>> Narrator: Live from Anaheim, California, it's The CUBE covering Nutanix .NEXT 2019. Brought to you by Nutanix. >> Cameraman: Izzy! >> Welcome back, everyone, to The CUBES's live coverage of Nutanix .NEXT here in Anaheim, California. I'm your host, Rebecca Knight, along with my co-host, John Furrier. We have two guests for this segment, we have Phil Davis, he is the president of Hybrid IT Hewlett Packard Entrerprise. Thanks so much for coming on The CUBE, Phil? >> Great to be here. >> And we have Chris Kaddaras, he is the SVP America's Nutanix. Thank you so much, Chris. >> Right, thanks for having me. >> So, two weeks, this partnership between Nutanix and HPE, two weeks old, newly announced. Chris, I wanna ask you, explain to our viewers a little bit about it and how it came about. What is the partnership? >> Sure, now I think the way the partnership came about was really around customer and partner demand, right? The marketplace was really looking for two great companies to get together and provide a solution for what they wanted to kind of cure their problems. The two components of the partnership effectively is, one component is the Nutanix sales teams are gonna be selling their Nutanix solutions and appliances with a great HPE computing infrastructure involved in that appliance. So, that's the first big group part, and I'll let Phil talk about the second part of the relationship. >> Yeah, and the second part is really around how do we enable a consumption model for our customers? I mean, if you think about what's going on with the public cloud, customers wanna be able to scale up or scale down and kind of pay as they go. And so, HPE has been leading with an offering we call Green Lake. It's a couple-billion-dollar business growing over 50% a year, so it kind of shows you the interest in it, and we also, therefore, offer the Nutanix solution on our infrastructure and then wrap that with a consumption model service that allows customers that flexibility. So, those are the two elements of the partnership. >> So, you're selling Nutanix with your Green Lake. >> Embedded in the Green Lake offering, that's correct. >> And Nutanix has selling Compute with their sales worth. >> Phil: Exactly right. >> Chris: Yeah, so with our DX solution, yeah with HPE Compute. >> Got it. Now, you guys have indirect and direct sales, both sides, channel play, is it a channel partnership or both, can you just explain the go-to market? >> Yeah, and I think that what you'll see is there's just a lot of alignment, a lot of synergy. Both companies are very, very channel friendly. I mean, HPE's a 75 plus year old company and our very first sale as a company went through the channel, right? So, our whole DNA is wired towards the channel. Over 70% of our business goes through the channel. So, what we've really made sure is that we make this very, very easy for the channel to consume and also, be paid and compensated on. So, it flows through all the standard HPE channel compensation and programs that we have in play. So, absolutely, very friendly for the channel. >> Yeah, and I think this will work really well for both channel communities that we have. We have a lot of Nutanix channel partners that have not been, for whatever reason, have not been selling HPE and now, they have a perfect opportunity to sell HPE Compute platforms with our DX appliance. We also have a lot of great channel partners who want a better consumption model where customers are looking to flex up and down. We have not been able to provide that for Nutanix software solutions. So, to adopt Green Lake for some of these partners will be a fantastic offering for their customers. >> Maybe just a dove-tail on that comment, one of the things we've worked really hard in the last year is to make Green Lake more channel friendly. Channel reps tend to get paid as the margin comes in. So, if you spread that out over time, they don't make the same money. So, we've changed the rebate 17% up front for the channel partners, we've simplified the offering, we made it quicker, so we're doing a lot to make Green Lake much easier for our channel partners and a lot of excitement about being able to offer Nutanix with Green Lake as well. >> What's the timing on the channel rollout? Is it rolling out now? Is it instantly growing out? Is there timing on-- >> Phil: Instantly. >> Instantly? >> So, we've already briefed the channel, we are making it available, we're providing all the quotes, we have a ton of material available online through our online portals and tools for the channel partners, we have FAQs, we have marketing materials, we have, actually, letters already built up for the channel. So, it's now. >> So, I gotta ask the hard question here because I think one of the things I see that's really awesome is the channel's gonna love this because Nutanix has a channel generated opportunity. Their challenge in that opportunity is when they do a POC, they usually win the business. That's kind of a direct sales model that's favored Nutanix for their success. This is gonna bring a lot of mojo to the channel bringing HPE and Nutanix together for this unique solution. I'm sure the reaction's been positive. Are they seeing an up-step in more POCs and more action with customers? >> Phil: You wanna take that? >> Yeah, we're seeing a lot, actually. So, I was just there actually reviewing my team yesterday. We have a list of now starting to get towards 100 customers that we think we can align with together, right? And multiple go to markets. We have Green Lake opportunities, we have DX opportunities, which is Nutanix on HPE. We also have a lot of opportunities around Nutanix software only on HPE Compute that a lot of customers wanna consume as well in a different way. So, we're seeing that really start to scale. We haven't done the first POC of DX because it hasn't released to the market yet, right? We are doing POCs on software only on HPE servers, but the DX solution will be