>> Announcer: Live from Orlando, Florida, it's theCube, covering Grace Hopper Celebration of Women in Computing. Brought to you by SiliconANGLE media. >> Welcome back to theCube's coverage of Grace Hopper Conference here in Orlando, Florida. I'm your host, Rebecca Knight. We're joined by Vicki Mealer-Burke, she is the Vice-President and Chief Diversity Officer at Qualcomm. Thanks so much for joining us, Vicki. >> Thank you, Rebecca, it's great to be here. >> So, before we the camera's were rolling, you were describing how you've been at Qualcomm for 20 years, but you've been in this job for one year. And you're the first person to ever hold the position. >> That's right. >> So, tell our viewers how it came about. >> Yeah, I have been at Qualcomm almost 21 years now, and mostly in product development, product management, and then, my last role was as a general manager of one of our wholly-owned subsidiaries and I really thought that my run at Qualcomm was done, because we're consolidating a lot of our businesses. I started working on some women's programs while I was shutting down our last business, and it just so happened, it was the same time the company decided to create a chief diversity officer. My initial reaction was, "That's so great, we're going to "get one of those people, and we really need them." I wanted to be a champion for that person, and then I started getting myself interested and thinking that I could really be a change agent and a leader for the company. And kind of leave a legacy back to the company, a company that's actually been really, really good to me. >> So, when you were thinking about this job, you described it as a business problem that needed to be solved. And as someone who'd been at Qualcomm for two decades, how did you define the business problem? >> The way that my brain works is, I'm a problem solver and that's why I got into product management. And so, I really thought that if the company saw this as compliance or some sort of regulatory issue, I would really have no real interest, but I really knew that we could solve the probably by likely re-engineering some of the processes that had been in place. And, Qualcomm has had a tremendous growth over the years, and we've ramped from, I was employee 5,000 to now well over 30,000, so many of our processes really just had to be re-engineered. And I knew that I could speak that language to our leaders, we understand re-engineering problems. So, I really tried to get down to root cause and focus on a couple of the areas that would really make a big difference, and discuss the business value of why we were doing this. >> So, what are the areas that you are focusing on? Just give our viewers of a sense of the the top two or three areas where you think you can have the most impact? >> There's really two levers that I'm focused on. One is talent acquisition, so continuing to bring the best and brightest minds, the most innovative people in the world now to help us move our wireless technology into the 5G world. The possibilities are endless so we need all kinds of bright minds looking at this from all different kinds of directions. That's the diversity piece of it. The second big lever is, once we get them in, we have to keep 'em. I mean, this show shows how talented women engineers are really at premium, and so the more we're hiring, the more we're losing people on the other side. People call that the leaky pipeline or the leaky bucket. So, I'm working on retention programs to make sure that once we get our diverse talent in the door that we can keep them by really supporting, promoting, progressing them, making sure that they have wide variety of opportunities and that they see a bright future for themselves at Qualcomm. >> So, are you starting new programs? Is this about mentorship, is this about making sure there is flexible work? I mean, what are some of the nitty-gritty things that Qualcomm is doing? >> Yeah, we have started a series of sessions with our senior-most leaders, what we call, like, our directors and above. We have terrific support at the C-level at Qualcomm, terrific support. But at a 30,000 person company, you really need to get into that next couple-down layers. And so, we're doing training about, basically, how to run an inclusive team, how to empower. One of the big things that we're training on is the process of, how do you pick people for that next big project? And, like many managers, they go back to the people that have been successful year after year. What we're trying to do is disrupt that and either create, like, a apprenticeship, product leader positions where someone can tag along and lead and understand how those projects were run so well. But that's what we need to do is really try to expand the project opportunities, that's when people get a lot of visibility, a lot of experience, and that's where their own talents will just then accelerate them through our levels. >> You were talking about the need to make sure that a couple rungs down from the senior brass, really understand that there is a real business case for diverse teams that are collaborative. How receptive are these managers in your experience, and what do you