example 9 p.m. phone calls and
micromanaging asking for a friend Fred Nikki look i I don’t know I think a lot
has to do with you one of the great things that I’ve done steve is Steve you
know a lot of people here but steep steve was never afraid to kind of give
his point of view I think that I’m just scratching his own it’s worth it when
the point of you made no sense but but but him and I quite agree cadence where
and and this is something I try to do with everybody and the truth is of the
650 feel that comfort zone to be able to say to me like hey you’re wrong degree or this and that it’s up to the
manager and the CEO and the leader to create a comfort zone to create that
kind of conversation the truth is if this boss hasn’t which most and I and I
do recognize that then you just gotta either roll the dice and hope it goes
well I think he’s got if your gonna go to a boss and gonna say hey you stink I
do think coming with honey before you come with vinegar really matters i
really think the first taste of a conversation is quite remarkably
important I do think first impressions matter I think first impressions in a
micro-level a conversation matter I often had you think you guys have all
been on the receiving end of this or maybe not everybody but like if I’m
delivering bad news or like I want a little tweak its usually start with I
love you but more like you really crushing this it’s coming up expensive
like I think it’s important I think you gotta say look I empathy for your
managing a lot of things you might be the only person but anything you can do
to college that you have empathy to their situation a lot of times this is
the case I mean this is a big big common thing hey manager Stefan like I know
that you have tough managers of the view that are probably forcing a lot of you
or you know actions but I’m being affected by it how do we like this is a
problem so look the only thing that solves conflict is communication it
justice like justice like and so either you get
an and honestly this is a very weird thing to say I would also in parallel if
it’s killing you if you’re super unhappy if you wake up every morning dreading
going to work I wouldn’t parallel start creating some options for yourself
whether you want to jump into entrepreneur land or work somewhere else
just something that if it goes completely terrible like you know the
boss like fuck you in a week later you’re fired that you have some hedge because i dont
give advise him like I’m getting e-mails in a month like you got me fire like you
know give that some thought as well but there is only one answer I’ve given you
some context for it I could have made it nation short its communication you just
have to talk to the person about it there’s just nothing else you know what I like I like that i said
im snapshot like sending your questions

“with employees that slack
off, but are super talented? “Keep or fire?” – Mmmm. I deal with them the same way I deal with any kind of employee. Super hard worker, but maybe
slightly under-talented. In between on both fronts. Every situation in life,
let alone employees, only can be solved when
you believe there’s issues, and you have the luxury
and the responsibility. And let me say that one more time, when you have the luxury
and the responsibility of being the judge and the jury. The pressure and the onus is on you. I truly, truly, truly believe
that if there’s an employee at Vayner Media, and
there are some, plenty, no, not plenty, that’s not fair, there are some that are highly talented and are under-performing,
that it’s my fault. We haven’t created the infrastructure for allowing them to shine. Their bosses are not clicking with them, and so that’s not motivating them. We haven’t asked the right questions of the kind of interests they have. We serendipitously, you
know, the serendipity of what accounts they’ve been on. Tim how many different
accounts have you been on in your career? – Oh gosh, at least twelve. – And of those twelve, I would assume that some are more exciting than others? – Oh yeah, definitely. – Yeah, and that’s just real, right? There’s so much serendipity,
different bosses that you get, people move around, team
mates, things of that nature. And so, you know, I think
the way I deal with it is communication. You know, I have a full slate today, it’s the last kind of in-the-office day, I have a lot of meetings
I’m trying to get in. 10, five, 10, 10, five,
10 minute meetings. And a lot of the conversation
will be around that. And so I think it’s communication. You know, it’s like, hey, Rick, you know I think you’ve got
talent oozing out of your eyes, you’re clearly not
delivering on the hustle, which is an important variable here. What am I doing wrong? What is Vayner doing wrong? Instead of saying, Rick,
you’re lazy, you suck. You have to put the onus on you. When you’re a leader, when you’re a CEO, when you’re the organization, it’s on you. You’re creating the rules of the game. If you don’t like how
it’s played, change it.

