I’m literally the last one standing
between you and that door in terms of
going home now you have a chance now can
see you really you have a chance now if
anybody want to still sneak outs then
that’s fine I’m actually ready to go
home I mean there were 10 really good
talks I learned a lot my brain is
basically full so I’m really ready to go
so last chance for you know I can’t
really go Jenny told me earlier I have
to work for my food that I have consumed
earlier so I have to actually go through
now I heard a lot about storytelling as
well so here’s my story the hands-on
looking gentleman there with a circle
around his head that’s my dad
that’s his highest knowledge so his
middle school class photo when he was
about 16 years old in Germany well he
would have been 16 years old technically
in any country but this was taken in
Germany when he was 16 years old
shortly after this picture was taken he
started working so he didn’t go to high
school he didn’t go to university he
didn’t get a college degree he went
straight to work and he went to work in
a government-owned company he started
basically at a low level at the level of
raising an office boy if you want that
government-owned company was a fire
insurance company that’s us on a site
not basically as a fire insurance
company owned by the government
fire insurance was made mandatory and
this was the only company that could
offer it it’s a pretty good business
concept I think you force everybody to
have insurance and you’re the only
company it can do that so he started at
the age of 16 at this company and this
is a picture of my dad when he retired
from the exact same company 44 years
later he retired as its director of the
company so he spent his whole working
life from 16 years old all the way to
retirement age in this particular
company without changing he went through
the ranks went all the way to the top
now if you look at working today it is
virtually impossible to think about that
anybody would stay in a company for
their whole working lifetime now if you
imagine for most of you if you graduate
for example next year you’re gonna
retire in the year 2060 or even later
that’s a hell of a long time and it is
unlikely that you’re gonna spend all
that time in the same company so there
will be some moving around some
fluctuations in there let’s look around
let’s look at take a look at why this
might be the case now why is there
change from Paisley and loyalty
principle at least in Germany at that
time if you if you switch companies you
showed no loyalty so loyalty was
something that it was very important
nowadays that’s really not that
important but let’s let’s look at now
how companies are used to operate and
how they I think at least my my views
are they will operate in the future
there is so this is how companies are
operate or used to operate in a very
hierarchical system and that’s a company
that my dad worked in in a way so he
started at the very bottom which is
actually much further below here and
started to work his way up but I love
this screen I’m gonna get one of those
for home just imagine watching football
on a screen like this so what is this is
still how most companies now especially
in Asia including Malaysia work I do a
lot of copper training and I see this a
lot so this is what’s called a
controlled structure you have control
from the top all the way down step by
step by step by step so if you are
somewhere here or further below you’re
gonna have a hard time getting noticed
you’d be quite lonely so if we home in
into a bit greater detail this is just
how it basically worked for a particular
team now you have the top you have to
manager and you have members of that
team but it’s still quite isolated quite
hierarchical that’s how it used to be
and in quite a number of companies
especially if you look at government it
still works like this but that’s not the
way it should be now we want to look as
an example at a particular employee now
let’s just pick one let’s call her Jenny
for for no other purpose so Jenny if I
look at this picture or the one before I
wouldn’t be able to find Jenny because
she’s somewhere diluted out in that
hierarchical structure so that’s not
really working there but if I look at
how a group works then I can actually
find Jenny and Jenny is here so Jenny is
now part of a group of people she’s
working with in the center could be the
manager doesn’t have to be now something
about Jenny Jenny is very very good at
her job now Jenny is a specialist and
what she’s doing really good so that’s
the good news whenever she’s involved in
a project for her team or the project
has a like high likelihood to succeed
the bad thing is that Jenny is a
specialist so not every project that
this group is working on needs to
involve her so she has times during work
where she has a lot of stuff to do she
has fun doing it she’s willing happy to
contribute to that team other times the
team can work very well without her so
she’s kind of bored on top of that the
manager is also a moron but that’s on
his iPod so Jenny is not sometimes happy
but sometimes not happy so in terms of
work she is not satisfied in her current
working environment especially during
times when she is bored out of this know
on a separate scenario let’s say within
the same company within the same
organization you also have another team
this time so it’s a very good manager
let’s call him Frank
so this manager now has a problem
there’s manager has a very productive
team but it’s missing a team member who
has who are supposed to have that
knowledge and that specialization that
Jenny could provide now in a big
organization like this this manager
needs to fill that position so what can
you do what you gonna do he goes to a
chances can I hire somebody in HR says
no money cannot so they have to make use
with what there is he doesn’t have
anybody so the product will the project
will suffer from it because the company
is so big and because there’s no
communication going on he doesn’t know
that Jenny exists on the other side and
