TED Salon Verizon
Chip Conley: What baby boomers can learn from millennials at work -- and vice versa
切普 · 康利: 婴儿潮时期的人和千禧一代如何在工作中相互学习
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企业家切普 · 康利指出，人类首次同时有五代人在同一个工作场合工作。如果我们有意识地体会大家是如何一起工作的，会发生什么？在这个演讲中，康利展示了年龄的多样性如何让公司变得更强大，并呼吁不同代际的人在工作中互相指导，让智慧在年长者和年轻人之间流动。
Chip Conley - CEO, author
Chip Conley creates joyful hotels, where he hopes his employees, customers and investors alike can realize their full potential. His books share that philosophy with the wider world. Full bio
Chip Conley creates joyful hotels, where he hopes his employees, customers and investors alike can realize their full potential. His books share that philosophy with the wider world. Full bio
Double-click the English transcript below to play the video.
00:13
It was my third day on the job
at a hot Silicon Valley start-up
at a hot Silicon Valley start-up
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这是2013年初，我在
硅谷一家热门创业公司
硅谷一家热门创业公司
工作的第三天。
00:17
in early 2013.
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00:19
I was twice the age
of the dozen engineers in the room.
of the dozen engineers in the room.
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我的年龄是那个房间中
十几个工程师年龄的两倍。
十几个工程师年龄的两倍。
00:24
I'd been brought in to the company
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我进到这个公司
是因为我在自己的领域是资深专家，
00:26
because I was a seasoned
expert in my field,
expert in my field,
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00:28
but in this particular room,
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但在这个特定的房间中，
00:30
I felt like a newbie amongst
the tech geniuses.
the tech geniuses.
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我感觉自己就像一群科技天才中的菜鸟。
00:34
I was listening to them talk
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我听着他们交谈，
觉得我最应该做的事儿就是隐身。
00:37
and thinking that the best thing
I could do was be invisible.
I could do was be invisible.
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00:41
And then suddenly, the 25-year-old
wizard leading the meeting stared at me
wizard leading the meeting stared at me
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突然，一位 25 岁主持会议的奇才盯着我
00:45
and asked, "If you shipped a feature
and no one used it,
and no one used it,
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问：“如果你发布了一个功能，但没人用，
00:49
did it really ship?"
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它真的算是发布了吗？”
（笑声）
00:51
(Laughter)
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00:53
"Ship a feature"?
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“发布一个功能？”
在那一刻，我开始意识到
自己正处于水深火热之中。
自己正处于水深火热之中。
00:55
In that moment, Chip knew
he was in deep ship.
he was in deep ship.
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00:59
(Laughter)
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（笑声）
我压根儿听不懂他在说什么。
01:00
I had no idea what he was talking about.
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01:04
I just sat there awkwardly,
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我只能尴尬地坐在那里，
不过好在他直接转向了另一个人。
01:07
and mercifully, he moved on
to someone else.
to someone else.
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我浑身瘫软地坐在椅子上，
01:10
I slid down in my chair,
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迫不及待地等待会议结束。
01:12
and I couldn't wait
for that meeting to end.
for that meeting to end.
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01:15
That was my introduction to Airbnb.
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这就是我在Airbnb（爱彼迎）
初来乍到的表现。
初来乍到的表现。
01:18
I was asked and invited
by the three millennial cofounders
by the three millennial cofounders
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我被三位千禧一代的联合创始人
邀请加入他们的公司，
01:22
to join their company
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帮助他们快速成长的科技公司
01:24
to help them take
their fast-growing tech start-up
their fast-growing tech start-up
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成为全球知名的住宿品牌，
01:26
and turn it into a global
hospitality brand,
hospitality brand,
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同时我也成了首席执行官
布莱恩 · 切斯基的内部导师。
布莱恩 · 切斯基的内部导师。
01:29
as well as to be the in-house
mentor for CEO Brian Chesky.
mentor for CEO Brian Chesky.
