(gentle music) >> Hello everyone. Welcome to this CUBE conversation here in Palo Alto, California. I'm John Furrier, host of theCUBE. We got a great remote guest coming in. Joseph Nelson, co-founder and CEO of RoboFlow hot startup in AI, computer vision. Really interesting topic in this wave of AI next gen hitting. Joseph, thanks for coming on this CUBE conversation. >> Thanks for having me. >> Yeah, I love the startup tsunami that's happening here in this wave. RoboFlow, you're in the middle of it. Exciting opportunities, you guys are in the cutting edge. I think computer vision's been talked about more as just as much as the large language models and these foundational models are merging. You're in the middle of it. What's it like right now as a startup and growing in this new wave hitting? >> It's kind of funny, it's, you know, I kind of describe it like sometimes you're in a garden of gnomes. It's like we feel like we've got this giant headstart with hundreds of thousands of people building with computer vision, training their own models, but that's a fraction of what it's going to be in six months, 12 months, 24 months. So, as you described it, a wave is a good way to think about it. And the wave is still building before it gets to its full size. So it's a ton of fun. >> Yeah, I think it's one of the most exciting areas in computer science. I wish I was in my twenties again, because I would be all over this. It's the intersection, there's so many disciplines, right? It's not just tech computer science, it's computer science, it's systems, it's software, it's data. There's so much aperture of things going on around your world. So, I mean, you got to be batting all the students away kind of trying to get hired in there, probably. I can only imagine you're hiring regiment. I'll ask that later, but first talk about what the company is that you're doing. How it's positioned, what's the market you're going after, and what's the origination story? How did you guys get here? How did you just say, hey, want to do this? What was the origination story? What do you do and how did you start the company? >> Yeah, yeah. I'll give you the what we do today and then I'll shift into the origin. RoboFlow builds tools for making the world programmable. Like anything that you see should be read write access if you think about it with a programmer's mind or legible. And computer vision is a technology that enables software to be added to these real world objects that we see. And so any sort of interface, any sort of object, any sort of scene, we can interact with it, we can make it more efficient, we can make it more entertaining by adding the ability for the tools that we use and the software that we write to understand those objects. And at RoboFlow, we've empowered a little over a hundred thousand developers, including those in half the Fortune 100 so far in that mission. Whether that's Walmart understanding the retail in their stores, Cardinal Health understanding the ways that they're helping their patients, or even electric vehicle manufacturers ensuring that they're making the right stuff at the right time. As you mentioned, it's early. Like I think maybe computer vision has touched one, maybe 2% of the whole economy and it'll be like everything in a very short period of time. And so we're focused on enabling that transformation. I think it's it, as far as I think about it, I've been fortunate to start companies before, start, sell these sorts of things. This is the last company I ever wanted to start and I think it will be, should we do it right, the world's largest in riding the wave of bringing together the disparate pieces of that technology. >> What was the motivating point of the formation? Was it, you know, you guys were hanging around? Was there some catalyst? What was the moment where it all kind of came together for you? >> You know what's funny is my co-founder, Brad and I, we were making computer vision apps for making board games more fun to play. So in 2017, Apple released AR kit, augmented reality kit for building augmented reality applications. And Brad and I are both sort of like hacker persona types. We feel like we don't really understand the technology until we build something with it and so we decided that we should make an app that if you point your phone at a Sudoku puzzle, it understands the state of the board and then it kind of magically fills in that experience with all the digits in real time, which totally ruins the game of Sudoku to be clear. But it also just creates this like aha moment of like, oh wow, like the ability for our pocket devices to understand and see the world as good or better than we can is possible. And so, you know, we actually did that as I mentioned in 2017, and the app went viral. It was, you know, top of some subreddits, top of Injure, Reddit, the hacker community as well as Product Hunt really liked it. So it actually won Product Hunt AR app of the year, which was the same year that the Tesla model three won the product of the year. So we joked that we share an award with Elon our shared (indistinct) But frankly, so that was 2017. RoboFlow wasn't incorporated as a business until 2019. And so, you know, when we made Magic Sudoku, I was running a different company at the time, Brad was running a different company at the time, and we kind of just put it out there and were excited by how many people liked it. And we assumed that other curious developers would see this inevitable future of, oh wow, you know. This is much more than just a pedestrian point your phone at a board game. This is everything can be seen and understood and rewritten in a different way. Things like, you know, maybe your fridge. Knowing what ingredients you have and suggesting recipes or auto ordering for you, or we were talking about some retail use cases of automated checkout. Like anything can be seen and observed and we presume that that would kick off a Cambrian explosion of applications. It didn't. So you fast forward to 2019, we said, well we might as well be the guys to start to tackle this sort of problem. And because of our success with board games before, we returned to making more board game solving applications. So we made one that solves Boggle, you know, the four by four word game, we made one that solves chess, you point your phone at a chess board and it understands the state of the board and then can make move recommendations. And each additional board game that we added, we realized that the tooling was really immature. The process of collecting images, knowing which images are actually going to be useful for improving model performance, training those models, deploying those models. And if we really wanted to make the world programmable, developers waiting for us to make an app for their thing of interest is a lot less efficient, less impactful than taking our tool chain and releasing that externally. And so, that's what RoboFlow became. RoboFlow became the internal tools that we used to make these game changing applications readily available. And as you know, when you give developers new tools, they create new billion dollar industries, let alone all sorts of fun hobbyist projects along the way. >> I love that story. Curious, inventive, little radical. Let's break the rules, see how we can push the envelope on the board games. That's how companies get started. It's a great story. I got to ask you, okay, what happens next? Now, okay, you realize this new tooling, but this is like how companies get built. Like they solve their own problem that they had 'cause they realized there's one, but then there has to be a market for it. So you actually guys knew that this was coming around the corner. So okay, you got your hacker mentality, you did that thing, you got the award and now you're like, okay, wow. Were you guys conscious of the wave coming? Was it one of those things where you said, look, if we do this, we solve our own problem, this will be big for everybody. Did you have that moment? Was that in 2019 or was that more of like, it kind of was obvious to you guys? >> Absolutely. I mean Brad puts this pretty effectively where he describes how we lived through the initial internet revolution, but we were kind of too young to really recognize and comprehend what was happening at the time. And then mobile happened and we were working on different companies that were not in the mobile space. And computer vision feels like the wave that we've caught. Like, this is a technology and capability that rewrites how we interact with the world, how everyone will interact with the world. And so we feel we've been kind of lucky this time, right place, right time of every enterprise will have the ability to improve their operations with computer vision. And so we've been very cognizant of the fact that computer vision is one of those groundbreaking technologies that every company will have as a part of their products and services and offerings, and we can provide the tooling to accelerate that future. >> Yeah, and the developer angle, by the way, I love that because I think, you know, as we've been saying in theCUBE all the time, developer's the new defacto standard bodies because what they adopt is pure, you know, meritocracy. And they pick the best. If it's sell service and it's good and it's got open source community around it, its all in. And they'll vote. They'll vote with their code and that is clear. Now I got to ask you, as you look at the market, we were just having this conversation on theCUBE in Barcelona at recent Mobile World Congress, now called MWC, around 5G versus wifi. And the debate was specifically computer vision, like facial recognition. We were talking about how the Cleveland Browns were using facial recognition for people coming into the stadium they were using it for ships in international ports. So the question was 5G versus wifi. My question is what infrastructure or what are the areas that need to be in place to make computer vision work? If you have developers building apps, apps got to run on stuff. So how do you sort that out in your mind? What's your reaction to that? >> A lot of the times when we see applications that need to run in real time and on video, they'll actually run at the edge without internet. And so a lot of our users will actually take their models and run it in a fully offline environment. Now to act on that information, you'll often need to have internet signal at some point 'cause you'll need to know how many people were in the stadium or what shipping crates are in my port at this point in time. You'll need to relay that information somewhere else, which will require connectivity. But actually using the model and creating the insights at the edge does not require internet. I mean we have users that deploy models on underwater submarines just as much as in outer space actually. And those are not very friendly environments to internet, let alone 5g. And so what you do is you use an edge device, like an Nvidia Jetson is common, mobile devices are common. Intel has some strong edge devices, the Movidius family of chips for example. And you use that compute that runs completely offline in real time to process those signals. Now again, what you do with those signals may require connectivity and that becomes a question of the problem you're solving of how soon you need to relay that information to another place. >> So, that's an architectural issue on the infrastructure. If you're a tactical edge war fighter for instance, you might want to have highly available and maybe high availability. I mean, these are words that mean something. You got storage, but it's not at the edge in real time. But you can trickle it back and pull it down. That's management. So that's more of a business by business decision or environment, right? >> That's right, that's right. Yeah. So I mean we can talk through some specifics. So for example, the RoboFlow actually powers the broadcaster that does the tennis ball tracking at Wimbledon. That runs completely at the edge in real time in, you know, technically to track the tennis ball and point the camera, you actually don't need internet. Now they do have internet of course to do the broadcasting and relay the signal and feeds and these sorts of things. And so that's a case where you have both edge deployment of running the model and high availability act on that model. We have other instances where customers will run their models on drones and the drone will go and do a flight and it'll say, you know, this many residential homes are in this given area, or this many cargo containers are in this given shipping yard. Or maybe we saw these environmental considerations of soil erosion along this riverbank. The model in that case can run on the drone during flight without internet, but then you only need internet once the drone lands and you're going to act on that information because for example, if you're doing like a study of soil erosion, you don't need to be real time. You just need to be able to process and make use of that information once the drone finishes its flight. >> Well I can imagine a zillion use cases. I heard of a use case interview at a company that does computer vision to help people see if anyone's jumping the fence on their company. Like, they know what a body looks like climbing a fence and they can spot it. Pretty easy use case compared to probably some of the other things, but this is the horizontal use cases, its so many use cases. So how do you guys talk to the marketplace when you say, hey, we have generative AI for commuter vision. You might know language models that's completely different animal because vision's like the world, right? So you got a lot more to do. What's the difference? How do you explain that to customers? What can I build and what's their reaction? >> Because we're such a developer centric company, developers are usually creative and show you the ways that they want to take advantage of new technologies. I mean, we've had people use things for identifying conveyor belt debris, doing gas leak detection, measuring the size of fish, airplane maintenance. We even had someone that like a hobby use case where they did like a specific sushi identifier. I dunno if you know this, but there's a specific type of whitefish that if you grew up in the western hemisphere and you eat it in the eastern hemisphere, you get very sick. And so there was someone that made an app that tells you if you happen to have that fish in the sushi that you're eating. But security camera analysis, transportation flows, plant disease detection, really, you know, smarter cities. We have people that are doing curb management identifying, and a lot of these use cases, the fantastic thing about building tools for developers is they're a creative bunch and they have these ideas that if you and I sat down for 15 minutes and said, let's guess every way computer vision can be used, we would need weeks to list all the example use cases. >> We'd miss everything. >> And we'd miss. And so having the community show us the ways that they're using computer vision is impactful. Now that said, there are of course commercial industries that have discovered the value and been able to be out of the gate. And that's where we have the Fortune 100 customers, like we do. Like the retail customers in the Walmart sector, healthcare providers like Medtronic, or vehicle manufacturers like Rivian who all have very difficult either supply chain, quality assurance, in stock, out of stock, anti-theft protection considerations that require successfully making sense of the real world. >> Let me ask you a question. This is maybe a little bit in the weeds, but it's more developer focused. What are some of the developer profiles that you're seeing right now in terms of low-hanging fruit applications? And can you talk about the academic impact? Because I imagine if I was in school right now, I'd be all over it. Are you seeing Master's thesis' being worked on with some of your stuff? Is the uptake in both areas of younger pre-graduates? And then inside the workforce, What are some of the devs like? Can you share just either what their makeup is, what they work on, give a little insight into the devs you're working with. >> Leading developers that want to be on state-of-the-art technology build with RoboFlow because they know they can use the best in class open source. They know that they can get the most out of their data. They know that they can deploy extremely quickly. That's true among students as you mentioned, just as much as as industries. So we welcome students and I mean, we have research grants that will regularly support for people to publish. I mean we actually have a channel inside our internal slack where every day, more student publications that cite building with RoboFlow pop up. And so, that helps inspire some of the use cases. Now what's interesting is that the use case is relatively, you know, useful or applicable for the business or the student. In other words, if a student does a thesis on how to do, we'll say like shingle damage detection from satellite imagery and they're just doing that as a master's thesis, in fact most insurance businesses would be interested in that sort of application. So, that's kind of how we see uptick and adoption both among researchers who want to be on the cutting edge and publish, both with RoboFlow and making use of open source tools in tandem with the tool that we provide, just as much as industry. And you know, I'm a big believer in the philosophy that kind of like what the hackers are doing nights and weekends, the Fortune 500 are doing in a pretty short order period of time and we're experiencing that transition. Computer vision used to be, you know, kind of like a PhD, multi-year investment endeavor. And now with some of the tooling that we're working on in open source technologies and the compute that's available, these science fiction ideas are possible in an afternoon. And so you have this idea of maybe doing asset management or the aerial observation of your shingles or things like this. You have a few hundred images and you can de-risk whether that's possible for your business today. So there's pretty broad-based adoption among both researchers that want to be on the state of the art, as much as companies that want to reduce the time to value. >> You know, Joseph, you guys and your partner have got a great front row seat, ground floor, presented creation wave here. I'm seeing a pattern emerging from all my conversations on theCUBE with founders that are successful, like yourselves, that there's two kind of real things going on. You got the enterprises grabbing the products and retrofitting into their legacy and rebuilding their business. And then you have startups coming out of the woodwork. Young, seeing greenfield or pick a specific niche or focus and making that the signature lever to move the market. >> That's right. >> So can you share your thoughts on the startup scene, other founders out there and talk about that? And then I have a couple questions for like the enterprises, the old school, the existing legacy. Little slower, but the startups are moving fast. What are some of the things you're seeing as startups are emerging in this field? >> I think you make a great point that independent of RoboFlow, very successful, especially developer focused businesses, kind of have three customer types. You have the startups and maybe like series A, series B startups that you're building a product as fast as you can to keep up with them, and they're really moving just as fast as as you are and pulling the product out at you for things that they need. The second segment that you have might be, call it SMB but not enterprise, who are able to purchase and aren't, you know, as fast of moving, but are stable and getting value and able to get to production. And then the third type is enterprise, and that's where you have typically larger contract value sizes, slower moving in terms of adoption and feedback for your product. And I think what you see is that successful companies balance having those three customer personas because you have the small startups, small fast moving upstarts that are discerning buyers who know the market and elect to build on tooling that is best in class. And so you basically kind of pass the smell test of companies who are quite discerning in their purchases, plus are moving so quick they're pulling their product out of you. Concurrently, you have a product that's enterprise ready to service the scalability, availability, and trust of enterprise buyers. And that's ultimately where a lot of companies will see tremendous commercial success. I mean I remember seeing the Twilio IPO, Uber being like a full 20% of their revenue, right? And so there's this very common pattern where you have the ability to find some of those upstarts that you make bets on, like the next Ubers of the world, the smaller companies that continue to get developed with the product and then the enterprise whom allows you to really fund the commercial success of the business, and validate the size of the opportunity in market that's being creative. >> It's interesting, there's so many things happening there. It's like, in a way it's a new category, but it's not a new category. It becomes a new category because of the capabilities, right? So, it's really interesting, 'cause that's what you're talking about is a category, creating. >> I think developer tools. So people often talk about B to B and B to C businesses. I think developer tools are in some ways a third way. I mean ultimately they're B to B, you're selling to other businesses and that's where your revenue's coming from. However, you look kind of like a B to C company in the ways that you measure product adoption and kind of go to market. In other words, you know, we're often tracking the leading indicators of commercial success in the form of usage, adoption, retention. Really consumer app, traditionally based metrics of how to know you're building the right stuff, and that's what product led growth companies do. And then you ultimately have commercial traction in a B to B way. And I think that that actually kind of looks like a third thing, right? Like you can do these sort of funny zany marketing examples that you might see historically from consumer businesses, but yet you ultimately make your money from the enterprise who has these de-risked high value problems you can solve for them. And I selfishly think that that's the best of both worlds because I don't have to be like Evan Spiegel, guessing the next consumer trend or maybe creating the next consumer trend and catching lightning in a bottle over and over again on the consumer side. But I still get to have fun in our marketing and make sort of fun, like we're launching the world's largest game of rock paper scissors being played with computer vision, right? Like that's sort of like a fun thing you can do, but then you can concurrently have the commercial validation and customers telling you the things that they need to be built for them next to solve commercial pain points for them. So I really do think that you're right by calling this a new category and it really is the best of both worlds. >> It's a great call out, it's a great call out. In fact, I always juggle with the VC. I'm like, it's so easy. Your job is so easy to pick the winners. What are you talking about its so easy? I go, just watch what the developers jump on. And it's not about who started, it could be someone in the dorm room to the boardroom person. You don't know because that B to C, the C, it's B to D you know? You know it's developer 'cause that's a human right? That's a consumer of the tool which influences the business that never was there before. So I think this direct business model evolution, whether it's media going direct or going direct to the developers rather than going to a gatekeeper, this is the reality. >> That's right. >> Well I got to ask you while we got some time left to describe, I want to get into this topic of multi-modality, okay? And can you describe what that means in computer vision? And what's the state of the growth of that portion of this piece? >> Multi modality refers to using multiple traditionally siloed problem types, meaning text, image, video, audio. So you could treat an audio problem as only processing audio signal. That is not multimodal, but you could use the audio signal at the same time as a video feed. Now you're talking about multi modality. In computer vision, multi modality is predominantly happening with images and text. And one of the biggest releases in this space is actually two years old now, was clip, contrastive language image pre-training, which took 400 million image text pairs and basically instead of previously when you do classification, you basically map every single image to a single class, right? Like here's a bunch of images of chairs, here's a bunch of images of dogs. What clip did is used, you can think about it like, the class for an image being the Instagram caption for the image. So it's not one single thing. And by training on understanding the corpora, you basically see which words, which concepts are associated with which pixels. And this opens up the aperture for the types of problems and generalizability of models. So what does this mean? This means that you can get to value more quickly from an existing trained model, or at least validate that what you want to tackle with a computer vision, you can get there more quickly. It also opens up the, I mean. Clip has been the bedrock of some of the generative image techniques that have come to bear, just as much as some of the LLMs. And increasingly we're going to see more and more of multi modality being a theme simply because at its core, you're including more context into what you're trying to understand about the world. I mean, in its most basic sense, you could ask yourself, if I have an image, can I know more about that image with just the pixels? Or if I have the image and the sound of when that image was captured or it had someone describe what they see in that image when the image was captured, which one's going to be able to get you more signal? And so multi modality helps expand the ability for us to understand signal processing. >> Awesome. And can you just real quick, define clip for the folks that don't know what that means? >> Yeah. Clip is a model architecture, it's an acronym for contrastive language image pre-training and like, you know, model architectures that have come before it captures the almost like, models are kind of like brands. So I guess it's a brand of a model where you've done these 400 million image text pairs to match up which visual concepts are associated with which text concepts. And there have been new releases of clip, just at bigger sizes of bigger encoding's, of longer strings of texture, or larger image windows. But it's been a really exciting advancement that OpenAI released in January, 2021. >> All right, well great stuff. We got a couple minutes left. Just I want to get into more of a company-specific question around culture. All startups have, you know, some sort of cultural vibe. You know, Intel has Moore's law doubles every whatever, six months. What's your culture like at RoboFlow? I mean, if you had to describe that culture, obviously love the hacking story, you and your partner with the games going number one on Product Hunt next to Elon and Tesla and then hey, we should start a company two years later. That's kind of like a curious, inventing, building, hard charging, but laid back. That's my take. How would you describe the culture? >> I think that you're right. The culture that we have is one of shipping, making things. So every week each team shares what they did for our customers on a weekly basis. And we have such a strong emphasis on being better week over week that those sorts of things compound. So one big emphasis in our culture is getting things done, shipping, doing things for our customers. The second is we're an incredibly transparent place to work. For example, how we think about giving decisions, where we're progressing against our goals, what problems are biggest and most important for the company is all open information for those that are inside the company to know and progress against. The third thing that I'd use to describe our culture is one that thrives with autonomy. So RoboFlow has a number of individuals who have founded companies before, some of which have sold their businesses for a hundred million plus upon exit. And the way that we've been able to attract talent like that is because the problems that we're tackling are so immense, yet individuals are able to charge at it with the way that they think is best. And this is what pairs well with transparency. If you have a strong sense of what the company's goals are, how we're progressing against it, and you have this ownership mentality of what can I do to change or drive progress against that given outcome, then you create a really healthy pairing of, okay cool, here's where the company's progressing. Here's where things are going really well, here's the places that we most need to improve and work on. And if you're inside that company as someone who has a preponderance to be a self-starter and even a history of building entire functions or companies yourself, then you're going to be a place where you can really thrive. You have the inputs of the things where we need to work on to progress the company's goals. And you have the background of someone that is just necessarily a fast moving and ambitious type of individual. So I think the best way to describe it is a transparent place with autonomy and an emphasis on getting things done. >> Getting shit done as they say. Getting stuff done. Great stuff. Hey, final question. Put a plug out there for the company. What are you going to hire? What's your pipeline look like for people? What jobs are open? I'm sure you got hiring all around. Give a quick plug for the company what you're looking for. >> I appreciate you asking. Basically you're either building the product or helping customers be successful with the product. So in the building product category, we have platform engineering roles, machine learning engineering roles, and we're solving some of the hardest and most impactful problems of bringing such a groundbreaking technology to the masses. And so it's a great place to be where you can kind of be your own user as an engineer. And then if you're enabling people to be successful with the products, I mean you're working in a place where there's already such a strong community around it and you can help shape, foster, cultivate, activate, and drive commercial success in that community. So those are roles that tend themselves to being those that build the product for developer advocacy, those that are account executives that are enabling our customers to realize commercial success, and even hybrid roles like we call it field engineering, where you are a technical resource to drive success within customer accounts. And so all this is listed on roboflow.com/careers. And one thing that I actually kind of want to mention John that's kind of novel about the thing that's working at RoboFlow. So there's been a lot of discussion around remote companies and there's been a lot of discussion around in-person companies and do you need to be in the office? And one thing that we've kind of recognized is you can actually chart a third way. You can create a third way which we call satellite, which basically means people can work from where they most like to work and there's clusters of people, regular onsite's. And at RoboFlow everyone gets, for example, $2,500 a year that they can use to spend on visiting coworkers. And so what's sort of organically happened is team numbers have started to pull together these resources and rent out like, lavish Airbnbs for like a week and then everyone kind of like descends in and works together for a week and makes and creates things. And we call this lighthouses because you know, a lighthouse kind of brings ships into harbor and we have an emphasis on shipping. >> Yeah, quality people that are creative and doers and builders. You give 'em some cash and let the self-governing begin, you know? And like, creativity goes through the roof. It's a great story. I think that sums up the culture right there, Joseph. Thanks for sharing that and thanks for this great conversation. I really appreciate it and it's very inspiring. Thanks for coming on. >> Yeah, thanks for having me, John. >> Joseph Nelson, co-founder and CEO of RoboFlow. Hot company, great culture in the right place in a hot area, computer vision. This is going to explode in value. The edge is exploding. More use cases, more development, and developers are driving the change. Check out RoboFlow. This is theCUBE. I'm John Furrier, your host. Thanks for watching. (gentle music)

(bouncy music) >> Welcome to this Cube Conversation, I'm Lisa Martin. I'm joined by Erez Berkner, the CEO and co-founder of lumigo. Erez, welcome to the program. >> Hey Lisa, thank you for having me. Glad to be here. >> Excellent, we're going to have a great conversation. We're going to be talking about the growing trend of using cloud native and serverless. But before we do, Erez, give our audience an overview of lumigo. >> Excellent, so lumigo is an observability platform. Basically allowing developer, architects, the technology person in the organization to understand what's going on with his modern cloud, with his serverless, with his cloud native application. So at the end of the day, lumigo as assess platform, allow you to know what's happening, get visibility, and be able to get to the root cause of issues, many times before they actually hit your production. >> I saw on your website, in terms of speed, getting up and running quickly, in four minutes with four clicks. Tell me how developers do this that quickly. >> Yeah, that's actually great point. Because in general, when we talk about the modern cloud, people are really fed up with deploying agents, long processes of servers, and more and more we see the trend towards APIs, toward code libraries. At the end of the day, at the heart of lumigo, we built a very strong automation engine based on APIs, based on lomdalier integration. And this allows a developer to basically connect lumigo via the APIs in couple of clicks. Doesn't require code changes, deployment of agents, deployment of services. And this is why it's so fast, because it's lightweight. And that's a trend of managed services, of serverless, and lumigo is another stone in that wall. >> Excellent, lightweight, key there. Define serverless, what is considered serverless? >> Mmm, ooh, don't get me involved in dispute of those definitions. But I can share my view, but this is a.. Anyone, I would say, have his own definition. But the main concept with serverless is at the end of the day, really, like it says, serverless. You don't deploy a server. You don't rent a server, you don't manage a server, you don't deploy an operating system, you don't patch a server. You don't take care of scalability, of high visibility. Basically, all the chores of managing, of maintaining a server, basically go away. Now, they don't really go away. Somebody else is dealing with them. So there is a server, but it's not your server to manage. And that someone is a cloud provider, is Amazon, is Microsoft, is Google, it's IBM. And this is how I view serverless. Basically, a managed service that doesn't require to deploy or manage a server, and you use it via APIs. And if you think about that, in the past when serverless started, 2015, serverless was function as a service, Lambda, AWS started that. But today, in 2021, serverless, yeah, it's function as a service, it's Lambda, but it's also storage as a service, like S3, and data as a service, like Snowflake, like DynamoDB. And queue as a service like SNS, like EventBridge, like Kenesis. And even Stripe, payment a as service, and Twilio, and SendGrid. So all these API based services, that you just consume, and they're like Lego pieces that you connect together and you just connect and you go, and you start working and they up and running, this is how I define serverless today. And that's basically allowing you to run any application today with zero servers. >> That's a great definition, that nice and clean, and I think the Lego bricks really kind of clicked in my mind when you talked about that. Let's talk now about for business critical production applications, what are you seeing in terms of adoption of serverless for those cases? >> That's a great question, because I think that we are in a critical point of time, in cloud native, in modern cloud, in serverless market. And I think it's an evolution. You know, when we started, again, back in 2015, serverless was just one or two services. But we got to a critical mass of services, including DynamoDB and S3 and Lambda and EventBridge and all the other services, that step function, that basically allow you to build your application based on serverless. And this critical point of the architecture of serverless being mature enough, being wide enough, to allow you to do what you want, to have the confidence running serverless in production, to know that you have the tooling that you used to have in the past to monitor, to debug, to secure, to understand cost, all of this are really coming together this year. We actually see this year, and a bit of end of last year, but this is what's driving a trend in the industry. I think it's still not known enough to many of the organizations, or not wide enough, or not public enough. But our customers are focused on cloud native and serverless. And we've seen a dramatic change in the last six months. And the main change is organizations that used to play around with serverless, that used to do non-business critical usage of serverless, because it's easy, because it makes sense, because it's fast, all of a sudden they got the confidence to do that with their business critical application in production. And this is a shift that we're seeing. And that goes many times with the technology maturity. You start, you play around with something, it makes sense, it makes sense, you get confidence, and boom! This become more and more mainstream technology. And we're at the verge of that. >> In terms of a catalyst for that confidence, do you think that the events, the world events of the last 12 months and this acceleration of digital transformation, has that played any part in the maturation of the technology that's giving customers the confidence to adopt serverless? >> Yeah, I think it's fascinating, what we're seeing. Because I think the last event really push a organization to innovate. Because of different reason, because they don't have the head count, so they need to reduce the maintenance that they do, they need to reduce the developer head count, the DevOps head count, they need to reduce costs. Serverless is running only when it need to run, so you pay only for what you use. So this is another method that our customer, for example, reduce their cost. So I think beyond the maturity of the architecture, the push forward for optimization, for lower usage or lower usage of engineering force, really pushed serverless forward. And this paradigm, once it worked for one team, it's viral. It's viral with in organization and the cross-organization. So this team managed to reduce 50% of the cost, and 70% of the developers that need to maintain the production. Let's duplicate that. And let's do that four times, and five times, and 10 times. And this is the point in time that we are. So that's a trend and I think it's very much impacted by the world economics. >> Interesting, that trend of virality. Let's dig into, you mentioned a couple of benefits. I heard reduction in total cost of ownership, or costs. Talk to me about the lumigo solution, the technology, and what some of those key benefits are that it is consistently delivering to your customers. >> So I think the basic is that serverless makes a lot of sense, economical, maintenance. That's why the cloud providers are putting so much effort and power in delivering more and more serverless maturity. One of the challenges that we see for almost any organization adopting the new technology, it goes back to we understand the values, but at the end of the day I need to make sure that if something goes wrong in production, I will know about it and I will know how to react and fix it in a matter of minutes. 'Cause that's my service, that's my business. And I know how to do it in a server world, where there's one server or three servers, and everything running in the same server. I have the tools for that. And I want to go serverless, I want to go cloud native, but all of a sudden there are dozens of services that I consume via APIs and they're a part of a bigger picture of my application. So I'm lacking many times the confidence, the tools, the awareness of, something goes wrong, I'll know about it, and I'll be able to fix it. And this is where lumigo comes in. So we built lumigo from the ground up to be very much focused on the modern cloud, on serverless. And that means two main things that we provide for our customers. One is, I would say one thing. We provide confidence. You can use serverless in production, and you can rest assured that if something goes wrong, you will be the one alerting and we'll give you all the information to debug it. And we do it by two main things. One is the visibility that we create. Because we're connected to the environment, we alert on things that are relevant to serverless. It's not about CPU, it's not about a iO. It's about concurrency limits, it's about cold start, it's about time outs, it's about reaching duration limits. These are the things that we know to alert you about. It's very specific to the serverless services. And it's not a generic metric, it's serverless metric. So that's number one, visibility, getting alert whenever something is about to go wrong. But what do you do then? Let's say I have one million invocations a day, and one of them is actually, I have a trigger, something went wrong. And this is where lumigo allow the developers to debug. Basically, you click on a specific issue, and lumigo tell you the entire story of what happened, from the very beginning, an API gateway triggering a Lambda, right into DynamoDB, triggering an Lambda, it tell you the entire story end to end of what happened with that specific request, with inputs, with outputs, with environment variables. All the things the developer need in order to debug, to find the root cause, and then fix it in matter of minutes. And that's the game-changer that allow those organizations to run serverless with confidence. >> You talk about confidence, it's a word that I hear often when I'm talking with customers of vendors. It's not something to be underestimated. It's incredibly important that technology provide that confidence, especially given the events of the last year and a half that we've seen where suddenly folks couldn't get into data centers, for example. Talk to me a little bit about some of the customers. I saw from your website some great brand names, but talk to me about a customer that you think really not only has that confidence that lumigo is delivering, but is really changing their business and their approach to modern monitoring with lumigo. >> Yeah, so there are several interesting. I'll choose maybe one of the more interesting cases, a company called Medtronic. It's one of the largest medical device companies in the U.S. And it's very interesting because they have an IoT backend. Basically they have medical devices around the world that send IoT information back to their cloud. And they get metrics, they run machine learning on that. And they took a strategic decision to run the system with serverless. Because it can scale automatically, because it can deploy one more million devices and they don't need to change anything, and many, many other benefits of serverless. And we met them back in 20, end of 2019. They were looking for exactly a solution that allows them to get issues and drill down to analyze those issues. And they were just in the beginning. The early days they had 20 million invocations, requests per month. They knew they were going to scale, they knew that when they scale, they cannot correlate logs, and try to understand what happened manually. They need a professional tool. And this is where they started using lumigo. And today, a year and a half after, they reached one billion invocations a month. Again, the same concept, IoT devices, medical devices, sending metrics and information for the backend for processing. And today, lumigo is monitoring everything in that environment. And alert them from, you're about to have a problem, or you have an application error, or you have high latency, you have spike of cost, all of that are covered by lumigo. And the developers, once they get this to slot, to play the duty, you're just able to click on it, and drill down and see, one by one, requests that created the trigger that alert. And they can understand, again, the inputs, the output, the logs, the return values, everything. I call it debugging heaven. Because it's always there, it's always post-mortem, you don't need to do anything. At the same time you get the visibility and you can fix it, because this is their production, this is their business critical application. >> Debugging heaven, I love that. That's for developers, that is probably a Nirvana state. I want to wrap up Erez, just giving our folks in the audience an overview of the relationship that lumigo has with AWS. >> AWS is one of our strongest partner. I think there's a great synergy working with AWS. We've been partners for the last three years. And I think the reason for the... You know, we're still... AWS has thousands, tens of thousands of partners. I think that this partnership is specifically strong because there is a win-win relationship over here. On the one hand side lumigo is very much invested on Amazon. Our customers are mostly Amazon customers, and we are solving, providing confidence for those customers to run serverless in production, and answering a need of a customer. And this is also the win for Amazon. Amazon is basically have a great, great technology of serverless. But the lack of visibility, the lack of confidence, is hindering the adoption. And Amazon decided to work with lumigo, saying, we'll develop the core, we'll develop the services, we'll develop the serverless architecture, and you can use lumigo for monitoring, for debugging, for everything that you need in order to run that in production. And that's been very, very strong relationship that just grows as we develop together. And it's been on working together with customers, introducing customers, but also on the technology level. For the audience who sees Amazon announcement on serverless, many times lumigo is a design partner. It's part of the announcement, of lumigo was a design partner and the launch partner, and support the new feature out of the box. This is because we want to get the support as soon as possible, as soon as new features are released. So that's where we are today. >> Sounds like a very collaborative and symbiotic relationship. Erez, thank you for joining me on the program today, talking to us about some of the trends in serverless, some of the things that are catalyzing adoption, that visibility, that confidence, that lumigo delivers to its customers. We thank you for your time. >> Excellent, thank you very much Lisa. Have a good day. >> You too! For Erez Berkner, I'm Lisa Martin. Thanks for watching this Cube Conversation. (bouncy music)

