TED演讲：优秀的领导怎么应对不确定性
字幕摘录
| 时间 | 英文 | 中文 |
|---|---|---|
| 0:04 | Welcome, Anjali. | 欢迎,安贾利。 |
| 0:05 | I'm so glad you're here with us today. | 我很高兴你今天和我们在一起 |
| 0:07 | Thank you, Stephanie. | 谢谢你,斯蒂芬妮。 |
| 0:08 | It is great to be here. | 很高兴来到这里。 |
| 0:09 | At Vimeo, you lead a workforce of 1,300 people worldwide. | 在维梅奥,你领导着全世界1300人的劳动力. |
| 0:14 | You have creatives, you have finance people, you have technologists. | 你有创造力,有金融家,有技术专家 |
| 0:19 | So I'm going to start with a really easy question. | 所以我首先要问一个很简单的问题。 |
| 0:21 | What was it like to manage this diverse workforce through a global pandemic, | 通过全球大流行来管理这种多样化的劳动力是什么感觉, |
| 0:27 | a racial reckoning, and a very fraught return to office? | 种族统计 和非常充满活力的复职? |
| 0:31 | Oh, it was a breeze, Stephanie, no. | 哦,这是微风,斯蒂芬妮,没有。 |
展开字幕全文（443 条）
| 序号 | 英文 | 中文 |
|---|---|---|
| 1 | Welcome, Anjali. | 欢迎,安贾利。 |
| 2 | I'm so glad you're here with us today. | 我很高兴你今天和我们在一起 |
| 3 | Thank you, Stephanie. | 谢谢你,斯蒂芬妮。 |
| 4 | It is great to be here. | 很高兴来到这里。 |
| 5 | At Vimeo, you lead a workforce of 1,300 people worldwide. | 在维梅奥,你领导着全世界1300人的劳动力. |
| 6 | You have creatives, you have finance people, you have technologists. | 你有创造力,有金融家,有技术专家 |
| 7 | So I'm going to start with a really easy question. | 所以我首先要问一个很简单的问题。 |
| 8 | What was it like to manage this diverse workforce through a global pandemic, | 通过全球大流行来管理这种多样化的劳动力是什么感觉, |
| 9 | a racial reckoning, and a very fraught return to office? | 种族统计 和非常充满活力的复职? |
| 10 | Oh, it was a breeze, Stephanie, no. | 哦,这是微风,斯蒂芬妮,没有。 |
| 11 | It was really challenging. | 这真的很有挑战性。 |
| 12 | And I think the only constant has been change. | 我认为唯一的常数是改变。 |
| 13 | And as a leader, you obviously have a workforce that's looking for certainty. | 作为一个领导者,你显然有一支 寻求确定性的队伍。 |
| 14 | And they're looking to control what's happening around them. | 他们想控制周围发生的事情 |
| 15 | And I think what we all found as leaders, no matter what company you were responsible for, | 我认为我们作为领导者所发现的 无论你对哪个公司负责 |
| 16 | was that you couldn't offer certainty and you couldn't always control the environment | 你无法提供确定性 也无法控制环境 |
| 17 | and the things around you. | 还有你身边的东西 |
| 18 | And so, you know, for me, it was really about agility. | 所以,你知道,对我来说, 这其实是关于敏捷。 |
| 19 | How do we stay flexible as a team? | 我们如何作为一个团队保持灵活? |
| 20 | How do we communicate in real time and keep people informed as we try and move through things? | 我们如何进行实时交流,让人们了解我们试图通过什么来改变事情? |
| 21 | And then also just how do we lead with more humanity? | 然后,我们如何以更多的人性领导? |
| 22 | You know, for Vimeo, one of the things I've really learned of the last few years is | 你知道,对于Vimeo, 我真正学到的东西之一 在过去几年中 |
| 23 | we each experience the world so differently. | 我们每个人对世界的体验如此不同 |
| 24 | We have employees who are remote. | 我们有员工是远程的。 |
| 25 | We have an incredible team in Ukraine. | 我们有一个令人难以置信的团队 在乌克兰。 |
| 26 | These are people who, employees who are on the front lines, who are literally at war. | 这些人,在前线的员工, 他们实际上在打仗。 |
| 27 | On the other hand, you have people, you know, in different parts of the world | 另一方面,你的人,你知道, 在世界各地 |
| 28 | who are experiencing mental health challenges or burnout. | 正在经历心理健康挑战或疲惫的人。 |
| 29 | And so, I think it was really just the hardest part was not being able to give everyone certainty, | 所以,我觉得这真的是最难的部分 是不能给每个人确定, |
| 30 | not being able to just apply a one-size-fits-all rule for everyone. | 不能仅仅为每个人适用一刀切的规则。 |
| 31 | But I ultimately think it forced us as a company to build more trust | 但我最终认为这迫使我们作为一个公司 建立更多的信任 |
| 32 | because to be agile and flexible and to lead with humanity, you have to trust each other. | 因为要敏捷灵活,与人性相引导,就必须互相信任. |
| 33 | And so, I'm sort of optimistic that actually what we're emerging from this time | 所以,我有点乐观 实际上,我们从这段时期开始 |
| 34 | with a culture that is more flexible and nimble and also hopefully has more trust. | 一种更灵活、更灵活、而且希望更信任的文化。 |
| 35 | Can you give an example of something that you put into place perhaps during the pandemic | 能不能举个例子 说明一下在大流行期间 |
| 36 | to enhance communications or build trust or, you know, create a greater sense of community | 增进沟通或建立信任,或创造更大的社区感 |
| 37 | or even to communicate that there is no certainty that is a muscle that you think | 或甚至沟通,没有确定性 这是一个肌肉,你认为 |
