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mercoledì 5 febbraio 2014

Quotable: Why social entrepreneurship is so promising

Quotable: Why social entrepreneurship is so promising



Quotable: Why social entrepreneurship is so promising Email share Social EnterpriseQuotable: Why social entrepreneurship is so promising By Kyla Yeoman, February 5, 2014 Photo: A. Bacher for Mercy Corps. In the private sector, you innovate or you die. You have to bring new ideas, new approaches, new products, more efficient services to the marketplace, or you don’t thrive. There’s nothing analogous to this in the social marketplace. That’s why social entrepreneurship is so promising: it brings together the systems, the methods, the reach, of both the public and private sectors to tackle these very difficult problems. – Neal Keny Guyer, Mercy Corps CEOArticles You Might Like:Q&A with Mercy Corps CEO about market innovations to povertyFree trials and payment plans: Innovative ways to market clean energy products in rural…



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In the private sector, you innovate or you die. You have to bring new ideas, new approaches, new products, more efficient services to the marketplace, or you don’t thrive. There’s nothing analogous to this in the social marketplace. That's why social entrepreneurship is so promising: it brings together the systems, the methods, the reach, of both the public and private sectors to tackle these very difficult problems.



- Neal Keny Guyer, Mercy Corps CEO






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Social Entrepeneurship, bacher, both-the-public, chocolate, corps, enterprise, guyer, insurance, private, social

mercoledì 8 gennaio 2014

Experts Find Flaws In President’s Affordability Plan

Experts Find Flaws In President’s Affordability Plan



While President Barack Obama is pushing a multi-faceted plan aimed at making college more affordable, many policy experts fear the proposals do not address core problems in higher education: tuition prices are soaring and many graduates are unable to repay their debt. While the majority of college administrators and education officials agree that there is a need for innovation to make higher education more accessible and affordable, especially for low-income students, they differ on what measures should be used and how they should be implemented. U.S. News and World Report identified a handful of flaws in the President’s affordability plan. 1. Linking financial aid to measures like graduation rates is a bad idea. Perhaps the most controversial aspect of Obama’s plan is the…



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While President Barack Obama is pushing a multi-faceted plan aimed at making college more affordable, many policy experts fear the proposals do not address core problems in higher education: tuition prices are soaring and many graduates are unable to repay their debt.


While the majority of college administrators and education officials agree that there is a need for innovation to make higher education more accessible and affordable, especially for low-income students, they differ on what measures should be used and how they should be implemented.


U.S. News and World Report identified a handful of flaws in the President’s affordability plan.


1. Linking financial aid to measures like graduation rates is a bad idea.


Perhaps the most controversial aspect of Obama’s plan is the ideaof tying colleges’ federal financial aid eligibility to their performance in ratings. But giving too much weight to graduation rates may cause institutions to either push out a large number of unprepared graduates, or to become more selective in terms of the students they admit, so they can ensure they will have high graduation rates.


That happened in K-12 education with No Child Left Behind. In order to meet tough requirements for upping graduation rates, some states lowered the rigor of their assessments to push more volume, says Mike Cagney, co-founder and CEO of the student loan refinancing company SoFi.


And on the flip side, some colleges may feel pressure to become more selective in terms of which students they admit in order to ensure high graduation rates, and thus, federal financial aid, says John Ebersole, president of Excelsior College in Albany, N.Y.


“The Ivy League takes the cream of the crop, they don’t have this problem. You can predict that 80 to 90 percent of the people who come into those programs are going to graduate, but that’s not true for [all institutions],” Ebersole says. Being more selective, he says, “gives them the graduation rates they want to brag about, and it helps them on the prestige search that so many institutions are on.”


2. Even if all the proposed ratings data were available, they would not be specific enough.


The majority of the data Obama wants to use in his college rating system (such as earnings after graduation, debt-to-income ratios and graduation rates for nontraditional students) are either currently very limited or are prohibited under current law.


The president has plans to have colleges report the average earnings of their graduates, but that data would not be extremely helpful unless they were reported by major, rather than as a school average, Cagney says.


“That’s why we have, or a big part of why we have, the debt crisis that we’re in right now on student loans,” Cagney says. “There’s still a pretty large dichotomy between what I’m going to get paid being a computer science major versus a psychology major … They translate into different amounts of money that you can borrow and affordably be able to pay back.”


3. A lack of specific data increases financial illiteracy and over-borrowing.


The president’s proposal does include plans to address financial literacy by launching an awareness campaign to get more students to enroll in income-based repayment programs.


Although students may become more aware of their repayment options, they often don’t know what they’re getting into when they take out loans, and see them as “funny money” because it often times goes directly to the institutionfor tuition, without reaching the students’ hands.


Cagney says this lack of education has lead to chronic student over-borrowing – students pay the same amount in tuition for degrees that lead to different earnings outcomes, and schools have no incentive to lower tuition rates because the fees get paid, regardless of whether students can repay their debt or not.


“If you borrow less than the value of the education, you’re going to be able to pay that debt off,” Cagney says. “If you’re borrowing more than the value of the education, you won’t.”


Implementing measures that ensure colleges have “more skin in the game,” such as having them pay the interest on loans a graduate is unable to pay, will “force the schools to align their costs of education with value, Cagney says.”


Similarly, Pauline Abernathy, vice president of the Institute for College Access and Success, said in a statement that schools need to be incentivized to not only serve low-income students, but to serve them well, rather than graduating them “with degrees they cannot use and debts they cannot repay.”


4. Repayment and forgiveness options target the wrong professions, and leave debts unpaid.


The Consumer Financial Protection Bureau reported on August 5 that more than half of outstanding student loan debt isn’t being repaid, but that only 10 percent of borrowers are enrolled in an income-based repayment plan.


The federal “Pay As You Earn” plan caps borrowers’ monthly payments at 10 percent of their income, and after 20 years any leftover debt is forgiven.


Andrew Kelly, director of the American Enterprise Institute’s Center on Higher Education Reform, said Obama’s plan to extend this repayment option to all borrowers was “troubling,” and that the system “creates perverse incentives for students and institutions and leaves taxpayers footing the bill.”


“Expanding this program even further will only add to the college-cost problem,” Kelly writes, because institutions could find loopholes to exploit the system and keep their tuitions high by encouraging students to enroll in these types of loan forgiveness programs.


Another debt repayment plan, the Public Service Loan Forgiveness program, wipes away remaining debt for public service employees (such as teachers, nonprofit health care workers, social workers and police officers) after only 10 years, if they make monthly payments on time.


But Cagney says that type of program is backward, and should also be targeted toward professions the government acknowledges there is a need for, such as engineers or computer scientists.