>>Data is at the heart of transformation and the change. Every company needs to succeed, but it takes more than new technology. It's about teams, talent and cultural change. Empowering everyone on the front lines to make decisions all at the speed of digital. The transformation starts with you. It's time to lead the way it's time for thought leaders. >>Welcome to thought leaders, a digital event brought to you by ThoughtSpot. My name is Dave Volante. The purpose of this day is to bring industry leaders and experts together to really try and understand the important issues around digital transformation. We have an amazing lineup of speakers and our goal is to provide you with some best practices that you can bring back and apply to your organization. Look, data is plentiful, but insights are not. ThoughtSpot is disrupting analytics by using search and machine intelligence to simplify data analysis and really empower anyone with fast access to relevant data. But in the last 150 days, we've had more questions than answers. Creating an organization that puts data and insights at their core requires not only modern technology, but leadership, a mindset and a culture that people often refer to as data-driven. What does that mean? How can we equip our teams with data and fast access to quality information that can turn insights into action. >>And today we're going to hear from experienced leaders who are transforming their organizations with data insights and creating digital first cultures. But before we introduce our speakers, I'm joined today by two of my cohosts from ThoughtSpot first chief data strategy officer, the ThoughtSpot is Cindy Hausen. Cindy is an analytics and BI expert with 20 plus years experience and the author of successful business intelligence unlock the value of BI and big data. Cindy was previously the lead analyst at Gartner for the data and analytics magic quadrant. And early last year, she joined ThoughtSpot to help CDOs and their teams understand how best to leverage analytics and AI for digital transformation. Cindy. Great to see you welcome to the show. Thank you, Dave. Nice to join you virtually. Now our second cohost and friend of the cube is ThoughtSpot CEO, sedition air. Hello. Sudheesh how are you doing today? I am validating. It's good to talk to you again. That's great to see you. Thanks so much for being here now Sateesh please share with us why this discussion is so important to your customers and of course, to our audience and what they're going to learn today. >>Thanks, Dave. >>I wish you were there to introduce me into every room that I walk into because you have such an amazing way of doing it. It makes me feel also good. Um, look, since we have all been, you know, cooped up in our homes, I know that the vendors like us, we have amped up know sort of effort to reach out to you with invites for events like this. So we are getting very more invites for events like this than ever before. So when we started planning for this, we had three clear goals that we wanted to accomplish. And our first one that when you finish this and walk away, we want to make sure that you don't feel like it was a waste of time. We want to make sure that we value your time. Then this is going to be used. Number two, we want to put you in touch with industry leaders and thought leaders, generally good people that you want to hang around with long after this event is over. >>And number three, has we planned through this? You know, we are living through these difficult times. You want an event to be this event, to be more of an uplifting and inspiring event. Now, the challenge is how do you do that with the team being change agents? Because teens can, as much as we romanticize it, it is not one of those uplifting things that everyone wants to do, or like through the VA. I think of it changes sort of like if you've ever done bungee jumping and it's like standing on the edges waiting to make that one more step, uh, you know, all you have to do is take that one step and gravity will do the rest, but that is the hardest step to take change requires a lot of courage. And when we are talking about data and analytics, which is already like such a hard topic, not necessarily an uplifting and positive conversation, most businesses, it is somewhat scary. >>Change becomes all the more difficult, ultimately change requires courage, courage. To first of all, challenge the status quo. People sometimes are afraid to challenge the status quo because they are thinking that, you know, maybe I don't have the power to make the change that the company needs. Sometimes they feel like I don't have the skills. Sometimes they've may feel that I'm, I'm probably not the right person to do it. Or sometimes the lack of courage manifest itself as the inability to sort of break the silos that are formed within the organizations, when it comes to data and insights that you talked about, you know, that are people in the company who are going to have the data because they know how to manage the data, how to inquire and extract. They know how to speak data. They have the skills to do that, but they are not the group of people who have sort of the knowledge, the experience of the business to ask the right questions off the data. >>So there is the silo of people with the answers, and there is a silo of people with the questions. And there is gap. This sort of silos are standing in the way of making that necessary change that we all know the business needs. And the last change to sort of bring an external force. Sometimes it could be a tool. It could be a platform, it could be a person, it could be a process, but sometimes no matter how big the company is or how small the company is, you may need to bring some external stimuli to start the domino of the positive changes that are necessarily the group of people that we are brought in. The four people, including Cindy, that you will hear from today are really good at practically telling you how to make that step, how to step off that edge, how to trust the rope, that you will be safe. And you're going to have fun. You will have that exhilarating feeling of jumping for a bungee jump. >>So we're going to take a hard pivot now and go from football to Ternopil Chernobyl. What went wrong? 1986, as the reactors were melting down, they had the data to say, this is going to be catastrophic. And yet the culture said, no, we're perfect. Hide it. Don't dare tell anyone which meant they went ahead and had celebrations in Kiev. Even though that increased the exposure, the additional thousands, getting cancer and 20,000 years before the ground around there and even be inhabited again, this is how powerful and detrimental a negative culture, a culture that is unable to confront the brutal facts that hides data. This is what we have to contend with. And this is why I want you to focus on having fostering a data driven culture. I don't want you to be a laggard. I want you to be a leader in using data to drive your digital transformation. >>So I'll talk about culture and technology. Isn't really two sides of the same coin, real world impacts. And then some best practices you can use to disrupt and innovate your culture. Now, oftentimes I would talk about culture and I talk about technology. And recently a CDO said to me, you know, Cindy, I actually think this is two sides of the same coin. One reflects the other. What do you think? Let me walk you through this. So let's take a laggard. What does the technology look like? Is it based on 1990s BI and reporting largely parameterized reports on premises, data, warehouses, or not even that operational reports at best one enterprise, nice data warehouse, very slow moving and collaboration is only email. What does that culture tell you? Maybe there's a lack of leadership to change, to do the hard work that Sudheesh referred to, or is there also a culture of fear, afraid of failure, resistance to change complacency. >>And sometimes that complacency it's not because people are lazy. It's because they've been so beaten down every time a new idea is presented. It's like, no we're measured on least cost to serve. So politics and distrust, whether it's between business and it or individual stakeholders is the norm. So data is hoarded. Let's contrast that with a leader, a data and analytics leader, what is their technology look like? Augmented analytics search and AI driven insights, not on premises, but in the cloud and maybe multiple clouds. And the data is not in one place, but it's in a data Lake and in a data warehouse, a logical data warehouse, the collaboration is being a newer methods, whether it's Slack or teams allowing for that real time decisioning or investigating a particular data point. So what is the culture in the leaders? It's transparent and trust. There is a trust that data will not be used to punish that there is an ability to confront the bad news. >>It's innovation, valuing innovation in pursuit of the company goals, whether it's the best fan experience and player safety in the NFL or best serving your customers. It's innovative and collaborative. None of this. Oh, well, I didn't invent that. I'm not going to look at that. There's still proud of that ownership, but it's collaborating to get to a better place faster. And people feel empowered to present new ideas, fail fast, and they're energized knowing that they're using the best technology and innovating at the pace that business requires. So data is democratized and double monetized, not just for people, how are users or analysts, but really at the of impact what we like to call the new decision makers or really the front line workers. So Harvard business review partnered with us to develop this study to say, just how important is this? We've been working at BI and analytics as an industry for more than 20 years. >>Why is it not at the front lines? Whether it's a doctor, a nurse, a coach, a supply chain manager, a warehouse manager, a financial services advisor, 87% said they would be more successful if frontline workers were empowered with data driven insights, but they recognize they need new technology to be able to do that. It's not about learning hard tools. The sad reality only 20% of organizations are actually doing this. These are the data driven leaders. So this is the culture and technology. How did we get here? It's because state of the art keeps changing. So the first generation BI and analytics platforms were deployed on premises on small datasets, really just taking data out of ERP systems that were also on premises. And state-of-the-art was maybe getting a management report, an operational report over time, visual based data discovery vendors disrupted these traditional BI vendors, empowering now analysts to create visualizations with the flexibility on a desktop, sometimes larger data sometimes coming from a data warehouse, the current state of the art though, Gartner calls it augmented analytics at ThoughtSpot, we call it search and AI driven analytics. >>And this was pioneered for large scale data sets, whether it's on premises or leveraging the cloud data warehouses. And I think this is an important point. Oftentimes you, the data and analytics leaders will look at these two components separately, but you have to look at the BI and analytics tier in lockstep with your data architectures to really get to the granular insights and to leverage the capabilities of AI. Now, if you've never seen ThoughtSpot, I'll just show you what this looks like. Instead of somebody's hard coding of report, it's typing in search keywords and very robust keywords contains rank top bottom, getting to a visual visualization that then can be pinned to an existing Pinboard that might also contain insights generated by an AI engine. So it's easy enough for that new decision maker, the business user, the non analyst to create themselves modernizing the data and analytics portfolio is hard because the pace of change has accelerated. >>You use to be able to create an investment place. A bet for maybe 10 years, a few years ago, that time horizon was five years now, it's maybe three years and the time to maturity has also accelerated. So you have these different components, the search and AI tier the data science, tier data preparation and virtualization. But I would also say equally important is the cloud data warehouse and pay attention to how well these analytics tools can unlock the value in these cloud data warehouses. So thoughts about was the first to market with search and AI driven insights, competitors have followed suit, but be careful if you look at products like power BI or SAP analytics cloud, they might demo well, but do they let you get to all the data without moving it in products like snowflake, Amazon Redshift, or, or Azure synapse or Google big query, they do not. >>They re require you to move it into a smaller in memory engine. So it's important how well these new products inter operate the pace of change. It's acceleration Gartner recently predicted that by 2022, 65% of analytical queries will be generated using search or NLP or even AI. And that is roughly three times the prediction they had just a couple years ago. So let's talk about the real world impact of culture. And if you read any of my books or used any of the maturity models out there, whether the Gardner it score that I worked on, or the data warehousing Institute also has the maturity model. We talk about these five pillars to really become data driven. As Michelle spoke about it's focusing on the business outcomes, leveraging all the data, including new data sources, it's the talent, the people, the technology, and also the processes. >>And often when I would talk about the people in the talent, I would lump the culture as part of that. But in the last year, as I've traveled the world and done these digital events for thought leaders, you have told me now culture is absolutely so important. And so we've pulled it out as a separate pillar. And in fact, in polls that we've done in these events, look at how much more important culture is as a barrier to becoming data driven. It's three times as important as any of these other pillars. That's how critical it is. And let's take an example of where you can have great data, but if you don't have the right culture, there's devastating impacts. And I will say, I have been a loyal customer of Wells Fargo for more than 20 years. But look at what happened in the face of negative news with data, it said, Hey, we're not doing good cross selling customers do not have both a checking account and a credit card and a savings account and a mortgage. >>They opened fake accounts, basing billions in fines, change in leadership that even the CEO attributed to a toxic sales culture, and they're trying to fix this. But even recently there's been additional employee backlash saying the culture has not changed. Let's contrast that with some positive examples, Medtronic, a worldwide company in 150 countries around the world. They may not be a household name to you, but if you have a loved one or yourself, you have a pacemaker spinal implant diabetes, you know, this brand and at the start of COVID when they knew their business would be slowing down, because hospitals would only be able to take care of COVID patients. They took the bold move of making their IP for ventilators publicly available. That is the power of a positive culture or Verizon, a major telecom organization looking at late payments of their customers. And even though the us federal government said, well, you can't turn them off. >>He said, we'll extend that even beyond the mandated guidelines and facing a slow down in the business because of the tough economy, he said, you know what? We will spend the time upskilling our people, giving them the time to learn more about the future of work, the skills and data and analytics for 20,000 of their employees, rather than furloughing them. That is the power of a positive culture. So how can you transform your culture to the best in class? I'll give you three suggestions, bring in a change agent, identify the relevance, or I like to call it with them and organize for collaboration. So the CDO, whatever your title is, chief analytics, officer chief, digital officer, you are the most important change agent. And this is where you will hear that. Oftentimes a change agent has to come from outside the organization. So this is where, for example, in Europe, you have the CDO of just eat a takeout food delivery organization coming from the airline industry or in Australia, national Australian bank, taking a CDO within the same sector from TD bank going to NAB. >>So these change agents come in disrupt. It's a hard job. As one of you said to me, it often feels like Sisyphus. I make one step forward and I get knocked down again. I get pushed back. It is not for the faint of heart, but it's the most important part of your job. The other thing I'll talk about is with them, what is in it for me? And this is really about understanding the motivation, the relevance that data has for everyone on the frontline, as well as those analysts, as well as the executives. So if we're talking about players in the NFL, they want to perform better and they want to stay safe. That is why data matters to them. If we're talking about financial services, this may be a wealth management advisor, okay. We could say commissions, but it's really helping people have their dreams come true, whether it's putting their children through college or being able to retire without having to work multiple jobs still into your seventies or eighties for the teachers, teachers, you ask them about data. They'll say we don't, we don't need that. I care about the student. So if you can use data to help a student perform better, that is with them. And sometimes we spend so much time talking the technology, we forget, what is the value we're trying to deliver with this? And we forget the impact on the people that it does require change. In fact, the Harvard business review study found that 44% said lack of change. Management is the biggest barrier to leveraging both new technology, but also being empowered to act on those data driven insights. >>The third point organize for collaboration. This does require diversity of thought, but also bringing the technology, the data and the business people together. Now there's not a single one size fits all model for data and analytics. At one point in time, even having a BICC a BI competency center was considered state of the art. Now for the biggest impact, what I recommend is that you have a federated model centralized for economies of scale. That could be the common data, but then in bed, these evangelists, these analysts of the future within every business unit, every functional domain. And as you see this top bar, all models are possible, but the hybrid model has the most impact the most leaders. So as we look ahead to the months ahead to the year ahead and exciting time, because data is helping organizations better navigate a tough economy, lock in the customer loyalty. And I look forward to seeing how you foster that culture. That's collaborative with empathy and bring the best of technology, leveraging the cloud, all your data. So thank you for joining us at thought leaders. And next I'm pleased to introduce our first change agent, Tom Masa, Pharaoh, chief data officer of Western union. And before joining Western union, Tom made his Mark at HSBC and JP Morgan chase spearheading digital innovation in technology, operations, risk compliance, and retail banking. Tom, thank you so much for joining us today. >>Very happy to be here and, uh, looking forward to, uh, to talking to all of you today. So as we look to move organizations to a data-driven, uh, capability into the future, there is a lot that needs to be done on the data side, but also how did it connect and enable different business teams and technology teams into the future. As we look across, uh, our data ecosystems and our platforms and how we modernize that to the cloud in the future, it all needs to basically work together, right? To really be able to drive an organization from a data standpoint into the future. That includes being able to have the right information with the right quality of data at the right time to drive informed business decisions, to drive the business forward. As part of that, we actually have partnered with ThoughtSpot to actually bring in the technology to help us drive that as part of that partnership. >>And it's how we've looked to integrate it into our overall business as a whole we've looked at how do we make sure that our, that our business and our professional lives right, are enabled in the same ways as our personal lives. So for example, in your personal lives, when you want to go and find something out, what do you do? You go on to google.com or you go on to being, you gone to Yahoo and you search for what you want search to find an answer ThoughtSpot for us, it's the same thing, but in the business world. So using ThoughtSpot and other AI capability is it's allowed us to actually enable our overall business teams in our company to actually have our information at our fingertips. So rather than having to go and talk to someone or an engineer to go pull information or pull data, we actually can have the end users or the business executives, right. >>Search for what they need, what they want at the exact time that action needed to go and drive the business forward. This is truly one of those transformational things that we've put in place on top of that, we are on the journey to modernize our larger ecosystem as a whole. That includes modernizing our underlying data warehouses, our technology or our Elequil environments. And as we move that we've actually picked to our cloud providers going to AWS and GCP. We've also adopted snowflake to really drive into organize our information and our data then drive these new solutions and capabilities forward. So the portion of us though, is culture. So how do we engage with the business teams and bring the, the, the it teams together to really hit the drive, these holistic end to end solution, the capabilities to really support the actual business into the future. >>That's one of the keys here, as we look to modernize and to really enhance our organizations to become data driven. This is the key. If you can really start to provide answers to business questions before they're even being asked and to predict based upon different economic trends or different trends in your business, what does this is maybe be made and actually provide those answers to the business teams before they're even asking for it, that is really becoming a data driven organization. And as part of that, it's really then enables the business to act quickly and take advantage of opportunities as they come in based upon industries, based upon markets, as upon products, solutions or partnerships into the future. These are really some of the keys that, uh, that become crucial as you move forward, right, uh, into this, uh, into this new age, especially with COVID with COVID now taking place across the world, right? >>Many of these markets, many of these digital transformations are celebrating and are changing rapidly to accommodate and to support customers. And these, these very difficult times as part of that, you need to make sure you have the right underlying foundation ecosystems and solutions to really drive those, those capabilities. And those solutions forward as we go through this journey, uh, boasted both of my career, but also each of your careers into the future, right? It also needs to evolve, right? Technology has changed so drastically in the last 10 years, and that change has only a celebrating. So as part of that, you have to make sure that you stay up to speed up to date with new technology changes both on the platform standpoint tools, but also what our customers want, what our customers need and how do we then surface them with our information, with our data, with our platform, with our products and our services to meet those needs and to really support and service those customers into the future. >>This is all around becoming a more data driven organization, such as how do you use your data to support the current business lines, but how do you actually use your information, your data, to actually better support your customers and to support your business there's important, your employees, your operations teams, and so forth, and really creating that full integration in that ecosystem is really when he talked to get large dividends from his investments into the future. But that being said, uh, I hope you enjoyed the segment on how to become and how to drive a data driven organization. And I'm looking forward to talking to you again soon. Thank you, >>Tom. That was great. Thanks so much. Now I'm going to have to brag on you for a second as a change agent. You've come in this rusted. And how long have you been at Western union? >>Uh, well in nine months. So just, uh, just started this year, but, uh, there'd be some great opportunities and great changes and we were a lot more to go, but we're really driving things forward in partnership with our business teams and our colleagues to support those customers going forward. >>Tom, thank you so much. That was wonderful. And now I'm excited to introduce you to Gustavo Canton, a change agent that I've had the pleasure of working with meeting in Europe, and he is a serial change agent most recently, Schneider electric, but even going back to Sam's clubs. Gustavo. Welcome. >>So hi everyone. My name is Gustavo Canton and thank you so much, Cindy, for the intro, as you mentioned, doing transformations is a high effort, high reward situation. I have empowerment transformations and I have less many transformations. And what I can tell you is that it's really hard to predict the future, but if you have a North star and you know where you're going, the one thing that I want you to take away from this discussion today is that you need to be bold to evolve. And so in today I'm going to be talking about culture and data, and I'm going to break this down in four areas. How do we get started barriers or opportunities as I see it, the value of AI, and also, how do you communicate, especially now in the workforce of today with so many different generations, you need to make sure that you are communicating in ways that are nontraditional sometimes. >>And so how do we get started? So I think the answer to that is you have to start for you yourself as a leader and stay tuned. And by that, I mean, you need to understand not only what is happening in your function or your field, but you have to be very into what is happening, society, socioeconomically speaking, wellbeing. You know, the common example is a great example. And for me personally, it's an opportunity because the number one core value that I have is wellbeing. I believe that for human potential, for customers and communities to grow wellbeing should be at the center of every decision. And as somebody mentioned is great to be, you know, stay in tune and have the skillset and the Koresh. But for me personally, to be honest, to have this courage is not about Nadina afraid. You're always afraid when you're making big changes in your swimming upstream. >>But what gives me the courage is the empathy part. Like I think empathy is a huge component because every time I go into an organization or a function, I try to listen very attentively to the needs of the business and what the leaders are trying to do. What I do it thinking about the mission of how do I make change for the bigger, eh, you know, workforce? So the bigger, good, despite the fact that this might have a perhaps implication. So my own self interest in my career, right? Because you have to have that courage sometimes to make choices that are not well seeing politically speaking, what are the right thing to do and you have to push through it. So the bottom line for me is that I don't think they're transforming fast enough. And the reality is I speak with a lot of leaders and we have seen stories in the past. >>And what they show is that if you look at the four main barriers that are basically keeping us behind budget, inability to add cultural issues, politics, and lack of alignment, those are the top four. But the interesting thing is that as Cindy has mentioned, these topic about culture is sexually gaining, gaining more and more traction. And in 2018, there was a story from HBR and he wants about 45%. I believe today it's about 55%, 60% of respondents say that this is the main area that we need to focus on. So again, for all those leaders and all the executives who understand and are aware that we need to transform, commit to the transformation in set us state, eh, deadline to say, Hey, in two years, we're going to make this happen. Why do we need to do, to empower and enable this change engines to make it happen? >>You need to make the tough choices. And so to me, when I speak about being bold is about making the right choices now. So I'll give you examples of some of the roadblocks that I went through. As I think the transformations most recently, as Cindy mentioned in Schneider, there are three main areas, legacy mindset. And what that means is that we've been doing this in a specific way for a long time. And here is how having successful while working the past is not going to work. Now, the opportunity there is that there is a lot of leaders who have a digital mindset and their up and coming leaders that are perhaps not yet fully developed. We need to mentor those leaders and take bets on some of these talents, including young talent. We cannot be thinking in the past and just wait for people, you know, three to five years for them to develop because the world is going to in a, in a way that is super fast, the second area, and this is specifically to implementation of AI is very interesting to me because just the example that I have with ThoughtSpot, right? >>We went on implementation and a lot of the way the it team function. So the leaders look at technology, they look at it from the prison of the prior auth success criteria for the traditional BIS. And that's not going to work again, your opportunity here is that you need to really find what success look like. In my case, I want the user experience of our workforce to be the same as this experience you have at home is a very simple concept. And so we need to think about how do we gain that user experience with this augmented analytics tools and then work backwards to have the right talent processes and technology to enable that. And finally, and obviously with, with COVID a lot of pressuring organizations and companies to do more with less. And the solution that most leaders I see are taking is to just minimize costs sometimes and cut budget. >>We have to do the opposite. We have to actually invest some growth areas, but do it by business question. Don't do it by function. If you actually invest. And these kind of solutions, if you actually invest on developing your talent, your leadership to see more digitally, if you actually invest on fixing your data platform, it's not just an incremental cost. It's actually this investment is going to offset all those hidden costs and inefficiencies that you have on your system, because people are doing a lot of work in working very hard, but it's not efficiency, and it's not working in the way that you might want to work. So there is a lot of opportunity there. And you just to put into some perspective, there have been some studies in the past about, you know, how do we kind of measure the impact of data? And obviously this is going to vary by your organization. >>Maturity is going to be a lot of factors. I've been in companies who have very clean, good data to work with. And I've been with companies that we have to start basically from scratch. So it all depends on your maturity level, but in this study, what I think is interesting is they try to put a tagline or attack price to what is the cost of incomplete data. So in this case, it's about 10 times as much to complete a unit of work. When you have data that is flawed as opposed to have imperfect data. So let me put that just in perspective, just as an example, right? Imagine you are trying to do something and you have to do a hundred things in a project, and each time you do something, it's going to cost you a dollar. So if you have perfect data, the total cost of that project might be a hundred dollars. >>But now let's say you have 80% perfect data and 20% flow data by using this assumption that Florida is 10 times as costly as perfect data. Your total costs now becomes $280 as opposed to a hundred dollars. This just for you to really think about as a CIO CTO, CSRO CEO, are we really paying attention and really close in the gaps that we have on our data infrastructure. If we don't do that, it's hard sometimes to see this snowball effect or to measure the overall impact. But as you can tell, the price tag goes up very, very quickly. So now, if I were to say, how do I communicate this? Or how do I break through some of these challenges or some of these various, right. I think the key is I am in analytics. I know statistics obviously, and, and, and love modeling and, you know, data and optimization theory and all that stuff. >>That's what I came to analytics. But now as a leader and as a change agent, I need to speak about value. And in this case, for example, for Schneider, there was this tagline coffee of your energy. So the number one thing that they were asking from the analytics team was actually efficiency, which to me was very interesting. But once I understood that I understood what kind of language to use, how to connect it to the overall strategy and basically how to bring in the right leaders, because you need to focus on the leaders that you're going to make the most progress. You know, again, low effort, high value. You need to make sure you centralize all the data as you can. You need to bring in some kind of augmented analytics solution. And finally you need to make it super simple for the, you know, in this case, I was working with the HR teams and other areas, so they can have access to one portal. >>They don't have to be confused and looking for 10 different places to find information. I think if you can actually have those four foundational pillars, obviously under the guise of having a data driven culture, that's where you can actually make the impact. So in our case, it was about three years total transformation, but it was two years for this component of augmented analytics. It took about two years to talk to, you know, it, get leadership support, find the budgeting, you know, get everybody on board, make sure the success criteria was correct. And we call this initiative, the people analytics, I pulled up, it was actually launched in July of this year. And we were very excited and the audience was very excited to do this. In this case, we did our pilot in North America for many, many manufacturers. But one thing that is really important is as you bring along your audience on this, you know, you're going from Excel, you know, in some cases or Tablo to other tools like, you know, you need to really explain them. >>What is the difference in how these two can truly replace some of the spreadsheets or some of the views that you might have on these other kinds of tools? Again, Tableau, I think it's a really good tool. There are other many tools that you might have in your toolkit. But in my case, personally, I feel that you need to have one portal going back to Cindy's point. I really truly enable the end user. And I feel that this is the right solution for us, right? And I will show you some of the findings that we had in the pilot in the last two months. So this was a huge victory, and I will tell you why, because it took a lot of effort for us to get to the station. Like I said, it's been years for us to kind of lay the foundation, get the leadership in shape the culture so people can understand why you truly need to invest, but I meant analytics. >>And so what I'm showing here is an example of how do we use basically to capture in video the qualitative findings that we had, plus the quantitative insights that we have. So in this case, our preliminary results based on our ambition for three main metrics, our safe user experience and adoption. So for our safe or a mission was to have 10 hours per week per employee save on average user experience or ambition was 4.5 and adoption, 80% in just two months, two months and a half of the pilot, we were able to achieve five hours per week per employee savings. I used to experience for 4.3 out of five and adoption of 60%, really, really amazing work. But again, it takes a lot of collaboration for us to get to the stage from it, legal communications, obviously the operations teams and the users in HR safety and other areas that might be, eh, basically stakeholders in this whole process. >>So just to summarize this kind of effort takes a lot of energy. You hire a change agent, you need to have the courage to make this decision and understand that. I feel that in this day and age, with all this disruption happening, we don't have a choice. We have to take the risk, right? And in this case, I feel a lot of satisfaction in how we were able to gain all these very souls for this organization. And that gave me the confidence to know that the work has been done and we are now in a different stage for the organization. And so for me, it says to say, thank you for everybody who has believed, obviously in our vision, everybody wants to believe in, you know, the word that we were trying to do and to make the life for, you know, workforce or customers that in community better, as you can tell, there is a lot of effort. >>There is a lot of collaboration that is needed to do something like this. In the end, I feel very satisfied. We, the accomplishments of this transformation, and I just, I just want to tell for you, if you are going right now in a moment that you feel that you have to swim upstream, you know, what would mentors, where we, people in this industry that can help you out and guide you on this kind of a transformation is not easy to do is high effort bodies, well worth it. And with that said, I hope you are well. And it's been a pleasure talking to you. Take care. Thank you, Gustavo. That was amazing. All right, let's go to the panel. >>I think we can all agree how valuable it is to hear from practitioners. And I want to thank the panel for sharing their knowledge with the community. And one common challenge that I heard you all talk about was bringing your leadership and your teams along on the journey with you. We talk about this all the time, and it is critical to have support from the top. Why? Because it directs the middle and then it enables bottoms up innovation effects from the cultural transformation that you guys all talked about. It seems like another common theme we heard is that you all prioritize database decision making in your organizations and you combine two of your most valuable assets to do that and create leverage employees on the front lines. And of course the data, as you rightly pointed out, Tom, the pandemic has accelerated the need for really leaning into this. You know, the old saying, if it ain't broke, don't fix it. We'll COVID is broken everything. And it's great to hear from our experts, you know, how to move forward. So let's get right into, so Gustavo, let's start with you. If, if I'm an aspiring change agent and let's say I'm a, I'm a budding data leader. What do I need to start doing? What habits do I need to create for long lasting success? >>I think curiosity is very important. You need to be, like I say, in tune to what is happening, not only in your specific field, like I have a passion for analytics, I can do this for 50 years plus, but I think you need to understand wellbeing other areas across not only a specific business, as you know, I come from, you know, Sam's club, Walmart, retail, I mean energy management technology. So you have to try to push yourself and basically go out of your comfort zone. I mean, if you are staying in your comfort zone and you want to use lean continuous improvement, that's just going to take you so far. What you have to do is, and that's what I try to do is I try to go into areas, different certain transformations that make me, you know, stretch and develop as a leader. That's what I'm looking to do. So I can help to inform the functions organizations and do the change management decision of mindset as required for these kinds of efforts. A thank you for that, that is inspiring. And, and Sydney, you love data. And the data's pretty clear that diversity is a good business, but I wonder if you can add your perspective to this conversation. >>Yeah. So Michelle has a new fan here because she has found her voice. I'm still working on finding mine. And it's interesting because I was raised by my dad, a single dad. So he did teach me how to work in a predominantly male environment, but why I think diversity matters more now than ever before. And this is by gender, by race, by age, by just different ways of working in thinking is because as we automate things with AI, if we do not have diverse teams looking at the data and the models and how they're applied, we risk having bias at scale. So this is why I think I don't care what type of minority you are finding your voice, having a seat at the table and just believing in the impact of your work has never been more important. And as Michelle said more possible, >>Great perspectives. Thank you, Tom. I want to go to you. I mean, I feel like everybody in our businesses in some way, shape or form become a COVID expert, but what's been the impact of the pandemic on your organization's digital transformation plans. We've seen a massive growth actually in a digital business over the last 12 months, really, uh, even in celebration, right? Once, once COBIT hit, uh, we really saw that, uh, that, uh, in the 200 countries and territories that we operate in today and service our customers. And today that, uh, been a huge need, right? To send money, to support family, to support, uh, friends and loved ones across the world. And as part of that, uh, we, you know, we we're, we are, uh, very, uh, honored to get to support those customers that we across all the centers today. But as part of that acceleration, we need to make sure that we had the right architecture and the right platforms to basically scale, right, to basically support and provide the right kind of security for our customers going forward. >>So as part of that, uh, we, we did do some, uh, some the pivots and we did, uh, a solo rate, some of our plans on digital to help support that overall growth coming in there to support our customers going forward, because there were these times during this pandemic, right? This is the most important time. And we need to support those, those that we love and those that we care about and doing that it's one of those ways is actually by sending money to them, support them financially. And that's where, uh, really our part that our services come into play that, you know, we really support those families. So it was really a, a, a, a, a great opportunity for us to really support and really bring some of our products to the next level and supporting our business going forward. Awesome. Thank you. Now, I want to come back to Gustavo, Tom. I'd love for you to chime in too. Did you guys ever think like you were, you were pushing the envelope too much in, in doing things with, with data or the technology that was just maybe too bold, maybe you felt like at some point it was, it was, it was failing or you're pushing your people too hard. Can you share that experience and how you got through it? >>Yeah, the way I look at it is, you know, again, whenever I go to an organization, I ask the question, Hey, how fast you would like to conform. And, you know, based on the agreements on the leadership and the vision that we want to take place, I take decisions. And I collaborate in a specific way now, in the case of COVID, for example, right? It forces us to remove silos and collaborate in a faster way. So to me, it was an opportunity to actually integrate with other areas and drive decisions faster, but make no mistake about it. When you are doing a transformation, you are obviously trying to do things faster than sometimes people are comfortable doing, and you need to be okay with that. Sometimes you need to be okay with tension, or you need to be okay, you know, the varying points or making repetitive business cases onto people, connect with the decision because you understand, and you are seeing that, Hey, the CEO is making a one two year, you know, efficiency goal. >>The only way for us to really do more with less is for us to continue this path. We cannot just stay with the status quo. We need to find a way to accelerate it's information. That's the way, how, how about Utah? We were talking earlier was sedation Cindy, about that bungee jumping moment. What can you share? Yeah. You know, I think you hit upon, uh, right now, the pace of change will be the slowest pace that you see for the rest of your career. So as part of that, right, that's what I tell my team. This is that you need to be, need to feel comfortable being uncomfortable. I mean, that we have to be able to basically, uh, scale, right, expand and support that the ever changing needs in the marketplace and industry and our customers today, and that pace of change that's happening. >>Right. And what customers are asking for and the competition in the marketplace, it's only going to accelerate. So as part of that, you know, as you look at what, uh, how you're operating today and your current business model, right. Things are only going to get faster. So you have to plan into align and to drive the actual transformation so that you can scale even faster in the future. So as part of that is what we're putting in place here, right. Is how do we create that underlying framework and foundation that allows the organization to basically continue to scale and evolve into the future? Yeah, we're definitely out of our comfort zones, but we're getting comfortable with it. So, Cindy, last question, you've worked with hundreds of organizations, and I got to believe that, you know, some of the advice you gave when you were at Gartner, which is pre COVID, maybe sometimes clients didn't always act on it. You know, they're not on my watch for whatever variety of reasons, but it's being forced on them now. But knowing what you know now that you know, we're all in this isolation economy, how would you say that advice has changed? Has it changed? What's your number one action and recommendation today? >>Yeah. Well, first off, Tom just freaked me out. What do you mean? This is the slowest ever even six months ago. I was saying the pace of change in data and analytics is frenetic. So, but I think you're right, Tom, the business and the technology together is forcing this change. Now, um, Dave, to answer your question, I would say the one bit of advice, maybe I was a little more, um, very aware of the power and politics and how to bring people along in a way that they are comfortable. And now I think it's, you know, what? You can't get comfortable. In fact, we know that the organizations that were already in the cloud have been able to respond and pivot faster. So if you really want to survive as, as Tom and Gustavo said, get used to being uncomfortable, the power and politics are gonna happen. Break the rules, get used to that and be bold. Do not, do not be afraid to tell somebody they're wrong and they're not moving fast enough. I do think you have to do that with empathy, as Michelle said, and Gustavo, I think that's one of the key words today besides the bungee jumping. So I want to know where's the dish gonna go on to junk >>Guys. Fantastic discussion, really, thanks again, to all the panelists and the guests. It was really a pleasure speaking with you today. Really virtually all of the leaders that I've spoken to in the cube program. Recently, they tell me that the pandemic is accelerating so many things, whether it's new ways to work, we heard about new security models and obviously the need for cloud. I mean, all of these things are driving true enterprise wide digital transformation, not just as I said before, lip service is sometimes we minimize the importance and the challenge of building culture and in making this transformation possible. But when it's done, right, the right culture is going to deliver tournament, tremendous results. Know what does that mean? Getting it right? Everybody's trying to get it right. My biggest takeaway today is it means making data part of the DNA of your organization. >>And that means making it accessible to the people in your organization that are empowered to make decisions, decisions that can drive you revenue, cut costs, speed, access to critical care, whatever the mission is of your organization. Data can create insights and informed decisions that drive value. Okay. Let's bring back Sudheesh and wrap things up. So these please bring us home. Thank you. Thank you, Dave. Thank you. The cube team, and thanks. Thanks goes to all of our customers and partners who joined us and thanks to all of you for spending the time with us. I want to do three quick things and then close it off. The first thing is I want to summarize the key takeaways that I had from all four of our distinguished speakers. First, Michelle, I was simply put it. She said it really well. That is be brave and drive. >>Don't go for a drive along. That is such an important point. Often times, you know that I think that you have to make the positive change that you want to see happen when you wait for someone else to do it, not just, why not you? Why don't you be the one making that change happen? That's the thing that I picked up from Michelle's talk, Cindy talked about finding the importance of finding your voice, taking that chair, whether it's available or not, and making sure that your ideas, your voices are heard, and if it requires some force and apply that force, make sure your ideas are we start with talking about the importance of building consensus, not going at things all alone, sometimes building the importance of building the Koran. And that is critical because if you want the changes to last, you want to make sure that the organization is fully behind it, Tom, instead of a single take away. >>What I was inspired by is the fact that a company that is 170 years old, 170 years sold 200 companies, 200 countries they're operating in and they were able to make the change that is necessary through this difficult time. So in a matter of months, if they could do it, anyone could. The second thing I want to do is to leave you with a takeaway that is I would like you to go to topspot.com/nfl because our team has made an app for NFL on snowflake. I think you will find this interesting now that you are inspired and excited because of Michelle stock. And the last thing is these go to topspot.com/beyond our global user conferences happening in this December, we would love to have you join us. It's again, virtual, you can join from anywhere. We are expecting anywhere from five to 10,000 people, and we would love to have you join and see what we've been up to since last year, we, we have a lot of amazing things in store for you, our customers, our partners, our collaborators, they will be coming and sharing. You'll be sharing things that you have been working to release something that will come out next year. And also some of the crazy ideas or engineers. All of those things will be available for you at hotspot beyond. Thank you. Thank you so much.