| 38 | you'll continue to use in the organization far into the future? | 你会继续使用 在组织 远未来? |
| 39 | There's a couple things that we did. | 我们做了几件事 |
| 40 | One, and we are a video platform, so I obviously have to talk about video, | 第一,我们是一个视频平台 所以我显然得谈谈视频 |
| 41 | but I mean this sincerely. | 我是认真的 |
| 42 | One of the hardest parts when you're all sort of disparate is you lose context and you lose nuance. | 当你们彼此不同时 最难的一面就是 失去上下文和细微差别 |
| 43 | When you communicate. | 当与人交流. |
| 44 | And we did make a concerted effort to move away from email and chat, | 我们确实做出了一致努力 远离电子邮件和聊天, |
| 45 | text-based communication as much as possible and actually try, | 基于文本的尽可能多的通信并实际尝试, |
| 46 | particularly for our leadership team when we were communicating, | 特别是对我们沟通时的领导团队, |
| 47 | to do it with your face and your hands and your body and your emotions. | 用你的脸 手 身体和情感来做 |
| 48 | And we did that through live streaming a lot of communications, recording a lot of videos. | 我们通过实时通讯,录制了很多视频。 |
| 49 | We sent asynchronous video messages. | 我们发送了同步视频信息。 |
| 50 | So I record my screen and just send a note out to people. | 所以,我录下我的屏幕, 然后给大家发个字条。 |
| 51 | Every new hire does a video to welcome and introduce themselves. | 每份新工作都会制作一段视频来欢迎和自我介绍. |
| 52 | A lot of our meetings we've actually replaced with just quick video presentations. | 我们的很多会议 我们实际上都换成了 快速的视频演示。 |
| 53 | And actually what that really did was allow the humanity in the context to come through. | 事实上,它真正做到的 就是让人类在背景中度过。 |
| 54 | And I think that helped us a lot kind of stay close. | 我认为这帮了我们很多 贴近。 |
| 55 | So that was one, I think, really important thing. | 所以,我认为,这是一件很重要的事。 |
| 56 | Another important thing is I think just creating mechanisms to make it easier to talk about | 另一件重要的事是 我想只是创建一些机制 以方便谈论 |
| 57 | when things aren't working because a critical part of being agile | 当事情不起作用,因为 关键的一部分是敏捷 |
| 58 | is recognizing we have an area that isn't working. | 承认我们有一个领域是行不通的。 |
| 59 | And so one of the things that we do at Vimeo is we try, | 所以维米奥的其中一件事 就是我们尝试 |
| 60 | I do this in all of my town halls, we do in a lot of meetings, | 我在我的所有市政厅都这样做, 我们做很多会议, |
| 61 | is always talk about what's working, what are top three things, | 总是谈论什么是工作, 什么是前三件事, |
| 62 | and what isn't working yet. | 还没成功 |
| 63 | And we've kind of created, I think, a framework that sort of takes a stigma away from talking | 我们创造了一种框架,我想, 这种框架 取了一种耻辱 从说话 |
| 64 | about what's not working. | 关于什么是无效的。 |
| 65 | And when you make that normalized and comfortable for people, | 当你让这个正常和舒适的人, |
| 66 | I feel like it's allowed us to be more open as an organization about | 我觉得它允许我们作为一个组织 更加开放 |
| 67 | what do we need to change? | 我们需要改变什么? |
| 68 | What do we need to pivot? | 我们需要什么? |
| 69 | And both of those, you know, sort of being more video first in our communication | 和这两个,你知道的,排序 更多的视频 在我们的沟通中 |
| 70 | and being more transparent and normalizing what's not working, | 和更加透明 和正常化什么是不起作用, |
| 71 | I think this has been really helpful and certainly something we're carrying forward. | 我认为这确实很有帮助,而且我们确实在继续前进。 |
| 72 | I love that advice about being video first. | 我喜欢这个建议 关于视频先。 |
| 73 | So many of our members of our workforce live in a video world. | 我们许多员工生活在视频世界中。 |
| 74 | They're used to video as a means of communication. | 他们习惯于以视频作为交流手段. |
| 75 | Which brings me to my next question. | 这让我想到我的下一个问题。 |
| 76 | You've talked about how the organization has changed. | 你说过组织如何改变的 |
| 77 | How do you see the workforce changing? | 你如何看待劳动力的变化? |
| 78 | What is different with the young millennials | 年轻千年有什么不同 |
| 79 | and even now the first wave of Gen Z coming into the workplace? | 即使是现在 Gen Z 进入工作场所的第一波? |
| 80 | Oh, I think it's incredibly different. | 哦,我觉得这是令人难以置信的不同。 |
| 81 | And, you know, one of the things that we think about at Vimeo a lot | 在维米奥我们经常想到的事情之一 |
| 82 | is a lot of the mechanisms and communication modes that we still use today, | 是我们今天仍然使用的许多机制和交流模式, |
| 83 | they're really antiquated. | 他们真的过时了。 |
| 84 | They were designed for a totally different environment | 他们设计的环境完全不同 |
| 85 | and a totally different generation. | 和完全不同的一代人 |
| 86 | But I see a lot of differences. | 但我看到了很多不同之处。 |
| 87 | One of them, I think, is the line between your personal life | 我认为其中之一是你个人生活的界线 |
