>>thank you. I'm very happy to be here. It's no surprise that Kevin, 19, has changed every business, but how it's changed Business is very strong, Matic Lee, according to the company. Fortunately, we are seeing some interesting themes and some interesting opportunities that really spend across companies. So today's session we're going to talk to three different companies that have had three different experiences and look at what some of the opportunities, challenges and consistencies across these companies are. And I'm thrilled to be here today with three amazing presenters that have very different stories about how they embraced >>the >>challenges that covered 19 created and turned it into opportunity to get started. I'd like to introduce Dr Albert Chan. He is the vice president and chief of digital patient experience at Sutter Health. Following Dr Chan, we have Sean Flaherty, who is the head of technical services, the Kraft Heinz Company, and rounding out our Panelists. Today we have Jennifer Brent, the director, business operations and strategic planning for global real estate at H P E. Thank you everybody, for sharing your time and attention with us today. Let's jump right in now. As I said, we are seeing a great deal of change and opportunity. So I'm gonna ask you to the Panelists to talk a little bit about what the organization is and some of the challenges that they have experienced over the course of 2020. Dr. Shen, let's start with you. Could you please introduce us to Sutter Health and the challenges you faced over the course of 2020? >>Thank you, Mayor Bell. It's great to join everyone. Uh, center Health is a integrated delivery network in Northern California. We serve over 100 diverse communities with 14,000 clinicians and 53,000 employees. Um, and it's a great opportunity to serve our community. Thank you. >>Perfect. Uh, Dr Chen, that was great intro. Sean, could you pick up and tell us a little bit about what's going on at Kraft Heinz and what you've experienced? >>Uh huh. I'm Sean flirty, and I'm currently the head of technical services. I previously was the head of manufacturing for Oscar Mar. I've been with Kraft Heinz for over 30 plus years, working across the supply chain both internationally and domestically. Kraft Heinz is 150 years old. We make some of the most beloved products consumed by all of our employees. And we have made some major big brands. We have craft. We have pines. We have Oscar Mayer planters, bagel bites or write a classical Who laid Philadelphia? Jeff Maxwell house. That's just to name a few little my current role. I'm in charge of technical services, I said, which includes engineering, maintenance, capital spend transformational manufacturing, maintenance and all the productivity pipeline that goes with >>certainly a very wide purview for a big product line. Uh, Gen Brent H P E. Tell us a little bit about what you were doing. >>Thank you, Maribel. Appreciate it. So hopefully everyone is familiar with Hewlett Packard. Enterprise are our main mission is really to advance the way that people live and work through technology. Um, and one of the ways that I'm supporting the company, I work for the global real estate organization. Um, global real estate is is obviously a sort of a key area of focus for everyone. Um, thes days, you know, given the cove in 19 impacts that you're speaking to, Maribel. Um, HP has over 200 sites globally. We operate in over 50 countries. Um, with an employee base of over 65,000. So what we're really focused on right now in real estate is how do we sort of take what's happening right now with Cove in 19. How do we advance? You know, the way that our employees or team members live and work? How do we sort of capitalize on this particular situation and think about what the future of work looks like And how we start to design for and deliver that now? Um, so that's really what what me and the team are focused on. >>Great. So I'm gonna pick up with Dr Chan because, you know, it is covered. 19. And there's been a lot going on in the health care industry. Clearly, um, you know, in your case, could you talk a little bit about what happened when cove it hit? What kind of plans did you have to develop? Because it really wasn't businesses usual. >>Thank you, Maribel. Yes, and indeed you're right. It's a business. Not usual. But frankly, it's something in healthcare. We've always had the face. Whether regards the fires or other disasters, thistle is a unique time for us to being involved in the most intimate parts of people's lives, and this is no different. Um, let me let me harking back to a story. Actually, I think, which illustrate the point. Eso I was in clinic in late February and saw two patients who drove straight from the airport to my clinic. They had respiratory symptoms. Their daughter was concerned about their health and I got advanced warning. I've been reading about this thing called Cove in, and so I had to wear a mask gown, face shield, you name it. And I realized then and there that we had a unique challenge that was confronting us here instead of health. Which is how do we protect the patients and our inclinations as well. So, um, during the week of my birthday, actually, we, um, marshals up a group of people over 200 folks, many of whom I've never met to this day actually came together and designed a telehealth strategy to rapidly respond to covet. We took we typically, we one of things we were doing is telemedicine. And prior to covet, we had 20 video visits per day on average, and after co vid 19, we saw up to 7000 video visits per day. So the rapper was tremendous and it was over. We were essentially given this challenge over a four week period instead of a two year roadmap, which is what our initial intent waas. We trained over 4700 questions to deliver care virtually to meet the challenge, >>that it's simply amazing and shows the power of both the will of individuals and technology coming together to make amazing things happen. And I imagine, Sean, um, in your case, you probably had, well, different something similar in the sense that it's food manufacturing. It's not something that can easily be done remotely. Can you tell us a little bit about what you been experiencing during coded 19? >>Yes, eso. As you said, manufacturing is not something that's not very easily remote. And so we had to quickly address the pandemic and make sure that our operation could stay intact and make our employees feel safe and healthy and make sure that that happens. I mean, across our manufacturing facilities we have put in, um, we require face mask. We require health check assessments. We require a temperature check before anybody enters our facilities. We put digital signage across the facility to encourage social distancing. We've taken our break rooms and redid those so that there's, uh, social distance inside with plexiglass. We staggered are break hours or lunch hours so that people don't congratulate inside there. And then we also have mailed newsletters to ever employees home in both English and Spanish to promote yourself social distancing and wearing face masks outside of work so that they could protect their communities and their families. We've limited visits to a plant to one person per week, and that person can only go to a plant once a week we've done came meeting. We've done team meetings inside of our plants to promote social distancing. We've done lots of activities inside of a manufacturing, please sure that our people are safe and then they go home the same when they came and we don't have any transmission of the virus inside of our