Play and humor are essential components of any workplace. By creating an atmosphere of play and humor, employees are more likely to be engaged and productive. It allows for a more relaxed and open environment, where people can have meaningful conversations and share ideas without feeling intimidated or judged. Additionally, having play and humor in the workplace is beneficial for morale. It allows people to laugh, have fun, and socialize with their colleagues, which can help build relationships, foster cooperation, and create a sense of community.
Whether you have a small team or a larger organization, in this episode of The Widest Net Podcast, Jeffrey Harry, Founder of Rediscover Your Play provides insights on how to bring the joy and fun back to work and how to increase productivity and innovation. Listen here:
Pamela Slim
00:00:04
Welcome to another episode of the Widest Net podcast. I’m your host Pamela Slim, and I’m joined today by my guest Jeffrey Harry. Jeffrey combines positive psychology and play to heal workplaces, help teams build psychological safety, and assist individuals in addressing their biggest challenges by embracing a play oriented approach to work. Jeffrey was selected by Bamboo HR and engagedly as one of the Top 100 HR influencers and has been featured in the New York Times, Mashable Upworthy, HuffPost, Shonda Land and Wired. In addition to TikTok, which let’s talk about that in a minute because you randomly popped up on my feed doing something hilarious, and I totally want to talk about that. Back to your bio. Jeffrey has worked with Google, Microsoft, Southwest Airlines, Adobe, the NFL, Amazon, and Facebook, helping their staff to infuse more play into the day to day. Over the past 15 years of facilitation and speaking, Jeffrey’s main goal has been to help work suck less by assisting leaders in building a playground workplace atmosphere that motivates their staff to do their most vibrant work. Jeffrey, welcome to the podcast.
Jeffrey Harry
00:01:16
Oh, I’m so excited. Let’s go.
Pamela Slim
00:01:20
So what is this heresy of humor and play? I can just see some of the venture capitalists rolling their eyes saying the times of table tennis and bean bag chairs are gone. Why is it a perennial need for adults to have play and humor at work?
Jeffrey Harry
00:01:41
Well, first of all, I never agreed with the tabletop tennis and the slides and stuff. Like, don’t give me I love a slide as that form of play because that could be considered forced fun, which I hate. Right?
Pamela Slim
00:01:57
Forced fun. I have a new hashtag, okay?
Jeffrey Harry
0:02:02
But I agree with the Steven Johnson quote, the future is where people are having the most fun. So who is doing that? Who is taking the risks? If you look during the pandemic, the organizations that took the biggest risks, the TikTok, the Hulu’s, the Netflix at the time, they benefited from playing around. They benefited from trying out new things. They benefited from experimentation because a lot of us had no idea what was happening, still don’t know what’s happening. We’re still rolling out of something that no one has dealt with in over 100 years. And for anyone to claim that they know what’s going on or this is what you typically do after a pandemic, they have no idea. Nobody knows. So the more that you’re willing to play, the more you’re willing to embrace that, the more profitable you actually are going to be. And the studies even prove that. Like, look at Google’s 20% rule. When they first started, they gave their staff 20% of their time to pursue whatever they wanted. They gave them a playground to play. And what came from that? The foundations of Google Gmail, Google News, Google Maps, Google Earth all came from experimentations that staff were doing on the side, not even their main job. So we need to be allowing for a certain level of play if you want to allow for a certain level of innovation at your organization.
Pamela Slim
00:03:26
So let’s define the term somewhat and really from your point of view, because you said forced fun, like, hey, let’s all do improv or let’s go down a slide may be forced. What is liberatory fun? What is natural fun and play in a workspace from your perspective?