releasing in the next few months. So Phil, I know the HPE channel pretty well and they love services, wrapping services around an offering. Can you talk about how this impacts from the services side because I gotta be looking at my chops if I'm a dealer partner because I can bring this new solution in and I can wrap cloud-like capabilities around it. >> Yeah, and you look at a lot of our partners, the hardware-only business is getting pressure. And so, a lot of our partners are doing exactly what you just described. They're trying to move more and more into services. And you're right, there's a whole sweep of services the partners can wrap around this. Everything from advisory, upfront, because all of these workloads run on some sort of legacy environment. So, when they do bring in a hyperconverged, they need to move the workloads. So partners can help with that, supporting maintenance, implementation, all the way through to kind of day-to-day break fix. So, there's a range on services. Obviously, HPE has a pretty big services capability. We make those available through our channel partner as well, so if they wanna sell to HPE services they can do that, or if they wanna deliver 'em themselves, they can do that as well. >> I wanna ask you about the customers. You made this point on main stage that you, sort of, likened back to the Henry Ford quote where you can have any color, as long as it's black and the current marketplace was anything you want as long as it's in my stack, and this is how we're gonna do it. So, giving them more choice, more flexibility, what are you hearing so far? What was the problem in terms of their workload and why things were stiffeled or stunted, and now what do you hope this is going to do? >> Well, as I mentioned on main stage, everybody wants to make it easy to get on to their stack and really, really hard to move off of their stack, right? Whether you're a public cloud company, you want all your microservices, you want all the data trapped there, so it's not easy to move and some of our joint competitors are actually trying to lock you into the complete top-down stack. So, the feedback, so far, from customers and partners has been very, very, very positive because one of the things, I've been in the industry 29 years. One of the things that I can tell you is no one company is gonna out-innovate the entire industry. And so, what customers want is to be able to pick and choose the solutions that best meet their needs. And that's really what this partnership, I think, really embodies is the ability to give customers choice at multiple levels within that stack. Choice in the public cloud, choice on prem, choice of hypervisors, and that's really resonating. >> Yeah, and that's really Nutanix's design point, right? Is around choice, right? Choice at every level of a stack that you can have. And this provides us with the biggest choice in the marketplace at this point and time that was missing from our portfolio. The other piece that you mentioned that I'd like to point out is that the thing that a lot of people haven't been talking about is the services component. You know, Nutanix is a great company, we've grown a lot. But one place that we haven't grown to an extent is in the services side. We have a small services organization that really helps our customers, but we really need a services organization that can help our customers transform. And help our customers through a transformation of their underlying infrastructure and reduce the risk of change. And this HPE relationship will help us do that as well. >> And the other thing, too, that's interesting with Cloud and you guys are in the middle of demodernizing the data center, HPE's been there forever in the data center, is the private cloud has shown that the data center's still relevant. However, if you start going cloud-based stuff, integration's huge. So integrating, not just packaging our solutions, customers need to integrate all this stuff. This has been a key part of Nutanix and HPE. How do you guys see this going forward from an integration standpoint? Because on the product side, it's gotta integrate, and then in the customer environment you mentioned the consumption piece. Can you guys just expand on what that means? >> Sure. Yeah, we saw Dheeraj's presentation this morning, right? And Sunil's, our entire design point is how do we make everything invisible, right? How do we make those integration points invisible? Now, we all know that there's a traditional architecture you need to migrate from to take advantage of some of these things. And that's where the risk is, how do you get from A to B into these environments? As I mentioned, we do have a services organization that helps there, but we could use, now we have one of the largest partners in the industry that could help us do that. I think that's a key component. We will always try to innovate being Nutanix, we will always try to innovate in software, right? Let's try to figure out how we can make this so much easier, move it up the stack to make sure this is the easiest thing to migrate and have choice for customers. >> Yeah, and I think, maybe, just to add to that, if you think about it from a customer view in, right? A lot of customers moved a lot of things very quickly to the public cloud and the public cloud will continue to grow fast, but they're also learning some things. It's not quite as cheap as they thought it was gonna be, like twice as expensive. Moving data around is very expensive. The public cloud is charging you to get your own data back out. Data sovereignty matters a lot more than it used to with things like GDPR in Europe. More and more of the data's getting created at the edge. It's not in the cloud or the data center. And so, what we're seeing is customers are now thinking about things as you mentioned, we're kind of hybrid, and they're talking about the right mix. What's the right mix of public? What's the right mix of private? Where should the data live? And that's a tough story and that's a tough journey for them to go on, so they want help up front with the advisory services, they want help in being able to architect that, implement it, and then, in many cases, even kind of run that. And with nearly 25,000 services professionals around the globe, we have a unique footprint to help customers along that journey. >> It's an interesting deal, it's very, I think, gonna be pretty big. So, congratulations. >> Phil: Thank you. >> It was great having you both on The Cube, Phil and Chris. >> Thank you very much, thanks. >> Thanks for having us. >> I'm Rebecca Knight for John Furrier, we will have so much more from Nutanix .NEXT here in Anaheim, California, so stay with us. (electronic dance music)

