Meet the Speaker – Q&A With Terence Mauri

>Meet the Speaker – Q&A With Terence Mauri
banner curve

Category: Speaker
Published: 12th July 2017

Bubble profile - TM

Terence Mauri is an Inc. Magazine Columnist, a Top 100 leadership expert, and global authority on the age of disruption. His new book The Leader’s Mindset: How To Win In The Age of Disruption is a winner of the 2017 Axiom Business Book of the Year and he is a speaker and mentor to top organisations around the world. In this latest blog post, Terence answers questions on the age of disruption, the difference between disruption and innovation, and how leaders can train themselves to recognise disruption.

  • What is the age of disruption and what do you mean by VUCA?

The age of disruption is about large-scale unpredictable change and means four things:

Volatility

uncertainty

complexity and

ambiguity

These disruptive forces, known as VUCA, present tremendous risk but also tremendous opportunity. For example, it took the telephone 75 years to reach 100 million users and the messenger app company What’s App less than 3 years. It’s humbling to appreciate that the speed of change today is the slowest it will be in our lifetime.

  • Disruption has become something of a buzzword in business circles but do leaders really understand the difference between innovation and disruption?

In simple terms, innovation is about improving a product or service and making it faster, better or cheaper. It’s probably a 10% or 20% improvement and is typically more rational in nature.  Every industry is committed to innovation but that’s no longer enough to survive in the age of disruption. It’s now easier than ever before to fall behind and never catch up. Think about Apple versus Blackberry or Uber versus Hailo.I use a recent visit to Facebook in Silicon Valley to illustrate this phenomenon. Its Head Quarters are built on the former site of technology giant Sun Microsystems, which was sold to Oracle in 2009 for $7.4bn dollars. When you arrive there’s a giant poster of the iconic Facebook thumbs up that is actually on the back of the Sun Microsystems logo. Sun was once a $200bn dollar company with some of the most talented minds in business.

I use a recent visit to Facebook in Silicon Valley to illustrate this phenomenon. Its Head Quarters are built on the former site of technology giant Sun Microsystems, which was sold to Oracle in 2009 for $7.4bn dollars. When you arrive there’s a giant poster of the iconic Facebook thumbs up that is actually on the back of the Sun Microsystems logo. Sun was once a $200bn dollar company with some of the most talented minds in business. Every big company is the next Sun Microsystems waiting to happen if it doesn’t change before it needs to.

  • How does Disruption differ?

Compared to innovation, disruption is like a rebellious cousin and involves upending a whole business model or way of doing things.  Companies such as Apple, Uber and Airbnb have completely reinvented how people choose to listen to music, hail a cab or take a city break. Harvard Business School’s Clayton Christensen first coined the term disruptive innovation and it didn’t take long for it to spread. According to Christensen’s theory, new entrants start with a simple offering and then move upwards eventually displacing the incumbent. I’d say all disruption is innovative but not all innovations are disruptive.

  • Who do you admire for leading disruption in their industry?

Reed Hastings at Netflix is a good example of a disruptor-in-chief.  He’s changed his business model at least three times (DVD mail delivery), (Film Streaming), (Film Production) and continues to anticipate change. I respect the vision of Jeff Bezos at Amazon for evolving from e-commerce to cloud services and the smart thinking of Larry Page and Sergey Brin at Alphabet to not let size get in the way of thinking and acting like a 10,000 person start-up.

netflix - terence
  • Can you draw any lessons from companies like Kodak and Nokia?

Kodak and Nokia both missed out on learning, they missed out on changing, and they missed out on opportunities. In simple language, they lost their chance at survival. There’s a paradox for the biggest companies as they spend too much time looking inward to protect their past success rather than changing before they need to stay ahead of the competition. A key message is that you will need to change your business model multiple times in order to win in the age of disruption. The bad news is that you’re not going to learn this at business school.

  • So how can you future proof your company for the age of disruption?

The twin forces of cloud computing and mobile connectivity will create massive yet hard-to-predict opportunities where there will be winners and losers. To future proof your company, it will require significant mindset shifts from profit to purpose, hierarchies to networks, controlling to collaborating, planning to experimentation and privacy to transparency.

The best leaders shake up the status quo, learn from failure, and make tough decisions fast. Every big company wants to think like a startup: small companies have “can do” cultures, habits and ways of working that give them an edge over their much larger and cumbersome rivals.

The leaders of tomorrow will have to find the intellectual courage to change their business models two or even three times in order to remain viable.

  • Why is 10 [x] central to disruptive thinking?

A 10 [x] goal stops you from thinking too small and in small, incremental ways. Let’s face it, most companies focus on 10% improvements rather than thinking what others aren’t thinking and doing what others aren’t doing. Imagine that you have a process that takes 10 days to complete. A 10% improvement might save a day of time. A 10 [x] goal forces you to think 10[x] bigger so that weirdly and counter-intuitively you approach the problem more creatively. The entrepreneur Elon Musk is a 10 [x] thinker pushing his team to think bigger and bolder about the future with 10[x] projects such as Tesla and Space X and Sir Richard Branson’sscrew it, let’s do it” mindset has inspired a generation of people to take more risks, say yes to change and jump into the unknown.

Man holding object
  • How can leaders train themselves and their organisations to recognise disruption?

I point to three strategies…

  • Incentivise risk & experimentation:

Adobe’s Chief Strategist, Mark Randall got rid of the innovation department and decided to build a company of innovators by introducing a program called Adobe Kick Box. Teams must embrace the belief that disruption isn’t a buzzword, a department or a person. It’s a set of winning behaviours that the whole company lives by.

  • Fail wisely and avoid the status quo.

Failcon is one of the most popular conferences in Silicon Valley. Some of the best leaders on the planet get to share failures that hurt the most and what they learnt from them. This reminds you that if you’re not failing sometimes, you’re probably not trying hard enough. Never waste a good mistake. Now more than ever, you must think and act like a disruptor. Start before you are ready and know that the best way to disrupt is to do.

  • Focus on three-box leadership

Attributed to the strategist, Vijay Govindarajan3-box leadership is a clever way to not just survive but thrive in the age of disruption

Box One (preservation) is about managing the present and sustaining what’s great about your company. Industries with high barriers to entry and where the speed of unpredictable change is lower are more likely to remain in Box One. It’s easy to spend too much time directing resources and talent in Box One at the expense of Box Two and Box Three.

Box Two (destruction) is about selectively letting go of outdated ways of operating before it’s too late.  This is the most difficult box to manage and much easier to avoid or get trapped by a culture of willful blindness. I call it the Kodak moment in reference to the fact the Kodak made the assumption that people would never use their mobiles as cameras. What false assumptions is your business a prisoner to?

Box three (creation) is about building the future. It requires big picture thinking, imagination and of course, fast execution skillsSteve JobsElon Musk and Jeff Besoz are all Box Three leaders. The best way to use three-box leadership is to make it an active part of your culture. The challenge is how to manage it on a daily basis.

  • What’s your number one takeaway?

In the age of disruption, you can be a leader, a follower or out of business. No company wants to become a footnote in corporate history.

 

The simple truth is if you don’t disrupt the status quo you might just become it.

To find out what Terence can bring to your event or conference or to check his availability give our dedicated team a call on 02031377353 or email us on enquiries@raisethebar.co.uk