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Okay, Keisha. So we have a big announcement today, Netflix acquiring officially Warner
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Brothers. You know, it's funny whenever I hear or see Warner Brothers, I just think of
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like Batman. Oh, yeah. The entry of Batman, you know, word. Oh, like the logo, like the
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OG one. Yeah, the OG one. Oh, yeah. I remember waiting in line because before the movie
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tickets, this is before you could even buy your tickets online. You have to physically go
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to the theater and like wait in the line, like a concert's like to like buy your ticket.
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And I remember that like the lines making around the block. So yeah, iconic, and iconic,
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and iconic media brand of legacy studio. So yeah, you watching Fox and Disney merch, you
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just don't think you'll see it. You know, you didn't think you would see another big merger
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like this. And this is really a tech company essentially. Well, and that's what I was going
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to say. Yeah. So it's interesting because this is the first in the space. This is the first
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acquisition we're seeing where it's not it's not a traditional entertainment company acquiring
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a traditional entertainment company. It's a tech company acquiring and even technically
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Amazon buying MGM might actually be the first. Yeah, in that sense. So, but yeah, clearly,
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you know, something more like the norm. I mean, I think we all thought that it was going
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to be paramount or that that seemed to be the likely shooter. But then I will say don't
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love. I don't love. I mean, there's a lot of things I don't love about any of this because
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we're clearly the industry is monopolizing similar to marketing advertising and other industries.
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And with that comes, we've we're already seeing a lot of displacement, but they'll probably
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be rounds of layoffs as any MNA. They'll probably be a small percentage of people who will
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thrive in this environment. But a lot of people are going to there's now a layer of uncertainty.
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But with MNAs, I don't like that they're making all these announcements or like in the holiday season.
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I just think it's dick. Yeah, it just feels like people into the holiday season being like,
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well, not sure if I have a job anymore, you know, so that sucks. I don't I don't think that that's
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like that, you know, that's not ever fun. But I think what we can do is maybe from all of our
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mentor sessions through interviewing all of our guests and you being a coach and me having
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experience with MNA, what practical advice maybe can we give to our audience if you are well,
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just talk mental management and above of the acquired company and of Netflix and what does your
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future look like and maybe what should you be considering? Yeah, I mean,
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Exit here we were talking, you know, we had, you know, Jeanine laid out some great advice, you know,
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for this. It's like you have to just immediately look like, oh, I'm interviewing for a new job
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at this company and start to figure out, you know, between whether it's skill sets,
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whether it's like their goals, like really taking a look at like how they're positioning, you know,
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this this takeover, how how they're seeing the benefit it, like just trying to figure out where
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the alignment is between what it is you do or what skill sets you have and what are clearly the
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new priorities for the company because that knocks going to come, someone's going to ask you to like,
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hey, let's meet and talk about whatever, whatever. So between now and that door knocking conversation,
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like just getting your ducks in a row and like I said, looking at like where there might be gaps,
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so like where those Venn diagrams of what it is that you do and what it is this company does can
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can like come together, even if potentially there might be some departmental redundancies,
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but to not sort of just like give up at that point, like really figure out like what what are
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some of the unique selling, you know, unique value propositions, like what other things can you do
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that maybe others can't and obviously with it being a tech company and those kinds of things,
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you know, I think, you know, doing things with the eye towards like a data centric view is
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probably going to be something you're going to want to do. Yeah, I think too, she had mentioned about,
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you know, you should really be open to what the acquiring company's vision is and culture is and
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yes, they're going to inquire you for your information probably of your perspective, but you're
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basically now working for a new company. I mean, it's what it is. So, you know, all of the
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credibility of your existing role, sure, it's there, but now is not the time to feel attached
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to anything. You should be proud of what you've achieved thus far, but with any acquisition,
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you also need to be just like completely open of any direction changing and the path of lease
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resistance will probably be one where you can be flexible and accommodating and show that you
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maybe understand what the vision of the acquiring company is. You may not like it, you may not agree
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with it, but if you show that, then at least you have options. Now, on the flip side of that,
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you don't necessarily need to stick with it. I think people think that when they're getting
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acquired, the fate is in the employer's hand, 100 percent only. That's not true. Yeah, I mean,
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you have options. You can leave. Yes, it's a tough job market, but you can smun off and become
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a contractor. You can start doing consultancy. But I think one thing that Angie Covey said was,
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you know, creativity is key and I think also with Nikki that we interviewed, you know,
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and being a cultural workplace expert and Nikki being an AI expert, Nikki Barua, is creativity is
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your superpower right now and anything unique that you can do with that because it is like a problem
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solving component. So there is like an opportunity to create new things and Janine also, you know,
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people at large had echoed everyone's looking for new ideas. Right. And figuring out what you can
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be thinking about that like, oh, here are some gaps or here are some things you guys haven't been
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able to do that maybe now that you have this bandwidth in this company and this acquisition,
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we could allow you to do these kinds of things. So yeah, no, I definitely agree that like,
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I mean, the hard part is always just the gulp of it, like getting over just the like the shock
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and awe of you're waking up and like, what? You know, like, what's the one about this? So, but again,
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like if you're internal and figuring that stuff out, like getting over that period as soon as
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possible and getting into action is going to be probably the difference because your speed, you know,
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and getting getting yourself ready is going to be probably probably key. You know, the other
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thing with Netflix besides just the mission, you know, Netflix has a very particular work culture as well.
