It’s less than 4 weeks till Christmas, and I just can’t wait to get into the proper Christmas spirit! This new short movie/ad for H&M was directed by Wes Anderson – I can’t but help have a stupid grin on my face because of it:
Most of my geeky jewellery is from Etsy and I love discovering new pieces from there! I’m completely addicted to Westworld right now: I keep thinking if I just think a bit more harder about the show, I’ll figure out what’s going on. I’ve got a couple of theories and I’m pretty sure I’ll be right about some of them!
Now what better way to show off your Westworld love with this cute pendant of the “maze”? It’s only £8.22 from etsy store WearableCollectibles.
I’ve been doing a lot of talks lately in which I encourage people to share with the wider community what they do (see my Employee Evangelism post). Be it through blog posts or talks or workshops, I believe everyone should be finding a way to teach others the things that they’ve learnt or they’ve done.
One of the most common things that I hear from people though is that they’d love to do more of this, but that they don’t have anything worth talking about.
And that’s absolutely not true.
Everyone has something that’s worth sharing with others. Every person knows something that others don’t. It’s very easy to undervalue the things that we know, and that we assume are common knowledge. You might not be the “number one expert” in something, but honestly you don’t have to be to be the one talking about it. In some areas actually being a non-expert might give you a different and perhaps a more relatable perspective, allowing other non-experts to easier understand the topic.
But how do you discover what you should be talking about?
I thought I’d share some tips and tricks of how I approach coming up with my talk (and blog post) ideas and turn it into an exercise of sorts that anyone can start with.
A framework for thinking about talk ideas
Now the way my brain works is that I like having structures and frameworks in place for me to interpret and think about information better. So before we jump into ways of brainstorming ideas, I want you to consider this:
I think with every talk you do, you need to consider and balance these three elements: the Location, the Format and the Topic. Here’s what I mean with each of them:
Location: where are you doing this talk? Is it at a specific conference or meetup? Is it internally at work? Who is your audience? What is their background? What do they know already?
Format: how long is the talk? Is it a lightning talk or a longer talk? Are you live coding or demoing something?
Topic: what is the talk about? What message do you want people to take away from it?
Each of these elements need to be in equilibrium with other, making sure that all three matchup. For instance, a lightning talk about dinosaurs might not be appropriate for a specific technical conference, or an in-depth talk about encoding might not work as a lightning talk.
When it comes to brainstorming talk ideas, I find that using the above structure allows you to approach the problem of finding a topic in two different ways: start on either the Location side or the Topic side and make your way across. Neither direction is right or wrong, but it allows you to focus your brainstorming. If you have a specific location in mind, it can help you come up with what type of topic is appropriate for it. Likewise if you don’t have a location in mind, you can be more unconstrained in coming up with ideas, and figure out later where you’ll do the talk.
Getting into the right mindset
Next we want to generate as many ideas as possible. The key thing about this though is going into this with the right mindset. A couple of things to keep in mind here:
1. There are no stupid ideas.
Write down every single idea that you can think of, no matter how stupid or boring or uninteresting you think it is for other people. As I said above, we often forget the things that we know and we’ll disregard ideas that we think no one else will care about. When I did this exercise with people at work, people were often surprised that others wanted to hear about some of the “silly” ideas they came up with.
2. Keep track of your ideas.
Use this as the time to start a list of all the ideas you have. Even if some of them don’t feel quite right right now, add them to a list or a doc: somewhere that you can keep track of them. This isn’t about creating a huge list, picking one and throwing the rest away. It’s about creating a repository of all the ideas you have that you one day might want to talk about and revisit. I’ve done talks based on talk ideas that I initially came up with 2 years ago – some talks need time to simmer and evolve.
3. Develop the “that-would-make-a-good-talk” voice in your mind.
Most of the exercise questions below are about developing what I call the “that would make a good talk” voice in your head. Rather than having these specific brainstorming sessions, I tend to always have these type of questions in the back of my mind whenever I’m working on a project or having conversations with people. My natural instinct now is to always consider whether there’s a story hidden within anything that I’m doing (and pointing it out for others when I see they’re doing something). I’m hoping that some of these things will become more natural for you by doing these exercises.