>>Hey, everyone, welcome to the Cubes Coverage of the International Women's Showcase for 2022. I'm your host, Lisa Martin. Pleased to be here with an agreement ahead of small medium business SMB for Asia Pacific and Japan at Amazon Web services. Anna. It's great to have you on the programme, >>Lisa. I am delighted to be here and really excited to be talking about what we're gonna be talking about today, which is diversity and women in technology. >>One of the great things about International Women's Day Tuesday, March 8th, is there's always a campaign of theme. This year's theme is breaking the bias. What does that mean to you? And are we on our way to actually accomplish that? >>Look, Breaking the bias really is about all of us being more self aware in our workplaces. Really. What it means to me is understanding that the communities and the employment, the employee population, that all of us working is diverse. Um, and this is a great example of that, right? We are a global organisation and our employees come from across the world. I am representing people from across Asia Pacific and Japan. They look, feel and think differently to people in other parts of the world. So, really, what breaking the biases about is understanding our unconscious biases and thinking differently about how we approach conversations in the workplace to make sure that we're including everyone in the conversation. And honestly, Lisa, when you do that, you get much better. Business outcomes. I've seen that for sure. >>Definitely. There's some stats we can talk about later that I think really articulate that point incredibly well. But I want to talk about your background. You pivoted many times from lawyer to the CEO of ANZ Bank in the Philippines to now a leader at Amazon Web services. Talk to you about your career path with all those different pivots. How did you get to where you are tonight? >>Yeah, I mean, honestly, I recognise that I don't have a traditional Orthodox career plan, but that's my intention. I'm somebody who has always been really interested in the world around me, and I would say that my biggest driver is learning and being curious, which, as you know, is an Amazon leadership principles. So it's probably not a surprise that I ended up here at Ws, but really for me when I thought about my career and I have thought about it intentionally. I've been willing to put my hand up and take risks where I think probably others around me were not feeling as safe, and that's that's a function of who I am. But it's also a function of what I see women wanting to and needing to do more in order to bring their career forward. So as you say, I started my I had a pure technical lens when I started my career, which was being a lawyer, and there's been a lot of time just learning that and holding that skill set, I knew Lisa even then that that was not what I wanted to do forever. I wanted to do more than simply sit in an office and negotiate documents. Um, even though that was an exciting career, there was more that I wanted to do. So off the back of that, I moved into banking and was able to to learn and build some really important skill sets in terms of thinking about being a leader. And those skill sets include things like running a balance sheet, managing people thinking differently about risking compliance, which then allowed me to guess, run a bank and run the business. And then finally, how did I then pivot into technology? Well, it was a long conversation. If I'm honest with you, you know, there were there were conversations back and forth and I thought to myself and doing the right thing here. But what I could see for sure was that the world was moving to a technological context and for me not to take an opportunity to do it. A job like running a technology business across Asia, particularly Japan, just It just wasn't a possibility for me. I had to take the opportunity. So here I am, >>And that's one of the most exciting things I think is that these days every company has to be a tech company. Every company has to be a data company, a digital company with one of the lessons we've learned in the last couple of years. But another thing that we've learned is you mentioned skill sets. But it isn't just about those hard skill sets. What are some of those key soft skill sets that you think are really outstanding and really help to break down the bias. >>Yeah, again, Really interesting. So as I'm talking to women, when they hear about my career journey, a lot of them are surprised. How could you move into technology? And I think the challenge is that a lot of women view technology simply as a coding context. They view it as something that only someone with technical skills can do, and that is simply not the case. So if you look at a recent study by Deloitte Access Economics in Australia, for instance, the soft, skill intensive occupations are going to account for two thirds of all jobs by 2030. So if you think about that having a pure technical skill set, so certainly if you're going to do something like be a solutions architect or be a coda, it's really important that you must have those skills. But technology businesses are building and growing like no