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tv   Women and Leadership in Publishing  CSPAN  August 9, 2015 7:00am-7:54am EDT

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>> and now a panel on women and leadership in publishing from this years book expo america, the publishing industries annual tradeshow. >> thank you, everyone for coming. we are very excited to have this wonderful panel together. you can see it's called women on top, women in leadership in
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publishing. is a presentation of the women's media group with the bea. the women's in the group was founded in 1974, a new york-based not-for-profit association of women to support prominent women in achievements in the media world and we also do have fellowships for underprivileged, deserving women to help them get into the media world, and you can find out more about that and become a member by signing up in the back are taking the sheet of paper in e-mailing us. it has more details about the women's media group or leaving your business card in the back and we will send you information. we will have a panel of 50 minutes, 40 minutes of q&a and then followed by a short q&a we guys can ask questions. we are going to be recording this i guess for cnn, and so i guess we can still find out where we can see that on cnn.
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we do have a hashtag if you like to share, and we are thrilled to our wonderful speakers. i will start with bethlam forsa, managing director of learning services globally. before joining pearson she was executive vice president of global product development and operations. and department at -- for 12 years. she is an active member in the new york city startup community and sits on the board of directors of libra five. we have madeline mcintosh now president of penguin publishing group where she oversees penguins adult publishing businesses in the u.s. previously madeleine served as the first president in coo of penguin random house view is in part to the merger of coo of
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random house. we have lisa sharkey, senior vice president and director of creative development at harpercollins. she joined the company march 2007 after more than two decades as a television producer where she is a two-time emmy winner and former president of al roker entertainment as well as being a senior producer at good morning america and "inside edition." thank you all for participating today. i know you all are very busy. let's get started with some questions about your leadership style. could you start us off by talking about how would you describe your leadership style. >> thank you, lisa, and good morning, everyone. i would describe my leadership style has been very authentic, decisive, passionate about what i do and very much a change agent. >> madelyn? >> i think i should start by
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saying this market were noticing the way we prepared is, when i was reading the questions allowed in my apartment this morning when my 11 year old son said that's easy, you're a tyrant. [laughter] thank you. but happily and hopefully the college to are here who have worked with me would not think that ring true scrapping my style is essentially i grew up as a very shy bookish girl who learned to compensate for the fact i never really wanted to talk by being able to good listener. i tend to really use my skills listing asking questions. i have strong people working for me and what i hope to do is get
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decisions made and help them kind of flourish. >> great. annalisa? >> i would say my management style at home would be part tyrant and part completely neurotic mother. but at work i would say that my management style would be something like a den mother. i consider myself someone whose job it is everyday to help bring younger people to the forefront and help teach them and train them in creativity and in knowing that their ideas are important and that they need to come up with new ones on a regular basis spent a description are different i think that if we had some men up to the detail you managed differently than men? >> i mean absolutely. i think the our inherent differences between men and women and those are going to be absolutely apparent.
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before the publishing and shy work in an industry where it was primarily dominated by men. when i was at accenture i forgot the percentage, very low percentage of women who make it to partnership. even the recruiting process and this is normal not just for accenture but other management console, investment banking type jobs. when you start the recruiting process for all those combative colleges or business school and so forth it's about 50/50. throughout the process you will see some kind of a weeding out, if you want to use that word. and i think throughout that process because as i was coming up the ladder so to speak i worked most of the time for men, the with the partners, very small percentage of women were partners. our style of management, our
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overall approach on how we deal with clients or otherwise is very different. i think we sometimes attend a statement our much more decisive and make the big decision and so forth. i'm willing to say i think i look at it head-to-head with the men about being very decisive. i think a lot of things that we do our very different and sometimes i think women, we tried to be like a man. and my old day job i could realize i don't have to do that. i'm very comfortable in and. with all my defects, but i think we do manage it very different differently. >> anyone else want to comment on that? >> i came from a different industry, so i came from news where the mailboxes when i was coming up and you were know to throw typewriters across the room.