Jeffrey Harry
00:03:45
Yeah, so I define play as forgetting time. What is the work where you forget about time? What is the work? What’s your flow work? What’s your zone of genius work? Right. And how much are you giving your staff the ability to enjoy that space? Because I also see play as the opposite of perfection. And perfection is rooted in, like, ego, shame and constantly trying to be right. And that’s where burnout comes from. That’s why a lot of people leave organizations, is because they constantly are forced or believe they have to be a certain way. They have to be perfect or have to show up in a certain way. So allowing play, when I say play, I mean how are you allowing your staff to pursue their most vibrant work? How are you allowing your staff to pursue the stuff that actually interests them most? What is the work where they forget about time? What is that zone of genius flow work? And what percentage of time are you giving your staff to actually pursue that? Right. They don’t have to do that all the time, but if you give that to them 10% to 15% and you’re able to increase that over time, that exponentially helps them. Studies find that you are five times more productive when you are doing your flow work. So do you even know your staff’s flow work? That’s what I challenge a lot of leaders on.
Pamela Slim
00:05:06
A lot of listeners are kind of like me, where they might have smaller teams, and my team is mainly folks that are virtual work all across the country. But we love to collaborate together for folks that have a smaller business or maybe are starting their business and wanting to think about developing this kind of culture where people like to come to work and get more in a state of flow. What are some things that you’ve seen that really work for even, like my kind of set up with people who are not who also have multiple other clients.
Jeffrey Harry
00:05:40
I would ask them, what is the work that they enjoy doing most? Right? What is their most vibrant, powerful work? What’s the work where, if they weren’t getting paid to do this, they would still do this type of work, right. And then just identify out of all the work that they’re doing, how do we just increase it just a little bit? We’re talking about like a couple extra hours a week. I just love writing. Sweet. You love writing. How much of your time can you spend doing blogs? Oh, I love making TikTok videos. They once assigned these, like, interns, the Buffalo Bills assigned these interns a whole floor to just make TikTok videos during the pandemic. Had no idea what they were going to make. Because of that, the Buffalo Bills became the most popular NFL team on TikTok. Same thing with the Washington Post. They gave this guy like, listen, you got 5 hours to make whatever you want. And the Washington Post became one of the most famous newspapers on TikTok with ages 16 to 24. So allowing for just an ability for people to play, right, not even for that long period of time, but just more time than right now, what they’re doing, because if they’re just doing the rote work after a while, that is where the burnout comes because they’re just going through the motions.
Pamela Slim
00:07:01
I did another podcast episode with Pedro Ortiz, who is both of my kids boss. He owns the Buffalo Spot, which is a restaurant in Mesa that both my kids Josh and Angie work for. And I was describing the kids that work there had this whole elaborate thing. My son loves mixed martial arts and boxing, as do a couple of other folk kids there. And so they did this huge what they call like the Gizmo tournament or something, that’s actually the name of Pedro’s company where they had this whole fight. They did a pre show video that was all filmed inside the thing. And then Pedro’s daughter made a big winner’s belt with a chicken on it cut out of cardboard. Right? And I was like, you. I mean, I nerd out about this stuff. And Pedro was like, yeah. I was a little worried about anybody getting hurt. I made sure they weren’t swinging too hard. But the fact that he just supported doing really fun things, taking a little bit of work time for them to do this, like, mock press conference, which they spent hours editing. And we’re sharing with each other because I just said if I could imagine the Buffalo Spot being led by these amazing young folks who work there, who just worship Pedro and have a great time, there’s a lot about I think his brand and even people visiting the restaurant that would want to come more or kids that would want to work there, because a lot of kids don’t want to work for more of a fast food type environment in their first job. I just thought about that right away as you were talking about what happens when you just give some time and space and encouragement.
Jeffrey Harry
00:08:33
Yeah, and you give such a really good point because Pedro’s allowing for experimentation, even though he’s a little scared, it’s just like, I don’t know what they’re going to do. He trusts the staff enough to be like, okay, I will allow some freedom for you to do what you want to do. Right. I think I did a case study this is a while back, but of Southwest Airlines and how they allow their flight attendants to play while they’re flying. Right. Like, they get to joke, they get to do whatever, the announcements a certain way. But allowing for that freedom actually not only makes it a better experience for the clients and for the customers, but it also communicates to the staff and anyone that’s thinking about working for them, oh, that might be a better place to work. Right. That’s what Steven Johnson means when he says the future is where the fun is. You get attracted to the fun and you want to be part of that fun.
