2020 has brought us many changes: a new way of life, a new president, and now a new Drake bell... Or should we say Drake campana?
Yes, Perezcious readers, social media found out what could be the rebranding of the century on Thursday when users stumbled across the Nickelodeon the alum pages to see that he looked a little different - and by different we mean Spanglish.
Some obvious changes in its Twitter profile (below) shows the name change to Drake Campana (meaning 'Bell' in Spanish, btw), the Mexican flag, and just to make matters more racist, his bio now reads:
"CEO of @tacobell"
And he's not just changing his profile either - the 34-year-old now writes songs exclusively in Spanish and even posts on social media in Spanish too!
While at first glance these may look like symptoms of a dissociative identity disorder, it seems Seńor Campana deliberately renamed himself as a Mexican artist because, well, he's apparently a lot more popular there. !
Understandably, Twitter users were shocked at Drake's new identity. Users wrote:
"Drake Bell changed his name to Drake Campana and only making music in Spanish and tweeting only in Spanish is perhaps the strangest thing that has happened this year"
"Drake Bell is Mexican now?" Yeah, we're on a fucking timeline guy "
"I did not expect the drake bell Rachel Dolezal bow this year ngl »
"Drake Bell didn't change his name to Drake Campana and moved to Mexico to do some Spanish pop music on my 2020 bingo card"
Meanwhile, others have speculated that the reason for Drake's big move was because he was recently accused of physical violence and sleeping with underage girls by ex-girlfriend:
"Drake Bell Dead Ass changed his name to Drake Campana and makes Spanish music now and moved to Mexico because everyone in the US found out he was abusing his girlfriend"
“Drake Bell was really exposed as an abuser and then he got him wrapped up and fled to Mexico and started a music career there and only publishes in Spanish now. And in life? "
“I just found out that Drake Bell was branded as an abuser, changed his name to Drake Campana, escaped to Mexico and started a new life as a Spanish pop artist who sings and writes songs exclusively in Spanish. Nothing could have prepared me for this information ”
Whatever the reason, Mr. Campana is definitely committed to this new role:
- Drake Campana ???????? (@DrakeBell) November 19, 2020
What do you think of this name change, Perezcious readers?
[Image via Drake Campana/YouTube.]
We all know that talking about others behind their back is bad. Gossip should be abhorred. I remember reading in a spiritual text that “backbiting extinguishes the light of the soul. ” DEEP. And it is.
Gossip is incredibly detrimental to any organization. And, what I think often gets missed is why people gossip. But, before we answer the question, “Why do people gossip at work ? ” let’s clear one thing up. I truly believe it is the peu connue person who chooses to gossip simply to be mean and hurt the reputation of the person or entity being talked about. Often gossip occurs for one of four reasons :
1 ) People fear the unknown. If people don’t have information that they want, they fear the unknown and will try to garner it from others – especially if that information appears to be hidden. This is why closed door conversations are so detrimental.
2 ) People want to belong and be included. If people believe they don’t have information that others have, they will feel excluded and on the outside of the “inner circle. ” Information is power. Everyone wants to be part of the team, to be included and the easiest way to identify those who are part of a tribe are those who are “in the know. ”
3 ) People crave intimacy and a sense of connection. I would suggest that because of the rampant pace we live at and the lack of real deal authentic communication with one another, many people crave a sense of genuine human connection and intimacy. Gossip is one of the quickest and easiest ways to connect with another human being. The secrecy, forbidden and exclusive nature of confiding in someone something that’s a bit subversive or judgmental is social super glue. Through the veneer of momentary vulnerability and trust, the two are bonded. Unfortunately gossip is a very sloppy second to real, meaningful connection.
4 ) People want to work with people they think of as peers. Meaning, if someone isn’t carrying their own weight, isn’t competent or capable enough to do their job or simply isn’t a good culture fit, then there will be gossip. Rather than being a “narc, ” employees will talk both about said individual and leadership’s lack of awareness/action. And they will talk often. The longer said individual goes unaddressed, the louder and more embedded the gossip becomes.
When it comes to gossip, these four reasons : fear, belonging, intimacy and the desire to work with others who carry their own weight, are all things that can be handled with some focused time and attention.
How do you want your employees to talk about your company ? How do you want them to feel when they walk in the door ? While this touchy-feely stuff may make you feel a little light-headed, when it comes down to it, company culture matters.
Many owners are taking a second look at their company culture to make sure it’s the one they envision – one that supports their company’s tâche, vision and values.
Insperity has spent the past 30 years building a human resources company committed to helping businesses succeed so communities prosper. In that vein, our leadership team offers these tips on having a great company culture.
You might think that trying to cultivate a positive workplace as an elusive, time-consuming waste of important resources, but studies show that the opposite is true. Creating a positive company culture begins with fostering happy employees.
Happy employees are 85 percent more efficace, experience a 60 percent drop in absenteeism and stay twice as long in their jobs as their less happy colleagues, creating a measurable impact on engagement, retention, safety, wellness, employer brand and even cost control goals, according to the study, The Science of Happiness, conducted by Globoforce.
Happiness is a habit that needs to be modeled. As a directeur or leader, your demeanor and attitude in the office has an effet on your employees. When you demonstrate happiness you’re training your employees to follow suit.
Get in the habit of being grateful and showing gratitude for what you have. It can be a small thing – I am thankful for this cup of coffee, for the sun coming out today. When you make an effort to find things to be grateful for, you’re training your brain to be on the watch for more of what is good in your world. By making gratitude a habit, you will set the example for others and create a positive work environment. Focus on the positive when interacting with your employees. Point out their accomplishments and abilities. Remind them that they are a positive puissance within your company and that they have much to offer. This is a powerful détermination tool and it will help to create a “can-do” attitude in your workforce.
As a leader you’re influential – your opinion matters, especially to your employees. Make it a goal to compliment people. Recognizing even small accomplishments and praising your team members in meetings or in an email can make a big effet. It doesn’t have to be a big gesture.
We all know that sometimes work can get monotonous and overwhelming. Say for example that Mike is feeling a bit underappreciated and is frustrated with his current project. He comes to a meeting feeling defeated and unmotivated. Then you, as his directeur, compliment his efforts and praise him for a emploi well done. The effet is immediate – he feels valued. His demeanor changes, he becomes engaged and leaves the meeting with a newfound energy to tackle his project.
People need to have a sense of purpose at work. Their happiness is directly connected to knowing that they make a difference. It’s not enough for a manager to dole out tasks. Take the time to explain why the individual task is important to the company as a whole. This will give your employees a sense of purpose and belonging that will motivate them to strive for more. Engaged employees are efficace, enthusiastic and are willing to do what it takes to help your organization succeed. Creating a sense of purpose for your employees is an investment in developing a positive workplace.