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我在26到52岁期间是一位经营着
一家精品酒店的企业家，
一家精品酒店的企业家，
01:33
Now, I'd spent from age 26 to 52
being a boutique hotel entrepreneur,
being a boutique hotel entrepreneur,
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我猜我在这一路上多少学到和
01:38
and so I guess I'd learned
a few things along the way
a few things along the way
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积累了一些酒店业的知识。
01:41
and accumulated
some hospitality knowledge.
some hospitality knowledge.
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01:43
But after my first week,
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但在我加入爱彼迎的一周后，
我意识到这个全新的民宿共享世界
01:45
I realized that the brave new
home-sharing world
home-sharing world
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并不需要借鉴太多
传统实体酒店行业的经验。
传统实体酒店行业的经验。
01:48
didn't need much of my old-school
bricks-and-mortar hotel insights.
bricks-and-mortar hotel insights.
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01:53
A stark reality rocked me:
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一个严酷的事实震撼了我：
01:56
What do I have to offer?
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我能提供什么价值？
01:59
I'd never been in a tech company before.
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我以前从没在科技公司呆过。
5年半前，我都还从没听过“共享经济”，
02:02
Five and a half years ago, I had never
heard of the "sharing economy,"
heard of the "sharing economy,"
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手机上也没有Uber（优步）
或 Lyft 打车软件。
或 Lyft 打车软件。
02:07
nor did I have an Uber
or Lyft app on my phone.
or Lyft app on my phone.
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02:10
This was not my natural habitat.
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我感到有些水土不服。
02:14
So, I decided at that moment
that I could either run for the hills,
that I could either run for the hills,
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于是，我在那一刻决定，
要不就趁早溜之大吉，
要不就趁早溜之大吉，
或者对这些年轻天才进行评判，
02:18
or cast judgment on these young geniuses,
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亦或者反过来，把评判变成好奇，
02:21
or instead, turn the judgment
into curiosity
into curiosity
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看看能不能用他们的新眼光
来匹配我的智慧和经验。
来匹配我的智慧和经验。
02:24
and actually see if I could match
my wise eyes with their fresh eyes.
my wise eyes with their fresh eyes.
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我把自己想象成这群
千禧一代中的玛格丽特 · 米德，
千禧一代中的玛格丽特 · 米德，
02:29
I fancied myself a modern Margaret Mead
amongst the millennials,
amongst the millennials,
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很快就发现我能提供给他们很多东西，
02:35
and I quickly learned that I had
as much to offer them
as much to offer them
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就像他们刷新了我的认知一样。
02:39
as they did to me.
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02:41
The more I've seen and learned
about our respective generations,
about our respective generations,
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我对我们这两代人了解和学习得越多，
02:46
the more I realize that we often
don't trust each other enough
don't trust each other enough
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我就越意识到我们彼此常常不够信任，
无法分享彼此的睿智。
02:50
to actually share our respective wisdom.
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我们能够共享一个边界，
02:53
We may share a border,
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但我们并不一定互相信任到
02:55
but we don't necessarily trust
each other enough
each other enough
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02:58
to share that respective wisdom.
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能够分享彼此的智慧。
03:01
I believe, looking at
the modern workplace,
the modern workplace,
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看着现代的工作场所，我不禁相信，
03:04
that the trade agreement of our time
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我们这个时代的商业协定
打通了这些代间智慧的管道，
03:08
is opening up these intergenerational
pipelines of wisdom
pipelines of wisdom
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于是我们都可以彼此学习。
03:14
so that we can all learn from each other.
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03:17
Almost 40 percent of us
in the United States
in the United States
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大约40%的美国人
03:21
have a boss that's younger than us,
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有一位比我们年轻的老板，
03:24
and that number is growing quickly.
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而且这个数字还在快速增长。
03:27
Power is cascading to the young
like never before
like never before
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权力向年轻人转移的速度前所未有，
因为我们越来越依赖DQ：
03:30
because of our increasing reliance on DQ:
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03:34
digital intelligence.