“Why would we incent someone to go into government service more than incent them to become a computer scientist, start a company and hire people?” Cagney says. “It just doesn’t seem to make sense.”


5. There are problems with defining college “quality” and “value.”


In his speech announcing the college affordability plan, Obama frequently used the terms “quality” and “value.” But Ebersole says the administration still needs to more clearly define what that means.


“Quality in whose eyes? Students’ eyes? Faculty’s eyes? Parents’ eyes?” Ebersole says.


There is a need for more information about what could be considered valuable in a college, according to Beth Akers and Matthew Chingos of the Brookings Institution, as the current lack of information has “created a highly dysfunctional market for higher education.”


“Consequently, colleges compete on measures that factor into popular rankings such as average SAT scores and student-faculty ratios rather than quality and price,” Akers and Chingos write.


Because such college rankings (including those of U.S. News) and ratings have been around for several years and still meet with criticism, “to think the Department of Education is going to come up with a ranking system that is going to be welcomed by everybody, I think is naive,” Ebersole says.


“I think the biggest problem overall is that we do not have a government system that deals all that well with complexity,” Ebersole added. “Our search for simplistic answers is going to do somebody a disservice. I’m not sure who it will be, but I guarantee you somebody is going to be discriminated against, or disadvantaged as a result of our attempt to just simplify everything.”


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lunedì 2 dicembre 2013

Shopping for all: Mobile technology as social enterprise

Shopping for all: Mobile technology as social enterprise



In October, artisans in Africa gained a direct link to shoppers around the world through a mobile shopping app launched by Soko.Soko, the online shopping site founded by Ella Peinovich, Gwendolyn Floyd, and Catherine Mahugu, connects artisans and shoppers around the world through mobile technology. Using the Soko application on a mobile device, designers and artisans don’t need bank accounts or computers to upload and sell their jewelry online. “At Soko we believe that the global marketplace should be accessible to all artisans in the digital age,” Floyd said in a statement. “Artisans everywhere deserve equitable access to the means to support their craft… while consumers consistently demand access to world goods”. In addition to building relationships between consumers and artisans, Soko provides merchants with …



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In October, artisans in Africa gained a direct link to shoppers around the world through a mobile shopping app launched by Soko.


Soko, the online shopping site founded by Ella Peinovich, Gwendolyn Floyd, and Catherine Mahugu, connects artisans and shoppers around the world through mobile technology. Using the Soko application on a mobile device, designers and artisans don’t need bank accounts or computers to upload and sell their jewelry online.



“At Soko we believe that the global marketplace should be accessible to all artisans in the digital age,” Floyd said in a statement. “Artisans everywhere deserve equitable access to the means to support their craft… while consumers consistently demand access to world goods”.



In addition to building relationships between consumers and artisans, Soko provides merchants with tools and strategies to form profitable and sustainable businesses.


Initially introduced in Kenya, the free app is available to any artisan in a developing market with mobile coverage and banking systems. Artisans can create profiles and upload images and details of products to reach international consumers.


Soko functions similarly to Etsy, an online marketplace in which vendors selling vintage or handmade pieces can select the payment method offered to consumers. Soko accepts credit card payments from shoppers, and transfers the payment into mobile money payment for the vendor.


Although many social enterprises have incorporated mobile technology into their business, the practice is not yet completely mainstream. Several apps specifically designed to support social enterprise endeavors have hit the scene.



  • Social Impact uses the GPS feature in a mobile device to display more than 500 retail social enterprises in the United States, Europe and Asia. The app includes nearby restaurants, coffee shops, catering services, bakeries, ice cream stores, artisan stores, and other businesses and companies.

  • Social Enterprise Toolbox is available in e-book or iPhone mobile app format and provides a guide for business leaders at any stage of running their social enterprises. The guide addresses customer relations, products and services, market research, impact measurement, and business growth.

  • Yammer is a social network accessible through a mobile app for global companies to communicate and collaborate. Social enterprises also can develop their own apps to integrate with Yammer’s other social networking services.

  • Although not exclusively a mobile application, Custom-Clouds, a for-profit social enterprise established by Mercy Corps, the eBay Foundation and Thoughtworks, provides affordable basic web services, including mobile website design and training, to businesses in Indonesia.


The market for mobile technology in social enterprise is growing. More and more companies like Soko are seizing opportunities to build business through mobile apps, ultimately benefiting their cause.


“We want to truly empower [artisans] by providing, through simple mobile technology, the practical industry knowledge required to flourish as artisans and.. participate in the global marketplace, becoming a driver of social and economic development in their community” Floyd said.





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mercoledì 27 novembre 2013

Nine Webcasts to Learn From

Nine Webcasts to Learn From



Guest post by Lisa Regan, writer for The Lean Startup Conference. Our fall webcast series concluded on a high note with three extraordinary conversations about the origins and implications of Lean Startup. If you missed these when they went out live, we encourage you to watch them now, as they lay a strong foundation for The Lean Startup Conference, December 9 -11 in San Francisco—less than two weeks from today. You can also listen to any of the webcasts, which, at the suggestion of a webcast attendee, we’ve turned into podcasts you can stream or download (from iTunes or SoundCloud). None of the webcasts included slides, so the audio versions work really well. Below are just a few highlights from our final three webcasts: 1) Eric Ries’s one-on…



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Nine Webcasts to Learn From



Guest post by Lisa Regan, writer for The Lean Startup Conference.


Our fall webcast series concluded on a high note with three extraordinary conversations about the origins and implications of Lean Startup. If you missed these when they went out live, we encourage you to watch them now, as they lay a strong foundation for The Lean Startup Conference, December 9 -11 in San Francisco—less than two weeks from today. You can also listen to any of the webcasts, which, at the suggestion of a webcast attendee, we’ve turned into podcasts you can stream or download (from iTunes or SoundCloud). None of the webcasts included slides, so the audio versions work really well.


Below are just a few highlights from our final three webcasts: 1) Eric Ries’s one-on-one conversation with Kent Beck about influencing other people; 2) Eric’s conversation with John Shook about the origins of Lean, and 3) a conversation between Diane Tavenner and Steven Hodas, moderated by Sarah Milstein, on applying Lean Startup ideas in education.


