Skip to main content

RE: Television networks block Google TV from accessing web-based content (update)

Google, just like Microsoft a decade ago, has butted into a highly lucrative space where the business model is paying for content access as well as selling advertising.

Google TV essentially helps kill part of the revenue stream, which is the cable subscription. Just like with books Google has gotten ahead of its skis. This is bad business planning on Google's part and poor execution of this strategy. Again they forgot that just because something is technologically possible it doesn't mean it's going to be supported by the existing businesses.

I agree that eventually content is going to be distributed via the internet and people are going to browse linked television streams with hubs that aggregate the "channels"

If Google's model is to create a wide distribution of ad-only supported TV they are in trouble. A bunch of very important content is not sold for ad revenue only. Google has a choice - do they become the souped up YouTube distributor for the long tail of low value content or do they introduce a subscription model for TV. What happened below shows that they didn't really think this through.

Broader Discussion: http://www.engadget.com/2010/10/21/television-networks-block-google-tv-from-accessing-web-based-con/
Post a Comment

Popular posts from this blog

SDET / QA Engineer Interview Checklist

After interviewing and hiring hundreds of engineers over the past 12+  years I have come up with a few checklists.  I wanted to share one of those with you so you could conduct comprehensive interviews of QA Engineers for your team.

I use this checklist when I review incoming resumes and during the interview.  It keeps me from missing areas that ensure a good team and technology fit.  I hope you make good use of them.  If you think there are good questions or topics that I have missed - get in touch with me!


SDE/T or QA Engineer interview checklist from Mike Borozdin
If you like this checklist you might want to check out these posts:
Emotional Intelligence in Software Teams  and Good-bye manual tester, hello crowdsourcing!

Highly Effective Software Teams

A few weeks ago our Board of Directors asked me to present my assessment of the state of software.
 I was hired to organize and grow the software team and the directors wanted to know what kind of a team we needed to build.  I was hoping that I can just reference an article somewhere that would give me the answer, unfortunately I didn’t find anything suitable. During my research I did find some great material that will be helpful if your job is to put together a highly effective software team.
A highly effective software team has the following key characteristics: dependable, committed to shared goals, passionate about technology, respectful and compassionate.  These are not limited to technology industry, it can easily apply to finance, medicine, or sports as well.  Below is the summary and references that I found. Dependable If you are creating a software product, you need to deliver your software to your users.  Your users need to know that you are able to solve their problems on …

Two Critical Questions for Your Next Interview

I’ve interviewed probably over 500 engineering and management candidates over the last several years.  There have been a lot of really smart people who have applied at DocuSign, Microsoft and Tempo Automation. A surprising number of them didn’t have a clear answer to these two essential questions:

Why are you interested in joining our team?Why should we be interested in you? 
If you are an applicant, having a prepared answer for these questions is critical.  If you are a hiring manager, you should ask them and have a clear answer to these questions at the end of the first interaction with your future team mate.

In a field where work is somewhat predictable and static, those questions are less critical, but in software development perseverance, ingenuity and focus make all the difference. These are the two main questions that will separate a subpar and a superb hire.

When I discuss those two questions with an applicant I try to go below the surface.  Generic answers like “it says you ar…