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数字智能（digital intelligence）。
03:36
We're seeing young founders
of companies in their early 20s
of companies in their early 20s
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我们看到公司的创始人在
20岁左右创立公司，
20岁左右创立公司，
03:40
scale them up to global giants
by the time they get to 30,
by the time they get to 30,
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在30岁时将公司规模做到了全球巨头，
03:44
and yet, we expect
these young digital leaders
these young digital leaders
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然而，我们期待这些年轻的数字领袖
03:48
to somehow miraculously embody
the relationship wisdoms
the relationship wisdoms
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能够奇迹般地拥有我们年长工人
在几十年中学到的关系智慧。
03:53
we older workers
have had decades to learn.
have had decades to learn.
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把你的情商像微波加热那样
快速提升是很难的。
快速提升是很难的。
03:57
It's hard to microwave
your emotional intelligence.
your emotional intelligence.
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04:01
There's ample evidence that gender-
and ethnically diverse companies
and ethnically diverse companies
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有充分的证据表明，
性别和种族多样化的公司
性别和种族多样化的公司
效率要更高。
04:07
are more effective.
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04:09
But what about age?
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那么年龄呢？
04:11
This is a very important question,
because for the first time ever,
because for the first time ever,
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这是一个非常重要的问题，因为我们在
不经意间，破天荒的同时有
五代人在一个场所工作。
五代人在一个场所工作。
04:14
we have five generations in the workplace
at the same time, unintentionally.
at the same time, unintentionally.
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也许是时候让我们更有目的性的
04:18
Maybe it's time we got
a little more intentional
a little more intentional
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04:21
about how we work collectively.
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对待我们的合作方式了。
04:23
There have been a number
of European studies
of European studies
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欧洲有很多研究表明，
04:26
that have shown that age-diverse teams
are more effective and successful.
are more effective and successful.
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年龄多样化的团队要更高效，更成功。
04:32
So why is that only eight percent
of the companies
of the companies
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那么为什么只有8%
04:36
that have a diversity
and inclusion program
and inclusion program
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拥有多元化和包容性项目的公司
扩展了这个策略，
04:40
have actually expanded that strategy
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04:42
to include age as just as important
of a demographic as gender or race?
of a demographic as gender or race?
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把年龄跟性别或种族等重要
人口属性一样包括进去了呢？
人口属性一样包括进去了呢？
04:48
Maybe they didn't get the memo:
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也许他们没能得到这份备忘录：
04:50
the world is getting older!
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世界正在老龄化！
04:52
One of the paradoxes of our time
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我们这个时代的一个悖论是，
04:54
is that baby boomers are more vibrant
and healthy longer into life,
and healthy longer into life,
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婴儿潮时期出生的人更有活力，更健康，
05:00
we're actually working later into life,
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我们实际上会工作到更晚年的时候，
却感觉越来越不重要。
05:02
and yet we're feeling
less and less relevant.
less and less relevant.
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05:05
Some of us feel like a carton
of milk -- an old carton of milk --
of milk -- an old carton of milk --
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我们有些人感觉自己就像
一盒牛奶——一盒旧牛奶——
一盒牛奶——一盒旧牛奶——
皱纹遍布的额头上印着过期日期。
05:09
with an expiration date stamped
on our wrinkled foreheads.
on our wrinkled foreheads.
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05:14
For many of us in midlife,
this isn't just a feeling,
this isn't just a feeling,
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对于很多人到中年的人来说，
这不仅仅是一种感受，
这不仅仅是一种感受，
05:16
it is a harsh reality, when we suddenly
lose our job and the phone stops ringing.
lose our job and the phone stops ringing.
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这是一个残酷的现实——当我们
突然失去工作，电话不再响了。
突然失去工作，电话不再响了。
05:22
For many of us, justifiably, we worry
that people see our experience
that people see our experience
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对我们当中的许多人来说，
我们担心人们把我们的经历
我们担心人们把我们的经历
看作是一种负债，而不是一种资产。
05:27
as a liability, not an asset.
