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JULY 2016 Employment Today 11
The Ways to New—15 Paths to
Disruptive Innovation
JEAN-MARIE DRU
WILEY
The best way to start may be where Dru finishes
off in The Ways to New—15 Paths to Disruptive
Innovation. Complexity has become the convention.
And disruption brings simplicity. Ultimately disruption
helps you to think in many different ways. It is thinking
deeply and then coming up with simple.
Disruption is the phrase du jour which describes
the innovation which leads to transformation and
growth. For those keeping pace with the innovations
driving business all over the internet—disruption is
not new, but for me it was a sharp snap out of the
complacent bubble I’d found myself in.
I read this book with an eye on what it would
add to my practice as an HR professional and I was
fascinated by the case studies from well-known
companies such as Apple, L’Oreal, Netflix and Procter
& Gamble—amongst many others. While these
companies are disparate in their products, they are all
on a similar journey to innovate and keep pace with a
changing world.
As a newcomer to disruption, I found this book
helpful in guiding my journey. There was a brief
introduction which paved the way for me to wander
down the 15 pathways of disruption. Each pathway is
supported by case studies and a series of questions
to promote new ways of viewing what an organisation
does, sells or believes about itself. Dru introduces the
idea of ‘Disruption Days’ designed to challenge the
convention and move organisations away their reliance
upon only incremental innovation, stating that only
disruptive innovation allows companies to stand the
test of time.
Some of the disruption pathway titles will be
self-explanatory but will still challenge the way you
think about the disruption that it provides.
As an HR professional, my interest was piqued by the
ideas contained within the chapters on sustainability-
driven disruption, the revival-based disruption and the
insight-driven disruption as I see these as the entry
point for HR entering the discussion with
their organisations to help shape future direction.
It’s taking all the things that we’re good at
now—bringing people together for a larger purpose,
refreshing ideas that when originally launched may
have been ahead of their time or taking all of the
information that we already have access to and giving
it new purpose.
For all organisations, change is the new constant
and our job is to prepare our people and organisations
to be ready for that. The true gem in this book is the
42 questions tucked away at the back, which at the
very least might bring HR to the table and help start
shaping your organisation for the future.
Reviewed by EMMA MOSS,
human resources manager
at Oji Fibre Solutions.
The Future of the Professions:
How technology will transform
the work of human experts
RICHARD SUSSKIND &
DANIEL SUSSKIND
OXFORD UNIVERSITY PRESS
Taking a few familiar ideas—the changing concepts
of a ‘job’ and how technology is displacing some
jobs, but creating others and changing knowledge
management—this book considers the impact of
technology on today’s professions and how they might
evolve. The father and son authors provide a history of
the professions and challenge the ‘grand bargain’—the
arrangement where the professions provide services in
exchange for respect, status and reward.
They argue that the professions will decline in
the technological era as knowledge and expertise is
distributed and shared differently: current barriers
of accessibility and cost will dissipate as technology
makes professional services more readily available.
The authors provide examples of changing societal
needs for professional expertise, such as the rise of
online health portals and remote health monitoring
replacing traditional GPs, and the move from print to
online media and blogs enabling ‘everyone’ to be a
journalist.
This book discusses changes brought about by
both automation and innovation and provides some
simple examples of changes already commonplace,
eg, ATMs making cash available to bank customers
24/7, with how the technologically disrupted future
might look. Citing the fact that there are currently two
billion smart phones in use and the growing internet
connectivity in objects, people are becoming more
connected online and able to share and collaborate
in knowledge. Professional expertise, held tight
by a defined small group, is being challenged by
increasingly capable systems and machines.
The authors acknowledge that despite
‘technological unemployment’ machines are unlikely
to replace human expertise entirely, and may create
more demand and new professions, along with the
challenge of incentivising humans to research and
develop expertise without traditional reward and
recognition as proposed by their recommendation
of liberating expertise. They ask who should be the
gatekeepers of online expertise, who owns intellectual
property and how feasible is it that specialist advice be
freely available without providers having some control
over it?
The authors conclude that increasingly capable
machines will transform the work of professionals and
how expertise is shared. There will always be moral
issues and some tasks requiring human expertise,
no matter how capable and high-performing the
machine may be. They argue that technology should
be a means to liberate professional expertise, making
it widely available to empower and enrich lives.
This book is an interesting read about the history
of professions, how technology has changed them
to date and the potential disruptors to knowledge
workers, although it is rather long-winded. I found
the description of the professions in the future as a
rather weak spot of the book. However, it’s hard to
argue against smart technology getting smarter,
and as a result tomorrow’s professions are likely
to look quite different to today’s.