4. Don’t get stuck on the title.
The following exercises are about coming up with ideas for your talks, not the title. I’ve noticed people trying to come up with variations of what to call their talk, which at this point doesn’t really matter yet. You can figure out later what title works and is catchy. Right now it’s about the content – focus on that!
5. Get help from others.
If you know you struggle with coming up with ideas, try to get a group of friends or colleagues together and help each other with these exercises. Discussing and explaining some of these questions with others and having other people to bounce ideas off can help a lot: you might discover ideas that you wouldn’t have alone.
Exercises for talk idea brainstorming
So time to write down some ideas! If you’ve got some things in mind already, that’s awesome, write them down. If you’re unsure where to start, I’ve created a list of questions that you can use as inspiration, grouped by Topic, Format and Location. Start with the questions of the area that you want to focus on first:
- Write down all the topics you’re interested in and you know about. It doesn’t matter how obscure – add it to the list!
- Think back to what you’ve done the past month. What problems did you come across that were challenging to deal with? What things did you work on that you’re proud of? What did you spend a lot of time on that maybe could have gone quicker if you knew something you do now?
- Can you remember any long emails, slack messages, git commits, pull requests, internal docs or long conversations recently, where you’ve explained something to someone? Would someone else benefit from learning that?
- What’s one thing you wish everyone knew or was taught? Why?
- Think about recent conversations and discussions with friends or colleagues. What topic could you easily talk hours and hours with them about? What excites you? What infuriates you?
- What’s something that you wish you could know more about? Are there any questions you have that you wish you knew the answer to? Coming up with a talk will give you a push to dive into that topic.
- Think about your favourite books, music, movies, museums, restaurants, sports teams, famous (or nonfamous) people, cars, anecdotes, countries, food, animals, games.
- Take a look at talks or speakers that inspire you. What do they have in common? What would your take on it be?
- Think back when you started your career – are there any topics that you think could have helped you if you had heard about it earlier?
- What processes/work/things do you do that make your life easier? If other people did it too, would it make their lives easier?
- Write down what types of talks you’re interested in. Examples: lightning talk, internal work presentation, small meetup, conference talk.
- Do you want to do demos? Or live coding? Or making the talk interactive in some way? Think about the type of talk that you would enjoy participating in. Think about the type of talk that you would enjoy giving.
- Write down specific conferences or meetups that you’d like to talk at. Does the event have a theme? What type of audience attends? What’s their background?
- Look at the event’s past talks or their call for papers. Are there specific topics or problems that they are interested in?
- Look at the event’s past speakers and their talks – do you agree or disagree with any their opinions? What area would you like to see more of? What questions do you have that you‘d like answered?
- If you were at that event, what talk would you want to see? What talk would be on your must-watch-don’t-miss list?
Hopefully the above exercises will have given you some inspiration and you will have ended up with a nice list of talk ideas that you’re interested in. The exercise questions obviously aren’t exhaustive and I’m curious to hear what other questions get your mind thinking about potential ideas. I’d also love to hear if these exercises help you, so feel free to email, comment or tweet me about this!
Once you have this ideas list, the next steps are deciding which idea to develop further, figuring out what events are out there and how to create talk proposals for them. In the upcoming weeks I’ll be writing blog posts for each of these topics, so stay tuned!
A lot of my recent talks and chats at events have included references and quotes to the various books I’ve read the past year, and I’ve had more than a handful of people ask which books I would recommend.
About a year back I became a line manager, and as with every new discipline that I want to get good at, I threw myself into researching and reading as much as I could about the topic. Alongside that though, I also started trying to vocalize my thoughts on what I’ve been trying to do internally with our evangelism at FutureLearn. Both areas I’ve realized are grounded in similar questions: why do people do what they do? How do you encourage them to do specific things? What motivates them?
So this post is a roundup of all the “leadership-py” books I’ve read the past year (and have mentioned previously in my talks). Even if you’re not a line manager or a leader (yet), I think all these books give good insights into how people and teams work.