say that really tips them over? >> So, Qualcomm is full of extremely bright people. There's an awareness and the benefit of the doubt that we're giving all of our employees is, "Let's give you the "facts, let's make you aware, let's let you drive the "solution, so that we're all working together." We don't have any kind of quotas, we just want to make managers, give them all the data and have them make good decisions, and empower them to be part of the solution. That empowerment need is where we're building trust with those managers. We're not saying, "Oh, you've been doing it wrong for "a million years." We're saying, "Here's what you can do to get better. "Here's what you can do to have a more engaged team. "Here's what you can do to have a more empowered team." That leads to productivity, productivity goes straight to the bottom line, and it makes sense. So, we're trying to do it more in a partnership, giving them the respect that they've earned with the positions that they're in, and empowering them to be the change. >> So, earlier in your career, you worked on some really exciting projects in terms of wearables, in terms of smart-cities, in terms of home-base technology. Do you miss the tech, I mean, do you see yourself going back and working in that? >> Yeah, it's a great question. When you're in the business, there are daily, weekly, incremental successes. We fixed that bug, we got that contract, this is really more, I call it kind of like forming jello, it's hard to get those feelings everyday like you're making progress on something. I do miss the technology, this is the biggest problem I think I've ever been tasked to solve, so that is extremely inspiring, and luckily, I get to work side-by-side with a lot of our best technology leaders. But, I do miss the technology, for sure. >> And working in the business? >> Sure. >> So, you talked about the, sort of, difficulty with measuring incremental progress, and then really we're at a point in time where the Google manifesto and Travis Kalanick's antics are front-page news. Is this discouraging, or is does it make you more excited by the cause and what you're doing? >> There are aspects to it that are discouraging, but I am really a glass half-full type of person, I think shining the light, really shining this big, bright light on the issue makes 99% of the people in our business really say, "Wow, I can't believe that's really going on." So, I actually think it's good, it's allowing us to have these conversations which are uncomfortable and a lot of leaders want to have the conversations but they don't know what to say. So, all of these things coming out in the press just give us that entry to be able to say, "Let's talk about it." And we've been doing that at Qualcomm, we do it with our employees, I want people to feel free to ask questions and not think that they should know it all. This is actually a fairly new area, so we've got to allow all of our leaders to have a level of comfort, but also know they don't have to be perfect in every single thing they say, just be inquisitive and really start the discussions. >> When you are pitching Qualcomm as a potential employer to young women, what is your value proposition? We heard Fei-Fei Li during the keynote talk about there is a real crisis if women are not actively involved in creating the next generation of artificial intelligence, and we're half of the end users, that there is going to be this real disconnect between the technology and how it's used. >> And as a product leader, I have always been fascinated by these public stories of product failures that no one was trying to make them fail but it was very clear that they didn't have a diverse team, because they just had some really big misses. So, one of the things we talk about at Qualcomm, you know, we're a wireless technology company, we started with 3G and now 4GLTE, that whole wireless technology, that backbone of it, is all Qualcomm tech, and it allows us to go into 5G. 5G is where the thing gets exponentially more interesting, more exciting, a much lighter set of problems to solve can be solved through 5G. So, if we don't have a diverse set of people thinking about all the different use-cases, variables, that we can use 5G technology, we'll miss something big. And I know that our CEO believes that, we've talked about it, we are inventors, we are innovators, and we have to have a wider variety of people that are being inventors of the future. >> So, I just want to wrap up here but finally ask you about this conference, this is not your first Grace Hopper, and it's a very young conference and you're really looked at as a veteran, I mean, me, too. We're the old bags about this place. (laughing) Can you just describe a little bit, I know you said that you were introducing one of the keynote speakers and you got to meet a personal hero of yours, just what it's like to be here? >> It's really amazing, last year was my first year. I was not the Chief Diversity Officer a year ago, yet, and I came here and people like, Telle Whitney, who you read about, I've gotten to meet here, I can hug her. >> Rebecca: You'll never was your hand again. >> I know, it's amazing. The women that have been leading this for years and years and years, and now what this has turned out to be, I was talking to one of my colleagues, and I go to a lot of technical conferences and business conferences like CES, CES is almost where we should be here meeting in the middle, a lot more men here, in years to come, and a lot more women at CES. And I think that's when we'll know that we're actually making progress. >> Well, Vicki, thank you so much for joining us. >> Yes, thank you, thanks for having me. >> I'm Rebecca Knight, we'll have more from theCube's coverage of the Grace Hopper just after this. (upbeat music)

