Inside Outside Innovation – Details, episodes & analysis

On this week's episode of Inside Outside Innovation, we sit down with Duncan Wardle, former head of Innovation and creativity at Disney, and author of the new book The Imagination Emporium. Duncan and I talk about his recipes for innovation and common tactics you can use to make your life and work more creative and inventive. Let's get started. 

Inside Outside Innovation is a podcast to help new innovators navigate what's next. Each week we'll give you a front row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses, it's time to get started.

Interview Transcript with Duncan Wardle, Former head of Innovation and creativity at Disney and author of The Imagination Emporium

Brian Ardinger: Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger, and as always, we have another amazing guest. Today we have Duncan Wardle. He has spent 30 years as the head of innovation and creativity at Disney and is releasing a new book on December 10th called The Imagination Emporium: Creative Recipes for Innovation. Welcome Duncan. 

Duncan Wardle: Thank you very much for having me actually straight, I wasn't head of innovation and creativity for 30 years, but I actually started as a coffee boy in the London office. 

Brian Ardinger: Let's start there. Obviously, you spent a lot of time at Disney and that. Let's talk a little bit about the journey of how you learned everything about innovation and creativity.

Duncan Wardle: Very first assignment. Basically, I, I was taught persistence. I called that office every day for 27 days to a lovely lady by the name of Julie who was on the reception desk. There were only 16 people at Disney in, back in 1986, and now there's 3000. She got so fed up with taking my phone calls, they made me coffee boy. So, I used to go get cappuccinos from my boss down the road. About three weeks into the role, I was told I would be the character coordinator. That's the person that looks after the walk around characters at the Royal Premier of Who Framed Roger Rabbit at the Odeon Leicester Square, in the presence of the Princess of Wales, Diana. I was like, oh, what do I do? They said, well, you just down at the bottom of the stairs, Roger Rabbit will come down the staircase. The princess will come in along the receiving line. You either greet him, or she'll blow him off and move into the auditorium.

How could you possibly screw that up? Well, that's the day I found out what a contingency plan was because I did not have one. A contingency plan would tell you if you're going to bring a very tall rabbit with spectacularly long feet down a giant staircase towards the Princess Wales, one might want to measure the width of the steps, before the rabbit trips on the top step, it's now hurtling like a bullet at torpedo speed, head over feet, directly down the stairs towards Diana's head, where upon he was taken out in midair by two Royal Protection officers who just flattened him. This very famous picture on Reuters of Roger going back like this.

Two secret service heavies, dude's diving towards him in a suit and a 21-year-old PR guy in Disney at the back. Going, ah, shit, I'm fired. So, I got a call the next day from a person called a CMO from LA. I didn't even, you know, I was like, well, what's a CMO? I thought he was going to tell me I'm fired. And all I heard was that was great publicity.

I was like, wow, who knew? And so, I built a career on having mad audacious, outrageous ideas. But I got 'em done. So, I convinced NASA to take my son's Buzz Lightyear doll into space for the opening of Toy Story. He served 18 months on the International Space Station, the longest consecutive astronaut in space. I'll have, you know. I stole a Turkey from the White House on Thanksgiving Day, took it to Disneyland, happiest Turkey on Earth. 

So I got to do some of the crazy, just mad ideas with Pixar for new storylines and Lucas films and, and Marvel and. One of the biggest challenges is when you are on the outside looking in, oh, they're so creative, it's still a corporation, right? It still has processes and everything else. So I was tapped 10 years ago, and the boss said, right, you are going to be in charge of innovation and creativity. To which my exact response was, what the hell is that? He said, well, I don't know exactly. We just want to embed a culture of innovation and creativity. Everybody's DNA. 

So, I tried three models. Number one, I hired somebody who knew what they were doing and said, make me look good. Number two, I thought I'll create an innovation team. What could possibly go wrong? I'll be in charge of it. Well, no. Nobody outside of legal does legal work. Nobody outside of sales does sales work.

So, if you have an innovation team, you've subliminally said to the rest of the organization, Hey, you're off the hook. These people have it. Number three, we did an accelerator program, which worked to a certain extent, but we only were touching 0.02% of our population. So, I said, right. What if I create a toolkit that has three principles, takes the BS out of innovation and makes it less intimidating for normal, hardworking, busy people.

Makes creativity tangible, for 50% of the people who don't like ambiguity or gray, but far more input, make it fun. Give people tools they enjoy using, then they'll use and when we're not around. So yeah, 

Brian Ardinger: Love the stories. One of the things that. You think of Disney, and most people out in the real world think of Disney as one of the most creative, innovative companies out there, and yet even they said, we need somebody to take care and help us figure out creativity and innovation within our rank-and-file folks that are at Disney. How did that process come about? Why did Disney think, well, we need to be more creative or innovative when everybody looks at them as one of the key people that does it well. 

Duncan Wardle: Think about the theme park division, right? I was with theme parks for a relative, some of my career. And you've got third generation cast members. Their moms and dads work there, the grandparents work there, and this is the way we do it here. And trying to change that culture was like trying to move the Titanic. So, we did, we created this toolkit. Eventually we were training it. We made it so impactful. We had a three and a half year wait list for a voluntary two-day training course.

So, I thought, and then they gave me the Jiminy Cricket, bronze, thank you for 30 magical years of service statue. And I looked at it, I thought, shit, I'm nearly dead. So, I thought I better go do something else. So I left. I wasn't quite sure what I was going to do. I went home to Colmore and sat in the pub for six months and felt sorry for myself and thought, what the hell have I just done?

I thought, you know what? I got to write a book. And the reason I love doing things I don't know how to do. And I thought, okay. And I said to the publisher, I said, it's not a book. He said, well, why is it not a book? And I said, well, because nobody reads books. They're always on the bookshelf. We don't have time. We are busy people. 

So, I thought, okay, how do I create an innovation toolkit, but make it accessible to normal, hardworking, busy people who have deadlines and everything else? Wel...

On this week's episode of Inside Outside Innovation, we sit down with Dave Brown, founder and managing partner at Brown Immigration. Dave and I talk about the innovation economy and the importance of immigration, and the impact immigration policy has on its success. Let's get started. 

Inside Outside Innovation is the podcast to help new innovators navigate what's next. Each week we'll give you a front row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators. entrepreneurs and pioneering businesses.

Podcast Transcript with Dave Brown, founder and managing partner at Brown Immigration

Brian Ardinger: Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger, and as always, we have another amazing guest. Today we have Dave Brown. He's the founder and managing partner at Brown Immigration, where he works closely with emerging companies, VCs, and private equities to solve immigration challenges. So welcome to the show, Dave. 

Dave Brown: Thanks for having me, Brian. Great to be here. 

Brian Ardinger: Dave, we've known each other as friends and poker players for a while, but I wanted to have you on the show, because we've occasionally had these conversations about how does the law fit into innovation and specifically the law that you focus on, which is the immigration law. Let's start by giving a little bit of background of the things that you work on. 