>>So we're going to take a hard pivot now and go from football to Ternopil Chernobyl. What went wrong? 1986, as the reactors were melting down, they had the data to say, this is going to be catastrophic. And yet the culture said, no, we're perfect. Hide it. Don't dare tell anyone which meant they went ahead and had celebrations in Kiev. Even though that increased the exposure, the additional thousands, getting cancer and 20,000 years before the ground around there and even be inhabited again, this is how powerful and detrimental a negative culture, a culture that is unable to confront the brutal facts that hides data. This is what we have to contend with, and this is why I want you to focus on having fostering a data driven culture. I don't want you to be a laggard. I want you to be a leader in using data to drive your digital transformation. >>So I'll talk about culture and technology. Isn't really two sides of the same coin, real world impacts, and then some best practices you can use to disrupt and innovate your culture. Now, oftentimes I would talk about culture and I talk about technology. And recently a CDO said to me, you know, Cindy, I actually think this is two sides of the same coin. One reflects the other. What do you think? Let me walk you through this. So let's take a laggard. What is the technology look like? Is it based on 1990s BI and reporting largely parameterized reports on premises, data, warehouses, or not even that operational reports at best one enterprise data warehouse, very slow moving and collaboration is only email. What does that culture tell you? Maybe there's a lack of leadership to change, to do the hard work that Sudheesh referred to, or is there also a culture of fear, afraid of failure, resistance to change complacency. >>And sometimes that complacency it's not because people are lazy. It's because they've been so beaten down every time a new idea is presented. It's like, no we're measured least cost to serve. So ticks and distrust there it's between business and it or individual stakeholders is the norm. So data is hoarded. Let's contrast that with a leader, a data and analytics leader, what is their technology look like? Augmented analytics search and AI driven insights, not on premises, but in the cloud and maybe multiple clouds. And the data is not in one place, but it's in a data Lake and in a data warehouse, a logical data warehouse, the collaboration is via newer methods, whether it's Slack or teams allowing for that real time decisioning or investigating a particular data point. So what is the culture in the leaders? It's transparent and trust. There is a trust that data will not be used to punish. >>There is an ability to confront the bad news. It's innovation, valuing innovation in pursuit of the company goals, whether it's the best fan experience and player safety in the NFL or best serving your customers. It's innovative and collaborative. There's none of this. Oh, well, I didn't invent that. I'm not going to look at that. There's still pride of ownership, but it's collaborating to get to a better place faster. And people feel empowered to present new ideas, to fail fast. And they're energized knowing that they're using the best technology and innovating at the pace that business requires. So data is democratized and democratized, not just for power users or analysts, but really at the point of impact what we like to call the new decision makers or really the frontline workers. So Harvard business review partnered with us to develop this study to say, just how important is this? >>They've been working at BI and analytics as an industry for more than 20 years. Why is it not at the front lines? Whether it's a doctor, a nurse, a coach, a supply chain manager, a warehouse manager, a financial services advisor, 87% said they would be more successful if frontline workers were empowered with data driven insights, but they recognize they need new technology to be able to do that. It's not about learning hard tools. The sad reality only 20% of organizations are actually doing this. These are the data-driven leaders. So this is the culture and technology. How did we get here? It's because state of the art keeps changing. So the first generation BI and analytics platforms were deployed on premises on small datasets, really just taking data out of ERP systems that were also on premises and state of the art was maybe getting a management report, an operational report over time, visual based data discovery vendors disrupted these traditional BI vendors, empowering now analysts to create visualizations with the flexibility on a desktop, sometimes larger data sometimes coming from a data warehouse, the current state of the art though, Gartner calls it augmented analytics at ThoughtSpot, we call it search and AI driven analytics. >>And this was pioneered for large scale data sets, whether it's on premises or leveraging the cloud data warehouses. And I think this is an important point. Oftentimes you, the data and analytics leaders will look at these two components separately, but you have to look at the BI and analytics tier in lockstep with your data architectures to really get to the granular insights and to leverage the capabilities of AI. Now, if you've never seen ThoughtSpot, I'll just show you what this looks like. Instead of somebody's hard coding of report, it's typing in search keywords and very robust keywords contains rank top bottom, getting to a visual visualization that then can be pinned to an existing Pinboard that might also contain insights generated by an AI engine. So it's easy enough for that new decision maker, the business user, the non analyst to create themselves modernizing the data and analytics portfolio is hard because the pace of change has accelerated. >>You used to be able to create an investment place. A bet for maybe 10 years, a few years ago, that time horizon was five years now, it's maybe three years and the time to maturity has also accelerated. So you have these different, the search and AI tier the data science, tier data preparation and virtualization. But I would also say equally important is the cloud data warehouse and pay attention to how well these analytics tools can unlock the value in these cloud data warehouses. So thoughts about was the first to market with search and AI driven insights, competitors have followed suit, but be careful if you look at products like power BI or SAP analytics cloud, they might demo well, but do they let you get to all the data without moving it in products like snowflake, Amazon Redshift, or, or Azure synapse or Google big query, they do not. >>They re require you to move it into a smaller in memory engine. So it's important how well these new products inter operate the pace of change. It's acceleration Gartner recently predicted that by 2020 to 65% of analytical queries will be generated using search or NLP or even AI. And that is roughly three times the prediction they had just a couple years ago. So let's talk about the real world impact of culture. And if you read any of my books or used any of the maturity models out there, whether the Gardner it score that I worked on, or the data warehousing Institute also has the maturity model. We talk about these five pillars to really become data driven. As Michelle spoke about it's focusing on the business outcomes, leveraging all the data, including new data sources, it's the talent, the people, the technology, and also the processes. >>And often when I would talk about the people in the talent, I would lump the culture as part of that. But in the last year, as I've traveled the world and done these digital events for thought leaders, you have told me now culture is absolutely so important. And so we've pulled it out as a separate pillar. And in fact, in polls that we've done in these events, look at how much more important culture is as a barrier to becoming data driven. It's three times as important as any of these other pillars. That's how critical it is. And let's take an example of where you can have great, but if you don't have the right culture, there's devastating impacts. And I will say I have been a loyal customer of Wells Fargo for more than 20 years, but look at what happened in the face of negative news with data, it said, Hey, we're not doing good cross selling customers do not have both a checking account and a credit card and a savings account and a mortgage. >>The opened fake accounts, basing billions in fines, change in leadership that even the CEO attributed to a toxic sales culture, and they're trying to fix this. But even recently there's been additional employee backlash saying the culture has not changed. Let's contrast that with some positive effects, samples, Medtronic, a worldwide company in 150 countries around the world. They may not be a household name to you, but if you have a loved one or yourself, you have a pacemaker spinal implant diabetes, you know, this brand and at the start of COVID when they knew their business would be slowing down, because hospitals would only be able to take care of COVID patients. They took the bold move of making their IP for ventilators publicly available. That is the power of a positive culture or Verizon, a major telecom organization looking at late payments of their customers. And even though the us federal government said, well, you can't turn them off. >>He said, we'll extend that even beyond the mandated guidelines and facing a slow down in the business because of the tough economy, he said, you know what? We will spend the time upskilling our people, giving them the time to learn more about the future of work, the skills and data and analytics for 20,000 of their employees, rather than furloughing them. That is the power of a positive culture. So how can you transform your culture to the best in class? I'll give you three suggestions, bring in a change agent, identify the relevance, or I like to call it with them and organize for collaboration. So the CDO, whatever your title is, chief analytics, officer chief, digital officer, you are the most important change agent. And this is where you will hear that. Oftentimes a change agent has to come from outside organization. So this is where, for example, in Europe, you have the CDO of just eat a takeout food delivery organization coming from the airline industry or in Australia, national Australian bank, taking a CDO within the same sector from TD bank going to NAB. >>So these change agents come in disrupt. It's a hard job. As one of you said to me, it often feels like Sisyphus. I make one step forward and I get knocked down again. I get pushed back. It is not for the faint of heart, but it's the most important part of your job. The other thing I'll talk about is with them, what is in it for me? And this is really about understanding the motivation, the relevance that data has for everyone on the frontline, as well as those analysts, as well as the executives. So if we're talking about players in the NFL, they want to perform better and they want to stay safe. That is why data matters to them. If we're talking about financial services, this may be a wealth management advisor, okay. We could say commissions, but it's really helping people have their dreams come true, whether it's putting their children through college or being able to retire without having to work multiple jobs still into your seventies or eighties for the teachers, teachers, you ask them about data. They'll say we don't, we don't need that. I care about the student. So if you can use data to help a student perform better, that is with them. And sometimes we spend so much time talking the technology, we forget what is the value we're trying to deliver with it? And we forget the impact on the people that it does require change. In fact, the Harvard business review study found that 44% said lack of change. Management is the biggest barrier to leveraging both new technology, but also being empowered to act on those data driven insights. >>The third point organize for collaboration. This does require diversity of thought, but also bringing the technology, the data and the business people together. Now there's not a single one size fits all model for data and analytics. At one point in time, even having a BICC a BI competency center was considered state of the art. Now for the biggest impact, what I recommend is that you have a federated model centralized for economies of scale. That could be the common data, but then in bed, these evangelists, these analysts of the future within every business unit, every functional domain. And as you see this top bar, all models are possible, but the hybrid model has the most impact the most leaders. So as we look ahead said to the months ahead to the year ahead and exciting time, because data is helping organizations better navigate a tough economy, lock in the customer loyalty. And I look forward to seeing how you foster that culture. That's collaborative with empathy and bring the best of technology, leveraging the cloud, all your data. So thank you for joining us at thoughtless.

>> Voice Over: Data is at the heart of transformation, and the change every company needs to succeed. But it takes more than new technology. It's about teams, talent and cultural change. Empowering everyone on the front lines to make decisions, all at the speed of digital. The transformation starts with you, it's time to lead the way, it's time for thought leaders. (soft upbeat music) >> Welcome to Thought.Leaders a digital event brought to you by ThoughtSpot, my name is Dave Vellante. The purpose of this day is to bring industry leaders and experts together to really try and understand the important issues around digital transformation. We have an amazing lineup of speakers, and our goal is to provide you with some best practices that you can bring back and apply to your organization. Look, data is plentiful, but insights are not, ThoughtSpot is disrupting analytics, by using search and machine intelligence to simplify data analysis and really empower anyone with fast access to relevant data. But in the last 150 days, we've had more questions than answers. Creating an organization that puts data and insights at their core, requires not only modern technology but leadership, a mindset and a culture, that people often refer to as data-driven. What does that mean? How can we equip our teams with data and fast access to quality information that can turn insights into action? And today we're going to hear from experienced leaders who are transforming their organizations with data, insights, and creating digital first cultures. But before we introduce our speakers, I'm joined today by two of my co-hosts from ThoughtSpot. First, chief data strategy officer of the ThoughtSpot is Cindi Howson, Cindi is an analytics and BI expert with 20 plus years experience, and the author of Successful Business Intelligence: Unlock the Value of BI & Big Data. Cindi was previously the lead analyst at Gartner for the data and analytics Magic Quadrant. In early last year, she joined ThoughtSpot to help CEOs and their teams understand how best to leverage analytics and AI for digital transformation. Cindi great to see you, welcome to the show. >> Thank you Dave, nice to join you virtually. >> Now our second cohost and friend of theCUBE is ThoughtSpot CEO Sudheesh Nair Hello Sudheesh, how are you doing today? >> I'm well, good to talk to you again. >> That's great to see you, thanks so much for being here. Now Sudheesh, please share with us why this discussion is so important to your customers and of course to our audience, and what they're going to learn today. (upbeat music) >> Thanks Dave, I wish you were there to introduce me into every room that I walk into because you have such an amazing way of doing it. It makes me feel also good. Look, since we have all been you know, cooped up in our homes, I know that the vendors like us, we have amped up our sort of effort to reach out to you with, invites for events like this. So we are getting very more invites for events like this than ever before. So when we started planning for this, we had three clear goals that we wanted to accomplish. And our first one, that when you finish this and walk away, we want to make sure that you don't feel like it was a waste of time, we want to make sure that we value your time, then this is going to be used. Number two, we want to put you in touch with industry leaders and thought leaders, generally good people, that you want to hang around with long after this event is over. And number three, as we plan through this, you know we are living through these difficult times we want this event to be more of an uplifting and inspiring event too. Now, the challenge is how do you do that with the team being change agents, because teens and as much as we romanticize it, it is not one of those uplifting things that everyone wants to do or likes to do. The way I think of it, changes sort of like, if you've ever done bungee jumping, and it's like standing on the edges, waiting to make that one more step you know, all you have to do is take that one step and gravity will do the rest, but that is the hardest step today. Change requires a lot of courage, and when we are talking about data and analytics, which is already like such a hard topic not necessarily an uplifting and positive conversation most businesses, it is somewhat scary, change becomes all the more difficult. Ultimately change requires courage, courage to first of all, challenge the status quo. People sometimes are afraid to challenge the status quo because they are thinking that you know, maybe I don't have the power to make the change that the company needs, sometimes they feel like I don't have the skills, sometimes they may feel that I'm probably not the right person to do it. Or sometimes the lack of courage manifest itself as the inability to sort of break the silos that are formed within the organizations when it comes to data and insights that you talked about. You know, that are people in the company who are going to have the data because they know how to manage the data, how to inquire and extract, they know how to speak data, they have the skills to do that. But they are not the group of people who have sort of the knowledge, the experience of the business to ask the right questions off the data. So there is the silo of people with the answers, and there is a silo of people with the questions, and there is gap, this sort of silos are standing in the way of making that necessary change that we all know the business needs. And the last change to sort of bring an external force sometimes. It could be a tool, it could be a platform, it could be a person, it could be a process but sometimes no matter how big the company is or how small the company is you may need to bring some external stimuli to start the domino of the positive changes that are necessary. The group of people that we are brought in, the four people, including Cindi that you will hear from today are really good at practically telling you how to make that step, how to step off that edge, how to dress the rope, that you will be safe and you're going to have fun, you will have that exhilarating feeling of jumping for a bungee jump, all four of them are exceptional, but my owner is to introduce Michelle. And she's our first speaker, Michelle I am very happy after watching our presentation and reading your bio that there are no country vital worldwide competition for cool parents, because she will beat all of us. Because when her children were small, they were probably into Harry Potter and Disney and she was managing a business and leading change there. And then as her kids grew up and got to that age where they like football and NFL, guess what? She's the CIO of NFL, what a cool mom. I am extremely excited to see what she's going to talk about. I've seen this slides, a bunch of amazing pictures, I'm looking to see the context behind it, I'm very thrilled to make that client so far, Michelle, I'm looking forward to her talk next. Welcome Michelle, it's over to you. (soft upbeat music) >> I'm delighted to be with you all today to talk about thought leadership. And I'm so excited that you asked me to join you because today I get to be a quarterback. I always wanted to be one, and I thought this is about as close as I'm ever going to get. So I want to talk to you about quarterbacking our digital revolution using insights data, and of course as you said, leadership. First a little bit about myself, a little background as I said, I always wanted to play football, and this is something that I wanted to do since I was a child, but when I grew up, girls didn't get to play football. I'm so happy that that's changing and girls are now doing all kinds of things that they didn't get to do before. Just this past weekend on an NFL field, we had a female coach on two sidelines, and a female official on the field. I'm a lifelong fan and student of the game of football, I grew up in the South, you can tell from the accent and in the South is like a religion and you pick sides. I chose Auburn University working in the Athletic Department, so I'm testament to you can start the journey can be long it took me many, many years to make it into professional sports. I graduated in 1987 and my little brother, well, not actually not so little, he played offensive line for the Alabama Crimson Tide. And for those of you who know SEC football you know, this is a really big rivalry. And when you choose sides, your family is divided, so it's kind of fun for me to always tell the story that my dad knew his kid would make it to the NFL he just bet on the wrong one. My career has been about bringing people together for memorable moments at some of America's most iconic brands. Delivering memories and amazing experiences that delight from Universal Studios, Disney to my current position as CIO of the NFL. In this job I'm very privileged to have the opportunity to work with the team, that gets to bring America's game to millions of people around the world. Often I'm asked to talk about how to create amazing experiences for fans, guests, or customers. But today I really wanted to focus on something different and talk to you about being behind the scenes and backstage. Because behind every event every game, every awesome moment is execution, precise repeatable execution. And most of my career has been behind the scenes, doing just that, assembling teams to execute these plans, and the key way that companies operate at these exceptional levels, is making good decisions, the right decisions at the right time and based upon data, so that you can translate the data into intelligence and be a data-driven culture. Using data and intelligence is an important way that world-class companies do differentiate themselves. And it's the lifeblood of collaboration and innovation. Teams that are working on delivering these kinds of world-class experiences are often seeking out and leveraging next generation technologies and finding new ways to work. I've been fortunate to work across three decades of emerging experiences, which each required emerging technologies to execute. A little bit first about Disney, in the 90s I was at Disney, leading a project called destination Disney, which it's a data project, it was a data project, but it was CRM before CRM was even cool. And then certainly before anything like a data-driven culture was ever brought up. But way back then we were creating a digital backbone that enabled many technologies for the things that you see today, like the magic band, just these magical express. My career at Disney began in finance, but Disney was very good about rotating you around, and it was during one of these rotations that I became very passionate about data. I kind of became a pain in the butt to the IT team, asking for data more and more data. And I learned that all of that valuable data was locked up in our systems, all of our point of sales systems, our reservation systems, our operation systems, and so I became a shadow IT person in marketing, ultimately leading to moving into IT, and I haven't looked back since. In the early 2000s I was at Universal Studios Theme Park as their CIO, preparing for and launching the wizarding world of Harry Potter. Bringing one of history's most memorable characters to life required many new technologies and a lot of data. Our data and technologies were embedded into the rides and attractions. I mean, how do you really think a wand selects you at a wine shop. As today at the NFL, I am constantly challenged to do leading edge technologies using things like sensors, AI, machine learning, and all new communication strategies, and using data to drive everything from player performance, contracts to where we build new stadiums and hold events. With this year being the most challenging, yet rewarding year in my career at the NFL. In the middle of a global pandemic, the way we are executing on our season is leveraging data from contract tracing devices joined with testing data. Talk about data, actually enabling your business without it we wouldn't be having a season right now. I'm also on the board of directors of two public companies, where data and collaboration are paramount. First RingCentral, it's a cloud based unified communications platform, and collaboration with video message and phone, all in one solution in the cloud. And Quotient Technologies, whose product is actually data. The tagline at quotient is the result in knowing. I think that's really important, because not all of us are data companies, where your product is actually data. But we should operate more like your product is data. I'd also like to talk to you about four areas of things to think about, as thought leaders in your companies. First just hit on it is change, how to be a champion and a driver of change. Second, how to use data to drive performance for your company, and measure performance of your company. Third, how companies now require intense collaboration to operate, and finally, how much of this is accomplished through solid data-driven decisions. First let's hit on change. I mean, it's evident today more than ever, that we are in an environment of extreme change. I mean, we've all been at this for years and as technologists we've known it, believed it, lived it, and thankfully for the most part knock on wood we were prepared for it. But this year everyone's cheese was moved, all the people in the back rooms, IT, data architects and others, were suddenly called to the forefront. Because a global pandemic has turned out to be the thing that is driving intense change in how people work and analyze their business. On March 13th, we closed our office at the NFL in the middle of preparing for one of our biggest events, our kickoff event, the 2020 Draft. We went from planning, a large event in Las Vegas under the bright lights red carpet stage to smaller events in club facilities. And then ultimately to one where everyone coaches, GMs, prospects and even our commissioner were at home in their basements. And we only had a few weeks to figure it out. I found myself for the first time being in the live broadcast event space, talking about bungee dress jumping, this is really what it felt like. It was one in which no one felt comfortable, because it had not been done before. But leading through this, I stepped up, but it was very scary, it was certainly very risky but it ended up being Oh, so rewarding when we did it. And as a result of this, some things will change forever. Second, managing performance. I mean, data should inform how you're doing and how to get your company to perform at this level, highest level. As an example, the NFL has always measured performance obviously, and it is one of the purest examples of how performance directly impacts outcome. I mean, you can see performance on the field, you can see points being scored and stats, and you immediately know that impact, those with the best stats, usually win the games. The NFL has always recorded stats, since the beginning of time, here at the NFL a little this year as our 100 and first year and athletes ultimate success as a player has also always been greatly impacted by his stats. But what has changed for us, is both how much more we can measure, and the immediacy with which it can be measured. And I'm sure in your business, it's the same, the amount of data you must have has got to have quadrupled recently and how fast you need it and how quickly you need to analyze it, is so important. And it's very important to break the silos between the keys to the data and the use of the data. Our next generation stats platform is taking data to a next level, it's powered by Amazon Web Services, and we gathered this data real time from sensors that are on players' bodies. We gather it in real time, analyze it, display it online and on broadcast, and of course it's used to prepare week to week in addition to what is a normal coaching plan would be. We can now analyze, visualize, route patterns speed, matchups, et cetera, so much faster than ever before. We're continuing to roll out sensors too, that we'll gather more and more information about player's performance as it relates to their health and safety. The third trend is really I think it's a big part of what we're feeling today and that is intense collaboration. And just for sort of historical purposes it's important to think about for those of you that are IT professionals and developers, you know more than 10 years ago, agile practices began sweeping companies or small teams would work together rapidly in a very flexible, adaptive and innovative way, and it proved to be transformational. However today, of course, that is no longer just small teams the next big wave of change, and we've seen it through this pandemic is that it's the whole enterprise that must collaborate and be agile. If I look back on my career when I was at Disney, we owned everything 100%, we made a decision, we implemented it, we were a collaborative culture but it was much easier to push change because you own the whole decision. If there was buy in from the top down, you got the people from the bottom up to do it, and you executed. At Universal, we were a joint venture, our attractions and entertainment was licensed, our hotels were owned and managed by other third parties. So influence and collaboration and how to share across companies became very important. And now here I am at the NFL and even the bigger ecosystem. We have 32 clubs that are all separate businesses 31 different stadiums that are owned by a variety of people. We have licensees, we have sponsors, we have broadcast partners. So it seems that as my career has evolved centralized control has gotten less and less and has been replaced by intense collaboration not only within your own company, but across companies. The ability to work in a collaborative way across businesses and even other companies that has been a big key to my success in my career. I believe this whole vertical integration and big top down decision making is going by the wayside in favor of ecosystems that require cooperation, yet competition to coexist. I mean the NFL is a great example of what we call coopertition, which is cooperation and competition. When in competition with each other, but we cooperate to make the company the best it can be. And at the heart of these items really are data-driven decisions and culture. Data on its own isn't good enough, you must be able to turn it to insights, partnerships between technology teams who usually hold the keys to the raw data, and business units who have the knowledge to build the right decision models is key. If you're not already involved in this linkage, you should be, data mining isn't new for sure. The availability of data is quadrupling and it's everywhere. How do you know what to even look at? How do you know where to begin? How do you know what questions to ask? It's by using the tools that are available for visualization and analytics and knitting together strategies of the company. So it begins with first of all making sure you do understand the strategy of the company. So in closing, just to wrap up a bit, many of you joined today looking for thought leadership on how to be a change agent, a change champion, and how to lead through transformation. Some final thoughts are be brave, and drive, don't do the ride along program, it's very important to drive, driving can be high risk but it's also high reward. Embracing the uncertainty of what will happen, is how you become brave, get more and more comfortable with uncertainty be calm and let data be your map on your journey, thanks. >> Michelle, thank you so much. So you and I share a love of data, and a love of football. You said you want to be the quarterback, I'm more an old wine person. (Michelle laughing) >> Well, then I can do my job without you. >> Great, and I'm getting the feeling now you know, Sudheesh is talking about bungee jumping. My boat is when we're past this pandemic, we both take them to the Delaware Water Gap and we do the cliff jumping. >> That sounds good, I'll watch. >> You'll watch, okay, so Michelle, you have so many stakeholders when you're trying to prioritize the different voices, you have the players, you have the owners you have the league, as you mentioned to the broadcasters your, your partners here and football mamas like myself. How do you prioritize when there's so many different stakeholders that you need to satisfy? I think balancing across stakeholders starts with aligning on a mission. And if you spend a lot of time understanding where everyone's coming from, and you can find the common thread ties them all together you sort of do get them to naturally prioritize their work, and I think that's very important. So for us at the NFL, and even at Disney, it was our core values and our core purpose is so well known, and when anything challenges that we're able to sort of lay that out. But as a change agent, you have to be very empathetic, and I would say empathy is probably your strongest skill if you're a change agent. And that means listening to every single stakeholder even when they're yelling at you, even when they're telling you your technology doesn't work and you know that it's user error, or even when someone is just emotional about what's happening to them and that they're not comfortable with it. So I think being empathetic and having a mission and understanding it, is sort of how I prioritize and balance. >> Yeah, empathy, a very popular word this year. I can imagine those coaches and owners yelling. So I thank you for your metership here. So Michelle, I look forward to discussing this more with our other customers and disruptors joining us in a little bit. (soft upbeat music) >> So we're going to take a hard pivot now and go from football to Chernobyl, Chernobyl, what went wrong? 1986, as the reactors were melting down they had the data to say, this is going to be catastrophic and yet the culture said, "No, we're perfect, hide it. Don't dare tell anyone," which meant they went ahead and had celebrations in Kiev. Even though that increased the exposure the additional thousands getting cancer, and 20,000 years before the ground around there and even be inhabited again, This is how powerful and detrimental a negative culture, a culture that is unable to confront the brutal facts that hides data. This is what we have to contend with, and this is why I want you to focus on having fostering a data-driven culture. I don't want you to be a laggard, I want you to be a leader in using data to drive your digital transformation. So I'll talk about culture and technology, isn't really two sides of the same coin, real-world impacts and then some best practices you can use to disrupt and innovate your culture. Now, oftentimes I would talk about culture and I talk about technology, and recently a CDO said to me, "You know Cindi, I actually think this is two sides of the same coin. One reflects the other, what do you think?" Let me walk you through this, so let's take a laggard. What is the technology look like? Is it based on 1990s BI and reporting largely parameterized reports on-premises data warehouses, or not even that operational reports, at best one enterprise data warehouse very slow moving and collaboration is only email. What does that culture tell you? Maybe there's a lack of leadership to change, to do the hard work that Sudheesh referred to. Or is there also a culture of fear, afraid of failure, resistance to change complacency and sometimes that complacency it's not because people are lazy, it's because they've been so beaten down every time a new idea is presented. It's like, no we're measured on least cost to serve. So politics and distrust, whether it's between business and IT or individual stakeholders is the norm. So data is hoarded, let's contrast that with a leader, a data and analytics leader, what is their technology look like? Augmented analytics, search and AI-driven insights not on-premises, but in the cloud and maybe multiple clouds. And the data is not in one place, but it's in a data lake, and in a data warehouse, a logical data warehouse. The collaboration is being a newer methods whether it's Slack or teams allowing for that real time decisioning or investigating a particular data point. So what is the culture in the leaders? It's transparent and trust, there is a trust that data will not be used to punish, that there is an ability to confront the bad news. It's innovation, valuing innovation in pursuit of the company goals, whether it's the best fan experience and player safety in the NFL or best serving your customers. It's innovative and collaborative. There's none of this, oh, well, I didn't invent that, I'm not going to look at that. There's still pride of ownership, but it's collaborating to get to a better place faster. And people feel empowered to present new ideas to fail fast, and they're energized, knowing that they're using the best technology and innovating at the pace that business requires. So data is democratized and democratized, not just for power users or analysts, but really at the point of impact what we like to call the new decision makers. Or really the frontline workers. So Harvard business review partnered with us to develop this study to say, just how important is this? They've been working at BI and analytics as an industry for more than 20 years. Why is it not at the front lines? Whether it's a doctor, a nurse, a coach, a supply chain manager a warehouse manager, a financial services advisor. 87% said they would be more successful if frontline workers were empowered with data-driven insights, but they recognize they need new technology to be able to do that. It's not about learning hard tools, the sad reality only 20% of organizations are actually doing this, these are the data-driven leaders. So this is the culture and technology, how did we get here? It's because state of the art keeps changing. So the first generation BI and analytics platforms were deployed on-premises, on small datasets really just taking data out of ERP systems that were also on-premises, and state of the art was maybe getting a management report, an operational report. Over time visual based data discovery vendors, disrupted these traditional BI vendors, empowering now analysts to create visualizations with the flexibility on a desktop, sometimes larger data sometimes coming from a data warehouse, the current state of the art though, Gartner calls it augmented analytics, at ThoughtSpot, we call it search and AI-driven analytics. And this was pioneered for large scale data sets, whether it's on-premises or leveraging the cloud data warehouses, and I think this is an important point. Oftentimes you, the data and analytics leaders, will look at these two components separately, but you have to look at the BI and analytics tier in lockstep with your data architectures to really get to the granular insights, and to leverage the capabilities of AI. Now, if you've never seen ThoughtSpot I'll just show you what this looks like, instead of somebody's hard coding a report, it's typing in search keywords and very robust keywords contains rank, top, bottom getting to a visualization that then can be pinned to an existing Pinboard that might also contain insights generated by an AI engine. So it's easy enough for that new decision maker, the business user, the non analyst to create themselves. Modernizing the data and analytics portfolio is hard, because the pace of change has accelerated. You used to be able to create an investment, place a bet for maybe 10 years. A few years ago, that time horizon was five years, now it's maybe three years, and the time to maturity has also accelerated. So you have these different components the search and AI tier, the data science tier, data preparation and virtualization. But I would also say equally important is the cloud data warehouse. And pay attention to how well these analytics tools can unlock the value in these cloud data warehouses. So ThoughtSpot was the first to market with search and AI-driven insights. Competitors have followed suit, but be careful if you look at products like Power BI or SAP Analytics Cloud, they might demo well, but do they let you get to all the data without moving it in products like Snowflake, Amazon Redshift or Azure Synapse or Google BigQuery, they do not. They require you to move it into a smaller in memory engine. So it's important how well these new products inter operate. The pace of change, it's acceleration, Gartner recently predicted that by 2022, 65% of analytical queries will be generated using search or NLP or even AI, and that is roughly three times the prediction they had just a couple years ago. So let's talk about the real world impact of culture. And if you've read any of my books or used any of the maturity models out there whether the Gartner IT score that I worked on, or the data warehousing institute also has a maturity model. We talk about these five pillars to really become data-driven, as Michelle spoke about, it's focusing on the business outcomes, leveraging all the data, including new data sources. It's the talent, the people, the technology, and also the processes, and often when I would talk about the people in the talent, I would lump the culture as part of that. But in the last year, as I've traveled the world and done these digital events for thought leaders you have told me now culture is absolutely so important. And so we've pulled it out as a separate pillar, and in fact, in polls that we've done in these events, look at how much more important culture is, as a barrier to becoming data-driven. It's three times as important as any of these other pillars. That's how critical it is, and let's take an example of where you can have great data but if you don't have the right culture there's devastating impacts. And I will say, I have been a loyal customer of Wells Fargo for more than 20 years, but look at what happened in the face of negative news with data, that said, "Hey, we're not doing good cross selling, customers do not have both a checking account and a credit card and a savings account and a mortgage." They opened fake accounts, facing billions in fines, change in leadership, that even the CEO attributed to a toxic sales culture, and they're trying to fix this. But even recently there's been additional employee backlash saying that culture has not changed. Let's contrast that with some positive examples, Medtronic a worldwide company in 150 countries around the world, they may not be a household name to you, but if you have a loved one or yourself, you have a pacemaker, spinal implant, diabetes you know, this brand. And at the start of COVID when they knew their business would be slowing down, because hospitals would only be able to take care of COVID patients, they took the bold move of making their IP for ventilators publicly available, that is the power of a positive culture. Or Verizon, a major telecom organization, looking at late payments of their customers, and even though the US federal government said "Well, you can't turn them off." They said, "We'll extend that even beyond the mandated guidelines," and facing a slow down in the business because of the tough economy, he said, "You know what? We will spend the time upskilling our people giving them the time to learn more about the future of work, the skills and data and analytics," for 20,000 of their employees, rather than furloughing them. That is the power of a positive culture. So how can you transform your culture to the best in class? I'll give you three suggestions, bring in a change agent identify the relevance, or I like to call it WIIFM, and organize for collaboration. So the CDO whatever your title is, chief analytics officer chief digital officer, you are the most important change agent. And this is where you will hear, that oftentimes a change agent has to come from outside the organization. So this is where, for example in Europe, you have the CDO of Just Eat takeout food delivery organization, coming from the airline industry or in Australia, National Australian Bank, taking a CDO within the same sector from TD Bank going to NAB. So these change agents come in disrupt, it's a hard job. As one of you said to me, it often feels like Sisyphus, I make one step forward and I get knocked down again, I get pushed back. It is not for the faint of heart, but it's the most important part of your job. The other thing I'll talk about is WIIFM, what is in it for me? And this is really about understanding the motivation, the relevance that data has for everyone on the frontline as well as those analysts, as well as the executives. So if we're talking about players in the NFL they want to perform better, and they want to stay safe. That is why data matters to them. If we're talking about financial services this may be a wealth management advisor, okay, we could say commissions, but it's really helping people have their dreams come true whether it's putting their children through college, or being able to retire without having to work multiple jobs still into your 70s or 80s. For the teachers, teachers, you asked them about data, they'll say, "We don't need that, I care about the student." So if you can use data to help a student perform better that is WIIFM. And sometimes we spend so much time talking the technology, we forget what is the value we're trying to deliver with it. And we forget the impact on the people that it does require change. In fact, the Harvard Business Review Study, found that 44% said lack of change management is the biggest barrier to leveraging both new technology but also being empowered to act on those data-driven insights. The third point, organize for collaboration. This does require diversity of thought, but also bringing the technology, the data and the business people together. Now there's not a single one size fits all model for data and analytics. At one point in time, even having a BICC, a BI Competency Center was considered state of the art. Now for the biggest impact, what I recommend is that you have a federated model, centralized for economies of scale, that could be the common data, but then in bed, these evangelists, these analysts of the future, within every business unit, every functional domain, and as you see this top bar, all models are possible but the hybrid model has the most impact, the most leaders. So as we look ahead to the months ahead, to the year ahead, an exciting time, because data is helping organizations better navigate a tough economy lock in the customer loyalty, and I look forward to seeing how you foster that culture that's collaborative with empathy and bring the best of technology, leveraging the cloud, all your data. So thank you for joining us at thought leaders, and next I'm pleased to introduce our first change agent Thomas Mazzaferro, chief data officer of Western Union, and before joining Western Union, Tom made his mark at HSBC and JP Morgan Chase spearheading digital innovation in technology operations, risk compliance, and retail banking. Tom, thank you so much for joining us today. (soft upbeat music) >> Very happy to be here and looking forward to talking to all of you today. So as we look to move organizations to a data-driven capability into the future, there is a lot that needs to be done on the data side, but also how does data connect and enable, different business teams and technology teams into the future. As we look across our data ecosystems and our platforms and how we modernize that to the cloud in the future, it all needs to basically work together, right? To really be able to drive over the shift from a data standpoint, into the future. That includes being able to have the right information with the right quality of data at the right time to drive informed business decisions, to drive the business forward. As part of that, we actually have partnered with ThoughtSpot to actually bring in the technology to help us drive that, as part of that partnership, and it's how we've looked to integrated into our overall business as a whole. We've looked