Most of Google's robotics acquisitions were driven by Andy Rubin, who was trying to build a robotics division within Google. Once he left the company, it probably left their future uncertain.
I suspect that's the way it is... everywhere, all the time. That's been my experience.
Everyone knew what to do with a typewriter, even if the visionary leader left. If the person who was saying that microcomputers were going to be the next big thing quit? Nobody else has that idea in their heads.
Cutting-edge areas tend to attract people there for the vision. And the harsh commercial realities of innovative markets mean companies get in trouble if they get complacent. Whereas people in larger, older companies in stable markets can let their vision die and just go on doing whatever worked before. At least until it doesn't work, and then they're screwed.
Or to extend the analogy, if someone goes to IBM as director for New Technology X, and then leaves five years later, what's the likelihood people in New Technology X Division are going to be able take his or her responsibilities over?
Big companies are big companies and they usually don't encourage or reward employees overly much for striking out in a brave new direction. Which is hilarious given that they'll continously try and hire exactly those people externally.
Though I suppose you honestly can't encourage too much rebellion when you make your money from a crank being turned (and happen to need 1,000 bodies to just shut up, turn the crank, and get paid).
Most startups avoid it to begin with. There's a really strong incentive for having a clear mission and high customer focus; many things get easier. Wikipedia has done a good job with "Imagine a world in which every single human being can freely share in the sum of all knowledge." Toyota has done a fantastic job organizing around the Toyota Production System. The best restaurants, bakeries, and the like generally have strong shared understandings. The same is often true of multi-generational family firms.
I think even Google did a good job for a long time rallying around "organize the world’s information and make it universally accessible and useful". Which makes this especially sad to me. Around the time of Google Plus and "more wood behind fewer arrows" I think there was a culture shift that is probably irreversible.
Agreed. I find it doesn't hold for most contemporary Japanese corporations though. Their leaders tend to be switchable placeholders whose main purpose is to efficiently represent a consensus view.
Interestingly, though they do have momentum, they seem to lack strategic direction. Perhaps only charismatic leaders can provide the latter. Japan can produce such people (e.g. Morita at Sony) but the current environment values continuity over vision.
Do you have anything you'd suggest I read to get a better understanding of the current Japanese situation? Most of my knowledge is about historic Toyota, which I'm sure gives me a distorted view.
Sorry, my opinion is formed only by observation and discussion with related parties. I don't have any direct experience of Toyota, except with one of their trading company's subsidiaries. Uniquely, this company does have a visionary leader at the helm, yet I believe there is no correlation with the parent's leadership style because Toyota Tsucho is run at arms length.
My rather uninformed opinion of Toyota Motors is that they are succeeding exactly as other Japanese companies used to succeed. If this is right, and I hope not, then they may be fated to see the same stagnation in time. A more optimistic view is that Toyota have something unique. If so, I don't believe it to be charismatic leadership. It would be baked into their culture.
Of note is Toyota's recent decision to invest $1B in AI research in Silicon Valley and Boston. They are trying to get ahead of the coming tech for autonomous driving and factory automation. http://www.nytimes.com/2015/11/06/technology/toyota-silicon-...
[1] http://www.safetyresearch.net/blog/articles/toyota-unintende...
I was baffled by this as well, until I got closer to it and got to see "how the sausage is made".
It is amazing what a confident, strong personality can do in a group of people in _any_ setting.
We say this because sausage is tasty, but most people prefer not to see all the animal parts being ground up and stuffed into an intestine.
"Laws are like sausages, it is better not to see them being made."
Yes, companies seem such opaque entities from the outside, but they are mostly driven by the wills of the topmost two layers. Remove key players from those layers and you see billions of dollars moving in strange new directions.
That's what SVP/ director level / C-level people do for a living. They don't barely do any coding or any technical work - they create the vision and hire the people (or buy other companies) to make it real.
Of course, reforming one arm of a business is a lot easier than an entire company, especially if nobody really depends on that arm.
https://partners.nytimes.com/library/tech/00/04/biztech/arti...
Likewise, sure, a big company has a lot of momentum but it shouldn't take more than a year to realign it.
In a big organization, if the CEO says to do something (i.e. new vision... PKI's!), most people can ignore it with little chance of reprisal. It's much more of a political/social hierarchy than a military one.
Think of it more like a feudal society. At the best of times, the headman at the top has the loyalty of most of the upper levels, and each of those has the loyalty of most of whoever is beneath them. But each of them has their own desires and plans: what they think will make the organization better or make their position in it better. At worse times, you have the War of the Roses or Game of Thrones sort of stuff.
The problem with bringing in outside organizations, like buying Boston Dynamics, is that they have their own, mostly fixed feudal structures, and integrating them is difficult. (Consider, at the very least, someone is going to go from the king of their own personal world to having to ask before they head to the executive washroom.)
A single person with a vision can have a great effect, because they only have to inspire (or convince) a small group of people around them to go along and that small group will bring along their own people. On the other hand, if the person with vision leaves the organization, whatever they were holding together falls apart pretty quickly.
(My favorite example is the Westinghouse(!)-CBS-Viacom thing.)
google paid X for BD
google showed off their latest robots
someone offered 2X for BD.
or alternatively:
maintaining and discontinuing BD's government contracts both put google in a tight place.