facility. >>I think this is so critical because you want people to be able to go to work, to feel safe. And, you know, our food supply chain depends on that. So really excited with the work that you've been doing and very happy that you were able to do it. Jen, I know that HP has manufacturing, but I would like to talk about something slightly different with you because I think you have a mixture of employees. So you're in real estate. How are you thinking differently about what to do with the employees? And you know, some people are calling this a hybrid work concept. What has been your experience with coded 19 and a global workforce? >>Absolutely, Maribel. Thank you. So you're absolutely right. We've got a blend in terms of our workforce. We have your sort of knowledge based workers, Aziz. Well, as you know, manufacturing based workers and also essential support. I t support workers. Um, and those latter two categories have continued to use their offices as part of the essential workforce throughout Cove in 19. And so we've implemented very similar sort of safety measures. Social distancing, you know, PP use Onda like, but as we're thinking about what the future of work looks like and really wanting thio leverage all spaces and and sort of re conceptualize or reimagined, as many people are saying, the future of office, um, we're thinking a bit more broadly. And so as a company, we are in the midst of a of a strategy transformation to become the edge of cloud platform as a service company that is the leader in the industry. Uh, similarly, we wanted to think about our strategy in terms of our workplace in a similar way. And so we're framing it as the edge toe office experience, where by the edge, we mean anything, really, that is outside of the office. So that might be your home office. That might be a customer site. That might be, you know, working on the train on your way to the office for a cafe s. So we're really trying to think of the workplaces everywhere. And how do we really design for that? How do we design for a flow, Um, of a workforce that's really moving and working in a space that at that particular time or moment or day best suits their their work. So we're really tackling this in terms of four key areas. Right now we're looking at what is that experience at the edge? What do we need to make people feel comfortable for people to feel safe and connected How are we then? Adapting our office is how are we pivoting those so that they are they really sort of foster used by a much more fluid workforce on, but they're really fostering collaboration and social and connection. Um, then we're looking at the digital experience being that sort of bridge between spaces on dat sort of equalizer, where everyone has a really similar kind of experience, has the ability to engage on. But it's that piece, really that is so core to our culture and ensuring that we continue tohave that really strong cultural element that is core core to HP. And I'm sure, um, to set our health into Kraft Heinz as well on dfo finally really the mindset because I think any time you move into something like hybrid and you have some people that aren't in your physical proximity, how you engage with them is incredibly important on DSO. I think what's what's most exciting? Really, for us is a technology company is the sort of the key, the key part or or piece that technology plays in that where you know, in the in the past, workplace technology and some of these other pieces collaboration technology may have been seen as more of a nice tohave, whereas now it's really an imperative. Um uh, in our view, for, you know, to really support the future workplace. >>I know when we were just talking with Sean, it sounded like there was quite a bit of communications and collaborations that had to happen with the employee based to make sure that they were up to speed on all the changes that were happening in terms of what their work environment, where was going to be on how it will change going forward. Um, now, on Albert side, this also makes me think that, you know, we talked about this tremendous amount of visits that you started doing with telehealth. Can you talk a little bit about the changes of how that might have changed, what the worker environment was like because I went from seeing a lot of patients in person to doing a lot of telehealth Any other changes that you had to associate with this coded 19 shift? >>Well, thank you very well. I think the biggest change is really our belief in what we could get done. So in other words, there's a there's There's always a fundamental belief of what you can achieve, and we've pushed the limits and we keep pushing it. And and really, it's been quite gratifying, actually, to see our our employees, our staff are clinicians. We had to step up to this challenge and feel empowered to do so. So we're we're seeing new models of care we're seeing, for example, patients. I, for example, I diagnosed a hernia. Believe it or not, be a video, which is I leave the graphical images side for a second. Uh, it was an incredible, credible feet and and I thought I never thought my career that I would be able to do this. But certainly you can, um, and this thing you can attitudes really changed our culture. So, as I mentioned earlier, we really marching up about 200 staff members to come together, many of whom we've never worked together. Frankly, to pull this challenge off, we change our training methodology. We, for example, instead of doing in class classroom training, we essentially held five sessions per day for four weeks straight so that we could accommodate the doctor's schedules and get people ready for telemedicine for example, one of the things we needed to do was get equipment out to our doctors. So we provisioned centrally and in a social distance. Safe manner. Um, several 1004. 4000 plus ipads, for example. So we could deploy them. So consider them centrally, deploy them locally to all our clinicians so they could connect to their patients. And the impact was felt almost immediately. We had stories from physicians who said, Hey, um, I had a family, for example, who was really concerned about their baby, and I diagnosed a neurologic disorder via video, for example, Um, in fact, one of our doctors was quoted as saying, You know, this is this is life has changed so much from Kobe 19, where we're seeing this differentiation between B C before coronavirus and a C after coronavirus and care will never be the same again. So it's an incredible transformation. >>I'm excited for the transformation that we've had because I think it'll bring care Teoh a lot more people more seamlessly, which I think is fabulous now. Yeah, Sean, we talked a little bit about what's going on in your manufacturing environment in terms of adding things like social distancing and other protocols. Were there any other manufacturing changes that happened as a result of that or any other challenges that this new environment created? >>Yes. So assed people started to eat more at home. We had to change our whole manufacturing network as, uh, retool because we service restaurants on the go and those two segments started to drop off. People started buying more of their trusted brands that they are used to. And so we had the retool across our manufacturing network in order to make more products that people wanted. That was in high demand. We increased our capacity across many of our segments. We focused on sanitation to production processes, were still ensuring the highest quality of products concert on lean flow and made flow management inside the