Dave Brown: Of course I'm happy to share. You know, the interesting thing about me, I think that draws a lot of the clients we work with is I'm originally from Canada. I was actually a lawyer sitting in Toronto doing a lot of inbound US immigration for startups, companies, founders, and found a special someone who's a US citizen. She was getting a PhD at Stanford.

So, I made a decision since I was supporting all these clients and companies in the Bay Area. That I'd actually moved to the US and so I came here at the end of 2000 and spent about five years in the Bay Area supporting a lot of founders’ companies there before finding myself moving to the Midwest here where my wife originally came from.

But the through point in all of this is that I've been dealing with a lot of individuals over the years who have started companies in a wide variety of tech spaces, and there are a lot of interesting people I've worked with over the years. 

Brian Ardinger: Obviously immigration, you hear it in the news, and I think there's a lot of misconceptions and misunderstandings what, what immigration is and how does it play into the tech space and that. So, tell us a little bit about the messaging that is out there in the media about immigration and what are the different nuances around that? 

Dave Brown: Yeah, I guess I would say that the messaging is just wrong to start with. It's unfortunate, and I think that this narrative has been kind of fostered as immigrants or the other, that they're bad, that there's some negative element associated with bringing people into this country. Which is amazing to me because this country is completely founded on immigration and this country, quite frankly, wouldn't exist without immigration in the way it does today.

So, the, the current media blitz is bad, and the thing quite frankly, I'm concerned about is it impacts a lot of what we do. You know, when I run into someone, people always seem to think that I'm dealing with someone at the border. That's someone who's trying to sneak in and take someone's job. And the reality is, is we're all about innovation, right?

You know, the people you talk to in this space, they're all about creating something new, creating something that didn't exist before. When I think about my own journey, I've got a firm with about 50 employees that wouldn't otherwise potentially be employed in this space if I didn't immigrate to this country and decide I wanted to start the firm.

And every day I deal with people who have decided to come to the US to make that choice. And they're kind of fearless. You know, they've already made that choice. They're just going to uproot their family and come to the US. They're comfortable with the idea that they're going to start a company that may never make any money, that may never go the direction they hope it will go.

But they're kind of fearless and they're willing to do that. And that's really what we need. And if you look at the history of this country, this country's been founded by immigrants who have made that step and, and really pushed in that direction. 

Brian Ardinger: If you think about in a lot of the big companies that we think about, Google and others, were founded by those who immigrated here to the United States. Let's talk and unpack a little bit about the visa policies. I think we hear, you know, words like green cards and H1B visas and that. Maybe tell us a little bit about what's the visa policy in the United States now, and how do people get here? 

Dave Brown: The first thing I would say is the visa policy is woefully inadequate for the size of our economy right now. Most of the laws that we deal with and interpret and use to support our clients have been in existence for four or five decades, some even longer than that. And, and at that point, our economy was less than a fifth of the size of our current economy. Our population was about a hundred million less. And so, we really need to revamp our immigration rules.

Really, the legislation itself. But obviously what my job is, is to try and get the best result for someone despite what the challenges may be. And so, there's still tools in the toolbox. We still find a way to make things work. And definitely if we're dealing with someone who's very highly regarded in their particular field, very highly educated, that does open up options for things like the O1 visa, that's a visa for someone who's an alien of extraordinary ability.

And I will say that the thing that we've seen more recently, because it, you can look at what happened under the four years under the prior administration and kind of juxtapose it against this current administration. There were a lot of kind of things that were put in the system four years ago that didn't really make any sense.

That made things harder for people to come in and to maintain status. And we, we had people, quite frankly, who we filed to extend their status. And they were denied on the extension when there was a longstanding policy that if there's no material change and the government had already made a decision that this visa is appropriate, that they shouldn't suddenly say no to an extension of that same visa.

And so, when Biden came back into office, he reinitiated that policy. So, we don't have those kind of weird disconnects when we extend. That's just one example of the changes. 

Brian Ardinger: In a case like that, so, so let's say a person comes to the United States to get a degree, wants to stay on as working in AI or working in the tech sector and such, what does that process look like?

Dave Brown: So, most people who come and get a degree, they have an ability to get a work permit immediately following their degree program. And if they're in a recognized STEM program, science, technology, engineering, or math, they're el...

On this week's episode of Inside Outside Innovation, we sit down with Richard Lyons, Associate Vice Chancellor at the University of California, Berkeley, and the university's first ever Chief Innovation and Entrepreneurship Officer. Richard and I talk about the evolving role of innovation and entrepreneurship at universities, as well as some key trends, opportunities, and challenges. Let's get started. 

Inside Outside Innovation is the podcast to help new innovators navigate what's next. Each week, we'll give you a front row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses. It's time to get started.

Interview Transcript with Richard Lyons, Associate Vice Chancellor at the University of California, Berkeley, and the university's first ever Chief Innovation and Entrepreneurship Officer

Brian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger, and as always, we have another amazing guest. Today, we have Richard Lyons. He's the Associate Vice Chancellor at University of California, Berkeley, and the university's first ever Chief Innovation and Entrepreneurship Officer. Welcome, Richard. 

Richard Lyons: Thank you, Brian. Happy to be here. 

Brian Ardinger: I'm excited to have you on board. I think one of the first things I wanted to talk about is, what is the role of a Chief Innovation and Entrepreneurship Officer at a major university? 

Richard Lyons: Ah, good question. You know, it actually, the role didn't exist four years ago. It started at Berkeley at the beginning of the year 2020. A number of universities, as you know, have launched this job category. You know, most universities that were pretty decentralized places, I like to use the phrase distributed creativity. Things happen in engineering, they happen in business, what have you.

And I think the idea was, well, could we collect ourselves and become, you know, a little bit more than the sum of our parts in terms of innovation and entrepreneurship capacity? That's one way to think about why the job was created. 

Brian Ardinger: Well, you used to run, you're the Dean of the Haas School of Business. How does it differ when you're focused on, I guess, MBAs and the business side of things versus now there's more cross-collaborative curriculum and such. 

Richard Lyons: Yeah, well, I love that question because it's part of what's so much fun about being in this role You know, so CRISPR, Jennifer Doudna, one of the faculty here, shared the Nobel Prize in biochemistry a couple of years ago You know, right, science. I mean, I'm like a half an inch deep in science. I'm an economist just to put it on the table. 

And so, I get to mix with all these lab directors and scientists and not just Jennifer. She's just one of many but, So that idea of boundary spanning, right, in a really fundamental way, touching on people that are doing deep science, but also the social scientists and the humanists, and how do we sort of create a for all ecosystem that everybody's feeling like, yeah, well this, this serves me and is also interesting to me.

Brian Ardinger: Well, it's quite interesting, you know, we've seen a lot of trends in higher education. It seems more and more Universities are jumping on this idea of cross collaboration with business. And, you know, you've always had tech transfer and things like that. What are you seeing when it comes to trends and this kind of move to focus on entrepreneurship and innovation?