Eric’s chat with Kent Beck was among our most entertaining webcasts (video; iTunes; SoundCloud). Kent, a veteran programmer, a founder of the Agile method and the creator of Extreme Programming, came armed with anecdotes and lessons from his own experience, as well as a few questions for Eric. For example, at 12:56 in the video Kent describes how he made the move from programming to a role that he at one point describes as “Full Metal Guru”:


“It turns out you can be a bad enough programmer to sink a project, but you can’t be a good enough programmer to make a project successful. So I quickly ran out of gas on projects being more successful, and I was forced to take a bigger, broader view of the context in which programming happens. I started to pay attention to things that worked, and to things that didn’t seem to make a difference or actively harmed development. I’ve always been a contrarian, and so if someone says, ‘X is always true, I always think, then what are the implications of not-X?’ As a reflex, I always think that. So if someone says, ‘You need comprehensive documentation for software documentation,’ I think, ‘Well, what if you didn’t have any documentation at all? Would that really be a disaster?’ And I looked around at projects, and it wasn’t a disaster. So I thought, well, maybe a commitment to communication is good enough and the actual form of the communication is something we could be a little bit flexible on.”


The result of that kind of contrarian thinking was Extreme Programming, a method for running programming through feedback loops, testing and iterating on it as quickly as humanly possible. Nowadays Kent is programming again, this time at Facebook, which he describes: “It’s a laboratory. It’s really smart people working on unprecedented problems at ridiculous speed. So I get to see this hothouse of software design. I get to see generations of technology that last six months instead of lasting for six years. And so I can see many more cycles through the loop of how software evolves, how innovation disperses in a community, and so on.”


The enjoyment Eric and Kent shared in talking to one another comes through clearly in their conversation and led to an interesting exchange when Kent asked Eric how he had made the move from building things (programming) to an interest in influence in a broader sense. At 32:30, Eric offers this candid explanation:


“When I was younger I was convinced that programming was the most fun thing I would ever do and I’d be very happy to program increasingly large systems myself. And I think basically what happened was I kept doing that, and not having the impact I wanted to have. Because in my fantasy I could produce a massive program that’s used by billions of people and has enormous complexity and is incredibly innovative, by myself. Just, you know, with my bare hands. But the truth of any program is, it requires teams, and customers, and it’s this complicated ecosystem…. So the person who’s considered the ‘founder’ or the person who created the complicated system, it doesn’t matter if it’s Linux or Facebook or anything, somebody had to plant that initial seed, and that’s very satisfying.


“But in order for us to remember it and to care about the fact that they are the founder of that thing, they had to do an incredible amount of management of people to get them to grow that seed into something that is significant. And what’s frustrating to me–it was then and it still is–is that as soon as I became a manager and a team leader and an architect and really thinking out how to do that stuff, I was doing human systems engineering and I was no longer making things with my bare hands. And so I’ve also had that frustration. Now, that’s frustrating but also very satisfying, in that I’m very proud of the things that teams that I’ve worked with have built. But for me anyway, that transition from being a team leader to whatever it is that I do now, to try to cultivate this community and try to share these ideas on a wider scale–that was actually a much easier transition than going from an individual contributor to a team leader. Because to me, it’s like, as soon as I was not making things myself, with my bare hands, it’s all about, ok, then what activities will give me the greatest influence to have the impact I want to see in the world?”


The conversation also turned to a subject on everyone’s mind the last month or so–the healthcare.gov website. Kent’s analysis, which is largely political-process-driven, begins at 41:30. Eric offers a different account, seen through a Lean Startup lens:


“To me the great irony of healthcare.gov is that the current healthcare.gov that people are complaining about is actually the second version of healthcare.gov that was built. The first one was built right after the Obamacare law was passed…. And you couldn’t sign up for insurance in those days, it simply gave you information about the insurance options in your jurisdiction. But it was still pretty complicated, and it still required a lot of cooperation from the insurance companies–there was a lot to it. And they did it exactly opposite of this current healthcare.gov in the three dimensions I think of as key: they put a small team on it–a cross-functional small team, I think there was no more than 10 people; they gave them 90 days to deliver; and I think their total budget was so small as to be close enough to zero. Classic minimum viable product. They did it all open-source, so from an ethos point of view it was opposite, and from an infrastructure point of view it was all cloud and modern like you would expect. And they were able from that point to do the build-measure-learn thing and to iterate and get feedback from the insurance companies and from the public. And they turned that from a tiny little seed into a quite useful, complicated project by gradually increasing its complexity in a highly polarizing political environment where everybody wanted Obamacare to fail. Which is what to me is deeply frustrating–thanks to the president’s creation of the CIO and the CTO, he has really great people from Silicon Valley, from our communities, that could have been instrumental in creating this website, but those people were bypassed because of the IT procurement process in the federal government, which is a nightmare.”


For further highlights see Kent at 57:10 and Eric at 59:00 on the importance of measuring team members on impact rather than effort. Eric: “It’s a fundamental waste of human energy and talent to have people working on things that nobody wants and that have no impact. That’s actually morally wrong to have a system that does that. Couldn’t we expand our horizons and see that there’s actually another way? I find that very motivating.”


Eric’s conversation with John Shook, CEO of the Lean Enterprise Institute, covered the origins and applications of Lean principles (video; iTunes; SoundCloud). John moved to Japan in the 1980s to work at Toyota, which at that point had the most advanced manufacturing practices in the world. He took what he learned there back to the US, first to work with American auto plants as part of the GM-Toyota partnership, and then as the founder and president of the Lean Enterprise Institute.


Here’s John at 12:20 describing the turnaround Lean Manufacturing methods were able to make at Nummi, a GM plant that was, as he describes is, “the certified worst plant in the world,” both in terms of product quality and the attitude of the workforce:


“So I joined Toyota really exactly 30 years ago, it was late 1983. We built our first car there at Nummi in the old General Motors plant, in December 1984–so just one year. And with the same workforce–a lot of people don’t realize it was actually the same workforce, the old ‘troublemakers’ were offered their jobs back, and I worked alongside them–and in one year we built our first car. When GM did their first quality audit, it set the record for the very best quality score any GM plant had ever gotten. With the same workforce. And the same employees who were so disgruntled before became powerful advocates for the system, for this way of working. So the turnaround was powerful and in my mind at the time, this just proved that this could work, and this could work anywhere.”


To Eric, the scope of the turnaround is so unbelievable that it can be difficult to draw lessons for it for other companies. So he asked John how he had effected this incredible change in the culture at Nummi. John’s reply has the force of a new adage (at 16:44):


“We changed the way we behaved. That then changed the attitudes of the people that worked there, that brought forth a whole new culture…. Rather than think your way to a new way of acting, try to act your way to a new way of thinking. So how is it we want to think, ‘What’s the culture we want? Let’s try to draw a picture of that, and what do we need to do to get there?’ So we started working on the behaviors, what do we actually need to do? We changed the work.”