at how do we make sure that our business and our professional lives, right? Are enabled in the same ways as our personal lives. So for example, in your personal lives, when you want to go and find something out, what do you do? You go on to google.com or you go on to Bing, or go to Yahoo and you search for what you want, search to find an answer. ThoughtSpot for us as the same thing, but in the business world. So using ThoughtSpot and other AI capability is allowed us to actually enable our overall business teams in our company, to actually have our information at our fingertips. So rather than having to go and talk to someone or an engineer to go pull information or pull data, we actually can have the end users or the business executives, right? Search for what they need, what they want, at the exact time that action needed, to go and drive the business forward. This is truly one of those transformational things that we've put in place. On top of that, we are on the journey to modernize our larger ecosystem as a whole. That includes modernizing our underlying data warehouses, our technology or our (indistinct) environments, and as we move that we've actually picked to our cloud providers going to AWS and GCP. We've also adopted Snowflake to really drive into organize our information and our data, then drive these new solutions and capabilities forward. So big portion of us though is culture, so how do we engage with the business teams and bring the IT teams together to really drive these holistic end to end solutions and capabilities, to really support the actual business into the future. That's one of the keys here, as we look to modernize and to really enhance our organizations to become data-driven, this is the key. If you can really start to provide answers to business questions before they're even being asked, and to predict based upon different economic trends or different trends in your business, what does is be made and actually provide those answers to the business teams before they're even asking for it. That is really becoming a data-driven organization. And as part of that, it's really then enables the business to act quickly and take advantage of opportunities as they come in based upon industries, based upon markets, based upon products, solutions, or partnerships into the future. These are really some of the keys that become crucial as you move forward right into this new age, especially with COVID, with COVID now taking place across the world, right? Many of these markets, many of these digital transformations are celebrating, and are changing rapidly to accommodate and to support customers in these very difficult times. As part of that, you need to make sure you have the right underlying foundation, ecosystems and solutions to really drive those capabilities, and those solutions forward. As we go through this journey, both of my career but also each of your careers into the future, right? It also needs to evolve, right? Technology has changed so drastically in the last 10 years, and that change is only a celebrating. So as part of that, you have to make sure that you stay up to speed, up to date with new technology changes both on the platform standpoint, tools, but also what our customers want, what do our customers need, and how do we then surface them with our information, with our data, with our platform, with our products and our services, to meet those needs and to really support and service those customers into the future. This is all around becoming a more data-driven organization such as how do you use your data to support the current business lines. But how do you actually use your information your data, to actually better support your customers better support your business, better support your employees, your operations teams and so forth, and really creating that full integration in that ecosystem is really when you start to get large dividends from these investments into the future. With that being said I hope you enjoyed the segment on how to become and how to drive a data-driven organization, and looking forward to talking to you again soon, thank you. >> Tom, that was great, thanks so much. Now I'm going to have to brag on you for a second, as a change agent you've come in disrupted, and how long have you been at Western Union? >> Only nine months, I just started this year, but there'd be some great opportunities and big changes, and we have a lot more to go, but we're really driving things forward in partnership with our business teams, and our colleagues to support those customers forward. >> Tom, thank you so much that was wonderful. And now I'm excited to introduce you to Gustavo Canton, a change agent that I've had the pleasure of working with meeting in Europe, and he is a serial change agent. Most recently with Schneider Electric, but even going back to Sam's Club, Gustavo welcome. (soft upbeat music) >> So hi everyone my name is Gustavo Canton and thank you so much Cindi for the intro. As you mentioned, doing transformations is a you know, high effort, high reward situation. I have empowerment in transformation and I have led many transformations. And what I can tell you is that it's really hard to predict the future, but if you have a North Star and you know where you're going, the one thing that I want you to take away from this discussion today, is that you need to be bold to evolve. And so in today, I'm going to be talking about culture and data, and I'm going to break this down in four areas. How do we get started barriers or opportunities as I see it, the value of AI, and also how do you communicate, especially now in the workforce of today with so many different generations, you need to make sure that you are communicating in ways that are nontraditional sometimes. And so how do we get started? So I think the answer to that is, you have to start for you, yourself as a leader and stay tuned. And by that, I mean you need to understand not only what is happening in your function or your field, but you have to be very into what is happening in society, socioeconomically speaking, wellbeing, you know, the common example is a great example. And for me personally, it's an opportunity because the number one core value that I have is wellbeing. I believe that for human potential, for customers and communities to grow, wellbeing should be at the center of every decision. And as somebody mentioned, it's great to be you know, stay in tune and have the skillset and the courage. But for me personally, to be honest to have this courage is not about not being afraid. You're always afraid when you're making big changes and your swimming upstream. But what gives me the courage is the empathy part, like I think empathy is a huge component because every time I go into an organization or a function, I try to listen very attentively to the needs of the business, and what the leaders are trying to do, what I do it thinking about the mission of how do I make change for the bigger, you know workforce so the bigger good, despite the fact that this might have a perhaps implication, so my own self interest in my career, right? Because you have to have that courage sometimes to make choices, that are not well seeing politically speaking what are the right thing to do, and you have to push through it. So the bottom line for me is that, I don't think they're transforming fast enough. And the reality is I speak with a lot of leaders and we have seen stories in the past, and what they show is that if you look at the four main barriers, that are basically keeping us behind budget, inability to add, cultural issues, politics, and lack of alignment, those are the top four. But the interesting thing is that as Cindi has mentioned, this topic about culture is actually gaining more and more traction, and in 2018, there was a story from HBR and it was for about 45%. I believe today, it's about 55%, 60% of respondents say that this is the main area that we need to focus on. So again, for all those leaders and all the executives who understand, and are aware that we need to transform, commit to the transformation and set us deadline to say, "Hey, in two years, we're going to make this happen, what do we need to do to empower and enable these search engines to make it happen?" You need to make the tough choices. And so to me, when I speak about being bold is about making the right choices now. So I'll give you samples of some of the roadblocks that I went through, as I think the intro information most recently as Cindi mentioned in Schneider. There are three main areas, legacy mindset, and what that means is that we've been doing this in a specific way for a long time, and here is how we have been successful. We're working the past is not going to work now, the opportunity there is that there is a lot of leaders who have a digital mindset, and their up and coming leaders that are perhaps not yet fully developed. We need to mentor those leaders and take bets on some of these talents, including young talent. We cannot be thinking in the past and just wait for people you know, three to five years for them to develop, because the world is going to in a way that is super fast. The second area and this is specifically to implementation of AI is very interesting to me, because just example that I have with ThoughtSpot, right? We went to an implementation and a lot of the way the IT team functions, so the leaders look at technology, they look at it from the prism of the prior or success criteria for the traditional BIs, and that's not going to work. Again, your opportunity here is that you need to really find what success look like, in my case, I want the user experience of our workforce to be the same as your experience you have at home. It's a very simple concept, and so we need to think about how do we gain that user experience with this augmented analytics tools, and then work backwards to have the right talent, processes and technology to enable that. And finally, and obviously with COVID a lot of pressure in organizations and companies to do more with less, and the solution that most leaders I see are taking is to just minimize cost sometimes and cut budget. We have to do the opposite, we have to actually invest some growth areas, but do it by business question. Don't do it by function, if you actually invest in these kind of solutions, if you actually invest on developing your talent, your leadership, to see more digitally, if you actually invest on fixing your data platform is not just an incremental cost, it's actually this investment is going to offset all those hidden costs and inefficiencies that you have on your system, because people are doing a lot of work in working very hard but it's not efficiency, and it's not working in the way that you might want to work. So there is a lot of opportunity there, and you just to put it into some perspective, there have been some studies in the past about you know, how do we kind of measure the impact of data? And obviously this is going to vary by organization, maturity there's going to be a lot of factors. I've been in companies who have very clean, good data to work with, and I think with companies that we have to start basically from scratch. So it all depends on your maturity level, but in this study what I think is interesting is, they try to put a tagline or attack price to what is a cost of incomplete data. So in this case, it's about 10 times as much to complete a unit of work, when you have data that is flawed as opposed to have imperfect data. So let me put that just in perspective, just as an example, right? Imagine you are trying to do something and you have to do 100 things in a project, and each time you do something it's going to cost you a dollar. So if you have perfect data, the total cost of that project might be a $100. But now let's say you have any percent perfect data and 20% flow data, by using this assumption that flow data is 10 times as costly as perfect data, your total costs now becomes $280 as opposed to $100, this just for you to really think about as a CIO, CTO, you know CSRO, CEO, are we really paying attention and really closing the gaps that we have on our infrastructure? If we don't do that, it's hard sometimes to see the snowball effect or to measure the overall impact, but as you can tell, the price tag goes up very, very quickly. So now, if I were to say, how do I communicate this? Or how do I break through some of these challenges or some of these barriers, right? I think the key is I am in analytics, I know statistics obviously, and love modeling and you know, data and optimization theory and all that stuff, that's what I can do analytics, but now as a leader and as a change agent, I need to speak about value, and in this case, for example for Schneider, there was this tagline coffee of your energy. So the number one thing that they were asking from the analytics team was actually efficiency, which to me was very interesting. But once I understood that I understood what kind of language to use, how to connect it to the overall strategy and basically how to bring in the right leaders, because you need to, you know, focus on the leaders that you're going to make the most progress. You know, again, low effort, high value, you need to make sure you centralize all the data as you can, you need to bring in some kind of augmented analytics, you know, solution, and finally you need to make it super simple for the you know, in this case, I was working with the HR teams and other areas, so they can have access to one portal. They don't have to be confused and looking for 10 different places to find information. I think if you can actually have those four foundational pillars, obviously under the guise of having a data-driven culture, that's when you can actually make the impact. So in our case, it was about three years total transformation but it was two years for this component of augmented analytics. It took about two years to talk to, you know, IT, get leadership support, find the budgeting, you know, get everybody on board, make sure the success criteria was correct. And we call this initiative, the people analytics, I pulled up, it was actually launched in July of this year. And we were very excited and the audience was very excited to do this. In this case, we did our pilot in North America for many, many manufacturers, but one thing that is really important is as you bring along your audience on this, you know, you're going from Excel, you know in some cases or Tableau to other tools like you know, ThoughtSpot, you need to really explain them, what is the difference, and how these two can truly replace some of the spreadsheets or some of the views that you might have on these other kind of tools. Again, Tableau, I think it's a really good tool, there are other many tools that you might have in your toolkit. But in my case, personally I feel that you need to have one portal going back to seeing these points that really truly enable the end user. And I feel that this is the right solution for us, right? And I will show you some of the findings that we had in the pilot in the last two months. So this was a huge victory, and I will tell you why, because it took a lot of effort for us to get to these stations. Like I said it's been years for us to kind of lay the foundation, get the leadership and chasing culture, so people can understand why you truly need to invest what I meant analytics. And so what I'm showing here is an example of how do we use basically, you know a tool to capturing video, the qualitative findings that we had, plus the quantitative insights that we have. So in this case, our preliminary results based on our ambition for three main metrics, hours saved, user experience and adoption. So for hours saved, our ambition was to have 10 hours per week per employee save on average, user experience or ambition was 4.5 and adoption 80%. In just two months, two months and a half of the pilot we were able to achieve five hours, per week per employee savings. I used to experience for 4.3 out of five, and adoption of 60%. Really, really amazing work. But again, it takes a lot of collaboration for us to get to the stage from IT, legal, communications obviously the operations things and the users, in HR safety and other areas that might be basically stakeholders in this whole process. So just to summarize this kind of effort takes a lot of energy, you are a change agent, you need to have a courage to make these decision and understand that, I feel that in this day and age with all this disruption happening, we don't have a choice. We have to take the risk, right? And in this case, I feel a lot of satisfaction in how we were able to gain all these very souls for this organization, and that gave me the confidence to know that the work has been done, and we are now in a different stage for the organization. And so for me it safe to say, thank you for everybody who has believed obviously in our vision, everybody who has believed in, you know, the word that we were trying to do and to make the life for, you know workforce or customers that are in community better. As you can tell, there is a lot of effort, there is a lot of collaboration that is needed to do something like this. In the end, I feel very satisfied with the accomplishments of this transformation, and I just want to tell for you, if you are going right now in a moment that you feel that you have to swim upstream you know, what would mentors what people in this industry that can help you out and guide you on this kind of a transformation is not easy to do is high effort but is well worth it. And with that said, I hope you are well and it's been a pleasure talking to you, talk to you soon, take care. >> Thank you Gustavo, that was amazing. All right, let's go to the panel. (soft upbeat music) >> I think we can all agree how valuable it is to hear from practitioners, and I want to thank the panel for sharing their knowledge with the community, and one common challenge that I heard you all talk about was bringing your leadership and your teams along on the journey with you. We talk about this all the time, and it is critical to have support from the top, why? Because it directs the middle, and then it enables bottoms up innovation effects from the cultural transformation that you guys all talked about. It seems like another common theme we heard, is that you all prioritize database decision making in your organizations, and you combine two of your most valuable assets to do that, and create leverage, employees on the front lines, and of course the data. That was rightly pointed out, Tom, the pandemic has accelerated the need for really leaning into this. You know, the old saying, if it ain't broke, don't fix it, well COVID's broken everything. And it's great to hear from our experts, you know, how to move forward, so let's get right into it. So Gustavo let's start with you if I'm an aspiring change agent, and let's say I'm a budding data leader. What do I need to start doing? What habits do I need to create for long lasting success? >> I think curiosity is very important. You need to be, like I say, in tune to what is happening not only in your specific field, like I have a passion for analytics, I can do this for 50 years plus, but I think you need to understand wellbeing other areas across not only a specific business as you know, I come from, you know, Sam's Club Walmart retail, I mean energy management technology. So you have to try to push yourself and basically go out of your comfort zone. I mean, if you are staying in your comfort zone and you want to use lean continuous improvement that's just going to take you so far. What you have to do is and that's what I tried to do is I try to go into areas, businesses and transformations that make me, you know stretch and develop as a leader. That's what I'm looking to do, so I can help transform the functions organizations, and do these change management and decisions mindset as required for these kinds of efforts. >> Thank you for that is inspiring and Cindi, you love data, and the data is pretty clear that diversity is a good business, but I wonder if you can add your perspectives to this conversation. >> Yeah, so Michelle has a new fan here because she has found her voice, I'm still working on finding mine. And it's interesting because I was raised by my dad, a single dad, so he did teach me how to work in a predominantly male environment. But why I think diversity matters more now than ever before, and this is by gender, by race, by age, by just different ways of working and thinking is because as we automate things with AI, if we do not have diverse teams looking at the data and the models, and how they're applied, we risk having bias at scale. So this is why I think I don't care what type of minority, you are finding your voice, having a seat at the table and just believing in the impact of your work has never been more important. And as Michelle said more possible >> Great perspectives thank you, Tom, I want to go to you. I mean, I feel like everybody in our businesses in some way, shape or form become a COVID expert but what's been the impact of the pandemic on your organization's digital transformation plans? >> We've seen a massive growth actually you know, in a digital business over the last 12 months really, even in celebration, right? Once COVID hit, we really saw that in the 200 countries and territories that we operate in today and service our customers and today, that there's been a huge need, right? To send money, to support family, to support friends and loved ones across the world. And as part of that, you know, we are very honored to support those customers that we across all the centers today. But as part of that celebration, we need to make sure that we had the right architecture and the right platforms to basically scale, right? To basically support and provide the right kind of security for our customers going forward. So as part of that, we did do some pivots and we did celebrate some of our plans on digital to help support that overall growth coming in, and to support our customers going forward. Because there were these times during this pandemic, right? This is the most important time, and we need to support those that we love and those that we care about. And in doing that, it's one of those ways is actually by sending money to them, support them financially. And that's where really are part of that our services come into play that, you know, I really support those families. So it was really a great opportunity for us to really support and really bring some of our products to this level, and supporting our business going forward. >> Awesome, thank you. Now I want to come back to Gustavo, Tom, I'd love for you to chime in too. Did you guys ever think like you were pushing the envelope too much and doing things with data or the technology that was just maybe too bold, maybe you felt like at some point it was failing, or you pushing your people too hard, can you share that experience and how you got through it? >> Yeah, the way I look at it is, you know, again, whenever I go to an organization I ask the question, Hey, how fast you would like to conform?" And, you know, based on the agreements on the leadership and the vision that we want to take place, I take decisions and I collaborate in a specific way. Now, in the case of COVID, for example, right? It forces us to remove silos and collaborate in a faster way, so to me it was an opportunity to actually integrate with other areas and drive decisions faster. But make no mistake about it, when you are doing a transformation, you are obviously trying to do things faster than sometimes people are comfortable doing and you need to be okay with that. Sometimes you need to be okay with tension, or you need to be okay, you know debating points or making repetitive business cases onto people connect with the decision because you understand, and you are seeing that, hey, the CEO is making a one, two year, you know, efficiency goal, the only way for us to really do more with less is for us to continue this path. We cannot just stay with the status quo, we need to find a way to accelerate transformation... >> How about you Tom, we were talking earlier was Sudheesh had said about that bungee jumping moment, what can you share? >> Yeah you know, I think you hit upon it. Right now, the pace of change will be the slowest pace that you see for the rest of your career. So as part of that, right? That's what I tell my team is that you need to feel comfortable being uncomfortable. I mean, that we have to be able to basically scale, right? Expand and support that the ever changing needs the marketplace and industry and our customers today and that pace of change that's happening, right? And what customers are asking for, and the competition the marketplace, it's only going to accelerate. So as part of that, you know, as we look at what how you're operating today in your current business model, right? Things are only going to get faster. So you have to plan into align, to drive the actual transformation, so that you can scale even faster into the future. So as part of that, so we're putting in place here, right? Is how do we create that underlying framework and foundation that allows the organization to basically continue to scale and evolve into the future? >> We're definitely out of our comfort zones, but we're getting comfortable with it. So, Cindi, last question, you've worked with hundreds of organizations, and I got to believe that you know, some of the advice you gave when you were at Gartner, which is pre COVID, maybe sometimes clients didn't always act on it. You know, they're not on my watch for whatever variety of reasons, but it's being forced on them now, but knowing what you know now that you know, we're all in this isolation economy how would you say that advice has changed, has it changed? What's your number one action and recommendation today? >> Yeah well, first off, Tom just freaked me out. What do you mean this is the slowest ever? Even six months ago, I was saying the pace of change in data and analytics is frenetic. So, but I think you're right, Tom, the business and the technology together is forcing this change. Now, Dave, to answer your question, I would say the one bit of advice, maybe I was a little more, very aware of the power in politics and how to bring people along in a way that they are comfortable, and now I think it's, you know what? You can't get comfortable. In fact, we know that the organizations that were already in the cloud, have been able to respond and pivot faster. So if you really want to survive as Tom and Gustavo said, get used to being uncomfortable, the power and politics are going to happen. Break the rules, get used to that and be bold. Do not be afraid to tell somebody they're wrong and they're not moving fast enough. I do think you have to do that with empathy as Michelle said, and Gustavo, I think that's one of the key words today besides the bungee jumping. So I want to know where's Sudheesh going to go on bungee jumping? (all chuckling) >> That's fantastic discussion really. Thanks again to all the panelists and the guests, it was really a pleasure speaking with you today. Really virtually all of the leaders that I've spoken to in theCUBE program recently, they tell me that the pandemic is accelerating so many things, whether it's new ways to work, we heard about new security models and obviously the need for cloud. I mean, all of these things are driving true enterprise wide digital transformation, not just as I said before lip service. And sometimes we minimize the importance and the challenge of building culture and in making this transformation possible. But when it's done right, the right culture is going to deliver tremendous results. Yeah, what does that mean getting it right? Everybody's trying to get it right. My biggest takeaway today, is it means making data part of the DNA of your organization. And that means making it accessible to the people in your organization that are empowered to make decisions that can drive you revenue, cut costs, speed, access to critical care, whatever the mission is of your organization. Data can create insights and informed decisions that drive value. Okay, let's bring back Sudheesh and wrap things up. Sudheesh please bring us home. >> Thank you, thank you Dave, thank you theCUBE team, and thanks goes to all of our customers and partners who joined us, and thanks to all of you for spending the time with us. I want to do three quick things and then close it off. The first thing is I want to summarize the key takeaways that I had from all four of our distinguished speakers. First, Michelle, I was simply put it, she said it really well, that is be brave and drive. Don't go for a drive along, that is such an important point. Often times, you know that I think that you have to do to make the positive change that you want to see happen. But you wait for someone else to do it, why not you? Why don't you be the one making that change happen? That's the thing that I picked up from Michelle's talk. Cindi talked about finding the importance of finding your voice, taking that chair, whether it's available or not and making sure that your ideas, your voices are heard and if it requires some force then apply that force, make sure your ideas are good. Gustavo talked about the importance of building consensus, not going at things all alone sometimes building the importance of building the courtroom. And that is critical because if you want the changes to last, you want to make sure that the organization is fully behind it. Tom instead of a single take away, what I was inspired by is the fact that a company that is 170 years old, 170 years old, 200 companies and 200 countries they're operating in, and they were able to make the change that is necessary through this difficult time. So in a matter of months, if they could do it, anyone could. The second thing I want to do is to leave you with a takeaway that is I would like you to go to thoughtspot.com/nfl because our team has made an app for NFL on Snowflake. I think you will find this interesting now that you are inspired and excited because of Michelle's talk. And the last thing is, please go to thoughtspot.com/beyond, our global user conferences happening in this December, we would love to have you join us. It's again, virtual, you can join from anywhere, we are expecting anywhere from five to 10,000 people, and we would love to have you join and see what we would have been up to since the last year. We have a lot of amazing things in store for you, our customers, our partners, our collaborators, they will be coming and sharing, you'll be sharing things that you have been working to release something that will come out next year. And also some of the crazy ideas for engineers I've been cooking up. All of those things will be available for you at ThoughtSpot Beyond, thank you, thank you so much.

(speaks in foreign language) >> Narrator: Data is at the heart of transformation and the change every company needs to succeed, but it takes more than new technology. It's about teams, talent, and cultural change. Empowering everyone on the front lines to make decisions, all at the speed of digital. The transformation starts with you. It's time to lead the way, it's time for thought leaders. >> Welcome to Thought Leaders, a digital event brought to you by ThoughtSpot. My name is Dave Vellante. The purpose of this day is to bring industry leaders and experts together to really try and understand the important issues around digital transformation. We have an amazing lineup of speakers and our goal is to provide you with some best practices that you can bring back and apply to your organization. Look, data is plentiful, but insights are not. ThoughtSpot is disrupting analytics by using search and machine intelligence to simplify data analysis, and really empower anyone with fast access to relevant data. But in the last 150 days, we've had more questions than answers. Creating an organization that puts data and insights at their core, requires not only modern technology, but leadership, a mindset and a culture that people often refer to as data-driven. What does that mean? How can we equip our teams with data and fast access to quality information that can turn insights into action. And today, we're going to hear from experienced leaders, who are transforming their organizations with data, insights and creating digital-first cultures. But before we introduce our speakers, I'm joined today by two of my co-hosts from ThoughtSpot. First, Chief Data Strategy Officer for ThoughtSpot is Cindi Hausen. Cindi is an analytics and BI expert with 20 plus years experience and the author of Successful Business Intelligence Unlock The Value of BI and Big Data. Cindi was previously the lead analyst at Gartner for the data and analytics magic quadrant. And early last year, she joined ThoughtSpot to help CDOs and their teams understand how best to leverage analytics and AI for digital transformation. Cindi, great to see you, welcome to the show. >> Thank you, Dave. Nice to join you virtually. >> Now our second cohost and friend of theCUBE is ThoughtSpot CEO Sudheesh Nair. Hello Sudheesh, how are you doing today? >> I am well Dave, it's good to talk to you again. >> It's great to see you. Thanks so much for being here. Now Sudheesh, please share with us why this discussion is so important to your customers and of course, to our audience and what they're going to learn today? (gentle music) >> Thanks, Dave, I wish you were there to introduce me into every room that I walk into because you have such an amazing way of doing it. It makes me feel also good. Look, since we have all been cooped up in our homes, I know that the vendors like us, we have amped up our, you know, sort of effort to reach out to you with invites for events like this. So we are getting way more invites for events like this than ever before. So when we started planning for this, we had three clear goals that we wanted to accomplish. And our first one that when you finish this and walk away, we want to make sure that you don't feel like it was a waste of time. We want to make sure that we value your time, and this is going to be useful. Number two, we want to put you in touch with industry leaders and thought leaders, and generally good people that you want to hang around with long after this event is over. And number three, as we plan through this, you know, we are living through these difficult times, we want an event to be, this event to be more of an uplifting and inspiring event too. Now, the challenge is, how do you do that with the team being change agents? Because change and as much as we romanticize it, it is not one of those uplifting things that everyone wants to do or likes to do. The way I think of it, change is sort of like, if you've ever done bungee jumping. You know, it's like standing on the edges, waiting to make that one more step. You know, all you have to do is take that one step and gravity will do the rest, but that is the hardest step to take. Change requires a lot of courage and when we are talking about data and analytics, which is already like such a hard topic, not necessarily an uplifting and positive conversation, in most businesses it is somewhat scary. Change becomes all the more difficult. Ultimately change requires courage. Courage to to, first of all, challenge the status quo. People sometimes are afraid to challenge the status quo because they are thinking that, "You know, maybe I don't have the power to make the change that the company needs. Sometimes I feel like I don't have the skills." Sometimes they may feel that, I'm probably not the right person to do it. Or sometimes the lack of courage manifest itself as the inability to sort of break the silos that are formed within the organizations, when it comes to data and insights that you talked about. You know, there are people in the company, who are going to hog the data because they know how to manage the data, how to inquire and extract. They know how to speak data, they have the skills to do that, but they are not the group of people who have sort of the knowledge, the experience of the business to ask the right questions off the data. So there is this silo of people with the answers and there is a silo of people with the questions, and there is gap. These sort of silos are standing in the way of making that necessary change that we all I know the business needs, and the last change to sort of bring an external force sometimes. It could be a tool, it could be a platform, it could be a person, it could be a process, but sometimes no matter how big the company is or how small the company is. You may need to bring some external stimuli to start that domino of the positive changes that are necessary. The group of people that we have brought in, the four people, including Cindi, that you will hear from today are really good at practically telling you how to make that step, how to step off that edge, how to trust the rope that you will be safe and you're going to have fun. You will have that exhilarating feeling of jumping for a bungee jump. All four of them are exceptional, but my honor is to introduce Michelle and she's our first speaker. Michelle, I am very happy after watching her presentation and reading her bio, that there are no country vital worldwide competition for cool patents, because she will beat all of us because when her children were small, you know, they were probably into Harry Potter and Disney and she was managing a business and leading change there. And then as her kids grew up and got to that age, where they like football and NFL, guess what? She's the CIO of NFL. What a cool mom. I am extremely excited to see what she's going to talk about. I've seen the slides with a bunch of amazing pictures, I'm looking to see the context behind it. I'm very thrilled to make the acquaintance of Michelle. I'm looking forward to her talk next. Welcome Michelle. It's over to you. (gentle music) >> I'm delighted to be with you all today to talk about thought leadership. And I'm so excited that you asked me to join you because today I get to be a quarterback. I always wanted to be one. This is about as close as I'm ever going to get. So, I want to talk to you about quarterbacking our digital revolution using insights, data and of course, as you said, leadership. First, a little bit about myself, a little background. As I said, I always wanted to play football and this is something that I wanted to do since I was a child but when I grew up, girls didn't get to play football. I'm so happy that that's changing and girls are now doing all kinds of things that they didn't get to do before. Just this past weekend on an NFL field, we had a female coach on two sidelines and a female official on the field. I'm a lifelong fan and student of the game of football. I grew up in the South. You can tell from the accent and in the South football is like a religion and you pick sides. I chose Auburn University working in the athletic department, so I'm testament. Till you can start, a journey can be long. It took me many, many years to make it into professional sports. I graduated in 1987 and my little brother, well not actually not so little, he played offensive line for the Alabama Crimson Tide. And for those of you who know SEC football, you know this is a really big rivalry, and when you choose sides your family is divided. So it's kind of fun for me to always tell the story that my dad knew his kid would make it to the NFL, he just bet on the wrong one. My career has been about bringing people together for memorable moments at some of America's most iconic brands, delivering memories and amazing experiences that delight. From Universal Studios, Disney, to my current position as CIO of the NFL. In this job, I'm very privileged to have the opportunity to work with a team that gets to bring America's game to millions of people around the world. Often, I'm asked to talk about how to create amazing experiences for fans, guests or customers. But today, I really wanted to focus on something different and talk to you about being behind the scenes and backstage. Because behind every event, every game, every awesome moment, is execution. Precise, repeatable execution and most of my career has been behind the scenes doing just that. Assembling teams to execute these plans and the key way that companies operate at these exceptional levels is making good decisions, the right decisions, at the right time and based upon data. So that you can translate the data into intelligence and be a data-driven culture. Using data and intelligence is an important way that world-class companies do differentiate themselves, and it's the lifeblood of collaboration and innovation. Teams that are working on delivering these kind of world class experiences are often seeking out and leveraging next generation technologies and finding new ways to work. I've been fortunate to work across three decades of emerging experiences, which each required emerging technologies to execute. A little bit first about Disney. In '90s I was at Disney leading a project called Destination Disney, which it's a data project. It was a data project, but it was CRM before CRM was even cool and then certainly before anything like a data-driven culture was ever brought up. But way back then we were creating a digital backbone that enabled many technologies for the things that you see today. Like the MagicBand, Disney's Magical Express. My career at Disney began in finance, but Disney was very good about rotating you around. And it was during one of these rotations that I became very passionate about data. I kind of became a pain in the butt to the IT team asking for data, more and more data. And I learned that all of that valuable data was locked up in our systems. All of our point of sales systems, our reservation systems, our operation systems. And so I became a shadow IT person in marketing, ultimately, leading to moving into IT and I haven't looked back since. In the early 2000s, I was at Universal Studio's theme park as their CIO preparing for and launching the Wizarding World of Harry Potter. Bringing one of history's most memorable characters to life required many new technologies and a lot of data. Our data and technologies were embedded into the rides and attractions. I mean, how do you really think a wand selects you at a wand shop. As today at the NFL, I am constantly challenged to do leading edge technologies, using things like sensors, AI, machine learning and all new communication strategies, and using data to drive everything, from player performance, contracts, to where we build new stadiums and hold events. With this year being the most challenging, yet rewarding year in my career at the NFL. In the middle of a global pandemic, the way we are executing on our season is leveraging data from contact tracing devices joined with testing data. Talk about data actually enabling your business. Without it we wouldn't be having a season right now. I'm also on the board of directors of two public companies, where data and collaboration are paramount. First, RingCentral, it's a cloud based unified communications platform and collaboration with video message and phone, all-in-one solution in the cloud and Quotient Technologies, whose product is actually data. The tagline at Quotient is The Result in Knowing. I think that's really important because not all of us are data companies, where your product is actually data, but we should operate more like your product is data. I'd also like to talk to you about four areas of things to think about as thought leaders in your companies. First, just hit on it, is change. how to be a champion and a driver of change. Second, how to use data to drive performance for your company and measure performance of your company. Third, how companies now require intense collaboration to operate and finally, how much of this is accomplished through solid data-driven decisions. First, let's hit on change. I mean, it's evident today more than ever, that we are in an environment of extreme change. I mean, we've all been at this for years and as technologists we've known it, believed it, lived it. And thankfully, for the most part, knock on wood, we were prepared for it. But this year everyone's cheese was moved. All the people in the back rooms, IT, data architects and others were suddenly called to the forefront because a global pandemic has turned out to be the thing that is driving intense change in how people work and analyze their business. On March 13th, we closed our office at the NFL in the middle of preparing for one of our biggest events, our kickoff event, The 2020 Draft. We went from planning a large event in Las Vegas under the bright lights, red carpet stage, to smaller events in club facilities. And then ultimately, to one where everyone coaches, GMs, prospects and even our commissioner were at home in their basements and we only had a few weeks to figure it out. I found myself for the first time, being in the live broadcast event space. Talking about bungee jumping, this is really what it felt like. It was one in which no one felt comfortable because it had not been done before. But leading through this, I stepped up, but it was very scary, it was certainly very risky, but it ended up being also rewarding when we did it. And as a result of this, some things will change forever. Second, managing performance. I mean, data should inform how you're doing and how to get your company to perform at its level, highest level. As an example, the NFL has always measured performance, obviously, and it is one of the purest examples of how performance directly impacts outcome. I mean, you can see performance on the field, you can see points being scored and stats, and you immediately know that impact. Those with the best stats usually win the games. The NFL has always recorded stats. Since the beginning of time here at the NFL a little... This year is our 101st year and athlete's ultimate success as a player has also always been greatly impacted by his stats. But what has changed for us is both how much more we can measure and the immediacy with which it can be measured and I'm sure in your business it's the same. The amount of data you must have has got to have quadrupled recently. And how fast do you need it and how quickly you need to analyze it is so important. And it's very important to break the silos between the keys to the data and the use of the data. Our next generation stats platform is taking data to the next level. It's powered by Amazon Web Services and we gather this data, real-time from sensors that are on players' bodies. We gather it in real time, analyze it, display it online and on broadcast. And of course, it's used to prepare week to week in addition to what is a normal coaching plan would be. We can now analyze, visualize, route patterns, speed, match-ups, et cetera, so much faster than ever before. We're continuing to roll out sensors too, that will gather more and more information about a player's performance as it relates to their health and safety. The third trend is really, I think it's a big part of what we're feeling today and that is intense collaboration. And just for sort of historical purposes, it's important to think about, for those of you that are IT professionals and developers, you know, more than 10 years ago agile practices began sweeping companies. Where small teams would work together rapidly in a very flexible, adaptive and innovative way and it proved to be transformational. However today, of course that is no longer just small teams, the next big wave of change and we've seen it through this pandemic, is that it's the whole enterprise that must collaborate and be agile. If I look back on my career, when I was at Disney, we owned everything 100%. We made a decision, we implemented it. We were a collaborative culture but it was much easier to push change because you own the whole decision. If there was buy-in from the top down, you got the people from the bottom up to do it and you executed. At Universal, we were a joint venture. Our attractions and entertainment was licensed. Our hotels were owned and managed by other third parties, so influence and collaboration, and how to share across companies became very important. And now here I am at the NFL an even the bigger ecosystem. We have 32 clubs that are all separate businesses, 31 different stadiums that are owned by a variety of people. We have licensees, we have sponsors, we have broadcast partners. So it seems that as my career has evolved, centralized control has gotten less and less and has been replaced by intense collaboration, not only within your own company but across companies. The ability to work in a collaborative way across businesses and even other companies, that has been a big key to my success in my career. I believe this whole vertical integration and big top-down decision-making is going by the wayside in favor of ecosystems that require cooperation, yet competition to co-exist. I mean, the NFL is a great example of what we call co-oppetition, which is cooperation and competition. We're in competition with each other, but we cooperate to make the company the best it can be. And at the heart of these items really are data-driven decisions and culture. Data on its own isn't good enough. You must be able to turn it to insights. Partnerships between technology teams who usually hold the keys to the raw data and business units, who have the knowledge to build the right decision models is key. If you're not already involved in this linkage, you should be, data mining isn't new for sure. The availability of data is quadrupling and it's everywhere. How do you know what to even look at? How do you know where to begin? How do you know what questions to ask? It's by using the tools that are available for visualization and analytics and knitting together strategies of the company. So it begins with, first of all, making sure you do understand the strategy of the company. So in closing, just to wrap up a bit, many of you joined today, looking for thought leadership on how to be a change agent, a change champion, and how to lead through transformation. Some final thoughts are be brave and drive. Don't do the ride along program, it's very important to drive. Driving can be high risk, but it's also high reward. Embracing the uncertainty of what will happen is how you become brave. Get more and more comfortable with uncertainty, be calm and let data be your map on your journey. Thanks. >> Michelle, thank you so much. So you and I share a love of data and a love of football. You said you want to be the quarterback. I'm more an a line person. >> Well, then I can't do my job without you. >> Great and I'm getting the feeling now, you know, Sudheesh is talking about bungee jumping. My vote is when we're past this pandemic, we both take him to the Delaware Water Gap and we do the cliff jumping. >> Oh that sounds good, I'll watch your watch. >> Yeah, you'll watch, okay. So Michelle, you have so many stakeholders, when you're trying to prioritize the different voices you have the players, you have the owners, you have the league, as you mentioned, the broadcasters, your partners here and football mamas like myself. How do you prioritize when there are so many different stakeholders that you need to satisfy? >> I think balancing across stakeholders starts with aligning on a mission and if you spend a lot of time understanding where everyone's coming from, and you can find the common thread that ties them all together. You sort of do get them to naturally prioritize their work and I think that's very important. So for us at the NFL and even at Disney, it was our core values and our core purpose is so well known and when anything challenges that, we're able to sort of lay that out. But as a change agent, you have to be very empathetic, and I would say empathy is probably your strongest skill if you're a change agent and that means listening to every single stakeholder. Even when they're yelling at you, even when they're telling you your technology doesn't work and you know that it's user error, or even when someone is just emotional about what's happening to them and that they're not comfortable with it. So I think being empathetic, and having a mission, and understanding it is sort of how I prioritize and balance. >> Yeah, empathy, a very popular word this year. I can imagine those coaches and owners yelling, so thank you for your leadership here. So Michelle, I look forward to discussing this more with our other customers and disruptors joining us in a little bit. >> (gentle music) So we're going to take a hard pivot now and go from football to Chernobyl. Chernobyl, what went wrong? 