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Just that you know, and that's been something that's been very detailed. So also kind of wrap if
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if I was somebody there trying to think about staying and selling myself in the new iteration,
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getting like anybody I know who already works at Netflix is immediately on my call sheet,
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you know, to figure out like what are the best practices around like adjusting to that culture,
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what works for them and what doesn't work for them because it is a very particular one. I mean,
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they're pretty transparent about it. They have it like listed on their site and all that, but I would
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be getting some feedback from people who have worked there and even left there, you know, around like,
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how does it really work? Like what are the who were the people who are really designed to thrive
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in their particular culture and then figuring out where I'm a lot, you know, like what my strengths
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are and how I might approach that culture because that is that's another big, big factor and how
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they work. Yeah, I definitely would agree with that and they've been pretty like open,
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vocal and on the the front stage about that. But I would, I mean, there's no delulu here. Like,
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you know, there's going to be a lot of people organising their jobs and it's, you know,
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definitely going to change the way that entertainment and media was coming out of Warner Brothers.
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But I mean, it's effectively whole industry. I mean, it's the people who work at the companies,
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but the trickle down a merger of this size to the industry with writ large is I'd even know
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that I can sit here and quantify it from where I'm sitting. It's probably going to take even some time
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to like see the the aftershocks of it because there's already been a compression and this,
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this is a major part is another like a major step forward and like what's already been a massive
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compression in in the industry. And I know that the guilds are weighing in and things like that now,
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but there's a lot of concern. Yeah. And you know, I don't know what what can be done about that
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concern, but there's like this, there's quite a lot of concern. I think that what this means. Yeah,
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I think that the benefit of this happening right now, if there is going to be a benefit is two
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fold that it is the holiday season now is a time to go to the holiday party, go to that networking
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event you were invited to make that call to somebody send a Christmas card to that person
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and really lean into networking. Like if I am an employee at either of these companies,
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I'm spending the majority of my time now networking and talking to my connections and refreshing
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and you know, reconnecting with people and just seeing what else is out there and so that you
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have options so that you're not just at the mercy of what the company decides. And then parallel to
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that doing the work to like learn about the network culture, the Netflix culture and then also
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come up with creative ideas. When you're asked for an idea, you should say it and don't be afraid
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that you're not an idea you should say. Yeah. And don't be worried about like maybe this doesn't
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align with them. You don't know like maybe it will and but but if you have ideas, you'll be more
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respected than if you don't have ideas. Absolutely. And you at this point, what do you have to lose?
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Nothing. Exactly. Yeah. I mean like, but like you said to your point and what Anne is saying,
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it's like to you know, what people are dealing with with fastly shifting, shifting atmospheres
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and fastly shifting markets, they're all saying like try to be as creative as you can, like
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try to come up with like the thing that you were like that, my team that wouldn't get this or this
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might be super out of the box, but now that things are being shaken up, like there could be a
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potential or an interest in this. And sometimes even if it's whether they execute the idea or not
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that they see that you're thinking creatively that they see that they're like leaning into the
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change and like try to figure out like how things would even if it's an example of how your
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mind works and how you reproach challenge, that's also beneficial. I would agree with that. Yeah.
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And as my husband says, like just remember, you're more than whatever your title is at your company.
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And what's your famous line? You got to separate your work from your worth. That's right. And
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and this is why because you have these critical periods where you can look and and if your identity
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has been so tied up in what you have produced or what your title is or you know,
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you know, all these other things when these changes happen, it becomes not just
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and say an external crisis about like say your job, it becomes an internal crisis. Yes.