In response to a participant question about what you do if the problem isn’t the workers, rather the management, John said (at 26:48):


“It’s always the managers and not the workers, and we have to realize that. So if we are the managers, if we are the leaders, then we have to look in the mirror. That’s where it starts, that’s not where it ends. People often ask where do you start, do you start at the top, do you start at the middle, do you start at the front lines? And honestly, wherever you start, it’s going to be the other areas that are the problem, that have to be somehow brought along. And if you’re working with someone that’s a frontline manager or supervisor, they’ll often say, ‘Well, I could do this if I were one level higher up, because my bosses, those managers, they don’t get it, I get it.’ You go to them and they’ll say, ‘I get it, it’s one level higher up.’ You go all the way up to the CEO and the most frustrated person in the company is the CEO because he or she can’t get anything done that he or she wants done.”


Take a listen to John at 35:00 on what the company of the future will look like, and Eric’s closing question and anecdote at 39:43, a poignant narrative of waste centered around a visit he made to a factory floor and a revelation about his microwave.


Our final webcast of the season was organized in response to intense interest from our community around Lean Startup in education. We brought together Diane Tavenner, founder and president of Summit Public Schools, a network of charter schools in the San Francisco area, and Steven Hodas, who heads the markets initiative for NYC Department of Education, with Sarah Milstein, co-host of the Lean Startup Conference, for a webcast on Testing Lean Startup in Education (audio on iTunes and SoundCloud; we do not yet have the video for this webcast). The conversation centered around a few key topics: customers, bureaucracy, and MVP.


Diane at 5:13 describes her customers as students, but notes that their parents, the post-secondary education system (colleges and universities), employers, and even society at large are invested in students’ public education. Steven at 6:45 describes a useful distinction between customers, users and audiences, where these may be competing as well as overlapping interests. As he puts it, “Teasing out who is the customer is part of the work itself.” In response to a question about the bureaucratic and regulatory barriers to action–barriers that, given the intensity of personal and public interest in education one would expect to be quite high–both Diane and Steven surprisingly agreed that there was more excuse-making than actual obstacles to action (start at 12:18 for this portion of the conversation).


The practical how-tos of running experiments on actual students in an education environment was a major feature of this webcast. Here’s Diane (at 18:30) on the relationship between getting buy-in and creating an MVP, where the two can serve each other:


“Really the key concept here is that to win people over, you have to identify a problem that is particularly challenging for them, or even a small problem for that matter, and then demonstrate that using these processes actually solves that and gets them to a place that’s much more desirable. And one very exciting example for us, an early example and an easy win, was our teachers really needed a way to differentiate and personalize instruction for students, because when you’ve got 25 students and they’re all in different places, how do you meet their individual needs? It’s humanly impossible. And so they came to this idea if we had a playlist for kids that was really intuitive for them, that we could curate all these different resources so that kids could actually choose how they learn best. And if we could collaborate as teachers across different schools and across subject areas in courses, it would be helpful. So taking that wish and seeing that it doesn’t exist out there, we partnered with a software company, shared this wish and ultimately ended up co-developing, co-designing and building an MVP, testing it, involving our teachers and students all along the way, and ultimately this fall launching it as a free product that’s available to every teacher in the world, where they can collaborate and share and use it with their students.”


As a counterpart to the question of how to create and test an MVP, Steven and Diane discussed how to use metrics to measure progress. Steven at this point (34;28) launched a defense of vanity metrics– not to measure student progress, but to help create, again, buy-in from stakeholders:


“Given the public nature of public schooling, and the tremendous political pressure, and this fear of failure that Diane mentioned, which is really ubiquitous and the higher up in the organization you go the worse it gets–in order to get collaborators to come along with you, you need to make them feel good. By focusing on things that matter to them. Not only do you need to identify problems that are important to them, but they’re looking for certain indicators of success that may not overlap with your indicators of success. And so depending on the situation and what it is you’re trying to accomplish, for example, a certain number of newspaper headlines that speak positively about the work can be far more important, for better or for worse, in getting you the buy-in to take you to the next step than some increase in student achievement on a formative assessment. Because those particular people who [are] your audience, who you’re trying to impress at the central level, their concerns are not immediately about student achievement at that moment. It’s about what does this mean for me, and my career, and what is the potential downside, how is my boss going to feel about it. So when I think of vanity metrics I think of things that can be bad because they can be deceiving when you apply them to yourself.


“But I think things that demonstrate popularity–again, in a politicized context–are really important, so we do rely on them. When we do software challenges, for example, participation in those challenges is a really important metric, in fact it’s one of the things we optimize for. And I’m not embarrassed to say that sometimes we’ll optimize more for participation than for the quality of the software that comes out the other end. Because at that stage in our MVP what we’re trying to demonstrate is not that our software challenge produces the silver bullet that’s going to solve all our middle school math problems, but that if we have an open, embracing process, new partners will want to come participate with us.”




All of our webcast speakers will be at The Lean Startup Conference, December 9 – 11. Register today to join them and dozens of other speakers, as we explore advanced topics in entrepreneurship.





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Guest post by Lisa Regan, writer for The Lean Startup Conference.Our fall webcast series concluded on a high note with three extraordinary conversations about the origins and implications of Lean Startup. If you missed these when they went out live, we encourage you to watch them now, as they lay a strong foundation for The Lean Startup Conference, December 9 -11 in San Francisco—less than two weeks from today. You can also listen to any of the webcasts, which, at the suggestion of a webcast attendee, we’ve turned into podcasts you can stream or download (from iTunes or SoundCloud). None of the webcasts included slides, so the audio versions work really well.Below are just a few highlights from our final three webcasts: 1) Eric Ries’s one-on-one conversation with Kent Beck about influencing other people; 2) Eric’s conversation with John Shook about the origins of Lean, and 3) a conversation between Diane Tavenner and Steven Hodas, moderated by Sarah Milstein, on applying Lean Startup ideas in education.Eric’s chat with Kent Beck was among our most entertaining webcasts (video; iTunes; SoundCloud). Kent, a veteran programmer, a founder of the Agile method and the creator of Extreme Programming, came armed with anecdotes and lessons from his own experience, as well as a few questions for Eric. For example, at 12:56 in the video Kent describes how he made the move from programming to a role that he at one point describes as “Full Metal Guru”:“It turns out you can be a bad enough programmer to sink a project, but you can’t be a good enough programmer to make a project successful. So I quickly ran out of gas on projects being more successful, and I was forced to take a bigger, broader view of the context in which programming happens. I started to pay attention to things that worked, and to things that didn’t seem to make a difference or actively harmed development. I’ve always been a contrarian, and so if someone says, ‘X is always true, I always think, then what are the implications of not-X?’ As a reflex, I always think that. So if someone says, ‘You need comprehensive documentation for software documentation,’ I think, ‘Well, what if you didn’t have any documentation at all? …