Pamela Slim
00:09:32
Yeah. What is the link that you make in your work between fun, laughter, flow and psychological safety, which is a thread you talk about a lot as an ingredient for company culture or I think about it a lot here for community culture as we’re bringing a lot of folks together here in downtown Mesa.
Jeffrey Harry
00:09:51
Yeah. Well, you can’t play if you don’t feel safe, right? And I think a lot of times this is where forced fun comes into play, where you’re like, okay, everyone, we’re all going to go to an escape room and put you in a room together even though you hate each other, and then you’re going to come out and be friends. Like, no, Jamie is going to hate Rick regardless of whether they get out of their room or not. Right. So if you haven’t first allowed for people to be vulnerable, if you haven’t allowed for meetings to happen, where people are able to speak up and disagree with each other and disagree with their boss, right. If you haven’t created the space where people feel as if they don’t have to pretend to be somebody else at work, then you’re not ready for play. You’re not ready, and that’s okay. Your company is not ready. That’s cool. But you then are also preventing your staff from showing up. And I hate the cliche, like, show up as your authentic self. You’re not going to show up as exactly your full self at work. I get that. But you can show up a little bit more than who you are. Right. The code switching is exhausting for a lot of people of color, but there’s still code switching for everyone where everyone feels like they have to pretend to be someone that they’re not. Right? And that’s where it’s, like, so exhausting to go to work. That’s why you feel that pain in your stomach on a Monday and you’re like, I don’t want to go because I don’t want to be that person at work. So the more you can create that psychological safety by first building trust between the boss, you as the leader and your staff, as well as within the team, then there is an atmosphere where people can start to play. And then the measurement of that is laughter because the more you actually, meetings, you know a meeting is going well based on the amount of laughter that’s actually in the room. You just know it and you know the level of psychological safety by the amount of laughter that is allowed in the office. You can walk into offices and know immediately whether this is a psychologically safe space or not, simply just by the vibe. But if you are forcing people to laugh at your jokes then no, then this is not a fun place to be for sure.
Pamela Slim
00:12:21
It makes me think immediately of the best team I ever had. I mean I love my team now. So team, if you’re listening, I am not meaning more than you, but when I was an employee decades ago at Barclays Global Investors I had an amazing boss, an amazing VP of HR and then other folks in the training and development area. I remember we laughed so hard sometimes we would be sitting in a meeting and just literally rolling on the floor in a pretty conservative San Francisco financial services company. I remember one time for some reason we were all lined up along the wall like doing headstands with our feet up in the air. I can only imagine what people are thinking. We would crack each other up with stupid things. Somebody had read a typo in a newspaper that said a suspicious can was seen on the side, like on the corner somewhere. It meant to be a suspicious man. So then of course we took it to the extreme and we created a suspicious can and we put it up on our cubicle. I can tell you and I, as you’re laughing, have equally ridiculous humor but it was just we had a 5:20 dance hour. We would always stay like around 5:20 at night. Everybody would leave and we would just spontaneously turn the music up and dance. We also did incredible work that was hugely transformational and created great programs. But to me, whenever I try to put myself in a situation where I’m being a little bit too serious or the expert or I might have a client where I don’t feel safe laughing, it’s really a huge red. Flag for me now, because if I’m not able to hysterically laugh, occasionally drop an F bomb and just have some fun, it’s really hard for me to do the deeper work or to have the deeper emotional conversations about the journey of entrepreneurship.
Jeffrey Harry
00:14:04
Yeah and laughter actually connects to attunement. Right? That’s where you are actually fully attuned with people. And for people who are like well, what do we mean by attunement? Attunement is the first type of play that a baby actually has with their parent, with their parents. When they first look in their eyes there’s a certain level of attunement that happens between the baby and the parent where their wavelengths are actually identical at some point. And then you search for that level of attunement for the rest of your life. When you’re laughing and when you’re playing, you actually are building a certain level of attunement and understanding with your staff. That’s unsaid. That’s unsaid. And that’s when there’s a certain level of trust that’s built that you can’t even describe until after you’ve left that, and you’re like, oh my gosh, that is when I was really connected to my team, for sure.
