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Gladwell: Outliers

How was the book?

Malcom Gladwell starts his book very boldly stating that ”I will argue that there is something profoundly wrong with the way we make sense of success.” And indeed he is right. I have read ”million” articles stating what to do in order to become successful.

He continues that ”their success is not exceptional or mysterious. It is grounded in a web of advantages and inheritances, some deserved, some not, some earned, some just plain lucky—but all critical to making them who they are”. So there is no secret ingredient or recipe on how to become successful. There are the 10 000 hours rules etc. but mainly we are talking about factors  

”This is not a book about tall trees. It’s a book about forests—and hockey is a good place to start because the explanation for who gets to the top of the hockey world is a lot more interesting and complicated than it looks. In fact, it’s downright peculiar. ”

”The outlier, in the end, is not an outlier at all.”

What are the key learnings of the book? 

To become successful you need:

·       Accumulative advantage,

·       you have to be skilled-talented-driven -type of person and

·       (second) chance.

Outliers are ”men and women who do things that are out of the ordinary”. And this book is about their success. ”Success is the result of what sociologists like to call “accumulative advantage.””

But there is no mystery about being a successful. The story of their success is based on:

1)  history

2)  community,

3)  opportunity and

4)  legacy.

Besides those facts the Outliers are first and foremost the skilled, the talented, and the driven.

History

History explains something about people who are extraordinary successful – they were born in the right time. For example ”more hockey players were born in January than in any other month, and by an overwhelming margin. The second most frequent birth month? February. The third? March.”

It’s because ”coaches start to select players for the traveling “rep” squad—the all-star teams—at the age of nine or ten, and of course they are more likely to view as talented the bigger and more coordinated players, who have had the benefit of critical extra months of maturity.”

The same goes with first industrial wave in the USA and it goes with the tech billionaires. They were born in the right time.

Community

Community matters. Gladwell uses a village called Roseto as an example.

It is a village in hills of eastern Pennsylvania. They had ”created a powerful, protective social structure capable of insulating them from the pressures of the modern world.” People living in Roseto were protected, because they lived in that particular village.

Opportunity

Gladwell uses Beatles and Bill Gates as an examples when illustrating the meaning of opportunity on becoming successful.

Beatles: “They were no good onstage when they went there and they were very good when they came back,” Norman went on. “They learned not only stamina. They had to learn an enormous amount of numbers—cover versions of everything you can think of, not just rock and roll, a bit of jazz too. They weren’t disciplined onstage at all before that. But when they came back, they sounded like no one else. It was the making of them.”

Bill Gates: “It was my obsession,” Gates says of his early high school years. “I skipped athletics. I went up there at night. We were programming on weekends. It would be a rare week that we wouldn’t get twenty or thirty hours in. There was a period where Paul Allen and I got in trouble for stealing a bunch of passwords and crashing the system.”

”All the outliers we’ve looked at so far were the beneficiaries of some kind of unusual opportunity. Lucky breaks don’t seem like the exception with software billionaires and rock bands and star athletes. They seem like the rule.”

Psychologist K. Anders Ericsson: ”Ten thousand hours is the magic number of greatness.” Both Beatles and Bill Gates had their obsession and they got the opportunity to practice their obsession on becoming so good that now one could compete with them. Outliers work much, much harder……

How should we change according to the book?

”Everything we have learned in Outliers says that success follows a predictable course. It is not the brightest who succeed. If it were, Chris Langan would be up there with Einstein. Nor is success simply the sum of the decisions and efforts we make on our own behalf. It is, rather, a gift. Outliers are those who have been given opportunities—and who have had the strength and presence of mind to seize them.”

1) We prematurely write off people (as failures) must be ended.

“We do ability grouping early on in childhood. We have advanced reading groups and advanced math groups. So, early on, if we look at young kids, in kindergarten and first grade, the teachers are confusing maturity with ability.

2) (Second) chance

”When the Korean pilots where given a second chance the prevailed…. And what Korean Air did, when it finally turned its operations around, was give its pilots the opportunity to escape the constraints of their cultural legacy….. We took them out of their culture and re-normed them.”

3) Society for all

”To build a better world we need to replace the patchwork of lucky breaks and arbitrary advantages that today determine success—the fortunate birth dates and the happy accidents of history—with a society that provides opportunities for all.”

Words of wisdom…. Chance society…. You just need a chance.

What should I personally do? 

I should cultivate:

·       autonomy,

·       complexity and

·       a connection between effort and reward in doing creative work

”That’s worth more to most of us than money.”

Summary

The book in six words – ”Hard work is a prison sentence only if it does not have meaning”.

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Phil Knight: Shoe Dog

Kirjasta

Shoe Dog on tarina 24-vuotiaasta pojasta, joka kehittää koulussa liiketoimintassuunnitelman minkä pohjalta syntyy Nike. Tarina, joka ansaitsi tulla kerrotuksi. Sekä luetuksi.

Kirjan keskeinen idea on kasvutarina miten kunniallisen isän pojasta tuli kenkäkonkari – shoe dog. Toisekseen Knight jakaa liikkeenjohdolliset näkemyksensä kirjan sivuilla. Kolmanneksi siinä kerrotaan mitä opetuksista, joita hän sai kun johti Nikeä.

Phil Knight kertoo myös suorapuheisesti isänsä juopottelusta, omasta neitsyydestä, suhteesta pokiinsa. Mutta tärkeintä kirjassa on kuinka hän kehitti maailman kiehtovimman brändin. Amerikkalaiseksi yrityshistoriikiksi tämä kirja on poikkeuksellinen lukukokemus.

Mitkä ovat kirjan keskeiset opit?

Phil Knightin näkemykset liikkeenjohdosta:

·      ”Ihminen muistetaan säännöistä, jotka hän rikkoo” (MacArthur). Knight jaksoi hokea itselleen MacArthurin ideaa, että tekemällä asiat toisin saa myös asioita aikaiseksi.

·      Nikessä oli yksi yhdistävä tekijä. Knight uskoi, että se on veljeskunta. Alkaen johtoryhmästään, jota hän kutsui Nuijapäiksi ja bondaamisen välikappaleena käytettiin alkoholia.

·      Markkinoinnissa kirja ei tarjoa juurikaan elämyksellisyyttä tai syvällisiä havaintoja. Ehkä enemmänkin Knightin epäusko markkinointiin kokonaisuudessaan on jännittävää luettavaa. Silti hän innokkaasti kertoo miten he hommasivat huippu-urheilijoita käyttämään Niken tuotteita. Eli käytännössä Knight oli tuotesijoittelun ja testimoniaalien suurin ihailija. Hän sai mm. paljon potkua työhönsä kun näki miten urheilijat kantoivat Niken kenkiä.

·      Onnesta Knightilla oli samanlainen näkemys kuin Jack Welchillä kirjassaan ”Winning”: ”Onnella on suuri rooli. Kyllä, tahdon julkisesti tunnustaa onnen voiman. Urheilijat saavat onnenpotkuja, runoilijat saavat onnenpotkuja, yritykset saavat onnenpotkuja. Kova työ on ratkaisevaa, mutta onni saattaa päättää lopputuloksen”.

·      HR-työssä Knight oli selkeästi edellä aikaansa. Hän halusi kaikille uusia tehtäviä aika-ajoin ”etteivät he alkaisi kyllästyä”.

·      Mentoroinnista…. ”Muistin, että paras tapa vahvistaa omia tietojaan jostakin aiheesta oli jakaa ne, joten me molemmat hyödyimme siitä”.

·      Kiinaan meno vuonna 1979 edusti samaa visiönaarimäistä liikkeenjohtamista kuin aikanaan 24-vuotiaana kenkien maahantuonnin aloittaminen.

Phil Knightin saamat opetukset liiketoiminnasta:

·      Opeista tärkein lienee koskenut yrittäjyyttä, luovuttamista ja lopettamista. Knightin mukaan ne ”jotka kannustavat yrittäjiä olemaan aina luovuttamatta ovat puoskareita. Joskus pitää luovuttaa. Joskus tieto, milloin luovuttaa ja milloin kokeilla jotain muuta, on neroutta. Luovuttaminen ei tarkoita lopettamista. Älä koskaan lopeta.”

·      Ilman, että japanilainen päämies ei olisi kilpailuttanut Knightin yhtiötä, niin hän ei olisi koskaan ryhtynyt valmistamaan omia kenkiä. Opetuksista julmin, mutta ehdottomasti kannattavin. Ja tässä tapauksessa Knight käänsi onnettomuuden vahvuudeksi.

·      Vision hän lainasi japanilaiselta Onitsukalta 1960-luvun alussa: ”Kaikki maailmassa käyttivät jaloissaan urheilukenkiä koko ajan”, Onitsuka sanoi. ”Tiedän, että tämä päivä toteutuu”. Ja se toteutui 1976, kun Nike ryhtyi valmistamaan farkkuihin sopivia lenkkareita.

·      Jatkuva kassabudjetilla eläminen oli yrittämisen raskainta työsarkaa ja tietenkin kamppailu olemattomalla ”sotakassalla” jatkuvan kasvun äärellä.

·      Henkilöstöstä Knight sai tärkeimmän opin japanilaiselta Hayamilta: ”Näetkö nuo bambupuut tuolla ylhäällä?” hän kysyi. ”Näen kyllä.” ”Seuraavana vuonna kun tulet… ne ovat 30 senttiä korkeampia.” Tuijotin. Ja ymmärsin”.

·      Innovoinnin ja fokuksen Knight oppi myös kantapään kautta: ”Älä laita kahtatoista innovaatiota samaan kenkään. Se vaatii liikaa kengältä, suunnittelutiimistä puhumattakaan.”

·      Kun aikanaan Knight kohtasi rikkauden, niin hän teki tärkeän määritelmän rahan vaikutuksesta: ”Raha vaikutti meihin jokaiseen. Ei paljon eikä kauan, sillä raha ei kannustanut meistä ketään. Sellainen on kuitenkin rahan luonne. Olipa sitä tai ei, halusipa sitä tai ei, pitipä siitä tai ei, raha yrittää määritellä elämää. Meidän inhimillinen tehtävämme on vastustaa sitä.”

·      Muotia hän seurasi myös ja osasi arvioida kollegoitaan: ”Sininen bleiseri, kultaiset napit, tanakasti tärkätty gingham-paita ja kravatti rykmentin väreissä – Chang esiintyi niissä vaivatta. Häpeilemättä. Hän oli Ralph Laurenin ja Laura Ashleyn kashmirsydäminen rakkauden hedelmä.”