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even as a woman growing up in the news business that was a module system. so as a -- macho. i would regret it clock at night with hope i would see one of my children off to bed. i will say that i think men and women are just as capable of being nurturing or too domineering. i don't necessarily see it divided down the lines of sex and more just personality type. i could work at harpercollins which is my boss, michael, imminent, his boss isn't it -- his boss is a man. they're both wonderful leaders who don't throw typewriters or computers across the room. adequately worked with jane who i would say was more demonstrative in terms of affectionate, more somebody who was huggy which ecg but still very strong leadership.
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i think you can be a bad leader as a man or a woman, but i do think women and i would agree with you, especially if it trying to manage a family and a business, you have to learn that juggle and get a busy person a task and they will get it done quickly. i tend to think women can make decisions supremely likely. >> madeline, how did you build your leadership skills? >> how did i build -- can i just -- >> sure. >> ideal that i've been incredibly lucky to work in trade book publishing. you coming to publishing from different sectors with very different gender balances. i don't think it just random house and penguin which of in the two places i have been. i think it's generally true
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within trade book publishing these are majority female companies. and i think the leadership has been also very significant populated by women. so in a way it's hard for me to even think about is my style different because i am a woman our would be different if i were a man. i absolutely have had extraordinary mailboxes and terrible mailboxes, and extraordinary female bosses and terrible female bosses. for me, i have our time just because of military of working in a very female and vibrant. that's the strength of the industry. >> just building your leadership skills. >> building my leadership skills? how public built my leadership skills? i think there was one particular experience for me when i was, i
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guess those in my late '20s and i was given official the big promotion to be the head, this was doubleday, so maybe -- i was given this big promotion to be essentially had of the sales for a very large part of our publishing business. i was in my late '20s. i had people reporting to me who had been selling books before i was born. it was terrifying certainly to me. and my boss to give me this opportunity, he really believed that i could do it, or at least is willing to take a chance. probably had nobody else in mind now that they think about it. he gave me a really long ramp up to the big moment. like you told me six months ahead of time this is something i want to do and will spend the
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next period of time you shadowing me going into meetings. nobody is going to suspect that you, the twentysomething is doing all my sales will be promoted to the. it to you a good chance to see what's going on. and still despite all that preparation, the big day came and there are a lot of tears, not mine but again some of you seem to people or conduct report to me more like, you've got to be kidding me. so i was definitely scared. the most important piece of advice he gave me, and it has held true for me throughout is, the most important thing these people are going to need from you is to make decisions. that doesn't mean you make them haphazardly, not when you have enough information, but the most important thing you can contribute to them is to weather help them make the decision or just keeping moving forward.
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i think that key element of the fact that really as leader actually what you responsibility is to do. and ended up becoming something that i really relied on and i think it falls into the strength that helping into later parts of my career. >> bethlam, which like to comment the? >> i would say through trial and error. i failed, i learned from it. there was no perfect formula. it is a true to the process, i grew up in the accenture, a very different approach, and people took risk on me and a big risk on others. kind of similar situation as you, i've elected to begin i needed to know everything and
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make sure i cover everything and so forth, but with time unlike it's okay, i don't have to know everything. in fact, i don't. i try to learn from others. i tried to leverage my strengths and use that as a way to make decisions or enable discussion so that we are all in making the decision together. it was a trial and error. >> lisa, any, to? >> i learned how to foster my personality. in news, special producing local news is really hard-core and they're sort of on the line and if something goes wrong you have millions of people that are just looking at a television with nothing on the screen. so i was a screamer and i came up with the screamers, and over time i realized that that was pretty offensive to people. i really, when i switched into
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publishing after more than 20 years and another industry i asked my boss is to please connect me with somebody that would teach me the ropes and teach me what book publishing was about the this woman and christine hunt, amazing, she sat with me once, then we discussed the way in which management into publishing work, and a similar gentoo industry. i would say that it was really helpful for me -- genteel. now as a parent of two college graduates i've been trying to inform them, teach them to do things not the way i did them, and especially one of my sons whose in real estate development, i said you have to learn to manage up as wallets manage down, or manage across. that was something i never realized it i thought that was sucking up, but i should just as important to get to know the people at one, two, three levels above you and that is something i did it all over again i
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would've paid much closer attention to. >> you mentioned, sounds like a nice mentor. would you like to talk about any mentors or people that were really influential in your career to? >> i mentioned don weisberger is now head of penguin young readers so it's great for now. both working at a penguin but he absolutely was a seminal figure for me very early on that is, i think you know me and i would not necessarily say we have similar files or personals are things like that. it's just that he for whatever reason some potential inning and kind of forced me to think about what my future could be in the way i really don't think i would've taken the lead that i did if not for him.