facilities. We have put challenge all of our operational assumptions and make sure that we get the most out put that we can during this time. I mean, some of the I think there's four key things that we've learned during this. It's our our speed, agility, our death ability, and I read repeatability, and those four things have come to better ways of what better ways of working increase efficiency, greater flexibility and better focus on what the customer really wants. >>It's actually tremendous to think that you can change a manufacturing line like that that you could be that that responsive to shifts in demand. And I think that that that whole concept we've talked about business agility. If you look at it in health care, if you look at it, um, in a mixed blended environment, like what's going on at HP or if you look at it and manufacturing, we've always discussed it, but we we didn't necessarily have that huge imperative and push to get it done as fast as we've done this time. So it's It's wonderful to see that with the right vision and the right technology, you can actually policing together quite quickly and continue to evolve and adapt them as you see different changes in the marketplace. Jenna I wanted to circle back for a minute because you were talking a little bit about this edged office initiative, and how do you think that changes the employee experience? >>Yeah, it's a good question. I mean, I think it changes it in many ways. In many ways, we're gonna We're gonna hold on. Thio, you know, are are sort of primary core beliefs and behaviors Onda way that we operate a love, you know, the example of sort of the the art of the possible. I mean, one of our sort of call core called cultural beliefs are is is the power of yes, we can, um and I think that this what's been so fascinating and heartening about, you know, this context and the previous two examples is people are just surprised at what they've been able to do about, you know, whether that is, you know, entirely changing in manufacturing line. Whether that is, you know, taking an entire patient diagnosis kind of service entirely digital. I think that people are really becoming exposed far more than they have been in the past, to the truly to the power of technology and what we can dio Onda from an employee engagement perspective. You know, HP, as much as we've had a a pretty flexible way of working where, you know, in the past we've had people working from home. Certainly the core of our culture has always been site based. And I think what's been what you know, what we've sort of been shown through the past sort of 67 months is how much connection you could really establish virtually. You know, it may never be ah, wholesale replacement for what you're able to do in person. Um, but the kind of community feelings that were able thio develop, I think the personal connections and we're letting people into our lives a bit more than we would have. Um, otherwise, but we're really seeing a lot of adaptation. Ah, lot of, you know, efficiency gains from certain people. I think a lot of folks had preconceived ideas about not being productive at home. And I think that, you know, barring some of the sort of unique circumstances of cove it I think that's really been flipped on its head s. So I think, you know, from an engagement perspective, productivity, efficiency. Um, I think, you know, very similar to the prior two examples. What we're seeing is, you know, rethinking the way that we all work and being more sort of fluid. Relying more on technology is actually showing us that we can do things differently. Um, and in a way that actually allows people toe work a lot more flexibly in ways that that suit their own personal style without necessarily, you know, seeing any kind of negative impact on on output but actually in the reverse, you know, really seeing an accelerated positive impact. >>Wonderful. So to close out, I like each of you to tell me, what's the number one thing you've learned in the last nine months of this experience? And how do you think you can use that learning going forward? Perhaps we could start this time with Sean. Yes. So I think >>the one thing that we've learned and we started the journey was really created a culture of we versus by and the and the other thing that I think has really been important during this is management style of leadership style. I think I have had to change my leadership style from one of a servant leader because we're not in the plants now to be able to mentor coach people ends on I wonder what I'm going to call attentional leadership tension leadership. To me visibility. You still got to be seen. You still gotta be able to do things. So you got to use teams you got these virtual facetime Got to do something to make people feel engaged. You have to build trust. And remember, this has gone on for nine months. It's gonna go continue to go on a lot of the people you've never really met person yet. You have to have clarity. I think before we set goals at 123 years. Now it's 30 60 90 days because the environment keeps changing around us so fast. Diversity. You have to be very intentional about being reversed and who you slept on. Your team exclusivity. People still want to see you still want to hear you and they still want to be seen. And they still wanna hurt courage. It's x courage to speak up. It takes courage to create clarity. It takes courage to create a diverse team. It takes courage to create to lead in these chaotic times. So that's really the kind of the biggest takeaways that I've had a broken. >>Thank you, Jennifer. You wanna add anything to that? >>I love everything that Sean just said, Um, and in so many ways, it mirrors all of our key themes that we're thinking about in terms of um, you know, the goodness that we want to take from the past few months, um, and and really apply to our go forward strategy or even emphasize e guess the one the one that I would add, I think it it's probably like encompasses so much of that is really just having a bold, you know, the sort of power and believing in bold moves. So I think what's been so exciting is that we had this really quite bold idea moving Teoh. You know, the future is a hybrid, um, from a workplace strategy perspective and really seeing that embraced, um, and being pretty early on in terms of a company that was developing that strategy. And now seeing that you know, ah, lot of are are sort of competitors or peers or coming out with very similar vision statements, um, I think that that's really been a key learning. And that's been something that's, you know, that's cultural to HP. But really, the power of that kind of vision is, you know, having a sort of bold idea and going for >>it. Awesome. How about you, Albert? How >>do I beat these two? This is amazing. Um I think for me it's really an affirmation. So if I think about health care, we have this unique responsibility and opportunity privilege, if you will, to being involved in the most intimate times of patients. Lives and I have been so hardened by the commitment of our teams of our clinicians to be approachable, reachable even in this face, the pandemic and all these things we're all concerned about each and every day that we're committed to our patients. And, uh, and evidence of that. For example, Alcide, our net promoter score for video are Net net promoter score videos 82 which is on par for our in person clinical care and that that, to me reaffirms the power of relationships to connect to people and to care for people when they need us to care for them to empower them and whether it be the pace of change which we've adapted so quickly, or, um or just our ability to can do, you know we'll do, Um, it's really an affirmation that we were committed to helping people in their daily lives, and it's just an affirmation of the power of people in relationships. So, um, it's been really hardening time for all of us. >>Thank you all for such compelling and inspiring stories. I'm sure the audience will take away many tips and tricks on how to turn challenges into opportunities and strategic advantage moving forward, and now I'm going to turn it back to the Cube for the rest of the show.

