even though it was supposedly evil, how it was doing certain things it does indisputably well. And out of that need comes the idea of the rogue. Charles Barkley: I am not a role model. I'm not paid to be a role model. I'm paid to wreak havoc on the basketball court. Parents should be role models. Just because I dunk
the ultimate ethos of the good rogue, right? And Nike started this. This was Here are the examples of the icons that Nike marketed, Steve Prefontaine, John McEnroe, Charles Barkley obviously, Bo Jackson, Andre Agassi, Deion Sanders. All of them came out of that rogue spirit. They were doing something. They were breaking barriers. They were breaking rules that were put on them. And this was sold to us by Nike and it was also sold to us in all sorts of other entertainment products. So, think about how
They're $32. I'm sure you can find them here. And I saw Barkley's Bank, and I walked in.
We saw so many kids. I'm not against Charles Barkley, and I love him so much.
of your choice uh to do more background research on the panelist so I won't spend too much time on it um uh I'll start on the far right with Chris Barkley who uh uh had to do lot of heavy lifting to um uh make sure that there was no legislation pending today that might otherwise keep him busy and away from our panel he works for Senator
great example of this this is about as bad as the collections get in terms of hard to change something from analog into digital here's a typical curator this is Max Barkley in charge of our Beetle collection fascinating stories some of his collection laid out in front of him if you actually go and look at one of those objects they're quite often
Guy, right? I mean, the Fall Guy was a bounty hunter who was a stunt man. Michael Kitt? What college did both Charles Barkley and Bo Jackson both attend?
That's the one thing that we are willing to give up a certain amount of freedom in exchange for safety. I would read "Thank You, Jackie Robinson." I listened to Charles Barkley.
you can see that those employers do not in some sense teach the necessary usual suspects of a progressive workplace activity. They include IBM, and Barkley's and McKenzie in the private sector and the Royal Navy, and now the Army and MI5 in the public sector and--I think most of you will appreciate those, sorts of workplaces where people sit around in circles holding hands and singing Kumbaya. There are actually workplaces that are absolutely
wouldn't quite articulate if they think that they are the victims of homophobia but actually they still don't feel that comfortable at work. So we introduced a lot of question about work for satisfaction. One of the really fascinating resources to that research is that Barkley's pick up a cohort of straight men, who said, they didn't feel comfortable at work. And when they did drill them down with their permission, and they say to the staff, "Can we come back to you and I'll ask you details?" They said, yes, they did. They
One opportunity led to the next. With startling swiftness, Asha was hired to play alongside Alanis Morissette, and after that on a US tour with Gnarls Barkley, opening for the Red Hot Chili Peppers in front of 30,000 people a night.
So this was a heavily obviously marketed guy. And I argue in the book that he was marketed not just as a great basketball player, but underneath that was his individual qualities. This was a guy who, if you were an NBA fan, And I was a huge NBA fan and I hated Michael Jordan's guts because I was into Charles Barkley 'cause I grew up in Philadelphia. And I can't talk about Michael Jordan without getting angry because I hated him so much because he always beat The Sixers.
Zach: Oh, absolutely. I mean, there are, there are, literally hundreds or probably thousands of sports and events that I could have put in the book, but I didn't for, you know, simply trying not to drive myself too insane. I mean, there's this thing in Tennessee called "The Barkley Marathon", which is this like, harrowing sounding endurance marathon through basically, like, it sounds like, the world's most inhospitable terrain. Like, there's this forest of sticker bushes in Tennessee that they make these guys run through and
respecting all sorts of differences. And I can say, one of the most interesting things and partly, actually historically being one of the businesses that are happier to share some of their internal stuff externally. One of the most interesting things--and I found in my first couple years in work, also in Barkley's, where they started stratifying a number of cohorts in their workforce, including sexual orientation. And we encourage them to ask question, do you feel comfortable at work, because there are quite among them who
at work. And when they did drill them down with their permission, and they say to the staff, "Can we come back to you and I'll ask you details?" They said, yes, they did. They found that this group of men, were men who wanted to take advantage of family friendly working which lots of lots of women in Barkley's were doing. But when they did it, they got picked on to use—and so, and it's—so, women could say, I'm going to work eight till three and everyone says, that's fantastic, but the man who said the same was made to