>> Announcer: Live, from Orlando, Florida, it's theCube, covering Grace Hopper Celebration of Women in Computing. Brought to you by SiliconAngle Media. >> Welcome back to theCube's coverage of Grace Hopper Conference here in Orlando, Florida, I'm your host, Rebecca Knight. We have a great panel here today, we have three guests. We have Hilary Burns and Caroline Lester, both Reporting Fellows for the GroundTruth Project, and Tori Bedford, who is a Field Producer for the GroundTruth Project. It's great to have you guys on here. >> Thank you for having us. >> Thank you. >> So, I'll start with you, Tori, since you were a reporting fellow last year at the Grace Hopper Conference, tell our viewers what the GroundTruth Project is, and what your mission is. >> So, the GroundTruth Project is a non-profit based in Boston and it hopes to encourage young journalists and earlier-career journalists all around the world. So there is a series of fellowships going on, pretty much at all times. Different projects, there's one going across America right now that's looking at, it's called Crossing the Divide, it's looking at divides in America. It's a very divisive time for American politics so they're doing stories about that. And, obviously, we are re-upping our women in tech, women in leadership fellowship this year which we're really excited about. >> And so, each of you are working on your own, individual stories and then you will get back to Boston and produce. So, Hilary, let's hear from you, what are you working on here, what's your topic? >> Sure, so most of my time spend at the Grace Hopper Celebration so far has been spent talking with student about their career aspirations, any barriers they foresee, coming across any concerns they have about entering a male-dominated industry. And it's really been fascinating hearing their stories, some of them are international students, others are from universities all over the world and including Canada and the U.S. So, it's been very inspirational to hear. >> So, but here the ones that are aspiring to careers in technology and they're here at Grace Hopper, but there must be other ones who are too discouraged so they're not here. Are you also getting that angle, too? >> Well, I think it's important for that group of women to see these women who do feel empowered and are, a lot of them use phrases like, "We are making a difference in the gender gap "and if I don't do it, who else will do it?" So, I think it's important for all aspiring technologists to hear these women's stories. >> Are they discouraged, though? Because the headlines are bleak, I mean, we know that it's the numbers, but it's also the Google manifesto, it's the shenanigans of Travis Kalanick and people like him in Silicon Valley. What do they make of that? >> It's interesting, all of them are very intelligent, very aware of what's going on in the world. I've heard a mixed bag of responses from, "I try not to "read too much because I don't want to go in expecting "and having my own biases, I want to see for myself." Others are saying, "Yeah, I am nervous and I want to see "more women creating a path that I can then follow." So, I think there are a lot of people that are optimistically optimistic about their future. >> Cautiously optimistic. >> Thank you. Thank you for correcting me. (laughs) But, it's been interesting to hear all the different perspectives. >> Great, Caroline, how about you, what are you working on? >> Yeah, so, I am personally interested in the more personal stories of some of these women speaking at the conference. I've talked to the four really, wonderful, inspirational women. So, one of my favorites, I've just published a story on her, Chieko Asakawa, who is an IBM Fellow which is the highest honor you can receive at IBM. And she went blind at the age of 11, and has spent her life programming and creating programs and tools to help the blind access the world that is pretty hard to navigate if you don't have eyesight. So, she is super inspirational, super smart, super funny. So, it was a pleasure talking with her. And then I'm talking with three other women, Yasmine Mustafa, who started something called Roar for Good. >> Rebecca: We've had her on the show. >> Oh, you did? >> Yeah. >> Wonderful, great. So, she's fantastic, I'm really glad you covered her. And then another woman named Sarah Echohawk, who, sort of, is an advocate, an activist and is getting more and young, native women involved in STEM. And then, finally, I'll be talking with Stephanie Lampkin of Blendoor, who started this wonderful app