“How do you personally
take charge in a meeting “when you feel others
are being disrespectful?” – I guess Brittany’s asking for herself and for everybody who’s listening. For me, I mean, I just get involve–
(laughs) I mean, first of all 99% of the time, the context of the meeting,
I have the leverage. Either it’s my meeting and/or
I have a lot of authority or street cred to open my mouth. One more time, how do you
take charge when you think somebody else is being disrespected? – [India] When you feel others
are being disrespectful, meaning, if it’s uncomfortable– – I see this all the time and I see people struggling with it especially if they’re middle management or the new kid on the block, or an intern. But they have the EQ or
the empathy and like, this is unfortunate. I would say that there’s
only two ways to live life. To tactfully address things or to eat and have regrets
that you didn’t address it. What’s the name again? Brittany. Brittany, I think that
you have choices here. If I was in a meeting with this crew and I was being disrespectful to Staphon and India felt like she
wanted to say something. What’s running through her mind is, if I call Gary out here, and first of all, she has
a lot of context on me so she’s probably thinking, oh crap, Staphon’s doing something
wrong that I don’t know about ’cause Gary’s usually right. But let’s say I was tone deaf
(laughs) and I didn’t have equity with
her and it was her first week. She’s thinking that if
she calls me out and says, Gary, why are doing– You’re being rude. She’s thinking, oh crap,
that can get me fired. And then, what does it mean to me? People are doing practical– There’s always the pressure
of doing the right thing versus the practical thing. And then you’re always questioning, are you good enough to know
what the right thing is. There’s all that stuff. I don’t know, I have had a very successful life. Forget about career. On being comfortable of addressing things in real time, in the room, if it needs to. My level of thinking of
disrespect is quite high because I like combativeness
and competitiveness and I’ve also always had leverage. I work for myself. So, my advice to myself or how I think about the
world is very different than the advice I’d
give to a lot of people. I think you go with the one strike policy. India should grab me or send me an email after that meeting and say,
hey, I felt a hair uncomfortable with the way that you were
treating Staphon in that meeting. Can we either talk about
it, she’d grab me in person. She can send an email. I like in person ’cause
no context is lost. ‘Cause if I got that
email from India, I’m like that’s a little prima
donna for a youngster. (laughs)
She doesn’t know all the details. But if she told it to me, I’d be able to feel the energy. That’s one lesson I’d like
a lot of you to learn. Sending a text or sending an email, where it’s an important moment, you’re losing so much context. The energy, especially if
you go to an EQ person, the energy is so powerful when
you can create the context so I highly recommend that. But I would probably
go with a communication that wasn’t confrontational
in the room with that manager or that boss the first time. Behind the scenes,
lightweight, treading water. And then, A, seeing how they respond. Because I would respond, and we’ve been there and done that, India. I would respond favorable
which would make you more comfortable and
safe to talk to me again. Others will be like,
shut you (blank) mouth. And that would make
you not as much comfort and then I would address it
in the room the second time. If I said, shut your
fuckin’ mouth to India and then she did it again the second time, couple things would happen. She’d feel like she was
getting that off her chest. More importantly, I’d be like, damn, she really does care about this. It’s just life. Doing the right thing is
always the right thing. You just gotta make sure
you’re doing the right thing. Way to many people romantically wanna fight against the system, fight against the boss, fight against the company. And I’ve had people in this organization that have barked up the wrong tree. Because they’ve worked in other places where the person doesn’t give a crap and doesn’t turn every stone and doesn’t have a ton of context. That is something you
need to be careful of. Do not walk into a buzzsaw
because you do have a manager or boss that actually knows
what they’re talking about. Now, if you’re great at EQ
and the tone and the taste, roll, let roll. But this is not a very simple question. There’s a lot of angles, as you could see, in two quick seconds
that I’ve given you here, it’s a lot of context building. Who are you standing up for? I mean, the amount of
times that people here have stood up for somebody
who’s straight losing, doing the wrong thing, but they’re homies. Matt, let’s talk to you
