Twitter’s ex head of EMEA, Bruce Daisley, joins Alberto Lidji to discuss succinct messaging on climate crisis; workplace culture; and insights from the ‘Joy of Work’ & ‘Eat Sleep Work Repeat’

Do One Better with Alberto Lidji in Philanthropy, Sustainability and Social Entrepreneurship

Twitter’s ex head of EMEA, Bruce Daisley, joins Alberto Lidji to discuss succinct messaging on climate crisis; workplace culture; and insights from the ‘Joy of Work’ & ‘Eat Sleep Work Repeat’.

A spontaneous conversation full of energy and insight. We start by hearing how Bruce has recently left Twitter to explore a future that is quite the opposite of highly prescriptive.

His passion for the environment shines through early on. We hear how he was involved with Greenpeace at the age of 15 and how tackling the climate crisis is a key focus for him as he explores how best to leverage his skills post-Twitter.

We also gain insight into his 8 years at Twitter, growing operations in Europe from zero to £500m. His three focus areas were: (1) the reputation of Twitter; (2) growing the audience; and (3) ensuring growth in advertising revenue. If you get the first two right, the third naturally follows.

Messaging is key and Bruce’s skills on this front are well honed. He notes that there is a need for more clarity in the message being projected by those seeking to tackle the climate crisis. It is important to tell the story in a more succinct way.

Bruce is unequivocal that social media has given a voice to the voiceless and that it is a force for good. On the question of what makes content go 'viral', he notes that on twitter it is generally because someone is highlighting something that isn’t about them but, rather, is more about the wider world.

It was during Bruce’s time at Twitter, that he launched his podcast: Eat Sleep Work Repeat, which subsequently yielded a book by the same name in the US – in the UK market the book is called the Joy of Work.

He explores what is it that makes some companies attractive places to work in and others less so. There’s an old truism when it comes to management: manage people in the way that you’d like to be managed. However, the sad truth is that a lot of people forget that.

On the topic of excessive use of emails: yes, it can be very frustrating. Likewise, too many meetings, open plan office settings, 200 daily emails and more can lead to overload.

However, there is much value in face-to-face human interaction between team members; working remotely isn't the panacea many would expect. We hear some interesting research and anecdotes on this.

Bruce’s key takeaway: small acts of kindness matter. He strongly believes that if you can make someone’s life happier and better at school, at work, or wherever you might be, then that transforms one person’s life and it can be incredibly powerful.

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