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>> in terms of a mentor i was lucky enough as i said, people took a lot of risk on me i felt our they were taking a lot of risk. one individual, the president of -- [inaudible] and i was working at accenture, a partner at accenture. he recruited and hired me to be the publisher of the school division. think about how different, granted a catalog background and the publishing industry and so forth but still it is pretty different approach. my background being in strategy and technology and overall content and transformation of an industry. he basically saw that i could parlay that into joining into publishing organization and then the publisher of the school division. so i took that role your it was a huge risk he took and he was a phenomenal, great mentor, somebody who had a lot of high
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expectation but gave you complete freedom which helped me to fail but in a much more padded and easy way so i could succeed and learn from that. it was frankly transformational in terms of what he did for my career and for ever grateful for what they did. and as they say the rest is history. i had opportunities. >> we hear a lot about the glass ceiling. lisa, did you feel like there was ever a glass ceiling in your industry or in your work? >> actually never experienced a glass ceiling. i felt as though hard work and \street/{-|}street smarts and books marco going to get whomever, was going to get up to the top and i did not experiences that at all. >> good. good to hear. what about personal and professional sacrifices that are necessary? you all work very hard.
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i know i've tried to get them on a conference call, it was impossible. should we start with a bethlam, what kind of personal sacrifices much of me to be president of a giant company? >> i'm sure a number of the people in this audience, we all make sacrifices regards that we are in our career. i think that's the basics. after i started working after the merger, i'm showing basically massive organization, and i was pregnant with my son, and i was just frankly terrified this i just to test the role and to say i'm pregnant. again i felt this huge stress bigger like something i did wrong, do you know what i mean?
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[laughter] i was really terrified, i do remember for the first three months i was trying my hardest tby the fact that i was pregnan. this is like 2009. but it was. this is the pressure put on myself, not that anyone else said anything. i remember i sat down with my boss and i was like okay, i am pregnant. he said she, i know. you stop drinking coffee and your eating more than i've ever seen you each. so i was like okay, thank you. but the first thing i said is i'm telling i'm going to give birth and going to come back right away. i had never given birth. i had no idea what i was committing myself year. but i did do that. i did come back two weeks later, literally exactly two weeks later. probably didn't even know what i was doing at the time but it did feel a commitment that i needed to work and ended to work and they needed to combat but nobody
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else but the pressure on me but i did get it was a sacrifice to me for what i felt was the right thing that i must do for my career. came back two weeks later, and for the record that women for her, the toughest to exhibit the i remember my first meeting was with an author. first two weeks right after if you call it maternity leave. i did not cms and because i had a global role. i was traveling all over the world when i had an infant at home. i did not see him. all these magic moments, about that mothers have to didn't have those. sacrifices, absolutely. but it was something i felt i needed to do. i think my personality most likely have driven i am that did give me to that. but what i would like to say this the entire world tells us
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we can balance multiple things and so forth. it's hard. i felt that i was very lucky that, today i have a five year old, i was very lucky that i had a very strong support system. as a result of that, a sacrifice may be never so much as a sacrifice even that they were but i think having a very strong network of having a very strong family, my husband and so forth, it was a sacrifice. >> madeleine speak with not so much a sacrifice but just certainly the feeling of juggling, which is not in this day and age i don't think it's a female thing. i think everybody who works and has children, male or female, feels about. i have twin sons who are now 11, and one of them thinks i'm a
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tyrant, but when i gave birth, i took the full maternity leave, but at that point my husband was still working, he's not provided at that point he was working in the office, so we had a nanny and she had to leave, can't remember, like for a fortified imac on the dot so she could get so she could get home to her, which meant i had walked out of the office at 5:00. it was that period was about two years where it was just constantly the feeling of the stress of time, and i became so inpatient with any conversation that was taking too long, been meeting that was taking too long. and so unaware of how frankly time we spend during the day is not the most efficient use of time.