1986, as the reactors were melting down, they had the data to say, "This is going to be catastrophic," and yet the culture said, "No, we're perfect, hide it. Don't dare tell anyone." Which meant they went ahead and had celebrations in Kiev. Even though that increased the exposure, additional thousands getting cancer and 20,000 years before the ground around there can even be inhabited again. This is how powerful and detrimental a negative culture, a culture that is unable to confront the brutal facts that hides data. This is what we have to contend with and this is why I want you to focus on having, fostering a data-driven culture. I don't want you to be a laggard. I want you to be a leader in using data to drive your digital transformation. So I'll talk about culture and technology, is it really two sides of the same coin? Real-world impacts and then some best practices you can use to disrupt and innovate your culture. Now, oftentimes I would talk about culture and I talk about technology. And recently a CDO said to me, "You know, Cindi, I actually think this is two sides of the same coin, one reflects the other." What do you think? Let me walk you through this. So let's take a laggard. What does the technology look like? Is it based on 1990s BI and reporting, largely parametrized reports, on-premises data warehouses, or not even that operational reports. At best one enterprise data warehouse, very slow moving and collaboration is only email. What does that culture tell you? Maybe there's a lack of leadership to change, to do the hard work that Sudheesh referred to, or is there also a culture of fear, afraid of failure, resistance to change, complacency. And sometimes that complacency, it's not because people are lazy. It's because they've been so beaten down every time a new idea is presented. It's like, "No, we're measured on least to serve." So politics and distrust, whether it's between business and IT or individual stakeholders is the norm, so data is hoarded. Let's contrast that with the leader, a data and analytics leader, what does their technology look like? Augmented analytics, search and AI driven insights, not on-premises but in the cloud and maybe multiple clouds. And the data is not in one place but it's in a data lake and in a data warehouse, a logical data warehouse. The collaboration is via newer methods, whether it's Slack or Teams, allowing for that real-time decisioning or investigating a particular data point. So what is the culture in the leaders? It's transparent and trust. There is a trust that data will not be used to punish, that there is an ability to confront the bad news. It's innovation, valuing innovation in pursuit of the company goals. Whether it's the best fan experience and player safety in the NFL or best serving your customers, it's innovative and collaborative. There's none of this, "Oh, well, I didn't invent that. I'm not going to look at that." There's still pride of ownership, but it's collaborating to get to a better place faster. And people feel empowered to present new ideas, to fail fast and they're energized knowing that they're using the best technology and innovating at the pace that business requires. So data is democratized and democratized, not just for power users or analysts, but really at the point of impact, what we like to call the new decision-makers or really the frontline workers. So Harvard Business Review partnered with us to develop this study to say, "Just how important is this? We've been working at BI and analytics as an industry for more than 20 years, why is it not at the front lines? Whether it's a doctor, a nurse, a coach, a supply chain manager, a warehouse manager, a financial services advisor." 87% said they would be more successful if frontline workers were empowered with data-driven insights, but they recognize they need new technology to be able to do that. It's not about learning hard tools. The sad reality only 20% of organizations are actually doing this. These are the data-driven leaders. So this is the culture and technology, how did we get here? It's because state-of-the-art keeps changing. So the first generation BI and analytics platforms were deployed on-premises, on small datasets, really just taking data out of ERP systems that were also on-premises and state-of-the-art was maybe getting a management report, an operational report. Over time, visual based data discovery vendors disrupted these traditional BI vendors, empowering now analysts to create visualizations with the flexibility on a desktop, sometimes larger data, sometimes coming from a data warehouse. The current state-of-the-art though, Gartner calls it augmented analytics. At ThoughtSpot, we call it search and AI driven analytics, and this was pioneered for large scale data sets, whether it's on-premises or leveraging the cloud data warehouses. And I think this is an important point, oftentimes you, the data and analytics leaders, will look at these two components separately. But you have to look at the BI and analytics tier in lock-step with your data architectures to really get to the granular insights and to leverage the capabilities of AI. Now, if you've never seen ThoughtSpot, I'll just show you what this looks like. Instead of somebody hard coding a report, it's typing in search keywords and very robust keywords contains rank, top, bottom, getting to a visual visualization that then can be pinned to an existing pin board that might also contain insights generated by an AI engine. So it's easy enough for that new decision maker, the business user, the non-analyst to create themselves. Modernizing the data and analytics portfolio is hard because the pace of change has accelerated. You used to be able to create an investment, place a bet for maybe 10 years. A few years ago, that time horizon was five years. Now, it's maybe three years and the time to maturity has also accelerated. So you have these different components, the search and AI tier, the data science tier, data preparation and virtualization but I would also say, equally important is the cloud data warehouse. And pay attention to how well these analytics tools can unlock the value in these cloud data warehouses. So ThoughtSpot was the first to market with search and AI driven insights. Competitors have followed suit, but be careful, if you look at products like Power BI or SAP analytics cloud, they might demo well, but do they let you get to all the data without moving it in products like Snowflake, Amazon Redshift, or Azure Synapse, or Google BigQuery, they do not. They require you to move it into a smaller in-memory engine. So it's important how well these new products inter-operate. The pace of change, its acceleration, Gartner recently predicted that by 2022, 65% of analytical queries will be generated using search or NLP or even AI and that is roughly three times the prediction they had just a couple of years ago. So let's talk about the real world impact of culture and if you've read any of my books or used any of the maturity models out there, whether the Gartner IT Score that I worked on or the Data Warehousing Institute also has a maturity model. We talk about these five pillars to really become data-driven. As Michelle spoke about, it's focusing on the business outcomes, leveraging all the data, including new data sources, it's the talent, the people, the technology and also the processes. And often when I would talk about the people in the talent, I would lump the culture as part of that. But in the last year, as I've traveled the world and done these digital events for thought leaders. You have told me now culture is absolutely so important, and so we've pulled it out as a separate pillar. And in fact, in polls that we've done in these events, look at how much more important culture is as a barrier to becoming data-driven. It's three times as important as any of these other pillars. That's how critical it is. And let's take an example of where you can have great data, but if you don't have the right culture, there's devastating impacts. And I will say I have been a loyal customer of Wells Fargo for more than 20 years, but look at what happened in the face of negative news with data. It said, "Hey, we're not doing good cross-selling, customers do not have both a checking account and a credit card and a savings account and a mortgage." They opened fake accounts facing billions in fines, change in leadership that even the CEO attributed to a toxic sales culture and they're trying to fix this, but even recently there's been additional employee backlash saying the culture has not changed. Let's contrast that with some positive examples. Medtronic, a worldwide company in 150 countries around the world. They may not be a household name to you, but if you have a loved one or yourself, you have a pacemaker, spinal implant, diabetes, you know this brand. And at the start of COVID when they knew their business would be slowing down, because hospitals would only be able to take care of COVID patients. They took the bold move of making their IP for ventilators publicly available. That is the power of a positive culture. Or Verizon, a major telecom organization looking at late payments of their customers and even though the U.S. Federal Government said, "Well, you can't turn them off." They said, "We'll extend that even beyond the mandated guidelines," and facing a slow down in the business because of the tough economy, They said, "You know what? We will spend the time upskilling our people, giving them the time to learn more about the future of work, the skills and data and analytics for 20,000 of their employees rather than furloughing them. That is the power of a positive culture. So how can you transform your culture to the best in class? I'll give you three suggestions. Bring in a change agent, identify the relevance or I like to call it WIIFM and organize for collaboration. So the CDO, whatever your title is, Chief Analytics Officer, Chief Digital Officer, you are the most important change agent. And this is where you will hear that oftentimes a change agent has to come from outside the organization. So this is where, for example, in Europe you have the CDO of Just Eat, a takeout food delivery organization coming from the airline industry or in Australia, National Australian Bank taking a CDO within the same sector from TD Bank going to NAB. So these change agents come in, disrupt. It's a hard job. As one of you said to me, it often feels like. I make one step forward and I get knocked down again, I get pushed back. It is not for the faint of heart, but it's the most important part of your job. The other thing I'll talk about is WIIFM What's In It For Me? And this is really about understanding the motivation, the relevance that data has for everyone on the frontline, as well as those analysts, as well as the executives. So, if we're talking about players in the NFL, they want to perform better and they want to stay safe. That is why data matters to them. If we're talking about financial services, this may be a wealth management advisor. Okay, we could say commissions, but it's really helping people have their dreams come true, whether it's putting their children through college or being able to retire without having to work multiple jobs still into your 70s or 80s. For the teachers, teachers you ask them about data. They'll say, "We don't need that, I care about the student." So if you can use data to help a student perform better, that is WIIFM and sometimes we spend so much time talking the technology, we forget, what is the value we're trying to deliver with this? And we forget the impact on the people that it does require change. In fact, the Harvard Business Review study found that 44% said lack of change management is the biggest barrier to leveraging both new technology, but also being empowered to act on those data-driven insights. The third point, organize for collaboration. This does require diversity of thought, but also bringing the technology, the data and the business people together. Now there's not a single one size fits all model for data and analytics. At one point in time, even having a BICC, a BI competency center was considered state of the art. Now for the biggest impact, what I recommend is that you have a federated model centralized for economies of scale. That could be the common data, but then embed these evangelists, these analysts of the future within every business unit, every functional domain. And as you see this top bar, all models are possible, but the hybrid model has the most impact, the most leaders. So as we look ahead to the months ahead, to the year ahead, an exciting time because data is helping organizations better navigate a tough economy, lock in the customer loyalty and I look forward to seeing how you foster that culture that's collaborative with empathy and bring the best of technology, leveraging the cloud, all your data. So thank you for joining us at Thought Leaders. And next, I'm pleased to introduce our first change agent, Tom Mazzaferro Chief Data Officer of Western Union and before joining Western Union, Tom made his Mark at HSBC and JP Morgan Chase spearheading digital innovation in technology, operations, risk compliance and retail banking. Tom, thank you so much for joining us today. (gentle music) >> Very happy to be here and looking forward to talking to all of you today. So as we look to move organizations to a data-driven capability into the future, there is a lot that needs to be done on the data side, but also how does data connect and enable different business teams and the technology teams into the future? As we look across our data ecosystems and our platforms, and how we modernize that to the cloud in the future, it all needs to basically work together, right? To really be able to drive an organization from a data standpoint, into the future. That includes being able to have the right information with the right quality of data, at the right time to drive informed business decisions, to drive the business forward. As part of that, we actually have partnered with ThoughtSpot to actually bring in the technology to help us drive that. As part of that partnership and it's how we've looked to integrate it into our overall business as a whole. We've looked at, how do we make sure that our business and our professional lives, right? Are enabled in the same ways as our personal lives. So for example, in your personal lives, when you want to go and find something out, what do you do? You go onto google.com or you go onto Bing or you go onto Yahoo and you search for what you want, search to find an answer. ThoughtSpot for us is the same thing, but in the business world. So using ThoughtSpot and other AI capability is it's allowed us to actually enable our overall business teams in our company to actually have our information at our fingertips. So rather than having to go and talk to someone, or an engineer to go pull information or pull data. We actually can have the end users or the business executives, right. Search for what they need, what they want, at the exact time that they actually need it, to go and drive the business forward. This is truly one of those transformational things that we've put in place. On top of that, we are on a journey to modernize our larger ecosystem as a whole. That includes modernizing our underlying data warehouses, our technology, our... The local environments and as we move that, we've actually picked two of our cloud providers going to AWS and to GCP. We've also adopted Snowflake to really drive and to organize our information and our data, then drive these new solutions and capabilities forward. So a big portion of it though is culture. So how do we engage with the business teams and bring the IT teams together, to really help to drive these holistic end-to-end solutions and capabilities, to really support the actual business into the future. That's one of the keys here, as we look to modernize and to really enhance our organizations to become data-driven. This is the key. If you can really start to provide answers to business questions before they're even being asked and to predict based upon different economic trends or different trends in your business, what decisions need to be made and actually provide those answers to the business teams before they're even asking for it. That is really becoming a data-driven organization and as part of that, it really then enables the business to act quickly and take advantage of opportunities as they come in based upon industries, based upon markets, based upon products, solutions or partnerships into the future. These are really some of the keys that become crucial as you move forward, right, into this new age, Especially with COVID. With COVID now taking place across the world, right? Many of these markets, many of these digital transformations are celebrating and are changing rapidly to accommodate and to support customers in these very difficult times. As part of that, you need to make sure you have the right underlying foundation, ecosystems and solutions to really drive those capabilities and those solutions forward. As we go through this journey, both in my career but also each of your careers into the future, right? It also needs to evolve, right? Technology has changed so drastically in the last 10 years, and that change is only accelerating. So as part of that, you have to make sure that you stay up to speed, up to date with new technology changes, both on the platform standpoint, tools, but also what do our customers want, what do our customers need and how do we then service them with our information, with our data, with our platform, and with our products and our services to meet those needs and to really support and service those customers into the future. This is all around becoming a more data-driven organization, such as how do you use your data to support your current business lines, but how do you actually use your information and your data to actually better support your customers, better support your business, better support your employees, your operations teams and so forth. And really creating that full integration in that ecosystem is really when you start to get large dividends from these investments into the future. With that being said, I hope you enjoyed the segment on how to become and how to drive a data-driven organization, and looking forward to talking to you again soon. Thank you. >> Tom, that was great. Thanks so much and now going to have to drag on you for a second. As a change agent you've come in, disrupted and how long have you been at Western Union? >> Only nine months, so just started this year, but there have been some great opportunities to integrate changes and we have a lot more to go, but we're really driving things forward in partnership with our business teams and our colleagues to support those customers going forward. >> Tom, thank you so much. That was wonderful. And now, I'm excited to introduce you to Gustavo Canton, a change agent that I've had the pleasure of working with meeting in Europe and he is a serial change agent. Most recently with Schneider Electric but even going back to Sam's Clubs. Gustavo, welcome. (gentle music) >> So, hey everyone, my name is Gustavo Canton and thank you so much, Cindi, for the intro. As you mentioned, doing transformations is, you know, a high reward situation. I have been part of many transformations and I have led many transformations. And, what I can tell you is that it's really hard to predict the future, but if you have a North Star and you know where you're going, the one thing that I want you to take away from this discussion today is that you need to be bold to evolve. And so, in today, I'm going to be talking about culture and data, and I'm going to break this down in four areas. How do we get started, barriers or opportunities as I see it, the value of AI and also, how you communicate. Especially now in the workforce of today with so many different generations, you need to make sure that you are communicating in ways that are non-traditional sometimes. And so, how do we get started? So, I think the answer to that is you have to start for you yourself as a leader and stay tuned. And by that, I mean, you need to understand, not only what is happening in your function or your field, but you have to be very in tune what is happening in society socioeconomically speaking, wellbeing. You know, the common example is a great example and for me personally, it's an opportunity because the number one core value that I have is wellbeing. I believe that for human potential for customers and communities to grow, wellbeing should be at the center of every decision. And as somebody mentioned, it's great to be, you know, stay in tune and have the skillset and the courage. But for me personally, to be honest, to have this courage is not about not being afraid. You're always afraid when you're making big changes and you're swimming upstream, but what gives me the courage is the empathy part. Like I think empathy is a huge component because every time I go into an organization or a function, I try to listen very attentively to the needs of the business and what the leaders are trying to do. But I do it thinking about the mission of, how do I make change for the bigger workforce or the bigger good despite the fact that this might have perhaps implication for my own self interest in my career. Right? Because you have to have that courage sometimes to make choices that are not well seen, politically speaking, but are the right thing to do and you have to push through it. So the bottom line for me is that, I don't think we're they're transforming fast enough. And the reality is, I speak with a lot of leaders and we have seen stories in the past and what they show is that, if you look at the four main barriers that are basically keeping us behind budget, inability to act, cultural issues, politics and lack of alignment, those are the top four. But the interesting thing is that as Cindi has mentioned, these topic about culture is actually gaining more and more traction. And in 2018, there was a story from HBR and it was about 45%. I believe today, it's about 55%, 60% of respondents say that this is the main area that we need to focus on. So again, for all those leaders and all the executives who understand and are aware that we need to transform, commit to the transformation and set a deadline to say, "Hey, in two years we're going to make this happen. What do we need to do, to empower and enable these change agents to make it happen? You need to make the tough choices. And so to me, when I speak about being bold is about making the right choices now. So, I'll give you examples of some of the roadblocks that I went through as I've been doing transformations, most recently, as Cindi mentioned in Schneider. There are three main areas, legacy mindset and what that means is that, we've been doing this in a specific way for a long time and here is how we have been successful. What worked in the past is not going to work now. The opportunity there is that there is a lot of leaders, who have a digital mindset and they're up and coming leaders that are perhaps not yet fully developed. We need to mentor those leaders and take bets on some of these talents, including young talent. We cannot be thinking in the past and just wait for people, you know, three to five years for them to develop because the world is going in a way that is super-fast. The second area and this is specifically to implementation of AI. It's very interesting to me because just the example that I have with ThoughtSpot, right? We went on implementation and a lot of the way the IT team functions or the leaders look at technology, they look at it from the prism of the prior or success criteria for the traditional BIs, and that's not going to work. Again, the opportunity here is that you need to redefine what success look like. In my case, I want the user experience of our workforce to be the same user experience you have at home. It's a very simple concept and so we need to think about, how do we gain that user experience with these augmented analytics tools and then work backwards to have the right talent, processes, and technology to enable that. And finally and obviously with COVID, a lot of pressure in organizations and companies to do more with less. And the solution that most leaders I see are taking is to just minimize costs sometimes and cut budget. We have to do the opposite. We have to actually invest on growth areas, but do it by business question. Don't do it by function. If you actually invest in these kind of solutions, if you actually invest on developing your talent and your leadership to see more digitally, if you actually invest on fixing your data platform, it's not just an incremental cost. It's actually this investment is going to offset all those hidden costs and inefficiencies that you have on your system, because people are doing a lot of work and working very hard but it's not efficient and it's not working in the way that you might want to work. So there is a lot of opportunity there and just to put in terms of perspective, there have been some studies in the past about, you know, how do we kind of measure the impact of data? And obviously, this is going to vary by organization maturity, there's going to be a lot of factors. I've been in companies who have very clean, good data to work with and I've been with companies that we have to start basically from scratch. So it all depends on your maturity level. But in this study, what I think is interesting is they try to put a tagline or a tag price to what is the cost of incomplete data. So in this case, it's about 10 times as much to complete a unit of work when you have data that is flawed as opposed to having perfect data. So let me put that just in perspective, just as an example, right? Imagine you are trying to do something and you have to do 100 things in a project, and each time you do something, it's going to cost you a dollar. So if you have perfect data, the total cost of that project might be $100. But now let's say you have 80% perfect data and 20% flawed data. By using this assumption that flawed data is 10 times as costly as perfect data, your total costs now becomes $280 as opposed to $100. This just for you to really think about as a CIO, CTO, you know CHRO, CEO, "Are we really paying attention and really closing the gaps that we have on our data infrastructure?" If we don't do that, it's hard sometimes to see the snowball effect or to measure the overall impact, but as you can tell, the price tag goes up very, very quickly. So now, if I were to say, how do I communicate this or how do I break through some of these challenges or some of these barriers, right? I think the key is, I am in analytics, I know statistics obviously and love modeling, and, you know, data and optimization theory, and all that stuff. That's what I came to analytics, but now as a leader and as a change agent, I need to speak about value and in this case, for example, for Schneider. There was this tagline, make the most of your energy. So the number one thing that they were asking from the analytics team was actually efficiency, which to me was very interesting. But once I understood that, I understood what kind of language to use, how to connect it to the overall strategy and basically, how to bring in the right leaders because you need to, you know, focus on the leaders that you're going to make the most progress, you know. Again, low effort, high value. You need to make sure you centralize all the data as you can, you need to bring in some kind of augmented analytics, you know, solution. And finally, you need to make it super-simple for the, you know, in this case, I was working with the HR teams and other areas, so they can have access to one portal. They don't have to be confused and looking for 10 different places to find information. I think if you can actually have those four foundational pillars, obviously under the guise of having a data-driven culture, that's when you can actually make the impact. So in our case, it was about three years total transformation, but it was two years for this component of augmented analytics. It took about two years to talk to, you know, IT, get leadership support, find the budgeting, you know, get everybody on board, make sure the success criteria was correct. And we call this initiative, the people analytics portal. It was actually launched in July of this year and we were very excited and the audience was very excited to do this. In this case, we did our pilot in North America for many, many, many factors but one thing that is really important is as you bring along your audience on this, you know. You're going from Excel, you know, in some cases or Tableu to other tools like, you know, ThoughtSpot. You need to really explain them what is the difference and how this tool can truly replace some of the spreadsheets or some of the views that you might have on these other kinds of tools. Again, Tableau, I think it's a really good tool. There are other many tools that you might have in your toolkit but in my case, personally, I feel that you need to have one portal. Going back to Cindi's points, that really truly enable the end user. And I feel that this is the right solution for us, right? And I will show you some of the findings that we had in the pilot in the last two months. So this was a huge victory and I will tell you why, because it took a lot of effort for us to get to this stage and like I said, it's been years for us to kind of lay the foundation, get the leadership, initiating culture so people can understand, why you truly need to invest on augmented analytics. And so, what I'm showing here is an example of how do we use basically, you know, a tool to capturing video, the qualitative findings that we had, plus the quantitative insights that we have. So in this case, our preliminary results based on our ambition for three main metrics. Hours saved, user experience and adoption. So for hours saved, our ambition was to have 10 hours per week for employee to save on average. User experience, our ambition was 4.5 and adoption 80%. In just two months, two months and a half of the pilot, we were able to achieve five hours per week per employee savings, a user experience for 4.3 out of five and adoption of 60%. Really, really amazing work. But again, it takes a lot of collaboration for us to get to the stage from IT, legal, communications, obviously the operations things and the users. In HR safety and other areas that might be basically stakeholders in this whole process. So just to summarize, this kind of effort takes a lot of energy. You are a change agent, you need to have courage to make this decision and understand that, I feel that in this day and age with all this disruption happening, we don't have a choice. We have to take the risk, right? And in this case, I feel a lot of satisfaction in how we were able to gain all these great resource for this organization and that give me the confident to know that the work has been done and we are now in a different stage for the organization. And so for me, it's just to say, thank you for everybody who has belief, obviously in our vision, everybody who has belief in, you know, the work that we were trying to do and to make the life of our, you know, workforce or customers and community better. As you can tell, there is a lot of effort, there is a lot of collaboration that is needed to do something like this. In the end, I feel very satisfied with the accomplishments of this transformation and I just want to tell for you, if you are going right now in a moment that you feel that you have to swim upstream, you know, work with mentors, work with people in the industry that can help you out and guide you on this kind of transformation. It's not easy to do, it's high effort, but it's well worth it. And with that said, I hope you are well and it's been a pleasure talking to you. Talk to you soon. Take care. >> Thank you, Gustavo. That was amazing. All right, let's go to the panel. (light music) Now I think we can all agree how valuable it is to hear from practitioners and I want to thank the panel for sharing their knowledge with the community. Now one common challenge that I heard you all talk about was bringing your leadership and your teams along on the journey with you. We talk about this all the time and it is critical to have support from the top. Why? Because it directs the middle and then it enables bottoms up innovation effects from the cultural transformation that you guys all talked about. It seems like another common theme we heard is that you all prioritize database decision making in your organizations. And you combine two of your most valuable assets to do that and create leverage, employees on the front lines, and of course the data. Now as as you rightly pointed out, Tom, the pandemic has accelerated the need for really leaning into this. You know, the old saying, if it ain't broke, don't fix it, well COVID has broken everything and it's great to hear from our experts, you know, how to move forward, so let's get right into it. So Gustavo, let's start with you. If I'm an aspiring change agent and let's say I'm a budding data leader, what do I need to start doing? What habits do I need to create for long-lasting success? >> I think curiosity is very important. You need to be, like I said, in tune to what is happening, not only in your specific field, like I have a passion for analytics, I've been doing it for 50 years plus, but I think you need to understand wellbeing of the areas across not only a specific business. As you know, I come from, you know, Sam's Club, Walmart retail. I've been in energy management, technology. So you have to try to push yourself and basically go out of your comfort zone. I mean, if you are staying in your comfort zone and you want to just continuous improvement, that's just going to take you so far. What you have to do is, and that's what I try to do, is I try to go into areas, businesses and transformations, that make me, you know, stretch and develop as a leader. That's what I'm looking to do, so I can help transform the functions, organizations, and do the change management, the essential mindset that's required for this kind of effort. >> Well, thank you for that. That is inspiring and Cindi you love data and the data is pretty clear that diversity is a good business, but I wonder if you can, you know, add your perspectives to this conversation? >> Yeah, so Michelle has a new fan here because she has found her voice. I'm still working on finding mine and it's interesting because I was raised by my dad, a single dad, so he did teach me how to work in a predominantly male environment, but why I think diversity matters more now than ever before and this is by gender, by race, by age, by just different ways of working and thinking, is because as we automate things with AI, if we do not have diverse teams looking at the data, and the models, and how they're applied, we risk having bias at scale. So this is why I think I don't care what type of minority you are, finding your voice, having a seat at the table and just believing in the impact of your work has never been more important and as Michelle said, more possible. >> Great perspectives, thank you. Tom, I want to go to you. So, I mean, I feel like everybody in our businesses is in some way, shape, or form become a COVID expert, but what's been the impact of the pandemic on your organization's digital transformation plans? >> We've seen a massive growth, actually, in our digital business over the last 12 months really, even acceleration, right, once COVID hit. We really saw that in the 200 countries and territories that we operate in today and service our customers in today, that there's been a huge need, right, to send money to support family, to support friends, and to support loved ones across the world. And as part of that we are very honored to be able to support those customers that, across all the centers today, but as part of the acceleration, we need to make sure that we have the right architecture and the right platforms to basically scale, right? To basically support and provide the right kind of security for our customers going forward. So as part of that, we did do some pivots and we did accelerate some of our plans on digital to help support that overall growth coming in and to support our customers going forward, because during these times, during this pandemic, right, this is the most important time and we need to support those that we love and those that we care about. And doing that some of those ways is actually by sending money to them, support them financially. And that's where really our products and our services come into play that, you know, and really support those families. So, it was really a great opportunity for us to really support and really bring some of our products to the next level and supporting our business going forward. >> Awesome, thank you. Now, I want to come back to Gustavo. Tom, I'd love for you to chime in too. Did you guys ever think like you were pushing the envelope too much in doing things with data or the technology that it was just maybe too bold, maybe you felt like at some point it was failing, or you're pushing your people too hard? Can you share that experience and how you got through it? >> Yeah, the way I look at it is, you know, again, whenever I go to an organization, I ask the question, "Hey, how fast you would like to conform?" And, you know, based on the agreements on the leadership and the vision that we want to take place, I take decisions and I collaborate in a specific way. Now, in the case of COVID, for example, right, it forces us to remove silos and collaborate in a faster way. So to me, it was an opportunity to actually integrate with other areas and drive decisions faster, but make no mistake about it, when you are doing a transformation, you are obviously trying to do things faster than sometimes people are comfortable doing, and you need to be okay with that. Sometimes you need to be okay with tension or you need to be okay, you know, debating points or making repetitive business cases until people connect with the decision because you understand and you are seeing that, "Hey, the CEO is making a one, two year, you know, efficiency goal. The only way for us to really do more with less is for us to continue this path. We can not just stay with the status quo, we need to find a way to accelerate the transformation." That's the way I see it. >> How about Utah, we were talking earlier with Sudheesh and Cindi about that bungee jumping moment. What can you share? >> Yeah, you know, I think you hit upon it. Right now, the pace of change will be the slowest pace that you see for the rest of your career. So as part of that, right, this is what I tell my team, is that you need to be, you need to feel comfortable being uncomfortable. Meaning that we have to be able to basically scale, right? Expand and support the ever changing needs in the marketplace and industry and our customers today, and that pace of change that's happening, right? And what customers are asking for and the competition in the marketplace, it's only going to accelerate. So as part of that, you know, as you look at how you're operating today in your current business model, right? Things are only going to get faster. So you have to plan and to align and to drive the actual transformation, so that you can scale even faster into the future. So it's part of that, that's what we're putting in place here, right? It's how do we create that underlying framework and foundation that allows the organization to basically continue to scale and evolve into the future? >> Yeah, we're definitely out of our comfort zones, but we're getting comfortable with it. So Cindi, last question, you've worked with hundreds of organizations and I got to believe that, you know, some of the advice you gave when you were at Gartner, which was pre-COVID, maybe sometimes clients didn't always act on it. You know, not my watch or for whatever, variety of reasons, but it's being forced on them now. But knowing what you know now that, you know, we're all in this isolation economy, how would you say that advice has changed? Has it changed? What's your number one action and recommendation today? >> Yeah, well first off, Tom, just freaked me out. What do you mean, this is the slowest ever? Even six months ago I was saying the pace of change in data and analytics is frenetic. So, but I think you're right, Tom, the business and the technology together is forcing this change. Now, Dave, to answer your question, I would say the one bit of advice, maybe I was a little more very aware of the power in politics and how to bring people along in a way that they are comfortable and now I think it's, you know what, you can't get comfortable. In fact, we know that the organizations that were already in the cloud have been able to respond and pivot faster. So, if you really want to survive, as Tom and Gustavo said, get used to being uncomfortable. The power and politics are going to happen, break the rules, get used to that and be bold. Do not be afraid to tell somebody they're wrong and they're not moving fast enough. I do think you have to do that with empathy, as Michelle said and Gustavo, I think that's one of the key words today besides the bungee jumping. So I want to know where Sudheesh is going to go bungee jumping. (all chuckling) >> Guys, fantastic discussion, really. Thanks again to all the panelists and the guests, it was really a pleasure speaking with you today. Really, virtually all of the leaders that I've spoken to in theCUBE program recently, they tell me that the pandemic is accelerating so many things. Whether it's new ways to work, we heard about new security models and obviously the need for cloud. I mean, all of these things are driving true enterprise-wide digital transformation, not just as I said before, lip service. You know, sometimes we minimize the importance and the challenge of building culture and in making this transformation possible. But when it's done right, the right culture is going to deliver tournament results. You know, what does that mean? Getting it right. Everybody's trying to get it right. My biggest takeaway today is it means making data part of the DNA of your organization. And that means making it accessible to the people in your organization that are empowered to make decisions, decisions that can drive new revenue, cut costs, speed access to critical care, whatever the mission is of your organization, data can create insights and informed decisions that drive value. Okay, let's bring back Sudheesh and wrap things up. Sudheesh, please bring us home. >> Thank you, thank you, Dave. Thank you, theCUBE team, and thanks goes to all of our customers and partners who joined us, and thanks to all of you for spending the time with us. I want to do three quick things and then close it off. The first thing is I want to summarize the key takeaways that I heard from all four of our distinguished speakers. First, Michelle, I will simply put it, she said it really well. That is be brave and drive, don't go for a drive alone. That is such an important point. Often times, you know the right thing that you have to do to make the positive change that you want to see happen, but you wait for someone else to do it, not just, why not you? Why don't you be the one making that change happen? That's the thing that I picked up from Michelle's talk. Cindi talked about finding, the importance of finding your voice. Taking that chair, whether it's available or not, and making sure that your ideas, your voice is heard and if it requires some force, then apply that force. Make sure your ideas are heard. Gustavo talked about the importance of building consensus, not going at things all alone sometimes. The importance of building the quorum, and that is critical because if you want the changes to last, you want to make sure that the organization is fully behind it. Tom, instead of a single takeaway, what I was inspired by is the fact that a company that is 170 years old, 170 years old, 200 companies and 200 countries they're operating in and they were able to make the change that is necessary through this difficult time in a matter of months. If they could do it, anyone could. The second thing I want to do is to leave you with a takeaway, that is I would like you to go to ThoughtSpot.com/nfl because our team has made an app for NFL on Snowflake. I think you will find this interesting now that you are inspired and excited because of Michelle's talk. And the last thing is, please go to ThoughtSpot.com/beyond. Our global user conference is happening in this December. We would love to have you join us, it's, again, virtual, you can join from anywhere. We are expecting anywhere from five to 10,000 people and we would love to have you join and see what we've been up to since last year. We have a lot of amazing things in store for you, our customers, our partners, our collaborators, they will be coming and sharing. We'll be sharing things that we have been working to release, something that will come out next year. And also some of the crazy ideas our engineers have been cooking up. All of those things will be available for you at ThoughtSpot Beyond. Thank you, thank you so much.