>> live from Las Vegas. It's the queue covering Inform Attica, World 2019. Brought to you by in from Attica. >> Welcome back, everyone to the cubes. Live coverage of infra Matic A world. I am your host, Rebecca Night, along with my co host, John Furrier. We are joined by sir Rushman, and he is the senior vice president and general manager. Master Data Management here it in from Attica. Thank you so much for coming on the show. >> Thank you. It's great to be back. >> Great to welcome a Cube alum. So a major theme of this conference is customer 3 60 It's about customers need for trusted accurate data as they embark on their own digital transformation initiatives. Can you just talk a little bit about what you're hearing, what you're hearing from customers, what their priorities are? >> Yeah, absolutely. You know, with MGM, the promise of MGM has always been creating a trusted, authoritative version ofthe any business critical entity on DH who are the most important business critical entities for any organization customers. So almost 80 to 90% off. You know, if our customers are talking about re inventing a new customer experience because some >> of the >> things that they've been telling us is that we've all learned, you know, in the past that bad customer experience means that, you know, we've all had those experiences. We goto hotel, we use a particular airline, we have bad experience and we say, Promise ourselves we'll never go back there again. So organizations have always for years now understood that there is a cost to not delivering a good enough customer experience. The big change that I'm hearing, at least over the last you know, you're also now and especially at this event, is that organizations have now been able to quantify what great customer experience can mean in terms ofthe a premium that they can charge for that products or services. Now that is a big shift. When you start thinking about saying if I'd deliver a better customer experience, I'm actually be able to charge 10 cents more for a cup of coffee. I can charge, you know, 20% more for an airline ticket that now has a direct impact on the top line >> and data drives. This obviously data's a key part of it. What's changed this last year, I mean a lot happened. We see on the regular tourist my one year anniversary of GDP are a lot of pressure around regulation. We see everyone sees Facebook and goes, Oh my God, maybe I don't want to follow that trap. Woman Enterprise pressure to develop sass like applications with data because we know what cloud native and born the Cloud looks like. We've seen companies come out of the woodwork from his fresh start and used data as part of the input with a IE application for great software. So now the enterprise I want to do that exactly. It's hard, >> it's hard. And I think you know, they're in a lot of organizations minds, you know, collective minds. This is cushion pulled because in order to deliver that best possible customer experience, they realize they need to gather more data about us, right? Every in every touch, point, every interaction. If you can gain that complete 3 60 view, it just means that you'd be able to deliver better possible experience. But now you're gathering more data about customers into your example about Facebook. Now means that we in our custodians off what was you know, an explosion of data than what we used to have before. And if you're moving those to the cloud, how do I make sure that I don't end up, you know, in the front page of The Wall Street Journal? You know, like some of the other organizations have. So there is great, you know, volumes of data being collected. But how do I manage it? Secure it government effectively so that we don't have those? >> Don't ask a question. I have been talking a lot about fake news and Facebook lately because, you know, we're digital Cuba's official distribution. 10 years been doing it, putting out good payload with content. Great gets like yourself. But this really kind of too things. That's where I want to get your reaction to. There's the content payload. And then there's the infrastructure dynamics of network effect. So Facebook is an example where there was no regulation, I'll say they were incentive to actually get more data from the users, but she got content or data and then you got infrastructure kind of like dynamics. You guys are looking at an end to end. You got on premises to cloud that's it structure, and that's going to be powering the aye Aye, And the SAS data becomes the payload, right? So what? You're a zoo, a product management executive and someone thinking about the customer and talking to customers. How do you view that? What's the customers formula for success to take advantage of the best use of the content or data and digital while maximizing the opportunities around these new kinds of infrastructure scale and technology? >> Yeah, I think you know, they've come to the realization that data is not entirely sitting on premise animal, you know, in the in the in the old World, to get customer data, you go 23 applications of CR m nd R B and some kind of, you know, a couple of homegrown applications in on premise now for the same functionality. But that's wise of customer customer experience applications that whatever you call it, there's an app for it. And it happened to reside in the clouds. So now you have about 1,100 on average cloud applications that store components. So where do you where do you start bringing all of that content together? A lot of organizations have realized that, you know, do it in the cloud for two reasons because that's where the bulk of this data is being generated. That's where the bulk of this data is being consumed. But the other aspect of it is we're not no longer talking about hundreds of millions of records, but I just thought bringing in transaction data interaction later don't know billions of records, And where else can you scale with that? Much is other than the club s O. But at the same time, that is, there is a hybrid that is extremely important because those applications are sitting on premise are not going away. You know, they still serve up a lot of valuable customer data and continue to be frontline operation systems for a lot of the user. So a truly hybrid approach is being developed. I think that thought process is coming around where some domains live in the clouds. Some domains live on premise, but it's seamless experience across book. >> That's great insight I wanted Then follow up and ask you Okay, how did in from Attica fitted that because you guys want to provide that kind of horrors? Office scaleable data layer, depending on where the customer's needs are at any given time you got a pea Eye's out. There's things that Where do you guys How do you make that a reality? That statement you just made? >> Yeah. And the reality is eyes already being, you know, being lived today with a few of the few of our customers on it is that data layer that says, you know, we can, you know, bring data run