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and so was that a sacrifice to the office at 5:00? not really. i was surprised a couple of years later, one of my colleagues who had come she had a child a couple years after i did and she said that she had really so valued the fact that i was just very explicit about the fact that i was leaving at 5:00 and that i was in a senior leadership position and that was not a problem. becky for a sense of comfort that this really was okay in the company. it had never occurred to me that it wouldn't be okay, but a really appreciated that she told me it did matter to her. >> i mean, a lot of the sacrifices are similar. when my daughter was four weeks old i worked at "inside edition" and they needed me and i brought her to work and stuck on a blanket on the phone next to my desk and nursed her in the editor's room to the complaint of female videotape editors%
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this woman is nursing a baby and at the time the woman didn't have a baby. jason smith on and probably read thinks at the moment how she behaved. but i used to bring my kids to work when i could, my daughter, i almost never saw in the morning when she woke up her when she went to sleep she would come with me into the green room as a toddler and hang out and eat fruit loops or whatever to cbs news and was producing debates, the news director would feed my son a giant kit kat bar in his office and it would be into producing political debates. i now have, since my children are 15, 22 and 24, i can ask them at this point do you feel as though there was a time when you wished i had not been working? i think they think i am much happier, better mother than it might have been had i stayed at home. i think they are prou part of se the things i've been able to do
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in my career and they've gotten really fun perks, meeting cool people and going to book signings or television shows. but it is that tremendous feeling of guilt on both sides. you are guilty because other people can stay at work later and perhaps a college were a kid, and other mothers are showing up at school drop off and they're wearing a tennis skirt and carrying a yoga mat and you are definitely not doing that. you sort of get a coming and going but at the end of the day when the kids grow up i think they are pretty darn happy that you've been able to publish something in the world and they are proud kids. and decided do things on her own and because you pressed not to be a helicopter parent, and i think a sacrifice i think as benefits. >> that's great. now looking back, going back to the corporate life what qualities do you look for when hiring?
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>> when you're particularly when you're hiring senior level people, one thing i love to see a resume if so has been a waiter or a waitress. i always think that is the best experience for working in the corporate situation. the ability to juggle india with clients. beyond that i look for a sense of curiosity. is this somebody who has really questions about the world and really taken the time to really, nothing i think is worse than you take the time to injure someone and they clearly have done no homework to understand what you do or what the company does. that's usually an immediate no. i look for curiosity. i look for boys, for people who
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are articulate -- poise, and feel like they're going to engage well in what is a very collegial setting. >> bethlam? >> the two things i look for in hiring is one is what i call intellectual honesty. it's really important to me that if you accountable enough to save what they know, what they don't know. that's one, and perseverance is important to me. it's really an important component on how i look. you learn a lot, given from your success and from your failures but to be able to openly speak about it, what you've learned is important so those are the two qualities i look for. >> as a former cocktail waitress and waitress for many years -- >> you can work for me. >> absolutely live in a waitress in line on a resume for sure, or waiter. but i really look for passion
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and i look forward enthusiasm. i look for high grade point average from a decent university, and to also look for handwritten thank you note. >> interesting. >> which follows an e-mail thank you. that should come within the first day. a few days later i would like to see a handwritten thank you note. i don't think i've ever hired anyone who didn't write a thank you note. my mother taught me that. i have given my staff stationery as christmas presents. just to get more thank you not notes. >> and what kind of device would you give for young women starting out in their careers, bethlam? >> actually that's an interesting question. i will say stretch yourself.
