Summarize

There's huge number of onboarding tools and they do very different things. Business leaders need to first start with the problem and be very specific about the problem.  AI may not solve the problem if people don't know where to look for the tools. HR is aware of bias and discrimination in artificial intelligence tools and they are rightly concerned about it. But what to do about it is a whole other question.Good businesses spend a lot of time in problem identification, and understanding they delve deep and are quite happy to get dirty in talking about problems. The more we don't talk about the problem, the less we understand the problem. If anyone wanna be that truly successful 1%, then that person must understand the problem or the opportunity. Both of those don't just require insight into the problem and the opportunity.It requires a good, deep understanding into the solution. VR and extended reality assume going to overtake and artificial intelligence is gonna be almost a bad boy. Pip sees AI as one of the tools in a toolkit for digital transformation. Csuite has agreed to skill its people, figure out the problem, be brave, and start implementing AI. There are a couple of concerns about artificial intelligence. Pip’s main concern is in the tools that we are choosing they are designed or chosen to serve companies, at the expense of the people. People are only doing what the technology can't do, not what the there's not a decision about what should be left to people. We are servicing them rather than the other way around. The future of work will only look grim if HR doesn't get involved. People hate being told what to do by an algorithm and are rejecting the idea of working for an app, The key issue under attack is autonomy, task significance and job complexity. Some people see AI as a way to replace what they love to do. There is some sort of substitution. But also on the other hand, there is also augmentation.

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Summary:

Pip shared her views on the importance of developing an ethics, data and technology charter for organizations to start digital transformation in the workplace. Weida says leaders should focus on communicating data, using data communication as a strategy. Having a charter of ethics for how companies use data and technology will be good for the company's long-term well-being. It's over and above the legalities. An ethics charter is not necessarily governance. In fact, in the absence of higher purpose, that's where corporate governance get very heavy. She does not find that heavy governance is a good replacement or doesn't necessarily improve privacy. Digital transformation is not a one and done, it must be both continuous adaptation and evolution as technology changes and evolves. Technology is an enabler, not an end in itself. Leaders need to be willing to experiment with new technology and be open to uncertain returns. The future will belong to the bold, those who are willing to be brave with their digital transformation agenda. Andrew shared a story to reveal the upskilling puzzle. Pip believed that leaders got a problem of people not knowing what they need to learn and subsequently, HR struggling to figure out what do our people need to know for a future that is uncertain when we don't actually know what our strategy is, how will we ever understand the skills that they need.

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Summary:

Pip shared her backstory of how she got into HRtech space. She believed that curiosity enable the need for developing a continuous learning journey that helped her to pivots multiple times in her career and keep her motivated to develop her career. Although companies have moved everything online with the tools that they had, Pip doesn’t believe that leaders have fully navigated the hybrid workplace of the future. She believed that virtual reality and extended reality are more likely to be the tools of the future for the modern workplaces. Covid’19 has accelerated the discussion about AI associated issues like: bias, discrimmination, data, privacy. It is important to understand people use of technology when it comes to technology adoption. Pip believe that companies need to be more deliberate in their use of data as much as they put alot of effort to collect the data. Failing to do so can lead to a deterioration of trust and that will hinder continuous digital transformation. 

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Summary:

George's favorite books are Product Lead Growth, Measure what matters, and the Bible. His most commonly used app is Linkedin. He shares 4 key tips on building a successful career in the digital space. They are 1. Adopt a T-shaped approach to career planning, 2. Learn consistently 3. Try something, 4. Learn to do and accept failure as part of learning. He also talk about the importance of ethics and sustainability in doing business. 

Notes and transcript can be found here: https://www.andrewliewweida.com/podcast

As a part of this podcast @GeorgeVettath indicated that a special 20% discount would be given to all signups that quote this promo code "20withandrew" for two of their offerings

a) #Stragiliti Revenue Management and Billing for Tech. Services firms that need unified billing (subscription, usage based, project milestone, time & material or one time services). For more information on the product visit 

https://www.stragiliti.net/contracts-billing

b) Rapid custom development of applications using- typically for modernization of legacy applications, or a fresh cloud app buildout with 5 to 15x less effort. For more information visit

https://www.stragiliti.net/buildoutchallenge

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Summary:

George shared his views on convincing management to start digital transformation using low code. You just have to justify that need for the application that should be with the board, but then you get five quotations and try to call vendors. Then it's all about speed and efficiency and how well you deliver. George pointed out that the financial service is the sector with the most complex needs. AI is crucial and AI is rapidly picking up. And I think that while the low code is not so well known, AI is well-known everyone knows that AI is happening, but in the same way this low code revolution is also happening. AI is doing a lot of valuable work in education. The way it's being added into companies is happening in phases. Companies are experimenting. Singularity is probably 15 years away. Most companies will go through those three stages: insights, decision, support, and decision takeover. One by one and each project is being treated as a separate ROI. George thinks that over the last two years companies have developed use cases and that these are successful as well as are getting better. Companies that want to accelerate reskilling should consider using low code or no code tools as an HR strategy. This is akin to the axe and chainsaw story. Companies that want to drive agility and digital transformation on complex big apps will have to use low code to enable speed to market. 