his port so how if there would be an
assistant that could allow Frank or
whatever you want to call him that Frank
to know that there is a Jenny that way
Jenny could fill in the blank that is
there is left by its staff that Peter
has resigned before or has never was
never there in the first place all is
required so Jenny could then fill up her
time that in during the time that she
has nothing to do for the orange group
to work for the other group so that way
she could help this particular project
to move forward and she would have more
in
putting this sounds like a fairly easy
thing to do in terms and in principle
but the realization is not quite as easy
now what would be a good method for
let’s say this particular manager to
know that Jenny is around in a big
organization the easiest tool for this
would be something that everybody of you
is familiar with and that would be a
social media so imagine if a company
especially if it’s a bigger company has
its own internal social media we did
like a like a small LinkedIn if you want
so you have your own profile on it you
have your own areas of specialization on
it and maybe some other stuff as well
about you then in that case through if
Jenny would have for example something
like this in an internal LinkedIn that
manager would very easily be able to
find her get in touch with her ask her
would you like to join our team
temporarily until this project is
finished and then you move on so that by
itself is easily possible now who’s
gonna evaluate journey then in the
current hierarchical structure that you
saw earlier that is still widely
practiced here it’s the manager who’s
Connor or the supervisor whatever is the
general manager who’s gives you an
annual evaluation so once a year you’re
gonna be called in and the manager says
now what did put your name again then
how did you do and so you get some kind
of evaluation that is sometimes
objectives and sometimes just not so
real and since that manager is a moron
as we established earlier the valuation
that Jenny gets might not be the best on
top of that she has worked for a
different team so that moron he didn’t
quite like that because he lost control
so he’s gonna give Jenny a bad rap for
that so that’s not in benefit either how
since I talked about social media or
social media network if you know
LinkedIn for example LinkedIn has a
section for skills evaluation and for
recommendations same thing could be done
in an internal network
so if Jenny works for this manager this
manager could leave on the internal
network a 5 star 4 star 3 star depending
on how well she did a rating all these
ratings that can then be accumulated
over time let’s say over here one could
be a part of the overall evaluation that
Jenny faces at the end of the year that
would then determine whether she gets
promoted and so on so by right this is
fairly easily possible it’s just not
been implemented same could be for
colleagues that she works with they
could leave a feedback as well so
there’s really a much wider engagement
that is possible and much wider input
base that is possible now what happens
if there are two different companies
later on so let’s say Jenny works for
this particular company at some point
now she’s gonna be pissed off because
the manager is still a moron and she’s
still bored and whatever so Jenny says
I’ve had it I’m gonna go and freelance
now I take my skills my very specific
tech our targeted skills and I become an
independent contractor so then next time
if let’s say this is camp a company a
Company B if there are in need of
somebody off those skills they would
simply get in touch with Jenny Jenny can
you do this fast
send us a quotation we hire you for that
particular project after that you’re out
good thing for the company’s company
doesn’t have to have so much overhead so
a company over time can actually shrink
a lot you can outsource a lot of stuff
know not only specific technical skills
yesterday on bf Emma had internal
auditors are now being outsourced
tazewell something that I would have
thought should be very internal but
everything that that can be outsourced
will eventually be outsourced companies
as I will see it will become very very
small in terms of a core size so HR will
be some of them obviously manufacturing
part will be some of them but the core
size will will shrink quite a bit and a
lot of the additional
that needs to be done for the company
will be done by independent contractors
by people who are who the workers then
outsource to just like Jenny and
thousands and thousands of others now
what that means for you and mean I can’t
predict how it’s gonna be but as I said
if you retire it’s gotta be at least
2060 so a lot of stuff can happen until
then what this could happen could mean
for you is that degrees don’t count
anymore
degrees are of no value later on the
only thing that counts is a the
technical knowledge that you have to
have to provide the services that the
companies require there is one thing but
that’s not gonna be enough because
you’re now dealing with all kinds of
different teams different people other
other skills the non-technical skills
also need to be developed those include
communication skills for example EQ
empathy all the leadership skills all
the other skills that are often called
soft skills which which there should not
be so skills that are non-technical
those also need to be developed so if
you just focus on being a geek for
example that’s to provide geek service
it’s not gonna work in the long run
either so universities will have to pick
up the slack at some point in terms of
at least a technical part but for you
it’s also becoming more and more
important to put more emphasis into what
used to be called soft skills in skills
that are the non-technical ones like
communication like EQ and so on which
will enable you to work with all kinds
of different teams more or less
seamlessly so keep that in mind if you
want and I wish you happy retirement in
2016 and thank you very much [Applause]