work loads that are behind the firewall. We can do the same work, load in the cloud if that's where you want to scale the new workloads, but at the same time have a data layer that looks like one seamless bridge between the cloud and on premise. And that a number of different experiences that can, you know, help that we've invested in cloud, you know, designing and monitoring capabilities that allow view for a completely cloud like experience. But all of the data still decides on premise. It's still being managed and behind your firewalls, which is where a lot of the organizations are going as well, especially more conservative, more regulated organisations. >> One of things. I want to get your reaction to a swell, great great commentary, By the way, Great Insight is some success examples that might not be directly the inn from Attica, but kind of point to some of the patterns. Let's take slack, for instance, Great software. It's basically an IRC measures chat room with on the Web with great user experience. But the adoption really kicked in when they built integration points into other systems. So this seems to be a fundamental piece of informatics. Opportunity is, you kind of do this layer, but also integrating it. Because although you might have monitoring, I might want to use a better monitoring system. So So you're now thinking about immigration. How do you respond to that? What are you guys doing? Respected. Integration? What's What's the product touchpoints can He shared a commentary >> on Yeah, So you know, the openness off our entire data architecture and all of the solutions is something that we you know, I think they use the word Switzerland quite often. But what it also means is that you know, you are able to plug in a best of breed execution engine for a particular workload on a particular platform if you so desire. If you want to plug in a you know I am a model that happened to be developed on a specific let's say, an azure or a W You'd be ableto bring that in because the architecture's open completely FBI driven as a zoo mentioned. So we're able tto. Our customers have the flexibility to plug in, and we try to make that a little easier for them also, you know, as you might have seen some of the demos yesterday, we are providing recommendations and saying, You know, for this particular segment of your work, Lord, here are the choices that we recommend to you. And that's where Claire Gia, you know, comes in because it's very hard for users to keep up with all of the different possibilities. You know, our options that they might be having in that particular day, the landscape, and we can provide those recommendations to them. >> I want to ask about something you were saying earlier, and this is the company's heir using data to realize that they can charge a premium for a better customer experience. And that really requires a change in mindset from a gut driven decision making to a data driven decision making method and approach. How how are you seeing this? This mindset shift is it? Our company is still having a hard time sort of giving up my guts, telling me to do this in particular, with relationship to the new thie acquisition you made in February of all site. >> Yes. You know, I think the good news is, you know, across the board line of business leaders, CEOs, even boards are now recognizing custom experience. Customer engagement happened to be top of mind, but there's also equally react. You know, a recognition that data is what is going to help, you know, make this a reality. But so that was one of the reasons why you went out and, you know, do this acquisitions also, because if you think about it, customer data is no longer just a handful of slowly changing attributes like a name and address and telephone number or social media handles that, you know, you could be used to contact us. But it's really about now. Thousands of interactions we might have on the websites Click stream data Web chat, you know, even calls into call centers. All of this and even what we're tweeting about a product or service online is all the interactions and touch points that need to be pulled in and the dogs have to be connected in order. Bill that customer profile. So we have to do the scale, and that's something that Alcide, you know, has been doing very well. But it's now become more about just connecting the dots. So we can say, Here is this customer and this is the all the different Touchpoints customers had all the different products of purchase from us over the last few months. Few years. But now can we derive some inside some intelligence? So if I'm connecting four pieces of information cannot in for a life event, can I detect that an insurance customers ready to retire? Can I detect that this family is actually shopping for a vacation to Hawaii? That's the first level off Dr Intelligence Insight that we can now offer with. Also, the next level is also about saying >> cannot be >> understanding. You know, some of these, you know, intent. Can we also understand how happy is this customer, you know, have been mentioning competitive product, which can allow us to infer that person probably going to go off and buy a competitors product. If this problem they're having with this device or product is not resolved, so turn scoring, sentiment scoring. And now the third level on top of that which I think is really the game changer, is now. Can we in for what the next best action or interaction should be based upon all these things? Can we even do things such as, as I left here, not too happy customer with a particular maybe laptop that I, you know, perches I called the call center can before as a call is coming through, can we in for what I'm calling about based upon all of the interactions have had over the recent past and direct that call to 11 to 11 3 Technician who specialized in the laptop model >> that I have >> in orderto make me continue to be a customer for life. >> One of the biggest challenge is happening in the in the technology industry is the skills gap. I want to hear your thoughts on it and also how they help my how concerned are you about finding qualified candidates for your roles? >> So, you know, I think being a globally, you know, global organization with R and D centers distributed around the world. I think one of the luxuries we have is we're able to look across not just, you know, way from Silicon Valley, you know? And you know, there is a definitely a huge competition for skills over there. I think one of the things that we've been able to do is locations like Toronto we were just talking about. That's where Alcide is based. Extremely cool technology that's come out, that that's, you know, really transforming organisations and their approach. The customers stood guard, doubling bangle or Chennai Hyderabad. So you know, we are tapping into centers that have lots of skilled, you know, folks on DH calling hedging our you know, our approach and looking at this globally. Yes, there's definitely going to be even more of a demand as a lot of technology changes go for these skills. But I think, you know, by spreading you know that skills and having complete developed R and D centers in each of those locations helps us mitigate the farm. >> What about kids in school, elementary school, high school, college or even people retraining? Is there a certain discipline? Stats, philosophy, ethics will you see data opportunities for folks that may or may not have been obvious or even in place. I mean, Berkeley just had their first graduating class of data science this year. I mean, that's that's so early. People wanna hone in. What's what do you see? Its success for people attaining certain certain skills. What do you recommend? >> So I think that is definitely a combination ofthe technical skills, whether it is the new a n M L applications. But I think that is also, you know, in the past, we would have said, Let's go on higher than someone who has done computer science You know, on is very deep in that topic. But look at the problems we're trying to solve with data on the application of the animal. They're all in service of a business outcome, some kind of a business on DH more, we find people who are able to bridge the gap between strong application off the newer technologies on a animal and also an understanding off the broader world. And the business, I think, is really the combination of skills is really what's going to be required to succeed. >> Excellent, great note to end on. Thank you so much, sir. Arrest for coming on the show. >> Thank you. Thanks. >> I'm Rebecca Knight for John Furrier. You are watching the Cube.