| 88 | and work life is definitely blending. | 工作生活绝对是混合的。 |
| 89 | And we're used to, if you think about your personal life, look at TikTok. | 我们习惯了,如果你考虑你的个人生活, 看看TikTok。 |
| 90 | This generation is used to consuming, content, learning, engaging | 这代人习惯于消费,内容,学习,参与 |
| 91 | in a very specific way. | 以非常具体的方式。 |
| 92 | And if they then have to come to work and to be trained on a job, | 如果他们要来工作 接受工作训练 |
| 93 | read a 300-page manual, it's not going to happen, right? | 读了一本300页的手册,它不会发生,对不对? |
| 94 | Or if you miss the meeting and you have to watch the Zoom recording | 或者,如果你错过了会议,你必须看 缩放录音 |
| 95 | of a three-hour meeting, that's just not going to happen. | 三个小时的会议, 那只是不会发生。 |
| 96 | And so I think that there is definitely sort of this, | 所以我认为肯定有这种事情 |
| 97 | we talk about the consumerization of enterprise | 我们谈论企业的消费 |
| 98 | and those are just fancy words for saying the way that things | 那些只是花言巧语 说的方式事物 |
| 99 | that way we communicate and interact it in our personal lives | 这样我们才能在个人生活中沟通和互动 |
| 100 | is going to translate to work. | 将翻译为工作。 |
| 101 | And so I definitely think that's an area of opportunity. | 所以我肯定认为这是一个机会的领域。 |
| 102 | The other thing I see from sort of the generation, | 我从一代人那里看到的另外一件事 |
| 103 | the newest generation coming into the workforce | 进入劳动力队伍的最新一代 |
| 104 | is sort of, of course, mission-driven. | 当然是任务驱动的 |
| 105 | But I think there's a desire to really understand the why behind things. | 但我觉得有人想要真正理解 事情背后的原因 |
| 106 | And one of our sort of communication mantras is | 我们的一种交流口号是 |
| 107 | we never talk about the what without the why. | 我们从来没有谈论什么 没有原因。 |
| 108 | And I think there's just a desire to, you know, the idea of like, | 我想只是希望,你知道的, 想法是这样, |
| 109 | well, there's a hierarchy or, you know, my boss told me | 好吧,有一个等级,或者,你知道,我老板告诉我 |
| 110 | that this is what we're going to do or, you know, | 这就是我们要做的,或者,你知道, |
| 111 | that I think is increasingly moving away. | 我认为,正在逐渐消失。 |
| 112 | And people, they don't want to just do something | 和人们,他们不想 只是做一些事情 |
| 113 | because someone with a sort of formal authority told them to do it. | 因为有正式授权的人叫他们这么做 |
| 114 | They want to do it because they understand why it matters, | 他们想这样做 因为他们明白为什么它很重要, |
| 115 | why it ties to the mission. | 为什么它和任务有关 |
| 116 | And I think that that forces, you know, leaders | 我认为,这些力量,你知道,领导人 |
| 117 | to really bring more of the why into how we communicate | 真正将更多的原因 引入我们如何沟通 |
| 118 | and motivate people. | 并激励人们。 |
| 119 | So those are two of the things I see. | 所以我看到的是这两件事。 |
| 120 | And then, you know, the third I think is just flexibility, right? | 然后,你知道,第三个 我认为只是灵活性,对不对? |
| 121 | I think, and this is true of all of us, | 我想,这是我们所有人的真理, |
| 122 | but particularly the younger generation, | 特别是年轻一代, |
| 123 | I think they're looking for flexibility | 我觉得他们在找灵活 |
| 124 | and they want options and choices. | 他们想要选择和选择。 |
| 125 | And, you know, it's not always easy and feasible | 而且,你知道, 它并不总是容易和可行的 |
| 126 | to provide ultimate flexibility, | 为最终提供灵活性, |
| 127 | but this is where I try and orient it more to agility. | 但我正试着让它更敏捷 |
| 128 | It's like, how can we have approaches and principles | 就像,我们怎么能有办法和原则 |
| 129 | and be committed to things, | 并谨守拜功, |
| 130 | but also know when to question and when to actually pivot? | 但也知道什么时候问 什么时候问 什么时候问? |
| 131 | Anjali, can you share a few examples of ways | 安贾利,你能分享一些方法的例子吗? |
| 132 | that you at Vimeo have tried to really be proactive | 在维米奥的你已经尝试了 真正的主动 |
| 133 | when it comes to addressing or understanding | 在涉及或理解时 |
| 134 | what your next generation of employees are going to want, | 你的下一代员工会想要什么, |
| 135 | either in terms of purpose or in terms of benefits | 目的或福利 |
| 136 | or in terms of flexibility? | 或者就灵活性而言? |
| 137 | Are there programs or processes you've put in place | 是否有程序或过程 您已经设置 |
| 138 | {\fn黑体\fs22\bord1\shad0\3aHBE\4aH00\fscx67\fscy66\2cHFFFFFF\3cH808080}这真的跟大海变化有关 | |
| 139 | we're seeing in terms of values from the workforce? | 我们从劳动力的价值观来看 |
| 140 | Firstly, of course, it's all about listening, right? | 首先,当然,这是所有关于听,对不对? |
| 141 | And I think, like many organizations, | 我认为,像许多组织一样, |