Primal Leadership by Daniel Goleman, Richard Boyatzis and Annie McKee
If you’ve just started managing or are interested in it and aren’t sure where to start with reading material, take a look at this book. Primal Leadership is all about how emotional intelligence is key to what makes an effective leader and gives a lot of practical examples of how to grow and apply your skills in it. The book highlights different leadership styles and the ways emotions are affected in each of them.
Favourite quote: “Imagine the styles, then, as the array of clubs in a golf pro’s bag. Over the course of a match, the pro picks and chooses from his bag based on the demands of the shot. Sometimes he has to ponder his selection, but usually it is automatic. The pro “senses” the challenge ahead, swiftly pulls out the right tool, and elegantly puts it to work. That’s how high-impact leaders operate too.”
Creativity Inc. by Ed Catmull
Technically I read this book last year, but there’s so much in this book that I’ve found useful this year. Ed Catmull is one of founders of Pixar and his book Creativity Inc is all about how the history of Pixar and how they created their culture there.
I started reading this cause I’m a huge Disney and Pixar fan, and it’s a fascinating insight into how their movies are created. Beyond that though, the book really focuses on what drives and enables creativity within teams, and I think it can be applied to any team. Catmull manages to elegantly capture the reasons why failure, candour and randomness are all things that every team should embrace and expect to happen. There are a lot of good ideas and good practices in this book and after reading it I came away feeling inspired and motivated.
Favourite quote: “Failure isn’t a necessary evil. In fact, it isn’t evil at all. It is a necessary consequence of doing something new.”
Badass: Making Users Awesome by Kathy Sierra
In Badass, Kathy Sierra explains how the best way to get your product being used by people, is understanding that it’s not necessarily about making your product more awesome, but that it’s about making your users more awesome. If they feel they are being badass when using your product, they’ll be more passionate and motivated to share what they can do with your product.
While the book is written from a product perspective, I realised that a lot of it can be applied to how we encourage our teams. It gives a lot of insight in how to keep someone motivated learning something new. I’ve specifically adapted it for encouraging evangelism in teams, but I think it can be applied to other areas as well.
Favourite quote: “On their deathbed, nobody will say: If only I’d engaged more with brands.”
Drive by Daniel H. Pink
Continuing with the theme of “what motivates people”, the next book on this list is Drive from Daniel H. Pink. In it he examines the intrinsic rewards that people seek, rather than extrinsic awards like money or owning stuff. It’s backed up with a lot of research examples and case studies, and it got me thinking about why people I know do the things they do.
Favourite quote: “People use rewards expecting to gain the benefit of increasing another person’s motivation and behaviour, but in so doing, they often incur the unintentional and hidden cost of undermining that person’s intrinsic motivation toward the activity.”
Quiet by Susan Cain
I’ve always considered myself a massive introvert and have blogged in the past about what it means to be a social introvert. I wish I had read Susan Cain’s Quiet much earlier, cause she really explains the differences between introverts and extroverts, and shows the way our society is built around extroversion.
Regardless of whether you’re a introvert or an extrovert yourself, reading this book will give you a better understanding of how our brains process the information in the world around us and how that can affect each person in different ways.
Favourite quote: “Everyone shines, given the right lighting.”
Mindset by Carol Dweck
Another book I wish I had read earlier is this one from Carol Dweck called Mindset. In it she examines the idea of different mindsets and I think my life might have gone differently if I had read it sooner. Dweck describes the idea of the fixed mindset versus the growth mindset.
The fixed mindset is the belief that your abilities are set in stone – you believe that you can learn new things, but that you can’t really change how smart or social or sporty you are. The growth mindset, on the other hand, is the belief that your basic abilities are things that you can change – people might differ in initial interests, temperaments and aptitudes, but everyone can change and grow through application and experience.
I noticed about myself that I’ve already switched from a fixed to a growth mindset in the past couple of years, and reading the book I recognized a lot that felt familiar to me.
Favourite quote: “This is something I know for a fact: You have to work hardest for the things you love most.”