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martedì 29 ottobre 2013

Wisdom from Hyper-growth Companies

Wisdom from Hyper-growth Companies



Guest post by Lisa Regan, writer for The Lean Startup Conference. Last week, we hosted a webcast conversation, Lean Startup for Growing Companies, with Eric Ries, Wyatt Jenkins of Shutterstock, and Ari Gesher of Palantir. The discussion focused on companies that have hit product-market fit and are growing fast—a topic for advanced entrepreneurs. But the information was critical for any early-stage company that hopes to reach that critical point and wants to be prepared when it comes. We’d like to share some highlights from the webcast and invite you to watch it in its entirety. There’s great information here about hiring, team structure, and best practices that will make you smarter. About Ari and Wyatt: Wyatt Jenkins is VP of Product at Shutterstock, a stock…



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Wisdom from Hyper-growth Companies



Guest post by Lisa Regan, writer for The Lean Startup Conference.


Last week, we hosted a webcast conversation, Lean Startup for Growing Companies, with Eric Ries, Wyatt Jenkins of Shutterstock, and Ari Gesher of Palantir. The discussion focused on companies that have hit product-market fit and are growing fast—a topic for advanced entrepreneurs. But the information was critical for any early-stage company that hopes to reach that critical point and wants to be prepared when it comes. We’d like to share some highlights from the webcast and invite you to watch it in its entirety. There’s great information here about hiring, team structure, and best practices that will make you smarter.


About Ari and Wyatt: Wyatt Jenkins is VP of Product at Shutterstock, a stock photo site founded in 2003 that now encompasses twelve cross-functional teams and is one of the world’s largest two-sided marketplaces. Ari Gesher is a senior engineer at Palantir Technologies, creating data-mining software for government and financial clients. Palantir, founded in 2004, had 15 employees when Ari started there; it now has 1,000 employees and $1B in contracts. Wyatt and Ari will both be speaking at The Lean Startup Conference in December.


The first topic that came up is one that people in younger companies will want to know about—what’s hyper-growth actually like? What would it help to know about it before it happens?


Ari: “Having been through hyper-growth or exponential growth, you hear about these other organizations that have been through that and you look at your Googles and your Facebooks and you sort of knew them when they were smaller, and you see them as these behemoths. And what you don’t realize is that there’s almost no graceful way to go through that kind of growth. It’s painful no matter what. We had a year where we doubled size from around 400 to 800, and so you end this year where you have half the company’s been there for less than a year. And all the old ways of doing things are busting at their seams…. It’s a good problem to have. It means that hiring’s working, the business is working – but when you’re going at that speed and that growth, I think it’s something humans just weren’t even built for…. It’s going to be painful. And if there’s one lesson to take away, I guess it’s, ‘Know that it’s going to be painful, and don’t be afraid that that means you’re doing something wrong.’”


Wyatt: “There’s a certain point at which all the things you didn’t want to have to do when you started a company, you now not only have to do, but you have to do them well. You have to really know how to run a meeting, to keep it efficient and keep people wanting to go and be productive. You have to get really good at onboarding practices and the things that when you started a company you thought, I don’t want to do any of that, I just want to build stuff. But now suddenly all those soft skills become the key to your organization.”


Another portion of the conversation centered on the role Lean Startup techniques usually associated with smaller companies can have in a scaling business— specifically, a Five Whys (a technique for discovering the root causes of a failure, which Eric explains in detail in the webcast) and testing.


Ari: “We started doing Five Whys when we were I’d say probably around 100 people. And at that point I might argue you maybe don’t even need it. But it’s important to get it to start being part of the culture, because the point at which you need it is when you’re bigger, when you have a lot of complexity in the way the organization interacts, and the whole point of asking ‘why’ five times is that you’re going to come up with some really surprising results that have to do with everybody doing what they thought was right, but because of the way information doesn’t really flow or process interlocks… the problem is actually four or five layers deeper than where you thought it was. And that only happens at scale.”


Wyatt: “I think testing culture is one of the most important parts of keeping yourself Lean as you scale. And the reason is that people have a direct connection to results without having to go up and down the chain of command. When I meet companies that are struggling a lot with hierarchy or struggling with bureaucracy, a lot of the time the data and results about things are trapped in pockets of the organization and other parts of the organization have to fight to get at it. But if you have a true testing culture, whenever somebody says something in a meeting like, ‘I think X,’ and someone else goes, ‘That’s a nice hypothesis. Let’s go try that out,’ I think that healthy level of testing keeps you lean, it keeps you close to the customer, and that’s one of the things that I think helps us a lot – testing.


Hiring, recruiting, and training (or perhaps fostering – the correct term to use was hard to settle on) played a big role in this conversation. Having more employees doesn’t mean that each hire is less important – it means that the processes around hiring need to develop to meet the company’s needs. But those are constantly changing. So what goes into acquiring and supporting the best employees?


Wyatt: “One thing I try to avoid is dogmatism. If somebody’s really into a process, like really, really into it, to where they’re inflexible, they’re probably not ready for a hyper-growth organization, because whatever it is you’re dogmatic about, it ain’t gonna work in another six months. So when I see that dogmatism I immediately recognize that, wow, this person’s going to have trouble when we’re a completely different company in a year. I always like to look back at my own job and say, you know, I’m doing a completely different job today than I was a year ago, and the year before that, and the year before that. That’s hyper-growth. And in hyper-growth, I promise you whatever you hold near and dear will be incorrect – soon.”


Ari: “You can’t train people to have a different mindset…. The important thing to do as leaders is bring in priming, to give people permission to be uncomfortable. To say, hey, we’re gonna go through this, and some stuff’s gonna be broken, don’t freak out. It’s when they’re not ready for it, when they’re not aware that that doesn’t mean that there’s actually anything existentially wrong, [that you have a problem]….. The psychological effect of priming is really important. If you give people a framework on which to hang their experiences before they encounter them, it makes it much easier for them to digest them and understand them as they encounter [them].”


Though a company may expand from two to 2,000, Eric, Wyatt and Ari all agreed on the importance of maintaining a structure of small, cross-functional teams, rather than siloed divisions (for more on that, see our last webcast on Lean Startup in the Enterprise).