Pamela Slim
00:15:06
So there’s the trust building activities that you do in order to create an environment where people can feel more safe playing. As you said, I appreciate the nuance of not 100% knowing everybody can show up with their entire life because people have discernment, judgment, and different levels of disclosure. You don’t always have to be sharing everything, but to be able to choose to show up in a way that has more vulnerability. Have fun. Know that if a joke falls flat or something, you’re doing as foolish as my children have reminded me. When I tried my first Instagram reel and they were laughing hysterically on the floor, I felt like it was creative genius. But from their perspective, it was very humiliating. That’s an example, I think, as you’re creating this individual capability to play more, to experiment more. As I said in your bio, I love following you on TikTok and seeing you pop up where you’re sharing some of your really funny videos and such. How did you get comfortable being zany? Is it awkward? Is it weird? Do you have weird feelings about it? Or do you just enjoy showing up and sharing yourself?
Jeffrey Harry
00:16:20
So that’s a great question. So March 2020. We all know what went down then, right? And I remember at the time, I remember Elizabeth Gilbert’s quote where it was just like, personal transformation doesn’t happen until you get tired of your own BS, right? And my BS was like, I don’t have time to make videos. I also sound weird on videos. I look weird on videos. I’m just not going to make videos, right? But mostly I was just like, I don’t have time. And then that rolls around. We’re all locked down. And it was just like, well, now you have all the time in the world, Jeffrey. What are you going to do with that time? And you know what I did? I didn’t do anything. I binge watch Netflix for a month. I did by Tiger King. I did all those things, just avoided it. And then eventually, I think sometime in April, I was just like, let me just make one video. Like, who cares? No one’s even going to see this video. Now. When I coach people, I’m like, don’t even look at the first 20 to 30 videos that you make because you’re just learning how to even make a video. And once I made one, I was like, oh, this is fun for me. Oh, this is cathartic for me. This is helping me process the pandemic. This is helping me process this time, and I just started making them for myself, and then I continue to do that, and I realize when I make my best videos, I’m making them for myself. So it was ironic when I went to World Domination Summit, one of the conferences that we both know about, and people this is, like, two years later, and they’re like, oh, my gosh, I love your videos. I’ve been watching your videos. And I’m like, what video have you been watching? I don’t even know, because I’ve now made, like, 300 or 400 of these short version videos, and I was like, I didn’t even know anyone was watching. I really didn’t. Because you forget about it, because you even forget what you make, right? Because you’re just so fully present in the moment, and there’s something powerful about taking a risk and doing something that you’re really scared to do, because that’s when the transformation can possibly happen. That’s when some shift can happen. And I read this beautiful post today, this beautiful Facebook post written by someone where they wrote to the ambassador of Switzerland. And they were like, hey, I want to interview you because I just learned how to learn the language and I want to practice it or whatever, but I’m just taking this random risk. And they ended up interviewing the US Ambassador.
Pamela Slim
00:19:03
That person is me.
Jeffrey Harry
00:19:05
Yes, but think about that. You were just trying something out, right? And you said it in the same post where you were just like, tweet John Legend, right? Write that email to that person you’ve always wanted to write to. There’s something powerful about the simple act. Forget about whatever happens, right? That’s the thing I love about play. Play has no results, right? You’re not focused on your results. You’re simply taking the risk of jumping into the pool of uncertainty, but then you realize it’s not that scary, and you realize, oh, my gosh, if I can do that, if I can reach out to the embassy, and then they potentially write me back, what else can I do with my life, right? You start to expand on what’s possible, and that’s the power I believe Play has.
