TedTest

From the Ted Talk by Anjali Sud and Stephanie Mehta: How great leaders take on uncertainty

Unscramble the Blue Letters

AS: Yeah ... I’ve always thought the responsibility of a leader is to empower people to do their best work and the responsibility of a company is to empower our pelope to do their best work. And so, of course, we have a real role to play in supporting things like mental-health issues or burnout. And, you know, the way I think, like many companies, the way we initllaiy probably sugoht to do that was more, you know, you're seeing a pleborm and you're reacting by trying to provide mental-health rercuseos or support or time off. And, I think -- and empathy, just etphmay. I think that's really important. And I always say, to so many of our mrageans ... just care. If we just care, a lot of things get easier. You don’t have to design a hundred mechanisms if you just have the right people in place who care. At the same time, I will say what we’re realizing now, in sort of this next phsae, is that that’s a reactive approach and actually the root cause -- that we can control at veimo -- the root cause of a lot of sertss and burnout is sometimes people either don’t have enough ... focus, we’re asking people to do too many things or they don't feel like they're supported in doing those things. And that, I think, is actually where we should be spending more time -- is how do we actually set the right prioritization and focus. There's some issue there, right? There's a root cause there that's a "Oh, I feel like I'm stressed because there's too much going on. I don't feel equipped to solve it." Then, we should get into the "What is the detail there, and do we need to do things dfieetnrlfy?" And, you know, one of our themes at Vimeo this year was "Do less, better."

Open Cloze

AS: Yeah ... I’ve always thought the responsibility of a leader is to empower people to do their best work and the responsibility of a company is to empower our ______ to do their best work. And so, of course, we have a real role to play in supporting things like mental-health issues or burnout. And, you know, the way I think, like many companies, the way we _________ probably ______ to do that was more, you know, you're seeing a _______ and you're reacting by trying to provide mental-health _________ or support or time off. And, I think -- and empathy, just _______. I think that's really important. And I always say, to so many of our ________ ... just care. If we just care, a lot of things get easier. You don’t have to design a hundred mechanisms if you just have the right people in place who care. At the same time, I will say what we’re realizing now, in sort of this next _____, is that that’s a reactive approach and actually the root cause -- that we can control at _____ -- the root cause of a lot of ______ and burnout is sometimes people either don’t have enough ... focus, we’re asking people to do too many things or they don't feel like they're supported in doing those things. And that, I think, is actually where we should be spending more time -- is how do we actually set the right prioritization and focus. There's some issue there, right? There's a root cause there that's a "Oh, I feel like I'm stressed because there's too much going on. I don't feel equipped to solve it." Then, we should get into the "What is the detail there, and do we need to do things ___________?" And, you know, one of our themes at Vimeo this year was "Do less, better."

Solution

differently
resources
problem
managers
sought
initially
empathy
vimeo
phase
people
stress

Original Text

AS: Yeah ... I’ve always thought the responsibility of a leader is to empower people to do their best work and the responsibility of a company is to empower our people to do their best work. And so, of course, we have a real role to play in supporting things like mental-health issues or burnout. And, you know, the way I think, like many companies, the way we initially probably sought to do that was more, you know, you're seeing a problem and you're reacting by trying to provide mental-health resources or support or time off. And, I think -- and empathy, just empathy. I think that's really important. And I always say, to so many of our managers ... just care. If we just care, a lot of things get easier. You don’t have to design a hundred mechanisms if you just have the right people in place who care. At the same time, I will say what we’re realizing now, in sort of this next phase, is that that’s a reactive approach and actually the root cause -- that we can control at Vimeo -- the root cause of a lot of stress and burnout is sometimes people either don’t have enough ... focus, we’re asking people to do too many things or they don't feel like they're supported in doing those things. And that, I think, is actually where we should be spending more time -- is how do we actually set the right prioritization and focus. There's some issue there, right? There's a root cause there that's a "Oh, I feel like I'm stressed because there's too much going on. I don't feel equipped to solve it." Then, we should get into the "What is the detail there, and do we need to do things differently?" And, you know, one of our themes at Vimeo this year was "Do less, better."

Frequently Occurring Word Combinations

ngrams of length 2

collocation	frequency
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people worldwide	2
diverse workforce	2
personal life	2
hybrid work	2
distributed workforce	2
young people	2
treat people	2
skill set	2

Important Words

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