be ready to trade them for another one in a few years or even months. C'est-la-vie!
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From automation and benefits, to recruitment and coaching, HR tech companies are still disrupting HR.
Farid Mheir's insight:
WHY THIS IS IMPORTANT I've been tracking the impact of digital in HR for a while and have been surprised at how slow the HR professionals have been embracing the digital tools at their disposal. This summary from CBinsights shows that innovation is very dynamic and that there are many new tools to improve HR. However, I find resistance in the corporate leaders to fully finance HR departments to transform (HR is still seen as a cost center - so you minimize its expense / If you see it as a strategic group then you fund it appropriately because you see returns) - but I also see resistance in HR professionals not willing to transform their processes and ways of doing things. Lots to do in this field IMHO.
Also read: - http://fmcs.digital/blog/tag/hr/ - http://www.scoop.it/t/digital-transformation-of-businesses/?tag=HR
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The diagnosis is in: healthcare careers top the list of jobs with the highest base salary in the U.S., according to LinkedIn Salary.
Farid Mheir's insight:
It is good to be a medical professional in the US!
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How I Burned 10 Million Dollars So You Don’t Have To. In February, my startup (Twenty20) employed 35 people. We had a board-approved plan to scale to 85 by the end of the year. As of July, we were at 55, and well on our way. Now, four months later, our team size is 12.
Farid Mheir's insight:
WHY THIS IS IMPORTANT I love those stories because they are real-life, pragmatic, and reflect the reality of startups. Should be true not only for startups but intrapreneurs and small groups that burst into life in larger organizations. Lesson to learn: don't grow until you know your business model. Also: self-service is good. Must read to give you confidence, hope and also scare you a little.
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Maths ability will get you furthest, says Harvard's Davis Deming. As long as you've got the social skills to go with it. Could a robot do your job? Millions of people who didn’t see automation coming will soon find out the painful way. The answer is a resounding yes. The World Economic Forum’s Future of Jobs study predicts that 5 million jobs will be lost before 2020 as artificial intelligence, robotics, nanotechnology and other socio-economic factors replace the need for human workers.
Farid Mheir's insight:
One important stat from The Future of Jobs report is that the top trend that will drive change in work is new technology and innovation.
WHY THIS IS IMPORTANT All jobs will be affected by technology and thus every good digital transformation should include the human disruption and its impact on current and future employees. Too often, we implement digital change and fail to consider people impact. Look at UBER taxis: their model is to plow ahead and disrupt the market but they have failed to accompany the taxi drivers that are impacted. Because of it they are facing huge head winds from governments and established corporations. On the other hand, Teo Taxi (Montreal-based) has recognized the people impact and embraced human transformation of the cab drivers which results in much better relationships and less confrontation. Same technology, same process, different human approach.
Gonzalo Moreno's curator insight,
December 9, 2016 5:06 AM
TASK Management vs. PEOPLE Management, a superclassic...
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From
hbr
The “competency grid” is a promising new tool. By 2020, the US economy is expected to create 55 million job openings: 24 million of these will be entirely new positions. And 48 percent of the new jobs, according to Georgetown’s Center on Education and the Workforce, will emphasize a mix of hard and soft intellectual skills, like active listening, leadership, communication, analytics, and administration competencies.
Farid Mheir's insight:
A review of the most in-demand skills and the way to visualize them to more clearly identify and rate potential new hires.
WHY THIS IS IMPORTANT The article shows the gitHub contribution profile in the chart clearly shows that Alex is a more constant contributor than Dana and that he may have better skills for a computer programming job. what if if was possible to "visualize" the skills of your employees and prospects based on data and metric such as this one? We would then be in a better position to hire and promote the right individuals based on their true skillset and unbiased data.
Bourgade's curator insight,
November 22, 2016 2:57 AM
A review of the most in-demand skills and the way to visualize them to more clearly identify and rate potential new hires.
WHY THIS IS IMPORTANT The article shows the gitHub contribution profile in the chart clearly shows that Alex is a more constant contributor than Dana and that he may have better skills for a computer programming job. what if if was possible to "visualize" the skills of your employees and prospects based on data and metric such as this one? We would then be in a better position to hire and promote the right individuals based on their true skillset and unbiased data.
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For example, working at a tollbooth may be a secure job. But whatever gains the economy gets from having people making change at tollbooths are more than offset by the loss of time that results when other people have to wait in traffic to enter a toll road. Starting in October, the Massachusetts Turnpike Authority will shift to entirely automatic tolls. Machines will do all the work of collecting tolls, and toll collectors either will be reassigned to other positions within the authority or will have to find new jobs. But traffic will flow more easily, leading to big gains in efficiency for truckers and people getting to work, and less waste of fuel.
Farid Mheir's insight:
With the introduction of robots, the fear is that humans will loose their jobs. In the short term at least, it may only transform work.
WHY THIS IS IMPORTANT Any strategic plan should include a chapter on robotics and the replacement of human labour with robots (and possible AI as well). The article shed some insights on historical perspective - farmers have not disappeared with introduction of mechanical devices but they have become much more productive - as well as raises some interesting ideas about our cohabitation with robots in the near future.
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Keeping up with technology is every executive’s job, but it doesn’t need to be daunting. Here are three strategies for staying relevant in the digital age.
Farid Mheir's insight:
Reasons and resources to help you remain up-to-date on digital. I guess following my blog is one of them!
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By 2035, workplace changes will see us looking for jobs as remote pilots or online chaperones. This is the finding of an Australian report looking at megatrends in the workplace over the next 20 years. The authors of the report, CSIRO (Commonwealth Scientific and Industrial Research Organisation), outline potential jobs in 2035, along with other impacts of the Fourth Industrial Revolution on our working lives.
Farid Mheir's insight:
A review of reports on the future of the workforce and the evolution of skills required. It provides links to detailed reports and data.
WHY THIS IS IMPORTANT If you have kids, read this. If you a making strategies beyond 3 years, account for these changes in your plans. If you are a startup, ask yourself if you are contributing to the changes highlighted here.
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Curated by Farid Mheir
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WHY IT MATTERS: if you have kids, show them this then encourage them to study!