Pamela Slim
00:19:53
I love that, and I love the connection. I do think about it a lot. By constitution, I think I’ve always been wired to have a really high tolerance for risk. Aka have made really poor decisions in my life. In the earlier part of my life, I feel like I got a bunch of really bad decisions out of the way by the time I turned around 30, and it’s been hopefully a little bit better. But the other day, we were at the Lowe’s construction store, and my husband and I were there, and we couldn’t find something. And our daughter, who isn’t quite as wired as me, I’m a big extrovert. She’s an introvert. I tend to just walk up to anybody with no problem. We were sitting there talking, and she goes, hey, do you want me to go ask the guy that works here, like, about something? And just my little mom heart, in that moment, I was like, I just had that realization that for her, just it seems like a small deal, but it’s really not for her as a 15 year old to like, go find the person, describe what they were looking for. In my mind, I was like, OOH, that is actually the thing that is going to begin to build the open doors for her. And I told her that. I said, like, this is a critical thing. You need to learn where you love travel as she does that just to not be afraid to go up and ask somebody something or ask for something. But it really is more in the spirit of self confidence and play and as you said, with perfectionism. I think some people are wired more to just worry about, well, what’s somebody going to think or what if I do it wrong? I wish I had a little bit more of that sometimes, but it doesn’t tend to plague me personally as much.
Jeffrey Harry
00:21:35
But I love that you said that, right? Because what is risky to you, right? It doesn’t have to be a grandiose risk. It could be something as simple as like, I’m going to invite friends over because I haven’t had friends over in a really long time to my house, right? I remember talking to my niece once and she was thinking about this boy and she was just like, why don’t you just talk to him? And he’s like, oh, my goodness, if I talk to him, I’m going to die. I’m literally going to die. And it was just like, okay. And then I thought about it. I was just like, in her mind, she will there’s going to be a part of her that will die. That part that just now does not talk to people that she really has a crush on. Right. So it’s a transformative experience for anyone. So any risk, even if it’s not big for anyone else, think about what it is that kind of scares you. What makes you nerve sided, nervous and excited. I tell people, how do you play more? It’s just like allow yourself to get bored and then wait for those nerve-cited ideas to pop up, whatever that is, right? Tweet John Legend, email that person, talk to that crush you have. Make that video sing in front of people, like whatever that is. Because pursuing that nerve-cited idea, regardless of the result, will allow you to fall into flow.
Pamela Slim
00:23:00
I love that so much. And having space, having space sometimes to just experiment building that space also into folks that work with you and your team to be able to do that is beautiful. It seems like a different topic, but I don’t think it is. I really see the correlation between some of the deeper work that you do around toxic masculinity and psychological safety and fun. It’s connected. So first, I just want to say thank you as a male, for being a vocal advocate of speaking up and talking about toxic masculinity in the way that it can show up in the world. Why is this important to you, and what is toxic masculinity and what do you think about it?
Jeffrey Harry
00:23:43
Yeah. So I define toxic masculinity as a narrow view of manhood built off of aggression and bullying and deep insecurities. I speak a lot about toxic masculine leadership, which can be exhibited by anybody. Whether you identify as a man, a woman, trans, however you identify, we all have adopted certain toxic masculine leadership traits because that is what’s been told is what works. Right? The Jeffrey Bezos, Elon Musk, the Mark Zuckerberg, but toxic masculine leadership, as you could see via Twitter, there’s a great example with Twitter that’s a perfect case study is masking insecurity with aggression, bullying. Look what Elon did as soon as he arrived. He got rid of all the ERGs, all the employee resource groups. Those are some of the only places where people feel seen, heard, and appreciated. And he got rid of those immediately. Right. And I realized and a huge reason why I think it’s important to talk about it is because coming out of the pandemic, we really are at a crossroads where we’re like, do we want to go to the antiquated Mad Men experience of the past again? Which we already know the result of. That where most people do not like work. I toured it around last year. I spoke 55 times, and I would run a workshop called Dudes, Do Better: Dismantling Toxic Masculinity at work. And as I went around, I would speak to so many HR staff that were just like, yeah, work really sucks right now. And it’s always sucked, but it’s even worse now. And I attributed it to the fact that it’s because we’ve been celebrating the wrong type of leadership. Right. And I’m not saying, okay, let’s just get rid of all masculine leadership. No, I’m talking about where can we find the healthy balance between healthy masculine and divine feminine leadership? And right now, we’re missing a lot of divine feminine leadership that’s built off of collaboration, that’s built off of play. Right. That’s built off of connection and coaching rather than dominance and rather than always results. Because if we’re going to create a workplace where people actually want to go to work, you need to be able to find leaders that both can embrace their healthy masculine and their divine feminine.