Richard Lyons: I think the trend is unmistakable. My own view is that you could go right to the mission statements of these universities, because I think 20 years ago, people might've said, you know, the deep why of this university is research, teaching and public service. And, and you still hear that phrase. But, you know, reaching out to, like, Simon Sinek's work, Start With Why, or whoever the idea might be, you know, those are really what and how.

I mean, really important what's and how's. But the deep why is, is impact. And so, if you really thought that the mission was research, teaching, and service, Then you might look at innovation and entrepreneurship and say, oh, we're a public research university at Berkeley, and you're kind of way off on the periphery. But if the deep why is impact, no, you're kind of at the center of the mission, not the only center of the mission. Even at kind of this reframe of university missions is helping people to see that, no, this stuff is mission advancing, folks. This is not mission distracting. 

Brian Ardinger: Some universities get a bad rap when it comes to entrepreneurship. Maybe the old version of tech transfer where, you know, the university wanted to keep control of what was being created on the university and sharing the profits or the upside on that with the professors and venture capital and that. Can you talk a little bit about how maybe that whole tech transfer process and that has evolved and what you're seeing? 

Richard Lyons: Yeah, happy to. So, I was thinking a little bit before we got together here and I thought, well, I want to present four mind blows.

And I think all four of these are related to your question and I don't want to get too edgy, Brian. So, here's one and we don't have to talk about all four, but, but I think it really is an answer to your question. Well, first of all, If you asked a university, is it possible for a startup, or a big company, but let's think startup, to be able to access a mass spectrometer on your campus, or a DNA sequencer, or a shake table, or in on all the IP?

Is there kind of a porous way to access scientific equipment on Campus. And almost every university would say, yes, that's possible, that happens. And MP3s existed when Apple created the iTunes Store. So, Berkeley created a platform, we call it Berkeley RIC, the Research Infrastructure Commons. It's a platform with 27 labs on it, and virtually all the equipment in those 27 labs.

And you, Brian, or a company of any size, could access a mass spectrometer or a cell sorter. And own all the IP it's fully priced. But this creates this sort of porous foundry and its relationship building with a lot of these companies and so forth. So that idea of opening up the infrastructure to innovation and entrepreneurship, because there's a lot of excess capacity if we're going to be honest about it.

In fact, we even spun out a company based on this. It's called Second Labs, secondlab.com. And they're basically prosecuting this, you know, in a nationwide, worldwide way. So that's a fun platform. For us, it was a mind blower. 

Brian Ardinger: The other thing that I think comes into this conversation is the whole funding aspect. How are, and how do private funds work with, you know, public education and that? Some of the trends I know that I saw recently, you were talking about some of the interesting work around shared carried funds and that. So maybe let's talk a little bit about the finance mechanism around funding innovation.

Richard Lyons: Yeah. Thanks for that. So, it actually was one of the things on my list of the four, but I'll just get right to ...

On this week's episode of Inside Outside Innovation, we sit down with Manbir Kaur, Author of the new book Get Your Next Promotion. Manbir and I explore what it takes for leaders to navigate today's changing work environment, the power of a growth mindset, and how you can set yourself up for success in the new year.

Inside Outside Innovation is a podcast to help new innovators navigate what's next. Each week, we'll give you a front row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses. It's time to get started.

Interview Transcript with Manbir Kaur

Brian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm Brian Ardinger, and as always, we have another amazing guest. Today we have Manbir Kaur. She's a techno banking, corporate professional turned executive coach and author of the new book Get Your Next Promotion. Welcome to the show. 

Manbir Kaur: Hey Brian, thank you so much for inviting me. I'm so glad to be here with you today. 

Brian Ardinger: I'm excited to have you as well. We were introduced by a mutual friend and she said that we needed to connect because you've helped many folks in your practice kind of navigate this new world of work. And we thought it'd be good to get you on the show. One of the key areas we're focusing on in 2021 for the show is some of the tools and techniques and mindset that individuals can use to become more innovation competent. And so, let's start there. Let's talk about innovation and how you got involved in your practice on coaching folks around this topic of innovation. 

Manbir Kaur: I started my career as you said in banking, moved to the FinTech world. And in the FinTech world, basically, I got exposed to the word innovation because as you know, tech world needs innovation all the time. And 10 years back, I moved to coaching. I got intrigued towards human behaviors, human mindset. Behaviors and mindset are two things which I really, really got attracted to. And that's how, you know, I transitioned to coaching side. 

So now it's been 25 years of working with people, including corporate and coaching. How I got involved into this is basically as that I got intrigued by human behaviors. And when we talk about human behavior, every day is new. Every day, especially in the world, every day is new. So, we need to innovate daily what's happening in our own life. How do we have conversations? How do we do stuff with other people. So that's what, you know, for me, innovation starts from there.

Brian Ardinger: I agree. And everybody I think is facing it obviously more and more 2020 gave everybody a kick to the gut when it comes to innovation. I think people realize that it's part of the core competency that they've got to start building. So, you have a book, called Get Your Next Promotion and give me an overview of the book and what can our audience expect to get from it from reading that?

Manbir Kaur: So, this is my second book, Brian, which launched in this year 2020. You know what happens is basically individuals, especially high-performing individuals, high-potential individuals, leaders, they get stuck at mid-level. And their point of view is I'm not getting promoted because other person who's not that capable is getting promoted because of politics because of something is happening there, which I'm not understanding. I'm performing at my best, but still are not getting promoted.

So that's individual standpoint of view, but organizations have another point of view. They are looking for leadership pipeline. They're looking for right individuals. And they feel people are good performers, but they're not good leaders to execute things, to have strategies, to have innovation, to have the right mindset at that level, which they are expecting.

And I found that there is a huge scar between these two perspectives. So, I wrote this book, get your next promotion to bridge this gap. To help people understand that, you know, organizations are looking for right people and you have the capabilities, you have high potential. What else you can do to basically bridge that gap?

Because career is no more a ladder now, right. We can't expect, you know, manager, senior manager, director, blah, blah, blah. No, that doesn't exist. And after pandemic, that word is not going to exist now. Right. Or it is going to be flatter. So, coming back to the book, the book bridges the gap of expectations from organization standpoint, that, you know, what are they expecting for senior positions and that this book also, you know, it's not only my perspective of things. It's not only my research. The book has 10 stories of 10 CEOs across the board. They bring in their life journeys, they bring in their learnings. It's basically, you know, I mean, one coach and 10 mentors helping you to bridge that gap. 

Brian Ardinger: Through your research and through your coaching practice, what are some of the skillsets and mindsets that tend to get the people promoted to a leadership position or what stands out nowadays, specifically around, you know, the changes that we're seeing?

Manbir Kaur: That's a good question, Brian. What helps people get promoted? At certain level, especially at mid-level, people get promoted because of the good work they have been doing. You know, they have been rated five by five, four of five and or something like that. And they have been getting promoted. 