>> From Las Vegas. It's the cute covering knowledge sixteen Brought to you by service. Now carry your host David, Dante and Jeffrey. We're >> back. This is knowledge. Sixteen. This is the Q. We go out to the events. We extract the signal from the noise. This is day one of a three day Walter Wall coverage. The Cube has of knowledge. Sixteen Hashtag No. Sixteen like a lander is here. He's the CEO and vice chancellor of college services at Lone Star College. Longtime Cuba Lem like it's great to see again. >> Good scene again to >> another is >> great to catch up with this >> place, Another knowledge have a bigger and better than ever. You're you're speaking later on this afternoon. You've been over at the CIA event house this year going for you. You know, it's going >> great. The CIA oven, of course, is excellent lot of leadership foundations. Keynote TOC where, you know, service now is heading right now. Kind of. You know, that the shift and I always were still back to one of the themes from eons ago. Let's kill email. But the reality is emails not dead. So as we focus on it, you know, I came into this from the stance of moving the enterprise service management. So as I bring a team here, we really get the opportunity to see where we're at today in that comparison, and then how we can leverage the platform and move yourself forward >> So your role is evolving at Lone Star College, You said off camera, you're not giving up a title. A CIA, your CEO. >> Yes, I am the CEO >> and bread. That's not Teo, but your responsibilities are expanding. Talk about that side of things well, >> so well, last year actually been a year and a half. Now human resource is put underneath me. That's why the title change and all that to fit better and then analytics because, you know, analytics is not it much. People want us to think it should be buried inside of it. It never should, because it's about the business process. About the business service human resource is was just around the concept of aligning that service management what we had completed in it around service excellence. One of my right hand's basically put it as customer delight. Our focus is on customer no light. So it is about that communications piece. How do you talk to your customer? How do you move forward? How do you understand what their challenges are and help them find a solution. It may not be its instead of saying no, I can't do that for you. Sorry. You're out of luck. So in that, in that evolution, we've really moved ourselves forward on the enterprise service management platform side and early days, financial aid. We brought in student call centers. Now you've got human. Resource is were talking earlier about We're moving our legal in there. It's going to accelerate the pace it takes to get a contract illegal down TTO one day, maybe two days or some way didn't catch their approvals fast enough. So that's the big transformation from an organization >> of automated. That whole process over I actually, before going, I want to ask you questions about analytics. So you have. Ah, datas are that's working for you outside of it. Is that right or you? The days are >> well, you know, I actually have a team, >> have a data >> team s o. We're talking two different sets. Analytics too, because we're actually using service now. Analytics when it comes to the Service management analytics. Right. But for the organizational analytics, we actually have a large team that that does our analytics everything from dash boarding through, You know, in our case, core institutional reporting that's required. >> And is there a chief data officer as part of that team? >> I have a personal leading that group. >> De facto even >> factor. Yes. >> So there's a lot of discussion to about whether the CDO should report to the c. E. O. In this case, it does. But you had you had said things questions as to whether or not that Data Analytics function should be in it. It's not a night function. We kind of agree on that, but yes, but what kind of reports in to the head of, Well, >> you know, But see, when I when I sit down at that table, I sit down as the vice chancellor college services. So I have to sit down with three separate hats in front of me. Andi, I can't favor one over the other. Otherwise I wouldn't be doing my job currently. So when I look at the analytic side from a perspective, I will get on my team that provides the data, my database services and, you know, why are you not getting this done or what's happening here? So I've gotta look at it from all areas >> like Bill Belichick, GM coach way Tom Brady. You got to figure out who >> you are. At that point, I'm >> well. So is this how the role of the CEO is evolving? I mean, we've heard of this event previously. Frank's Lupin one year a couple years ago, said CEO should be a business person. Absolutely certainly seen examples of that. Now you're sort of given responsibility for you. No other services beyond just services. How was that role evolving? >> Well, rolls about for years. The question is, Is the CIA evolving? So? And that's where the challenges in the organization. So a lot of CEOs they're going through this process now where they're understanding that, Yes, I need to understand what are the business goals and objectives howto achieve those goals howto I had value to the organization. How did not become a cost center that has a target on my back? How you become an enabler enabler for the business And that's really where we came into that part of the process because we're recognized that Alcide nightie was here trying to help find solutions and provide better customer service. I myself come from a background in higher it for a long time through different institutions. And so when somebody talk to me about student services or student success, these air topics, I understand. I came to Lone Star originally because I didn't feel I had the strength in the academic side. And so when I first arrived there, I was really focused on academic understanding how the academic side operates and what they need in it. So I've had the opportunity to get well rounded in education, but it doesn't. It really is just about anybody that comes into this role. You must understand the business you're in, and then the next part is you need to be able to talk. I have an intelligent conversation around a topic area, bring value to the organization and come back with ideas. Well, you know, if we did this so the legal one was rather interesting because we had a new general counsel. Come on, and we're trying to help him, and he's