between you and that door in terms of
going home now you have a chance now can
see you really you have a chance now if
anybody want to still sneak outs then
that’s fine I’m actually ready to go
home I mean there were 10 really good
talks I learned a lot my brain is
basically full so I’m really ready to go
so last chance for you know I can’t
really go Jenny told me earlier I have
to work for my food that I have consumed
earlier so I have to actually go through
now I heard a lot about storytelling as
well so here’s my story the hands-on
looking gentleman there with a circle
around his head that’s my dad
that’s his highest knowledge so his
middle school class photo when he was
about 16 years old in Germany well he
would have been 16 years old technically
in any country but this was taken in
Germany when he was 16 years old
shortly after this picture was taken he
started working so he didn’t go to high
school he didn’t go to university he
didn’t get a college degree he went
straight to work and he went to work in
a government-owned company he started
basically at a low level at the level of
raising an office boy if you want that
government-owned company was a fire
insurance company that’s us on a site
not basically as a fire insurance
company owned by the government
fire insurance was made mandatory and
this was the only company that could
offer it it’s a pretty good business
concept I think you force everybody to
have insurance and you’re the only
company it can do that so he started at
the age of 16 at this company and this
is a picture of my dad when he retired
from the exact same company 44 years
later he retired as its director of the
company so he spent his whole working
life from 16 years old all the way to
retirement age in this particular
company without changing he went through
the ranks went all the way to the top
now if you look at working today it is
virtually impossible to think about that
anybody would stay in a company for
their whole working lifetime now if you
imagine for most of you if you graduate
for example next year you’re gonna
retire in the year 2060 or even later
that’s a hell of a long time and it is
unlikely that you’re gonna spend all
that time in the same company so there
will be some moving around some
fluctuations in there let’s look around
let’s look at take a look at why this
might be the case now why is there
change from Paisley and loyalty
principle at least in Germany at that
time if you if you switch companies you
showed no loyalty so loyalty was
something that it was very important
nowadays that’s really not that
important but let’s let’s look at now
how companies are used to operate and
how they I think at least my my views
are they will operate in the future
there is so this is how companies are
operate or used to operate in a very
hierarchical system and that’s a company
that my dad worked in in a way so he
started at the very bottom which is
actually much further below here and
started to work his way up but I love
this screen I’m gonna get one of those
for home just imagine watching football
on a screen like this so what is this is
still how most companies now especially
in Asia including Malaysia work I do a
lot of copper training and I see this a
lot so this is what’s called a
controlled structure you have control
from the top all the way down step by
step by step by step so if you are
somewhere here or further below you’re
gonna have a hard time getting noticed
you’d be quite lonely so if we home in
into a bit greater detail this is just
how it basically worked for a particular
team now you have the top you have to
manager and you have members of that
team but it’s still quite isolated quite
hierarchical that’s how it used to be
and in quite a number of companies
especially if you look at government it
still works like this but that’s not the
way it should be now we want to look as
an example at a particular employee now
let’s just pick one let’s call her Jenny
for for no other purpose so Jenny if I
look at this picture or the one before I
wouldn’t be able to find Jenny because
she’s somewhere diluted out in that
hierarchical structure so that’s not
really working there but if I look at
how a group works then I can actually
find Jenny and Jenny is here so Jenny is
now part of a group of people she’s
working with in the center could be the
manager doesn’t have to be now something
about Jenny Jenny is very very good at
her job now Jenny is a specialist and
what she’s doing really good so that’s
the good news whenever she’s involved in
a project for her team or the project
has a like high likelihood to succeed
the bad thing is that Jenny is a
specialist so not every project that
this group is working on needs to
involve her so she has times during work
where she has a lot of stuff to do she
has fun doing it she’s willing happy to
contribute to that team other times the
team can work very well without her so
she’s kind of bored on top of that the
manager is also a moron but that’s on
his iPod so Jenny is not sometimes happy
but sometimes not happy so in terms of
work she is not satisfied in her current
working environment especially during
times when she is bored out of this know
on a separate scenario let’s say within
the same company within the same
organization you also have another team
this time so it’s a very good manager
let’s call him Frank
so this manager now has a problem
there’s manager has a very productive
team but it’s missing a team member who
has who are supposed to have that
knowledge and that specialization that
Jenny could provide now in a big
organization like this this manager
needs to fill that position so what can
you do what you gonna do he goes to a
chances can I hire somebody in HR says
no money cannot so they have to make use
with what there is he doesn’t have
anybody so the product will the project
will suffer from it because the company
is so big and because there’s no
communication going on he doesn’t know
that Jenny exists on the other side and
his port so how if there would be an