·      Kansainvälisen kaupan osuuden rauhantyössä Knight koki konkreettisesti ”Kun tavarat eivät liiku rajojen yli, sotilaat liikkuvat”.

·      Pittoreski yksityiskohta meille suomalaisille lukijoille on, että tarinassa mainitaan Karhu ja Lasse Viren jopa kaksi kertaa.

Mitä meidän pitäisi tehdä kirjan perusteella? 

Alkakaa yrittäjiksi.

Mitä minun pitäisi itse tehdä? 

Osta Onitsuka Tiger-kengät.

Yhteenveto

Kirja kuudella sanalla – ”Ihminen muistetaan säännöistä, jotka hän rikkoo” (MacArthur).

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Seneca: Elämän lyhyydestä

Kirjasta

Vaihtelu virkistää – ota haaste vastaan ja lue jotain sellaista mitä et muutoin tekisi? Siis lukisit kaksi tuhatta vuotta vanhoja kirjoituksia. Jopa jos inhoat selfhelppiä, niin älä jätä tätä kirjaa lukematta…. ”Senecan kirjoitukset edustavat selfhelp-kirjallisuutta. Ne antavat lukijalle neuvoja, miten elää parempaa elämää”. (Juhana Torkki)

Juhana Torkki on suomentanut roomalaisen Senecan (4 eKr. – 65 jKr.) ajatuksia elämästä. Pelkästään ajatus siitä, että luet toisella aikakaudella eläneen vanhan filosofin ja opettajan ajatuksia on kutkuttava. Toisekseen Torkin esipuhe – lyhyydestä huolimatta, on kirjan mukana tuoma bonus. Ja mikä hienointa kirja on vain 68 sivuinen. Sen lukemiseen ja Senecan iättömiin ajatuksiin voi käyttää huolella aikaa.

Minkälainen kirja oli?

Jos Seneca lähettäisi twiitin, niin hän jyrähtäisi siinä ”Oleellista ei ole, mitä kestät, vaan miten sen kestät.”

Tai ”Menneisyys on elämämme pyhä ja erotettu alue, nostettu kaiken inhimillisen hairahduksen yläpuolelle, kohtalon vallan ulottumattomiin; sitä ei ahdista puute eikä pelko, eivätkä tautien hyökkäykset. Sitä ei voi turmella eikä ottaa pois. Se on ikuinen ja horjumaton omistus.”

Noissa ajatuksissa yhdistyy, niin ankara stoalainen elämäntyyli kuin oppi ihmisen elinkaaresta. Seneca kirjoitus on antiikin ajan niin selfhelp- kuin scientific management-opas. Hän neuvoo ajan ja omaisuuden käytössä, henkilöstövalinnoissa kuin terveellisestä elämäntyylistä sekä varoittaa juopottelusta ja ylensyönnistä.

Kuten jo edellä mainostin, niin kirja on erittäin nopea lukuinen. Lukemisesta säästyvän voit helposti investoida Senecan ajatusten erittelemiseen. Hänen ajatukset ovat pisimmilläänkin kahden kolmen lauseen mittaisia – jopa suorastaan, heittoja. Niiden tulkitsemiseen kannattaa jättää aikaa.

Mitkä ovat kirjan keskeiset ideat? 

Kirja jakautuu kolmeen osaan, joissa Seneca kertoo ajatuksiaan elämän lyhyydestä, joutilaisuudesta ja johdatuksesta. Kirjan keskeinen idea on, että ”miten käyttää aika viisaasti.”

ELÄMÄN LYHYYDESTÄ

· Ensimmäinen oppi on fokusointi. Pitää välttää tyhjän toimittamista. ”Kaikkein lyhin ja rauhattomin on niiden elämä, jotka unohtavat menneen, laiminlyövät nykyhetken ja pelkäävät tulevaa. Saavuttuaan elämän päätepisteeseen he huomaavat onnettomina liian myöhään, että heillä oli kaiken aikaa kiire tyhjää toimittamaan.”

· Toinen oppi on elämäntapa: ”rakkaus hyveeseen, hyveenmukainen elämä, himojen huomiotta jättäminen, taito elää ja kuolla sekä syvä rauha kaikesta.”

· Kolmas oppi kuvaa suhdetta työhön. ”Sama asenne on monilla: heidän halunsa tehdä töitä kestää kauemmin kuin heidän kykynsä.”

””Mihin elämä sitten pitäisi käyttää jos ei hifistelyyn ja parturissa istumiseen? Siihen Seneca vastaa kirjoituksissaan. ”On olemassa kolme tapaa elää”, kirjoittaa Seneca. ”Yksi on omistautuminen nautinnoille, toinen mietiskelylle, kolmas toiminnalle.””

· Nautintoihin keskittyvää elämää – kovin suosittu vaihtoehto antiikin Roomassa – Seneca piti vähiten arvokkaana.

· Ihmiset ovat lihoneet siksi etteivät liiku, he ovat tulleet heikoiksi, he väsyvät jo oman painonsa liikuttelusta, saati että jaksaisivat tehdä töitä!

· Monessa tekstissään Seneca puntaroi, kumpi kahdesta jäljellejäävästä on parempi: mietiskely, contemplatio, vai actio, vastuunkanto valtion asioista?

· Samoin jotkin sellaiset asiat, kautta Herkuleen, joita ylistetään ja tavoitellaan, ovat nauttijoilleen vahingoksi. Tällaisia asioita ovat ylensyönti ja juopottelu ja kaikki muut tappavat nautinnot.

· Kukaan ei tiedä, mihin pystyt, et edes sinä itse.” Voidakseen tuntea itsensä on asetuttava testiin. Vain kokeilemalla saa selville, mihin pystyy.

Koska Seneca oli ymmärtänyt, että sekä aika että raha ovat maailman niukimmat resurssit, niin siksi niihin pitäisi suhtautua suurella pieteetillä:

· Samaan tapaan elämä avautuu suurena sille, joka osaa järjestää sen viisaasti.

· Ajankäytössä pitäisi olla yhtä huolellinen kuin rahan. Aikaa ei saa tuhlata…. Kehotan siis: käy elämäsi tilikirjat läpi ja laske. Huomaat, että vain hyvin harvat päivät jäivät itsesi käyttöön, jäänteet joista ei muuhun ollut.

· Helppoa on käyttää omaisuutta, vaikka kuinkakin niukkaa, jos sen määrä tunnetaan tarkasti. Huolellisemmin on varjeltava sellaista, josta et tiedä milloin se loppuu.

· Ja kuitenkin: menneisyys on elämämme pyhä ja erotettu alue, nostettu kaiken inhimillisen hairahduksen yläpuolelle, kohtalon vallan ulottumattomiin; sitä ei ahdista puute eikä pelko, eivätkä tautien hyökkäykset.

Lopuksi on siteerataan ajattelijaa itseään, joka taitavasti kuvaa miten jo silloin uskottiin, että parhaat ihmiset lähetetään tärkeimpiin tehtäviin…. ”Miksi jumala vaivaa kaikkein parhaita ihmisiä sairauksilla, kuolemansurulla tai muilla vastoinkäymisillä? Siksi että armeijassakin kaikkein vahvimmat lähetetään vaarallisimpiin paikkoihin. Kenraali lähettää valikoiduimmat erikoisjoukot tekemään vihollisleiriin yöllisen yllätysiskun, tiedustelemaan tien tai ajamaan vihollisen joukot ulos turvastaan. Kukaan noista, jotka lähtevät suorittamaan tehtäväänsä, ei sano: ”Kenraali teki minua kohtaan väärin”, vaan: ”Se oli kenraalilta oikea ratkaisu!””

JOUTILAISUUDESTA

”Kaksi koulua, stoalaisuus ja epikurolaisuus, ovat kyllä tässäkin asiassa kaukana toisistaan, mutta molemmat johdattavat joutilaisuuteen omia teitään. Epikuros sanoo: ”Viisas ihminen ei ota osaa yhteisiin asioihin, ellei siihen ole jokin erityinen syy.” Zenon sanoo: ”Viisas mies osallistuu yhteisiin asioihin, ellei jokin erityinen syy estä häntä.”

Toinen on asettanut joutilaisuuden päämääräksi, toinen etsii siihen syytä.

On olemassa kolme tapaa elää, ja tavallista on kysyä, mikä noista kolmesta on paras. Yksi on omistautuminen nautinnoille, toinen mietiskelylle, kolmas toiminnalle.”

JOHDATUKSESTA

”Antiikin aikana yleisen stoalaisen ajattelun mukaan maailmaa ohjaa järki (ratio). Asiat eivät tapahdu sattumalta vaan hyvän suunnitelman mukaan. Tämä nostattaa kysymyksen: miksi sitten tapahtuu myös pahoja asioita? Miksi pahoja asioita tapahtuu hyvillekin ihmisille? Miksi elämä ei tunnu kohtelevan kaikkia oikeudenmukaisesti?

Kun siis näet, että hyvät ja jumalten hyväksymät ihmiset joutuvat näkemään vaivaa, hikoilemaan ja kiipeämään tuskaisasti ylöspäin, kun taas pahat kirmaavat ja kylpevät nautinnoissa, ajattele tätä: omissa lapsissamme ihailemme malttia, orjien lapsissa rämäpäisyyttä. Omille lapsille pidämme kovempaa kuria, orjien lapsia kannustamme uskaliaisuuteen. Pidä siis kirkkaana mielessä, että samoin toimivat jumalat. Hyvää ihmistä jumala ei hemmottele: hän koettelee, karaisee, valmistaa tätä itselleen.

Etkö näe, miten erilainen on isien ja äitien tapa osoittaa hellyyttä? Isät pitävät huolta, että lapset herätetään ajallaan opiskelemaan, he eivät salli lasten lorvia edes vapaapäivinä, ja he puristavat lapsistaan hikeä, joskus myös kyyneleitä. Äidit antavat lämpöisen sylinsä, he tahtovat pitää lapsen suojissaan, niin että tämä ei koskaan itke, ei koskaan ole suruissaan eikä joudu kärsimään vaivaa. Jumalalla on hyviä ihmisiä kohtaan isän mieli. Hän rakastaa heitä lujalla rakkaudella.