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About who you are as a person and what this all means about your value and your worth as a human
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being. Right. And the reason we get do the work of getting ahead of that is because we all know
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and never especially now times will change things will happen. You can have today and not have tomorrow
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and have today and not have tomorrow. And if your internal value is going up and down with that
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meter, it makes navigating the change that much harder because you're trying to hold on to
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something that you may not be able to hold on to or isn't in your best interest to just because
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you're trying to hold on to yourself, you know, your sense of self rather. Right.
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So while it's a lot easier said to done, that work and that component, if you know,
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you've gotten ahead of it or if you're just starting now, it's going to help you navigate these
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situations because you realize like I'm bigger than this. I am more than this job and this title
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and this thing. And I am the being that will get through this. Come with me. Yeah. And like
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Jimmy says, rejections not personal. So don't take it personal. That's a lot of parts that play.
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So if you are unfortunately one of the people that ends up getting laid off, just know that
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one, you're not alone. There's lots of people out there exiting either by choice or not by choice.
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And so there's a huge community of support right now for that. So lean into your community,
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lean into your network, do that work, connect with people and see what else is out there.
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And then also just know that this is a period where you can't control the outcome. So just do your
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best, you know, providing your insights and say your piece. You have nothing to lose. Don't be afraid.
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Fear is not going to help you in the situation. So just be open, really try and learn the culture,
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provide your input and the chips will fall where they may. And if you end up no longer being part of
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the company or you end up successfully getting integrated into the new paradigm, then that was
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what was meant to be. And that'll be your next chapter and you'll navigate it just fine. But if you
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are worried about what's going to happen and obviously people have bills to pay, just know that there
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are plenty of new opportunities out there, particularly with AI. And there's lots of people
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looking for support because resources are always short. So think about consulting right away
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and setting that up. If you don't already have a personal LLC, you may want to do that just so you
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have it. And, you know, see what the opportunities are, but definitely lean into your networks now and
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get your LinkedIn's updated. Absolutely. And watch the exit interview. And watch the exit. We're more
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practical advice. We're practical advice about navigating pivots and transitions in your career.
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That's right. If you like this commentary, please like, subscribe, follow, comment below, we'll be
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providing more insights like this. Next week we'll have some salary negotiation tips and as bonus
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season approaches when you should stay and when you should go. Yeah, but let us let us know what you
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guys think about the merger. What do you think is comment below. We want to hear your thoughts. Thanks.
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Okay, Keisha. So we have a big announcement today, Netflix acquiring officially Warner
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Brothers. You know, it's funny whenever I hear or see Warner Brothers, I just think of
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like Batman. Oh, yeah. The entry of Batman, you know, word. Oh, like the logo, like the
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OG one. Yeah, the OG one. Oh, yeah. I remember waiting in line because before the movie
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tickets, this is before you could even buy your tickets online. You have to physically go
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to the theater and like wait in the line, like a concert's like to like buy your ticket.
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And I remember that like the lines making around the block. So yeah, iconic, and iconic,
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and iconic media brand of legacy studio. So yeah, you watching Fox and Disney merch, you
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just don't think you'll see it. You know, you didn't think you would see another big merger
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like this. And this is really a tech company essentially. Well, and that's what I was going
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to say. Yeah. So it's interesting because this is the first in the space. This is the first
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acquisition we're seeing where it's not it's not a traditional entertainment company acquiring
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a traditional entertainment company. It's a tech company acquiring and even technically
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Amazon buying MGM might actually be the first. Yeah, in that sense. So, but yeah, clearly,
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you know, something more like the norm. I mean, I think we all thought that it was going
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to be paramount or that that seemed to be the likely shooter. But then I will say don't
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love. I don't love. I mean, there's a lot of things I don't love about any of this because
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we're clearly the industry is monopolizing similar to marketing advertising and other industries.
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And with that comes, we've we're already seeing a lot of displacement, but they'll probably
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be rounds of layoffs as any MNA. They'll probably be a small percentage of people who will
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thrive in this environment. But a lot of people are going to there's now a layer of uncertainty.
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But with MNAs, I don't like that they're making all these announcements or like in the holiday season.