After a certain level, it's more of a mindset. It's more of an attitude, which we can call it leadership skills in some way, but I prefer to call it, you know, kind of a leadership mindset. We have the words like agility, innovation, whatever, basically it all relates to the mindset. How do I come across as a leader? How do I take people along? What kind of conversations am I having?

Do people trust me? Do I come across as an authentic leader? All these things to actually help you getting promoted and even your visibility. You might be thinking, yes, yes, yes. You know, I'm doing this. But do clients see me as a stakeholder. That, you know, Manbir is doing all these things. What's your perception in the organization? Your perception, your branding, your conversations, your emotional intelligence, how people perceive you, your trust, authenticity, all these things help you and over and above the work you have been doing.

Brian Ardinger: I think that's one of the key focuses as we get into more of an innovative world is the fact that it's not just about your ability to execute on what you've done in the past, but really to explore and open to navigating whatever is new from there. 

Manbir Kaur: And one more point, you know, as you said, it's not only execution, you know, as you said, and aligning that strategy to your team also. That is also a big point when you get promoted to that level, which you are looking at you know, from mid-level to senior level. So, aligning your team to that bigger picture. And for that again, you need, a mindset.

Brian Ardinger: That's a great point. So obviously getting a promotion that, there's a lot of individual skills and mindset that's required, but you mentioned it's really a team sport. Let's talk a little bit a...

On this week's episode, Inside Outside’s Susan Stibal sits down with RSM's Deputy Chief Economist Kevin Depew. This episode was recorded live at the IO2020 New Innovators' Summit on Oct. 22, 2020. Susan talks to Kevin about actionable insights for a turbulent economy.

Inside Outside Innovation is the podcast to help new innovators navigate what's next. Each week, we'll give you a front row seat to what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses. It's time to get started.

Interview Transcript with Kevin Depew, RSM

Susan Stibal: I want to introduce Kevin Depew. Economic trends have been on a roller coaster ride and Kevin will provide actionable insights to help you plan for the future. He is the Deputy Chief Economist and Industry Eminence Program Leader at RSM. Kevin provides RSM's clients with macro economic and industry perspectives and insights they need to successfully manage their middle market businesses. 

He is also an Emmy-award winning writer and producer. So we look forward to hearing more about that. Prior to joining RSM, Kevin worked in economics for Bloomberg, Dorsey Wright & Associates, and PaineWebber and A.G. Edwards. So thanks for being here, Kevin.

Kevin Depew: Thanks very much, Susan. Just so you know, the Emmy was not anything to do with economics. We did have a show on Fox that ran. It was a little bit like the daily show of finance. We had about 18 episodes and then it was canceled the day before we were nominated for the Emmy. That kind of derailed those aspirations right out the gate.

So I'm going to share just a couple of slides, then go through and talk about where we are. When we talk about the economy recovering and I see in some of the Q & A there, some of you had similar ideas to what we have at RSM about so much being depends on the pandemic. 

But when we're talking about recovery, I thought it would be useful to go back before the pandemic and talk about what kind of economy we are recovering into. So, this is a slide from, I think we were doing road shows in February last time I was out somewhere.  I think maybe it was in Nashville in late February. And so we had just started to see the appearance of COVID-19 on the West Coast and had not really moved at that point to, at least as far as we knew, to the East coast.

But these were our forecast, what we were anticipating for 2020, pre-pandemic sub 2% growth in 2019, so that's suboptimal. Anytime you're below 2% growth, then it doesn't take very much to teeter the economy into a recession. So that's one of the reasons, that's kind of the threshold we look at for being a positive economy versus one that's not really firing on all cylinders.

Our forecast for 2020, prior to the pandemic was for continued deceleration to one and a half percent. And really the economy has been characterized for much of the past decade by a couple of things. The first an economy that's being propped up by the consumer. So what we mean by that, the consumer of course accounts for about 70% of economic growth, but we've really seen weak fixed business investment. Capital expenditures being a drag on the economy, something that was really restraining growth. So everything was sort of in the hands of the consumer. 

The good news about that is we had 3.6% unemployment at that point. So we had a lot of people in the workforce nearing probably full employment. Of course, things have changed now. Just a couple of risks to note, at the time we saw the potential for fiscal policy or administrative policy error, so if the administration re-escalated the trade war with China or migrated the trade war to the European Union or the UK, that was a potential risk. And also a potential error on the part of the Federal Reserve. So for example, if they raise interest rates too quickly.

At that point, based on what we do, we viewed the COVID-19 epidemic at that point, not quite a pandemic, as really a liquidity event. So something that could have the potential to derail the economy in the short term, but once we get past it, then we'd go back to where we were before. Even though it is a pandemic it's been far worse than what any of us anticipated. 

There still is the potential that we return to the same type of economy we had prior to the pandemic. But as you can see, the forecast for that type of economy was not quite robust. And the longer this persists, the more we have the potential for long-term economic damage to happen. It's why fiscal policy is so critical right now. 

So just a couple of things to talk about in terms of the recovery. You know, we really had a supply shock, a demand shock, and a financial shock all occurring at the same time. So any one of those in a sub 2% economy, would be enough to turn the economy into recession.

We had all three at the same time. So we had what were essentially depression like shocks. You see the first quarter minus 5% growth. The second quarter astonishingly horrible, minus 31% growth. And then our forecast for the third quarter, a sharp rebound at 33.5% and then moderating in the fourth quarter at 2.25%.

And I'll talk about that moderation just a moment, the reasons for that household consumption remains risk due to the lack of fiscal policy support and we'll get into those numbers in just a moment.  The major risk to the economy is, as some of you noted in the chat portion for this, is a second wave of the pandemic, which we seem to be on the cusp of right now. If we look around the globe and we see what's happening in Europe, then I think it's very likely that we will see something that looks more like a second way in coming weeks.

In terms of policy response, the initial response and a catastrophic economic shutdown, was very robust. You had the Federal Reserve learned their mistakes from the great recession and acted very quickly. And even with the polarization that we have in DC, the fiscal policy, the Paycheck Protection Program, the pandemic unemployment, those things happened relatively quickly when you consider where we are now. Where we're past the stop gap measures that were designed to move the economy through very dire circumstances. 

And so now we're at the point where fiscal policy is needed to provide economic stimulus. So going back to the spring, that was really crisis management, making sure that people who suddenly lost all income had the ability to purchase food, the ability to take care of their families, even though you've had since horrific labor market numbers. Now we're at the point where through partial recovery, we need stimulus to get over the hump to keep the long-term damage from impacting the economy. 

The reality, and I think that you probably all are aware of this based on what you were posting in the chat prior, is that until there's a vaccine or multiple major therapeutic breakthroughs, we just cannot anticipate the whole problem.  