Vasta kun hyve näyttää, mitä kaikkea se kestää, näemme kuinka suuri ja vahva se on. Tiedät, että juuri näin pitäisi toimia hyvän ihmisen: hänen ei pidä pelätä kovia ja vaikeita koettelemuksia, ei valittaa kohtaloaan vaan ottaa kaikki myönteisesti ja kääntää kaikki myönteiseksi. Oleellista ei ole, mitä kestät, vaan miten sen kestät.”

Mitä meidän pitäisi tehdä kirjan perusteella?

Tyhmä ihmiskunta – jo Senecan ajoista tiedetty mikä on ihmiselle hyödyllistä ja mikä on haitallista. Miksi vieläkin arvomme ”itsestäänselvyyksiä”, kun vastaus on jo ollut Senecan nenän edessä vuodesta 4 eKr. Senecan kirjoitukset saavat minut epäilemään, että onko ihmiskunta todellakaan jaksanut keskittyä olennaiseen kun kaikki tieto on vuosituhansia ollut olemassa.

Meidän pitää ehdottomasti noudattaa Senecan kolme suurta ajatusta:

1) ”Samaan tapaan elämä avautuu suurena sille, joka osaa järjestää sen viisaasti.”

2) ”Ihmiset ovat lihoneet siksi etteivät liiku, he ovat tulleet heikoiksi, he väsyvät jo oman painonsa liikuttelusta, saati että jaksaisivat tehdä töitä!”

3) ”Ajankäytössä pitäisi olla yhtä huolellinen kuin rahan.”

Mitä minun pitäisi itse tehdä? 

Tutkia stoalaista ja epikuroslaista elämäntyyliä.

Yhteenveto

Kirja kuudella sanalla – ””Perämiehen opit tuntemaan myrskyssä, sotilaan taistelussa”.

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Doerr: Measure What Matters

How was the book?

Hey all you techies and business innovators – this is the book for you. John Doerr is presenting two methods. The First is called Objective Key Results (OKRs) method and emphasis on the methods is on OKRs. The second is Conversation, Feedback, Recognition (CFRs) method. Then there is also a huge bonus, demonstrating via cases how these methods work properly. Cases include corporations such as Intel, Google and startups like Remind, Zume Pizza and Nuna. I could find numerous resemblance to the Lean Startup by Eric Ries.

Read this book slowly and do not hasten, because there is much to think about. Even the quotes from great thinkers should be considered with care. At the end of the book there is different resources to implement the OKRs and how to use CFRs.

What are the key learnings of the book? 

”As much as I hate process, good ideas with great execution are how you make magic. And that’s where OKRs come in.” (Larry Page)

In the OKRs the objectives are the stuff of inspiration and far horizons. Key results are more earthbound and metric-driven. They typically include hard numbers for one or more gauges: revenue, growth, active users, quality, safety, market share, customer engagement. A manager “must be able to measure … performance and results against the goal.” (Peter Drucker)

OKRs

Key questions in OKRs are WHAT and HOW. OKR methods is based on former CEO of Intel – Andy Groves thinking. He innovated his own way of deploying scientific management and Peter Druckers wisdom. OKR’s is “a management methodology that helps to ensure that the company focuses efforts on the same important issues throughout the organization.” As a method it ”is a collaborative goal-setting protocol for companies, teams, and individuals.

They cannot substitute for sound judgment, strong leadership, or a creative workplace culture. But if those fundamentals are in place, OKRs can guide you to the mountaintop.”

A few goal-setting ground rules?

”Don’t allow the perfect to be the enemy of the good.” (Voltaire)

Key results should be succinct, specific, and measurable:

I) ”An OBJECTIVE is WHAT is to be achieved, no more and no less. By definition, objectives are significant, concrete, action oriented, and (ideally) inspirational. When properly designed and deployed, they’re a vaccine against fuzzy thinking—and fuzzy execution.

II) KEY RESULTS benchmark and monitor HOW we get to the objective. Effective KRs are specific and time-bound, aggressive yet realistic. Most of all, they are measurable and verifiable.”

OKR x 4

OKR has four superpowers: Focus, alignment, tracking, and stretching:

I) Focus and Commit to Priorities: What’s important, and what’s not. ”OKRs impel leaders to make hard choices.”  

II) Align and Connect for Teamwork: Everyone’s goals are openly shared. ”Individuals link their objectives to the company’s game plan, identify cross-dependencies, and coordinate with other teams. By connecting each contributor to the organization’s success, top-down alignment brings meaning to work.”

III) Track for Accountability: ”OKRs are driven by data.” They are animated by periodic check-ins, objective grading, and continuous reassessment—all in a spirit of no-judgment accountability. An endangered key result triggers action to get it back on track, or to revise or replace it if warranted. ”

IV) Stretch for Amazing: ”OKRs motivate us to excel by doing more than we’d thought possible”

According to Edwin Locke ”“hard goals” drive performance more effectively than easy goals. Second, specific hard goals “produce a higher level of output” than vaguely worded ones. Among experiments in the field, 90 percent confirm that productivity is enhanced by well-defined, challenging goals.”

How to apply OKR?

“Bad companies are destroyed by crisis. Good companies survive them. Great companies are improved by them.” (Andy Grove)

Measuring what matters begins with the question: What is most important for the next three (or six, or twelve) months?

Less is more.

– “A few extremely well-chosen objectives about what we say ‘yes’ to and what we say ‘no’ to.” A limit of three to five OKRs per cycle. Each objective should be tied to five or fewer key results.

Set goals from the bottom up.

– Teams and individuals should create roughly half (50%) of their own OKRs with managers.

No dictating.

– OKRs are a cooperative social contract to establish priorities and define how progress will be measured. Collective agreement is essential.

Stay flexible.

– Key results can be modified

 Dare to fail.

– While certain operational objectives must be met in full, aspirational OKRs should be uncomfortable and possibly unattainable. “Stretched goals push organizations to new heights.”

A tool, not a weapon.

– ”The OKR system is not a legal document upon which to base a performance review.” OKRs and bonuses are best kept separate.

Be patient; be resolute.

– ”An organization may need up to four or five quarterly cycles to fully embrace the system.”

“Innovation means saying no to one thousand things.” (Steve Jobs)

CASE: Zume Pizzas OKRs

”OKRs were our Esperanto, our shared vocabulary.”

– OBJECTIVE Complete the Truck Delivery Fleet for 250 Polaris (Mountain View HQ).

– KEY RESULTS

1. Deliver 126 fully certified ovens by 30.11.

2. Deliver 11 fully certified racks by 30.11.

3. Deliver 2 fully certified full-format delivery vehicles by 30.11.

CFRs

”We don’t hire smart people to tell them what to do. We hire smart people so they can tell us what to do.” (Steve Jobs)

Continuous performance management is implemented with CFRs:

A) Conversations: an authentic, richly textured exchange between manager and contributor, aimed at driving performance

B) Feedback: bidirectional or networked communication among peers to evaluate progress and guide future improvement

C) Recognition: expressions of appreciation to deserving individuals for contributions of all sizes

Focused, transparent OKRs knit each individual’s work to team efforts, departmental projects, and the overall mission. As a species, we crave connection. In the workplace, we’re naturally curious about what our leaders are doing and how our work weaves into theirs. OKRs are the vehicle of choice for vertical alignment.

Micromanagement is mismanagement.

”When our how is defined by others, the goal won’t engage us to the same degree.”

Do not try this at home…. If an HR manager got stuck trying to connect to the high-level goals for product or revenue, we’d add a top-line objective just for that person.

”Each time we went through the OKR process, we did a little better. Our objectives got more precise, our key results more measurable, our achievement rate higher. It took us two or three quarters to really get the hang of it.” (MyFitnessPal)

How to get better with OKRs?

Quarter to quarter, day to day, they look for tangible measures of their achievement. ”The best-in-class platforms feature mobile apps, automatic updating, analytics reporting tools, real-time alerts, and integration with Salesforce, JIRA, and Zendesk.

– They make everyone’s goals more visible. Users gain seamless access to OKRs for their boss, their direct reports, and the organization at large.

– They drive engagement. When you know you’re working on the right things, it’s easier to stay motivated.

– They promote internal networking. A transparent platform steers individuals to colleagues with shared professional interests.

– They save time, money, and frustration. In conventional goal setting, hours are wasted digging for documentation in meeting notes, emails, Word documents, and PowerPoint slides. With an OKR management platform, all relevant information is ready when you are.

“The single greatest motivator is ‘making progress in one’s work.” (Daniel Pink)

Don’t be a tourist, be the guide

OKRs are adaptable by nature. As Peter Drucker observed, “Without an action plan, the executive becomes a prisoner of events. And without check-ins to reexamine the plan as events unfold, the executive has no way of knowing which events really matter and which are only noise.”

For best results, OKRs are scrutinized several times per quarter by contributors and their managers. A manager’s “first role is the personal one. It’s the relationship with people, the development of mutual confidence … the creation of a community.” (Peter Drucker)

CASE GOOGLE: Google’s benchmark check-in cycle is monthly, at a minimum. Tremendous value can be gained from post hoc evaluation and analysis. In both one-on-ones and team meetings, these wrap-ups consist of three parts:

I) Objective scoring,

II) Subjective self-assessment, and

III) Reflection.

Scoring

0.7 to 1.0 = green. (We delivered.)

0.4 to 0.6 = yellow. (We made progress, but fell short of completion.)

0.0 to 0.3 = red. (We failed to make real progress.)

Self-assessment

”You’re a public relations manager, and your team’s key result is to place three national articles about your company. Though you get only two pieces published, one is a cover story in The Wall Street Journal. Your raw score is 67 percent, but you say, “I’m giving us a 9 out of 10, because we hit that one out of the park.”

Reflection

– Did I accomplish all of my objectives? If so, what contributed to my success?

– If not, what obstacles did I encounter?

– If I were to rewrite a goal achieved in full, what would I change?

– What have I learned that might alter my approach to the next cycle’s OKRs?

Google divides its OKRs into two categories:

I) Committed objectives are tied to Google’s metrics: product releases, bookings, hiring, customers.

II) Aspirational objectives reflect bigger-picture, higher-risk, more future-tilting ideas. Leaders must ask themselves: What type of company do we need to be in the coming year?

”Tell me and I forget, teach me and I may remember, involve me and I learn.” Benjamin Franklin

How should we change according to the book?

Use timing, public OKRs and avoid organizational poisons.