other, so we need all of those soft skills, like project management like P and L. Accountability and responsibility, like learning how to manage teams. These are caused fuels that have nothing to do with kind of fundamental technology, understanding that business contacts is important, but there are a lot of women out there who could be working in technology now but are a little bit scared to do so because they're thinking maybe they don't have the skills and I would encourage them to think differently. >>I think your your background with your pivots is a great articulation of you can take so many different backgrounds law banking into tech There's probably a fair amount of overlap there, but you also have you have in and of yourself thought diversity because of your background. I think that's another important thing for women to learn how important that thought diversity can be in any sort of job that they do, whether they are in a technical field. Or maybe they're in finance or operations or sales for a technology company. You guys talk about builders at A. W S. Talk to me about what a builder is, what's that definition and one of some of those key skill sets hard and soft that those builders exemplify. >>Yeah, so we are very build focused at AWS because we're building on behalf of our customers. But what that means is that the trays that make you a builder are exemplified by our leadership principles. So things like being curious. As you just pointed out, Lisa, these are the tenants of being a good builder, um, pursuing continuous learning. So whilst you you may know that you're good at something, you're not scared of trying something else. You're not scared of training and learning about something else. Being able to look around corners, um, and take calculated risks. I mean, whilst it may sound like my career journey has been pivot, pivot, pivot. Actually, if we're honest that these have been very intentional moves that I've made with my career to try to learn, as I said, to try to grow, um, and I've been fortunate and have been intentional also about building that leadership profile, But that's because I'm really fundamentally interested in how business and how people are connecting across the world. And as I said to you in a building context, really, that's about learning about how to build and run digital businesses. And at the end of the day is I guess the key message that I would send to everyone out there getting involved in a career in technology is not a bad move. >>No, it's definitely not a bad movie. I love the curiosity angle. That's one of those things that I'd love to hear. How do you encourage that? One of the biggest challenges. If we look at the stats of girls in stem programmes, from primary school to high school to university, as we see the numbers going down, we see them going up in university. And then, of course, when we're in, we're looking at the raw tech numbers. The number of women in technical positions is quite low to your point. There's many other opportunities besides technical positions. How do you encourage women to not be afraid to raise their hand and ask a question, even if they think maybe this is a dumb question? >>Uh, it's such a I think, you know, honestly, we need to see more women in leadership roles. Um, and, uh, and I think it's incumbent upon the organisations that are are running our businesses, that they make this a priority because you can't see I'm sorry. You can't be what you can't see Lisa, Um, and so it's great for us to talk about it. But once we start seeing women having active business, led conversations. That's where we're really going to see the dial shift. I have a 13 year old daughter, Um, and she's deeply interested in everything on her computer. Um, and what I try to do is encourage her to think differently about the type of roles that she could have if she was interested in, say, for instance, graphic design. She loves drawing, Um, singing. There are so many ways you can do all those YouTube videos. Maybe not, but you know, ways in which you can engage with technology to pursue a career that's interesting to you, regardless of your gender. So maybe the first part is making sure that we are talking about female leaders and what they're doing. I think also what we can do is start building programmes where we're involving women in building skills and certification skills. So here we've got this amazing event which we've built called She builds and I'm an active mentor for that. And what that's all about is kind of connecting women in the tech community and those who are interested with programmes that really speak to the way that women are thinking about their roles. So we have like minded peers. We have senior leaders, We have certification skills, programmes, always part of that, and we also have male allies. It's really important to include our male allies in that conversation, and you will have heard about things like male champions of change. These are very important conversations because again, what we know from statistics is that women are not as likely to build networks and sponsors as men are. And that's not statement of Miss Mala intense. What it means is that they just learn differently and think differently as they're building their careers. So if we're starting to get a man involved in the conversation in a more meaningful way, it's a conversation that's inclusive, and that's really what I want to drive. So I'm not sure I answered your question, but I certainly got to a couple of points that I was interested in highlighting, which is it's a conversation that has to happen at a grassroots level at a leadership level and across the organisation in terms of metrics, data understanding where women are and how to build and grow them >>right. But one of the things that you said that I was about to say was, We can't be what we can't see. We need to be able to elevate those female leaders like yourself so that more younger women