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05:31
You've heard of the old phrase --
or maybe the relatively new phrase --
or maybe the relatively new phrase --
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你可能听说过这个古老的短语——
或者可能是一个相对新的短语——
或者可能是一个相对新的短语——
“60岁的人有新时代40岁人的体魄。”
05:35
"Sixty is the new forty, physically."
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05:38
Right?
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对吗？
当谈到今天的工作场所的权力时，
05:39
When it comes to power
in the workplace today,
in the workplace today,
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05:42
30 is the new 50.
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30岁则是新的50岁。
05:45
All right, well, this is all
pretty exciting, right?
pretty exciting, right?
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好了，这很令人兴奋，对吧？
（笑声）
05:48
(Laughter)
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事实上，权力在向年轻10岁的人转移。
05:49
Truthfully, power is moving
10 years younger.
10 years younger.
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05:53
We're all going to live 10 years longer.
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我们都会活多10年。
05:55
Do the math.
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算算吧。
05:56
Society has created a new
20-year irrelevancy gap.
20-year irrelevancy gap.
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社会创造了新的“20年不相关鸿沟”。
06:01
Midlife used to be 45 to 65,
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中年在过去是指45-65岁的人，
06:03
but I would suggest it now stretches
into a midlife marathon 40 years long,
into a midlife marathon 40 years long,
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但我觉得现在它延伸到
40年的中年马拉松了，
40年的中年马拉松了，
06:08
from 35 to 75.
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从35到75岁。
06:10
But wait -- there is a bright spot.
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但等等——这里有一个亮点。
06:12
Why is it that we actually get smarter
and wiser about our humanity as we age?
and wiser about our humanity as we age?
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为什么随着年龄的增长，我们在
人际关系上会变得更聪明，更睿智？
人际关系上会变得更聪明，更睿智？
06:19
Our physical peak may be our 20s,
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我们的生理机能可能在20多岁达到顶峰，
06:23
our financial and salary peak
may be age 50,
may be age 50,
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我们的财务和薪水高峰可能在50岁，
06:27
but our emotional peak
is in midlife and beyond,
is in midlife and beyond,
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但我们的情感高峰在中年及之后，
因为我们已经形成了
对自己和他人的模式认知。
对自己和他人的模式认知。
06:31
because we have developed pattern
recognition about ourselves and others.
recognition about ourselves and others.
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06:36
So how can we get companies
to tap into that wisdom
to tap into that wisdom
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那么我们怎样才能让公司充分利用
06:40
of the midlife folks,
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中年人的智慧，
06:42
just as they nurture their digital
young geniuses as well?
young geniuses as well?
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正如培养他们的
数字青年天才一样呢？
数字青年天才一样呢？
06:47
The most successful companies
today and in the future
today and in the future
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今天和将来最成功的公司
06:51
will actually learn how to create
a powerful alchemy of the two.
a powerful alchemy of the two.
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将会是学到如何融合
这两种能力的公司。
这两种能力的公司。
06:54
Here's how the alchemy
worked for me at Airbnb:
worked for me at Airbnb:
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这是我在Airbnb工作时
发现的有效方式：
发现的有效方式：
06:57
I was assigned a young, smart partner,
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我被指派了一个年轻，聪明的搭档，
07:00
who helped me develop
a hospitality department.
a hospitality department.
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她帮助我开发了一个住宿公寓。
07:03
Early on, Laura Hughes could see
that I was a little lost in this habitat,
that I was a little lost in this habitat,
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早些时候，劳拉 · 休斯可能看到
我在这个“栖息地”有点迷失了，
我在这个“栖息地”有点迷失了，
07:08
so she often sat
right next to me in meetings
right next to me in meetings
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于是她常常在会议时坐在我旁边，
自愿做我的科技翻译，
07:11
so she could be my tech translator,
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我记下笔记给她看，她就能够
告诉我：“就是那个意思。”
告诉我：“就是那个意思。”
07:13
and I could write her notes and she
could tell me, "That's what that means."
could tell me, "That's what that means."