| 142 | the way we've tried to listen and understand our workforce, | 我们试图倾听和理解我们的工作队伍, |
| 143 | it's very similar. | 这是非常相似的。 |
| 144 | It's Q&As and engagement surveys and things like that. | 这是"As"和"约定调查"之类的东西. |
| 145 | And some of the things that we've done, | 和一些事情,我们已经做了, |
| 146 | we have a people and culture NPS, | 我们有一个民族和文化核动力源, |
| 147 | sort of Net Promoter Score, | 某种网络促进者得分, |
| 148 | the same way we have for our users, for our internal teams. | 我们的用户和内部团队一样 |
| 149 | But I would say one of the things that we've really tried to do | 但我会说出我们真正想做的事之一 |
| 150 | is appreciate that when we get inputs from our employees, | 感谢我们从员工那里得到投入 |
| 151 | 1,300 employees, you can't look at the averages. | 1300名员工,不能看平均值. |
| 152 | You can't look at it all in totality | 你总不能全看 |
| 153 | and try and pull out like an obvious, | 并尝试抽出 像一个明显的, |
| 154 | oh, this is how everybody's feeling. | 哦,这是每个人的感觉。 |
| 155 | Because when you really dig into it and truly listen | 因为当你真正挖掘 并真正听 |
| 156 | and do focus groups and talk to people, | 并谨守重点,并与人交谈; |
| 157 | what you'll find is actually there's very different experiences | 你会发现的其实是 不同的经历 |
| 158 | and desires among your employees. | 和你的仆人中的私欲。 |
| 159 | And so I think for us, what we've really just tried to do | 所以我想,对于我们来说, 我们所做的一切 |
| 160 | is have a bunch of different listening mechanisms | 有很多不同的监听机制 |
| 161 | and then resist the urge to conveniently pull like, | 并抵制 冲动 方便拉像, |
| 162 | oh, this is what everyone's feeling. | 哦,这是大家的感觉。 |
| 163 | Let's just do this thing as the action. | 让我们做这个作为行动。 |
| 164 | And it's hard and we're still kind of figuring it out. | 很难,我们还在想 |
| 165 | But I will tell you, some of the things that we've heard | 但我会告诉你 我们听到的一些事情 |
| 166 | from employees have changed our approach to hybrid work | 因为员工改变了我们混合工作的方法 |
| 167 | or travel or even things like our approach to compensation | 旅行甚至像我们赔偿的方法 |
| 168 | or our approach to DE&I. | 或者我们处理DE&I的方法 |
| 169 | And so I think it's more just, like I said, | 所以我觉得这更公正 就像我说的 |
| 170 | that agile listening, like constantly really understanding | 敏捷的听, 像不断真的理解 |
| 171 | what's happening, but not treating everything | 发生什么了,但不治疗一切 |
| 172 | as like an average or the same. | 就像一个平均或相同的。 |
| 173 | And for us, it's been particularly stark | 对我们来说,这是特别严峻的 |
| 174 | because we have offices and teams in so many different countries | 因为我们在许多不同国家都有办公室和团队 |
| 175 | and the differences, they're substantial. | 和区别,它们是实质性的。 |
| 176 | They're really substantial about the way we solve different things. | 他们对于我们解决不同问题的方式来说是实质性的。 |
| 177 | And we used to have a very sort of one Vimeo global approach | 我们曾经有一个非常 一种维米奥全球方法 |
| 178 | in the name of consistency and fairness. | 以一致和公平的名义。 |
| 179 | And what we found is we have to be more localized. | 我们发现的是,我们必须更加本地化。 |
| 180 | We really do, we have to design mechanisms | 我们真的要设计机制 |
| 181 | to support our teams in a very different way | 以非常不同的方式支持我们的团队 |
| 182 | because their experiences in the world around them | 因为他们在周围世界的经历 |
| 183 | is quite different. | 这是相当不同的。 |
| 184 | So I think that's definitely been one. | 所以,我认为这绝对是一个。 |
| 185 | And I will tell you, it has involved a lot of, | 我会告诉你, 这涉及到很多, |
| 186 | as an executive team and leadership team, | 作为执行团队和领导团队, |
| 187 | it's involved a lot of trying things, | 这涉及到很多尝试的事情, |
| 188 | it not working and changing them. | 它不起作用和改变它们。 |
| 189 | And a great example is our Q&A. | 一个伟大的例子是我们的A。 |
| 190 | I feel like every leader I know has a perspective | 我觉得每个我认识的领袖都有观点 |
| 191 | on whether they do open Q&A or anonymous Q&A | 是否打开QQA或匿名QQA |
| 192 | 或实时QQA. | |
| 193 | We've changed our approach there multiple times. | 我们多次改变方法 |
| 194 | And I know we will again, because we're still figuring out | 我知道我们会再次,因为我们仍在想 |
| 195 | the right way to listen and have a dialogue | 正确的倾听和对话方式 |
| 196 | with a very diverse workforce. | 拥有非常多样化的劳动力队伍. |
| 197 | I want to stay on newcomers to the workplace | 我想留在新来的工作场所 |
| 198 | for just another moment because another thing I hear | 就一会儿 因为我听到另一件事 |
| 199 | from CEOs of my generation and older | 我这代人和年纪大的CEO |
| 200 | is a concern about making sure that we are | 是为了确保我们 |
| 201 | not just providing our youngest employees | 不只是提供我们最年轻的员工 |