Turn The Ship Around! by L. David Marquet
I picked up this book after seeing Marquet talk about this topic in this video. I’ve only just started the book, but I’m including it anyway cause so far it’s been an interesting read. Marquet tells his story of when he became captain of the USS Santa Fe, and started treating his crew as leaders, rather than followers. The result is an environment where everyone is encourage to take ownership and make decisions.
Favourite quote: “Don’t move information to authority, move authority to the information.”
Which leadership books have you read recently? Given the ones above, which books do you think I should read next?
I used to love the Power Rangers when I was a kid, but I have to admit I had my doubts about a new movie version. Now that the trailer’s out: I’m actually quite liking the look of this… I’m curious to see how/if they add the giant dinosaur robots!
Great talk from Lena Reinhard, comparing being in tech with being in space.
This Kenzo World ad has been making the social media rounds the last few weeks and I can’t stop watching it! It’s directed by Spike Jonze and the first thing that did come to my mind when seeing it the first time was how similar it felt to Jonze’s previously directed Weapon of Choice for Fatboy Slim.
Of course within a couple of days a mashup appeared of the two videos:
Two weeks ago I gave a talk at The Lead Developer called How To Succeed at Hiring Without Really Trying. This is pretty much the blog post version of my script/speaker’s notes for it! Check out the full slides or watch the video.
Imagine: you’re shopping for groceries and need to buy strawberries. You have two options. The first one comes in this completely closed off box – you can’t look into it, there’s no pictures on the packaging – you have no idea how the strawberries actually look like. The second option: a transparent plastic box with some handy labels on it: you know immediately what the nutritional value is, where the strawberries are grown and you even get some a nice recipe for strawberry pie to try. And you can exactly see what strawberries you get.
Which box do you choose?
Now of course choosing what company to work at isn’t on the same level as choosing which strawberries to buy. But in the same way, we should be thinking about how we expose and promote our teams as places where people want to work. Not doing anything and remaining a black box that no one can look into doesn’t help at all. So how can we be those strawberries that everyone wants to choose?
For the past 2 years, I’ve taken a lead within FutureLearn to do exactly this type of stuff – I’ve been responsible for trying to raise awareness about our company within the tech and design community.
How to define what I do?
In the past I’ve always struggled trying to explain what it exactly is that I do and finding the right phrase or word or title that encompasses it. Developer evangelism. Developer outreach. Developer relations. Developer advocacy. All these terms are used within our industry to describe these roles that are much more outward facing, but none of them felt quite right to describe what we were trying to do here.
The way I see it this area typically is about creating a relationship between your company and potential customers – you have a product, be it a platform, apis, tooling – it’s something that you want developers to use. There’s a good overview from Phil Leggetter about the different goals and approaches within developer relations, but in the end all of them are about shaping that space, so you can have conversations with those outside of your company about your product.
And that doesn’t quite work here for 2 reasons: 1) it’s not the product we’re trying to evangelize, it’s our team, and 2) we’re actually not just targeting developers, we’re targeting the wider product team, so also designers, UX researchers, product managers. It’s about more than just developers.
So the phrase I’ve started using recently to capture this is employee evangelism. In the same way that developer evangelism is about creating that conversation between your company and the outside world, employee evangelism is about creating that conversation between your employees and the potential employees outside the company. It is about raising awareness about the team – and comes from the team directly.
Rather than having a single person be the employee evangelist, you want the entire team to contribute to this evangelism, making sure that this loop is constantly happening:
Now we have other people on the team who take care of the hiring process, and I like to think that everyone on our team does awesome stuff, so my focus tends to be on getting people to share that awesomeness with the community. I’ve always seen this as a team role: I’m not the only person in the company going out and talking at all the events, I’m not the only person writing all the blog posts. This has been very much about supporting our entire team to do all this, helping them learn the skills they need for this and helping create the type of environment where everyone feels encouraged to contribute.
How to encourage your team?
So having defined this idea of employee evangelism, what can you do to encourage and support your team to practice this?
A couple months back I read Badass: Making Users Awesome from Kathy Sierra and in it she explains how the best way to get your product being used by people, is understanding that it’s not necessarily about your product, it’s about making your users awesome. If they feel they are being badass, when using your product, they’ll be more passionate and motivated to share what they can do with your product.