Notes and transcript can be found here: https://www.andrewliewweida.com/podcast

As a part of this podcast @GeorgeVettath indicated that a special 20% discount would be given to all signups that quote this promo code "20withandrew" for two of their offerings

a) #Stragiliti Revenue Management and Billing for Tech. Services firms that need unified billing (subscription, usage based, project milestone, time & material or one time services). For more information on the product visit 

https://www.stragiliti.net/contracts-billing

b) Rapid custom development of applications using- typically for modernization of legacy applications, or a fresh cloud app buildout with 5 to 15x less effort. For more information visit

https://www.stragiliti.net/buildoutchallenge

Hosted on Acast. See acast.com/privacy for more information.

Summary:

George shared his views on how low code can enable greater agility for iterating and building complex applications. Gartner predicted that by 2024, 65% of apps will be low code. George predicts that all apps in the next decade will become low code. Business leaders will find that the first specifications that come from who is conceptualizing the application are only 80% ready. When companies are trying to complete their project specifications from 80% to 100%, They may have to go through maybe up to 40 iterations before they can get to a point where say they are happy with the application. Now a simple app will require maybe 10,000 or 20,000 lines of code. Yes. A complex app will require 300,000 lines of code. 30 times 50 times the size. So Fortune 500 companies are heavily adopting enterprise-class, low-code platforms and these low-code brands like Mendix and Outsystems emerge.

Notes and transcript can be found here: https://www.andrewliewweida.com/podcast

As a part of this podcast @GeorgeVettath indicated that a special 20% discount would be given to all signups that quote this promo code "20withandrew" for two of their offerings

a) #Stragiliti Revenue Management and Billing for Tech. Services firms that need unified billing (subscription, usage based, project milestone, time & material or one time services). For more information on the product visit 

https://www.stragiliti.net/contracts-billing

b) Rapid custom development of applications using- typically for modernization of legacy applications, or a fresh cloud app buildout with 5 to 15x less effort. For more information visit

https://www.stragiliti.net/buildoutchallenge

Hosted on Acast. See acast.com/privacy for more information.

Summary:

George shared his backstory of how he go from an engineer to a technopreneur. He shared his story in 3 parts. Covid-19 accelerated digital transformation. Companies realized that they cannot run old applications and at the same time their teams are spread out and hybrid and yet leaders got to deliver results. During this time, the tools have gotten better and definitely low code or no code is really helping. George went on to explain one core problem that most people don't see in transformation and that the real need is to really make those big apps work together, exposed, and start connecting to them and start revamping them. Then George went on to explain how low code enables such change for complex or big apps.

Notes and transcript can be found here: https://www.andrewliewweida.com/podcast

As a part of this podcast @GeorgeVettath indicated that a special 20% discount would be given to all signups that quote this promo code "20withandrew" for two of their offerings

a) #Stragiliti Revenue Management and Billing for Tech. Services firms that need unified billing (subscription, usage based, project milestone, time & material or one time services). For more information on the product visit 

https://www.stragiliti.net/contracts-billing

b) Rapid custom development of applications using- typically for modernization of legacy applications, or a fresh cloud app buildout with 5 to 15x less effort. For more information visit

https://www.stragiliti.net/buildoutchallenge

Hosted on Acast. See acast.com/privacy for more information.

Summary:

Reuben believes that employees will not join companies that don’t invest in them. Companies need to give time and be patient in order for people to learn and translate learning to problem-solving. Reuben mentioned that 2 projects per person are good rules of thumb to manage workload for projects but the timeline depends on the scale of the project. Companies that support the 80% rule are crucial to their success with talents. If a company views itself like a VC and invests in people and projects with a risk appetite, then the company might reap unbelievable rewards. Reuben also believes the BYOS (bring your own stack) is the best way to attract tech talents to get going relative to joining a company with a centralised tech doctrine in the long run. Reuben shared his thoughts on his choice of book, apps, and career advice for anyone trying to go into digital, data careers.   

Notes and transcript can be found here: https://www.andrewliewweida.com/podcast

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Summary:

Reuben shared his analysis on the career paths on the future of chicken rice hawkers. Old hawkers can consider taking on more people-oriented jobs while young hawkers can join the AI hype. Reuben hopes that AI will make life better for mankind. AI singularity can help mankind move past the point of scarcity. The deepening of AI might enable a future of science fiction. The workload has changed from 7 days to 6 days to 5 days and now moving to 4 days work week. One of the beauties of AI is to enable people to choose to exercise creativity and innovation instead of people having to work. If the government gives UBI like VC giving checks to founders, the society might have more Elon Musks and Bill Gates creating more value and writing off all those who choose not to work. Reuben further expounded his views on the beautiful future of AI and the possible need for UBI, universal benefit income.

Notes and transcript can be found here: https://www.andrewliewweida.com/podcast

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Summary:

Leadership is about taking ownership, figuring out what went wrong, offering possibilities, and getting buy-in from the stakeholders. Cost-benefit scalability analysis helps a company to evaluate the profitability and return of investment of doing digital transformation as the company scale this technological capability over more customers and over different locations. Reuben mentioned that the company can have decreasing return to scale of using AI if the people do not implement AI well. Reuben believes Elon’s musk school of thought on the future of AI is most likely the prevailing scenario and societies need to be prepared for it. 

Notes and transcript can be found here: https://www.andrewliewweida.com/podcast

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