| 202 | with the flexibility and the purpose that they need, | 本着他们所需要的灵活性和目的, |
| 203 | but also the training and the wisdom | 训练与智慧, |
| 204 | that comes oftentimes from being in close proximity | 时常从近处出现 |
| 205 | to a mentor or to somebody who's done the job | 给一个导师或一个做过工作的人 |
| 206 | for many more years. | 还要等很多年 |
| 207 | What is your philosophy and take on making sure | 你的哲学原理是什么? |
| 208 | that that knowledge transfer is happening? | 知识转移正在发生? |
| 209 | I think it's a major challenge that I don't know | 我觉得这是一个重大的挑战 我不知道 |
| 210 | that everyone will sort of have a solution for. | 每个人都会有一个解决方案。 |
| 211 | I think about that all the time. | и稱硂 |
| 212 | We have a very distributed workforce at Vimeo. | 维米奥的劳动力分布很广 |
| 213 | We have people in over eight countries. | 我们有超过8个国家的人。 |
| 214 | My executive team is entirely distributed. | 我的执行团队已经完全分配了 |
| 215 | So I've really realized the benefits of being able | 所以,我真的意识到 能够的好处 |
| 216 | to have a distributed workforce and being able | 拥有一支分布式劳动力队伍并有能力 |
| 217 | to attract talent and just be more inclusive. | 吸引人才,更包容 |
| 218 | On the flip side, there's definitely, I think, | 在反面,肯定有,我认为, |
| 219 | a lack of the same kinds of learning opportunities | 缺乏同样的学习机会; |
| 220 | and mentorship, particularly for the youngest folks | 特别为最年幼的人提供辅导 |
| 221 | that are entering the workforce. | 他们正在进入劳动力队伍。 |
| 222 | So I think it's a challenge. | 所以,我认为这是一个挑战。 |
| 223 | One of the approaches that we've been taking is, | 我们采取的方法之一是 |
| 224 | and what's sort of nice is we're modeling it at the top. | 不错的是我们在顶端做模特 |
| 225 | So if my entire executive team is distributed, | 所以,如果我的整个执行团队被分配, |
| 226 | that means I have to learn how to provide | 这意味着我必须学会如何提供 |
| 227 | real-time feedback, mentorship, and development | 实时反馈、辅导和发展 |
| 228 | {\fn黑体\fs22\bord1\shad0\3aHBE\4aH00\fscx67\fscy66\2cHFFFFFF\3cH808080}为刚加入的一群新高管 | |
| 229 | We have sort of changed up the executive team | 我们调换了执行团队 |
| 230 | almost entirely in the last 12 months. | 几乎完全在过去12个月。 |
| 231 | So I've had to deal with the same challenges. | 所以我不得不面对同样的挑战。 |
| 232 | And we've had to literally, we call it our operating system, | 我们不得不从字面上说, 我们称之为我们的操作系统, |
| 233 | we've had to design an operating system as an executive team | 我们不得不设计一个操作系统 作为执行团队 |
| 234 | for how we're going to work together in that environment. | 我们如何在那种环境下合作。 |
| 235 | How do we share real-time feedback? | 我们如何分享实时反馈? |
| 236 | How do we create sort of the right communication loops? | 我们如何创建正确的沟通循环? |
| 237 | And so I think from my perspective, | 所以我从我的角度来看 |
| 238 | we have to be able to do it ourselves and model it. | 我们必须能够自己做 并模拟它。 |
| 239 | And then I think it's a more proven mechanism | 然后我觉得这是一个更 证明的机制 |
| 240 | for young people. | 为年轻人服务。 |
| 241 | I will say, like many companies, | 我会说,像很多公司, |
| 242 | I do believe that in-person collaboration | 我相信当面合作 |
| 243 | is really important for learning. | 对学习很重要 |
| 244 | We do have, we bring people into an office. | 我们有,我们带人进入办公室。 |
| 245 | If you're remote, we ask folks to come in | 如果你是远程的,我们请大家进来 |
| 246 | and spend time in a room with their team, | 和他们的团队共度时光 |
| 247 | do social activities, all of those things. | 做社会活动, 所有这些事情。 |
| 248 | I don't think they will go away, nor do I think they should. | 我觉得他们不会走的 我觉得他们也不应该走 |
| 249 | But candidly, it's an area that I don't think | 但坦白地说,这是一个我不认为的领域 |
| 250 | we've really figured out perfectly. | 我们真的想通了 |
| 251 | And I think it's really critical that as leaders we do that | 我认为,作为领导者,我们这样做是非常重要的 |
| 252 | so that this next generation is able to get | 这样下一代就能得到 |
| 253 | the same growth opportunities that we all have. | 我们都有同样的增长机会。 |
| 254 | Well, and it's interesting, the tools that you mentioned | 嗯,这很有趣, 你提到的工具 |
| 255 | at the very beginning of our conversation around video | 在开始我们的对话 围绕视频 |
| 256 | can be really helpful there. | 这会很有帮助的 |
| 257 | I've heard of a number of organizations | 我听说过很多组织 |
| 258 | that have really encouraged their young people | 真正鼓励了年轻人 |
| 259 | {\fn黑体\fs22\bord1\shad0\3aHBE\4aH00\fscx67\fscy66\2cHFFFFFF\3cH808080}作为出门的一种方式 {\fn黑体\fs22\bord1\shad0\3aHBE\4aH00\fscx67\fscy66\2cHFFFFFF\3cH808080}我不得不说 | |
| 260 | and find the information they need. | 找到他们需要的信息 |