Wyatt: “We’re still in love with the ‘two-pizza team’…just in general if it takes more than two pizzas to feed the team, the team’s too big. We like our teams to be small, relatively autonomous, very autonomous in some cases, depending on the kind of work they’re doing. We treat the teams like startups, we like that ‘us against the world’ mentality of small, autonomous teams.” And, later: “I don’t think we can say that enough: Let the product team figure out what they’re building. If you’re trying to micro-manage that on a high level, across lots of teams, you’re not smart enough [to pull it off], I promise. You really have to point into a direction, have a few high-level metrics, and let your teams fill in the gaps, let them be autonomous. That was a big lesson for me, at least.”


Ari, on creating community while maintaining multiple teams: “We foster all kinds of extra-curricular activities, everything from people doing tabletop games to sponsoring a team in a basketball league to having video game rooms. A lot of these things exist here and they may look like perks…but they’re actually about building the non-obvious links, the non-formal links between teams to really start to create a community. And I think everything you can do to invest in making that place – a business – actually a community, where people live their lives and meet each other, and have a lot of trust – that goes a long way toward making the company feel smaller. And then you get people to be able to lean on those relationships. So maybe you have a team of five people that work close together, and you need something from another team, and one person, well they play Halo together after dinner. And so it’s easy to have that conversation, to break through that ‘stranger barrier’ you get at scale.”


Finally, some last words of wisdom from Eric on the basics of creating a culture of experimentation:


Eric: “People listening in, you’re hearing a lot of cultural and practical tips that are applicable to the stage of company that these guys are at now, and I’m trying to throw in my two cents every once in a while based on companies that I’ve seen. But if you just go and you say, ‘Ok, I’ve learned that we should have a culture of experimentation,’ and you put up posters in your office saying, ‘Ok, everybody, starting today we’re going to have a culture of experimentation!’ You’ll have absolutely no impact whatsoever. One of the things I really believe in is something called the Startup Way, which is just a diagram that helps me remember how to invest in change from the bottom up rather than mandating it from the top down. And it goes like this: Accountability; Process; Culture; People – in that order. It’s the foundation of how we hold people accountable; determines what kind of [experiments] we can and can’t use, what kind of process and infrastructure we will or won’t invest in – obviously if you hold people accountable only for quick, short-term results, then if there’s no long-term philosophy then there’s no point ever in investing in long-term infrastructure, for example. But if you don’t make those process investments, if you don’t have a system for testing hypotheses, you’re never going to get a culture of experimentation and hypothesis-driven development. And if you have an old, Dilbert-styled culture, you’re never really going to be able to retain the best people for the long term.


“So when people say, ‘The solution to having a high-growth company is to hire good people,’ that’s true. When people say, ‘You have to have a culture of experimentation,’ also true. ‘You need to really invest in infrastructure and tools,’ yup, that’s correct. And when they say, ‘You need to hold people accountable, not to vanity metrics, but to learning milestones,’ yup, that’s true. All four of those things are the one thing you have to do to have a high-growth, successful company. It’s just that there’s more than one number-one high-priority thing, because each of those is an interlocking part of the system. You can’t really do one without the other, or if you try, God help you.”




Watch the rest of the webcast—and register for The Lean Startup Conference—for more specific information on all these topics. We sell conference tickets in blocks; when one block sells out, the price goes up. Register today for the best price possible.





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Guest post by Lisa Regan, writer for The Lean Startup Conference.Last week, we hosted a webcast conversation, Lean Startup for Growing Companies, with Eric Ries, Wyatt Jenkins of Shutterstock, and Ari Gesher of Palantir. The discussion focused on companies that have hit product-market fit and are growing fast—a topic for advanced entrepreneurs. But the information was critical for any early-stage company that hopes to reach that critical point and wants to be prepared when it comes. We’d like to share some highlights from the webcast and invite you to watch it in its entirety. There’s great information here about hiring, team structure, and best practices that will make you smarter.About Ari and Wyatt: Wyatt Jenkins is VP of Product at Shutterstock, a stock photo site founded in 2003 that now encompasses twelve cross-functional teams and is one of the world’s largest two-sided marketplaces. Ari Gesher is a senior engineer at Palantir Technologies, creating data-mining software for government and financial clients. Palantir, founded in 2004, had 15 employees when Ari started there; it now has 1,000 employees and $1B in contracts. Wyatt and Ari will both be speaking at The Lean Startup Conference in December.The first topic that came up is one that people in younger companies will want to know about—what’s hyper-growth actually like? What would it help to know about it before it happens?Ari: “Having been through hyper-growth or exponential growth, you hear about these other organizations that have been through that and you look at your Googles and your Facebooks and you sort of knew them when they were smaller, and you see them as these behemoths. And what you don’t realize is that there’s almost no graceful way to go through that kind of growth. …


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martedì 22 ottobre 2013

Social investment takes the stage: Five forums you should know about

Social investment takes the stage: Five forums you should know about



When Thanh Truong, a dentist in Vietnam, wanted to help women in the Mekong Delta work their way out of poverty, she thought of quilting. With a small investment, Truong hired 35 women to begin producing the quilts, initially sold to friends. Now, 12 years later, Mekong Quilts has seven shops and employs over 340 women full time.Mekong Quilts is one of many examples of a successful social enterprise program. Around the world, businesses and organizations are applying investment strategies to improve human and environmental well-being and make a financial return.Several social investment forums brought social investment into the mainstream in 2013 and helped create and viable finance social investment and enterprise projects in Vietnam. At the Social Investment Forum in August in Hanoi, social investment experts discussed …



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When Thanh Truong, a dentist in Vietnam, wanted to help women in the Mekong Delta work their way out of poverty, she thought of quilting. With a small investment, Truong hired 35 women to begin producing the quilts, initially sold to friends. Now, 12 years later, Mekong Quilts has seven shops and employs over 340 women full time.


Mekong Quilts is one of many examples of a successful social enterprise program. Around the world, businesses and organizations are applying investment strategies to improve human and environmental well-being and make a financial return.


Several social investment forums brought social investment into the mainstream in 2013 and helped create and viable finance social investment and enterprise projects in Vietnam. At the Social Investment Forum in August in Hanoi, social investment experts discussed Vietnam’s potential and readiness for social investment, as well as ways to increase accessibility of social investment opportunities .


In 2012, there were 200 self-identified social enterprise organizations in Vietnam. But social investment totalled just $2 million, and another 165,000 organizations could become social enterprises, forum organizers said. The large gap between actual and potential social enterprises in Vietnam reflects the lack of legal structure for social enterprises, according to The Guardian. Organizations that could be considered social enterprises instead identify themselves as charities or simply as a business. The Social Investment Forum recommended creating a legal structure for social enterprises that would include tax relief for investors and policies that would incorporate and value social impact.