Kathy goes on to create a framework of sorts to help your users become badass. And I realised that most of what she describes in there can be adapted to how we can encourage our teams. How we can make our teams badass.
Using her book as a base I’ve adapted it specifically for getting your team to share more, but I think it can applied to a lot of other ways of making our teams better. I want to focus on 4 areas, and I think all of these combined can help you encourage your team:
Give them a compelling context
This is about creating that right type of environment where people feel like they can share. Start with the company culture first. Now let’s go back to our strawberry example.
Remember the packaging of the transparent box? The retailer could have put anything they wanted on it – nutritional benefits, the claim that they’re the best strawberries in the world, adorable recipes. In the end though the main thing that matters: whether or not they are good and tasty strawberries. Whether or not they’re the type of strawberries a person would buy again. Whether or not they’re the type of strawberries a person would tell their friends to go buy.
So: be great. The first thing about getting your team, writing or talking about your company is having something that’s worth sharing, something that’s worth getting excited about. If you want potential employees to see what a great company it is to work at, then it does need to be a great company or at least have elements of greatness within it. If there isn’t a single thing that you can think of that is great, that is worth sharing with others, then most probably your focus should be on fixing that first.
The second thing is to be authentic. The stories that your team will tell need to come from them – you can’t give them a script or a brief and tell them to go and evangelise. It needs to have that human voice.
“On their deathbed, nobody will say: If only I’d engaged more with brands.” – Kathy Sierra
Remember this is about employees starting conversations with potential employees. It’s not The Brand having those conversations, it’s actual humans.
Third, be open. Be willing to share information and stories and data about your company. Not every company will be able to share everything – but get a good understanding of what things your team can talk about and share, and make sure they’re aware that they can.
Give them a compelling reason
The second area we need to look at is giving each person a compelling reason. With this I mean look at the personal motivations for each team member. What will drive each of them to share what they do with others? I’ll give a couple examples of what I think are the most common motivations.
Helping others – these are the people that share what they know, cause it will directly help someone else. They might not necessarily want to stand in the spotlight, but they know that if they do, they can make someone’s life easier.
Building confidence in communication – in most of our day-to-day work we rely on communication to others . Doing a blog post or giving a talk or workshop are extreme examples on that spectrum, but becoming a better speaker or writer will help people in their job, and for some this is the main reason why they will want to get better at it.
Building personal reputation – these are the people that want to stand in the spotlight and have the focus on them. A variant of this are the people that want to be experts in a specific thing – they want to show that they have mastered a specific topic.
These aren’t the only motivations that people have, but I think these are the most popular 3 especially when it comes to getting your team to share what they do. Understanding which of these apply to each team member ties in with helping them actually build the skills they need and understanding what types of stories and problems they want to share.
Help them keep wanting to
Now that we know what each team member’s goal is how do you encourage them to keep working on this? I think there are 2 sides to this:
First: what makes them stop? You need to understand what each person’s fears and blockers are. I often hear things like I’m not an expert, I can’t write, nothing I do is worth sharing. They’re all valid fears and reasons why someone will stop or will never get started. But once you know what their fears and blockers are, you can help them come up with a plan to overcome them.
The flip side of this is: what pulls them forward? Make them set a goal, like speak at a conference in a year’s time or write a full length blog post in 2 months time and help them break this big goal into more manageable chunks. I haven’t quite done this with my team yet, but am in the process of creating some progression paths for writing, speaking and workshops, so that people can pick and choose from these when setting their personal goals with their line managers.
Finally: lead by example. Make sure your team is not only aware of the things that you do, but also how you got there. For instance, when I started this 2 years back, I hadn’t ever spoken at a conference before. Even now I still get super nervous giving talks. So I know the types of fears my team were feeling – I’ve been there – but constantly sharing with them what my journey has been and how I deal with my fears and nerves, it shows my team that this is just as attainable for them as it was for me.
Help them actually get better
The final and largest area to look at is how to help your team actually get better. How do you help them improve their skills?