because they hear it from this. – Okay. – We have a tremendous culture here where, obviously, I’d like to say that but how many friends do
you have in this company? People you actually hang
out with outside of work? – A solid amount. – Give me a number. – 15, 20. – Great, so first of all, everybody who at Vayner’s
watching this is now wondering, wait a minute, am I number
21 and what the hell. – Sorry guys. – I thought we were friends. (laughs) 15 to 20, I think anybody who’s watching we would all recognize
and that’s a big number. There’s a lot of people watching here who don’t have single friend. Outside, everybody just– If you, not if, when your friend, one of those 15 to 20 complains about Vayner,
it’s impossible for you not to take their side,
they’re your friend. – Exactly. – I mean, that’s an impossible game. – Absolutely. – And I assume, I’m asking you now. Even though you like me
and think I’m a good guy and it’s a good company, good culture. It’s so much easier to have
Janet’s back than the company’s. – Sure. – That right there, is
the issue at hand, right. You might be standing up for somebody. Have you ever wanted to
stand up for somebody? – [Matt] Yeah. – Have you? – [Matt] Sometimes yes and sometimes no. – Right, and so it’s just tough ’cause
you don’t know every– I mean, I know a lot of the
friend pods in this company. I knew to ask that question ’cause I knew it was a good outcome because I know what’s
going on here, right. Even people that are a little quiet or what have you are finding friends. It’s amazing, right. We got a good thing going. The danger of that is blind
support to your homies versus what’s going on in the office. There are people here who are the greatest human– I literally want to adopt them. I literally want to adopt them, hey come in my family. I love you that much. Who are average workers. That’s just real-life shit. To think if I was their homie, outside of work and had all the feelings of the humanity that is
them which is remarkable. I want to adopt them. And to think about them complaining or struggle, why didn’t I get promoted, my boss is not taking care of me, this and that and the other thing. It’s impossible for the
other 550 people here intermingled with each other
not to support that person. They’re the best. But I have the optics of
another thing which is the black and white. Not the warm and fuzzy, the do you have skill. I’m the greatest guy of all time. I don’t think LeBron wants
me on his basketball team. I don’t have the raw skills to provide him value for
what he’s trying to achieve. I’m the best. And if he wants to do business I’ll make him more money
than he can even realize. Even more than he makes, which
is more than he can realize. And that’s the game. And so, that’s the other
part of the equation. You gonna step up for the
greatest person of all time, cool. You just might get caught because they’re actually below average or not doing a good job. Or they may actually act differently, I mean, this is happening here too. There are people that,
outside of these four walls, I want to adopt. But when you watch them, how they act within a work environment, they’re just okay. Lot a sweeties. And then a little snarky and manipulative and political in the building. That’s just real life. So know who you’re standing up for. Interesting shit. – Got really deep. – Yeah, it got very deep. That’s something we can all learn from. I’ve learned that lesson. Like, I know this guy, he’s the greatest. And like wait a minute,
he sucks in the store. I saw with my own
friends that work for me. So, anyway. – [India] It’s intense. – It is intense. It’s intense because it’s so, this is where
judging where you work or who you work for is the key. And understand what
they’re good and bad at. Meaning, you could have a great manager, top, top, manager. And they might be strong at X but they might bad at Y. And if they’re bad at Y, you need to context that. There’s no blanket statement,
even on the person. I have a lot of points of view on your strengths and weaknesses from a lot of different people. Way more than you’d ever think. – [Matt] Oh, I’m sure. – In a good way, meaning it’s
why we’re so calculated here of what we do. ‘Cause we don’t take the
main boss’s point of view on somebody. It’s 360. It’s contemporaries, it’s
friends outside of work. It’s people that never heard of him. It’s people that work for you. You can’t just be like, oh the boss– If you let that, they’re
just manipulate what’s in their best interest. ‘Cause they’re just human,
it’s not their fault. But I think that’s what
makes our place tick because people have
seen very senior people not win the battle against
very junior people. Then that’s like whoa, and that’s cool. I don’t know how I got on that tangent. I know how, If you wanna step up
for somebody in the room you better know all the scores. The conversation.