Other social investment forums held this year targeted Western investors, policy makers, philanthropists, and students to engage in the social investment movement. Here are four of the top annual forums to check out for next year:



  • Finance for a Sustainable Future 2013, sponsored by the Forum for Sustainable and Responsible Investments last May in Chicago, connected investors, consultants, analysts and other financial professionals to research, education and leadership opportunities in sustainable investment. Speakers discussed new trends, approaches and policy developments in the field.

  • Responsible Investment Forum 2013 was dedicated to reducing social inequalities and environmental damage.The London forum, hosted by Private Equity International in June, explored the impact that environmental, social and governance issues have on debt, and how private equity managers can navigate emerging markets while considering these issues.

  • The Social Enterprise World Forum is hosted by a different country each year. The 2013 forum, earlier this month in Calgary, sought to bring representatives from all social enterprise sectors to launch the social enterprise movement into the mainstream. The topics ranged from innovation to systemic change, but the theme of the forum centered on community organization and empowerment. The forum spotlighted organizations such as the Okanagan Changemakers and Groupe Convex that exemplify this theme by promoting community involvement and meaningful employment.

  • The theme for the Social Enterprise Summit 2013 in May in Minneapolis was “Building an Economy on Purpose,” reflecting the host’s belief that social enterprise is the most hopeful way to create successful global economies that serve the common good. The Summit brought together organizations to share success stories and learn from each other.


Thanh Truong proved that a vision and small financial expenditure could dramatically improve the quality of life of the women with whom she works. These international forums confirm that similar commitments made by businesses and organizations around the world would be beneficial to investors and communities alike.






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Why optimism trumps hope

Why optimism trumps hope



Andy HoffmanForward Print HTML Share on Facebook Google Plus One Linkedin Share Button The following banter originates from the Ideas Roadshow ebook, “Saving the World at Business School,” which features a lengthy interview with Andrew J. Hoffman, the Holcim (US) Professor of Sustainable Enterprise at the University of Michigan’s Ross School of Business and co-author of “Flourishing.” Sustainable Industries previously published other excerpts of the Q&A:• “Saving the world at business school,” July 2013• “The dirty politics of climate change,” August 2013• “Winning hearts and minds,” September 2013A friend of mine has long argued that there is an inverse relationship between the popularity of a word and its meaning. The trendier a word has become, he says, the fuzzier …



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The following banter originates from the Ideas Roadshow ebook, "Saving the World at Business School," which features a lengthy interview with Andrew J. Hoffman, the Holcim (US) Professor of Sustainable Enterprise at the University of Michigan's Ross School of Business and co-author of "Flourishing." Sustainable Industries previously published other excerpts of the Q&A:


• “Saving the world at business school,” July 2013


• “The dirty politics of climate change,” August 2013


• “Winning hearts and minds,” September 2013


A friend of mine has long argued that there is an inverse relationship between the popularity of a word and its meaning. The trendier a word has become, he says, the fuzzier it is, until eventually it’s used everywhere and means nothing.


“Sustainability” seems a perfect example for his theory. Once a word primarily associated with dour environmentalists, it’s hard to think of someone these days who does not avidly chatter away about its merits. Politicians of all stripes routinely vie to outdo one another to demonstrate their sustainability credentials. Corporations now have chief sustainability officers. We are all sustainability advocates now. But what are we actually talking about?


Into this yawning semantic void steps Andy Hoffman. A business school professor who regularly rubs shoulders with major players throughout America’s corporate landscape, Hoffman might seem an odd choice to be the driving force for a fundamental re-interpretation of the green lexicon.


Howard Burton


Burton: I’ve heard President Obama talk on several occasions about the need to look at new and emerging technologies together with environmental issues as an opportunity upon which American innovation can flower. This strikes me as quite a reasonable thing to be thinking, because, like I said before, unquestionably one of the most impressive things about America is its ability to innovate, its ability to marry scientific thinking and entrepreneurship in a very substantial way.


Is this message getting through at all? It seems reasonable to me that there should be a kind of repositioning: 'We’re going to take this as an opportunity to innovate and create something new. There’s a lot of money to be made if you do environmentally creative, interesting things.' Is that spirit generally being adopted right now, or not so much?


Hoffman: At the risk of hyperbole, we’re in the midst of an energy renaissance. We’re shifting right now. It’s going to be so different 30 years from now.


[pagebreak]Let’s start with the grid. The grid’s a joke in this country; it’s falling apart. We’re going to spend over a trillion dollars improving the grid in the next 30 years. Is it going to be the same grid we have now? Absolutely not. Will it start taking advantage of smart grid technology? Will we start to unify the grid to be able to get energy from where it’s created to the demand loads in urban centers? What will be the future of distributed energy? And what will actually make parts of the grid less important?


Energy independence from the grid is actually important to many people. There are appliance manufacturers who have appliances ready to go that can actually talk to the grid and turn on when energy is cheapest, if we have real time pricing. Demand management is very strong and different kinds of energy sources are out there.


You can go to an auto dealer right now and buy one of many drive trains, hyper-efficient diesel, improvements in the internal combustion engine, hybrids, electrics. When will fuel cells come online? There’s a lot of research on that. There’s a lot of research on battery storage. Once that’s cracked you’re going to watch the automotive sector shift.


In a recent issue of The Economist, they were talking about the car of the future. We’re moving towards cars that can actually drive themselves. It sounds like science fiction but think of what information technology can do to the smart home: people’s awareness of their energy bill is increasing and that will drive behavior change. All these things are happening around us, and a lot of the political debate gets hung up on Solyndra – that’s all they see. There’s a lot more innovation going on, a lot more exciting stuff going on. And again, where we’ll be in 30 years is going to be so different.


Burton: So how can this be made to happen faster? There are real reasons for optimism, which is obviously what you’re saying, but at the same time there are all these cultural issues that are dragging us down. How can we move in a faster direction?


Hoffman: Well, it would help if we had an electorate that was more supportive of these issues so that their politicians would support shifts in the tax code that could move beyond the stale and bizarre idea that any kind of tax structure or subsidy is some kind of an intrusion on the market. The market is a man-made set of institutions. The government sets the rules. We can’t price fix, we can’t collude, but suddenly by having subsidies for solar companies, that’s somehow the government picking winners and losers, which is very bad – meanwhile, people say, 'Don’t touch my tax credit for my home mortgage!' which amounts to exactly the same thing. The government does this. This is what the government does. And if we see the future in a particular area, it’s a smart government that will push in that direction.


But now, we’re getting into the cultural debate: 'OK, so now you’re talking about industrial policy…' 'No, we’re a free economy. Don’t get into industrial policy…' That’s where these hot button issues start to emerge and people start to resist and say, 'No, the government shouldn’t be doing that.' We somehow have to get beyond that.