Reviewed by JO WALKINSHAW,
THE group human resources manager.
BOOK REVIEWS

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Employment Today_The Way To New

  • 1. JULY 2016 Employment Today 11 The Ways to New—15 Paths to Disruptive Innovation JEAN-MARIE DRU WILEY The best way to start may be where Dru finishes off in The Ways to New—15 Paths to Disruptive Innovation. Complexity has become the convention. And disruption brings simplicity. Ultimately disruption helps you to think in many different ways. It is thinking deeply and then coming up with simple. Disruption is the phrase du jour which describes the innovation which leads to transformation and growth. For those keeping pace with the innovations driving business all over the internet—disruption is not new, but for me it was a sharp snap out of the complacent bubble I’d found myself in. I read this book with an eye on what it would add to my practice as an HR professional and I was fascinated by the case studies from well-known companies such as Apple, L’Oreal, Netflix and Procter & Gamble—amongst many others. While these companies are disparate in their products, they are all on a similar journey to innovate and keep pace with a changing world. As a newcomer to disruption, I found this book helpful in guiding my journey. There was a brief introduction which paved the way for me to wander down the 15 pathways of disruption. Each pathway is supported by case studies and a series of questions to promote new ways of viewing what an organisation does, sells or believes about itself. Dru introduces the idea of ‘Disruption Days’ designed to challenge the convention and move organisations away their reliance upon only incremental innovation, stating that only disruptive innovation allows companies to stand the test of time. Some of the disruption pathway titles will be self-explanatory but will still challenge the way you think about the disruption that it provides. As an HR professional, my interest was piqued by the ideas contained within the chapters on sustainability- driven disruption, the revival-based disruption and the insight-driven disruption as I see these as the entry point for HR entering the discussion with their organisations to help shape future direction. It’s taking all the things that we’re good at now—bringing people together for a larger purpose, refreshing ideas that when originally launched may have been ahead of their time or taking all of the information that we already have access to and giving it new purpose. For all organisations, change is the new constant and our job is to prepare our people and organisations to be ready for that. The true gem in this book is the 42 questions tucked away at the back, which at the very least might bring HR to the table and help start shaping your organisation for the future. Reviewed by EMMA MOSS, human resources manager at Oji Fibre Solutions. The Future of the Professions: How technology will transform the work of human experts RICHARD SUSSKIND & DANIEL SUSSKIND OXFORD UNIVERSITY PRESS Taking a few familiar ideas—the changing concepts of a ‘job’ and how technology is displacing some jobs, but creating others and changing knowledge management—this book considers the impact of technology on today’s professions and how they might evolve. The father and son authors provide a history of the professions and challenge the ‘grand bargain’—the arrangement where the professions provide services in exchange for respect, status and reward. They argue that the professions will decline in the technological era as knowledge and expertise is distributed and shared differently: current barriers of accessibility and cost will dissipate as technology makes professional services more readily available. The authors provide examples of changing societal needs for professional expertise, such as the rise of online health portals and remote health monitoring replacing traditional GPs, and the move from print to online media and blogs enabling ‘everyone’ to be a journalist. This book discusses changes brought about by both automation and innovation and provides some simple examples of changes already commonplace, eg, ATMs making cash available to bank customers 24/7, with how the technologically disrupted future might look. Citing the fact that there are currently two billion smart phones in use and the growing internet connectivity in objects, people are becoming more connected online and able to share and collaborate in knowledge. Professional expertise, held tight by a defined small group, is being challenged by increasingly capable systems and machines. The authors acknowledge that despite ‘technological unemployment’ machines are unlikely to replace human expertise entirely, and may create more demand and new professions, along with the challenge of incentivising humans to research and develop expertise without traditional reward and recognition as proposed by their recommendation of liberating expertise. They ask who should be the gatekeepers of online expertise, who owns intellectual property and how feasible is it that specialist advice be freely available without providers having some control over it? The authors conclude that increasingly capable machines will transform the work of professionals and how expertise is shared. There will always be moral issues and some tasks requiring human expertise, no matter how capable and high-performing the machine may be. They argue that technology should be a means to liberate professional expertise, making it widely available to empower and enrich lives. This book is an interesting read about the history of professions, how technology has changed them to date and the potential disruptors to knowledge workers, although it is rather long-winded. I found the description of the professions in the future as a rather weak spot of the book. However, it’s hard to argue against smart technology getting smarter, and as a result tomorrow’s professions are likely to look quite different to today’s. Reviewed by JO WALKINSHAW, THE group human resources manager. BOOK REVIEWS