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我认识劳拉时，她27岁，
07:16
Laura was 27 years old,
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她在谷歌工作了4年，
07:18
she'd worked for Google for four years
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07:20
and then for a year and a half
at Airbnb when I met her.
at Airbnb when I met her.
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然后在Airbnb工作了一年半。
07:24
Like many of her millennial cohorts,
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像很多千禧一代的同龄人一样，
07:27
she had actually grown into
a managerial role
a managerial role
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在得到任何正式的领导力培训前，
07:31
before she'd gotten any formal
leadership training.
leadership training.
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她实际上已经具备了管理者的能力。
07:34
I don't care if you're
in the B-to-B world,
in the B-to-B world,
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我不关心你是在B2B的世界，
07:37
the B-to-C world, the C-to-C world
or the A-to-Z world,
or the A-to-Z world,
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B2C的世界，C2C的世界，还是A2Z的世界，
商业本质上是H2H的世界：
07:41
business is fundamentally H-to-H:
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人跟人的世界。
07:44
human to human.
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07:46
And yet, Laura's approach to leadership
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然而，劳拉的领导方式
实际上是在技术官僚世界中形成的，
07:49
was really formed
in the technocratic world,
in the technocratic world,
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07:52
and it was purely metric driven.
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基本上是纯指标驱动的。
07:55
One of the things she said to me
in the first few months was,
in the first few months was,
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在起初几个月中，她告诉我的一件事是，
“我喜欢这个事实——你的领导方式
07:58
"I love the fact that your
approach to leadership
approach to leadership
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是创造一种引人注目的愿景，
为我们指引正确的方向。”
为我们指引正确的方向。”
08:00
is to create a compelling vision
that becomes a North Star for us."
that becomes a North Star for us."
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08:04
Now, my fact knowledge,
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现在，我对现实的知识，
比如，一个女佣在8小时的
轮班中打扫了多少房间，
轮班中打扫了多少房间，
08:06
as in, how many rooms a maid cleans
in an eight-hour shift,
in an eight-hour shift,
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08:10
might not be all that important
in a home-sharing world.
in a home-sharing world.
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在民宿共享世界中可能没那么重要。
08:13
My process knowledge
of "How do you get things done?"
of "How do you get things done?"
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我的基于理解房间中
每个人的潜在动机，
每个人的潜在动机，
关于“如何把事情完成”的过程性知识
08:18
based upon understanding the underlying
motivations of everybody in the room,
motivations of everybody in the room,
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才是有重要价值的，
08:22
was incredibly valuable,
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特别是在一家大部分人都
欠缺组织经验的公司。
欠缺组织经验的公司。
08:24
in a company where most people didn't have
a lot of organizational experience.
a lot of organizational experience.
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08:30
As I spent more time at Airbnb,
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随着我在Airbnb工作的时间越来越久，
08:32
I realized it's possible
a new kind of elder was emerging
a new kind of elder was emerging
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我意识到可能有一种新形态的长者
08:36
in the workplace.
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在工作中出现了。
不是过去的长者，那种被尊重的人。
08:38
Not the elder of the past, who actually
was regarded with reverence.
was regarded with reverence.
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08:43
No, what is striking about the modern
elder is their relevance,
elder is their relevance,
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不，现代长者的惊人之处
是他们的相关性，
是他们的相关性，
08:48
their ability to use timeless wisdom
and apply it to modern-day problems.
and apply it to modern-day problems.
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他们运用永恒智慧，并将其
应用于解决现代问题的能力。
应用于解决现代问题的能力。
08:54
Maybe it's time we actually valued wisdom
as much as we do disruption.
as much as we do disruption.