>> Data is at the heart of transformation and the change every company needs to succeed, but it takes more than new technology. It's about teams, talent and cultural change. Empowering everyone on the front lines to make decisions all at the speed of digital. The transformation starts with you. It's time to lead the way it's time for Thought leaders. >> Welcome to "Thought Leaders" a digital event brought to you by ThoughtSpot. My name is Dave Vellante. The purpose of this day is to bring industry leaders and experts together to really try and understand the important issues around digital transformation. We have an amazing lineup of speakers and our goal is to provide you with some best practices that you can bring back and apply to your organization. Look, data is plentiful, but insights are not. ThoughtSpot is disrupting analytics by using search and machine intelligence to simplify data analysis and really empower anyone with fast access to relevant data. But in the last 150 days, we've had more questions than answers. Creating an organization that puts data and insights at their core requires not only modern technology, but leadership, a mindset and a culture that people often refer to as data-driven. What does that mean? How can we equip our teams with data and fast access to quality information that can turn insights into action. And today we're going to hear from experienced leaders who are transforming their organizations with data, insights and creating digital first cultures. But before we introduce our speakers, I'm joined today by two of my co-hosts from ThoughtSpot first chief data strategy officer at the ThoughtSpot is Cindi Howson. Cindi is an analytics and BI expert with 20 plus years experience and the author of "Successful Business Intelligence "Unlock the Value of BI & Big Data." Cindi was previously the lead analyst at Gartner for the data and analytics magic quadrant. And early last year, she joined ThoughtSpot to help CDOs and their teams understand how best to leverage analytics and AI for digital transformation. Cindi, great to see you welcome to the show. >> Thank you, Dave. Nice to join you virtually. >> Now our second cohost and friend of the cube is ThoughtSpot CEO Sudheesh Nair Hello, Sudheesh how are you doing today? >> I'm well Dave, it's good to talk to you again. >> It's great to see you thanks so much for being here. Now Sudheesh please share with us why this discussion is so important to your customers and of course, to our audience and what they're going to learn today. (upbeat music) >> Thanks, Dave. I wish you were there to introduce me into every room and that I walk into because you have such an amazing way of doing it. Makes me feel all so good. Look, since we have all been cooped up in our homes, I know that the vendors like us, we have amped up our sort of effort to reach out to you with invites for events like this. So we are getting very more invites for events like this than ever before. So when we started planning for this, we had three clear goals that we wanted to accomplish. And our first one that when you finish this and walk away, we want to make sure that you don't feel like it was a waste of time. We want to make sure that we value your time and this is going to be useful. Number two, we want to put you in touch with industry leaders and thought leaders, generally good people that you want to hang around with long after this event is over. And number three, as we plan through this, we are living through these difficult times. We want an event to be this event, to be more of an uplifting and inspiring event too. Now, the challenge is how do you do that with the team being change agents because change and as much as we romanticize it, it is not one of those uplifting things that everyone wants to do, or like to do. The way I think of it sort of like a, if you've ever done bungee jumping and it's like standing on the edges waiting to make that one more step, all you have to do is take that one step and gravity will do the rest, but that is the hardest step to take. Change requires a lot of courage. And when we are talking about data and analytics, which is already like such a hard topic, not necessarily an uplifting and positive conversation in most businesses, it is somewhat scary. Change becomes all the more difficult. Ultimately change requires courage. Courage to first of all challenge the status quo. People sometimes are afraid to challenge the status quo because they are thinking that maybe I don't have the power to make the change that the company needs. Sometimes they feel like I don't have the skills. Sometimes they may feel that I'm probably not the right person do it. Or sometimes the lack of courage manifest itself as the inability to sort of break the silos that are formed within the organizations, when it comes to data and insights that you talked about. There are people in the company who are going to hog the data because they know how to manage the data, how to inquire and extract. They know how to speak data. They have the skills to do that. But they are not the group of people who have sort of the knowledge, the experience of the business to ask the right questions off the data. So there is the silo of people with the answers, and there is a silo of people with the questions. And there is gap. This sort of silos are standing in the way of making that necessary change that we all know the business needs. And the last change to sort of bring an external force sometimes. It could be a tool. It could be a platform, it could be a person, it could be a process, but sometimes no matter how big the company is or how small the company is, you may need to bring some external stimuli to start the domino of the positive changes that are necessary. The group of people that we are brought in, the four people, including Cindi, that you will hear from today are really good at practically telling you how to make that step, how to step off that edge, how to dress the rope, that you will be safe and you're going to have fun. You will have that exhilarating feeling of jumping, for a bungee jump. All four of them are exceptional, but my honor is to introduce Michelle and she's our first speaker. Michelle, I am very happy after watching her presentation and reading our bio, that there are no country vital worldwide competition for cool patterns, because she will beat all of us because when her children were small, they were probably into Harry Potter and Disney. She was managing a business and leading change there. And then as her kids grew up and got to that age where they like football and NFL, guess what? She's the CIO of NFL. What a cool mom? I am extremely excited to see what she's going to talk about. I've seen the slides, tons of amazing pictures. I'm looking to see the context behind it. I'm very thrilled to make the acquaintance of Michelle and looking forward to her talk next. Welcome Michelle, it's over to you. (upbeat music) >> I'm delighted to be with you all today to talk about thought leadership. And I'm so excited that you asked me to join you because today I get to be a quarterback. I always wanted to be one. And I thought this is about as close as I'm ever going to get. So I want to talk to you about quarterbacking, our digital revolution using insights data. And of course, as you said, leadership, first a little bit about myself, a little background, as I said, I always wanted to play football. And this is something that I wanted to do since I was a child. But when I grew up, girls didn't get to play football. I'm so happy that that's changing and girls are now doing all kinds of things that they didn't get to do before. Just this past weekend on an NFL field, we had a female coach on two sidelines and a female official on the field. I'm a lifelong fan and student of the game of football. I grew up in the South. You can tell from the accent. And in the South football is like a religion and you pick sides. I chose Auburn university working in the athletic department. So I'm Testament to you can start the journey can be long. It took me many, many years to make it into professional sports. I graduated in 1987 and my little brother, well, not actually not so little. He played offensive line for the Alabama Crimson Tide. And for those of you who know SCC football, you know this is a really big rivalry. And when you choose sides, your family is divided. So it's kind of fun for me to always tell the story that my dad knew his kid would make it to the NFL. He just bet on the wrong one. My career has been about bringing people together for memorable moments at some of America's most iconic brands, delivering memories and amazing experiences that delight from Universal Studios, Disney to my current position as CIO of the NFL. In this job I'm very privileged to have the opportunity to work with the team that gets to bring America's game to millions of people around the world. Often I'm asked to talk about how to create amazing experiences for fans, guests, or customers. But today I really wanted to focus on something different and talk to you about being behind the scenes and backstage because behind every event, every game, every awesome moment is execution, precise, repeatable execution. And most of my career has been behind the scenes doing just that assembling teams to execute these plans. And the key way that companies operate at these exceptional levels is making good decisions, the right decisions at the right time and based upon data so that you can translate the data into intelligence and be a data-driven culture. Using data and intelligence is an important way that world-class companies do differentiate themselves. And it's the lifeblood of collaboration and innovation. Teams that are working on delivering these kinds of world casts experiences are often seeking out and leveraging next-generation technologies and finding new ways to work. I've been fortunate to work across three decades of emerging experiences, which each required emerging technologies to execute a little bit first about Disney in the 90s, I was at Disney leading a project called destination Disney, which it's a data project. It was a data project, but it was CRM before CRM was even cool. And then certainly before anything like a data-driven culture was ever brought up, but way back then we were creating a digital backbone that enabled many technologies for the things that you see today, like the magic band, Disney's magical express. My career at Disney began in finance, but Disney was very good about rotating you around. And it was during one of these rotations that I became very passionate about data. I kind of became a pain in the butt to the IT team asking for data more and more data. And I learned that all of that valuable data was locked up in our systems. All of our point of sales systems, our reservation systems, our operation systems. And so I became a shadow IT person in marketing, ultimately leading to moving into IT. And I haven't looked back since. In the early two thousands, I was at universal studios theme park as their CIO preparing for and launching "The Wizarding World of Harry Potter" bringing one of history's most memorable characters to life required many new technologies and a lot of data. Our data and technologies were embedded into the rides and attractions. I mean, how do you really think a wan selects you at a wan shop. As today at the NFL? I am constantly challenged to do leading edge technologies, using things like sensors, AI, machine learning, and all new communication strategies and using data to drive everything from player performance, contracts, to where we build new stadiums and hold events with this year being the most challenging yet rewarding year in my career at the NFL. In the middle of a global pandemic, the way we are executing on our season is leveraging data from contract tracing devices joined with testing data, talk about data, actually enabling your business without it w wouldn't be having a season right now. I'm also on the board of directors of two public companies where data and collaboration are paramount. First RingCentral, it's a cloud based unified communications platform and collaboration with video message and phone all in one solution in the cloud and Quotient technologies whose product is actually data. The tagline at Quotient is the result in knowing I think that's really important because not all of us are data companies where your product is actually data, but we should operate more like your product is data. I'd also like to talk to you about four areas of things to think about as thought leaders in your companies. First just hit on it is change how to be a champion and a driver of change. Second, how do you use data to drive performance for your company and measure performance of your company? Third, how companies now require intense collaboration to operate. And finally, how much of this is accomplished through solid data driven decisions. First let's hit on change. I mean, it's evident today more than ever, that we are in an environment of extreme change. I mean, we've all been at this for years and as technologists we've known it, believed it, lived it and thankfully for the most part, knock on what we were prepared for it. But this year everyone's cheese was moved. All the people in the back rooms, IT, data architects and others were suddenly called to the forefront because a global pandemic has turned out to be the thing that is driving intense change in how people work and analyze their business. On March 13th, we closed our office at the NFL in the middle of preparing for one of our biggest events, our kickoff event, the 2020 draft. We went from planning a large event in Las Vegas under the bright lights, red carpet stage to smaller events in club facilities. And then ultimately to one where everyone coaches GM's prospects and even our commissioner were at home in their basements. And we only had a few weeks to figure it out. I found myself for the first time being in the live broadcast event space, talking about bungee jumping. This is really what it felt like. It was one in which no one felt comfortable because it had not been done before. But leading through this, I stepped up, but it was very scary. It was certainly very risky, but it ended up being all so rewarding when we did it. And as a result of this, some things will change forever. Second, managing performance. I mean, data should inform how you're doing and how to get your company to perform at it's level. Highest level. As an example, the NFL has always measured performance, obviously, and it is one of the purest examples of how performance directly impacts outcome. I mean, you can see performance on the field. You can see points being scored in stats, and you immediately know that impact those with the best stats usually when the games. The NFL has always recorded stats since the beginning of time here at the NFL a little this year is our 101 year and athletes ultimate success as a player has also always been greatly impacted by his stats. But what has changed for us is both how much more we can measure and the immediacy with which it can be measured. And I'm sure in your business it's the same. The amount of data you must have has got to have quadrupled and how fast you need it and how quickly you need to analyze it is so important. And it's very important to break the silos between the keys, to the data and the use of the data. Our next generation stats platform is taking data to a next level. It's powered by Amazon web services. And we gathered this data real-time from sensors that are on players' bodies. We gather it in real time, analyze it, display it online and on broadcast. And of course it's used to prepare week to week in addition to what is a normal coaching plan would be. We can now analyze, visualize route patterns, speed match-ups, et cetera. So much faster than ever before. We're continuing to roll out sensors too that will gather more and more information about a player's performance as it relates to their health and safety. The third trend is really, I think it's a big part of what we're feeling today and that is intense collaboration. And just for sort of historical purposes, it's important to think about for those of you that are IT professionals and developers, more than 10 years ago, agile practices began sweeping companies where small teams would work together rapidly in a very flexible, adaptive, and innovative way. And it proved to be transformational. However, today, of course, that is no longer just small teams, the next big wave of change. And we've seen it through this pandemic is that it's the whole enterprise that must collaborate and be agile. If I look back on my career, when I was at Disney, we owned everything 100%. We made a decision, we implemented it. We were a collaborative culture, but it was much easier to push change because you own the whole decision. If there was buy-in from the top down, you've got the people from the bottom up to do it and you executed. At Universal we were a joint venture. Our attractions and entertainment was licensed. Our hotels were owned and managed by other third parties. So influence and collaboration and how to share across companies became very important. And now here I am at the NFL and even the bigger ecosystem, we have 32 clubs that are all separate businesses. 31 different stadiums that are owned by a variety of people. We have licensees, we have sponsors, we have broadcast partners. So it seems that as my career has evolved, centralized control has gotten less and less and has been replaced by intense collaboration, not only within your own company, but across companies. The ability to work in a collaborative way across businesses and even other companies that has been a big key to my success in my career. I believe this whole vertical integration and big top-down decision-making is going by the wayside in favor of ecosystems that require cooperation yet competition to co-exist. I mean, the NFL is a great example of what we call co-op petition, which is cooperation and competition. We're in competition with each other, but we cooperate to make the company the best it can be. And at the heart of these items really are data driven decisions and culture. Data on its own isn't good enough. You must be able to turn it to insights. Partnerships between technology teams who usually hold the keys to the raw data and business units who have the knowledge to build the right decision models is key. If you're not already involved in this linkage, you should be. Data mining isn't new for sure. The availability of data is quadrupling and it's everywhere. How do you know what to even look at? How do you know where to begin? How do you know what questions to ask it's by using the tools that are available for visualization and analytics and knitting together strategies of the company. So it begins with first of all, making sure you do understand the strategy of the company. So in closing, just to wrap up a bit, many of you joined today, looking for thought leadership on how to be a change agent, a change champion, and how to lead through transformation. Some final thoughts are be brave and drive. Don't do the ride along program. It's very important to drive. Driving can be high risk, but it's also high reward. Embracing the uncertainty of what will happen is how you become brave. Get more and more comfortable with uncertainty, be calm and let data be your map on your journey. Thanks. >> Michelle, tank you so much. So you and I share a love of data and a love of football. You said you want to be the quarterback. I'm more an old line person. (Michelle and Cindi laughing) >> Well, then I can do my job without you. >> Great. And I'm getting the feeling now, Sudheesh is talking about bungee jumping. My vote is when we're past this pandemic, we both take them to the Delaware water gap and we do the cliff jumping. >> That sounds good, I'll watch. >> Yeah, you'll watch, okay. So Michelle, you have so many stakeholders when you're trying to prioritize the different voices. You have the players, you have the owners, you have the league, as you mentioned, the broadcasters, your partners here and football mamas like myself. How do you prioritize when there's so many different stakeholders that you need to satisfy? >> I think balancing across stakeholders starts with, aligning on a mission. And if you spend a lot of time understanding where everyone's coming from, and you can find the common thread that ties them all together, you sort of do get them to naturally prioritize their work. And I think that's very important. So for us, at the NFL and even at Disney, it was our core values and our core purpose, is so well known and when anything challenges that we're able to sort of lay that out. But as a change agent, you have to be very empathetic. And I would say empathy is probably your strongest skill if you're a change agent. And that means listening to every single stakeholder, even when they're yelling at you, even when they're telling you your technology doesn't work and you know that it's user error, or even when someone is just emotional about what's happening to them and that they're not comfortable with it. So I think being empathetic and having a mission and understanding it is sort of how I prioritize and balance. >> Yeah, empathy, a very popular word this year. I can imagine those coaches and owners yelling. So, thank you for your leadership here. So Michelle, I look forward to discussing this more with our other customers and disruptors joining us in a little bit. (upbeat music) So we're going to take a hard pivot now and go from football to Chernobyl. Chernobyl what went wrong? 1986, as the reactors were melting down, they had the data to say, this is going to be catastrophic. And yet the culture said, "no, we're perfect, hide it. "Don't dare tell anyone." Which meant they went ahead and had celebrations in Kiev. Even though that increased the exposure, the additional thousands getting cancer and 20,000 years before the ground around there can even be inhabited again, this is how powerful and detrimental a negative culture, a culture that is unable to confront the brutal facts that hides data. This is what we have to contend with. And this is why I want you to focus on having, fostering a data-driven culture. I don't want you to be a laggard. I want you to be a leader in using data to drive your digital transformation. So I'll talk about culture and technology. Is it really two sides of the same coin, real-world impacts and then some best practices you can use to and innovate your culture. Now, oftentimes I would talk about culture and I talk about technology. And recently a CDO said to me, "Cindi, I actually think this is two sides "of the same coin. "One reflects the other." What do you think? Let me walk you through this. So let's take a laggard. What does the technology look like? Is it based on 1990s BI and reporting largely parametrized reports, on premises data, warehouses, or not even that operational reports at best one enterprise data warehouse, very slow moving and collaboration is only email. What does that culture tell you? Maybe there's a lack of leadership to change, to do the hard work that Sudheesh referred to, or is there also a culture of fear, afraid of failure, resistance to change complacency. And sometimes that complacency it's not because people are lazy. It's because they've been so beaten down every time a new idea is presented. It's like, no we're measured on least cost to serve. So politics and distrust, whether it's between business and IT or individual stakeholders is the norm. So data is hoarded. Let's contrast that with a leader, a data and analytics leader, what is their technology look like? Augmented analytics search and AI driven insights, not on premises, but in the cloud and maybe multiple clouds. And the data is not in one place, but it's in a data Lake and in a data warehouse, a logical data warehouse. The collaboration is being a newer methods, whether it's Slack or teams allowing for that real time decisioning or investigating a particular data point. So what is the culture in the leaders? It's transparent and trust. There is a trust that data will not be used to punish that there is an ability to confront the bad news. It's innovation, valuing innovation in pursuit of the company goals, whether it's the best fan experience and player safety in the NFL or best serving your customers. It's innovative and collaborative. There's none of this. Oh, well, I didn't invent that. I'm not going to look at that. There's still pride of ownership, but it's collaborating to get to a better place faster. And people feel empowered to present new ideas to fail fast, and they're energized knowing that they're using the best technology and innovating at the pace that business requires. So data is democratized. And democratized, not just for power users or analysts, but really at the point of impact what we like to call the new decision-makers or really the frontline workers. So Harvard business review partnered with us to develop this study to say, just how important is this? We've been working at BI and analytics as an industry for more than 20 years. Why is it not at the front lines? Whether it's a doctor, a nurse, a coach, a supply chain manager, a warehouse manager, a financial services advisor. Everyone said that if our 87% said, they would be more successful if frontline workers were empowered with data driven insights, but they recognize they need new technology to be able to do that. It's not about learning hard tools. The sad reality, only 20% of organizations are actually doing this. These are the data-driven leaders. So this is the culture in technology. How did we get here? It's because state-of-the-art keeps changing. So the first-generation BI and analytics platforms were deployed on premises on small datasets, really just taking data out of ERP systems that were also on premises. And state-of-the-art was maybe getting a management report, an operational report. Over time visual-based data discovery vendors disrupted these traditional BI vendors, empowering now analysts to create visualizations with the flexibility on a desktop, sometimes larger data, sometimes coming from a data warehouse. The current state of the art though, Gartner calls it augmented analytics at ThoughtSpot, we call it search and AI driven analytics. And this was pioneered for large scale datasets, whether it's on premises or leveraging the cloud data warehouses. And I think this is an important point. Oftentimes you, the data and analytics leaders will look at these two components separately, but you have to look at the BI and analytics tier in lockstep with your data architectures to really get to the granular insights and to leverage the capabilities of AI. Now, if you've never seen ThoughtSpot, I'll just show you what this looks like. Instead of somebody hard coding, a report it's typing in search keywords and very robust keywords contains rank top bottom, getting to a visual visualization that then can be pinned to an existing Pin board that might also contain insights generated by an AI engine. So it's easy enough for that new decision maker, the business user, the non analyst to create themselves. Modernizing the data and analytics portfolio is hard because the pace of change has accelerated. You use to be able to create an investment place a bet for maybe 10 years, a few years ago, that time horizon was five years, now it's maybe three years and the time to maturity has also accelerated. So you have these different components, the search and AI tier, the data science tier, data preparation and virtualization. But I would also say equally important is the cloud data warehouse and pay attention to how well these analytics tools can unlock the value in these cloud data warehouses. So ThoughtSpot was the first to market with search and AI driven insights. Competitors have followed suit, but be careful if you look at products like power BI or SAP analytics cloud, they might demo well, but do they let you get to all the data without moving it in products like Snowflake, Amazon Redshift, or Azure synapse or Google big query, they do not. They require you to move it into a smaller in memory engine. So it's important how well these new products inter operate. the pace of change, its acceleration Gartner recently predicted that by 2022, 65% of analytical queries will be generated using search or NLP or even AI. And that is roughly three times the prediction they had just a couple years ago. So let's talk about the real world impact of culture. And if you read any of my books or used any of the maturity models out there, whether the Gartner IT score that I worked on, or the data warehousing Institute also has the money surety model. We talk about these five pillars to really become data-driven. As Michelle, I spoke about it's focusing on the business outcomes, leveraging all the data, including new data sources, it's the talent, the people, the technology, and also the processes. And often when I would talk about the people and the talent, I would lump the culture as part of that. But in the last year, as I've traveled the world and done these digital events for Thought leaders, you have told me now culture is absolutely so important. And so we've pulled it out as a separate pillar. And in fact, in polls that we've done in these events, look at how much more important culture is as a barrier to becoming data-driven it's three times as important as any of these other pillars. That's how critical it is. And let's take an example of where you can have great data, but if you don't have the right culture, there's devastating impacts. And I will say, I have been a loyal customer of Wells Fargo for more than 20 years. But look at what happened in the face of negative news with data, it said, "hey, we're not doing good cross selling, "customers do not have both a checking account "and a credit card and a savings account and a mortgage." They opened fake accounts facing billions in fines, change in leadership that even the CEO attributed to a toxic sales culture, and they're trying to fix this. But even recently there's been additional employee backlash saying the culture has not changed. Let's contrast that with some positive examples, Medtronic, a worldwide company in 150 countries around the world. They may not be a household name to you, but if you have a loved one or yourself, you have a pacemaker, spinal implant diabetes, you know this brand. And at the start of COVID when they knew their business would be slowing down, because hospitals would only be able to take care of COVID patients. They took the bold move of making their IP for ventilators publicly available. That is the power of a positive culture. Or Verizon, a major telecom organization looking at late payments of their customers. And even though the U.S federal government said, "well, you can't turn them off. They said, "we'll extend that even beyond "the mandated guidelines." And facing a slow down in the business because of the tough economy, they said, you know what? "We will spend the time up skilling our people, "giving them the time to learn more "about the future of work, the skills and data "and analytics," for 20,000 of their employees, rather than furloughing them. That is the power of a positive culture. So how can you transform your culture to the best in class? I'll give you three suggestions, bring in a change agent, identify the relevance, or I like to call it WIFM and organize for collaboration. So the CDO, whatever your title is, chief analytics officer, chief digital officer, you are the most important change agent. And this is where you will hear that oftentimes a change agent has to come from outside the organization. So this is where, for example, in Europe, you have the CDO of Just Eat a takeout food delivery organization coming from the airline industry or in Australia, National Australian bank, taking a CDO within the same sector from TD bank going to NAB. So these change agents come in disrupt. It's a hard job. As one of you said to me, it often feels like Sisyphus. I make one step forward and I get knocked down again. I get pushed back. It is not for the faint of heart, but it's the most important part of your job. The other thing I'll talk about is WIFM. What is in it for me? And this is really about understanding the motivation, the relevance that data has for everyone on the frontline, as well as those analysts, as well as the executives. So if we're talking about players in the NFL, they want to perform better and they want to stay safe. That is why data matters to them. If we're talking about financial services, this may be a wealth management advisor. Okay we could say commissions, but it's really helping people have their dreams come true, whether it's putting their children through college or being able to retire without having to work multiple jobs still into your 70s or 80s for the teachers, teachers, you ask them about data. They'll say we don't, we don't need that. I care about the student. So if you can use data to help a student perform better, that is WIFM. And sometimes we spend so much time talking the technology, we forget what is the value we're trying to deliver with it. And we forget the impact on the people that it does require change. In fact, the Harvard business review study found that 44% said lack of change management is the biggest barrier to leveraging both new technology, but also being empowered to act on those data-driven insights. The third point organize for collaboration. This does require diversity of thought, but also bringing the technology, the data and the business people together. Now there's not a single one size fits all model for data and analytics. At one point in time, even having a BICC, a BI competency center was considered state-of-the-art. Now for the biggest impact what I recommend is that you have a federated model centralized for economies of scale. That could be the common data, but then in bed, these evangelists, these analysts of the future within every business unit, every functional domain. And as you see this top bar, all models are possible, but the hybrid model has the most impact, the most leaders. So as we look ahead to the months ahead, to the year ahead an exciting time, because data is helping organizations better navigate a tough economy, lock in the customer loyalty. And I look forward to seeing how you foster that culture that's collaborative with empathy and bring the best of technology, leveraging the cloud, all your data. So thank you for joining us at Thought Leaders. And next I'm pleased to introduce our first change agent, Tom Mazzaferro chief data officer of Western union. And before joining Western union, Tom made his Mark at HSBC and JPMorgan Chase spearheading digital innovation in technology, operations, risk compliance, and retail banking. Tom, thank you so much for joining us today. (upbeat music) >> Very happy to be here and looking forward to talking to all of you today. So as we look to move organizations to a data-driven, capability into the future, there is a lot that needs to be done on the data side, but also how does data connect and enable different business teams and technology teams into the future. As you look across, our data ecosystems and our platforms and how we modernize that to the cloud in the future, it all needs to basically work together, right? To really be able to drive and over the shift from a data standpoint, into the future, that includes being able to have the right information with the right quality of data, at the right time to drive informed business decisions, to drive the business forward. As part of that, we actually have partnered with ThoughtSpot, to actually bring in the technology to help us drive that as part of that partnership. And it's how we've looked to integrate it into our overall business as a whole we've looked at how do we make sure that our business and our professional lives right, are enabled in the same ways as our personal lives. So for example, in your personal lives, when you want to go and find something out, what do you do? You go onto google.com or you go on to Bing we go onto Yahoo and you search for what you want search to find and answer. ThoughtSpot for us as the same thing, but in the business world. So using ThoughtSpot and other AI capability it's allowed us to actually, enable our overall business teams in our company to actually have our information at our fingertips. So rather than having to go and talk to someone or an engineer to go pull information or pull data, we actually can have the end-users or the business executives, right. Search for what they need, what they want at the exact time that action need it to go and drive the business forward. This is truly one of those transformational things that we've put in place. On top of that, we are on the journey to modernize our larger ecosystem as a whole. That includes modernizing our underlying data warehouses, our technology, or our Eloqua environments. And as we move that, we've actually picked two of our cloud providers going to AWS and GCP. We've also adopted Snowflake to really drive and to organize our information and our data then drive these new solutions and capabilities forward. So they portion of us though is culture. So how do we engage with the business teams and bring the IT teams together to really drive these holistic end to end solutions and capabilities to really support the actual business into the future? That's one of the keys here, as we look to modernize and to really enhance our organizations to become data-driven, this is the key. If you can really start to provide answers to business questions before they're even being asked and to predict based upon different economic trends or different trends in your business, what does this is maybe be made and actually provide those answers to the business teams before they're even asking for it, that is really becoming a data-driven organization. And as part of that, it's really then enables the business to act quickly and take advantage of opportunities as they come in based upon, industries based upon markets, based upon products, solutions, or partnerships into the future. These are really some of the keys that become crucial as you move forward, right, into this new age, especially with COVID. With COVID now taking place across the world, right? Many of these markets, many of these digital transformations are accelerating and are changing rapidly to accommodate and to support customers in these very difficult times, as part of that, you need to make sure you have the right underlying foundation ecosystems and solutions to really drive those capabilities and those solutions forward. As we go through this journey, both of my career, but also each of your careers into the future, right? It also needs to evolve, right? Technology has changed so drastically in the last 10 years, and that change is only accelerating. So as part of that, you have to make sure that you stay up to speed, up to date with new technology changes both on the platform standpoint tools, but also what do our customers want? What do our customers need and how do we then service them with our information, with our data, with our platform and with our products and our services to meet those needs and to really support and service those customers into the future. This is all around becoming a more data organization such as how do you use your data to support the current business lines, but how do you actually use your information, your data to actually put a better support your customers, better support your business, better support your employees, your operations teams, and so forth, and really creating that full integration in that ecosystem is really when you start to get large dividends from this investments into the future. But that being said, hope you enjoy the segment on how to become and how to drive it data driven organization. And, looking forward to talking to you again soon. Thank you. >> Tom that was great thanks so much. Now I'm going to have to brag on you for a second as a change agent you've come in disrupted and how long have you been at Western union? >> Only nine months, so just started this year, but, doing some great opportunities and great changes. And we have a lot more to go, but, we're really driving things forward in partnership with our business teams and our colleagues to support those customers going forward. >> Tom, thank you so much. That was wonderful. And now I'm excited to introduce you to Gustavo Canton, a change agent that I've had the pleasure of working with meeting in Europe, and he is a serial change agent, most recently with Schneider electric, but even going back to Sam's clubs, Gustavo welcome. (upbeat music) >> So, hey everyone, my name is Gustavo Canton and thank you so much, Cindi, for the intro, as you mentioned, doing transformations is high effort, high reward situation. I have empowered many transformations and I have led many transformations. And what I can tell you is that it's really hard to predict the future, but if you have a North star and where you're going, the one thing that I want you to take away from this discussion today is that you need to be bold to evolve. And so in today, I'm going to be talking about culture and data, and I'm going to break this down in four areas. How do we get started barriers or opportunities as I see it, the value of AI, and also, how do you communicate, especially now in the workforce of today with so many different generations, you need to make sure that you are communicating in ways that are non-traditional sometimes. And so how do we get started? So I think the answer to that is you have to start for you yourself as a leader and stay tuned. And by that, I mean, you need to understand not only what is happening in your function or your field, but you have to be varying into what is happening in society, socioeconomically speaking wellbeing. The common example is a great example. And for me personally, it's an opportunity because the one core value that I have is well-being, I believe that for human potential, for customers and communities to grow wellbeing should be at the center of every decision. And as somebody mentioned is great to be, stay in tune and have the skillset and the courage. But for me personally, to be honest, to have this courage is not about not being afraid. You're always afraid when you're making big changes when you're swimming upstream, but what gives me the courage is the empathy part. Like I think empathy is a huge component because every time I go into an organization or a function, I try to listen very attentively to the needs of the business and what the leaders are trying to do. What I do it thinking about the mission of how do I make change for the bigger, workforce? for the bigger good. Despite this fact that this might have a perhaps implication on my own self-interest in my career, right? Because you have to have that courage sometimes to make choices that I know we'll see in politically speaking, what are the right thing to do? And you have to push through it. And you have to push through it. So the bottom line for me is that I don't think they're transforming fast enough. And the reality is I speak with a lot of leaders and we have seen stories in the past. And what they show is that if you look at the four main barriers that are basically keeping us behind budget, inability to act cultural issues, politics, and lack of alignment, those are the top four. But the interesting thing is that as Cindi has mentioned, these topics culture is actually gaining, gaining more and more traction. And in 2018, there was a story from HBR and it was about 45%. I believe today it's about 55%, 60% of respondents say that this is the main area that we need to focus on. So again, for all those leaders and all the executives who understand and are aware that we need to transform, commit to the transformation and set a state, deadline to say, "hey, in two years, we're going to make this happen. "What do we need to do to empower and enable "this change engines to make it happen?" You need to make the tough choices. And so to me, when I speak about being bold is about making the right choices now. So I'll give you samples of some of the roadblocks that I went through as I think transformation most recently, as Cindi mentioned in Schneider. There are three main areas, legacy mindset. And what that means is that we've been doing this in a specific way for a long time and here is how we have been successful what was working the past is not going to work now. The opportunity there is that there is a lot of leaders who have a digital mindset and there're up and coming leaders that are not yet fully developed. We need to mentor those leaders and take bets on some of these talent, including young talent. We cannot be thinking in the past and just wait for people, three to five years for them to develop because the world is going to in a way that is super fast. The second area, and this is specifically to implementation of AI is very interesting to me because just example that I have with ThoughtSpot, right, we went to implementation and a lot of the way is the IT team function of the leaders look at technology, they look at it from the prism of the prior all success criteria for the traditional Bi's. And that's not going to work. Again the opportunity here is that you need to really find what successful look like. In my case, I want the user experience of our workforce to be the same as user experience you have at home is a very simple concept. And so we need to think about how do we gain the user experience with this augmented analytics tools and then work backwards to have the right talent processes and technology to enable that. And finally, with COVID a lot of pressuring organizations, and companies to do more with less. And the solution that most leaders I see are taking is to just minimize costs, sometimes in cut budget, we have to do the opposite. We have to actually invest some growth areas, but do it by business question. Don't do it by function. If you actually invest in these kind of solutions, if you actually invest on developing your talent, your leadership to see more digitally, if you actually invest on fixing your data platform, it's not just an incremental cost. It's actually this investment is going to offset all those hidden costs and inefficiencies that you have on your system, because people are doing a lot of work and working very hard, but it's not efficiency, and it's not working in the way that you might want to work. So there is a lot of opportunity there. And you just to put into some perspective, there have studies in the past about, how do we kind of measure the impact of data. And obviously this is going to vary by your organization maturity, is going to, there's going to be a lot of factors. I've been in companies who have very clean, good data to work with. And I think with companies that we have to start basically from scratch. So it all depends on your maturity level, but in this study, what I think is interesting is they try to put attack line or attack price to what is the cost of incomplete data. So in this case, it's about 10 times as much to complete a unit of work when you have data that is flawed as opposed to have perfect data. So let me put that just in perspective, just as an example, right? Imagine you are trying to do something and you have to do 100 things in a project, and each time you do something, it's going to cost you a dollar. So if you have perfect data, the total cost of that project might be $100. But now let's say you have any percent perfect data and 20% flawed data by using this assumption that flawed data is 10 times as costly as perfect data. Your total costs now becomes $280 as opposed to $100. This is just for you to really think about as a CIO CTO, CHRO CEO, are we really paying attention and really closing the gaps that we have on our data infrastructure. If we don't do that, it's hard sometimes to see the snowball effect or to measure the overall impact. But as you can tell the price that goes up very, very quickly. So now, if I were to say, how do I communicate this? Or how do I break through some of these challenges or some of these various, right. I think the key is I am in analytics. I know statistics obviously, and love modeling and data and optimization theory and all that stuff. That's what I came to analytics. But now as a leader and as a change agent, I need to speak about value. And in this case, for example, for Schneider, there was this tagline called free up your energy. So the number one thing that they were asking from the analytics team was actually efficiency, which to me was very interesting. But once I understood that I understood what kind of language to use, how to connect it to the overall strategy and basically how to bring in the, the right leaders, because you need to focus on the leaders that you're going to make the most progress. Again, low effort, high value. You need to make sure you centralize all the data as you can. You need to bring in some kind of augmented analytics solution. And finally you need to make it super simple for the, in this case, I was working with the HR teams in other areas, so they can have access to one portal. They don't have to be confused in looking for 10 different places to find information. I think if you can actually have those four foundational pillars, obviously under the guise of having a data-driven culture, that's when you can actually make the impact. So in our case, it was about three years total transformation, but it was two years for this component of augmented analytics. It took about two years to talk to IT get leadership support, find the budgeting, get everybody on board, make sure the safe criteria was correct. And we call this initiative, the people analytics portal, it was actually launched in July of this year. And we were very excited and the audience was very excited to do this. In this case, we did our pilot in North America for many, many manufacturers. But one thing that is really important is as you bring along your audience on this, you're going from Excel, in some cases or Tableau to other tools like, ThoughtSpot, you need to really explain them what is the difference and how these tools can truly replace, some of the spreadsheets or some of the views that you might have on these other kind of tools. Again, Tableau, I think it's a really good tool. There are other many tools that you might have in your toolkit. But in my case, personally, I feel that you need to have one portal going back to Cindi's point. I really truly enable the end user. And I feel that this is the right solution for us, right? And I will show you some of the findings that we had in the pilot in the last two months. So this was a huge victory, and I will tell you why, because it took a lot of effort for us to get to the station. Like I said, it's been years for us to kind of lay the foundation, get the leadership, and shaping culture so people can understand why you truly need to invest on (indistinct) analytics. And so what I'm showing here is an example of how do we use basically, a tool to capture in video the qualitative findings that we had, plus the quantitative insights that we have. So in this case, our preliminary results based on our ambition for three main metrics, hours saved user experience and adoption. So for hours saved or a mission was to have 10 hours per week per employee save on average user experience, or ambition was 4.5. And adoption, 80%. In just two months, two months and a half of the pilot, we were able to achieve five hours per week per employee savings. Our user experience for 4.3 out of five and adoption of 60%. Really, really amazing work. But again, it takes a lot of collaboration for us to get to the stage from IT, legal, communications, obviously the operations teams and the users in HR safety and other areas that might be, basically stakeholders in this whole process. So just to summarize this kind of effort takes a lot of energy. You are a change agent. You need to have a courage to make the decision and understand that I feel that in this day and age, with all this disruption happening, we don't have a choice. We have to take the risk, right? And in this case, I feel a lot of satisfaction in how we were able to gain all these very source for this organization. And that gave me the confidence to know that the work has been done and we are now in a different stage for the organization. And so for me, it to say, thank you for everybody who has believed, obviously in our vision, everybody who has believe in the word that we were trying to do and to make the life of four workforce or customers or in community better. As you can tell, there is a lot of effort. There is a lot of collaboration that is needed to do something like this. In the end, I feel very satisfied. With the accomplishments of this transformation, and I just want to tell for you, if you are going right now in a moment that you feel that you have to swim upstream what would mentors, what would people in this industry that can help you out and guide you on this kind of a transformation is not easy to do is high effort, but is well worth it. And with that said, I hope you are well, and it's been a pleasure talking to you. Talk to you soon, take care. >> Thank you, Gustavo, that was amazing. All right, let's go to the panel. (air whooshing) >> Okay, now we're going to go into the panel and bring Cindi, Michelle, Tom, and Gustavo back and have an open discussion. And I think we can all agree how valuable it is to hear from practitioners. And I want to thank the panel for sharing their knowledge with the community. And one common challenge that I heard you all talk about was bringing your leadership and your teams along on the journey with you. We talk about this all the time, and it is critical to have support from the top. Why? Because it directs the middle and then it enables bottoms up innovation effects from the cultural transformation that you guys all talked about. It seems like another common theme we heard is that you all prioritize database decision-making in your organizations and you combine two of your most valuable assets to do that and create leverage, employees on the front lines. And of course the data. And as you rightly pointed out, Tom, the pandemic has accelerated the need for really leaning into this. The old saying, if it ain't broke don't fix it. Well COVID is broken everything. And it's great to hear from our experts, how to move forward. So let's get right into it. So Gustavo, let's start with you if I'm an aspiring change agent and let's say I'm a budding data leader. What do I need to start doing? What habits do I need to create for long lasting success? >> I think curiosity is very important. You need to be, like I say, in tune to what is happening, not only in your specific field, like I have a passion for analytics, I can do this for 50 years plus, but I think you need to understand wellbeing other areas across not only a specific business, as you know I come from, Sam's club Walmart, retail, I mean energy management technology. So you have to try to push yourself and basically go out of your comfort zone. I mean, if you are staying in your comfort zone and you want to use lean continuous improvement, that's just going to take you so far. What you have to do is, and that's what I try to do is I try to go into areas, businesses, and transformation that make me stretch and develop as a leader. That's what I'm looking to do so I can help transform the functions organizations and do the change management, change of mindset required for these kinds of efforts. >> Michelle, you're at the intersection of tech and sports and what a great combination, but they're both typically male oriented fields. I mean, we've talked a little bit about how that's changing, but two questions. Tell us how you found your voice and talk about why diversity matters so much more than ever now. >> No, I found my voice really as a young girl, and I think I had such amazing support from men in my life. And I think the support and sponsorship as well as sort of mentorship along the way, I've had amazing male mentors who have helped me understand that my voice is just as important as anyone else's. I mean, I have often heard, and I think it's been written about that a woman has to believe they'll 100% master topic before they'll talk about it where a man can feel much less mastery and go on and on. So I was that way as well. And I learned just by watching and being open, to have my voice. And honestly at times demand a seat at the table, which can be very uncomfortable. And you really do need those types of, support networks within an organization. And diversity of course is important and it has always been. But I think if anything, we're seeing in this country right now is that diversity among all types of categories is front and center. And we're realizing that we don't all think alike. We've always known this, but we're now talking about things that we never really talked about before. And we can't let this moment go unchecked and on, and not change how we operate. So having diverse voices within your company and in the field of tech and sports, I am often the first and only I'm was the first, CIO at the NFL, the first female senior executive. It was fun to be the first, but it's also, very challenging. And my responsibility is to just make sure that, I don't leave anyone behind and make sure that I leave it good for the next generation. >> Well, thank you for that. That is inspiring. And Cindi, you love data and the data's pretty clear that diversity is a good business, but I wonder if you can add your perspectives to this conversation? >> Yeah, so Michelle has a new fan here because she has found her voice. I'm still working on finding mine. And it's interesting because I was raised by my dad, a single dad. So he did teach me how to work in a predominantly male environment, but why I think diversity matters more now than ever before. And this is by gender, by race, by age, by just different ways of working in thinking is because as we automate things with AI, if we do not have diverse teams looking at the data and the models and how they're applied, we risk having bias at scale. So this is why I think I don't care what type of minority you are finding your voice, having a seat at the table and just believing in the impact of your work has never been more important. And as Michelle said more possible. >> Great perspectives, thank you. Tom I want to go to you. I mean, I feel like everybody in our businesses in some way, shape or form become a COVID expert, but what's been the impact of the pandemic on your organization's digital transformation plans? >> We've seen a massive growth actually in a digital business over the last, 12 months, really, even in celebration, right? Once COVID hit, we really saw that in the 200 countries and territories that we operate in today and service our customers, today, that there's been a huge need, right? To send money, to support family, to support, friends and support loved ones across the world. And as part of that we are very, honored to get to support those customers that we, across all the centers today. But as part of that acceleration we need to make sure that we had the right architecture and the right platforms to basically scale, right, to basically support and provide the right kind of security for our customers going forward. So as part of that, we did do some pivots and we did accelerate some of our plans on digital to help support that overall growth coming in and to support our customers going forward, because there were these times during this pandemic, right? This is the most important time. And we need to support those that we love and those that we care about and doing that it's one of those ways is actually by sending money to them, support them financially. And that's where, really our part of that our services come into play that we really support those families. So it was really a great opportunity for us to really support and really bring some of our products to this level and supporting our business going forward. >> Awesome, thank you. Now I want to come back to Gustavo, Tom I'd love for you to chime in too. Did you guys ever think like you were, you were pushing the envelope too much in doing things with data or the technology that was just maybe too bold, maybe you felt like at some point it was failing or you're pushing your people too hard. Can you share that experience and how you got through it? >> Yeah, the way I look at it is, again, whenever I go to an organization, I ask the question, hey, how fast you would like transform. And, based on the agreements from the leadership and the vision that we want to take place, I take decisions. And I collaborate in a specific way now, in the case of COVID, for example, right. It forces us to remove silos and collaborate in a faster way. So to me, it was an opportunity to actually integrate with other areas and drive decisions faster, but make no mistake about it. When you are doing a transformation, you are obviously trying to do things faster than sometimes people are comfortable doing, and you need to be okay with that. Sometimes you need to be okay with tension, or you need to be okay debating points or making repetitive business cases until people connect with the decision because you understand, and you are seeing that, "hey, the CEO is making a one two year, efficiency goal. "The only way for us to really do more with less "is for us to continue this path. "We cannot just stay with the status quo. "We need to find a way to accelerate the transformation." That's the way I see it. >> How about you Tom, we were talking earlier with Sudheesh and Cindi, about that bungee jumping moment. What could you share? >> Yeah, I think you hit upon it, right now, the pace of change with the slowest pace that you see for the rest of your career. So as part of that, right, that's what I tell my team is that you need to be, you need to feel comfortable being uncomfortable. I mean, that we have to be able to basically scale, right, expand and support that the ever-changing needs in the marketplace and industry our customers today, and that pace of change that's happening, right. And what customers are asking for and the competition in the marketplace, it's only going to accelerate. So as part of that, as you look at what, how you're operating today in your current business model, right. Things are only going to get faster. So you have to plan into a line into drive the agile transformation so that you can scale even faster in the future. So as part of that, that's what we're putting in place here, right, is how do we create that underlying framework and foundation that allows the organization to basically continue to scale and evolve into the future? >> Yeah, we're definitely out of our comfort zones, but we're getting comfortable with it. So, Cindi, last question, you've worked with hundreds of organizations, and I got to believe that, some of the advice you gave when you were at Gartner, which is pre COVID, maybe sometimes clients didn't always act on it. They're not on my watch for whatever variety of reasons, but it's being forced on them now. But knowing what you know now that we're all in this isolation economy, how would you say that advice has changed? Has it changed? What's your number one action and recommendation today? >> Yeah, well, first off, Tom just freaked me out. What do you mean? This is the slowest ever even six months ago I was saying the pace of change in data and analytics is frenetic. So, but I think you're right, Tom, the business and the technology together is forcing this change. Now, Dave, to answer your question, I would say the one bit of advice, maybe I was a little more, very aware of the power and politics and how to bring people along in a way that they are comfortable. And now I think it's, you know what you can't get comfortable. In fact, we know that the organizations that were already in the cloud have been able to respond and pivot faster. So if you really want to survive as Tom and Gustavo said, get used to being uncomfortable, the power and politics are going to happen. Break the rules, get used to that and be bold. Do not be afraid to tell somebody they're wrong and they're not moving fast enough. I do think you have to do that with empathy, as Michelle said, and Gustavo, I think that's one of the key words today besides the bungee jumping. So I want to know where's the dish going to go bungee jumping. >> Guys fantastic discussion, really. Thanks again to all the panelists and the guests. It was really a pleasure speaking with you today. Really virtually all of the leaders that I've spoken to in the Cube program. Recently, they tell me that the pandemic is accelerating so many things, whether it's new ways to work, we heard about new security models and obviously the need for cloud. I mean, all of these things are driving true enterprise wide digital transformation, not just, as I said before, lip service. Sometimes we minimize the importance and the challenge of building culture and in making this transformation possible. But when it's done, right, the right culture is going to deliver tremendous results. Yeah, what does that mean getting it right? Everybody's trying to get it right. My biggest takeaway today is it means making data part of the DNA of your organization. And that means making it accessible to the people in your organization that are empowered to make decisions, decisions that can drive new revenue, cut costs, speed access to critical care, whatever the mission is of your organization. Data can create insights and informed decisions that drive value. Okay. Let's bring back Sudheesh and wrap things up. Sudheesh, please bring us home. >> Thank you. Thank you, Dave. Thank you, the Cube team, and thank goes to all of our customers and partners who joined us and thanks to all of you for spending the time with us. I want to do three quick things and then close it off. The first thing is I want to summarize the key takeaways that I had from all four of our distinguished speakers. First, Michelle, I will simply put it. She said it really well. That is be brave and drive. Don't go for a drive along. That is such an important point. Oftentimes, you know that I think that you have to do to make the positive change that you want to see happen but you wait for someone else to do it, not just, why not you? Why don't you be the one making that change happen? That's the thing that I've picked up from Michelle's talk. Cindi talked about finding the importance of finding your voice. Taking that chair, whether it's available or not, and making sure that your ideas, your voices are heard, and if it requires some force, then apply that force. Make sure your ideas are heard. Gustavo talked about the importance of building consensus, not going at things all alone sometimes building the importance of building the quorum. And that is critical because if you want the changes to last, you want to make sure that the organization is fully behind it. Tom, instead of a single takeaway, what I was inspired by is the fact that a company that is 170 years old, 170 years old, 200 companies and 200 countries they're operating in. And they were able to make the change that is necessary through this difficult time. So in a matter of months, if they could do it, anyone could. The second thing I want to do is to leave you with a takeaway that is I would like you to go to topspot.com/nfl because our team has made an app for NFL on Snowflake. I think you will find this interesting now that you are inspired and excited because of Michelle's talk. And the last thing is please go to thoughtspot.com/beyond our global user conference is happening in this December. We would love to have you join us. It's again, virtual, you can join from anywhere. We are expecting anywhere from five to 10,000 people, and we would love to have you join and see what we've been up to since last year. We have a lot of amazing things in store for you, our customers, our partners, our collaborators, they will be coming and sharing. We'll be sharing things that we've have been working to release something that will come out next year. And also some of the crazy ideas our engineers have been cooking up. All of those things will be available for you at the Thought Spot Beyond. Thank you. Thank you so much.

