Panel, Conference Presentation
Entrepreneurship, Leadership and Company Culture
- Tim Armstrong plans to encourage open feedback and implement "friction meetings" to navigate rapid global changes, while warning that the Me Too movement risks creating discomfort in social interactions and reducing coaching for women if not managed with caution; he intends to counter these risks by providing women with "tougher feedback" and hopes his investment in women's leadership will aid the movement.
- Tyler Perry intends to treat any initial failure of a play as a "training ground" for future business operations and will continue the character Medea only as long as audience interest persists, with a contingency to end the character if attendance stops; he prioritizes hiring individuals who are "hungry and grateful" over the merely talented and advises ignoring social media profiles containing drug references.
- Jeremy Zimmer anticipates that maintaining a strong, consistent culture focused on sustainability and unconscious bias will allow the company to continue growing and weathering storms despite inevitable ups and downs, while noting that the next generation is becoming increasingly desensitized to gender identity and sexual orientation.
- The speakers collectively express plans to prioritize curiosity and gratitude in talent acquisition, reject self-proclaimed intelligence as a red flag, and adhere to strict personal conduct standards where actions are only taken if they can be shared with family members; they also acknowledge the unpredictability of outcomes, with some expecting to pivot to new opportunities if current ventures do not succeed.
- Specific future scenarios include Tim Armstrong's concern that men may become hesitant to give compliments to women, Jeremy Zimmer's observation that men currently question if complimenting women is wrong, and Gail King's readiness to seek employment at Tyler Perry Studios if her current role at CBS is unsuccessful.