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go do something different. take the risk. take the road less traveled frankly. i think that will be probably the most important thing. and know what's important to you personally and how that fits in your overall, in terms of the roadmap you have for your own career. don't be afraid to manage your career. men do that a lot better than us. don't be afraid of doing it. >> madeleine? >> i think what i try to encourage is a giddy young women to think big -- is to get -- to think about brought opportunities that exist, to think a successful career path is not something that gets lay down in front of you. it's not like you just get an
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e-mail that says this job is available and would like to go apply for it? you really need to think about, argued at a point where he made a getting close to running everything you can in your current position as a just waiting to be presented to you, willie look for opportunities which doesn't look for jobs, jobs that are already posted. think about what problems need to be solved in the organization and how might you help solve them. and getting people to really, particularly young women, i think to take responsibility for the cruise is important and you think big and bold. there's a subtle difference there, particularly for us understanding those of us who managed moment is, there's a and entitlement. it's important not to think the world owes you something. it's not about that.
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is that you go it to yourself to go and create opportunities. >> i was a network with a people after level because you will be going up within an industry. the more people you can meet and get to know, no to more than just any business sense but see if you can make friends and industries that you're really interested in. and also write down how you would like to see your career take off. tweak that and write it as big as you dreamed it, and really, i do believe in the power of that. i also think that it's important to make sure to not forget to have a personal life. certainly in the news business there are many people that i grew up with who failed to connect with another human being as a soulmate or wanted children but didn't have time for that. at the end of your life when you look back, it's going to be her family and her close friends
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that remember you. it's not necessarily going to be what title you had of a percentage increased business it so just try to keep that work-life balance. >> i must say when i worked at random house there was a great book, top of a 10 years ago called women don't ask, a princeton ph.d studentcam it with the book how to ask. do you still find that women need to be courage to ask, ask for more money, as for promotion, ask for any role? >> i don't know. you always do that. i think women to ask this day and age. maybe we have a different way of asking but i think they did ask. >> when i read wolfe hall, not anybody should take leadership secrets, but does a great recruited phrase from thomas
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cromwell, trust himself throughout, don't ask, don't g get. and i think that is essentially saying the same thing, that nobody's going to just present you with the answer if you don't take the ask for it. i agree. i think that more often than not i think women and men seem much more comfortable with asking for what they want. >> one great thing at least at our company is the annual review process. so that's what forces as a manager and forces of them to have that conversation and outline what their goals are, how they want to achieve in the previous year what you're looking for to do in the next year. that has been helpful in getting even the most reluctant people to step up to the plate and figure out what it is that they are looking for. that's been really helpful. >> i went quickly over the the question. i don't think it had a chance to
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enter, if there was a professional experience that was a formative in your career. did anyone else want to give some fine example? you answered i think very clearly. >> i mean, probably switching into book publishing from television news, i was extremely informative for me. i had done about as much as i felt i could do in television and i started getting disenchanted with the news about five years before it ended up moving into the publishing and i started realizing that the books in the newsroom were far more interesting to me than the news and the newsroom. so i started a series of conversations with the jane friedman because us are getting behind the scenes and working on books for no money for no good reason other than i was passionate about it and i would watch them become as sellers. and she summoned answered who are you? what are you doing at abc news helping our books? i said i think i'd like to get
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into the book business and had a series of conversations of five years and she kept saying we are not ready, we are not ready. one day she said now we are ready for you. it was scary and i felt for me i had to just keep calm and to this that i still feel like i maintain alien status. i come from another planet basically. i sort of liked that feeling but i always have to raise my hand, always have to ask about things that i still am a little bit unclear because it's a completely different world. but a beautiful one. >> bethlam, did you have any other fun stories? >> for me it was in terms of what was professional express most informative is i grew up, i was born in one continent, grew up in many different parts of the country. when i grew up i was always in a