| 261 | And then because we have video tools available to us now, | 因为我们现在有视频工具 |
| 262 | they have an opportunity to share their ideas | 他们有机会分享他们的想法 |
| 263 | with a large group of people. | 与一大群人. |
| 264 | But first kind of going through the fact-finding | 但首先要通过事实调查 |
| 265 | and the research and then sharing their ideas. | 和研究,然后分享他们的想法。 |
| 266 | In an earlier comment, you talked a little bit | 刚才你讲了一些话 |
| 267 | about mental wellness and the different things | 关于心理健康和不同的事情 |
| 268 | that people are bringing to work, | 人们正在带来工作, |
| 269 | whether it is exhaustion, burnout. | 无论它是否疲惫,燃烧。 |
| 270 | During the Black Lives Matter protests, | 在黑色生命物的抗议期间, |
| 271 | we had a lot of people coming to the office feeling trauma | 我们有很多人来办公室 感到创伤 |
| 272 | and feeling really personal issues bubble to the surface. | 并感觉真正的个人问题 泡沫到表面。 |
| 273 | I'm wondering if you can share a little bit | 我想请你分享一下 |
| 274 | about how you deal with this increasing personal... | 关于你如何应对这个越来越个人... |
| 275 | When people bring their whole selves to the office, | 当人们把全部自己带到办公室, |
| 276 | which we encourage, sometimes they bring things, | 我们鼓励他们,有时他们带来东西, |
| 277 | parts of themselves that are challenging. | 其部分具有挑战性。 |
| 278 | I think I've always thought it's the responsibility | 我觉得我一直认为责任在心 |
| 279 | of a leader is to empower people to do their best work | 领导者是赋予人们力量 让他们尽其所能 |
| 280 | and the responsibility of a company | 公司的责任 |
| 281 | is to empower our people to do their best work. | 即增强我国人民的能力,使他们能尽其最大努力。 |
| 282 | And so of course we have a real role to play | 所以,我们当然要发挥真正的作用 |
| 283 | in supporting things like mental health issues or burnout. | 支持诸如心理健康问题或疲惫症之类的事情。 |
| 284 | And the way I think, like many companies, | 我认为,像许多公司一样, |
| 285 | the way we initially probably sought to do that | 我们最初可能想这么做的方式 |
| 286 | was more that you're seeing a problem and you're reacting | 更多的是,你看到一个问题 你的反应 |
| 287 | by trying to provide mental health resources | 通过提供心理健康资源 |
| 288 | or support or time off and empathy, just empathy. | 或支持或暂停 和同情,只是同情。 |
| 289 | And I think that's really important. | 我认为这是非常重要的。 |
| 290 | And I always say to so many of our managers, just care. | 我总是对我们的很多经理说, 只是关心。 |
| 291 | If we just care, a lot of things get easier. | 如果我们只是关心, 很多事情变得更容易。 |
| 292 | You don't have to design 100 mechanisms | 你不必设计100个机制 |
| 293 | if you just have the right people in place who care. | 如果你有合适的人 谁关心。 |
| 294 | At the same time, I will say what we're realizing now | 同时,我也会说出我们现在意识到的 |
| 295 | in sort of this next phase is that that's a reactive approach. | 下一个阶段是 一种反应性的方法 |
| 296 | And actually the root cause that we can control, | 而实际上 根本原因 我们可以控制, |
| 297 | Avimeo, the root cause of a lot of stress and burnout | Avimeo,造成压力和燃烧的根源 |
| 298 | is sometimes people either don't have enough, | 有时候人要么不够, |
| 299 | we don't have enough focus, right? | 我们没有足够的焦点,对不对? |
| 300 | We're being asking people to do too many things | 我们要求人们做太多的事 |
| 301 | or they don't feel like they're supported | 或者他们觉得自己没有被支持 |
| 302 | in doing those things. | 在做这些事情。 |
| 303 | And that I think is actually where we should be spending more time | 我觉得我们该多花点时间 |
| 304 | is how do we actually set the right prioritization and focus? | 我们实际上如何确定正确的优先顺序和重点? |
| 305 | There's some issue there, right? | 有问题,对不对? |
| 306 | There's a root cause there that's oh, I feel like I'm stressed | 有个根源就是 哦 我觉得我压力很大 |
| 307 | because there's too much going on and I don't feel equipped to solve it. | 因为发生太多事了 而我觉得没有办法解决 |
| 308 | Then we should get into the what is the detail there | 那我们就去查查里面的细节 |
| 309 | and do we need to do things differently? | 我们需要做不同的事情吗? |
| 310 | And one of our themes at Avimeo this year was do less, better. | 我们今年在阿维梅奥的其中一个主题 是做更少,更好。 |
| 311 | As the economy starts to maybe move sideways, | 当经济开始 移动侧面, |
| 312 | do you think that there are going to be stakeholders | 你认为会有利益相关者吗? |
| 313 | who say out with all of this touchy-feely, | 他们用这种感觉说, |
| 314 | the workplace as a family stuff, where are my results? | 我的成绩呢? |
| 315 | Absolutely. | 当然 |
| 316 | I think the pendulum has already swung pretty clearly. | 我想笔尖已经很清晰了 |
| 317 | I mean, I work in SaaS, software as a service, | 我的意思是,我在SaaS工作, 软件作为一种服务, |