to try and overcome the implicit bias, and unconscious bias that happens when people are hiring women or people of color in recruiting for them. >> So she's starting this app that she will then sell to companies, or sell to other recruiters? >> So, she's already started it and she has a lot of major tech companies involved. I think Airbnb uses it, I want to say SalesForce uses it, you're going to have to check me on that one. But she's got about 5,000 people on it right now. >> Wow, so the goal of these stories is to inspire other women by their success. >> Exactly, so these are four radically different women coming into tech in radically different ways and it's just really incredible to see how they've managed to overcome all sorts of obstacles in their way. And not only overcome them, but, sort of, utilize them to their advantage and stake out a place for themselves in this industry. >> Great, Tori, what are the projects that you are working on here? >> So, we've been hearing a lot about diversity, diversity is so important, and we've been hearing about how increasing diversity in a company makes your company better. It just brings in more perspectives, and it also, what's really interesting is that, in tech, it can catch people who have a diverse range of perspectives, can catch problems with products, or with a code, or with something, and how it would be implemented out into the world. I caught this really interesting panel yesterday about disability and looking at how people with disabilities can make companies, specifically tech companies, can help to improve them. This woman, Jennifer Jong, who is an Accessibility Program Manager at Microsoft, she was really interesting. She was talking about how, I wrote a piece on this yesterday, she's talking about how, when you bring people in with a disability, how they can catch things that other people just don't see or wouldn't normally notice. And also how, when we create things for those with disabilities, you know, a lot of things that have been implemented by the Americans with Disabilities Act. She talked about the button that you press to go through the door, how it can also be used by people who don't have disabilities and how it's important to create things that can be used by everybody, but that have inclusion in mind. >> So, why is that true? What is her perspective on why people with disabilities have this special ways to detect blind spots? >> So, if you're creating something, there's no way that you can know how many users are going to be interacting with it, there's no way that you can predict that a person with a disability won't be using it, and so it's diversity, it's really important to bring in different perspectives. So, they had talked about a video, a really beautiful, promotional video that showed a range of visuals, it was very effective but it had no sound and a blind person wouldn't get anything out of it. And so, it's like looking at a product, you need somebody to be in the room, just like you want women and people of color and a range of ethnicities, you want diversity, you want someone to be able to say, "This isn't going to work for me, this isn't going "to work for my child, this isn't going to work "for a range of people." And that's a really effective and important thing that ultimately saves your company's bottom line, because then, you won't have to go back and change your product in the future. >> And fix it, fix it as a problem. >> Right, you'll spend more money fixing your product than you would if you had just talked about, had inclusion and diversity, if you'd just considered that from the get-go, you'll ultimately save your company more money. >> So, the question for the three of you, really, is that as you said, we hear so much about the importance of diversity and of getting a variety of perspectives, and having people of different genders, and races, and cultures feel included and having a voice at the table, I just want to know, I mean, do companies really feel this way or is that what they say at Grace Hopper because this is what makes sense to say to their target audience? >> It's totally possible that it's just a marketing ploy, it's totally possible that they're realizing that half the population makes money and can do things, and that makes more money. I mean, a lot of tech is driven by the bottom line, it's driven by financials, but in the case of the disability thing, it's like, it almost doesn't matter. It is not only the right thing to do, if you need a financial incentive, that's not good. Obviously, it's the right thing to do so you should be doing it for that reason, but if you do also have a financial incentive, that's not bad. And if we're, sort of, driving more towards empowering women and giving women a voice and allowing women to do things and taking them seriously, ultimately that's not a bad thing. >> And just to add to that, I think there is a lot of research out there today, for example, having more women on corporate boards, that that does impact the bottom line and, obviously, that's what companies are most concerned about. So, I think that companies are starting to realize that having that diversity and inclusion