Pamela Slim
00:26:22
I love that. Yeah. We all have all elements. And it’s funny being a longtime martial artist for many years of my life, there’s parts of the fighting and sparring and things like that that I get excited by. And it is sometimes surprising, I think, for folks knowing I am like, a collaboration and I’m a coach and love the connection. I like the distinction when we’re thinking about it in light of the earlier conversation you had about the kind of environment that you’re creating where you can have the intellectual sparring. I’m just thinking of let’s say you’re in either an engineering team or you’re in some kind of deep conversation and strategic planning and you can really this is a dynamic that Darron Padilla, who’s my colleague I work with all the time, we have like, idea sparring where I’m waving my arms wildly for those who are listening. And what I mean by that is he and I will be sitting here if we’re physically in the same room and we’ll be talking about a project that we’re building and he’ll say, well, this is what it should have. And I’ll say, but wait a minute, you’re not seeing that. And then you’re seeing this. And we’re kind of going at it, but it is because we’re creating this space in which we can be having this really powerful conversation about what we ultimately want for our clients in the project. And it is something that the instant that we figure it out and we get set with the right kind of solution, then everything is cool. And I think we’re just used to working together that way. And I guess all that I’m describing are things that can be seen sometimes as like an intense conversation. But to me it’s all part of intellectual play in the development of ideas. Jose, I’m going to pause for a second. We’ll probably edit this. It looks like the screen froze, so let me see if you are coming back. Let me pause for a second.
Jeffrey Harry
00:28:28
Okay, so here’s the reason why I love that. I remember there was a professor, I think this was a long time ago and I got to find out where, but she was one of the few scientists part of her college back. And I think in the she would have these verbal sparring matches with one of her assistants. And because of that and because he was able to poke holes through a lot of her arguments just made them stronger. She was then able to compete in this much more male dominated science world that she had to navigate through and became one of the most world renowned scientists, especially for that university, because they allowed for that certain level of verbal sparring, right? Because they allowed for that certain level of play and recognizing the value of both healthy masculine and divine feminine. And that’s where we’re trying to get to. We’re trying to get to a place where teams can call each other out on their own BS and have fun with each other and be able to connect and be able to be vulnerable. And those are the workplaces that people want to work at because that’s where they feel seen, heard, appreciated and valued, right? And that’s what I’m trying to cultivate, through Play.
Pamela Slim
00:29:55
I love that. And it is, I know, just for Darren and my relationship, we’ve worked together for so many years. We worked together when I did management consulting back in Silicon Valley. And so we do have a deep level of trust with each other. And there’s a framework around when we’re talking about ideas. We like to learn and grow. Both of us love to be proven wrong. My friend Bob Sutton from Stanford calls it to have strong ideas, weakly held. So it’s exciting for each of us where we’re like, no, this is the way to do it. This is the way to write a learning objective. No. And then all of a sudden, we’re like, oh, you are totally right. And then usually we end up cracking up and having an openness so having some parameters around communication where you’re talking about the idea within the bigger context of many years of a working relationship, lots of love and support for each other for me, is something I really appreciate.
Jeffrey Harry
00:30:50
And I love that. You mentioned Bob Sutton. He’s the one that wrote the A-hole rule, right?
Pamela Slim
00:30:55
The No Asshole Rule.
Jeffrey Harry
00:30:56
Yes, asshole rule. Right.
Pamela Slim
00:30:58
He’s coming on the Widest Net podcast soon to talk about his brand new book. So you will be in good company.