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multicultural type of an arbiter i went to an international school were people who were from all over the world. and i felt like the road road se tournament global edibility work across culture was something that really was critical in terms of, so that it was something that made a difference and with a much a part. i would say that the cultural experts and the global perspective. >> actually. why don't we open it up than for questions from the audience and i won't repeat the question to picture everyone can do. here is one from esther. [inaudible]
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>> probably everyone heard that but just in case in the back, madeline diddley brandon us for a while and worked at amazon and then came back. ester wanted to hear a little about that. i suppose that counts as a form of experience. >> i left random house i guess it was 2008 and it was a just, it was a period where things felt stale in what is going. at that point i was an audio publisher which was part of three to make the switch to go into audio is because i was interested in what was, what was happening in digital. as we know everything that happened in digital later with the textbooks happen first in the audio. so i had this good experience but it felt like nobody and the rest of the company was taking digital very seriously, and i've been there a long time at that
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point and i wanted, i was interest in stretching my wings. earlier on i've been on a first people who actually sold books to amazon so i always knew the team there. started a conversation and they offered me the opportunity to move to luxembourg to lead up for content acquisition for taking the kindle internationally. and i went home and proposed this to my husband, at first they were going to do was truly go look at a map to figure out where luxembourg was and what it was. was it a city? turns out it is the city in the country also got luxembourg. now you know. i can one of the things i really have benefited from was having an extremely supportive husband
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who was, also the fortune of him being editor but was interested in going freelance and experiencing, starting to experiment with writing. he was flexible. he had only lived in new york and he said sure, let's do this, seems kind of crazy but all right. we took our than four year old sons to europe. i was there in luxembourg. i was really the only person in that office who was working on the kindle. there were only a couple of people in europe at that point working on the kindle. had this very definitely stressful experts put the date in luxembourg mainly talking to people who are in london, and the people who reported to me, none of them were in luxembourg so a lot on the phone or e-mail, and would run home occasional people have dinner with my family and then spend the next
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five hours or so on conference calls with seattle to the time difference was, that's when it was. that was a very, i mean, it was a hugely challenge -- challenging experience. i was there 18 months, a brief one, and i learned more in 18 months that i was possible. i don't have a graduate degree. i was in art history major nfl life in the 18 months i got an engineering degree and a business degree, to really learn truly how to communicate with engineers and had to explain to them, you know, this is really how the system of territorial copyright is this weird patchwork thing and we do have to pay attention to it, and understand how to take complex business of things and supplied into something that could be coded was hugely valuable. it was a very male environment, so that was certainly a time
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when i was not surrounded by women. i didn't particularly minded that at all, it was also this odd thing of being in, being almost on my own all the time. that wore on me after a while. i would've probably happily stayed at amazon for a long time, but there have been a lot of change had taken place at random house while i was gone. i was invited to come back to the company and take on the role that he and i developed together that would have responsibility both physical and digital change for the company. honestly i felt like i came back with a degree of confidence about what i do we need to do in
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digital that i never would've had if i just stayed in my audio spot, even though we were about royalties in terms of cell changes that are affected by digital. it was stepping out and then coming back into it. they gave me kind of the fortitude to navigate within a couple of tough years. spit actually. another question? in the back in the red. [inaudible] i think they be offered up a why aren't women writers been treated as well as many writers? >> i do know much of it comes
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down to their published. published. i think a lot of the statistics have been really very, very importantimportant ly pointing out the disparities that take place in terms of reviewing. my personal experience, it is we have an extraordinary list of very successful female riders and male writers. we are very conscious of the majority of book consumers in this country are women, and, therefore, i haven't done a set of statistics on this but i think that the majority of novels we publish are probably by women. i really don't think that we do anything that would be seen as publishing books by women at a lesser status quo with less importance than those by admin.