| 318 | so we already went from the growth at all cost | 所以我们已经不惜一切代价摆脱增长 |
| 319 | to profitability, pendulum swing. | 到盈利, 笔鼓摇摆。 |
| 320 | My perspective on this, and it hasn't changed, | 我的观点,它没有改变, |
| 321 | I think the best leaders and cultures deliver results | 我认为最好的领导者和文化能带来结果 |
| 322 | and treat people well. | 并善待众生. |
| 323 | And I actually think if you treat people well with kindness and empathy, | 我实际上认为如果你善待人 善待人和同情 |
| 324 | you will get better results. | 你会得到更好的结果。 |
| 325 | And so for me, I think what I observed over the last few years is | 所以对我来说,我认为我在过去的几年里观察到的是 |
| 326 | that part, I think, hasn't changed and shouldn't change. | 我认为,这部分没有改变,不应该改变。 |
| 327 | There were, I think, a lot of times when companies, | 有很多时候,我想,当公司, |
| 328 | we did things because maybe it was lip service or we felt pressured. | 我们做了一些事情,因为也许这是口头服务 或者我们感到压力。 |
| 329 | And that's not going to be sustainable. | 这不会是可持续的。 |
| 330 | But that's not what, ultimately, that's not what people need in any case. | 但最终,这不是人们需要的。 |
| 331 | So I sort of see it as the way you channel | 所以,我有点把它看作是你的方式 |
| 332 | how you are caring towards your employees and how you are empathetic | 你如何关心你的员工, 你如何同情 |
| 333 | always should be in service of helping people do their best work, | 永远应该为帮助人们做他们最好的工作服务, |
| 334 | which will deliver results, which will be good for the bottom line. | 将产生结果,这对底线是有利的。 |
| 335 | And you have to believe that, and you have to be committed to that. | 你必须相信这一点, 你必须致力于这一点。 |
| 336 | And if you use that consistently in your decision making, | 如果你在决策中坚持使用这个方法 |
| 337 | it should not be a trade-off. | 这不应该是一种取舍。 |
| 338 | These are not mutually exclusive things. | 这些并不是相互排斥的。 |
| 339 | Anjali, how have you been taking care of yourself | Anjali,你最近怎样照顾自己? |
| 340 | during this period of tremendous turmoil and change, but also growth? | 在这巨大的动荡和变化的时期, 但也增长? |
| 341 | You mentioned you just had a baby. | 你说你刚生了个孩子 |
| 342 | There's a lot on your shoulders. | 肩上甚处来. |
| 343 | How, as a leader, do you practice some self-care | 作为领导者,你如何练习自我护理 |
| 344 | or how do you make sure that you're getting the balance | 或者如何确保你得到平衡 |
| 345 | you need to be the most effective leader you can be? | 你需要成为一个最有效的领导者吗? |
| 346 | I think recently the phrase I use a lot to myself is | 我觉得最近我经常用这句话 |
| 347 | two things can be true. | 两件事可以是真的 |
| 348 | Both can be true. | 二者皆能真实. |
| 349 | I say this a lot. | 我常这么说 |
| 350 | And for me, I think of it as like this job is hard | 对我来说,我觉得这工作很辛苦 |
| 351 | and it's gotten harder. | 越来越难了 |
| 352 | We went public at the height of the pandemic last year. | 我们在去年的流行高峰期公开了。 |
| 353 | Market volatility has been tremendous. | 市场波动很大。 |
| 354 | We're obviously going through a ton with the post-pandemic. | 我们显然正在经历一吨 后扩大。 |
| 355 | We have a team in Ukraine going through a war, | 我们有一个团队在乌克兰 经历一场战争, |
| 356 | all these things that have happened. | 所有这些事情都发生了。 |
| 357 | And so it's a hard job. | 故曰苦业. |
| 358 | And it's an incredibly privileged job. | 这工作非常有特权 |
| 359 | It's a gift, right? | 这是一个礼物,对不对? |
| 360 | And so I think for me, it's sort of acknowledging | 所以我想,对我来说, 它有点承认 |
| 361 | both of those things has helped me a lot. | 这两件事都对我很有帮助 |
| 362 | The way I've tried to kind of lead has been, | 我试图引导的方式是, |
| 363 | it's always been this way, which is for me, | 一直都是这样,对我来说 |
| 364 | I have to have passion. | 我必须有激情。 |
| 365 | I have to believe so deeply that what Vimeo is doing | 我必须深深相信维米奥的所作所为 |
| 366 | is important and matters for the world. | 对世界很重要和重要。 |
| 367 | And if I have passion, I have energy | 如果我有热情,我有精力 |
| 368 | and then I can kind of move through anything. | 然后,我就可以移动 通过任何东西。 |
| 369 | I have to find joy in my team. | 我必须在我的团队中找到快乐。 |
| 370 | I feel like especially in hard times, | 我觉得特别是在困难时期 |
| 371 | I look back at my career and actually | 我回顾我的事业,其实 |
| 372 | some of my most fulfilling times in work | 一些我最满意的工作 |
| 373 | were when in the hardest business situations. | 是在最困难的经营环境。 |
| 374 | But it's because it brought a group of people together | 因为它把一群人聚集在一起 |
| 375 | all in one team. | 都在一个团队。 |
| 376 | And so I think that's been a really big part of it. | 所以,我认为这是一个非常大的一部分。 |