– [Voiceover] Elton says, “Hey, Gary, “what do you think about the crying emoji “being the Oxford word of the year? “Communication shift?” – I’m thrilled, I’m so
fired up about this, you can’t even imagine. I think it’s an important signal. I’ve been talking about
communication shifting, I use emojis, with 50-60 year
olds in the crowd saying, how many of you have used emoji. I just did a talk in Orlando,
ironically, two days before I went, had to fly back and forth for the Thursday night game, I told you I was right
about that Bills-Jets. Staphon, I’m on fire with my predictions. Anyway, little quick shout-out
for all you Houston Texan fans, I’ll be in the
stadium on Sunday as well, flying in and out for that game. Going to every game this
year, I think I’ve decided. I’m pumped, I think it’s
a great, significant step, it’s a headline that a lot of
people are gonna come across over the next 48 hours, and it continues the thing
that I care about the most, which is eliminating romance and just dealing with the reality. The world’s changing,
pictures are clearly becoming a way we communicate, emojis, a lot of it happened in
Asia where the keypads, and transitioned over here. Listen, we used to draw on caves. Like, inside caves, we drew on them. Did they get mad when
the words came along? Like, I’m sure there’s,
like, grandpa caveman was like, ‘this is bullshit,’ like, ‘we should always draw on
cave, these words are bad,’ we get used to our norms, you know. In 100 years from now when
we’re only doing emoji-like things, words are less used, I mean, do you know how
much better my life is that I actually misspell things on purpose and let autocorrect fix them? I don’t romance over spelling improperly, I just wanna get my words to somebody. – We live in a time when
a magazine is an iPad that doesn’t work, so it’ll work, too, the folks at Oxford, I will
give you this response. – Love it, love it.

“environment for startups?” – I have not used Slack yet. The Vayner has used it at scale. How you guys liking Slack so far? Anybody using it? Good, solid, good? – [Voiceover] Fantastic. People love it. It’s an incredible, incredible product. I’m a huge fan of Stewart
Butterfield who’s behind the product built Flickr. Was very much a Web 2.0 hero of mine because Flickr was one of the
first sites that got me aware of this revolution that
got me into the world. I have a lot of emotional heart for Slack. I haven’t used it yet because I’ve been running around so much. I don’t think I can necessarily
answer this question, India. My lack of practitionership. What I do though is by
that quick little reaction, I don’t know if you caught it on camera, did you DRock? A little bit? – [DRock] Yeah. – People are obsessed with
this god damn product. I don’t know how much you guys. – We all use it on the team. – And? – We love it. – Yeah, so what do you think India? – Less emails because you kind of just ping in Slack and it’s easier to just ask
for something really off hand to the whole team instead
of just having to send an email and compose it and all that. – It’s kind of like the lovechild of email and GroupMe, right? – Totally, yeah. – I think there’s some
real value behind it. I haven’t jammed yet. I don’t want to necessarily
go deep into this. One of the things I adore about this show is I talk about shit I know. I’ve got my feelings as you can tell. I can give analogies like
the GroupMe email thing. I know what’s going on, I see the feedback loop, I have a lot of context
from a lot other of people, but I’m not a dead user of it. My two cents on it is I’m bullish on it. I think there’s something there.

“of HR and employees getting along. “How do I implement that when
everyone talks about everyone?” – Well, I don’t know if
employees getting along or HR is predicated on everybody
talking about each other? – [India] No, it’s like
how do I implement that in a place where everybody’s
talking about each other. – Oh, talking about
each other, like gossip? – [India] Yeah. If you wanna read it, but that’s how I interpreted it. – Where everyone talks
about everyone. Oh, jeez. I mean, that means it’s
broken from the top. People are gonna gossip. I’m
sure in the 600 employee– 550 employees of Vaynermedia, I’m sure people talk about each other. But it’s a net-net score.