>> From around the globe. It's theCUBE with digital coverage of Red Hat Summit 2020 brought to you by Red Hat. >> Welcome back, I'm Stuart Miniman and this is theCUBE's coverage of Red Hat summit 2020, 7th year we've been covering the event of course, one of the differentiators this year is it is a virtual event. We're bringing a Red Hat executives, customers and partners from where they are around their globe to this digital event and really happy to bring back one of our cube alumni is also one of the keynote speakers. He's got a new role but lots of technology to share. Matt Hicks, the SVP of product and technologies with Red Hat. Matt, thank you so much for joining us. Normally we'd all get together. You and I are even geographically relatively close to each other, but of course today as we've said many times, we are together apart. So thanks so much for joining us. >> Hey, thanks for having me. >> All right, so compared to some say it, the company that owns Red Hat, IBM, you're a relatively short timer with Red Hat you only been there for 14 years, Matt, but we, we've talked to many times OpenShift. One of the big things we talk about with you over the last few years, you're one of the founding members of that team, but before we get into it, you've got a new role, the product pieces we said you're kind of stepping up, filling in for the shoes that Paul has, As Paul now says steps up to the CEO role. So tell us a little bit about what that means for you and your your organization. >> Yeah, sure, so you're right. I used to run an engineering for Red Hat and now I have the scope of engineering and the business and our support organization so previous role and it's a great opportunity. I'm excited about emission I've been at Red Hat 14 years. I was actually at IBM prior. So the combination asking pretty significant there. But it's, it's just the neat opportunity. I love being able to, to focus on the entire portfolio for example how it's impacting customers. Especially right now this is tricky time right now for a lot of customers I think Red Hat we're doing our best to make sure we have that value them just to sort of get through the crisis bench form. >> Yeah, absolutely Matt. We usually, when we're looking at a keynote, it's celebrating some new announcement, talking about the culmination of these things and there's a real effort of course, to set a nice balanced tone here. Of course you've got lots of critical companies that rely on Red Hat technologies, on your partner solutions to make sure things work. So, bring us in a little inside basically the organization and how you're helping your customers. I know in these challenging times. >> Yeah, I know this year didn't make a big push and PR who fluff hall all the work. Really proud of that work, but it just, it wasn't the right time to have that focus on product releases. That said, if you look at our customer base there pretty split right now. We have a large part of our customer base they are folks centers weathering the storm right now, and a lot of that work is it's cost savings, it's efficiency it's actually I'm doubling down on their data centers where they've got to go back to things that they own and down that side we'vethrown a whole host of efforts setback from extending our support services. We've gone through extending our product life cycle so customers don't get and then having to do an upgrade right now. We're working with Ansible and with RHEL just in and how we can help customers save and get through it sort of in the way that they want. On the other side though take some industries, whether they're developing a vaccine or shipping, they say there exploding like they need to scale and push and we're making sure that we didn't hold back any technology. 'Cause the toughest thing would be to say, "Well, okay, let's take in OpenShift." We have new serverless capabilities or pipelines. We didn't want it take any of those pieces away from the customer that might be needing to scale 500% right now, but it, it is it's a challenging time. We sort of have helping customers is either end of a really, really wide spectrum. And the good news though we have I think we have good solutions on both album through, but it is a unique experience for me. And as long as I've been in then sure I haven't quite seen as much of AI, I divide. >> Yeah, it's really Matt, I think back to I was working in the tech vendor community back when 9/11 happened and some of the rallying of the community but this has a personal impact for everyone, it's 9/11, it was kind of everybody went home for a day and then rally the troops. You didn't make a big deal of it, but you made sure you helped those customers. Today, this has such a wide impact and yeah, as you said but very unique time that we're living in here. One of the messages you talked about in your keynote is was really emphasizing message we've heard for Red Hat for a number of years. Talking about how your solution really everywhere. Even more than ever. Some of the stories you hear about where technology is accelerating, of course things like work from home. But also customers that are doing digital transformations or I've been looking at cloud adoption, sometimes those things, they need to move through some of the last few steps even faster because they can't touch the gear or they can't access stuff. Or I need to got that automation going even faster so that we can leverage it. So help us walk through a little bit. Yow know where are your technology pieces are OpenShift some of the other technologies that are so critically important for customers today. >> Yeah, you touched on a lot of areas and I would say we probably saw this start and certainly been amplified and just worldwide importance with Telecom. Telecom providers as they've pushed towards things like 5G it's it's not the traditional like you have one data center type thing play and that's what you think troll and whether you call this edge or anything else that relate. You have these multiple tiers of infrastructure and they run it massive scale. And so they wanted one technology platform that could run it was close to the user as possible. And I run into a bunch of different form factors and footprints and also and that's where we really started working with the Telecom providers on OpenShift and taking some of the experience. We certainly work a lot with them with OpenStack for networks, but as things got closer to the edge that pushed to OpenShift was pretty prevalent. We are now seeing you mentioned it where I think customers, a lot of customers are being forced into the digital transformation journey right now I really like, well, everyone's home. How do you serve your customers with this? And they're really that last mile of changes is coming very quick to them. And I think we're seeing a lot of similarities with that technology based, right. The same challenges that the telecom providers had can be applied to other industries, whether it's manufacturing, others in this generally we call it like it's that edge focused area you don't have and infrastructure that runs in one place, you're having to aggregate a lot of it we call this our hybrid cloud work and OpenShift is really Red Hats hybrid cloud. >> Yeah, so often we talk about some of the hype that goes around certain words. I think about cloud-native we've been talking about cloud for so many years out of close partners with all the various solutions out there. When things need to get done, how does it help businesses? How does it help IT reacts to the business and how do we make sure we stay in business? So how was that conversation of cloud-native changed and where's Red Hat sitting in that discussion? >> Yeah, I think not the best circumstance, but I think one of the things that's been really prevalent is when you see this pull back in some way basis to data centers, that conversation about did I build my apps to a standard that I've got it costs, can I move them to a lower cost center structure for me? Like right now, in a week for two weeks. Yeah, that's becoming pretty critical where, we've believed in that model for a long time of whether it's cloud native services building them to a platform that gives you that flexibility that has become a pain point for customers right now. And one of the nice things we've seen this in some government services where if they're built on OpenShift even on premise, they're on the other side of that, where they're having to scale these services massively, they're able to take the same app, same platform, go out to public cloud providers actually help fulfill that scale. Customers, I think that built to that pattern. If they're contracting for a bit or doubling down on their data center, they have the same thing. They can pull back from the public cloud if they need to, but that, that app affordability has gone from being real like secondary, tertiary concern to being a critical aspect of cost savings or just a lot of enterprises right now and in a shockingly short period of time. >> It's interesting when you talk about engineering groups and how they're building product. Most of the development teams I talked to, we're distributed before this event happened. And yes, there's some adjustments that need to happen. I think Red Hat has some almost unique capabilities compared to some others out there. Because, not only do you have your development teams, but of course everything that Red Hat is doing is open source. So I'd love to hear your viewpoint as to, as you think about your product roadmap and what's going to happen in 2020, how do the communities and there's been a number of course key acquisitions that Red Hat has done over the years. Talk a little bit about that dynamic and how much this affects what's happening and how this helps Red Hat both put together the products and the portfolio that it offers. >> Yeah, I think you're right, We're, we are incredibly lucky just business model wise and even as a starting where on the engineering team over half of our engineering team is remote to begin with. And then on top of that, we work with open source communities where we're still just the minority presence in most of those. And so you're working with team members that you've never met. So you could say, the bulk of the work that we did was really distributed. So it wasn't just a huge system shock. Everybody stay productive, stay from home. The second part, that was great our strategy overall, it really doesn't change for us because we're, we're seeing a lot of pressure applied to it where customers maybe a three year plan to get there is becoming their six months plan. But in terms of running infrastructure in these combinations being able to run it in your data center, being able to scale off public clouds and do that consistently, that hasn't changed for us. We are refining areas of making sure that we contributed really double down on infrastructure, mission critical infrastructure like telecom's right now because they're certainly going through the scale there going to push for things like 5G we want to make sure we're doing everything we can for that. Well, we were already working pretty closely with them, so not a huge strategy shift for us. It's okay, how can we just really focus these on the value that customers need right now. We're excited about if you look in the efficiency areas in these combinations, what we're doing with Ansible it's pretty critical to users. Like if you take a real user that's running a data centers worth a year and they need to remotely be able to manage it, control it, optimize it to see you can't get people there. great solutions around around and so we're, we're really pushing down that path. Then if you look at other areas, like with OpenShift, some of the management work group I've been doing, or the scaling areas, if you go through serverless models or pipelines, if you're in the shipping industry or you're in pharmaceuticals working on vaccines, they have massive scaling needs right now. And so they're pushing very hard on and that's what a new technology has reached. All right, there is one technology area that I'd love to get your view. Well, you talked a little bit about in the keynote, definitely plenty of breakouts and we actually have you've interviews digging into of course, current eddies, the latest is going on with OpenShift and a big piece is the virtualization with OpenShift virtualization. As I mentioned at the beginning, you're one of the founding members of the OpenShift team. So as you look at, bare metal virtualization painters were at VMs public cloud on premises. Give us your viewpoint as to where we are in 2020 and how some of that journey has changed over time and how Red Hat might have a slightly different view of how things should be built and where the future should go compared to others in the industry. >> Yeah, really excited about this area because if you look at Red Hat sort of view on this is that we can run Kubernetes sort of as the thing that directly runs on Linux and Bare-metal and for us that's OpenShifting RHEL and it's, it's very powerful because if you look at what virtualization came from, it was machines got really, it's strong and so we needed to carve them up into smaller pieces, make it manageable, that's what Linux containers do is they take a machine they carve them up into these units and let you use all of the power on the physical hardware and we know this world from RHEL for us, that's what Linux does it lights up hardware. So I think the norm in the industry for the last yours years was people would still carve up machines with virtualization, then they would run containers on top and virtualization was sort of your main substrate and there were some challenges with that. The containers it's harder for them to move across those boundaries like BMS isolated for a reason we actually think, and it was an upstream project called KubeVert. Again, we saw this in the telcos pretty early where they were putting OpenShift on bare metal on gear itself, and they were driving to run virtualization inside. And then really you have the flexibility of containers carving up the hardware and we need to bring VMs in. We can run VMs inside of it containers and that it's the opposite of how most people think about it. But it, it gives you the best of both worlds. 'Cause we look at Kubernetes it is sort of that next generation infrastructure layer and you can fit VMs very nicely into that. That's what we're doing with container-native virtualization it gives you a good cost benefits on that. And also if you're going from a virtualized world to a container world you're optimizing towards that destination with OpenShift it's just, it is neat technology 'cause I think most customers they still have a ton of VMs out there. So even if they're bought off on an OpenShift path how do they bring VMs into that story? And so that as of now that's something we're enabling them to be able to do. Cool technology, I mean I'm excited about that. And again, it has a great telco focus for us right now, but I think this is one where it'll have broad reach cross enterprise users to just that are already down this journey and need to accelerate it for cost savings. That's great solution there. >> Yeah, definitely from what I've learned, it's pretty empowering to really help that application development team understand really those cloud native architectures if you will. One of the challenges of VMs was used to just kind of stick the application in there. I think about it anymore and that does not meet where really companies are going. It's all right, Matt, I got to ask you the last question. Since you own product and technologies, talk about some of the tough areas. Where is Red Hat really working with the community to help really improve things for the ecosystem and for customers as you look out through the rest of the 2020? >> Yeah, I think looking out for the rest of 2020 it's sort of, it's picking focus areas because that the most challenging thing the nice part especially at Red Hat too, there is a ton of goodwill. What can we jump in help can we do and when we looked at it, a lot of our customers, they're doing awesome thanks. And they're sort of in the middle of the crisis. So a big part of our focus then making sure we help them. One of my friends favorite stories, it's close to really like Red Hats ethos is a Medtronic, they're a ventilator. They manufacture ventilators, they open source there are ventilator designs so that companies like Ford or Telsa could actually they're retooling their factories to build them Medtronics open sources so they can actually get the designs to build. When we see those things it's just awesome. Like those are great like that is what for us opens spaces is build on and we are really doubling down to make sure that whether it is a support case or bug or problem where we have to jump in and give them engineering expertise to help them scale. That has been our focus probably for most of 2020. In doing that well, I think our challenge our hard part is just bringing focus from all of them, little things we can do, to what are the things that are going to have the most impact right now, which is, it's tough but we have a lot of them. Like on the technology side, we have the virtualization areas. Some of the, the workaround cork is like, how do we bring Java workloads into this Kubernetes world? Like really good things there, but I'm sure what we know right now we'll unfortunately it probably change again and another couple of months. We just have to he really flexible, keep prioritizing focus on it. >> Right, well Matt Hicks taking a new leadership role is always challenging especially in these times. So I want to wish you the best of luck and of course thank you to the team. We always really appreciate the partnership with Red Hat to be able to share this content with the communities. Always good to talk to you man. >> Sounds good, it's great talking to you too. And maybe next year we'll be back to the in person. >> Absolutely. All right, watch more coverage for Red Hat summit 2020 I'm Stuart Miniman and thank you for watching theCUBE. (upbeat music)

>> from our studios in the heart of Silicon Valley, Palo Alto, California It is a cute conversation >> run. Welcome to this cube conversation here in Palo Alto, California. I have remote. Sarah Varney is the chief marketing officer Tulio Company. We've covered for many, many years one of the most successful A p I now public company. Um, Sarah, welcome to the Cube competition. Good to see you remotely. You're in San Francisco? Were in Palo Alto. Um, thanks for coming on. >> Yeah, thanks so much for having me. >> So you guys have been really a powerhouse company? Twilio. We've been following the rise and success. It just seems just success that the success of success go public stock keeps growing. Big acquisition would send grid for $2,000,000,000 in October. We covered that, but really kind of reading the tea leaves and connecting the dots. It's really the continued evolution of Cloud sas, where AP eyes are becoming Maur and Maur the lingua franca for the next generation way. That's coming, but is going into a whole nother direction. You guys are a big part of that. You're the chief marketing officer. It's >> a hard >> story to tell because it's it's kind of under the hood nerdy, but it's also really big business benefits. So as the c m o. How do you get your arms around that you've been in the business for a while? Take him in to explain the strategy around how you're handling. That's Willie. Oh, Marketing. >> Sure, Yeah. I mean, I do. I agree that, uh, you know, Tulio is >> very much an ingredient brand, but at the same time, everyone is interacting with with in some cheaper form, probably every day, whether or not they realize it or not. If you're getting an appointment reminder from your >> dentist's confirming an appointment, that's probably Tulio behind the scenes, >> if you are communicating with your uber driver to say that you are headed outside that is normally powered by Coolio technology. So even though it might be, ah, technology that exists lower in the stack and something you might not physically see, it is very much something that people everywhere getting every day and you know our goal really is to Leo is to make sure that we're helping companies across the globe from all different types of industries, of all shapes and sizes. to bridge the communication gap with their customers. You know, every day there's a new channel to keep up to speed with. There's a new way that people are customers that are demanding Thio be communicated with. And we want companies to be out in front of that s O that you know, they can connect with their customers on any channel, if that's what's up. If that's SMS. If that's voice, if that's even fax, we want to make that ah possibility. >> I love the Positioning Cloud Communications Company. That's kind of what you guys Air Corps, because you're bringing it all together. And I think you know, the mobile Revolution, starting with the iPhone and 2007. You look at that as a seminal moment and you say OK, mobile device. It's a phone, It's a computer. It's got applications on it. This is a device that's unique to the rest of the infrastructure, but developers and your programming on it, and those things all integrate together. That's where a lot of people kind of saw that for the first time. Then you add cloud to it. Amazon, Microsoft and Google, the top three Amazon dominating really kind of brings a P. I focus even more to make these service's. These Web service is go to a whole nother level on dhe. That's the big wave that we're seeing. I'd >> love to get >> your thoughts and you worked at salesforce dot com, which really pioneered sass. And they were the first real cloud company before you started to see Amazon really cloud infrastructure to service. So Platforms asserts and suffers of service evolve. You were there early. You had a lot of experience working with AP Exchange APP stores early on its sales force. How does that compare to now? What is the trajectory and how does it all connect? >> Yeah, I mean, I think that when I, you know my joke is always that when I started on the APP exchange, its sales force, the Apple App store didn't even exist. So the explosion of mobile devices was just we weren't even. We weren't even there quite yet, and I was working with Iess V's Thio to help them. I think about how they could launch big businesses in the cloud on, I think at that point people were were rotating hard away from the world of on premise, which required a ton of investment of a hardware perspective and service's perspective, and in the process of that, rotated very almost overcorrected towards package solutions. And I think over the last few years what we've seen and something that Tulio is definitely behind and you could see in the vision of our product roadmap he's coming back to the middle, where you have the benefits of the cloud, the speed, the ability to stand something out very quickly. But you also have unlimited customization ability, and you can really put that Theobald ity to build palette for applications that bring the best of different solutions in different applications through a p. I's in the hands of of your developers. Sorry. Go ahead. >> I think that's a great point. I want to just double down on that for a second and ask you how you guys are seeing the developer traction on this because one of the core things that were been reporting over the past couple years this year in particular is the rise of things like Kubernetes Cloud native, where developers now have a seamless way to program the infrastructure, the hard stuff. So you're seeing a faster development cycle for those application developers. Is that where the customization piece comes in? Is that where you guys see that connection point? And what does that mean for customers? >> Yeah, I mean, I think that's part of it. But at a higher level, we really want to empower developers. You create a custom connected journey across >> all different parts of how our customers interacting with the brand. You know, >> if you think about I. I had a recent incident with an airline that will remain nameless, but I I left my laptop on a plane in to get that laptop back. Took multiple calls. Thio the customer service desk. I was bounced around to a bunch of different people. The tracking of that computer was a near impossible. At one point, it traveled from New Jersey, Thio Ireland. You know, there was just so many different points of that journey where there was disconnection and I began to lose trust in this the ability of this customer service department, uh, you know, this This company had an A P I based approach. They could bring all of the data from these different systems from there. >> Your pee from their serum, you know, from their shipping vendor all in one place. And I wouldn't have had that that experience with that particular airline. >> So if you see a P Eyes is a data connector model, really, connecting data sets together fast and easy. >> Ideo. I think it's a way I think developers love working in AP eyes because they can bring all the they can pick the best of breed solutions and bring over that data into one customer united customer experience so that your customer doesn't have >> to do that heavy lifting. It's all there for them. >> You know, one of the things you see from companies like Salesforce pioneering the early days of Assassin Cloud. I mean, even Andy jassy it Amazon many times, and he always uses the expression that they use the Amazon cold you got. You have to be misunderstood for a long time. If you want to be a leader in an emerging Newmarket. You guys that twilio kind of have done that and continue to surpass expectations because you've been kind of skating to where the puck is now, which is the cloud Native Wave. Third party applications, Coyote security all kind of come together for developers. So as a company that's been different and been disruptive as the c m o. >> How do you >> take that? Uh, that that vision in Montreat the next level as you market the solution because you are kind of different. You are not new per se, but you're a new way to create value for customers. How do you go out and tell that story with some of the marketing things that you do? Um, take that twilio to the next level. >> I mean, I personally, in >> my experience, I think, uh, the easiest marking jobs are the ones where you have amazing customer stories and there is no shortage of amazing innovation and our customer base on. And, you know, I think if you think about the companies that are making the news, if that's lift, if that's, you know, cos like Airbnb, they're not. If you think about their business, they're not inventing something. Brando. The Hoover didn't invent the taxi, uh, air being beaten and then a hotel room. But they invented a new way to consume their product to communicate around their product. And, you know, I think it's very easy to show the power of Tulio and how we've evolved through some of these these customer stories. And it's not just the kind of Silicon Valley fast growing, you know, start ups that we're all familiar with here, just just living and being located in the region. But, you know, we're starting to see this more and more in the enterprise as well. Ah, and people really hardest in communication to make sure that that they themselves are not disrupted. >> Yeah, of course. We love that. The enterprise high we've been doing for 10 years now. Everyone talks enterprise because the confidence of consumer ization of I t. Is happening. It's the lines are blurring. Share some customers successors because I think this is a great, great example of just great marketing that the customers do the talking for you. You always got to do this thing. You know the standard operational things and have some a text back and all that good stuff. But at the end of the day, when you have your customer sharing their success, that's really the ultimate testimonial. So share some cool examples of notable customers, if you can. >> Yeah, well, look I mean, we have a wide range, I'll tell you. Three Medtronic, one of the largest medical device companies in the world. They provide a solution for Type one diabetes. They provide a pump that is constantly monitoring the glucose levels in someone's blood. What they've done with Julio's. Now they're layering on messaging capability. So if someone's glucose levels all to a level that's unsafe, they could be messaged. And you know, this is not just for the patient. But if you think of a young child who suffers from Type one diabetes, this could be a very stressful situation for their parents and their caregiving team. And now that team can constantly be in the loop, and they don't have to worry if they are at work and wondering, you know how they're chai that was doing at school. Or, you know, if they're on the soccer field and concerned about you know how, uh, their condition could be affected by them. Participating in that sport s so completely different from your more, um uh, straight down the middle startup that we see here in the Valley. >> So basically, messaging is to keep value. It's not so much a tech thing. It's more of a the outcome. It's a critical service piece toe. Have those kind of real time communications? >> Yes, absolutely. Because, I mean, if you think about >> it monitoring your your, uh, glucose levels, that's not a new phenomenon. People have been doing that for years, but layering on communications on top of this has brought a real time element Thio monitoring this, uh, this condition and has liberated people with this condition so that, you know, they can get back to the things that they've always going to do without having to worry about. You know, the state of their health. It's gone. >> It's like infrastructure is code for devil up you guys air for communications. You make it easy to do that for things like that. Talk about the impact of scale over the years because now you know, we're seeing the data tsunami happen Every day I ot devices air coming on. Everything's got. Ah, a sensor on it. You got doorbells. You got everything out there now has got an I P address and connected in that could potentially be a messaging unit of of data. This is just getting massive. How you guys see scale? And how do you guys getting around the next wave on that piece? >> Yeah. I mean, I think one of the >> huge benefits in working with polio is our super network. So we're constantly maintaining relationships with all the key carriers across the globe to make sure that we can get deliver our to our customers the best routes. And so that means also that they can stand up business virtually anywhere across the globe, a cz, their entry in new markets and coyote. This is especially true for anyone who is in the eye ot space. If you think about the dock Ellis category, companies like lime, uh, who are, you know, delivering rental bike service is where and you know, a market where market share just grabbing as much market share is possible. It seems to be the name of the game. They're able to partner with Julio in bed sim cards and all of their bicycles, and now be able to you track all of those all of those bicycles across the globe as well as scooters. Ah, and then take that information, uh, figure out how customers are engaging with their product and ultimately build a better solution. Long term, >> real time messaging will never go away as values. I see just like data. So it's gonna get faster and larger amounts of messaging making sense of it. Do. The heavy lifting is great story. You guys done a great job. Thanks for coming on and sharing your perspective. Get the plug in for twilio real quick. What's new with the company employees out? See the public companies? You really can't talk about futures, but what's on your plate? What's on the horizon for Tulio? What's the update? >> Yeah, I mean, the company is >> growing extremely quickly. We're really excited about the context, but center market especially. We launched our flex contact center Solution, uh, was made generally available just this past October. On a CZ you've mentioned we're super excited to welcome sing grid into the family of products you know, really, round out our full set communication in the eyes of people communicate with their customers in any way possible. And I would be, uh, it would be a crime for me, not to mention our user conference coming up this August August 6th and seventh at Mosconi West and that's called Signal s O. I highly encourage you to attend. It's a great opportunity to hear from experts in the communications space and also our customers. >> Well, we love the name signal. Extracting the signal from the noise was our original kind of tag line. Really appreciate it. And with all those customers, must be a hard challenge to have a cup conference, doing the keynote selections and figuring out what to do. What you're gonna have breakout sessions. Just get a little more detail on the event. You're gonna see the stage and customer story's going to break out sections. What's the format for the event? >> Yeah, so it's It's a two day, um, session. At most witty West. We have a number of breakouts. We have hands on training, which we call super class. We have, uh, keynotes. Last year we had an interactive performance with the band. OK, go. Uh, we had the creators of Westworld onstage. Geoff Lawson, our CEO, always kicked the Hoff ER, and it's just a great, exciting two days on, and we also this year, given that were hosting it during the summer time frame, we have ah camp experience for your children. And if you're looking to combine it with a summer vacation so we're super excited about signal, it's, uh, it's, Ah, two of my favorite days of the year from, Ah, Giulio perspective. And I'd love for everyone to come join us. >> We got a great customer success over the years, and great names congratulate Sarah. Thanks for been the time here in the Cube. I'm John Furry here in Palo Alto. Ceremony the chief marketing officer with Julio in San Francisco via remote. Thanks for watching this cute conversation.