and even women who maybe have been in the field for a while, can see the opportunities, the leadership. But you also brought up another great point. And that is, and something I was going to ask you about who are who are some of your mentors. And I imagine it's not just all females. It's got to be men as well. As you point out, it's incredibly important to have the men as allies. >>Yeah, absolutely. And certainly I wouldn't even be having this conversation with you now if I didn't have some amazing allies, both men and women, by my side as I've tracked this leadership journey. Certainly, um, Phil Davis, who is the head of our commercial organisation, Greg Pearson. These are people who have taken time out of their careers to talk with me about how we can help to build and grow women leaders, and to me, that's impactful. And I feel that that's an authentic engagement because there is a recognition in technology that we need to do more around this issue, and I see senior leaders like Matt Garman leading into the conversation. So for me, that's that's very inspiring. But I can't I couldn't have answered that question without telling you that the people who probably inspired me most in the organisation and within my network are those young women out there who are female founders. Now you know, I'm going to have to say a couple of names because I get the opportunity. Lisa, I've got a part of the networking, a women's networking, um, and mentoring organisation. And we have women here in Singapore like Ping Ping Han, who is building out an environmental education and sustainability digital business. We've got Francesco Cuccia, who is building Go get. She's already built it, which is an on demand workforce platform, which has over 250,000 people online that are helping people in Malaysia to work and has helped immensely during Covid. So what we're seeing with these young women is that they're actually building the digital businesses of the future, and it's not about, I mean, what I'm seeing them do is invest their time and energy in building. As I said, kind of programmes and models that are sustainable. So they're building businesses not just for the bottom line, but also to help the communities in which we operate, which to me is deeply inspirational. >>Absolutely. And the female founders need much more visibility than they're getting and obviously much more funding. One last point that I want to bring up because this is really important is that there is some data that I know that you have about performance company performance. When there are females at the helm, talk to me a little bit about that, and how can we help get that word out there more? Some more organisations understand the potential they have when they got that thought. Diversity. >>Yeah, it's such a wonderful point, and it's so well made now across the across media. But I feel like we need to double down on it because this is not a piecemeal conversation about doing the right thing. Um, sometimes we view it that way, and of course it is the right thing to have equity and diversity in our workplace. But in fact, there's so much data around how a diverse workforce creates better outcomes for business So in 2020 we had a McKenzie survey that found that companies with more than 30% of women executives were more likely to outperform companies with this percentage. So there is now a huge amount of data that's starting to show us what a diverse. And this is not just about gender. This is also about diversity across various lenses culture, ethnicity, minority groups, etcetera. So and for me, Lisa, it's just common sense. So if you're building a business that is trying to reach the most number of customers, it really is intuitive that you need to have all of those customers represented around the table. If you only have a single point of view, you're not going to represent all of those customers out there. And increasingly, those customers are expecting to be represented as part of your conversation in your business. So it totally makes sense from a business lens to build and recruit a diverse workforce. >>I couldn't agree more. One. I like to have one more question. Talk to me really quickly, briefly about how how are you building your teams to promote effectiveness through that diversity that, as you just described, can be so leading edge. >>Yeah, So what I'm doing is being intentional in my hiring practises. So this is something that all leaders can do. >>And that is really >>carefully about filling the roles in my organisation, where I'm given a role to fulfil, making sure that I'm looking at that diverse candidates, not just the same candidates who might have applied before. And that means sometimes throwing the net a bit wider than what you might usually have and thinking differently about the candidates that are applying. So, for instance, in my team, we have 50 50 men and women. Um, and we all come from very diverse backgrounds. We've got Indian, we've got Singaporean, we've got Australian talent, which means we've got a gender and cultural mix, which is actually, as I said, bringing a very different lens to the conversation when we're trying to solve customer problems. And what I would say is collaboration and respect is the cornerstone of the way that we should be. Building teams and diverse perspectives mean that our teams and the outcomes that we build are going to reflect the complexity of both the cross cultural and the divers, gender lens within which all of our customers are doing business today. >>Anna, thank you so much for joining me today, talking about the intentional pivots that you've made in your career, how inspiring those are two others and also how we're making progress on breaking the bias. My pleasure. >>Lisa. It's wonderful to join you. And thank you always think you for bringing us so much interesting data >>for Anna Greene. I'm Lisa Martin. You're watching the Cubes. Coverage of International Women's Showcase 2022.