You hear a lot these days about the shape of the recovery. Will it be a V-shape, will it be a W or an L? The most recent one that has been making the rounds has been a K shape recovery. And what's meant by that is in line with some of the things that you've probably been talking about the past couple of days at the Innovation Summit. There are people and businesses on that upper K path that have largely gone through the pandemic relatively unscathed.

So you think all ...

On this week's episode of Inside Outside Innovation, we sit down with Martin Babinec, Co-founder of TriNet and author of the new book More Good Jobs. Martin and I talk about the importance of community dynamics, and the creation of new businesses and the changing trends, that are affecting building startup communities outside the Valley. 

Inside Outside Innovation is the podcast to help new innovators navigate what's next. Each week we'll give you a front row seat to what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses. It's time to get started. 

Interview Transcript with Martin Babinec

Brian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host Brian Ardinger and as always we have another amazing guest. Martin Babinec is the co-founder of TriNet and author of a new book called More Good Jobs: An entrepreneurs action plan to create change in your community. Welcome Martin.

Martin Babinec: Thanks Brian. Glad to be here. 

Brian Ardinger: I wanted to have you on the show. As a lot of our audience knows, part of the stuff we talk about in innovation, it's not just about startup innovation or corporate innovation, it's about community innovation. And your book around how do you create jobs and how do you create new innovations outside of the traditional tech hubs, was quite interesting to me and obviously up my alley, as far as what we've been doing here in the Midwest as well. 

You're an entrepreneurial by nature. A few years ago, you started TriNet back in Silicon Valley and grew that to a, a major company, but you've got some interesting things about how you did that. Not only did you create it in Silicon Valley, but you commuted back and forth from your residence in New York. So, take us back to the early days of starting a company from scratch in Silicon Valley, and then we'll eventually progress to talking more about the book. 

Martin Babinec: I'm a very lucky guy because when I began my entrepreneurial journey in 1988 and living in Silicon Valley at the time, I didn't realize how valuable it would be to be starting a company in what would be considered the most entrepreneur supporting place on the planet.

I had no appreciation for it at the time. It was a struggle. And when Tri-Net began, since in the late eighties, you couldn't say the words HR and outsourcing in the same sentence and have people understand what you were talking about. We're talking pre worldwide web. So, we didn't have the connectivity that we take so for granted today. And like most entrepreneurs, I began with only the vision of trying to create a small business. I was tired of working in a larger organization. I wanted to be more in control of my destiny. And that's a very common thing that prompts people to start companies. But what I did not understand is that the very nature of what we were creating a TriNet would depend on economies of scale.

And so as an entrepreneur, once I began trying to start this business and sell to other small businesses as a business to business kind of approach, we were not successful. And we were on the verge of going out of business, when I kind of made the decision to really do something counterintuitive. 

Even though this is an economies of scale kind of business, it required having lots of scale for it to be successful. It was waning our direction towards saying we're only going to sell to emerging world technology communities. It really changed my life and outlook as an entrepreneur. And then became for TriNet to over the entire 20 years of, as the CEO, that was the focus of our business initially in Silicon Valley and then on, from, as we expanded to other markets, still retaining that very tight focus. 

And by doing that, it brought me into the world of Silicon Valley in ways that made me appreciate how important was to get support from the community. And it wasn't till I moved my family from Silicon Valley to my hometown in upstate New York, which is more like the Midwest in terms of culture. All right. It's 210 miles from New York City and a small community. 

And I spent 10 years commuting from my Mohawk Valley home in Little Falls, New York. Back to Silicon Valley while still running the business. And it wasn't supposed to be that long, but that's how it turned out. And over that 10 years of commuting, I really began to think hard about the difference between my two valleys and Mohawk Valley and Silicon Valley.

And that's what prompted then this journey to, how do we take the assets in a place like upstate New York or in a lot of places in the middle of the country that have a lot of intellectual capital that is underutilized. And how important is it of a supportive community to help entrepreneurs start and grow companies? And that's ultimately what led to the start of our nonprofit Upstate Venture Connect, which in turn led to writing this book More Good Jobs. 

Brian Ardinger: This conversation has started about the rise of the rest and startup communities outside the Valley and that. What do you think started some of that conversation early on to even think about the fact that companies can be created outside the traditional tech hubs and that there was a yearning and a desire to actually create these ecosystems?

Martin Babinec: National recognition through Steve Case's Rise of the Rest was illuminating for some, but for me, it goes back much earlier. As I talk about in the book, in 1995, my good friend, Brad Feld moved from Cambridge, Massachusetts, a hotbed of startup activity in the nineties, he goes to Boulder, Colorado. And at that point in time, Boulder was not a place VCs were flocking to, to find the next big thing. All right. Nice college town, but not a whole lot of action.

And here, even by 1995, TriNet's businesses is a hundred percent focused on emerging tech. Brad Feld moves to Boulder and not much going on there, but I decided to open a TriNet office just because Brad Feld moved there. That's how much confidence I had that this was going to be a game changer. 

And lo and behold, those people that follow Brad Feld and are aware of his book Startup Communities that talks about how did Boulder transform to a community that then rose in the ranks to be second in the country on the metric of venture capital investment per capita, trailing only the San Francisco Bay area. I mean, how did that happen in a period of call it 10, 15 years, which is not a long period of time when we think about major transformation of a local economy. 

So I had a ringside seat and watched that unfold. And meanwhile, still growing the company and it was long before I started the journey of trying to learn from Brad's experience and the experience of TriNet in many markets where there was lots of startup activities since that was the focus of our company. 

I was taking in a lot of what I saw elsewhere and all the times thinking about someday, somehow, you know, if I had the time and more resources, I could put into it, what could I, as one guy do to help bring about some transformational change in an area that I really love? Not just in my hometown, but more broadly, the more difficult challenge of how could we leverage the assets that are dispersed geographically across the broader region? Because that for me is what made ...

On this week's episode of Inside Outside Innovation, we sit down with Ty Montague co-founder and CEO of co:collective and author of True Story: How to Combine Story and Action to Transform Your Business. Ty and I talk about his career in advertising and his pivot to a new framework for how companies should be approaching a changing landscape, customers, competitors, talent, and more.

Inside Outside Innovation is the podcast to help new innovators navigate what's next. Each week, we'll give you a front row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses.  It's time to get started.

Interview Transcript with Ty Montague of co:collective

Brian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger. And as always, we have another amazing guest. Today we have Ty Montague. He is the co-founder and CEO of co:collective, which is a creative and strategic transformation company. Serves clients like Google and YouTube and IBM and MoMA. And the list goes on and on. 

Ty's also been named one of the 50 most influential creatives in the past 20 years. One of the top 10 creative directors in America, as well as the top 10 creative minds in business. Ty, you also wrote a book called True Story: How to Combine Story and Action to Transform Your Business. So welcome to the show Ty 

Ty Montague: Brian. It's great to be here. Thank you for having me. 