Timing is everything in OKRs, because OKRs keeps everybody centered and on track. They guarantee that things gets done in time and ”It’s definitely a team-building process.”

Research shows that public goals are more likely to be attained than goals held in private. Critiques and corrections are out in public view. Contributors have carte blanche to weigh in, even on flaws in the goal-setting process itself.

OKRs make objectives objective, in black and white and organizational poisons—suspicion, sandbagging, politicking—lose their toxic power.

And transparency seeds collaboration.

What should I personally do? 

Start using my OKRs in the all-hands meetings.

Summary

The book in six words – ”In God we trust; all others must bring data.” (W. Edwards Deming) 

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Tegmark: Life 3.0

How was the book?

This book is exciting and everybody who are interested about artificial intelligence should read it. It was a great supplement to the Nick Bostrom’s ”Superintelligence”.

I like the way Tegmark summarizes big and important topics such as AI and consciousness. He typically starts the summary by saying that ”In summary”….:-) Secondly he keeps readers hooked with simple language and examples. Thirdly the story of Prometheus and Omegas was fascinating image of how the world could change when power from the people was moved to movement’s supported by companies owned by Omegas. I think there was a small resemblance to Google, Facebook and Microsoft. Aren’t they doing the same thing?

The essence of the book is ”exploring the origin and fate of intelligence, goals and meaning.” Also Tegmark wants explore how to turn the ideas into action. The book is about ”the tale of our own future with AI.” This book is also an invitation to join the conversation about AI as Tegmark states ”I wrote it in the hope that you, my dear reader, will join this conversation.”

Name of the book comes from an idea that “Life 1.0 (biological stage): evolves its hardware and software Life 2.0 (cultural stage): evolves its hardware, designs much of its software Life 3.0 (technological stage): designs its hardware and software.”

Obviously AI will be the Life 3.0. Or AGI (artificial general intelligence). Learning and accomplishing goals are something that’s characteristic for an AGI and by AGI Tegmark means AI that can reach human level and beyond which will be enabling Life 3.0.

What are the key learnings of the book? 

Three schools of thought

”The saddest aspect of life right now is that science gathers knowledge faster than society gathers wisdom.” (Isaac Asimov)

There are three distinct schools of thought when thinking about when (if ever) will it happen, and what will it mean for humanity. These are digital utopians, techno-skeptics and members of the beneficial-AI movement.

I) Digital Utopians. ”Digital life is the natural and desirable next step in the cosmic evolution and that if we let digital minds be free rather than try to stop or enslave them, the outcome is almost certain to be good. Most of the utopians think human-level AGI might happen within the next twenty to a hundred years.”

Such as Larry Page from Google: ”Don’t be evil”.

II) Techo-skeptics. ”They think that building superhuman AGI is so hard that it won’t happen for hundreds of years, and therefore view it as silly to worry about it now.”

Such as Andrew Ng: “Fearing a rise of killer robots is like worrying about overpopulation on Mars.”

III) The Beneficial-AI Movement. ”Stuart Russell and many groups around the world are pursuing the sort of AI-safety research that he advocates. Concerns similar to Stuart’s were first articulated over half a century ago by computer pioneer Alan Turing and mathematician Irving J. Good.

Key question is that ”how to build beneficial AI.” AI should be redefined: the goal should be to create not undirected intelligence, but beneficial intelligence.

The questions raised by the success of AI aren’t merely intellectually fascinating; they’re also morally crucial, because our choices can potentially affect the entire future of life.”

We have to write the specifications for AI such way that we are happy our selves…. A superintelligent AI is by definition very good at attaining its goals, whatever they may be, so we need to ensure that its goals are aligned with ours.

What is intelligence?

It is ”ability to accomplish complex goals”. That’s why ”there’s no fundamental reason why machines can’t one day be at least as intelligent as us. The ability to learn is arguably the most fascinating aspect of general intelligence.”

”The driving force behind many of the most recent AI breakthroughs has been machine learning. Natural language processing is now one of the most rapidly advancing fields of AI, and I think that further success will have a large impact because language is so central to being human. The better an AI gets at linguistic prediction, the better it can compose reasonable email responses or continue a spoken conversation. Although it doesn’t understand what it’s saying in any meaningful sense.”

AI-safety research

There are four main areas of technical AI-safety research:

I) Verification = Ensuring that software fully satisfies all the expected requirements,

II) Validation = “Did I build the right system?”

III) Security

IV) Control = ”But sometimes good verification and validation aren’t enough to avoid accidents, because we also need good control: ability for a human operator to monitor the system and change its behavior if necessary.”

Tegmark illustrates a scenario where you do not want to end-up. For example: ”What if the phishing email appears to come from your credit card company and is followed up by a phone call from a friendly human voice that you can’t tell is AI-generated?”

But robojudges could in principle ensure that, for the first time in history, everyone becomes truly equal under the law: they could be programmed to all be identical and to treat everyone equally, transparently applying the law in a truly unbiased fashion.

Future of Work

Tegmark is a Jobtimist. If you can answer yes to these questions – you will find the future of work:

I) Does it require interacting with people and using social intelligence?

II) Does it involve creativity and coming up with clever solutions?

III) Does it require working in an unpredictable environment?

The following professions are a safe bet – a teacher, nurse, doctor, dentist, scientist, entrepreneur, programmer, engineer, lawyer, social worker, clergy member, artist, hairdresser or massage therapist. “Work keeps at bay three great evils: boredom, vice and need.” (Voltaire)

Philosophy with a deadline (Nick Bostrom).

Tegmark spends a lot of time exploring how AI could execute the takeover of Earth? ”Exploring scenarios with slower takeoffs, multipolar outcomes, cyborgs and uploads”. Slow Takeoff and Multipolar Scenarios We’ve now explored a range of intelligence explosion scenarios, spanning the spectrum from ones that everyone I know wants to avoid to ones that some of my friends view optimistically. Yet all these scenarios have two features in common: A fast takeoff: the transition from subhuman to vastly superhuman intelligence occurs in a matter of days, not decades. A unipolar outcome: the result is a single entity controlling Earth.” Globalization is merely the latest example of this multi-billion-year trend of hierarchical growth.

Consciousness = subjective experience. Would an artificial consciousness feel that it had free will? “Yes, any conscious decision maker will subjectively feel that it has free will, regardless of whether it’s biological or artificial.” Decisions fall on a spectrum between two extremes: You know exactly why you made that particular choice. You have no idea why you made that particular choice—it felt like you chose randomly on a whim.

If some future AI system is conscious, then what will it subjectively experience?

A) First of all, the space of possible AI experiences is huge compared to what we humans can experience.

B) Second, a brain-sized artificial consciousness could have millions of times more experiences than us per second, since electromagnetic signals travel at the speed of light—millions of times faster than neuron signals.

We need to find answers to some of the oldest and toughest problems in philosophy—by the time we need them.

The long-term future of humanity

Tegmark analyses that the cosmos is a future playground for man and superintelligence. ”If we discover an extraterrestrial civilization, it’s likely to already have gone superintelligent. My vote is for embracing technology, and proceeding not with blind faith in what we build, but with caution, foresight and careful planning.”

How should we change according to the book?

”The first ultraintelligent machine is the last invention that man need ever make, provided that the machine is docile enough to tell us how to keep it under control.” (Irving J. Good)

I) Become humble: ”Traditionally, we humans have often founded our self-worth on the idea of human exceptionalism: the conviction that we’re the smartest entities on the planet and therefore unique and superior. The rise of AI will force us to abandon this and become more humble.”

II) Homo sapiens has to do some re-branding: ”From this perspective, we see that although we’ve focused on the future of intelligence in this book, the future of consciousness is even more important, since that’s what enables meaning. Philosophers like to go Latin on this distinction, by contrasting sapience (the ability to think intelligently) with sentience (the ability to subjectively experience qualia). We humans have built our identity on being Homo sapiens, the smartest entities around. As we prepare to be humbled by ever smarter machines, I suggest that we rebrand ourselves as Homo sentiens!”

What should I personally do? 

”If a machine can think, it might think more intelligently than we do, and then where should we be? Even if we could keep the machines in a subservient position … we should, as a species, feel greatly humbled”. (Alan Turing)

Think – how do I want the future of life to be.

Summary

The book in six words – ”Cogito, ergo sum i.e. ergo sum, cogito?” 

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Bostrom: Superintelligence

How was the book?

Read this book if you want to fully understand the concept of AI and superintelligence.

My analysis of Nick Bostrom’s ”Superintelligence” will be a lenghty one and more detailed than ever. But there is a good reason for that. The book is very philosophical and in the same time very fundamental on explaining the basics of AI. Bostrom uses a lot of space to analyze the potential threats that the superintelligence concept consists, but I won’t bring those topics up more than needed. I’ll start the analysis by pointing out three fundamental topics of AI and superintelligence. The topics are – laws of robotics, the value problem and components of AI.

About the threats of superintelligence Bostrom quotes Isaac Asimov’s “three laws of robotics” concept:

I) A robot may not injure a human being or, through inaction, allow a human being to come to harm.

II) A robot must obey any orders given to it by human beings, except where such orders would conflict with the First Law.

III) A robot must protect its own existence as long as such protection does not conflict with the First or Second Law.

Second Bostrom points out solutions to the value-specification problem for AI and superintelligence:

I) “Encapsulate moral growth”

II) “Avoid hijacking the destiny of humankind”

III) “Avoid creating a motive for modern-day humans to fight over the initial dynamic”

IV) “Keep humankind ultimately in charge of its own destiny”

After these decisions humans needs to decide what kind of AI to build – genie, oracle, sovereign or tool-AI (I’ll refer to these later in the analysis), and then decide the components to upload into these systems:

”I) Goal content component. What objective should the AI pursue?  

II) Decision theory component. Should the AI use causal decision theory, evidential decision theory, updateless decision theory, or something else?

III) Epistemology component. What should the AI’s prior probability function be, and what other explicit or implicit assumptions about the world should it make? What theory of anthropics should it use?

IV) Ratification component. Should the AI’s plans be subjected to human review before being put into effect? If so, what is the protocol for that review process?”

The content of the book is heavy to read, but inorder to understand the fundamentals of AI – you should master these topics.

What are the key learnings of the book? 

From human intelligence to superintelligence

What if the future AI will have an IQ of 6455? “As soon as it works, no one calls it AI anymore.” (John McCarthy). Most probably we cannot even imagine the world beyond AI or superintelligence.

