Day 1: SXSW - Left Hand Right Hand Questions

Day 1! We were pumped for SXSW.

We managed to hit 3 sessions for the day. Recaps below….

First up was Esther Perel - “Where Should We Begin? Live with Esther Perel Featuring Trevor Noah”

The conversation spanned across three main topics:

1. The Role of Humor and Comedy:

   • The first part discusses the depth and freedom humor brings, even in dark times, referencing French philosopher Bergson's view of humor as ultimate freedom. It emphasizes how humor can disarm pain and power dynamics, using examples from personal experiences and historical contexts, such as resistance during the Pinochet regime in Chile.

2. The Art of Listening:

   • The second segment highlights the importance of active listening in shaping communication and relationships. It stresses that listening is not passive but an active engagement that influences the depth and openness of the conversation. The speaker reflects on personal shortcomings in listening and the concept of ambiguous loss, where physical presence doesn't equate to emotional engagement.

3. The Impact of Personal Interaction and Performance:

   • The final part covers the need for personal interaction and the dynamics of performing live, whether in therapy or comedy. The discussion touches on the authenticity of in-person experiences and the challenges of performing and engaging with an audience, including dealing with stage fright and nervousness.

Second up was:

Keynote: Breaking Barriers, Shaping Narratives: How Women Lead on and Off the Screen.

Katie Couric, Errin Haines, Brooke Shields, Meghan, The Duchess of Sussex and Nacy Wang Yuen.

The discussion revolved around the challenges and progress in women's representation in media and the workplace, particularly for women of color and mothers. Key points include:

1. Media Representation of Women: Early television often depicted women in traditional roles, but shows like "Julia" and "The Mary Tyler Moore Show" began to challenge these norms, depicting women as independent and capable professionals.

2. Gender Equity in the Workplace: The struggle for equal opportunities and treatment in the workplace, as exemplified by personal experiences of negotiating for equal roles and responsibilities in high-profile jobs.

3. Ageism in Hollywood: The conversation addresses the limited roles available for older women in Hollywood, emphasizing the need for the industry to value the experience and versatility of mature actresses.

4. Social Media Impact: The negative effects of social media on mental health, particularly for women and girls, were discussed, including bullying, objectification, and the spread of harmful stereotypes. The need for systemic change in both social media policies and societal attitudes was emphasized.

5. Advocacy and Change: Efforts by individuals and organizations to combat these issues and promote positive representation, equity, and mental health were highlighted, including legal actions, educational campaigns, and supportive community initiatives.

Third and final was our main man Ben Crowe from Australia and Culture Amp.

They discussed the role of CultureAmp in enhancing organizational culture through data analysis and engagement, aiming to shift employees from culture consumers to creators. The platform helps organizations manage visibility, engagement, and performance by providing insights into daily operations and employee experiences. It emphasizes the importance of continuous feedback and performance conversations. The narrative transitions into a panel discussion with HR and diversity leaders from NASCAR and the Detroit Lions, and a professional mentor Ben Crowe, who shared their backgrounds and unique stories, highlighting the blend of personal experiences and professional insights they bring to the discussion on organizational culture and performance.

The conversation revolved around navigating uncertainty, particularly in leadership and management roles. Key points discussed include:

1. Navigating Uncertainty: Managers often face conflicting demands from their superiors and their teams, creating a challenging environment filled with uncertainty.

2. Balancing Expectations: The contrast between what leaders want from managers and what their teams expect creates a tightrope for managers to walk, emphasizing the importance of balancing these expectations.

3. Mental Well-being and Inclusion: The role of a manager isn't just about performance; it also encompasses mental well-being and fostering an inclusive environment.

4. Handling Uncertainty with the Right Mindset:

   • Acknowledge and accept the lack of control over certain aspects of life.

   • Focus on what can be controlled: intention, effort, and mindset.

   • Use past peak performance experiences to identify and harness positive psychological states.

5. Feedback and Improvement:

   • The concept of intentional pause and reflection on feedback is crucial for growth and improvement, akin to reviewing game tapes in sports.

   • Feedback should be treated as a workout, where one selectively takes what is necessary for growth, rather than trying to address everything at once.

6. Agency and Ownership: Emphasizing the need for personal agency in decision-making and the importance of treating organizational roles with a sense of ownership and long-term investment.

7. Engagement and Feedback:

   • Low engagement scores in organizations signal problems but also show that employees are still invested enough to provide feedback.

   • Feedback, even if critical, is essential for improvement and should be seen as an opportunity for growth.

8. The AAA Mindset Muscles:

   • Agency: Making decisions and asking questions to exert influence and control.

   • Acceptance: Recognizing and accepting what cannot be controlled.

   • Appreciation: Focusing on gratitude and positive aspects of work and life.

9. Practical Approaches to Feedback:

   • One-on-one meetings as effective venues for providing constructive feedback.

   • Allowing time for both the giver and receiver of feedback to process and reflect before taking further action.

View the report from the session here - https://www.cultureamp.com/resources/report/state-of-the-manager-2023-report

See you tomorrow! Also Cybertruck.

LY