Brian Ardinger: Well, I was super excited to have you, because I want to talk about the transformation and the things that you've seen in this whole world of advertising. If I understand correctly, you've had an illustrious career in the advertising world, but about five or 10 years ago, you made a pivot from that world of classic advertising. And so maybe we can start there. Can you tell us a little bit about that shift from what you were doing in the past, in the advertising space, and where you are now? 

Ty Montague: I used to call myself a storyteller for businesses, helping them craft their story, and then tell it using paid media 30 and 60 second television commercials primarily.  But about 15 years ago, I started to notice that it was getting harder to tell stories using traditional paid media. And I also noticed what seemed to me to be a new kind of company being born. These companies had a story, but they weren't telling it using paid media, they were actually doing it in their customer experience.

First one that I remember noticing because I was still in advertising at the time was Starbucks. You know, there's a moment that all of us I'm sure had where you wake up one morning and suddenly there's a Starbucks on every street corner in America, but there was no Starbucks advertising anywhere. And I couldn't figure out, I was like all other things being equal, right, the Starbucks way of building a business has got to be more efficient. 

And so I looked into it, and I started collecting lists of companies that seem to be operating in this new way. And about 10 years ago, once I realized that they actually did operate in a very different way, I decided to leave traditional advertising. I was the co-president and chief creative officer of a big agency called J. Walter Thompson in North America. At the time, my partner and I decided to leave and launch co:collective. And what we do is we help more traditional companies begin to function in this new way. 

Brian Ardinger: Talk a little bit about that thesis. Can you unpack this quest that you see companies going through and who's good at it and let's start there.

Ty Montague: We have two theses at co:. First to be successful today and increasingly in the future, companies need to be pursuing a higher purpose. We call it a quest. It is something that transcends merely creating shareholder value. Making money is a great result of having a quest, but it's not the point of having a quest.

There needs to be generosity to a good quest. It needs to be something that inspires your customers and your employees to engage with and come along and try to achieve it with you. And so, we help leadership teams define and align on this quest, this higher purpose. And then we help companies actually enact that quest.

In other words, the quest isn't a communication strategy. It's an action strategy for the company. You take your quest and you put it to work in your customer experience. Defining innovative experiences that you make to make your quest real and tangible for people inside and outside your company. And 10 years ago, we had no idea whether that idea would float at all. And fingers crossed. It's a much more popular idea today than it was 10 years ago. And we're excited to see the world pet in our direction.

Brian Ardinger: Let's talk a little bit about framework. Can any company embark on a quest and what's that framework to do so?

Ty Montague: We have a process that we've developed. It's been iterative. As you mentioned, I wrote a book and published it in 2013 that's really about the process. And it hasn't changed massively since then, but there've been a few tweaks to it. So, we basically look for four truths for a company as we look for inputs into how to develop your quest. We look for a truth about the protagonist and this is all story language, right?

Ultimately, we consider the protagonist to be the company itself. So, what is your true state of play today? And we do a lot of desk research. We do a lot of internal interviewing at these companies to define, like, what is the truth about your current state today? We then look for a truth about the stage.

And by that we mean the stage that the story is playing out on, what's going on in culture. What's going on in your competitive set, what's going on in technology that you need to pay attention to. We look for truth about the participants, the people that you actually want to serve in your business. Your customers would be another way to put it. We think of them as participants though, because if you're on a good quest, they want to come along with you and help you achieve it. 

And then we look for a truth about the antagonist. So, it's not enough and know what you're for. We believe you need to know what you're against. What is the dragon that you're trying to slay when you get out of bed every day? And a good antagonist can be extremely motivating. 

And then we take those inputs, and we work collaboratively with the client to develop their quest, usually with the whole leadership team. Often, including the CEO. From there, we take that quest and we put it to action both in again, four quadrants offer, your identity - so the products that you make and then, you know, your identity including communications, your community -internally like internal stakeholders in the company, and then capabilities. Because if you have a good quest, a good quest is ambitious over time it may require you to add capabilities to the company, which can be done through acquisition or by hiring new kinds of people. 

Brian Ardinger: Is this something that pretty much any company in any industry can go through and take part in? Or a...

On this week's episode of Inside Outside Innovation, we sit down with Xiaoyin Qu. Xiaoyin is the founder of Run The World, the new virtual events platform startup. This interview took place at our IO2020 New Innovators' Summit in October. Inside Outside Innovation is the podcast to help new innovators navigate what's next. Each week, we'll give you a front-row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses. It's time to get started.

Interview Transcript with Xiaoyin Qu, Founder of Run The World

Brian Ardinger:  My name's Brian Ardinger. I'm Director of Innovation at Nelnet and Founder of Inside Outside Innovation. And I wanted to have Xiaoyin on, obviously, as I started trying to think about what we’re going to do with this particular event now that COVID hit and we weren't going to be able to have it live. 

I started looking at a lot of different platforms out there and I ran into Run The World and Xiaoyin and I was really impressed with not only her, but what she's pulled together in a very short amount of time. And so, I figured I'd invite her to the conference and expose her to what we're building on this particular platform and give her an opportunity to showcase what they're doing and tell you the story of what it's like as an early-stage founder, to go from seven failed ideas, to raising $15 million in the middle of a pandemic and launching and scaling and building a business.

So, with that Xiaoyin Qu is the founder of Run The World. She used to work at Facebook and Instagram as a product manager, she was an MBA at Stanford before she decided to start Run The World. And went out and raised $15 million, I believe, from Andreessen Horowitz and a number of other folks. With that, I will turn it over to you to give your story.

Xiaoyin Qu: Yeah, thank you so much for having me and thank you so much for coming to Run The World. I'm Xiaoyin, the founder and CEO of Run The World. You mentioned one fun fact. I actually didn't finish my degree at Sanford. I dropped out after a year, to start Run The World. It was actually around July last year. We started the company.

Initially the idea came because my mom was a doctor in China. She still is a doctor, and she has never been to an international conference before, until last year. So, she had an opportunity to fly to Chicago. And that was a great experience. She met another doctor from Dubai. Turns out they share the same, like rare patient case, but because she's from China, it's really hard for her to get visa.

She had to fly to Beijing just to get visa and it's getting unpredictable because Trump has a new policy, you know, every now and then. Basically, it's just really hard for her to travel all of that and really expensive. So, she told me that she doesn't think herself can make it to the next conference. You know, even though that was a great experience.

So, the original idea was really like, how can I help my mom? And meet other doctors like her, if she cannot really travel herself. So, we figured the only way it will be, we have to like digitize the whole experiences, especially the social part, so that my mom can meet other doctors.

Obviously at that time was before COVID, so saying that you have an online event was consider stupid because people thought, Oh, I'm going to fly to Vegas for fun. My company's paying for it. You know, why do I have to do this online? Doesn't really make any sense. So we do have sell pretty hard, but we actually then decided to run our own event to see if people can actually show up.