is good for business as well as a marketing ploy. >> And I think, I mean, just to add, I also think that, you know, whether or not this is a good thing, I think companies do realize that that is important. And they're realizing that it's necessary, I don't know, it's necessary to impact the bottom line and that is something that, whether or not we like it, it is the most convincing factor for many of these companies. >> I think it's also, when you have women moving up to positions of power, to the C-Suite, to positions of leadership, they understand that women are people with skills and they are the ones who are, you know, hiring more women, and that ultimately helps the bottom line. So, as you have more and more women moving higher and higher to the top, that's when, like when we talk about the companies changing, that's because women are changing. And they're changing the perspectives of men and everybody else in between that works at the company. >> Are women changing? I mean, I think that's a question, too, is that we're all as collectively as a society, becoming more aware that these biases exist in hiring and recruitment practices. But, I think that's the question, are women starting to change, too, the way they behave in the workplace, the way they go about managing their careers? >> I know it's changing minds, like other peoples' minds. >> That's a really interesting question, though. One student I talked to who was from India, talked about the gender discrimination she has faced. And she said she did change how she acted, she shut down all emotions, she took any emotion out of her responses because her colleagues would say, "Oh, you're a woman, "you're so emotional," and she was tired of that. So, it's an interesting question to look at. I don't know, I don't have the data in front of me but it would be interesting to look into that. >> Yeah, great, that's the next GroundTruth project. Excellent, well Hilary, Caroline, Tori, thanks so much for being on theCube, we've had great fun talking to you. >> Yes, thanks for having us. >> Thank you. >> We will have more from the Orange County Convention Center, the Grace Hopper Celebration of Women in Computing, just after this. (upbeat music)

>> Announcer: Live from New York City, it's the Cube. Covering Lenovo Transform 2017. Brought to you by Lenovo. >> We are wrapping up a day of coverage, the Cube's coverage, of Lenovo Transform. I'm your host, Rebecca Kinight, along with Stu Miniman. We have been here, we've interviewed all the great guests, heard a lot of great content, we were there at the keynote. Stu, what have we learned? Yeah, so Rebecca, they talk a lot about, think differently, and we're transforming, and we know that there's so much change happening in the industry. On the one hand, I step back and I say, okay, it's a new generation of Intel Chipset. That's great. Said great a few times already. They've got some people that have been with the company a long time. YY, the CEO's been there for many years, steady at the helm. But there's a lot of new leaders in the group. Kirk Skaugen, who we've now interviewed a couple times, Kim Stevenson, who we've known, a great Cube alum, talked about why she joined a company like Lenovo. Said, they're an underdog, and she feels that they have a great position without that legacy baggage. You know, legacy is one of those terms that gets thrown around. One of our guests today said, you know, oh, in five years from now, we'll be calling software defined legacy because, I was at a conference, they said legacy is what you installed yesterday. (laughs) >> Good point, yeah. >> So, you know, that being said, Lenovo understands, you know, fanatical devotion to that, you know, customer-centricity, is the term they put out there a few times. They want to be reliable, they want to be trusted, and they've got metrics and stats to prove that they are meeting what they're doing. They're not just, you know. John Farrier texted me, he said, "There's meat on the bone at this event, Stu." Absolutely. So, interesting to look at, kind of where they are, where they're going forward. The server industry as a whole is a bit challenged. >> Mm-hmm. >> Storage has been going through radical transformation. Networking is driving more to software defined. And all of that means that there's opportunity for new players to rise through the ranks. And Lenovo feels that they're got the pieces to put together both with themselves, and with their channel and technology partners to be able to drive forward. >> So, one of the things that we're hearing a lot about is that they are number one in customer satisfaction. Because they are so reliable, and because they have great service. In terms of what they were hearing from their customers, we heard this a lot, is that the customers want simple, they are overwhelmed sometimes by too much choice. They want nothing too complicated. And they want things future-proofed. I mean, is that possible? >> Yeah, it's really tough. I did an article a few years ago looking at Amazon. And people would say, oh the hyperscale companies, they use commodity off the shelf hardware. I mean, Intel chips everywhere, what's the difference? Well, I