| 377 | And then, yeah, like you have to be a little selfish | 然后,是的,就像你必须有点自私 |
| 378 | sometimes and take care of yourself. | 有时要照顾好自己 |
| 379 | And I am really fortunate. | 我很幸运 |
| 380 | I think I have a great support network around me. | 我觉得我身边有个很好的支持网络 |
| 381 | And I do, I always say, my husband and I have a deal | 而我,我总是说, 我的丈夫和我有一个交易 |
| 382 | where on Sundays I disappear for a couple hours. | 星期天我消失几个小时 |
| 383 | I just disappear and I walk around the city | 我只是消失了,我走在城市周围 |
| 384 | and I listen to my music and I do whatever I need to do. | 我听音乐,做我该做的 |
| 385 | And that's really important. | 这很重要。 |
| 386 | So you talked about how hybrid work | 所以,你谈到 如何混合工作 |
| 387 | is going to look very different in the future | 将来会变得很不一样 |
| 388 | than how we describe it today. | 而不是我们今天描述的 |
| 389 | It's basically in office a couple days, | 它基本上在办公 几天, |
| 390 | work from home a couple of other days. | 离家工作两天 |
| 391 | Tell us a little bit more about what you could | 跟我们多说说你能做什么 |
| 392 | potentially see that evolving into. | 可能看到它演变成。 |
| 393 | I mean, I think the idea of an office | 我的意思是,我想的想法 一个办公室 |
| 394 | as a time and place completely goes away, right? | 作为时间和地点 完全消失,对不对? |
| 395 | And I think it's really going to be people | 我觉得这真的是人 |
| 396 | are going to want to work from anywhere, | 想要从任何地方工作, |
| 397 | anywhere in the world. | 世界上任何一处 |
| 398 | Even the concept of where you're located | 甚至连你在哪里的概念 |
| 399 | is going to change. | 将会改变 |
| 400 | And then the idea of I'm going to work on this time zone | 然后,我的想法 我要工作在这个时区 |
| 401 | or I'm going to attend this meeting | 要不然我就参加这个会 |
| 402 | that's scheduled on this date, | 这个日期 |
| 403 | I think that's going to go away. | 我想这会消失的 |
| 404 | And I think what you're going to find is more and more work, | 我想你会找到的 是越来越多的工作, |
| 405 | particularly from knowledge workers, | 特别是知识工作者, |
| 406 | is going to be done anywhere, anytime. | 随时随地都会完成 |
| 407 | Communication and collaboration will happen asynchronously. | 沟通与合作将同步进行。 |
| 408 | And we will be using tools and technology, | 我们将使用工具和技术, |
| 409 | whether it's video, whether it's AI, | 无论是视频,还是AI, |
| 410 | to basically enable that at scale | 基本实现规模化 |
| 411 | among many people anywhere in the world. | 在世界上任何地方的许多人中 |
| 412 | And then I think leadership, | 然后我想领导, |
| 413 | leaders are going to look different, right? | 领导者看起来会不同 对吧? |
| 414 | Because I think it's going to require, | 因为我认为这需要, |
| 415 | if you think about the skill set, | 如果你想到那一套技能 |
| 416 | to be a global CEO 30 years ago | 30年前成为全球首席执行官 |
| 417 | versus what that will require now, | 现在需要什么? |
| 418 | I think in the future, | 我想将来 |
| 419 | you're going to have to be the skill sets | 你必须是 技能集 |
| 420 | going to be like, how do you communicate | 将会是,你如何沟通 |
| 421 | with diverse global audiences and employees | 具有不同全球受众和雇员 |
| 422 | across time zones in a way that is effective, | 以有效的方式跨越时区, |
| 423 | that provides context and alignment at scale? | 提供上下文和规模调整? |
| 424 | How do you organize programs, | 如何组织节目, |
| 425 | whether it's compensation, | 无论是补偿, |
| 426 | whether it's training, | 无论是训练, |
| 427 | all of that is going to look very different. | 这一切都会看起来非常不同。 |
| 428 | But I think the ultimate thing you'll see | 但我认为你最终会看到 |
| 429 | is just there were these constraints | 只是有这些限制 |
| 430 | that we've lived with, | 我们一起生活过 |
| 431 | whether it was time or place or budget in some cases. | 在某些情况下,无论是时间、地点或预算。 |
| 432 | And I think those constraints are going to go away. | 我认为这些限制将会消失。 |
| 433 | And the promise is that if we are flexible and smart | 而承诺是,如果我们灵活和聪明 |
| 434 | and we use technology in the right way, | 我们用正确的技术, |
| 435 | that will actually come away | 这会真的消失 |
| 436 | a much more evolved and efficient workforce. | 一支更发达、更有效率的劳动力队伍。 |
| 437 | Well, I think you just showed us | 嗯,我想你只是给我们看 |
| 438 | some of the passion that you've talked about | 你所说的一些激情 |
| 439 | as being the thing that gives you energy | 作为给你能量的东西 |
| 440 | to lead that organization of 1300 people worldwide. | 领导全世界1300人的组织。 |
| 441 | Anjali, thank you so much for being here today. | 安贾利,谢谢你今天能来 |
| 442 | Thank you. | 谢谢 |
| 443 | This was great. | 这是伟大的。 |
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