So at the very beginning, I am a product manager. I knew a lot of product managers. I just got a bunch of product managers from Google and Facebook. When we did our first PM conference, I was the organizer back then. We. just wanted to see if people will buy the ticket to attend it.  We just promoted in some Facebook groups and it turns out in a week. We sold like 300 tickets in like two weeks. The people who bought the ticket are not people necessarily from Silicon Valley. Those are people from 20 different countries in 20 different States. 

And by that time, we didn't have anything still. We hack around like Zoom and Slack and like even Brian, it was a jaunty experiences, but people like it because they couldn't get it elsewhere. You know, they couldn't have access to other people elsewhere, but it was still pretty broken. You have to share like six different links. At the right time, you know, at least we proved the concept. 

And then we, that's when we started raising from Andreessen was October last year. And then obviously when we launched, it was February, March time this year, that was our alpha version. And we immediately saw a lot of demand and interest. So yeah, so now we kind of have around 45 people in the company now across three times, Europe, Asia, and US, and we had around six people at the beginning of the year. So, it's kind of been crazy, trying to scale a team and hiring everybody. So. 

Brian Ardinger: I can attest to that. I mean, when I was looking for different platforms out there, I think I got to you guys really early. And I think what I was most impressed with is you said, well, here's your roadmap. You were very transparent with here's what we're building and where we're going with this. And then every week I'd go to the next demo and find the next platform feature that was put into it.

And so, the ability to move that fast was pretty interesting to me. One of the things that you wrote about in a LinkedIn piece, your story and that. And you talked about how as a founder, you iteratively mapped out different ideas. And I think you said that you had seven failed ideas before you came upon this particular one. Can you talk a little bit about that journey of looking at ideas, iteratively, figuring out if you're on the right path, and then eventually getting to the path where you're on right now? 

Xiaoyin Qu: When I first wanted to start a company, it was probably a year before that. I mean, I kind of want to start a company even when I was a Facebook. And so, it kind of took me, I will say, in total of a year, to try a bunch of different ideas to see which one I'm interested in. I would say like, there's like seven ideas and as I tried more and more, I think I'm getting better and better. And just engaging if the idea makes sense or not. 

But the first idea was I still think that's a good idea. I just, I thought at that time, mental health was a huge problem. Have a lot of friends, who've got pretty stressed out, burnout at work. And so, we're just thinking what if we can have some kind of an AI system that will help people whenever they want to talk to somebody, you know, there's some kind of AI system, they can talk to them.

That was kind of the intention of the idea. And then I guess what we did is we tried to figure it out, like I've no idea how people like with depression or anxiety, so we basically read some books and are trying to build something, and then we thought, you know, when you're anxious, or when you're depressed, you just want to hear certain things.

And as soon as we tell you how to think, then that will work. So, then we try a bunch of different things. We were trying to build some kind of bot. Then as the more we delve into that...

On this week's episode of Inside Outside Innovation, we sit down with Nahia Orduna, Author of Your Digital Reinvention: A Practical Guide for Discovering New Opportunities and Finding Your Place in the Future of Work. Nahia and I talk about the journey of reinvention and her agile sprint framework for how to practically work through the process, from inspiration to execution. Let's get started. 

Inside Outside Innovation is the podcast to help new innovators navigate what's next. Each week we'll give you a front row seat to what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses.

Interview Transcript with Nahia Orduna

Brian Ardinger: Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger. And as always, we have another amazing guest. Today we have Nahia Orduna. She's actually calling from Munich. Welcome. 

Nahia Orduna: Happy to be here, Brian. 

Brian Ardinger: I'm excited to have you. Now, you are the author of a book called Your Digital Reinvention: A Practical Guide for Discovering New Opportunities and Finding Your Place in the Future of Work. You're also a Senior Manager in Analytics and Digital Integration at Vodafone. You're one of the leaders of the women in big data organization. 

I'm so excited to have you to talk a lot about what you're seeing when it comes to digital disruption. As everybody knows, the world has changed quite a bit. And we, I think are all now struggling with that whole idea of what do we have to do to better prepare ourselves for this new world. 

Nahia Orduna: During the last years I've been talking like industry forums about the future of work, which are skills we need to remain competitive. I've been also coaching people to find their place in their digital workplace. And we have higher reputation institutions like the World Economic Forum telling us that by 2022, more than half of us will need to have a significant upskilling and reskilling or that in 2018, they said by 2032 to 35 million jobs will be displaced, but over 150 million jobs will appear. And of course, now it's like 2020, a global pandemic has accelerated all this digital future.

We were talking about...we are forced to builds new ways of interacting of working and learning. And we always hear this thing of like, yeah, every crisis is also an opportunity. How do you put this into practice? This can be a very difficult transition if you're not proficient in this digital environment.

I created a Blueprint to help people get better digital skills. I put it like for free on my website in May, and then a lot of people were downloading it, downloading it. And then I thought, well, I got to do this blueprint. I got to bring it to the next level. So, I actually started meeting some industry experts that I know. I got testimonials from them. That their tricks to get re-mentioned. I edit these and I published the book in September.

So, it's basically the purpose of this book is to help people to remain themselves, given the current environment and crisis. I truly believe that the world will be a better place if we all use our talents and our abilities. So, putting together my expertise, the expertise of industry experts, bring in practical examples. Overall, the book is the blueprint for anybody who wants to thrive in this digital world. 

Brian Ardinger: Let's dig into that a little bit. You have these five sprints that you have to think through as far as you have to first be inspired and then take direction and learning and that. Talk us through a little bit about the methodology.

Nahia Orduna: That's the thing, like, what is remain? Remain cannot be something that I say, okay, tonight, I'm going to remain myself, but tomorrow I met a new expert, right? It's a journey. And a journey is like from the moment you get inspired that you look into a travel catalog and you think. Look, there is a nice place in Maldives or in Nepal or in California, that the more you get inspired to the moment that you are already in your destination and sharing pictures with a wall, Hey, look, I'm here.  Do you want to do this journey as well? 

It's a journey and every journey needs a map, right? So, these sprints are the map. And therefore, the sprints come from my background from Agile. Like we always look at the sprints, but yes sprinting in a time box, for example, like usually two weeks where you're focusing on the area. So, either one that somebody says, okay, I'm going to get inspired tonight. It should be like at least two weeks to make an exercise, to read interviews, and to think how you get inspired. 

And only when you are ready, you can go to the next sprint. That's the idea of the sprints of how the exercise is done.  And there are effective sprints. One is Inspiration, there is Direction, the other is Learning. There is another Networking. Finally, the last one is Share. 

Brian Ardinger: So, you mentioned Inspiration. You've got to obviously recognize the fact that, Hey, I need to reinvent myself. Things are changing. And so that inspiration is partly to figure out what am I good at?  And some of the skill sets that I should be either learning about and that. Or is it more from the standpoint of like, I want to work in this particular area, I want to go down this path. I want to change my life. 