Bostrom’s definition of a superintelligence is that it is like ”any intellect that greatly exceeds the cognitive performance of humans in virtually all domains of interest.” Currently even the most advanced AI system is below the human baseline. Bostrom predicts that ”may be reasonable to believe that human-level machine intelligence has a fairly sizeable chance of being developed by mid-century.” So we will have to wait at least 30 years before the start of the superintelligence era – maybe even 100 years. But because superintelligence is something that exceeds the human level of intelligence, we first have to develop the AI that can match human intelligence.

”When they expect “human-level machine intelligence” (HLMI) to be developed? The combined sample gave the following (median) estimate: 10% probability of HLMI by 2022, 50% probability by 2040, and 90% probability by 2075.”

How long from human level to superintelligence?

                                              TOP100     Combined

Within 2 years after HLMI    5%               10%

Within 30 years after HLMI  50%             75%

First and foremost ”if and when a takeoff occurs, it will likely be explosive.” The AI experience might resemble the first time you used Internet or even a mobile phone.

The path to superintelligence

”The principal reason for humanity’s dominant position on Earth is that our brains have a slightly expanded set of faculties compared with other animals. Our greater intelligence lets us transmit culture more efficiently, with the result that knowledge and technology accumulates from one generation to the next.” So in that sense the AI or superintelligence projects are aligned with our way of living and developing our culture.

A AI project is a large scale software development program ”with it’s advantages and disadvantages…. Large scale software projects might offer a closest analogy with AI projects, but it is harder to give crisp examples of typical lags because software is usually rolled out in incremental installments and the functionalities of competing systems are often not directly comparable.”

Compared to a typical software development program there will be also the benefits such as:

I) Editability.

II) Duplicability.

III) Goal coordination.

IV) Memory sharing.

V) New modules, modalities, and algorithms.

”The AI path is more difficult to assess. Perhaps it would require a very large research program; perhaps it could be done by a small group. A lone hacker scenario cannot be excluded either. Building a seed AI might require insights and algorithms developed over many decades by the scientific community around the world.” Just to give a perspective we should remember that the Manhattan Project employed 130 000 people although the great majority of people employed where blue-collar workers.

But then again. Take a look at Google. Google started as a two man project. ”It is possible that the last critical breakthrough idea might come from a single individual or a small group that succeeds in putting everything together.” This is a possibility for countries such as Finland. Even the international collaboration is a possibility for Finland and especially within the EU.

Cognitive superpowers

The world population of robots exceeds 10 million. In the ABB Finland every fifth worker are robots. AI-tools can already outperforms human intelligence in many domains such as backgammon, chess, checkers, scrabble, poker, bridge etc. The list could go on, but the main message is that bits and pieces are already here. Let’s take a closer look at important milestones for AI-tools by the year 2015:

·      Face recognition has improved.

·      Machine translation remains imperfect but is good enough for many applications.

·      Modern speech recognitionis sufficiently accurate for practical use

·      ”The Google search engine is, arguably, the greatest AI system that has yet been built. Automated stock-trading systems are widely used by major investing houses.”

Lessons from previous works:

·      Complications

o  One is the reminder that interactions between individually simple components (such as the sell algorithm and the high-frequency algorithmic trading programs) can produce complicated and unexpected effects.

·      The algorithm just does what it does

o  Another lesson is that smart professionals might give an instruction to a program based on a sensible-seeming and normally sound assumption (e.g. that trading volume is a good measure of market liquidity) and that this can produce catastrophic results when the program continues to act on the instruction with iron-clad logical consistency even in the unanticipated situation where the assumption turns out to be invalid.

·      Automation

o  Automation contributed to the incident, it also contributed to its resolution. The pre-programmed stop order logic, which suspended trading when prices moved too far out of whack, was set to execute automatically because it had been correctly anticipated that the triggering events could happen on a timescale too swift for humans to respond.

”The computer scientist Donald Knuth was struck that “AI has by now succeeded in doing essentially everything that requires ‘thinking’ but has failed to do most of what people and animals do ‘without thinking’—that, somehow, is much harder!””

Paths to superintelligence (direct quotes from the book)

How could and should we create superintelligence? Let us examine some possible paths. It now seems clear that ”a capacity to learn would be an integral feature of the core design of a system intended to attain general intelligence. The same holds for the ability to deal effectively with uncertainty and probabilistic information.” Here are presented Bostrom’s five different paths to superintelligence.

I) Artificial intelligence

Alan Turing’s notion of a “child machine,” which he wrote about in 1950: Instead of trying to produce a programme to simulate the adult mind, why not rather try to produce one which simulates the child’s? If this were then subjected to an appropriate course of education one would obtain the adult brain. Time needed to produce brain like superintelligence? Even a century of continued Moore’s law would not be enough to close this gap.

II) Whole brain emulation

A human whole brain emulation might be available around mid-century.

III) Biological cognition

A third path to greater-than-current-human intelligence is to enhance the functioning of biological brains. Many generations would be required to produce substantial results. Our individual cognitive capacities can be strengthened in various ways, including by such traditional methods as education and training. A world that had a large population of such individuals might (if it had the culture, education, communications infrastructure, etc., to match) constitute a collective superintelligence.

IV) Brain–computer interfaces

”The ultimate potential of machine intelligence is vastly greater than that of organic intelligence. For example even today’s transistors operate on a timescale ten million times shorter than that of biological neurons.”

A reason to doubt that superintelligence will be achieved through cyborgization, namely that enhancement is likely to be far more difficult than therapy.

Even if there were an easy way of pumping more information into our brains, the extra data inflow would do little to increase the rate at which we think and learn unless all the neural machinery necessary for making sense of the data were similarly upgraded.

V) Networks and organizations

Another conceivable path to superintelligence is through the gradual enhancement of networks and organizations that link individual human minds with one another and with various artifacts and bots.

Collective superintelligence could be one form of superintelligence. And of course Internet is the best way to ”continuing development of an intelligent web, with better support for deliberation, de-biasing, and judgment aggregation, might make large contributions to increasing the collective intelligence of humanity as a whole or of particular groups.”

”The internet stands out as a particularly dynamic frontier for innovation and experimentation. Most of its potential may still remain unexploited.”

Four types of superintelligence

There could be four types of superintelligence

A) Oracles.

B) Genies.

C) Sovereigns.

D) Tools.

A) ”An oracle is a question-answering system. It might accept questions in a natural language and present its answers as text. An oracle that accepts only yes/no questions could output its best guess with a single bit, or perhaps with a few extra bits to represent its degree of confidence. An oracle that accepts open-ended questions would need some metric with which to rank possible truthful answers in terms of their informativeness or appropriateness. To make a general superintelligence function as an oracle, we could apply both motivation selection and capability control.”

For example a pocket calculator can be viewed as a very narrow oracle for basic arithmetical questions. An internet search engine can be viewed as a very partial realization of an oracle with a domain that encompasses a significant part of general human declarative knowledge. Nick Bostrom is preferring that the first superintelligence be an oracle.

B-C) Genies and sovereigns. ”A genie is a command-executing system: it receives a high-level command, carries it out, then pauses to await the next command. A sovereign is a system that has an open-ended mandate to operate in the world in pursuit of broad and possibly very long-range objectives.

With a genie, one already sacrifices the most attractive property of an oracle: the opportunity to use boxing methods.

If one were creating a genie, it would be desirable to build it so that it would obey the intention behind the command rather than its literal meaning,

A genie endowed with such a super-butler nature, however, would not be far from qualifying for membership in the caste of sovereigns. Consider, for comparison, the idea of building a sovereign with the final goal of obeying the spirit of the commands we would have given had we built a genie rather than a sovereign.

One might think that a big advantage of a genie over a sovereign is that if something goes wrong, we could issue the genie with a new command to stop or to reverse the effects of the previous actions, whereas a sovereign would just push on regardless of our protests.

One option would be to try to build a genie such that it would automatically present the user with a prediction about salient aspects of the likely outcomes of a proposed command, asking for confirmation before proceeding. Genie-with-a-preview?”

D) ”One suggestion that has been made is that we build the superintelligence to be like a tool rather than an agent. Might one not create “tool-AI” that is like such software—like a flight control system, say, or a virtual assistant—only more flexible and capable?”

Further research would be needed to determine which type of system would be safest. The answer might depend on the conditions under which the AI would be deployed.

Three forms of superintelligence

There would be a possibility to develop:

A) Speed superintelligence.

B) Collective superintelligence.

C) Quality superintelligence.

A) ”The speed superintelligence is an intellect that is just like a human mind but faster. This is conceptually the easiest form of superintelligence to analyze. Speed superintelligence is a system that can do all that a human intellect can do, but much faster. The simplest example of speed superintelligence would be a whole brain emulation running on fast hardware. The speed of ten thousand times that of a biological brain would be able to read a book in a few seconds and write a PhD thesis in an afternoon.”

B) ”Collective superintelligence is a system composed of a large number of smaller intellects such that the system’s overall performance across many very general domains vastly outstrips that of any current cognitive system. Collective intelligence excels at solving problems that can be readily broken into parts such that solutions to sub-problems can be pursued in parallel and verified independently.”

C) ”Quality superintelligence is a system that is at least as fast as a human mind and vastly qualitatively smarter. Top-of-the-line supercomputers are attaining levels of performance that are within the range of plausible estimates of the brain’s processing power.”

How should we change according to the book?

Bostrom is predicting that there will be no more AI winter, because many institutions are heavily investing into AI. Maybe AI has already reached a point-of-no-return. Then again there might be a superintelligence winter, because it will take at least 30 years to develop human like machine intelligence. And another 50 years to develop superintelligence that ”greatly exceeds the cognitive performance of humans in virtually all domains of interest.”

The common good principle is that ”superintelligence should be developed only for the benefit of all of humanity and in the service of widely shared ethical ideals.” Maybe we should stick with that?

What should I personally do? 

Keep reading, studying and investing resources into RPA, ML and AI.

Summary

The book in six words – ”An ultraintelligent machine could design even better machines.” (I. J. Good)

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Agrawal, Gans & Goldfard: Prediction Machines

How was the book?

Do you remember your first AI moment? Was it with Siri? Or was it predictive text input? Or even with Tesla? Anyways those are the AI technologies that we currently see used and is commercialized.