like, Well, there has to be something better. You ask me. It's a better way to approach this. And we were able to dig through. Is that you know, What service? Now we've been doing this in HR. We're doing this here. So finally, we've got them into service now. And they see an opportunity the same way we see it. Which is we're improving. We're getting rid of the little stuff, the mundane work, You know that the task orientated work and we're focusing on the things that are really a challenge. And it has been there for a while because self service and all the other opportunities we've given the customer. Now we can shift that back and say, Okay, I cannot focus on what does the hard thing to get completed. How Doe I really put in effort in and a lot of a lot of staff hours into this one piece. >> So you started service management You mentioned hr Legal >> Financial Aid General Student Carlson are We're looking at scholarships right now. We tell a little bit ideas around our foundation in scholarships and what we could do for them. Grants. Grants are very big challenge because you have to really track and trend your grants. When you look at it, sm the areas that we've matured there are phenomenal, and then we're getting ready now to move and I Tom, which we didn't do because we already built a complete structure around that we were feeding that to service now. So now I'm looking at from opportunity that if I can eliminate a lot of the tools, I put in a play and get into one single tool and maximize the value of that tool. So I think you heard me many times when we talked in this. It's never about the tool. It's always about people in a process first. And then how does the tool come in? Well, this platform, we can actually adjust that because we're not We're not bound by the tool. Like the legal module. They have a great legal module. Well, it didn't fit what we needed. So it's been adjusted accordingly. T meet our needs from the platform side by keeping the core components so we haven't customized. We haven't taken it to a path where we can never upgrade. But at the same time as we looked at the process they had and how do we take that process and then actually put it into play with service now? >> And they were all inward service now do you worry about locking? >> Always. I think >> that Do you manage that risk? >> Well, the very first thing, to be honest with you is any time you enter in any cloud situation or any product situation, you want an exit strategy of some kind In case something goes wrong, something happens. You have to be at that point. So the only way to manage it really is to one. Keep a good, strong partnership. I believe that I have a strong partnership was service now. I don't believe it's a vendor relationship and I think that's critical because as we look at what we're doing each time as a partner, were were engaged with things like Where you heading? What's happening next? You know what? And then the same thing with the user group community were engaged with that group. So from a partner standpoint, we look at that first. But if the worst case scenario came, I've got to be able to get out of the solution. I've gotta have an exit strategy which we actually had designed before we went into it. Now the question becomes is we get further and further entrenched. What do we do and I'm comfortable. I'm comfortable that the company and the operations are going the right direction for me at the same time. If I'm gonna protect my organization to make sure we're safe. >> And that's a big, big part of transparency on the part of service now and your ability to communicate, you know your road map and your needs, I mean, a scale of one to ten ten being, you know, really transparent. How Where would you put service now as an organization >> who? That's a tough one, Especially when I'm sitting here. >> Uh, Frank's not around is a freaking God. He's breathing guy. Let's see. You know, >> a CZ forest transparency. I would give him good, strong seven. >> Yeah, >> I think I would. No company can be completely transparent. They've got a lot of things working in the back room or ideas that they're moving forward >> because they don't know. They don't know what they don't know. Going. Yeah, >> but there's there's ideas that they have that they're moving forward. It's gonna like today with the watch demo. I'm like, Oh, yeah, I love wearables. I you know, I live off. I could very easily now just say Oh, yeah, I just >> got an e mail. Sorry. Yeah, but, >> uh, at the same time is, you know, for them to bring that forward at this point. So they're creative and looking at these items, but they don't want to get out there too soon. >> I'm curious on the partner vendor, you know, mentioned a couple aspects of what defines that relationship of all the vendors you have. How many do you consider to be? You know, close business partners where your, you know, really sitting at the table and building a long term relationship, You gotta have an exit, but its life so much easier. If >> you're working with a partner verse a vendor right now, I would stay out of our partner strategy. We've got four. That's it. But those are four core providers for the organisation. Their leaders in the market space. That's the other key. Most my partnerships or with leaders, of course service. Now, at the time when we first engaged with them and actually I would say, from a partnership standpoint, a strong partner was service. Now, probably since about two thousand ten, we've been on the platform since two thousand eight. So we built that partnership over that first couple of years. You got past that vendor relationship and then moved on from there. But right now, just our core technology stack would be sitting in that partnership room, and I've got others than in that court Technologies. Technically, I'm not a partner there. A vendor there there were by cell. They have a great product, but they don't really want to bring us into that point. And we really haven't approached that point. >> We had a great discussion off camera about you had mentioned. You're looking at potentially expanding into this security realm with service now. And you were sharing with me like your philosophy on security. So I want to document that The premise that I'm going to put forth summarizing our conversation is, you should organizations increasingly should treat security as an ongoing part of their business continuity plans, not necessarily as a sort of separate stovepipe managed by a few security practitioners. Is that a fair summary? >> Yeah, Service continuity is what I use. I don't have >> service continuity, service continuity, that your business. Yeah, it always comes >> out to service continuity. How do you How do you continue that process and provide the same level of service in the in the event. It's very simple to me as I look at all those events as like problem management incident management, you have a response that you have to take, so it has to be inherit. It has to be natural. You just do it way we're talking about that. That response, specially for security, is what's more important is that you have everything planned out and you're ready to deal with that incident in that rock response because it's gonna happen. So how you handle that response can actually dictate your future, right? Wei had that little bit of that discussion there, too. So it does come down to that service continuity. How do you continue to move forward as and get through that threat and then afterwards make sure that you prevent that from happening again. >> Unlike many CEOs that I talked