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也许是时候，我们应该
像重视颠覆行为一样重视智慧了。
像重视颠覆行为一样重视智慧了。
09:00
And maybe it's time --
not just maybe, it is time --
not just maybe, it is time --
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也许是时候——不仅也许，的确是时候——
09:04
for us to definitely reclaim
the word "elder"
the word "elder"
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让我们去重申“长者”这个词，
09:07
and give it a modern twist.
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并给它来个现代版的转变。
09:09
The modern elder is as much an intern
as they are a mentor,
as they are a mentor,
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现代的长者既是实习生，又是导师，
因为他们意识到，在快速改变的世界中，
09:13
because they realize, in a world
that is changing so quickly,
that is changing so quickly,
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他们的初学者思维和催化的好奇心
是生命的灵丹妙药，
是生命的灵丹妙药，
09:17
their beginners' mind and their catalytic
curiosity is a life-affirming elixir,
curiosity is a life-affirming elixir,
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不仅对他们自己，
对他们周边的人也是如此。
对他们周边的人也是如此。
09:22
not just for themselves
but for everyone around them.
but for everyone around them.
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09:25
Intergenerational improv has been known
in music and the arts:
in music and the arts:
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代间合作的表演在音乐和艺术中并不罕见：
09:30
think Tony Bennett and Lady Gaga
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想想托尼 · 班尼特和Lady Gaga，
09:33
or Wynton Marsalis
and the Young Stars of Jazz.
and the Young Stars of Jazz.
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或者是温顿 · 马萨利斯
和年轻的爵士明星们。
和年轻的爵士明星们。
09:38
This kind of riffing in the business world
is often called "mutual mentorship":
is often called "mutual mentorship":
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商业世界里的这种行为
通常被称为“相互指导”：
通常被称为“相互指导”：
千禧一代的数字智能搭配X一代
（20世纪60-70年代生人）和婴儿潮一代的情商。
（20世纪60-70年代生人）和婴儿潮一代的情商。
09:45
millennial DQ for Gen X and boomer EQ.
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09:51
I got to experience that kind of
intergenerational reciprocity with Laura
intergenerational reciprocity with Laura
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我和劳拉以及出色的数据科学团队
09:57
and our stellar data science team
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就经历了这种代间互惠，
09:59
when we were actually
remaking and evolving
remaking and evolving
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在改造和发展Airbnb的
10:02
the Airbnb peer-to-peer review system,
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点对点评价系统时，
10:04
using Laura's analytical mind
and my human-centered intuition.
and my human-centered intuition.
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使用了劳拉的分析头脑和
我那以人为中心的直觉。
我那以人为中心的直觉。
10:09
With that perfect alchemy
of algorithm and people wisdom,
of algorithm and people wisdom,
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通过算法和人类智慧的完美结合，
我们能够创建瞬时反馈回路
10:15
we were able to create
and instantaneous feedback loop
and instantaneous feedback loop
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10:19
that helped our hosts better understand
the needs of our guests.
the needs of our guests.
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帮助我们的房主更好理解客人的需求。
10:24
High tech meets high touch.
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高新科技遇上高级体验。
10:28
At Airbnb, I also learned
as a modern elder
as a modern elder
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在Airbnb，我也学到作为现代的长者，
我的角色是在公共场合做实习生，
而私下则扮演着导师的角色。
而私下则扮演着导师的角色。
10:31
that my role was to intern publicly
and mentor privately.
and mentor privately.
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10:37
Search engines are brilliant
at giving you an answer,
at giving you an answer,
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搜索引擎十分擅长为你找到答案，
10:41
but a wise, sage guide can offer you
just the right question.
just the right question.
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但一个睿智，贤明的向导
可以给你正确的问题。
可以给你正确的问题。
10:48
Google does not understand,
at least not yet,
at least not yet,
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谷歌还无法理解，至少现在不行，
10:50
nuance like a finely attuned
human heart and mind.
human heart and mind.
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像人类心灵和思想这样的细微差别。
10:55
Over time,
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一段时间后，
10:57
to my surprise,
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让我惊讶的是，
在Airbnb有数十名年轻员工开始
10:59
dozens and dozens of young employees
at Airbnb sought me out
at Airbnb sought me out
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向我群求私人辅导。
11:03
for private mentoring sessions.