Burton: I want to get to this idea of fostering real impact and I’d like to get back to the issue of global cooperation. If we look at a global phenomenon like climate change, it seems that if we want anything significant to happen, we need to have the United States to play a significant role in that global mission, that global development.


[pagebreak]But there is the important issue you were speaking of earlier, that any sort of multilateral, multinational, global governance-type of solution is very much a political hard sell in this country. So, how can we get beyond that? How do we move towards some sort of progress on that front?


Hoffman: The first step is to get out of the recession we’re in. I think that that really causes a problem in this conversation. As for global governance, it’s not clear. We do have global governance in various forms, but we have to be creative. Maybe the UN isn’t the right body to do this. What if it was the WTO? I don’t know. But that doesn’t mean the conversation stops.


Burton: Absolutely not. And moreover the conversation has to recognize what’s worked and what hasn’t worked. I mean, it has to be a realistic conversation not a utopian conversation. What would you do? What would you do if you were Obama?


Hoffman: I don’t know. Now we’re getting a little outside of my area of expertise into international diplomacy and international politics.


Burton: Fair enough. But this is the speculative part of the conversation.


Hoffman: Well, when it comes to academics getting involved in the public debate, I think a good motto is, 'Stick to your knitting.' When I see economists giving opinions on climate science and climate scientists giving opinions on cap and trade, I cringe a little bit and say, 'Stay where you’re an expert before you step into the public debate.'


Jane Fonda should’ve stuck with acting and not gotten involved with nuclear power. I think the same is true with this area. Recommendations on international policy are a little tricky for me.


Burton: OK, but if I’m some guy who’s sitting in Wisconsin or wherever and I’m concerned about these things – I’m worried about my crops, I’m worried about the recession, I’m worried about all sorts of things, as everyone is – what should I do? I hear these calls for a cultural change. I understand that we have to make progress. I understand that we’re politically at some sense of a stalemate: something has to give. But what should I do? How should I go forward?


Hoffman: Well, first of all you don’t come out and say, 'We’re going to change a culture; we’re going to change your values.' No one has that power. You change behavior and values follow – in fact, sometimes they do and sometimes they don’t. You can have a set of policies and people can start to adopt the values behind them and sometimes they won’t. We had prohibition and it was a disastrous mistake; no one accepted it.


So you try to change behavior and then values will follow. What are the ways to do that? How do we get people to start to think differently? I think it’s starting to happen around certain technologies, certain changes. People are moving more into urban centers now, walk able cities are much more attractive than car habitats. There are some consistent shifts which are happening that foster a better style and standard of living.


[pagebreak]One thing that the environmentalist movement has been rightly criticized for is focusing overly on the negative: 'Go this direction or bad things are going to happen.' A much more profound message is, 'Go this way because it’s a better direction to go in.' That’s another element, I think, where people’s backs get up on climate change: they hear criticism. 'It’s your fault because you live in that big house and drive that fancy car.' People naturally get offended by that. In the area of green building there’s lots of exciting stuff. Anyone who doesn’t hyper-insulate his building in this day and age is out of his mind: he’s throwing money out the window.


There’s a really nice book series called "The Not So Big House," which says, 'Don’t build this big box with these huge rooms, and then worry about decorating: shrink it down. Use that extra money to make the space inside much more attractive, much more flexible.' It’s really cool stuff and a much more beautiful way to live. Those are the sort of concrete measures, I think, that we all need to focus on.


Burton: So are you optimistic, as a general rule?


Hoffman: As a general rule I am, yes. You’ve got to be. We make that point in the book, because I ask John about this – it’s one of my favorite parts of the book. We go through this little riff on the difference between hope and optimism. Optimism is looking at the odds and saying, 'You know, the odds tell me it’s going to work out.' Hope is a little bit more of faith, saying, 'You know, whatever the odds say, I still believe it’s going to work out.' And so you can be pessimistic and hopeful. You know, the odds are against it, but I still think it’s going to work. And if I wasn’t hopeful, I’d give up.


I’m hopeful because of the students I see and the younger people who really want to roll their sleeves up and get this done. David Orr describes hope as a verb with its sleeves rolled up. I really like that. I look at my students, these students in this program that I’m running where they get this dual degree in business and environment, oil and water, they want to find a way towards getting business solutions to our environmental and social issues. That’s exciting to me and that’s hopeful.


Burton: So now it all makes sense to me: it’s just your business students, they’re the statistical outliers, all the others are the usual rapacious, consuming, corporate….


Hoffman: These sorts of programs are popping up all over, because students want this stuff. They really do. And business wants it. The best signal I can give you right now is that our students are starting to be recruited more and more by the top management consulting firms: McKinsey, Deloitte, they see a need for it. It’s part of the business environment. It’s exciting stuff.


Burton: Ok, you lost me there. Because the fact that McKinsey and Deloitte are interested in them doesn’t exactly turn my crank…


Hoffman: Well, they can sell it. But the students also want to start their own business or go to work for Ford Motor Company on alternative forms of mobility. What’s the future of mobility? Changing the conversation from 'how do we make another car?' to 'how do we think about mobility?' – our students are going that direction.


[pgebreak]And it’s not just Michigan. There are programs around the country, these dual certificate programs. They’re popping up a lot. There are other schools that look at this and say 'Not our bag,' and that’s fine. But there are plenty of schools trying to focus on this: Stanford has a strong program, Duke, Yale, Santa Barbara, Northwestern, MIT, Harvard. I can go down the list: they’re all developing programs in this area.


Burton: And what about outside the United States?


Hoffman: That’s a great question, not only for programs like this, but business schools in general. It used to be that the American business school was the dominant player, but there’s a lot more serious competition from Europe and Asia in the business school world, and the idea of business as a social force in society is not as new, particularly in Europe, as it is here.


Burton: Is competition really the right way to look at it? I constantly question these things. Sure, schools are competing for individual faculty members and students. But on the other hand, in the overall scheme of things, if you’re right – and I hope you are – that there are all these young, dynamic, socially conscious individuals who are coming through business schools these days, then at some level it’s really not competition. At some level it’s in everyone’s interest to have more and more of these people being as successful as possible.


Hoffman: Right. And both of what you said is true. If a school calls me and asks, 'Would you come out and talk about how to develop a program like this?' I’d gladly help them. There are no proprietary secrets here. By the same token, business schools are competing for applicants. And right now the applicant pool for business schools is flat. That’s partly the economy, but partly viable business schools outside the United States: the United States is not the only game in town anymore. So in that sense there is a competition.


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