AI is a prediction technology that will make decision making more efficient. Or as the writers define ”Our first key insight is that the new wave of artificial intelligence does not actually bring us intelligence but instead a critical component of intelligence—prediction.”

Somehow the name artificial intelligence is misleading, because ”the breakthrough that will give rise to general artificial intelligence remains undiscovered.” Maybe we should be talking about prediction technology than AI. But let’s remain true to the book and I will also talk about AI.

Key topic of the book is that Agrawal, Gans & Goldfard will provide a framework ”for identifying the trade-offs associated with each AI-related decisions”. The writers want to ease the activities that any organization has regarding artificial intelligence.

What are the key learnings of the book? 

The reason why AI is happening now is pure economics. This technology is cheap enough for large scale deployments. The components that make AI affordable are getting cheaper and cheaper all the time as we have learned from the Moore’s law. Components that make AI possible are for example cloud computing, data analytics capacity, etc.

First key learning is that efficient predictions to support decision making are available already. Soon predictive applications will emerge into new market places and quicker than ever.

Short definition of prediction is that it is ”the process of filling in missing information. Decisions usually occurs under conditions of uncertainty”, but a prediction is not a decision. So the decisions requires applying ”judgment to a prediction and then acting.” By the way humans have always performed prediction and judgment together and especially we Finns are very good on this. Goes without saying that it’s important to realise that AI don’t make any judgment and only humans do, because currently only humans can understand and express the trade-offs and ”the relative rewards from taking different actions.” Marching order will remain that ”a machine predicts what is likely to happen and humans will still decide what action to take”.

CASE: ”For every bomber that returned from bombing raids over Germany, the engineers could see where they had been hit by antiaircraft fire. The bullet holes in the planes were their data. But were these the obvious places to better protect the plane? They asked statistician Abraham Wald to assess the problem. With this insight, the air force engineers increased the armor in the places without bullet holes, and the planes were better protected.”

Second key learning is that how AI will change strategy. The writers gives a very concrete example from Amazon. They have a new business model which is called ”from shopping-then-shipping to shipping-then-shopping”. I.e. Amazon might send you the next item before you order it. You must evaluate your business model and current applications against the AI potential. If and when you see the time is right for the AI development work in your organisation you could start using startup methods. Methods such as Lean startup method could help you developing your own way of working in the AI era. One of the end-results will be the increase of the value of judgment.

Prediction is always based on data. ”More and better data leads to better predictions. In economic terms, data is a key complement to prediction. It becomes more valuable as prediction becomes cheaper.” But data collection is not cheap – it should be considered as an investment. Three points about data:

1. Input data is needed to feed to the algorithm and used to produce a prediction.

2. Training data is needed to ”generate the algorithm in the first place”

3. Feedback data is needed to ”improve the algorithm’s performance with experience”.

Data collection will be a expensive part of the AI business development. Here are the scenarios where the data is needed:

1. ”Known knowns. With rich data, machine prediction can work well. And we know the prediction is good. This is the sweet spot for the current generation of machine intelligence.”

2. ”Known Unknowns. We know our predictions will be relatively poor in situations where we do not have much data. We know that we don’t know: known unknowns. Predicting a presidential election outcome a few years out is nearly impossible.”

3. ”Unknown Unknowns. If something has never happened before, a machine cannot predict it. For example the Nassim Nicholas Taleb’s ”The Black Swan” or eighteen-year-old Shawn Fanning developing Napster. Both were unknown unknowns.”

4. ”Unknown Knowns. Prediction machines appear to provide a very precise answer, but that answer can be very wrong. You also need to know what would have happened if you hadn’t read this book. You don’t have that data.”

”Shifting to an AI-first strategy means downgrading the previous top priority. In other words, AI-first is not a buzz word — it represents a real tradeoff. An AI-first strategy places maximizing prediction accuracy as the central goal of the organization, even if that means compromising on other goals such as maximizing revenue, user numbers, or user experience.”

CASE: The Tesco’s Clubcard could be a good case example and especially Clive Humby. He has stated that “Data is the new oil. It’s valuable, but if unrefined it cannot really be used. It has to be changed into gas, plastic, chemicals, etc to create a valuable entity that drives profitable activity; so must data be broken down, analyzed for it to have value.”

The third key learning is that prediction machines and humans will work as a team. Those both are needed. A great example would be school bus drivers. Their job might change, because the driving will be automated (in future), but they are still needed as teachers on the bus. ”The point is that automation that eliminates a human from a task does not necessarily eliminate them from a job. Sometimes, the combination of humans and machines generates the best predictions, each complementing the other’s weaknesses. This is a classic division of labor, but not physically as Adam Smith described.”

”Humans have three types of data that machines don’t:

1. Human senses are powerful. In many ways, human eyes, ears, nose, and skin still surpass machine capabilities.

2. Humans are the ultimate arbiters of our own preferences. Consumer data is extremely valuable because it gives prediction machines data about these preferences.

3. Privacy concerns restrict the data available to machines.”

Will Humans Be Pushed Out? No, because in our lifetime ”humans will have a role in prediction and judgment when unusual situations arise.”

The fourth key learning is processes. In order to implement AI technology into different businesses requires rethinking of processes. ”The distinction between AI and automation is muddy. Automation arises when a machine undertakes an entire task, not just prediction.”

CASE: ”One of Hammer and Champy’s favorite examples was the dilemma Ford faced in the 1980s, In North America, its accounts payable department employed five hundred people, and Ford hoped that by spending big on computers, Once a new system was put in place, Ford’s accounts payable department was 75 percent smaller, and the whole process was significantly faster and more accurate. The rise of prediction machines motivates thinking about how to redesign and automate entire processes, or what we term here “work flows,” effectively removing humans from such tasks altogether.” This is a classical robotic process automation case (RPA).

Fifth key learning is AI tools. Steve Jobs have stated that, “one of the things that really separates us from the high primates is that we’re tool builders.” Currently ”Google is developing more than a thousand different AI tools to help with a wide variety of tasks, from email to translation to driving. AI tools can change work flows in two ways.

1. AI tools can render tasks obsolete and therefore remove them from work flows.

2. AI tools can add new tasks. This may be different for every business and every work flow.”

CASE:” March 2016 when Microsoft launched an AI-based Twitter chatbot named Tay. Precisely how Tay evolved so quickly is not entirely clear. Most likely, interactions with Twitter users taught Tay this behavior.”

Sixth learning is about security risks. ”Three classes of data have an impact on prediction machines: input, training, and feedback. All three have potential security risks. For example, you can trick an AI into misclassifying a video of a zoo by inserting images of cars for such a short time that a human would never see the cars, but the computer could. The implications are clear. Your competitors or detractors may deliberately try to train your prediction machine to make bad predictions.

CASE: ”Your competitors may be able to reverse-engineer your algorithms, or at least have their own prediction machines use the output of your algorithms as training data. Google’s team showed that Microsoft uses its toolbar to copy Google’s search engine.”

Minor, but interesting notions:

• Tesla aggregates and uses data from cars to upgrade Autopilot. Learning takes place in the cloud. Only then does it roll out a new version of Autopilot. This standard approach has the advantage of shielding users from undertrained versions. The downside, however, is that the common AI that resides on devices cannot take into account rapidly changing local conditions or, at the very least, can only do so when that data is built into a new generation. Thus, from the perspective of a user, improvements come in jumps.

• You are the product…. A few years ago, users of Internet services began to realize that when an online service is free, you’re not the customer.

• Privacy as a competative advantage… Apple.

• Experience Is the New Scarce Resource.

How should we change according to the book?

Ask yourself that what does it mean to your position when more and more AI tools are rolled out? Elon Musk, Daniel Kahneman, Bill Gates and Stephen Hawking (R.I.P.) are against AI. Or at least they are very doubtful. What’s your stand?

If there would be like a Robotlandia where robots compete head to head ”with humans for some tasks, so wages for those tasks fall. If you understand the benefits of free trade, then you should appreciate the gains from prediction machines. The key policy question isn’t about whether AI will bring benefits but about how those benefits will be distributed. If the competition is with human labor, then wages fall. A second trend leading to increased inequality is that technology is often skill-biased. It disproportionately increases the wages of highly educated people and might even decrease the wages of the less educated.”

Another thing is that new competition will emerge. ”This is not the first time that a new technology raises the possibility of breeding large companies.” From China for example. ”With AI, there is a benefit to being big because of scale economies. Technology-based monopolies are temporary due to a process that economist Joseph Schumpeter called “the gale of creative destruction.” Few facts about China and AI:

1. China’s share of papers at the biggest AI research conference grew from 10 percent in 2012 to 23 percent in 2017. Over the same period, the US share fell from 41 percent to 34 percent. 13

2. One city—China’s eighth largest—has allocated more resources to AI than all of Canada.

3. China has a second advantage: scale. Prediction machines need data, and China has more people to provide that data than anywhere else in the world.

4. Data access is China’s third source of advantage. The country’s lack of privacy protection for its citizens may give the government and private-sector companies

What should I personally do? 

Is this a race to the bottom or next dot-com boom?

Summary

The book in six words – Who will be the shawn fanning of AI? 

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Ries: The Lean Startup

How was the book?

This book is one of a kind although the first 30-40 pages were a bit dreary. The book is more or less the kind of content that you would expect to find from a startup book. After the first 40 pages the content became really interesting, even super-interesting. The book created some kind of flow that sucked me into the pages. I nearly read 150 pages in a single stroke.

What are the key learnings of the book? 

Mårten Mickos simplified the current startup way-of-working with two words. He said that we should ”test and measure”. The Lean Startup is about testing, measuring and building.

The goal of the book is to advocate a scientific and lean approach to the creation of startups and even developing corporations. The Lean Startup methods goal is to ”learn how to build a sustainable business as quickly as possible.” The need to find out sooner than later what works and what does not work.  

About the Lean Startup Method

The Lean Startup Method idea is that the different teams in a startup are accountable for the validated learning via innovation accounting, well-defined financial model and engine of growth. Speed and quality are allies in the pursuit of the customer’s long-term benefit. A startup is a portfolio of activities or a human institution designed to create a new product / service under conditions of extreme uncertainty. What happens when organizations start using the Lean Startup approach? They will stop wasting people’s time.