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I just think it's dick. Yeah, it just feels like people into the holiday season being like,
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well, not sure if I have a job anymore, you know, so that sucks. I don't I don't think that that's
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like that, you know, that's not ever fun. But I think what we can do is maybe from all of our
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mentor sessions through interviewing all of our guests and you being a coach and me having
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experience with MNA, what practical advice maybe can we give to our audience if you are well,
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just talk mental management and above of the acquired company and of Netflix and what does your
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future look like and maybe what should you be considering? Yeah, I mean,
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Exit here we were talking, you know, we had, you know, Jeanine laid out some great advice, you know,
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for this. It's like you have to just immediately look like, oh, I'm interviewing for a new job
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at this company and start to figure out, you know, between whether it's skill sets,
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whether it's like their goals, like really taking a look at like how they're positioning, you know,
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this this takeover, how how they're seeing the benefit it, like just trying to figure out where
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the alignment is between what it is you do or what skill sets you have and what are clearly the
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new priorities for the company because that knocks going to come, someone's going to ask you to like,
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hey, let's meet and talk about whatever, whatever. So between now and that door knocking conversation,
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like just getting your ducks in a row and like I said, looking at like where there might be gaps,
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so like where those Venn diagrams of what it is that you do and what it is this company does can
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can like come together, even if potentially there might be some departmental redundancies,
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but to not sort of just like give up at that point, like really figure out like what what are
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some of the unique selling, you know, unique value propositions, like what other things can you do
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that maybe others can't and obviously with it being a tech company and those kinds of things,
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you know, I think, you know, doing things with the eye towards like a data centric view is
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probably going to be something you're going to want to do. Yeah, I think too, she had mentioned about,
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you know, you should really be open to what the acquiring company's vision is and culture is and
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yes, they're going to inquire you for your information probably of your perspective, but you're
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basically now working for a new company. I mean, it's what it is. So, you know, all of the
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credibility of your existing role, sure, it's there, but now is not the time to feel attached
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to anything. You should be proud of what you've achieved thus far, but with any acquisition,
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you also need to be just like completely open of any direction changing and the path of lease
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resistance will probably be one where you can be flexible and accommodating and show that you
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maybe understand what the vision of the acquiring company is. You may not like it, you may not agree
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with it, but if you show that, then at least you have options. Now, on the flip side of that,
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you don't necessarily need to stick with it. I think people think that when they're getting
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acquired, the fate is in the employer's hand, 100 percent only. That's not true. Yeah, I mean,
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you have options. You can leave. Yes, it's a tough job market, but you can smun off and become
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a contractor. You can start doing consultancy. But I think one thing that Angie Covey said was,
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you know, creativity is key and I think also with Nikki that we interviewed, you know,
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and being a cultural workplace expert and Nikki being an AI expert, Nikki Barua, is creativity is
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your superpower right now and anything unique that you can do with that because it is like a problem
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solving component. So there is like an opportunity to create new things and Janine also, you know,
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people at large had echoed everyone's looking for new ideas. Right. And figuring out what you can
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be thinking about that like, oh, here are some gaps or here are some things you guys haven't been
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able to do that maybe now that you have this bandwidth in this company and this acquisition,
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we could allow you to do these kinds of things. So yeah, no, I definitely agree that like,
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I mean, the hard part is always just the gulp of it, like getting over just the like the shock
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and awe of you're waking up and like, what? You know, like, what's the one about this? So, but again,
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like if you're internal and figuring that stuff out, like getting over that period as soon as
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possible and getting into action is going to be probably the difference because your speed, you know,
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and getting getting yourself ready is going to be probably probably key. You know, the other
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thing with Netflix besides just the mission, you know, Netflix has a very particular work culture as well.
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Just that you know, and that's been something that's been very detailed. So also kind of wrap if
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if I was somebody there trying to think about staying and selling myself in the new iteration,
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getting like anybody I know who already works at Netflix is immediately on my call sheet,
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you know, to figure out like what are the best practices around like adjusting to that culture,
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what works for them and what doesn't work for them because it is a very particular one. I mean,
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they're pretty transparent about it. They have it like listed on their site and all that, but I would
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be getting some feedback from people who have worked there and even left there, you know, around like,
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how does it really work? Like what are the who were the people who are really designed to thrive
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in their particular culture and then figuring out where I'm a lot, you know, like what my strengths
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are and how I might approach that culture because that is that's another big, big factor and how
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they work. Yeah, I definitely would agree with that and they've been pretty like open,
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vocal and on the the front stage about that. But I would, I mean, there's no delulu here. Like,
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you know, there's going to be a lot of people organising their jobs and it's, you know,
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definitely going to change the way that entertainment and media was coming out of Warner Brothers.