The first part of this is perpetual exposure. This is the idea that to become better at something, to become an expert at something, you need to be exposed to high quality examples of the things that you’re trying to get better at. In this case of getting people to share things make sure your team is exposed to good examples of other people sharing.
So to start: have a library. This doesn’t have to be just books, but also blog posts, articles, screencasts, videos, basically any content that is worth sharing with your team. What are good examples of content that other people have created? Besides that we’ve also got lists of recommended material to help people get started with public speaking and writing.
Another thing we organise is Talks We Love – in this we watch a recorded video of a talk together that one person on the team really enjoyed or found useful, followed by a discussion on things we might want to do ourselves.
Beyond highlighting external content, you also need to try to highlight existing good internal content. Our teams are already creating content: just think about good commit messages, or emails or slack messages explaining things. Most of the time it just requires someone pointing out to them ‘did you consider turning that into a blog post? Or a talk? Or a workshop?’. Be that voice that champions the work that they’re already doing.
The second part of helping your team get better – is giving them the time and space for deliberate practice. Rather than throwing them in the deep end – you need to allow them to build these skills gradually. I’ll give a few examples of how we support practice with speaking and writing. They’re not the only things we do, but it’s just to give you a sense of what types of activities and support you should be thinking of.
Lightning Talks: These happen every 4-6 weeks and anyone in the company can give a quick 5 minute talk about anything they want. This is a great way to get people to recognise that they have something worth talking about and it gives them the experience and confidence to do more talks.
Learning Hours: In these one person on the team, teaches something they think other people might find useful. These tend to be more hands-on and workshop like. And these can be about anything – past learning hours have been about command line tools, how to run retrospectives and understanding database indexes better. Rather than learning to speak in front of a larger audience – this allows people to practice these skills in front of a smaller group of people they’re already working with.
Conference Club: This is an internal meetup for everyone that wants to speak at conferences to get together and help each other with everything that goes into creating a conference talk. So coming up with talk ideas, helping write proposals, giving feedback on practice runs. It’s making sure that people aren’t doing this completely by themselves.
Collaboration blog posts: We pick a specific topic, like women that inspire us or foreign words that we like, and ask for paragraph submissions. So rather than having to commit to a full length blog post, we get people started with writing small snippets.
Internal Blog: Another thing we have is our internal blog, for sharing problems or stories with the wider team. Again rather than having to publish something immediately for the entire world, we basically provide a stepping stone inbetween.
So give your team the time and space to practice these new skills. These won’t grow overnight and you need to create a supportive environment if you want to get everyone involved.
What was the effect on our team?
So what was the effect of all this on our team? Now when I started this role we barely had anyone from our product team writing blog posts or speaking at events. Here are some stats of where we got to now.
Not including the people that joined our team recently, about 35% of our team have now done an external talk. That percentage rises to 60% when we take into account the lightning talks and to 78% when we add the learning hours. With blog posts we’ve got 75% of our team that have written full length blog posts, and 89% when we include the collaboration posts. And the awesome thing is, if we combine this all, this means that everyone in our team is sharing their knowledge in some way.
Tying it back to the start of this post – from the last round of hiring, 50% of the interviewees explicitly mentioned having seen a talk or read a blog post. This wasn’t us asking them if they had – this is the percentage of people that brought it up themselves in their conversations with us. So the actual number might actually be higher.
If there’s one thing you take away from this blog post, let it be this: Every team can do this, but more importantly I think every team should do this.
While I think employee evangelism is great for your company, in the end it’s about making our community great. Embedding these type of practices within every company means that we get more people sharing what they do, and what they love. If we want to see more diverse speakers at events, if we want to see more diverse writers share their stories, we need to support everyone to learn these skills and as tech leads we are in positions to change this.
So I want you all to think about this – the next time you came across something that one of your colleagues have done that could help someone else, help them to share it with the world. And maybe next year thanks to you, they will be somewhere on a stage sharing that story and trying to make the community a better place.
Curious about how we do more things at FutureLearn? Read our “Making FutureLearn” posts.
It’s Thursday, July 19th 2012.