assistant that could allow Frank or
whatever you want to call him that Frank
to know that there is a Jenny that way
Jenny could fill in the blank that is
there is left by its staff that Peter
has resigned before or has never was
never there in the first place all is
required so Jenny could then fill up her
time that in during the time that she
has nothing to do for the orange group
to work for the other group so that way
she could help this particular project
to move forward and she would have more
in
putting this sounds like a fairly easy
thing to do in terms and in principle
but the realization is not quite as easy
now what would be a good method for
let’s say this particular manager to
know that Jenny is around in a big
organization the easiest tool for this
would be something that everybody of you
is familiar with and that would be a
social media so imagine if a company
especially if it’s a bigger company has
its own internal social media we did
like a like a small LinkedIn if you want
so you have your own profile on it you
have your own areas of specialization on
it and maybe some other stuff as well
about you then in that case through if
Jenny would have for example something
like this in an internal LinkedIn that
manager would very easily be able to
find her get in touch with her ask her
would you like to join our team
temporarily until this project is
finished and then you move on so that by
itself is easily possible now who’s
gonna evaluate journey then in the
current hierarchical structure that you
saw earlier that is still widely
practiced here it’s the manager who’s
Connor or the supervisor whatever is the
general manager who’s gives you an
annual evaluation so once a year you’re
gonna be called in and the manager says
now what did put your name again then
how did you do and so you get some kind
of evaluation that is sometimes
objectives and sometimes just not so
real and since that manager is a moron
as we established earlier the valuation
that Jenny gets might not be the best on
top of that she has worked for a
different team so that moron he didn’t
quite like that because he lost control
so he’s gonna give Jenny a bad rap for
that so that’s not in benefit either how
since I talked about social media or
social media network if you know
LinkedIn for example LinkedIn has a
section for skills evaluation and for
recommendations same thing could be done
in an internal network
so if Jenny works for this manager this
manager could leave on the internal
network a 5 star 4 star 3 star depending
on how well she did a rating all these
ratings that can then be accumulated
over time let’s say over here one could
be a part of the overall evaluation that
Jenny faces at the end of the year that
would then determine whether she gets
promoted and so on so by right this is
fairly easily possible it’s just not
been implemented same could be for
colleagues that she works with they
could leave a feedback as well so
there’s really a much wider engagement
that is possible and much wider input
base that is possible now what happens
if there are two different companies
later on so let’s say Jenny works for
this particular company at some point
now she’s gonna be pissed off because
the manager is still a moron and she’s
still bored and whatever so Jenny says
I’ve had it I’m gonna go and freelance
now I take my skills my very specific
tech our targeted skills and I become an
independent contractor so then next time
if let’s say this is camp a company a
Company B if there are in need of
somebody off those skills they would
simply get in touch with Jenny Jenny can
you do this fast
send us a quotation we hire you for that
particular project after that you’re out
good thing for the company’s company
doesn’t have to have so much overhead so
a company over time can actually shrink
a lot you can outsource a lot of stuff
know not only specific technical skills
yesterday on bf Emma had internal
auditors are now being outsourced
tazewell something that I would have
thought should be very internal but
everything that that can be outsourced
will eventually be outsourced companies
as I will see it will become very very
small in terms of a core size so HR will
be some of them obviously manufacturing
part will be some of them but the core
size will will shrink quite a bit and a
lot of the additional
that needs to be done for the company
will be done by independent contractors
by people who are who the workers then
outsource to just like Jenny and
thousands and thousands of others now
what that means for you and mean I can’t
predict how it’s gonna be but as I said
if you retire it’s gotta be at least
2060 so a lot of stuff can happen until
then what this could happen could mean
for you is that degrees don’t count
anymore
degrees are of no value later on the
only thing that counts is a the
technical knowledge that you have to
have to provide the services that the
companies require there is one thing but
that’s not gonna be enough because
you’re now dealing with all kinds of
different teams different people other
other skills the non-technical skills
also need to be developed those include
communication skills for example EQ
empathy all the leadership skills all
the other skills that are often called
soft skills which which there should not
be so skills that are non-technical
those also need to be developed so if
you just focus on being a geek for
example that’s to provide geek service
it’s not gonna work in the long run
either so universities will have to pick
up the slack at some point in terms of
at least a technical part but for you
it’s also becoming more and more
important to put more emphasis into what
used to be called soft skills in skills
that are the non-technical ones like
communication like EQ and so on which
will enable you to work with all kinds
of different teams more or less
seamlessly so keep that in mind if you
want and I wish you happy retirement in
2016 and thank you very much [Applause]
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