Don’t be crippled by– Make sure you’re judging
the gossiping appropriately. Maybe it’s not as bad as you
think in the collective– Ryan, be careful. This
is an active shoot, Ryan. Yeah, clearly you didn’t realize. I’m just kidding! Do you wanna come on and apologize to the
show? Get over here, Ry. Let’s get you seven Twitter followers. – @guildgonewild, I’m
sorry for ruining the show. – Say, “Dear Vayner Nation.” – Dear Vayner Nation,
I sincerely apologize for ruining the show. And I’m
pretty sure Gary hates me now. – I don’t, I love you. – Oh. Well, thank you. – Tell them what football team you like. – The New York Jets. – That’s my boy. Get outta here! Alright. Hey, Brunchback. – Hey, what’s up? – Alright, get outta here. We need to come to 15 more often, there’s some good action going on here. Creating a culture where
people are gossiping negatively about each
other is devastating. There’s a lot more to fix.
The leadership needs to be looked at. Maybe you’re the leader. You need to really look at yourself. I think the only way to fix
a real burning building, if it’s really rampant and
negative, is to call an all hands-on meeting and go straight kumbaya, it’s all communication, it’s
put it out on the table. It’s address it head on and move forward. So, one, make sure you’re
judging it properly. Because in the scheme of
things, humans are humans. You can’t– It’s not like– I mean, Vayner’s great
culture, but at a micro level, there’s a million little
bad things going on. It’s just that you have to
look at is as a collective. You can’t turn people into
robots and not make them have all the emotions humans have, but way more importantly,
to me, if it is rampant, the only way to fix a
complete storm of this, is to bring everybody together, the leader needs to put– Starting with them,
I’ve clearly screwed up. Let’s talk about this. Probably
make some firing decisions. Because there’s probably
some cancer cells in there. It’s a real aggressive,
you need to address it. Truth is, so many of you
do not want to address it, or don’t know how, or
don’t have the stomach to, that’s the bigger issue. I
went for the dramatic moment there, you know what? Kick
in a little soft music here, for that part. This is
the important thing. Are you willing to address it? Do you have the appetite to deal with that kind of confrontation at the global scale? That’s the friction point. The
leaders don’t wanna step up and actually be leaders.

– Hey, Gary, what’s going
on, Sean Mitchell here. I’ve got a sales question for you. In the last couple of weeks,
I’ve lost two really big deals that I was anticipating closing. On the first call, I felt
like I did a really solid job, at uncovering their
challenges, in matching up our products, solutions
to those challenges, but on the second call, they
ended up not moving forward and it was a huge surprise to me, so– – Huge surprise– – What is your advice to try
and minimize the surprise – [Voicoever] Baba, ba–
– No. Thanks so much. – Great question. Don’t steal my headphones, India. Come off of six month vacation, stealing my headphones. First of all, and I think AJ
is better at this than me, I always think we’re gonna
win the sale, because I’m so good at being a salesman. But one of the great
ways to not be surprised on losing a sale is to
never think you’ve got it. I think that’s actually
a stunningly interesting aspect of it. So I think, not buying
into your own bullshit or hype is important. I also am a big fan of back-channeling. I do think that you
could’ve been e-mailing and contacting the clients. Some clients are turned off by that. Others can really give
you some information, depends on your relationship
with that client. But really the truth is it’s very tough to mitigate this. I mean, that’s the game, right? That’s the high of sales. You go in for the kill, and you don’t know
necessarily if you’ve made it happen or not, and so I think teetering expectations, trying to communicate
back-channel during the time. Sometimes the squeakiest
wheel gets the oil. Sometimes the squeakiest wheel gets taken off and replaced by a wheel. It’s just a way you’ve got to
figure out your own cadence. Your own touch. I’m a big fan of, I always say I like things sold
before I start selling them. So, if you’re going in for pitches a lot of times, I like
having relationships, putting out content, before those things. I think that’s really an important variable in sales, which is fundamentally selling before you’re actually
going in for the sale. I do believe an answer
on the #AskGaryVee Show will lead to a business
opportunity in the future. That’s selling before selling. And so that’s it, I mean you can do what you can do before the fact, but once you’re in the game you can back-channel a little bit, you can teeter your expectations, but you’ve got to let the results play out the way they will. That’s a good show.