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there can always be unintentional bias which i would be happy to be giving examples of. >> i would say as well i don't see that at all in harpercollins edit does, i really feel like the majority of our authors are women and we all know that the majority of the books -- the book buying public is certainly of the female variety. i'm surprised it to wager that because it's not something that is really, comes up at harpercollins. >> okay. another question? over here. >> height. all three of your children and families. [inaudible]
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>> said just to reiterate, either some projects as possible against women who want a more flexible work schedule, possibly work at home more often, to be there with the family, have a more blended family workplace, does that hold them back probably in the business? >> at pearson we have a very flexible work from home basically plan, and we are very accommodating of that type of model, men, women. so actually take absolutely not. i think at the end of the day in this they of age, more technology driven that don't in
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this day and age it doesn't matter where you are located as long as you're able to do the work. mike king is all over the country and when i was running the global part of it all over the world, and even today in north america, we have a lot of staff who work from home who are not at all in an office location. i think it's more of the skill set, the capability that individual brings to the table. as long as you're able to get on a conference call it doesn't matter. i don't believe in this day and age there's a bias towards that. in handling not being in an office potential setting the name is some of the in from aspects of things that can happen because that does exist, but i was actually not, i don't see it being an issue. >> i think part of the way i look at it, i don't think i'm unique in this, is that we benefit, and this is true both england and random house separately, and two together,
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really employees have a long-term commitment to working at our companies. that really means that for me as a manager of an employee either long-term investment in that employee. if there is a particular period that they're going through where they need more flexibility or they're going to be, they need a different kind of creative solution, again i'm not going to penalize them for that at all. i think the fact is as you said with the technology, particular we are in different office locations anyway often visually and no way i would know someone is calling me from connecticut or from uptown. but at the same time i think there is the reality of the fact that we also, the work that we do is very much people work. there's a lot of our work that
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just is not when everybody is on a conference call, the quality of the ideas and interaction to come up on the message of as good in my experience as when we are sitting there around a table looking each other in the eye. i would tend more towards being very flexible in terms of helping somebody get through particular issues that than have to deal with that may be short-term, in general i really like the people working together on a team to actually be there together physically for the most part. >> i would agree. i have somebody on my team who just had her second baby, and after her first baby who's now two-and-a-half she decided to work part of the week at home. our workload has not changed and she was promoted to all of that and she's going to continue to do that, and i'm thrilled for her because i value her as a human being and i value her as a
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note of my team to anything i can do to support her creative process is something that i would do. that said, we live in a world where we are losing personal interaction at a fast rate due to our session was looking down at small phones. therefore, i do believe that in time we can all be together and looked each other in the eye, we now move to downtown reason and wit more of an open office plan ended in the people of offices, the walls are glass and it's so exciting to be able to see somebody walked by and remember that you had an idea that you wanted to discuss with them. either shout the name out or run over and grabbe grab him and wah into the elevator. you can't do that from home. so i do think that working from home part-time if you need to is okay but if you really want to be a full member of a team, it's important able to be there actually in person. >> very good.
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we have time for one more question. kelly. [inaudible] spent she thanks them for being so fabulously to al all of plotd if you miss, but have you ever had a colleague tried to sabotage the work and how did they deal with it? >> i had that happen in youth and adult with it by going into book publishing. [laughter] spin if i did have a colleague i was never, i was not aware but i guess i dealt with it by being clueless. >> i wouldn't know if it happened. >> thank you very much. thank you, wonderful session. [applause] i do just want to let you know
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where i know the women's media group panel tomorrow in the same room at 930 tonight, women entrepreneurs, learning from ceos to start it's about the difficulty having to start a. and w we have some is point to something, as we mentioned at the beginning we had the handout sheets in the back about women's media group, a sign up sheet as well. and also we are having a digital meet up today at four that charlotte abbott organized in the digital space. winston to the 110 digital them and they're it should be a very exciting part. thank you for coming. >> you are watching booktv, television for serious readers. you can watch any program you see online >> booktv recently visited capitol hill to ask members of congress what they are reading this summer. >> i'm a big reader and i start
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off boys in the but what to recommend and then went to bed wake, about the sinking of the lusitania. then kingdom of ice which harry reid recommended. i just wrapping up a trip it novel, anthony, the narrow road to the deep north which is another novel and the sixth extinction. so those are the last two i'm reading right now. >> booktv wants to know what you are reading this summer. tweet us your answer @booktv or post on a facebook page, >> here's a look at some books that are being published this week.


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