That evening after sunset there will be a fire garden installation at the National Theatre, to celebrate the arrival of the Olympic Torch in London. My friends and I plan to check it out, cause pyrotechnics (do I need to say more?). Since it’s lovely weather, we agree to meetup earlier that evening at the Southbank and have dinner somewhere around there.
Now up until this day I think we all felt slightly cynical about the Olympics. In the past few months there have been constant subtle reminders that this is going to happen, but to us it’s mostly materialized as station closures, roadworks and other disruptions to our daily lives. There’s this wary acceptance that ‘yes, this is going to happen’, but it’s mainly going to throw the city into turmoil and be an annoying thing that we’ll need to deal with while we continue with our day-to-day. The Olympics are an event that we Londoners need to weather, not enjoy.
That evening those feelings disappear.
The moment I emerge from the underground tube station at Waterloo, I can sense that the city feels different. Just walking through the buzz and busyness of the Southbank you can tell that the cynicism has been replaced with this feeling of anticipation and hopefulness. Everywhere around me people are laughing, random strangers are enjoying conversations and there’s a general vibe that everyone is waiting with bated breath to see what happens next.
The air is full of not just excitement, but this collective feeling of pride of our city, of our London. The Olympics are coming and we’re going to show the world what it means to be a Londoner, to be a Brit. We’re going to welcome these athletes from all of the world and cheer them all on as they set their records and do amazing feats.
In the weeks that follow, my friends and I get thoroughly swept up in the Olympic spirit. We manage to get tickets to several of the actual events, watching various sports up close – and when we can’t get tickets, we attend the fringe events at the parks and Olympic Houses. Everywhere you go the city is cheering on the triumphs of the world.
This is our city and our city is celebrating.
It’s Friday, June 24th 2016.
That evening after work, friends of mine have pre-organized a meetup in the pub, jokingly mentioning the chances of needing a drink that evening. It’s been in my calendar for a few days, but I casually dismiss it as a fun moment to meetup with friends, not expecting that maybe I might actually need a drink that evening.
Now up until this point I think we all felt worried that Brexit could happen. It’s not until I wake up that morning and see that the result is LEAVE that it truly sinks in that today is a turning point.
Walking through London that morning – it feels like a city in mourning, with people expressing their grief in different ways. My trip on the tube, while never a very social experience, seems full of much more solemn quietness than usual. While catching up with friends and colleagues at the conference where I’m at that day, I can see the panic and defeat in their eyes. My entire Twitter and Facebook feeds are full of finger-pointing and blame and distrust, tons of voices lamenting the fact that we could ever get this far. And at the end of the day, there’s a flurry of people flocking to their closest pubs hoping to drink away the end of the world as they know it.
I’m not going to comment on the politics of this all – there’s still a lot that seems super vague to me. There are much more knowledgeable people than me out there who can explain what might happen and what we can do. I don’t know what’s going to happen, I don’t know what effects this will have on me, on my friends, on my colleagues.
But: I want my city back.
I want that London that we got during the Olympics. A London that is hopeful – a London that can stand strong and show the world that ‘yep, things suck, but we can get through this’. No matter what happens, this entire pointing fingers at each other, blaming this group or that, criticising the things we could have done differently, it’s not helping. If we keep looking back and bemoaning the things that could have been, we’ll wallow in the world of ‘What-If’ and never make a difference.
We’ve had our day of mourning.
I initially wasn’t that interested about this movie, but after watching the teaser and hearing Alan Menken’s score… Beauty and the Beast has always been my favourite Disney movie (I mean: a bookworm that always has her head in the clouds? Come on!) and this just makes me want to sing along to all the songs again. I can’t wait for this now:
I also initially thought it was going to be another live-action but-slightly-different adaption like Alice in Wonderland and Malificent, but it turns out they’re keeping most of the songs from the animation! Plus the cast sounds amazing: Emma Watson as Belle, Dan Stevens as The Beast, Luke Evans as Gaston, Emma Thompson as Mrs. Potts, Ewan McGregor as Lumière, Ian McKellen as Cogsworth, Kevin Kline as Maurice, Josh Gad as LeFou… yeah, I’m totally onboard for this!