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But I mean, it's effectively whole industry. I mean, it's the people who work at the companies,
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but the trickle down a merger of this size to the industry with writ large is I'd even know
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that I can sit here and quantify it from where I'm sitting. It's probably going to take even some time
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to like see the the aftershocks of it because there's already been a compression and this,
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this is a major part is another like a major step forward and like what's already been a massive
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compression in in the industry. And I know that the guilds are weighing in and things like that now,
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but there's a lot of concern. Yeah. And you know, I don't know what what can be done about that
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concern, but there's like this, there's quite a lot of concern. I think that what this means. Yeah,
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I think that the benefit of this happening right now, if there is going to be a benefit is two
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fold that it is the holiday season now is a time to go to the holiday party, go to that networking
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event you were invited to make that call to somebody send a Christmas card to that person
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and really lean into networking. Like if I am an employee at either of these companies,
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I'm spending the majority of my time now networking and talking to my connections and refreshing
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and you know, reconnecting with people and just seeing what else is out there and so that you
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have options so that you're not just at the mercy of what the company decides. And then parallel to
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that doing the work to like learn about the network culture, the Netflix culture and then also
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come up with creative ideas. When you're asked for an idea, you should say it and don't be afraid
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that you're not an idea you should say. Yeah. And don't be worried about like maybe this doesn't
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align with them. You don't know like maybe it will and but but if you have ideas, you'll be more
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respected than if you don't have ideas. Absolutely. And you at this point, what do you have to lose?
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Nothing. Exactly. Yeah. I mean like, but like you said to your point and what Anne is saying,
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it's like to you know, what people are dealing with with fastly shifting, shifting atmospheres
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and fastly shifting markets, they're all saying like try to be as creative as you can, like
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try to come up with like the thing that you were like that, my team that wouldn't get this or this
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might be super out of the box, but now that things are being shaken up, like there could be a
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potential or an interest in this. And sometimes even if it's whether they execute the idea or not
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that they see that you're thinking creatively that they see that they're like leaning into the
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change and like try to figure out like how things would even if it's an example of how your
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mind works and how you reproach challenge, that's also beneficial. I would agree with that. Yeah.
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And as my husband says, like just remember, you're more than whatever your title is at your company.
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And what's your famous line? You got to separate your work from your worth. That's right. And
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and this is why because you have these critical periods where you can look and and if your identity
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has been so tied up in what you have produced or what your title is or you know,
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you know, all these other things when these changes happen, it becomes not just
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and say an external crisis about like say your job, it becomes an internal crisis. Yes.
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About who you are as a person and what this all means about your value and your worth as a human
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being. Right. And the reason we get do the work of getting ahead of that is because we all know
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and never especially now times will change things will happen. You can have today and not have tomorrow
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and have today and not have tomorrow. And if your internal value is going up and down with that
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meter, it makes navigating the change that much harder because you're trying to hold on to
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something that you may not be able to hold on to or isn't in your best interest to just because
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you're trying to hold on to yourself, you know, your sense of self rather. Right.
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So while it's a lot easier said to done, that work and that component, if you know,
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you've gotten ahead of it or if you're just starting now, it's going to help you navigate these
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situations because you realize like I'm bigger than this. I am more than this job and this title
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and this thing. And I am the being that will get through this. Come with me. Yeah. And like
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Jimmy says, rejections not personal. So don't take it personal. That's a lot of parts that play.
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So if you are unfortunately one of the people that ends up getting laid off, just know that
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one, you're not alone. There's lots of people out there exiting either by choice or not by choice.
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And so there's a huge community of support right now for that. So lean into your community,
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lean into your network, do that work, connect with people and see what else is out there.
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And then also just know that this is a period where you can't control the outcome. So just do your
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best, you know, providing your insights and say your piece. You have nothing to lose. Don't be afraid.
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Fear is not going to help you in the situation. So just be open, really try and learn the culture,
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provide your input and the chips will fall where they may. And if you end up no longer being part of
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the company or you end up successfully getting integrated into the new paradigm, then that was
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what was meant to be. And that'll be your next chapter and you'll navigate it just fine. But if you
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are worried about what's going to happen and obviously people have bills to pay, just know that there
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are plenty of new opportunities out there, particularly with AI. And there's lots of people
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looking for support because resources are always short. So think about consulting right away
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and setting that up. If you don't already have a personal LLC, you may want to do that just so you
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have it. And, you know, see what the opportunities are, but definitely lean into your networks now and
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get your LinkedIn's updated. Absolutely. And watch the exit interview. And watch the exit. We're more
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practical advice. We're practical advice about navigating pivots and transitions in your career.
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That's right. If you like this commentary, please like, subscribe, follow, comment below, we'll be
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providing more insights like this. Next week we'll have some salary negotiation tips and as bonus
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season approaches when you should stay and when you should go. Yeah, but let us let us know what you
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guys think about the merger. What do you think is comment below. We want to hear your thoughts. Thanks.