wrote, Amazon actually hyper-optimizes. They have to build for one data center; it's their own. So if they built an application, it's 10,000 or 50,000 servers that they can build for that exact environment. Now, Lenovo leads with data centers around the globe. So, where can they simplify and standardize, and where do they need to fit around the world? So, it's great that they can have a common form factor for a power supply, but you know, we've got different power usage in various places around the world. But they do need to be, customers want help to be a little bit more opinionated, and to simplify what they're doing. I talked to a CIO a couple of years ago, and he said, we were really good at, you know, give us a big chunk of money and 18 months and we could build a temple to our application. Today I need to be faster. I need to be able to build, be more modular, and a lot of that means that I need to have architectures that are more software driven. I still need redundancy, and availability in the hardware, but I'm not going to build, you know, that monolithic infrastructure for a specific application. I just need something that's more flexible. And Lenovo understands that, and they've taken the assets that they had internally, added the pieces that they've gotten from IBM, and are driving these pieces forward, and with a lot of partners, as we've said. Interesting stuff coming from Microsoft. Azure Stack was one of my favorite interviews, talking about that mixture of I need standardization but, I also need some flexibility >> Right. >> in what I'm doing. >> Do you think that the product launches that we heard a lot about today, at the keynote, and also in our interviews today. Do you think that they will, how much do they move the needle forward is what I want to ask? >> Yeah, great question because Kim Stevenson told us, I mean, the last year, if you look revenue and units, Lenovo didn't do great. So, they've got the pieces together, the new generation. They've talked to their customer base. I think they understand what they're going to do when they hyperscale, what they're going to do in the enterprise market, and what they're doing partnering on converged, hyper converged, offering to put those together. Some of these things are really easy for us to track. We come back a year from now and we'll say, okay, the quarterly trackers done by someone like Piers in the analyst industry, you know, the numbers don't lie. You know, customers will vote with their wallets, and we will be able to say whether or not they move the needle. It's great to say, number one in customer support, but if, you know, your competition is growing, and you're shrinking, there's only so far that'll go. >> Well, that's just what I was going to ask you. I mean, is it enough? And what do you predict? I mean, can you look into your crystal ball a little bit, and say, where you think we will be one year, five years from now. Will Lenovo be the underdog? >> Yeah, so Lenovo's in a really interesting place because they do have that global footprint. They, doing, when we talk to Kirk, it's where are they in the hyperscale? It's companies like Baidu and Tencent?. Massive, massive growth. They can ride that wave. When the sky like architecture is available, you know, pretty soon from Intel, they know that they're going to get an influx of business to be able to drive that. They're also getting into some of the west coast hyperscales as they've said. The enterprise is a little bit slower to uptick on that adoption, so, you know, I'm sure Lenovo will be able to give us by segment, how they're doing, and how they're growing. They should be reaching the point that we should see the ship be turning around. We saw this story when Lenovo had purchased the PC business from IBM over a decade ago. And, you know, they sunk for a while before they eventually started to rise, and now they're number one in the world. So, they're trying to repeat history, which is challenging to do, even if they know the playbook. Lenovo, if you look at the margins that they run on, they talk about how they can live on slim margins, they understand that consumer side of the business, they've got a lot of good pieces. And, competing against the ones ahead of them in market share, primarily US based companies, and they're fighting it out. You were at Dell in Sea World. Dell and HP, they are fighting it out, it's going to be a death match. You're going to see them just trying to beat the heck out of each other. Reminds me of, can Lenovo be the Abe Lincoln on the side, saying that, you know, I might not have been the first choice, but at the end I could end up a winner because everybody else kind of beats themselves apart. >> And then all of its partners is a team of rivals. We can do this. We can... >> There you go. We started this morning talking Hamilton, and now we're going in >> We're learning (mumbles) >> New York City used to be our capital here, so, we're bringing it full circle. >> Exactly. So, let's talk also about what we've been hearing from Lenovo employees and executives about the culture here, and we hear time and time again, how it's very flat, and how decisions are