 Mae'n gwybod o'r blaen o'r cyfnod o'r dynol, ac mae'n mewn i'r ffrasgau hynny o'r cyfanyddol yn y ddyfodol a'r gweithio. Mae hi'n gwybod o gwybod o'r pethau a yw'n gwybod o'r ysgrifennu o ddechrau, ac mae'n gwybod o'r ddaeth i gydag iawn i'r ffasgau, ac mae'n gwybod o'r ddechrau o'r hunain ac mae'r ddechrau o'r ddiddordeb, Ru'n dweud hwn i'r ffordd oedd yn symud hyn sy'n dylwt, cael gwahodd yr ystod yn y mae'r cymmydon cymaint a'r cyflwr, yn ei gwybod dyn nhw i'w ddechrau a'r gweithio ar y cyflwr ac yn ei dyn nhw i'w dweud a'r erioediaeth a'r bodd gennu Y bydd y byd yn ei ddwyng arnyn nhw er mwyn ac wedi wahanol y byd i'w rhaid o hyn sy'n rhoi i'r ysgrifennu gan yr wydd f "... a'i gyd wedi cymrydech chi gyda i chi yw ymwybod fel ychydig. llawer, et cetera, et cetera, those things get in the way, so I think it's really important there for that actually innovation is a cultural thing because it actually connects to the individual because otherwise the individual can get in the way of it. I also think that a lot of companies are good at saying I think we should innovate and they do it on the corner, on the edge. Most of the best examples are in labs or separate teams or we've invested over here. There are very, very few examples of that being taken back into the mainstream of a company because it's hard, right? I mean, I don't think that what happens in a kind of vacuum, whether it's a Google gives you 20% to go off and do this or HSBC brings first direct to the market, I don't think it's easy to take something that kind of can be created in a sandbox and then bring it back in unless you've got buying right from the top and you've got people that actually obsess about bringing it back to the centre of the organisation. Innovation is not something that everybody has as a default in their DNA, so organisations rarely identify the right people that will be the ambassadors and the people that will actually follow it through. I think we kind of just do it a little bit by all that person feels like they're the right type as opposed to using all the tools that exist today to actually identify. I've put my team through some kind of fairly progressive training which was doing some gamification to come out the other end and say who are the most likely innovators within your team, who are the catalyst for change and who are the ones that are going to, even if they might be younger, are going to be the ones that are actually going to tow the kind of fairly normal path. So those are kind of my key insights around why big companies struggle to innovate.