– [Voiceover] Gregory asked,
“If you ever become the CEO “of a local Chamber of
a community of 12,000, “what would be the first
thing you would do?” – If I became the CEO of a
Chamber of Commerce for a small group of 12,000 people, 12,000 members or 12,000 people in a town? – [Steve] Community, yeah. – You know, I’m a very big
fan of scaling the unscalable. Right, I talk a lot about engagement, one on one engagement, Twitter
videos, depth versus width. When you’re talking about
a town of 12,000 people, even if we’re answering this incorrectly and it’s a membership of 12,000, it’s still a very small number
in the scheme of things. So, what I would fundamentally
do is create a infrastructure to allow me to connect one by one with every single member of the Chamber, and even considering if it’s
a 12,000 person community the thousand to 4,000
people that really care about business in town, and
connect with them one by one via coffee, via Skype, via phone call as much face to face as possible, and ask them to reverse
engineer their objectives, meaning what can the Chamber do for you? What do you want out of it? I’d also have a better
understanding of what I was trying to get out of it
if I was the CEO of that. So, I don’t know if that’s fees, I don’t know if it’s something
as simply noble as making business better in town, if
that’s the objective at hand. That’s a little bit of a tongue in cheek for the people that don’t get my humor. I think I get razzed a
little bit too much for this. I was reading plenty of
comments on these three weeks. Basically my job would be to make the business environment in
this community better, and I think the number
one way to do that is to get people aligned. I think leadership comes
from getting entire group of people aligned on a mission. I actually think the most
effective way to do that is to actually understand
each individual person’s goals and objectives and
then come and find that little sweet spot that
is the closest thing to the overall masses that brings value across the board, and then go backwards. What’s the number one thing
that I can do that brings value to all 600 people at Vaynermedia? That brings value to all 12,000 members, and then go down the
list to where the number 10 thing maybe brings value
to half of the people, but it’s still better
than to three people. So, I reverse engineer
by listening upfront, collecting the data, and
then executing against the top 10 things that will
bring value to everybody in the organization.

– [Voiceover] B. asks, what
do you think of McDonald’s response to Burger King’s
Peace Mcwhopper idea? Seems like they missed a big opportunity. – DRock, before I answer this, are you running the B
roll that we did before the show? – [DRock] Yeah. – To start the show. – [DRock] I can do it right now. – No, start start the show with it. I think it’ll be interesting. People are gonna be, oh, Staphon’s now. Right, Staphon. Graduating to editing the show. Start with all that B roll all black and white before
it even goes into it, because then people understand why I screwed up the intro,
because the transition was awkward. I, well first of all you’ve seen a lot of our banter on this. I’m with you India. I thought it was I think my answer came through in the black and white that started the show which is I think McDonalds, first of all I like competitions so I like that McDonalds kind of zing Burger King right back. Burger King tried to win the game by being like, like there was a, McDonalds was in a very tough spot. I also love what Burger King is doing in marketing right now. I think they’re being very clever. Sonic is one of our great clients at VaynerMedia. I’ve got that hat on. I think it’s super fun to watch. I think I’ll answer this. We are clearly living in interesting times where Burger King can make a micro site to make this annoucement, and McDonalds official
answer is in a Facebook post in sentence form. If you haven’t realized that communication has changed forever in our society, please let this be a moment where this is how companies that
are dead heated compet, I mean Pepsi, Coke, like Burger King – McDonalds. It doesn’t get more than that. I think it just depends on
what side you wanna be on. There’s the people that always wanna be on the serious side, which McDonalds wins. There’s people that think
the world is way too serious and you need a little humor. I think more people sit on that other side hence why I think the most
popular reply to McDonalds and upvoted. For me, for me, I like the way they went with it, but I can see every angle of it. I like that Burger King did it. I like the way McDonalds, I just want them to fight. Like, if you really want me, listen, but you have to understand. I’m giving you my answers
to me as a person. I love competition. I live for companies fighting with each other and
trying to beat each other and jockey and chess moves. I love it, the sport of it. Just like politics has become a sport and entertainment which has a lot of sad
variables around that. I think business is about to go that way, because everybody can communicate, and it’s all in public and all this stuff. I’m just enjoying watching. Pass me the popcorn.

