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Batman
Movies Batman

Batman Forever is not exactly a widely beloved entry in the Batman filmography. After the intensely grim Batman Returns which is the best live-action Batman film — the studio decided to turn things around and get goofy. Taking inspiration from the 1966television series , Batman Forever became a ’90s update of the vibrant and campy take on the Caped Crusader.

While this did lead to many fans not vibing with the shift in tone, Batman Forever has an incredibly important place in superhero history. And that’s its status as the first major superhero film to attempt to discuss homosexuality and bisexuality.

Read Between the Lines

Now, it’s worth noting that Batman Forever isn’t explicitly bringing up gay/bisexual relationships. In 1995, general audiences wouldn’t have been too keen on such overtly queer characters in their superhero movie. However, director Joel Schumacher took the reins after Tim Burton’s departure and Schumacher has been an openly gay artist for the majority of his career. He used hisbig-budget franchise moment to sneak in a lot about gay/bisexual relationships.

So, while this article is going to be a deep dive into how gay Batman Forever is, it’s important to note that all of this is just beneath the surface of what you see in the movie. There are easy heterosexual reads of the film that would ignore all of the movie’s subtext.But, there is plenty to digest and analyze. And you don’t have to dig too deep. So, let’s get started.

It’s clear that Schumacher wanted to explore the gay undertones of the relationship between Batman and Robin . Now, this suggestion has often been the butt of a lot of poor-taste jokes. But, it’s important to know that it gained popularity in the 1954 book Seduction of the Innocent by Dr. Fredric Wertham. Wertham’s book was a scathing indictment of comic books and their supposed influence on children. He asserted that the relationship between Batman and Robin was “a wish dream of two homosexuals living together” and that “the Batman type of story may stimulate children to homosexual fantasies.” Of course, this was presented in a negative tone and helped to stigmatize the idea of Batman and Robin as homosexual partners.

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Ever had a bad boss?

Maybe you didn’t trust him, or she didn’t like you? Perhaps you spent more time trying to keep your job than doing your job. Maybe you also felt that other people were treated better than you, or your boss didn’t give you a fair chance to succeed.

If this sounds familiar, then you’ve experienced“low-qualityLMX.” Leader-Member Exchange Theory (LMX Theory) researchers are interested in the link between the quality of relationship people have with their boss and various outcomes. Outcomes such as…

The list of what they’ve measured goes on and on.

“High-quality LMX” is how researchers describe positive, healthy relationships between managers and employees. These relationships exhibit feelings of trust, feelings that you both are on the same side, a belief that the boss cares about the employee and wants the best for them.

You can probably guess the effects of high-quality LMX on team members. Studies show that individual performance is higher, turnover rates (and intention) is lower, commitment to the company and the work is higher, politics are lower, etc. Many goodthings flow out of your vital relationship with each team member.

First, see your role differently. Your job is less about telling people what to do, or even “just getting out of the way,” and more about building those key relationships.

Second, recognize that you have two sub-groups within your team. LMX Theory calls this your “in-group” and “out-group.” Your in-group are the ones closest to you, who enjoy a better relationship with you and the benefits that flow from that. These are people who you probably have high-quality LMX with.

Your out-group is everyone who’s not in your in-group. These are the folks who are most at risk to leave, who are more likely to have poor performance and be dissatisfied with their pay. People didn’t choose which group to join, and you didn’t put them there intentionally, but those groups do exist on your team.

You may not have seen these two groups before, so It’s worth taking a few minutes and evaluating which group each team member is in.

Third, consider how you can invite your out-group to come closer to you. Think about how you can give more feedback to them, use your 1:1 meetings to build trust, and learn to listen more and talk less. When you make these invitations to have a better relationship, it shows your team you care and that you’re on their side.

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Where other technical coaches focus on process or tools, I focus on the human aspects of your Programmer to Manager transition. I help you hire the right people, create the right culture, and setup the right process which achieves your goals. Managing your team isn't something you learned in college. In fact, my clients often tell me "I never prepared for this role, I always focused on doing the work". If you're ready to improve your leadership, process and team, find out how I can help you .

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