Jeffrey Harry
00:31:04
I love that because I was inspired partly because of that. My friend Gary Ware and I, we did a workshop called dealing with A-holes at Work through Play. And we looked at Bob sudden’s work as we referenced that, because we realized we’re like, why are we cultivating this type of leader in the workplace? How is this person being celebrated when they’re so toxic?
Pamela Slim
00:31:32
Yes, I’d love and appreciate his work as well. So for you, looking forward, we happen to be recording this in January. What are you excited about for your own body of work? Things that you’re working on or things you have upcoming?
Jeffrey Harry
00:31:46
Yeah, so there’s a few different things. I’m putting together a workshop around Ted Lasso and healthy masculinity and divine femininity, like as a leader. Right. I think I’m still trying to figure out the title of it, but it would be like, Why Ted Lasso’s Feminine and Masculine Leadership Matters. Right. So that’s cool to explore that. I also want to do this year a Ted Talk combining how do you use Play to dismantle the patriarchy? Right? Or how do you play, my friend said at the playtriarchy? How do you create the playtriarchy? Right? Because many of the ways in which you dismantle the patriarchy is through building community and connection and getting bored and doing less right. And resting. And all of those things are really powerful. And also, I’m just so fascinated with the idea that Play has stopped a war for a day. I think of Christmas in the trenches. I can tell you that story a whole other time, but, you know, I’m fascinated by that. And then I’m excited. I’m going to be speaking at South by Southwest with a colleague of mine, Sarah Serrani, about how do you embrace fear from a place of we? Not me. Because I think especially a lot of our pain and fear comes from the fact that we feel so alone, right. We have more devices than ever and we feel so disconnected and isolated and it’s because we barely exist and cultivate a sense of community, right? How much of your time I would ask your listeners, how much of your time do you feel like you’re in the we space and how much of your time do you feel like you’re in the me space? And we’re being told over and over again to simply focus on me. But in order for us to address the majority of the problems that we are currently facing in the workplace as well as the world, it has to come from a place of we. So how do we do that? So I’m fascinated to explore where that takes me.
Pamela Slim
00:33:58
That’s so exciting. I miss going to South by Southwest. I won’t go this year. I am the fun mom and the cool mom because I’m taking my kids to the SZA concert in San Diego. And when South By is happening, I.
Jeffrey Harry
00:34:10
Don’t even know what that is.
Pamela Slim
00:34:10
This is really cool because I’m the cool mom, but this is a really wonderful contemporary artist. We’re taking a trip out there. But I love south by southwest. I’m so excited that you’re there. I can imagine it’s going to be a playground pun intended for folks who want to connect with you and maybe if they’re going to South By to go to your talk or connect with you where you’re there, where’s the best place for people to find you? Online?
Jeffrey Harry
00:34:33
Yeah. So if you want to see my ridiculous videos and stuff, you can find me at the handle at Jeffrey harry plays J-E-F-F-H-A-R-R-Y-P-L-A-Y-S. That’s my handle at TikTok, instagram, LinkedIn, YouTube, Medium, all of it, Twitter. And if you want to cause some mischief and create a more vibrant workplace where people feel a sense of community and psychological safety, then simply go to rediscoveryourplay.com and click on the let’s play button and let’s have a conversation about how we can do that.
Pamela Slim
00:35:10
I love that. And of course, we will have all of these reference notes in our show notes. Well, thank you so much, Jeffrey, for sharing your time with us today. For those of you who are listening, make sure to check out the show notes at pamelalim.com for the tips and references and resources, connections with Jeffrey in today’s show. Please check out his TikTok because it’s really hilarious and elevate. Thank you to my 31 marketplace production team. La’Vista Jones, Tanika Lothery, Jose Arboledo, Maddie Russo and the award winning voice of God. Narrator for our intro and outro, Andia Wilson. Winslow. Sorry, Andia. Until next time. Be sure to subscribe to the show and enjoy building partnerships, organizations and communities that grow our ecosystem.
Jeffrey Harry
00:35:58
Thanks so much.
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