to, your discussions with the overseers at the college are not entrenched largely in the security discussion. You've earned some level of trust with regard to your capabilities. Is a business your ability to respond. Can you talk about that a little bit? How you actually achieve that, what expectations you were able to set and how you're able to execute on that? >> Well, the biggest, biggest part, especially when you look at it at that event, it's how. How is it performed overall over the history? You've gotta have some history. You've gotta have some credentials. How do you deal with these responses in these emergencies? That gives you a little bit more slack in that process, but it is about constant communications. So what the board received for me is communications. It's very straightforward. Typically, in an annual report type format, Short updates clear, concise updates. But then, when event happens, we're talking about the flood that happened in Houston, and very quickly I had an email out and my service test team was already on it. They already implemented their service continuity because while we may be shut down, we have students online taking classes. We have students that need to know what's going on, what's happening so they're calling in, and our service desk continued on through that entire process without issue. So they see that as an example on a regular basis. If we have a system down, everybody gets to see exactly. We did X, Y and Z or if we even have a like today, I should say today Monday we had a blip. We did, Nam. We have. We saw performance degradation. We immediately had a team on. We had a WebEx open with everything running. So we're preparing for a service continuity event that didn't happen. And they see those two because the business units are getting these notifications. Hey, we've gotta WebEx open. We have this issue coming up, and when they see that, they realize how fast we are to respond to what could be a potential issue that we built that trusting relations. >> So that's a good example. If I understand it correctly, the regime that you've put in place puts a heavy emphasis on the response. I mean, obviously you're trying to stop the bad guys who wouldn't go innovated on the response as well. Is that a fair assessment? >> Yes. I mean, the threats, goingto threats gonna happen. The threat happens all the time. So it is about that response. It is being quick to respond to communicate and take care of the problem. >> Do you think that's changed amongst the CEO community in the last ten years that that the shift in mindset toward that response versus so to keep him out big dig a bigger mode, Wider moat. >> Well, you can dig a big, wide moat. Doesn't matter. >> I think I've >> got these big, robust to hot data centers. Amazing firewalls. They're redundant. You tried overload him. They're going to take over. I've got next gen firewalls behind that. I've got you. Just you, layer layer. This tax of protection I have put in you still have to prepare that we're talking about it is Okay, so that's the perimeter. Well, inside my perimeter is one hundred thousand students, those hundred thousand students around my network. So how do I protect against that? So now I have inside perimeter protection. You can build all this entrenchment that you want to build. But the reality is you need we prepared Just gonna happen that you are. Somebody is going to get to that point. Or at least then the alarms up that you have to respond to >> service now is talking yesterday at the financial analyst meeting about you know, the statistic. And I've heard a range here, but it's large that that after an intrusion it takes, on average two hundred five days for the average organization toe. Realize that there's been an intrusion. I've seen numbers as high as three, three, three, fifty, etcetera. Um, first of all, does that sound consistent with what you see in there in the real world and conservative now help compress that time. >> So the interest was service. Now, of course, is tracking and trending those responses. I, tom and Service watch. There's a lot opportunities with those tools and course we have a perimeter we have a pile of tools were using. In our case, our threats are a bit different because, of course, we're not a big financial institutions. So we were not right with all those other pieces. But you're from the days to recover from a major event and my peers and what that have actually experienced a data loss event? Yeah, it easily is that it is easy. That >> and you think, feel is, though that service now could help you attack that compress that >> yes, mainly through the data collection and then the reporting and then as the events going on all of this information that's happening in the problem management side. What you're seeing from outside information coming in and technicians on the inside updating information as they go through it. You have a comprehensive log of the event from start to finish. >> Now you're speaking just right after this. I think you're just what? You're what you're talking about. >> The shift for my tea service management. Teo Enterprise Service Management. It's actually Enterprise. Wow. But I'm actually walking through the journey. But the best part about that is it's the pitfalls we learned along the way because Wei didn't know we went to Enterprise Service Management. It's kind of I think we had a discussion when we went to the cloud. I didn't know we went to cloud. Exactly. I just knew we went to this heavy virtualization, these two out data centers and I kind of realized, Wow, we really pushed into this new this new wage, this new change. >> We've got a new operating model on on, >> you know. But now yeah, it really is about how we are journey to enterprise service management and the fact that we actually started in a price servicemen before I've even heard of it. It just was around The fundamentals of Hungary. Better service provider. How can we help our customers, uh, achieve their objectives and the business units make it simpler? >> My last question is, what's exciting you these days? A CEO practitioner. What? Float your boat? True. >> What's exciting? You see, I asked if you're gonna give me any hard >> questions for you. That's exciting. >> You know, What excites me is that you're seeing the maturity level of a cloud. The platform side. It is so flexible that you can respond to a customer need quickly that you, khun dynamically spin up the capacity Your When I first started this process, trying to build this high availability was difficult. Now hie availability is really not difficult. It's just around. The process is so that the maturity of the technology and the maturity the service piece that excites me. But it also excites me when I start seeing new team, people come into the market space and they understand that already they're coming in with an idol understanding there they're coming down, understand that business mentality. So original Lighty practitioners didn't have that business background. They didn't have that communication skill you're seeing a lot more of it. The organization now. >> Well, you're a real leader in this space. You've got a lot of experience. Appreciate you sharing your knowledge. And I'm sure the service now community does as well. So good luck with your talk this afternoon. And thanks again for coming. >> Thank you. It's great being here. >> All right, Link a lender. Always a pleasure. Keep right, everybody. This is the cue. We'LL be back Live from Mandalay Bay. This is knowledge sixteen. Right back. >> Service. Now is the time.