Nahia Orduna: So, Inspiration is the first sprint. And it's how you discover new trends. What is happening?  Your area of interest. This is, for example, as I mentioned with that trip is when you get the travel catalog and you discover new places, new trendy places, you didn't know it exists there. So it is, this two weeks is not yet about thinking about your own strengths yet. It's about researching new trends. 

For example, what is your area of interest. In my mind, you are like a marketing professional. One of the successes is to up your area of interest with words like digital transformation, the future of work. Yes. Google them. If you start looking like Future of Marketing in 2025. If you start like Marketing Big Data. So, you will start looking into new information that you didn't know. 

There's got to be if you're in marketing, if you're in HR, if you're in finance or for example, if you passionate on sports and you want to do something with a sport, or you want to start out with sports, just start looking how big data and digital transformation is effecting the sports, because everything is effective. And then read what is there? 

So, there are different exercises about things you can watch, the lifetime report. And also, in the end, what I also say is that you have to write like a journal, like a journey journal to write everything that resonates with you. Think about the new ideas. Take two weeks to really get inspired and get those ideas in and write down what resonates with you. 

Brian Ardinger: And seem to follow that curiosity. Being OK with going down a particular path that you're not comfortable with, but give you some inspiration to, say yeah I really liked that area and I want to dig into it more. 

Nahia Orduna: Exactly. And then when you are ...

On this week's episode of Inside Outside Innovation, we speak with Diana Wu David, Author of Future Proof: Reinventing Work in the Age of Acceleration. We talked about the changing landscape of work, how you can better prepare for a 100-year career, and the opportunities that can be found in remote online communities. Let's get started.

Inside Outside Innovation is the podcast that brings you the best and the brightest in the world of startups and innovation. I'm your host, Brian Ardinger founder of insideoutside.io, a provider of research events and consulting services that help innovators and entrepreneurs build better products, launch new ideas, and compete in a world of change and disruption. Each week we'll give you a front row seat to the latest thinking tools, tactics, and trends and collaborative innovation.

Interview Transcript with Diana Wu David

Brian Ardinger:  Welcome to another episode of Inside Outside Innovation. I'm your host, Brian Ardinger. And as always, we have another amazing guest. Today we have Diana Wu David she's the author of the new book Future Proof: Reinventing Work in the Age of Acceleration. Welcome Diana. 

Diana Wu David: Thanks so much great to be here, Brian. 

Brian Ardinger: Hey, I'm excited to have you on the show. Actually, we're doing this from Hong Kong, one of my favorite cities in the world.  You actually teach as an adjunct professor at Columbia Business School, E-MBA Global Asia. You're a former Financial Times executive. You worked with clients like Mandarin Oriental, World Bank, Expedia, Credit, Suisse, and your career is long and amazing. 

You actually started your career working with Henry Kissinger. I wanted to have you on the show because you've got a book out. And you actually wrote this book futureproof before the pandemic and now we're post pandemic. What are your thoughts of where we sit now versus when you wrote the book then?

Diana Wu David: When I wrote the book, it was to convince people that we were going into this new world where things would be globalized and lot more remote and virtual and more flexible, and that fundamentally companies needed to change.

And the hypothesis really was that people were going to have to change. Individuals would have to take agency over their own careers and change because companies weren't moving fast enough. Fast forward to, I think February I did a podcast and we were talking about China's largest work from home experiment, and now it's become the entire world's largest work from home experiment.

So, yeah, I think right now it's not a hard sell to say that we're going to be working virtually. It's not a hard sell to say that we're going to have to be more flexible and companies have actually massively accelerated to accommodate this. So, the landscape has changed quite a bit. 

Brian Ardinger: Totally agree. And you, and I've worked in the space of innovation in that for a while. And sometimes it felt five years ago, like you're pushing this rock up the hill, like no, really this disruption thing's coming. And I think, you know, with the pandemic, it really has accelerated, and people are now fundamentally understanding what that means.

I don't think we're at the point where they fundamentally understand what to do about it yet. So that's one of the reasons I wanted to have you on the show to talk about the specific steps and the way to approach this idea that you're going to have to reinvent yourself. And especially in, I think you wrote in the book that, you know, we're having longer careers, you know, there's a a hundred-year career kind of things. Let's dive into the book a little bit and talk about some of the skillsets and the mindsets and the tool sets that you recommend for understanding this new world of acceleration we're living in. 

Diana Wu David: Absolutely. I had so many people that I met that when I was at Financial Times, we were doing the board director program and I launched that as an internal entrepreneur, and they were all talking about what's next. You know, they were, I would say 45, 55, 65 and really could see that they would have this massive amount of time where they could continue working and continue learning. 

And yet company lifespans are predicted by a firm like Innosight to be averaging 12 years. Yeah. In a couple of decades. So, people are waking up to the idea and certainly now with COVID and companies being under even more pressure, everybody's waking up to the idea that I'm going to have to re-invent no longer can I learn everything go work and retire. 

It's very much going to be sort of looping model of I'm going to work a little bit. I'm going to learn on the job. Then I'm going to take a break and learn some more and upscale and rescale and pivot and have to go get a new job. And I shouldn't say half to get a new job. I have the opportunity to do something completely new. So, I think it's really exciting. 

Brian Ardinger: I guess there's core things. First thing you have to probably do is recognize like I'm in a new world, I'm okay with that. And then you probably start thinking about, well, how do I apply my old skills to this new environment? And so maybe talk through that early stage process of really understanding and thinking through what should I do next? 

Diana Wu David: First of all, I found that a lot of leaders in particular, weren't thinking about themselves. And I think this applies across all different people in organizations where they're thinking about the business future of work, but not thinking about, gosh, what does that mean for me and my career and how it needs to change?

What do I need to proactively do? So that awareness is important. The idea that it's up to me, that I'm the captain of my own ship, as something that some people need to go through a process. And then there's four real actionable chapters in the middle of the book. And that is looking at experiment, reinvent, collaborate, and focus.

And those are really the four skills I felt we're super important in the future of work, that frankly has always been a bit the now of work. And really going into deep dives about what does that mean? I guess the first one experiment is really about getting out of our comfort zone, right? So the day that you decided, you know what I'm going to do, not only I'm going to do all the things I do, but I'm going to do a podcast, you know, that sort of.

If I want to experiment with that, not everybody does a podcast and you're like in 250 episodes or something by now, God, I can't believe it. But everybody has to take the first step. So, starting to get that muscle going of how do I do that? How do I take small steps in small and perfect actions that will test my assumptions? Give me feedback and allow me to move forward and out of my comfort zone. 

Brian Ardinger: But one of the great things about where we are living, if you flip the chaos and disruption on the positive side is the opportunities are there for the individual. We talk about kind of the democratization of innovation, where everybody can be an innovator now because they're new tool sets. There’re new skillsets out there that are accessible to everyone. I'd like to get your opinion on some of the new tools sets that you see out there, things like no code or your ability to spin up a podcast or take some risks or do some experiment...