>> Announcer: Live from Las Vegas, it's the Cube, covering VMworld 2017, brought to you by VMware and its ecosystem partners. >> Welcome back everyone live, here in Las Vegas from VMworld 2017, I'm John Furrier of the Cube, live coverage of VMworld 2017 with my cohost Dave Vellante, next guest Dom Delfino, senior vice president of sales and systems engineering, Cube alum, great to see you, welcome back. >> Thanks guys, good to be here again. >> RAC are covering VMworld, the ecosystem has been a little tide goes out, tide comes in, real clarity this year, cloud, you want it on private cloud, public to private cloud or Amazon. >> Dom: Right. >> Any questions? >> Dom: Exactly. Clear. >> This is the vision coming to fruition. This is what you're seeing this year at VMworld. I think in particular when you talk to the customers, they're now in a state of cloud reality. There was sort of this big rush, I'm going to try to move as much to the public cloud as possible and then in terms of the scale they got there, they start to have then challenges on that side, they realize, I need to have a dual strategy. I need to have a private, a public, a hybrid strategy. I think you see all the announcements that we've made today, with DFC on AWS going live now, with more coming around the world in different zones as we progress throughout the rest of the year and into next year, as well as all the service offerings we just announced, Wave Run is a service, VRNI is a service, NSX is a service, app defense, which is our latest security strategy as well. Customers really see how it comes together now and they want to go down that journey with VMware. >> It's important too to clarify, I call the high level messaging, so it's got clarity, but also VMware and ecosystems has a lot under the hood and it can get very technical, so you got to balance the speeds and feeds to feed the red meat to all the practitioners and then the high level. I got to ask you the question because people that are sitting out there on this cloud reality that you mentioned, they don't have a lot of people sometimes. Someone's got to implement this stuff, automation's coming, okay I get that, but getting to the cloud is not easy. I still got to run my shop, what is that operational reality right now because cloud reality, okay I get it, but now I got to turn my on premise into a true private cloud with a new operating model, new practices, how are the VMware customers dealing with that? >> I think that's part of moving away from the legacy as fast as you can or at least where you have to keep it, you've got to sort of isolate it and put it in a corner because it's the legacy that's holding most of us back, right? Because I got to understand how to run the legacy, keep the lights on, that takes 20, 30, 40, 50% of my time, depending on the customer, depending on their infrastructure at the same time I've got to retool my skills, I've got to retool my tool kits that I use, my run books, my operational processes, but now they at least have a direction to build to. All the customer meetings we're having here today it's about software defined. How do I build this abstraction layer? Okay we've been doing this with VMware for years on the compute side, many of them have ventured down the journey with us on the NSX side, we see 10,000 customers roughly on the VSAN side as well and that's about putting together, putting the automation tool set around it and really building that same experience that they can get in the public cloud, which it's fast and it's easy on their on prem data centers as well. Sometimes there's many reasons to retain on the private side, data sovreignty, intellectual property, all of those things as well. I think that's where the customers are in the journey right now and it's now they feel comfortable with the direction and they're going to adopt quickly. >> I like this idea of cloud realities. We've been talking on the Cube today about configuring the cloud to the realities of your organization's data. You're talking about governance, security, data locality, etc. so it really comes back to a data challenge. You can't just take all your data and shove it up into the cloud. What are you seeing from customers in that regard? >> I think there's a regulatory component to that as well, particularly if you go overseas, to Europe and Asia, there's a lot more challenges around that as well. I think what you're seeing is that customers recognize the fact that not everything is going to go into the public cloud at this point, so they're really prioritizing, burstable work loads, temporary work loads, definitely a prime opportunity to put in the public cloud. New application development, definitely a primary opportunity to put in the cloud. If I'm in the health care business and I have to retain health care records for x number of years and I'm responsible for HIPPA compliance around them, maybe not something that I'm just going to shove up into the cloud today. It's use case specific depending on and application specific, depending on the vertical industry, the customer resides in and depending on where they are in their journey to the cloud as well. >> You've got a lot of momentum in your business right now. Basically you're on fire. We talked about the cloud realities, that's part of it. The AWS announcement last year, even though it was a year ahead of time, gave a lot of clarity to people. How much of the momentum is due to those factors? Again, the cloud reality, the fact that people are now more comfortable with your cloud strategy and saying okay, I'm willing to make maybe a multi-year commitment with VMware. Is that a factor? >> It is a factor, it is a factor and I think the two remaining components, accelerating and capturing momentum in the market of our SCDC strategy being VCN and NSX has also helped that reality come to fruition for customers as well. It is software defined, we've been talking about software defined data center for a long time, like everybody else in the industry, we talk about things sometimes a lot sooner than they come to fruition, but now that they put together VC ware with NSX with VSAN, and they say hey, I can actually build a private cloud that's fast and easy, which is the reason a lot of my IT people or my application developers were going around me, because the public cloud was faster and easier. Wasn't necessarily cheaper, but it was definitely faster and easier, now customers who've been on that journey with us for the last year realize they can offer the same thing on prem as well and take advantage of both. Does that make sense? >> Yeah. What's the biggest walk away for you right now, looking at VMware, if you had to talk to customers that are not here and looking at the online coverage, certainly Twitter you'll bump into a lot of Cube coverage and lot of pictures, lot of architectural slides. What's the big walk away so far, day one? >> I think tremendous innovation is the big walk away. In many different categories coming forward, you'll hear another big announcement tomorrow coming up in terms of what we'll be doing in conjunction with one of our sister companies in the application development world. But also about taking security to the next level with app defense, so microsegmentation has become fairly ubiquitously known within the industry now, how do I take that into the guest, into the operating system, into the application layer? How do I secure those things as well? You see a lot of customers getting hit with ransomware attacks this year, those are big reality checkers for you if you're the one sitting behind the keyboard that's got to defend your environment against that and rebuild it and I think they really see VMware continue to push the envelope to develop very innovative solutions to these approaches that are very cost effective and that are also very high performance. >> Personal question, as you're out in the field talking to customers, you've been in the industry for a while, you've seen the waves. What's the biggest thing that you notice, observe out there right now? What's happening? Share some color with the landscape in the marketplace. >> I think there's some good recognition from customers around the type of operational transformation that they're going to have to go through in this journey. It's not about the network independent from storage independent from security independent from computer anymore. Infrastructure is one entity, that's the way the application owners and the application developers view it and want to consume it, that's the way that infrastructure teams are going to have to deliver it. I think there's a lot of recognition of that. I think there's recognition that the security problem is bigger and badder and worse than ever and it's not going away any time soon and there's sort of no magic box. If there was, you'd pay a lot of money for it to make your problems go away, but it's really something that has to be ubiquitous. Infosect policy has to be aligned with infrastructure security implementation. I could have the greatest policy in the world, if I can't actually implement it, I'm not going to get the benefit to that security there. I think those are some of the things as well. I think sort of the container world is going through a little bit of the post high upcycle, what's the reality check of that environment as well right now, we saw this with open flow and SDN five and six years ago. >> John: Saw it on big data with Hadoub. It's so expensive to run, why even do it? At some point, it can be total cost ownership and ease of use, old school topics. >> We're well into production ready phase of software defined networking. We're well into the production ready phase of software defined storage and hyperconverge infrastructure we need to take containers into that next phase as well. >> Bottom line, what does cloud ready mean to an enterprise these days? >> Cloud ready means that application, that work load is portable and I can deliver the same level of availability, service and agility, whether it's in the public cloud or whether it's in my private data center. Or I move it back and forth between both. We're certainly excited about the momentum we see with our customers, I think you can see and hear the buzz around VMware going on this year and I think it's the best it's been in a few years. >> You run the SE team as well right? >> Dom: Yes I do. >> How does that work? SE's are like the Navy SEALS John always talks about on the beach, they, >> I like to call them the conscience of the sales force. >> There you go, right. Customer trusts them, but at the same time, they understand the customer requirements at a very deep level. How are they organized? How do they fit into the partner ecosystem, maybe you could explain that a little bit. >> Yeah I think traditionally we've organized our SE's, aligned them with product categories, so I've got networking and security SE's, I've got cloud management, automation, orchestration SE's and software defined storage SE's, but I think that sort of is the base line and then you start to build their skill sets toward solution, towards a solution. What types of solution? Is it containers on open stack? Is it VMware's STDC stack? Is it around particular vertical solutions? If you're an SE on my health care team, you're probably very focused on electronic health records and EPIC and Medtronic and different applications like that. How do you solve those customers' problems at the higher level and be able to drill down at the same time with the domain experts from those customers when they want to understand how OSPF works and NSX or they want to understand how lund creation works in VSAN. It's sort of an evolution in terms of building skills. You've got to start at the deepest levels and then you got to build to how those products and those technologies integrate together to provide the customer with a solution. >> So as you move toward this multi cloud word, throwing another buzz word, but is this cloud architect like SE role emerging? >> We'll call them a solution architect. That solution may be a cloud solution, it may be a vertical solution targeted at a specific customer base and make sure that we do what's appropriate to serve our customers. >> John: What's the coolest thing you've worked on this year? >> I've got to think that app defense is the coolest thing that we've got out this year. I think that we've solved a lot of problems with microsegmentation from a network security perspective. I think now going up into the guest and into the application layer and providing an analogous functionality there is going to be really a very very prevalent way of preventing breaches, malware, malware propagation, ransomware in the future as well. I'm a little bit of a security geek, it's attractive to me. I really see that as just an ongoing, it's not even a battle anymore, it's a war now for our customers. We want to help them win that war. >> John: Ransomware has been so brutal. >> Ransomware's been brutal and I mean, see customers almost going out of business. >> Well it's become a board-level topic overnight. It is a serious board-level topic, not just lip service. You're seeing that right? >> You will see in some circumstances boards actually pulling the chief information security officer out of IT and having them report directly to the board. >> Well it makes a lot of sense. >> John: The pressure is unbelievable. >> The pressure is unbelievable right? >> In a lot of regards you would think that the CSO certainly should not report to the CIO, it's kind of like the fox watching the hen house dynamic. Maybe that's not the best analogy, but there should be an inherent tension there number one, but number two is what's the right regime? Why is it IT's problem? It shouldn't be. >> Yeah I think it goes back to information security policy versus actual implementation and the gap that's existed between those two for years for many reasons, networking being a flagrant issue in that context, where I could say oh, this application, this user needs to talk to this application, this application needs to this set of data. How do we implement that? That's not the easiest thing with the tool set that customers who run legacy networks have had historically. I think now that we have some of those things, you'll see the scenario I just described where a few organizations are pulling the CSO out of IT and reporting to the board or some, we've seen board level mandates for segmentation initiatives within the technology area as well so I think this is going to be an ongoing battle that we face moving forward. >> This is the biggest problem I would say at the Cube all day long because part of the value proposition of cloud and dev ops and apps is having data in real time. To be liberal with the data, you run the risk of opening it up so you can't do it the old way. >> Part of the cloud adoption and the new wave of applications about moving these businesses forward, the security is one of those things that will move you backwards from where you are today. I think it's important that we be able to tackle all these battles on all different fronts at the same time. >> If I may, I know we got to go, but there's another dynamic as well which is the recognition that we are going to get penetrated and yet I think it was the third leg of Pat's slide today was response. Boards are saying it's not if, it's when. How do we respond? That's a critical part of the implementation. >> I think it's, we talk about IOT. Think about the number of new entry points you create into your infrastructure, every device you connect to the network itself. Keeping them out is a huge challenge. The question is what can you do as the owner/operator once they are inside? How do you limit, how do you restrict the level of risk that you have and exposure you have to your data, to your applications to your customer information, so on and so forth and I think that's what we've brought to the table in a substantial way with microsegmentation with NSX and I think you'll see that continue to really raise the game with app defense as well. >> Dom Delfino, great to have you, great color, great commentary, you're like a pro. He's just like a anchor with us, SportsCenter >> If Pat fires me am I in? No? >> John: You're in. >> All right. >> Pat fire him so we can hire him. >> John: Don't fire me, Pat, I like my job. >> Dom, thanks so much, good coverage, always great. >> Dave: Thank you, pleasure. >> Bringing a great attitude to the Cube, great energy. More come, day one as we continue down, wind down day one and three days of wall to wall coverage with the Cube VMworld two sets, double barrel shotgun of content here at the Cube, we'll be back with more after this short break. (electronic music)

>> Announcer: Live from Las Vegas, it's the Cube, covering VMworld 2017, brought to you by VMware and its ecosystem partners. (bright music) >> Welcome to VMworld 2017. This is the Cube. We are live in Las Vegas on day one of the event, a really exciting, high energy general session kicked things off. I'm Lisa Martin with my cohost, Stu Miniman. We're excited to be joined by two folks from VMware. We've got Cube alumni Yanbing Li, senior VP and GM of the storage and availability BU. Welcome back to the Cube. >> Good to be here. >> Lisa: And we've also got Matt Amdur, your first time on the Cube, principle VMware chief architect. >> Thanks for having me. >> We're excited to have you guys here so been waiting with baited breath, a lot of folks have, for what are VMware and AWS going to actually announce product-wise. Really exciting to see Pat Gelsinger on stage with Andy Jassy today. Talk to us about, as the world of hyper-converged infrastructure is changing, what does VMware cloud on AWS mean for, not just VMware customers, but new opportunities for VMware? >> Yeah, that's a great question Lisa. Let me get it started. You know, I think my biggest takeaway from the exciting keynote, a couple of things. One is private cloud is sexy again. You know, so we've been talking about cloud a lot, but there is so much opportunity and tremendous growth associated with private cloud, and certainly hyper-converged infrastructure being the next generation architecture shift is going to drive a lot of the modernization of our customers' private environment, so that's certainly very exciting. The other aspect of the excitement is how that same architecture and consistent operating model is extending into the cloud with our AWS relationship, and this is also why I have my colleague, Matt, here, because he's been the brain behind a lot of the things we're doing on AWS. >> Yeah, thanks so much, Yanbing, and I tell you, for years, it was like, ah, storage is sexy, storage is hot. Cloud's kind of sexy and hot, so we found a way to kind of connect storage into that. Matt, you know, a lot of people don't really understand what happened here. This isn't just, oh, you know, we're not layering, you know, VMware on top of the infrastructure as a service that they have. Last year, we kind of dug in a little bit with Cloud Foundation. Talk to us, what did it take to get this VMware cloud onto AWS, bring us inside a little bit, the sausage making if you would. >> I think Andy talked about this a little bit at the keynote this morning, where it's really been an incredible, collaborative effort between both engineering organizations, and it's taken a lot of effort from a huge number of people on both sides to really pull this off, and so you know, as we started looking at it, I think one of the challenges that we faced, and Andy mentioned this this morning was there was this really binary decision for customers. If you had vSphere workload, do you want them to bring them to the public cloud? There was nothing that was compatible. And so, we really sat down with Amazon and said, okay, how can we take advantage of the physical infrastructure and scale that Amazon built and provides today, and make it compatible with vSphere, and if you look at what we've done with VSAN on premise as an HCI solution, it's become a sort of ubiquitous storage platform, and it offers customers an operational and a management experience for how they think about managing their storage, and we can take that and uplift it into the cloud by doing the heavy lifting of how do we make VSAN run, scale, and operate on top of AWS's physical infrastructure. >> One of the things that I found was really interesting this morning was seeing the, I couldn't see it from where I was sitting, the sort of NASCAR slide of customers that were in beta. Talk to us a little about some of the pain points that you're helping with VMware cloud and AWS. What are some of those key pain points that those customers were facing that from an engineering perspective you took into the design of the solution? >> Sure, so I think if you look at it, some of the benefits that we see with public cloud infrastructure that our customers really want to take advantage of are flexibility and elasticity. One of the challenges that you have on premise today is if you need new hardware, you have to order it, it's got to ship on a truck, someone's got to rack it and hook it up, and if you're trying to operate and keep pace with your competition, and you have a need to allocate a lot of capacity to drive a project forward, that can be a huge impediment, and so what we wanted to do is make it really easy for our customers to configure, deploy, and provision our software. And so, one of the really interesting things about VMware managed cloud on AWS is that it's a managed service, so some of the things that, you know, we've talked about VCF and the things that we've done on premise to streamline physical infrastructure management is taken to the next level. Customers don't have to worry about managing the vSphere software lifecycle. VMware is now going to do that for them, and Amazon is going to manage the physical infrastructure, and that removes a lot of burdens and gives customers the opportunity to focus on their core business. >> If you think about, you know, Stu, you touched on Cloud Foundation, we were using Cloud Foundation to automate how our customer consumed the entire software-defined data center stack. And you think about moving that same goodness into, you know, the VMware cloud on database, and you know, really removing a lot of the complexity around managing your own infrastructure. And so that customer can truly focus on their value adds, through, you know, developing the next generation of applications that enable their business. It's been a great extension of what we're solving on premise to the public cloud. >> Yeah, I wonder if we can drill in a little bit deeper on this. So you know, most customers I think understand, okay, if I needed to set up a VSAN environment right, I got to get my servers, how long it takes, what skill set I had, virtualization admins have been doing this for a few years now, and congratulations, you've got the number up near 10,000 customers, which is, you know, great milestone there. Walk us through, you know, when we're saying okay, I want to spin it up. If I know, swipe a credit card and turn on a VM, is it as fast? And what is that base configuration, what kind of scale can it go to? >> Sure, so to start with, what was announced today for initial availability, you can come to the VMware portal, so if you come to our portal, you give us your credit card, obviously, and then you can provision between four and 16 nodes. So you pick how many nodes you want. And you give us a little bit of networking-related information so we can understand how to lay out IP address ranges so we're not going to conflict with what you have on premise. And then you click provision, and in a few hours you'll have a fully stood up SDDC. And so that's going to include a vCenter instance that we've installed, all of the ESXOs we've provisioned from Amazon, we install ESX, we configure VSAN for you. And it's basically like getting a brand new vSphere deployment, and you can start provisioning your VM workload as soon as it's ready. And then once it's there, if you want to grow your cluster, you can dynamically add hosts, on the order of about 10 minutes. And if you want to remove capacity, you can remove hosts as well. So it gives you that elasticity and flexibility from the public cloud. >> Awesome, so we're early with some of the early customers. I'm curious, do you have any compare contrast as to what they like about, you know, doing it the Amazon, you know, VMware cloud on Amazon versus my own data center? Of course there's things I could say, okay, I could spin it up faster, but I could turn it off and then not have to pay for it. What, are we at the point we understand some of those use cases to tell why they might do one versus the other? >> Yeah, I think lots of the customers interested in this new model are really liking that common operating experience. It has some of the flex of customers you've heard about this morning, you know, Medtronic for example. They are a VMware Cloud Foundation customer. They are running entire, you know, SDDC through VMware Cloud Foundation, but because they really enjoy that experience and that simplicity that brings, now they're extending that into the cloud. So they're also one of the earlier customers for VMware cloud on AWS. So having that common operational experience is a big value prop to our customers. >> And I think we really see customers wanting both, right? The customers, you mentioned before, the private cloud is sexy again. The customers who have a lot of workloads, that makes sense to run in a private cloud. But they also want the flexibility of how they can take advantage of public cloud resources. And so depending on the problem that they're trying to solve, they view this as a complement to their existing infrastructure. >> And I have to think, some of the services I have available are a little different. Things like disaster recovery, if I'm doing it in kind of that cloud operating model, a little different. I now have Amazon services I can use, and VMware announced a whole, what was it, seven new SaaS services which kind of spanned some of those environments. >> Yeah, so the SaaS services we announced, they are truly across cloud. Cause they not only limit to a vSphere power cloud, they truly are extending into this cross-cloud, multi-cloud world of, you know, heterogeneous type of cloud environments. And now, you know, you spoke about DR, and certainly for someone coming from the storage and availability background, you know, in terms of our, BU's role that we're playing in our cloud relationship, you know, certainly we are trying to provide the best storage infrastructure as part of our cloud service. But we are also looking at what are the next levels of data-related services, whether it's data mobility, application mobility, disaster recovery, or the futures of other aspects of data management. And that's what we've been focusing on. You know, we have lots of customers, you know, even thinking about what's happening with, you know, Hurricane Harvey, I still remember the Hurricane Sandy days. A lot of our site recovery manager customers told us, you know, how SRM has saved their day. We're seeing the power of a disaster recovery solution. And now with the cloud, you can totally leverage the economics and the flexibility and scalability that cloud has to offer. So those are all the directions we're working on. >> So we're coming up on the one-year anniversary of the closure of the Dell acquisition of EMC and its companies. Would love to understand, looking at this great announcement today, VMware cloud on AWS, from a differentiation perspective, what does this provide to VMware as part of Dell EMC, this big partnership with AWS? >> Yeah, so let me, you know, maybe take it back a step, not just the AWS relationship but really look more broadly, what we're doing together with Dell. And certainly, you know, starting with the storage business, we're doing amazing work around our entire portfolio of software defined storage, hyper-converged infrastructure. And the good thing is, as Stu pointed out, we're seeing tremendous growth in our core business around VSAN. You know, 10,000 customers, expanding rapidly. But we're truly firing from multiple cylinders of both consuming it as a software model as well as working with partner like Dell EMC, TurnKey appliance, such VxRail. They're seeing tremendous success. So we are extending into our partnership around data protection. This is why I'll be coming to the Cube with Matt Felon to talk about all the great things we're doing around data protection collaboration, both for on prem as well as in the VMware cloud for AWS. So lots of things happening in different parts of the business unit. So but coming back to VMware on AWS, I think we're thinking about leveraging the strength of our portfolios, say this is not just a full VMware stack, but there is some of the Dell technology IPs we're pulling in. So for example data protection, they're part of our ecosystem, being one of the very first partners, enabling data protection on top of AWS. Yeah, so Matt, anything to add? >> Yeah, I think, you know, when we look to what's made us so successful on premise, it's been that extended storage ecosystem of which Dell EMC is a huge part of. And we continue to see that value as we go to the cloud. Yanbing mentioned backup and disaster recovery as sort of the obvious starting points, but I think beyond that there's a bunch of technology that they have that's equally applicable whether or not you're running on premise or the public cloud. And the tighter we can integrate and the more we can take advantage of it, the more value we can derive for our customers. >> So VSAN 6.6 is now out. You know, any other things that we haven't talked about that you want to highlight there, and any roadmap items that you can share that are being kind of publicly discussed, you know, here at VMworld? >> So yeah, 6.6 was definitely a big hit, you know, with encryption and also lots of the cloud analytics and things we were doing has been really hitting, you know, the hard core of what our customers are looking for. So going forward with VSAN, we talked about AWS, our relationship with AWS for a long time, but the fundamental product-level innovation is happening inside VSAN as well. One of the big focus is really looking at our next generation architecture that truly enables the leverage of all the new device technology. You know, I keep saying, a software defined product is really driven by sometimes hardware innovation, and that's very true for VSAN. So at the foundational layer, we're looking at new hardware innovations and how to best leverage that. But moving up the stack, we're also looking at cloud analytics and, you know, proactive maintenance. I was just talking to one of our customers about what it takes to support, provide support in 2017. It's all these automatic intelligence, proactive, you know, you heard Pat talk about Skyline. This is a new proactive support approach we've provided, and there will be a lot of cloud analytics that's driving technology like that. >> I was going to say, on the analytics side, what are you hearing from customers with respect to what they're needing on analytics as they have this big decision to make about cloud, private, public, hybrid, what are some of the analytics needs that you're starting to hear from customers that would then be incorporated into that roadmap? >> So from our view, we're looking at lots of the infrastructure-level analytics. Certainly there is also lots of the application-level analytics. But from an infrastructure point of view, you know, to Matt's earlier point, customers do not want to really worry about their, you know, the plumbing around their infrastructure. So we're gathering analytics, we're pumping them into the cloud, we're performing, you know, intelligent analysis so that we can proactively provide intelligence and support back to our customers. >> I think it really, it helps customers to understand things about how their using their storage, how they're using their data, what applications are consuming storage, who needs IOPs, who has latency constraints, all that type of data. And being able to package that up and show it to customers in real time and help them both understand what they're currently doing and future planning, we see a lot of value in. >> Matt, I'm curious, one of the challenges you have as a software product is you need to be able to live in lots of different environments. Amazon is kind of a different beast, you know, they hyper-optimize is what I said. There's kind of misconception now. They're oh, they take, you know, white box and do this. I said, no, they will build a very specific architecture and build 10,000 nodes or more. Without sharing any trade secrets, any lessons learned or anything, you know, that kind of is like, wow, this was, you know, an interesting challenge and here's what we learned when you talk cause the challenge of our time is building distributed architectures. And I'd have to think that porting over to Amazon was not a, you know, oh, yeah, I looked at the code and everything worked day one. So what can you share? >> I think goes back to sort of the really interesting and tight collaboration from the engineering aspects. And it's really been phenomenal to see the level of detail that Amazon has in terms of how they operationalize hardware and what they can tell us about the hardware that they're building for us. And so I think it really highlights some of the value that you see in the public cloud, which is, it's not just about having physical infrastructure hosted somewhere else. It's about having a company like AWS that's understood how to deploy, monitor, and operate it at scale. And that goes to everything from how they think about, you know, the clips that are holding power cables into servers to how they think about SSDs and how they roll our firmware changes. And so from an engineering standpoint, it's been a great collaboration to help us see the level of detail that they go to there, and then we're able to take that into account for how we design and build solutions. >> Yeah, we are definitely taking all that learning into, you know, how to build cloud scale solutions that truly empower, you know, cloud scale operations. And lots of the operation learning, you know, that we get from this exercise has been just tremendous. >> Yeah, well one of the bits of news I saw is that VMware's IT is now running predominantly or all on VSAN, right? What can you tell us about that? Are there still storage arrays somewhere inside the IT? >> So we're extremely excited about this, and we have a visionary CIO, Bask Iyer, I know he was a Cube guest as well. So he's been really pushing this notion of VMware running on top of VMware. So we have 119 clusters, you know, 30,000 VMs, probably close to 1,000 hosts, and seven petabytes of data running on VSAN. And so if VSAN as a product doesn't hold up, you know, I get to experience it firsthand. So it's been pretty phenomenal to see that happen. We are also deliberately running a range of different versions of VSAN. There's, you know, some that are GA versions. There are some that are cloud edition that's yet to be made GA to our customers. So this really helps us develop much more robust software. If you see what's happening here in the hands on lab, that's being powered by VSAN as well behind the scenes. >> VMware's done a great job of leveraging kind of core competencies, like VSAN for the software defined data center. As you mentioned, 10,000 customers, I think Pat said adding 100 a week, >> Yanbing: Yeah. not sure if I heard that correctly. Wow, that's phenomenal. So as, and another thing that he said that was interesting, right before we wrap up here, is we're moving from data centers to centers of data. As customers are transitioning and really kind of figuring out what flavors of cloud are ideal for them, are you seeing any industries really leading the charge with respect to, for example, VMware cloud on AWS? Are you seeing it in, you know, we saw Medtronic, but health care, financial services, any industry specificities that you're seeing that are really leading edge that need this type of infrastructure? >> I think it's happening across many different industries. So tomorrow, I'm going to be in a session called Modernizing Data Center, but there is also lots of emphasis what's happening on the edge. So I have been exposed to customers from health care, customers from, airline customers, so we're going to be probably talking about examples of airbus 380, you know, the biggest airplane that's been ever built, and they have 300,000 sensors on the plane that's generating tons of data, and those data are being processed by technology like VSAN. And just, you know, stories across different industry. And I think that data center to edge story is very powerful. And this is also why the next generation architecture such as HCI make it happen. Clearly we've seen tremendous adoption in the data center. Now we're seeing adoption in the cloud. And I have to say, it's not just the VMware cloud on AWS. We have about 300 cloud provider partners to VMware that's adopted and deployed VSAN to different degrees. And now we're seeing it go to the edge. We have some amazing announcement this morning around HCI accelerator kit that is really providing a much more affordable solution to enable really edge use case. >> Fantastic, well tremendous momentum, great growth, we wish you guys the best of luck. Congratulations on everything announced today. And we hope you have a great rest of the show. Yanbing Li, Matt Amdur, thanks so much for joining us on the Cube. >> Thank you very much for having us. >> Thank you for having us. >> Woman: Absolutely. And we want to thank you for watching. I'm Lisa Martin with Stu Miniman, live from day one at VMworld 2017. Stick around, we'll be right back. (bright music)

>> Announcer: Live from Washington DC, it's the Cube, covering .NEXT Conference. Brought to you by Nutanix. (electronic music) >> Welcome back to .NEXT everybody. This is the Cube, the leader in live tech coverage. We go out to the events and extract the signal from the noise. My name is Dave Vellante, and I'm with my cohost, Stu Miniman. This is day two of .NEXT. Dr. John Bates is here. He's the CEO of TestPlant, and author of Thingalytics. Sir, welcome to the Cube. >> Thanks. >> Nice to have you on. >> Nice to be here. >> Thingalytics, everybody's talking about things. >> This thing, that thing, the refrigerator, the iode things. What's Thingalytics? >> Well, things, i.e. connected devices, sensors and so on. They're not very interesting unless you actually do something with them. So you search through all that data that's coming out for the opportunities and threats to your business, for example, and then you act on it, while you've got time and perhaps, beat your competitor. So, Thingalytics is about smart, big data analytics, and the internet of things coming together. >> Okay, and what's the premise of the book? >> Well the premise of the book is, you know, everybody thinks, I mean if it's one message from it, it's IoT is not so hard to get into. So get started. You know, start small, and here's some lessons of how you can do it. And here's some stories from different industries of how thought leaders, you know, like Coca Cola, or GE, or many different companies, Medtronic, in different industries have actually got started and really been extremely disruptive in what they've done. >> And is this getting started, is this all for companies, or are you seeing individuals that can also participate? >> You know, I do have a chapter in there about the Smarthome. So, obviously that's the aspect where the individual is going to come. But you know, I think it's really the real winner in this will be the industrial and the enterprise, Internet of Things. I guess that the key message is for business leaders. >> Do you think that given that there's, the internet of things requires things, and there's so many things that are installed by these big, industrial companies that the whole IoT thing will be maybe less of a disruption than it will be an evolution of companies like GE, and Siemens and Hitachi, and guys like that. Is that a reasonable premise, or will we see a whole new wave of companies? Certainly we'll see startups come in, but will they attack these big industrial giants, that have been around for a hundred years? >> You know, this is a really great question, and I think that, at the moment, the opportunity is in the hands of the big buyer. You know, keynoting at .NEXT, Bill McDermott coming in to do his presentation. I sold my IoT platform company to SAP. And why, for example has SAP got an amazing opportunity? Because they've got all these applications, they've done an amazing job of taking ERP and adding a whole load of applications: financial planning, supply chain, business networks. But those applications model the real world. But they're not connected to the real world. So what happens when you take a model of a financial model about the value of a factory or a mine, and connect it to the real world. Suddenly, it's not theoretical. It actually is calculating in real time, the value of those assets. The supply chain is really about that. So, SAP is an unbelievable opportunity. IBM has an unbelievable opportunity. GE has an unbelievable opportunity. But it's going to be how they execute, and is someone going to come in, and do something unbelievably disruptive we haven't even thought about. So, those guys need to make all the running right now to really protect themselves. >> I wonder if you could comment on this. I see some of the execution risks as what Jeffrey Immelt said, "I went to bed an industrial giant," "and woke up a software company." >> John: (laughs) Yes. >> Wow, it's hard to be a successful software company. So, is that one of the many execution risks? Are there others? >> I think you're absolutely right. I mean, if you take GE for example, my friend, Bill Ruh. He's the chief digital officer, the CDO of GE Digital. >> Dave: We know him, yeah, sure. >> Yeah, he's awesome. Completely new business, but it's really hard. I think that's taken longer than they expected to build up that Predix platform. And are they going to be the people, it depends what business you're in. If you're the business of buying aircraft engines, then rather than buying an aircraft engine, you want to buy engine as a service. So that's the kind of the thing that maybe you'll buy from GE, or maybe it's one of GE's partners and GE provides the infrastructure. But I think they've learned that's really much harder than they thought. And I think everybody's sort of discovering that. It's not so much the thingalytics, I've realized, it's the thingonomics, the economics of the internet things. That's the really important thing to get right. >> We actually worked with GE when they were coming out with the Industrial Internet, and we did a lot of interviews. There's some of these barriers that we're going to hit along the way. As a matter of fact, at Wikibon, our team that works on it, they call it the Internet of Things and People because there's so much that needs to happen to be able to move forward. Some of them are just old industrial things, some of them are regulations, some of them are the mindsets. How do you see some of these, what do you see as some of the major barriers, and how do we knock them down to be able to accelerate this even more? >> Absolutely. Well, first, you're absolutely right. One of the key barriers is a cultural barrier, or a, oh, that's just too hard, getting back to why did I write Thingalytics. And I think it's a question of people have just got to get started, not try and boil the ocean, and try and get some successful projects going. But definitely there's a cultural thing, and you just have to get those people together that think differently. And there's a reason why this new role of the Chief Digital Officer was created, but you can have many Chief Digital Officers throughout your company, just sort of get them together with that thought. One of the other things I can bring up that is really, really hard and why I went from being in the core of the IoT platform world into a company that's a software testing company, when you're going to launch this stuff, how do you, de-risk it, how do you make sure, in this world where there's all these sensors at the edge, all these strange mobile devices on the front end, and the cloud in the middle, how do you make sure you test that? It's a really complicated distributed architecture, that requires completely new technology. You don't even own the code, so how do you test that? So there's a whole load of issues there, but I think you have to put at the heart of it, think differently, think digitally. >> So what's the company you sold to SAP? Tell us about that. >> So the company's called Plat.One, and it was one of the leaders in platforms, software platforms, to enable Internet of Things application. So the idea is that you're going to build an Internet of Things application. You could start and hardwire, start writing some code and hardwire against all these devices and sensors, but then you start shipping your applications. What about if you made the wrong decisions? What about if you spent years just writing all the integrations to your factory floor, or your logistics networks? So, there's a whole load of common protocols out there, in machine to machine, and they call it a new Internet of Things protocols. Plat.One, new and could talk to all these protocols and make machines talk to each other. It could virtualize that, so that you disconnect those protocols from the application you write. So you're modeling things like, in a Smart city, truck and streetlamps, rather than bits and bytes. So then when you change the implementation from one city to another, you're future-proofed. And then graphical tools to model and plug them together, and a platform that manages microservices at the edge and the cloud. So you're managing an adaptive platform that you can place logic, depending on what it is. And that enabled SAP to rapidly roll out ITOs. >> And your company had customers? >> Yeah, a lot of customers, people like, you know, a great customer, Pirelli. Pirelli, obviously a tire manufacturer as you know them, but what they can do, if they plug sensors into their tires and have telematics boxes on tops of trucks or vehicles, suddenly they can go to the fleet management markets and sell them big data analytics because they know where the trucks are, they know how they're being driven, and what's more, rather than selling you a tire, they could lease you a tire as a service because they can track it, they know how much use you've got out of it. Unbelievable new thingonomic models. So, that's an example, flextronics, T-Systems, we had a whole lot of interesting smart cities using it, logistics, manufacturers. So yeah, it was a great, but early stage company, and you have to ask yourself the question, can you, as a small company, win, or would you be better off partnering with an SAP with that unbelievable reach? >> One of the things, I've got a networking background, we hear all these new protocols and the maturity there, there's the security risk there. I hear the fleet of trucks that was like, oh wait, I might turn off these sensors or do something malicious. The surface area has just grown by orders of magnitude. How do we address this as the industry? What is some of the advice you're giving for this? >> You're absolutely right, 'cause when we were talking about the issues earlier, that's a corker, isn't it, you know, the security of it. And as a Tesla owner, it was great when hackers tried to hack into the Tesla and they couldn't. All they could do was make the horn go beep. Which you can do from your app on your phone, anything that was publicly there, but couldn't take control of the car. That was great, that was nice. But with all this highly distributed model, you've got to be able to have end-to-end security. So in Plat.One for example, we had the ability to have role-based, end-to-end security right from the application to the device. And that was part of the platform, so you got that for free. But you've got to make sure that's the case in your applications. >> What's the opportunity for jobs in the growing IoT economy? >> You know, IoT giveth and IoT taketh away. (Dave laughs) We're all thinking let's bring more jobs back to America, which is a political thing at the moment. But are these jobs are going to be replaced by robots? I mean, is there a global issue, which is, are these jobs going to be replaced by robots, and by algorithims? The answer is yes, but on the other hand, are more jobs going to be created? Are people going to become much more productive? So I think humans are going to become more productive, for sure, for things like smart factories, smart cities, and life's going to get better in smart cities, but yeah, we're also going to lose jobs. I draw an analogy to trading, financial markets trading, where we used to have traders in the pits waving pieces of paper, then it went to Bloomburg terminals where people entered their trades automatically, then it went to algorithmic trading and high frequency trading where algorithms run it. Still humans involved, but less and less. But the humans are more productive and more coordinated. >> Hey, what if we put a 30% tax on all IoT-related initiatives, that would help preserve jobs. (John laughs) So tell-- >> Wouldn't slow down innovation or corporate profit or anything like that. >> Hey, here's an idea for you, Since we're in Washington I thought I'd throw out some good ideas. >> (laughs) Yes, exactly, very topical. >> So, tell us about your software testing company, TestPlant. >> So, the reason I was really excited to join TestPlant is there's this new world, you put IoT together with the mobile world and the cloud world, and you have the world of digital. How do you make sure that in this new digital enterprise that everybody's going to compete in, that you're, how do you make sure you're doing well, and how do you make sure your stuff works, and how do you make sure you're beating your competitors? So, TestPlant's all about end-to-end testing of the digital experience. It's taking testing to a new level, 'cause if you think about testing, it used to be about, does your code work? Now, it's about, are you offering up an unbelievable, delightful digital experience to your customers, because testing now has become a profit center. It's the differentiator between you doing an amazing job of launching an app and getting five stars in the app store, or crashing and burning because something's gone down, or there's a usability issue or there's a problem. So that's what we do, we test applications using artificial intelligence through the eye of the user, we actually, our algorithms actually use the applications and connect to the APIs and can take control and automate the testing process and discover these business metrics and show customers what good really is. >> So John, you were the founder of Plat.One, is that right? >> So I was an early joiner of Plat.One, I was the CEO, I wasn't the founder, we have two amazing founders. >> Okay, but you helped do the initial raise? >> Yes, exactly, and I took it from an early interesting technology to the company that got bought by SAP >> Made it viable, and sellable, you're an investor, I heard you say. >> John: Yes. Okay, now you're an author, you're CEO now of an more established company, right? >> John: Yes. >> Jack-of-all-trades here, well, maybe that's not a fair term, but you do a lot of different things. What are your thoughts on which things you enjoy the most, where do you see all of this headed? >> Well-- >> Polymath is the word I was looking for. (John laughs) >> Well, I started off actually as a professor, a university professor, and I took some of my research and started my first company. I loved building a start-up from scratch, and taking that as a first streaming analytics or real-time analytics company, and I then spent over a decade as a C-level executive in public software companies. But I haven't had so much fun as what I'm doing right now. It's beautiful, it's sort of mid-sized, really great private equity, backers, the Carlyle group, so I love what I'm doing right now, it's definitely my favorite gig, so far, I think that's the nice sweet spot for me. >> That's great, well, John, we love having big brains in the Cube, Stu and I, and it rubs off a little bit, at least we think it does, so thanks very much for coming on. >> John: Thank you gentlemen. >> You're welcome, alright, keep it right there, buddy. We'll be back with our next guest. We're live from Nutanix NEXTconf, this is the Cube.