The Lean Startup method is simply. The recipe is:

1.  Entrepreneurs are everywhere

2.  Entrepreneurship is management

3.  Validated learning

4.  Build-Measure-Learn

5.  Innovation accounting

Building a startup is like ”commuting to home, you don’t give up because there is a detour in the road or you made a wrong turn. You remain focused on getting to your destination”. Startups vision is ”creating a thriving and world-changing business”. Engine of growth is a feedback loop that keeps the startups wheels rolling.

Try and measure, try and measure and then validate learnings. The Lean Startup model is all about validating learning. Learning is one of the measures of progress for a startup. 

”The goal of every startup experiment is to discover how to build a sustainable business around that vision.” The product is the end-result of the strategy. Startups strategy is that ”startups deploy strategy which includes”:

•     A business model,

•     A product road map

•     Partners

•     Competitors (?)

•     Ideas about customers

Build-Measure-Learn feedback loop:

·       Build

o  Product

·       Measure

o  Data

·       Learn

o  Ideas

·       Build

o  Product

·       Measure

o  etc….

What to do in Build phase?

•     As quickly as possible aim to build a minimum viable product (MVP).

What to do in Measure phase?

•     Innovation accounting offers a quantitative way to measure that are the efforts ”bearing fruit”.

What to do in Learn phase?

•     Set learning milestones.

About the era of Entrepreneurial Renaissance

We are living in the era of Entrepreneurial Renaissance. ”The fundamental activity of a startup is to turn ideas into products, measure how customers respond, and then learn whether to pivot or persevere.” So why shouldn’t corporations do that also? Entrepreneurs could also be intrapreneurs working within a corporation. Their task would be to build learning milestones within the company and measure the progress. Intrapreneurs have to choose between island of freedom or island of isolation? Or both.

Central question in lean manufacturing or in agile software development is ”which of our efforts are value-creating and which are wasteful?” Learn to see the waste. Lean thinking provides benefit for the customer; anything else is waste. Ask yourself ”what keeps me awake at night? How much less could have we done. And remember to pivot based on your experience.”

About business operations

A good business plan has:

•     Clearly identified facts (brutal facts).

•     What is needed is to do some empirical testing.

Analysis paralysis. Your are too eager to execute and have no time for analysis. Or your are analysing, but not talking with the potential customers. How to break this analysis paralysis? Enter MVP (minimum viable product) as quickly as possible.

With MVP you will test your business hypothesis. Dropbox used a video narrated by the founder as the MVP. It increased the beta waiting list from 5000 people to 75000 people.

How innovation accounting works?

1.                       Use MVP to collect real data about the company to track progress.

2.                       Iterate MVP to get closer to ideal.

3.                       Pivot or persevere.

Use milestones to track progress and tune the engine. Use smoke test (possibility to pre-order a product) and measure the interest in the market place to try the product. Like Tesla has done with the Model 3. Combine funnel and cohort analysis to analyse and express the progress of MVP.

About pivot and persevere

”When to pivot or when to persevere?” is the question. What is pivoting? It is a structured course correction designed to test a new fundamental hypothesis about the product, strategy, and engine of growth. Low-quality MVP might be a good solution, because developing features for early adopters beyond their requirements might be waste. Mainstream customers are more demanding. #LEAN

Pivots in different flavors:

•     Zoom-in pivot

•     Zoom-out pivot

•     Customer segment pivot

•     Customer need pivot

•     Platform pivot

•     Business architecture pivot

•     Value capture pivot

•     Engine of growth pivot

•     Channel pivot

•     Technology pivot

About growth

Sustainable growth rule is that new customers come from the actions of past customers. Four primary ways that past customers drive sustainable growth:

1.  Word of mouth

2.  As a side effect of product usage.

3.  Through funded advertising.

4.  Through repeat purchase or use.

About engine of growth

Three engines of growth:

1.  The Sticky Engine of Growth means low churn rate and high retention rate.

2.  The Viral Engine of Growth i.e. Social networks or Tupperware. Growth happens as a side effect of customers using the product. For example Hotmail and ”P.S. Get your free e-mail at Hotmail” and a clickable link.

3.  The Paid Engine of Growth is about all paid services that helps the company grow.

You can use all engines of growth simultaneously or just one depending on the situation, but typically successful startups focus on one engine of growth.

About the Five Why-method

Ask five time why to get to the bottom of root cause. That way you might be able to prevent ”most problematic symptoms”. The method was developed by Taiichi Ohno as part of the Toyota Production System. This way you will evaluate technical and human error of the situation. Startup teams should go through the Five Why’s when they encounter problems. And then you can prevent the Five Blames. When deploying Five Whys gather everybody into a room and avoid anybody being blamed as the scapegoat. Start with a small problem so that the team get’s use to it. Overtime more larger problems can be solved with Five Whys, because people are used to it. Five Whys is a great way to facilitate learning and it will lead to an adaptive organization. Use also the spirit of Genchi Gembutsu (Go and See what the user is doing).

About innovation and experimentation

How to nurture innovation?

•     Scare but secure resources.

•     Independent development authority.

•     A personal stake in the outcome.

Create a platform for experimentation and ground rules to autonomous startup teams within a corporation:

•     How to protect the parent organization?

•     How to hold entrepreneurial managers accountable?

•     How to reintegrate an innovation back into the parent organization (if successful)?

About a company and lean

Four phases of a company:

1.  Startup phase lead by the entrepreneur

2.  Challenge of scale

3.  Operational excellence and a new manager

4.  Top-line growth.

An example of lean and way-of-working:

•     Single peace envelope flow works, because of the power of small batches.

•     And small batches helps to identify quality problems sooner.

About Leap-of-faith

Key learning in building the Leap-of-faith assumptions is the value and growth hypothesis. For example why Facebook raised so much VC money?

1.  Value hypothesis: The time that active FB users spent on the site. Customers found that FB was useful to them.

2.  Growth hypothesis: Penetration rate in the early campus market.

Value and growth hypothesis are the most important LEAP-OF-FAITH questions any startup will face. Turn the Leap-of-faith assumptions (value + growth hypothesis) into a quantitative financial model and your business will survive.

How should we change according to the book?

Three key points:

1.  Build – Measure – Learn

2.  Use MVP as early as possible.

3.  Stop wasting time.

What should I personally do? 

Early MVP’s rule the world.

Summary

The book in six words – Go and See to learn about your customers. 

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Parppei: Tee, toimi, saa aikaan!

Kirjasta

Ria Parppei on väitellyt Aalto-yliopistosta, työskennellyt kotimaisissa tietoliikenneyhtiöissä ja konsultoinut yritysjohtajia. Ja sen kyllä huomaa. Kirja on kuin salapoliisiromaani. Sivu kerrallaan se imuroi lukijansa syvemmälle ja syvemmälle Parppein ajatusmallien pariin.

Minkälainen kirja oli?

Yleensä aloitetaan kirja-arvostelut kehuilla, mutta käännän sen tässä tapauksessa ylösalaisin. Kirja on huonosti markkinoitu, sillä en ole nähnyt kirjasta nostatusta missään mediassa. Näin mielenkiintoinen suomalainen kirja ansaitsisi tulla markkinoiduksi. Ilman sattuma kirja ei olisi osunut kohdalleen.

Kirjassa on kruusailematon lähestymistapa aikaansaamattomuuteen ja jossa turhat sanahelinät on unohdettu. Kirjassa puhuu suomalaisen johtamisen ammattilainen meille, jotka janoamme uutta tietoa. Jään odottamaan kirjaan jatko-osaan tai ainakin työkirjaa.

Mitkä ovat kirjan keskeiset ideat? 

Keskeinen idea on viiltävän tehokas. Englanniksi se olisi ”The Art of Execution”. Kirja esittelee motivaation ja volition välistä suhdetta. Volitio on toimeenpano taito ja motivaatio on ”innostuksen tila”. Työelämässä on kyse siitä, että pitää saada tuloksia aikaiseksi ja saavuttaa tavoitteensa. Ne onnistuvat, kun tunnistat mitä on toimeenpano taito ja erityisesti miten johdat sitä. Et pärjää pelkällä motivaatiolla. Tarvitset siis kumpaakin – motivaatiota ja volitioita. 

Voltio on Parppein määrittelyn mukaan ”toimeenpanon taito, joka mahdollistaa johdonmukaisen ja tavoitteeseen sitoutuneen työskentelyn myös silloin kun sisäinen draivi puuttuu”. Volitio voidaan jakaa kahteen osaan:

1.   Fokus.

2.   Työvire.

Volition puute tulee näkyväksi kun työn aloittaminen on vaikeaa tai annetaan periksi esteiden kohdalla tai työpäivä täyttyy epäolennaisuuksilla. Ne yleensä tulkitaan motivaation puutteeksi, vaikka kyse on taidosta kohdat ko. haasteet.

Koska volitiossa on kyseessä taito, niin sen voi oppia. Ja työkalut oppimiseen ovat sinällään tuttuja: tavoitteen asetanta, valmentava vuorovaikutus, itsensä johtamista, priorisointia, fokusointia, työn jakaminen saavutettaviksi osakokonaisuuksiksi ja välitavoitteiden saavuttamisen kautta tuloksiin pääseminen. Ehkä keskiössä näistä on:

–     Itsensä johtamisen eli ”ajattelun ja käyttäytymiseen liittyvien strategioiden lisäksi tarvitset” lisäksi tarvitset toimeenpanon taitoa.

–     Fokuksen avulla suuntaat toiminnan oikein ja sen avulla pyrit määrätietoisesti ja tarkoituksenmukaisesti tavoitteeseen.

–     Valmentava vuorovaikutus on esimiehelle toimeenpanon kehittämisen ja johtamisen työkalu. Se on käytännössä dialogia, jossa keskusteljen väli on tiheä. Dialogiset taidot sisältävät kyselemisen, kuuntelemisen, palautteen antamisen sekä ennakoinnin.

Jos oikein haluat systematisoida valmentavaa vuorovaikutusta, niin otat käyttöön GROW-mallin:

–     Goal = tavoitteen ja mittarin asetanta.

–     Reality = nykytilan kartoittaminen.

–     Options = toimintavaihtoehtojen tarkastelu ja valinta.

–     Way forward = eteneminen sekä yhteenveto. Olennaista on, että työntekijä tekee yhteenvedon, jolloin kummatkin ovat varmoja yhteisistä johtopäätöksistä.