Question for you, is you
talk a lot about the use of Twitter Native Video
and I can personally say I’ve seen a lot of really
great results with engagement. It almost got my reamped about using the Twitter platform again. You foresee this type of
video response funtionality being built in natively
in some of the more common email clients anytime in the near future? Would this be practical
for someone like you who travels a lot and who has
a lot of mass email volume to go through? Would love to hear your
thoughts, thanks for your time. – Travis, way to keep it tight. He like went Bone Thugs on that. (laughs) Real fast. I watched Straight Out
Of Compton last night. – [Staphon] That was good. – Oh my god, I loved it. Loved it. (sighs) What I think is really interesting on that is I made, (laughs) I wish Erik
Kastner was here right now. Let’s show Kastner’s
Twitter profile @kastner. K-A-S-T-N-E-R Erik was the developer
that sat right next to me that helped me build up WineLibrary.com And I made a prediction to him in 2004 or five or six or seven that all email would be video in five to seven years. I’m glad we weren’t doing the
Ask #GaryVeeShow back then ’cause boy that highlight– The lowlights of this show, by the way, I can’t wait for the
lowlights in a couple years of all my wrong things in this ’cause those are fun too. (laughs) Not really. I think the answer’s no. I think that what people don’t realize is most people don’t want to be on camera. And this is a really interesting thing. Now, what’s happening right now with everybody growing
up in selfie culture and all these 15, 14, 13 year
olds just owning this move. I do think that behavior’s changing. And I do think that video’s upside over a 15 to 30 year period, 15 to 30 years from now, 15 through 30 years from now is very high because I think
we’re training youngsters, 7, 8, 9, 10, 11, 12, to be more out. (phone dings) To be more in front of the camera, it’s not this kind of thing anymore. I’m bullish on the concept. I do think email is ripe for a change in the next generation. I think, you know, Gmail’s gotten heavy, it started off lighter. I think there’s some real opportunity. I do think when you look at Slack and how people use that in
companies to communicate, I think a version of texting,
Twitter video and email, the Frankenstein of that,
eight, nine years from now has a real shot. And then there’s gonna be a technology we don’t understand, like holograms. Like Princess Leia pops up in Star Wars. I’d like that even better, I’d be like, yo, I could use my hands. It’d be great. So I think a lot of technology will come and I do think there’ll be change. I do think that video and email clients like Gmail and Apple mail is gonna be smaller than you think because people don’t
like to go that route. It actually takes longer and I think time is the biggest asset. I think people can type it
quicker than click, dah-dah-dah And I think we’re writing less. You know, a lot more emoji’s. These guys will probably
laugh right now. (laughs) My emails are tight. (laughs) They’re very much in the
K, LOL, Cool, Go, Yes, No I mean, I am keeping it tight. When I write two to three
sentences, people are like, Whoa. I think time is the biggest variable besides people’s non want
to be in picture form. Think of how many people don’t wanna take pictures of themselves. They don’t wanna see themselves. That’s a very big culture, underrated. Especially for the generation
that’s in the workforce now. The younger generation I think
will change that over time.