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11:05
But in reality, we were often
just mentoring each other.
just mentoring each other.
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但在现实中，我们通常相互辅导。
11:09
In sum, CEO Brian Chesky brought me in
for my industry knowledge,
for my industry knowledge,
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总而言之，CEO布莱恩 · 切斯基
因为我的行业知识找到我，
因为我的行业知识找到我，
11:15
but what I really offered
was my well-earned wisdom.
was my well-earned wisdom.
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但我真正提供的是丰富的智慧。
11:20
Maybe it's time we retire the term
"knowledge worker"
"knowledge worker"
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也许是时候让“知识员工”这个词退休了，
11:25
and replaced it with "wisdom worker."
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并用“智慧员工”取代之。
11:28
We have five generations
in the workplace today,
in the workplace today,
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今天我们在工作场所五代同堂，
11:31
and we can operate like
separate isolationist countries,
separate isolationist countries,
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我们可以像割裂的
孤立主义国家那样运作，
孤立主义国家那样运作，
或者，可以开始寻找
跨越这些代间鸿沟的方法。
跨越这些代间鸿沟的方法。
11:34
or we can actually start to find a way
to bridge these generational borders.
to bridge these generational borders.
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11:42
And it's time for us to actually look
at how to change up the physics of wisdom
at how to change up the physics of wisdom
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现在是时候让我们来看看
如何改变智慧的工作方式，
如何改变智慧的工作方式，
11:46
so it actually flows in both directions,
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让它真正实现双向流动，
11:48
from old to young and from young to old.
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3094
从年长者到年轻人，从年轻人到年长者。
11:52
How can you apply this in your own life?
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你如何在自己的生活中应用这些呢？
11:55
Personally, who can you reach out to
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就个人而言，你能找到谁
11:58
to create a mutual
mentorship relationship?
mentorship relationship?
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来建立一种相互的指导关系？
12:02
And organizationally,
how can you create the conditions
how can you create the conditions
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在组织方面，你如何创造条件
12:07
to foster an intergenerational
flow of wisdom?
flow of wisdom?
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去培育智慧在代间的流动？
12:12
This is the new sharing economy.
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这才是新的共享经济。
12:15
Thank you.
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谢谢。
（鼓掌）
12:16
(Applause)
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Translated by jacks jun
ABOUT THE SPEAKER
Chip Conley - CEO, authorChip Conley creates joyful hotels, where he hopes his employees, customers and investors alike can realize their full potential. His books share that philosophy with the wider world.
Why you should listen
In 1987, at the age of 26 and seeking a little "joy of life," Chip Conley founded Joie de Vivre Hospitality by transforming a small motel in San Francisco’s seedy Tenderloin district into the now-legendary Phoenix. Today, Joie de Vivre operates nearly 40 unique hotels across California, each built on an innovative design formula that inspires guests to experience an "identity refreshment" during their visits.
During the dotcom bust in 2001, Conley found himself in the self-help section of the bookstore, where he became reacquainted with one of the most famous theories of human behavior -- Maslow’s hierarchy of needs, which separates human desires into five ascending levels, from base needs such as eating to the highest goal of self-actualization, characterized by the full realization and achievement of one’s potential. Influenced by Maslow's pyramid, Conley revamped his business model to focus on the intangible, higher needs of his company's three main constituencies -- employees, customers and investors. He credits this shift for helping Joie de Vivre triple its annual revenues between 2001 and 2008.
Conley has written three books, including his most recent, PEAK: How Great Companies Get Their Mojo from Maslow, and is at work on two new ones, Emotional Equations and PEAK Leadership. He consults widely on transformative enterprises, corporate social responsibility and creative business development. He traveled to Bhutan last year to study its Gross National Happiness index, the country's unique method of measuring success and its citizens' quality of life.
Chip Conley | Speaker | TED.com