Parppein oma työkalu on Volitio Booster, joka muodostuu kolmesta osa-alueesta:

1.   Tavoitteen hallinta.

a.   Sitoudummeko vai suostummeko tavoitteisiin?

b.   Odotukset eivät ole tavoitteita, vaan yhdessä ymmärretyt sekä niihin sitoutuminen on keskeistä tavoitteen asettamisessa. Ei niihin suostuminen.

c.    Selvitä etukäteen muiden odotukset ja lähde toteuttamaan niiden kautta sitoutumista.

d.   Tavoitteen merkityksellisyyden kokeminen on tärkein tavoitteeseen sitouttava tekijä. Merkityksellisyys voi rakentua joko hyötyyn ja/tai arvoihin.

2.   Itseluottamuksesta.

a.   Minäpystyvyys eli usko itseensä, joka ei ole kenelläkään vakio.

b.   Olet, mitä uskot olevasi.

c.    Itseluottamus syntyy onnistumisista ja niitä ”pieniä” voittoja kannattaa rakentaa matkalla tavoitteeseen.

d.   Onnistumisen vastakohta ei ole epäonnistuminen, vaan oppiminen.

3.   Volitio eli toimeenpanon taito.

a.   Suunnitelmallisuus.

b.   Fokus.

c.    Priorisointi.

d.   Keskittyminen ja keskeytyksemättömyys.

e.   Työvire eli motivaation ylläpito.

f.     Sosiaalinen tuki, negatiivisten tunteiden käsittely ja hallinnan tunne.

g.   Volition voi oppia.

Tavoitteen asettamisessa voit hyödyntää SMARTia. Mikä on hyvä tavoite?

–     Spesific l. täsmällinen.

–     Measurable l. mitattavissa.

–     Achievable l. saavutettavissa.

–     Realistic l. realistinen.

–     Timebound l. aikataulutettu.

Anna myös tavoitteelle tasot, joita voit johtaa:

–     Tulostavoite on määrällinen tavoite.

–     Suoritustavoite on vastaus mitä, milloin ja kuinka usein.

–     Kehitystavoitteella varmistat myös tulevaisuuden osaamisen.

Tavoitetasojen pilkkomisella varmistat myös määrän, suunnan ja laadun (M+L+S).

Oppiakseen volition taidon pitää tiedostaa uskomusten merkitys. ”Uskomukset vaikuttavat sitoutumiseen ja rohkeuteen”. Uskomukset ovat siis volition perusta. Ja erityisesti negatiiviset uskomukset alentavat volitiota eli heikentävät toimeenpanon taitoa.

Toinen vaikuttava tekijä on suuntautuneisuus eli oletko oppimis- vai suoritussuuntautunut. Ne eivät yleensä ole toisiaan poissulkevat ja toivottavaa on omata kummatkin. 

Parppei haluaa auttaa suomalaisia saamaan enemmän aikaan opettamalla meille, että itsensä johtaminen ja sisäsyntyinen motivaatio ei riitä. Erityisesti johtamisen näkökulmasta tärkeää on koko organisaation toimeenpanon taito, yksilötason toimeenpanon taito ei riitä. Hyvä johtaja synnyttää myös toimeenpanon taidon kulttuurin. Jos nämä ovat sinulle tärkeitä asioita, niin kirjan tietosisällön pystyy nopea lukija omaksumaan yhden viikonlopun aikana.

Mitä meidän pitäisi tehdä kirjan perusteella?

Neljä tärkeintä:

1.   Opi erittelemään mistä toimeenpanon taidossa on kyse

2.   Etsiydy oikeaan porukkaan, jossa on volaa! Eli toimeenpanon taitoa.

3.   Mieti ketkä 10 henkilöä ovat avainasemassa oman tavoitteesi saavuttamiseksi.

4.   Ole pomo tunteillesi.

Mitä minun pitäisi itse tehdä? 

Analysoida oma toimeenpanon taito.

Yhteenveto

Muistan vanhan IBM:n tv-mainoksen, jossa kaksi johtajaa istuivat juttelemassa. Ensimmäinen kaveri kertoo innostuneena edellisviikon strategiakokouksesta. Toinen kaveruksista kysyy mainoksen lopussa ”Did you talk about execution?”. Kamera kuvaa hämmästynyttä kertojaa ja loppuplanssiin nousee teksti ”IBM – it’s all about execution”.

Kirja kuudella sanalla – ”Fake it until you make it”.

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Merilehto: Tekoäly matkaopas johtajalle

Kirjasta

Aloitan kehumalla kirjaa. Kirjassa on sopivan liiketoimintalähtöinen ote, jotta se ei säikäytä kiireisempääkään lukijaa. Aihe on super-super-supermielenkiintoinen ja on kaikkien huulilla alkaen Googlen toimitusjohtajasta päätyen vastavalmistuneeseen. Esimerkit ovat hyvin kuvailevia sekä mielenkiintoa herättäviä. Risuja pitää antaa kirjan hinnoittelusta, koska melko-melko kevyesti ladotun kirjan hinta-laatu -suhde ei vastaa odotuksia. Enemmän olisi ollut parempi 60 euron kirjasta.

Minkälainen kirja oli?

Kirja on nimensä mukaisesti matkaopas, sillä valtaosa aiheista on nopeasti katettu, mutta yleisilmeen tarjoava. Se jakautuu kahteen osaan – perusteet ja hyödyntäminen. Kirjassa on hyviä kuvauksia tekoälyn / koneoppimisen sovelluskohteista. Esimerkiksi:

·       Utopia Analyticsin tekoälyn ja Suomi24:n kommenttien moderoinnin tuloksista.

·       Miten luottokorttidatan avulla voidaan ehkäistä petoksia.

·       OP:n kehittämän älykipsin tuloksista.

·       Staran kokemuksia ruohonleikkaajarobotista.

·       Miten eri malleja voi hyödyntää esim. logistinen regressiota asuntokauppaan.

·       Coca-Cola Companyn juoma-automaateista, jotka oppivat ihmisten makutottumuksista.

Tekstiin on upotettu vinkkejä lisälukemisesta, joka on hyvää lisäarvoa, niille joille aihealue sattuu kolahtamaan.

Mitkä ovat kirjan keskeiset ideat? 

Kirjan keskeinen idea on data ja tekeminen. Tekoäly määritellään kirjassa heikoksi tekoälyksi, joka ”kykenee ratkaisemaan yhtä tehtävää, johon se on opetettu”. Suurin osa tekoälystä kuin me sen tänä päivänä tunnemme on siis koneoppimista. Pystyäksemme opettamaan tekoälysovelluksia tukemaan liiketoimintaa, niin tarvitsemme paljon dataa, jota voidaan totta esim. ostokäyttäytymisen, mobiiliapplikaatioiden tai keskustelupalstojen kautta. Tänä päivänä yksi ihminen tuottaa 700 megatavua dataa vuorokaudessa ja vuonna 2020 hän tuottaa 1,5 gigatavua. Datan määrässä enemmän on parempi ja siksi esim. internetjätit tai Kiina ovat tekoälyn kehittämisessä vahvoilla.

Kolme askelta koneoppimisen hyödyntämiseen kilpailuedun hankkimiseen:

1.    Liiketoimintaprosesseista päätöksentekopisteiden tunnistaminen,

2.    Selkeisiin haasteisiin keskittyminen.

3.    Koneoppimisen hyödyntäminen monimutkaisiin ongelmiin.

Koneoppimisen malleja on viisi:

1.    Luokittelu, jossa kohde luokitellaan ja sitä tietoa voidaan hyödyntää esim. kohdennettuun markkinointiin.

2.    Ryhmittely, jossa luokittelematon data luokitellaan ja ryhmitellään esim. asiakasryhmiksi.

3.    Regressio, jossa ennustetaan numeerista arvoa ja ennsutetaan esim. huoltoajankohtaa.

4.    Suosittelu, jossa arvioidaan asiakaspreferenssejä ja tehdään esim. up- tai cross-sell -suosituksia asiakkaalle.

5.    Poikkeamien tai anomalioiden etsimistä ja havaitaan esim. luottokorttipetoksia.

Datan hyödyntämisen tasot kerrotaan yksinkertaisesti jäätelönmyynti esimerkillä:

·       Kuvaileva datan hyödyntämisessä kerrotaan kuinka paljon jäätä myytiin viime viikolla,

·       diagnosoiva kertoo miten sää vaikutti jäätelönmyyntiin,

·       ennakoivassa arvioidaan ensi viikon jäätelön menekkiä,

·       ohjaileva tilaa lisää jäätelöä ja

·       ohjaileva-automatisoitu tilasi jo lisää jäätelöä.

Kirjassa annetaan looginen selitys miksi tekoäly on nyt tarjolla vuosikymmenen kuumimmaksi kaupalliseksi sovellutukseksi. Selitys löytyy laskentatehoista, (harjoitus)datan määrästä sekä algoritmistä sekä kehitysvauhdista. Ehkä merkittävin selittävä tekijä on datan määrä, josta on muodostunut kilpailuedun lähde. Hieman vastaava kehityskulku kuin sosiaalisessa media missä matkapuhelinten kyky jakaa esim. kuvia verkon yli mahdollistui 3/4G-verkkojen avulla ja siksi siis kuvien laatu sekä puhelinverkkojen kyky jakaa niitä sai loi Somelle kilpailuedun. Tekoälyn kilpailu käydään siis niiden toimijoiden kesken mitkä pystyvät hyödyntämään dataa – perustuu se transaktioihin, puheeseen tai kuviin.

Kirjassa annetaan myös ohjeita miten kannattaa toimia GDPR:n tultua voimaan, datastrategian kehittämisestä sekä Chief AI Officerin palkkaamisesta.

Mitä meidän pitäisi tehdä kirjan perusteella?

Johdon suurin tulos tekoälyn käyttöönotossa voi olla kokeilukulttuurin synnyttäminen sekä pilottien käynnistämisen mahdollistaminen.

Mitä minun pitäisi itse tehdä? 

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Yhteenveto

Kuluneella viikolla Mårten Mickos kertoi vanhan viisauden ”It takes a village to raise a child”, niin minusta tuntuu, että se sopii myös tämän kirjan kuudeksi sanaksi. Miksi? Tekoäly ei ole yhden ihmisen tai työntekijäryhmän vastuulla. Se on koko yrityksen läpäisevä kehityshanke, jonka pitää hyödyttää kaikkia organisaatiossa työskenteleviä.

Kirja kuudella sanalla – ”It takes a village to raise a child”.