made, it's collaborative, there's a lot of teamwork, there's a lot of listening that goes on, not only to colleagues but also to customers. Do you buy it? I mean, what do you think? >> Yeah, so right. So one of the things, you know, I've spent a lot of time on the converged and hyper converged infrastructure solutions. And, one of the things you can spot really easily is if the server and the storage teams aren't working together. That CI solution didn't do well. >> It shows. >> Number of companies that didn't do there. Lenovo, primarily they have some IP, but a lot of what they're driving is really through partnerships. So, at the center of it, it's the server team. Storage is coming to look more and more like, you know, x86 servers, and they're running on top of that. Networking is tied closer to the server. So, they actually don't have, you know, this big structure that they have to overcome, unlike some of their competitors. They have, you know, a sizable team, with a good position in the market share. So, I do buy a lot of it. I've been in analyst meetings with Lenovo for the last couple of years. Their messages are all in sync. It's not, oh wait, I heard one group, and I heard this group, and you know, which way is the future? So, they are making some progress. Of course, I'm really interested to see who they might pick up from an M and A standpoint. There's been rumors for the last couple of years as to some moves they'd make. Their competition has, you know, not been sitting still. We've seen, you know, Dell obviously made a lot of big acquisitions, including the really big EMC piece. HP has bought another number of companies. Cisco actually, their server business, which is the UCS, really seems to have plateaued out. So, they had been the driver of change in the storage, in the server industry for the last, gosh, you know, over five years. So, there's that opportunity for the next horse to try to take the lead. Once again, Lenovo feels they're there. I think they have, you know, they've got the resources, they have a reason to be on the track, and to drive that forward. Whether or not they can execute on, remains to be seen. And, you know, they've got, they're looked at their channel, they've looked at their sales team, and they know what they need to do now they can go do it. >> And they've made the changes. Exactly. >> Yeah, so cultural wise, I mean something you study real closely, you had a lot of businesses. Rebecca, what did you hear today? What did you like? What did you want to hear more about? >> Well, I was really fascinated by what Kim Stevenson was saying, talking about the greater numbers of women in senior leadership roles. And also, the greater numbers of people of color. And how important that is in terms of how Lenovo goes about making its decisions, thinking about the customer, empathizing with the customer, and really understanding where to go from there. And then also, then how it comes back in terms of making decisions to go to market with which products. So, that was really fascinating and I think that she's right. I mean, particularly at a time where all you see are the headlines about this machismo culture that is so pervasive in Silicon Valley and in the technology industry. And so to see, you know, YY on one hand, and Travis Kalanick on another, and you just can see these very different models and, so, I'm hoping Lenovo is the one that really prevails in the end here because this is, I think, the future, the future of work, the future of the workforce. And so, I would like to see this model of leadership and of teamwork prevail. >> Yeah, it's a different type of event here. It's nice. It's very intimate. >> Yeah. Yeah. >> You know, Lenovo obviously knows how to do some cool things. The layout here, it's a beautiful facility here >> It is. Yes. >> In New York City. The keynote had some, you know, funny yet, you know, good videos. >> Yeah. That was (mumbles). >> You know, sometimes they fall a little flat, when you go to some of those keynotes. >> Yeah. >> But, you know, Lenovo needs to continue to build their brand, outside of the consumer space. >> Right, right. >> And be known more in the enterprise, and you know, they have a chance to ride some of those waves. >> Yeah, yeah. Well this has been a great show. It's always so much fun to co-host with you on The Cube. I love it. >> All right. >> It's really fun. Great crew. >> Rebecca, thank you so much, and, yeah, actually Kirk Skaugen's going to be back on The Cube next week. I will be with Dave Vellante at the Nutanix .NEXT event in Washington, DC. We have done so many events with the Cube. Of course, as it says on the sign behind us, theCUBE.net, where all the videos are. I'm sure will be record-breaking for us yet again, as to how many shows, how many interviews we do. >> Exciting stuff. >> Rebecca, it's a pleasure to be with you again, and thanks so much for joining with me, you know, the quick train ride down from Boston. >> Yes, exactly. >> Yeah. >> Well, thank you so much, Stu. That wraps it up for us at the Cube. This has been the Lenovo Transform Conference. I'm Rebecca Knight for Stu Miniman. Thank you so much for tuning in. (funky music)