(upbeat techno music) >> Collibra is a company that was founded in 2008 right before the so-called modern big data era kicked into high gear. The company was one of the first to focus its business on data governance. Now, historically, data governance and data quality initiatives, they were back office functions, and they were largely confined to regulated industries that had to comply with public policy mandates. But as the cloud went mainstream the tech giants showed us how valuable data could become, and the value proposition for data quality and trust, it evolved from primarily a compliance driven issue, to becoming a linchpin of competitive advantage. But, data in the decade of the 2010s was largely about getting the technology to work. You had these highly centralized technical teams that were formed and they had hyper-specialized skills, to develop data architectures and processes, to serve the myriad data needs of organizations. And it resulted in a lot of frustration, with data initiatives for most organizations, that didn't have the resources of the cloud guys and the social media giants, to really attack their data problems and turn data into gold. This is why today, for example, there's quite a bit of momentum to re-thinking monolithic data architectures. You see, you hear about initiatives like Data Mesh and the idea of data as a product. They're gaining traction as a way to better serve the the data needs of decentralized business users. You hear a lot about data democratization. So these decentralization efforts around data, they're great, but they create a new set of problems. Specifically, how do you deliver, like a self-service infrastructure to business users and domain experts? Now the cloud is definitely helping with that but also, how do you automate governance? This becomes especially tricky as protecting data privacy has become more and more important. In other words, while it's enticing to experiment, and run fast and loose with data initiatives, kind of like the Wild West, to find new veins of gold, it has to be done responsibly. As such, the idea of data governance has had to evolve to become more automated and intelligent. Governance and data lineage is still fundamental to ensuring trust as data. It moves like water through an organization. No one is going to use data that is entrusted. Metadata has become increasingly important for data discovery and data classification. As data flows through an organization, the continuously ability to check for data flaws and automating that data quality, they become a functional requirement of any modern data management platform. And finally, data privacy has become a critical adjacency to cyber security. So you can see how data governance has evolved into a much richer set of capabilities than it was 10 or 15 years ago. Hello and welcome to theCUBE's coverage of Data Citizens made possible by Collibra, a leader in so-called Data intelligence and the host of Data Citizens 2022, which is taking place in San Diego. My name is Dave Vellante and I'm one of the hosts of our program which is running in parallel to Data Citizens. Now at theCUBE we like to say we extract the signal from the noise, and over the next couple of days we're going to feature some of the themes from the keynote speakers at Data Citizens, and we'll hear from several of the executives. Felix Van de Maele, who is the co-founder and CEO of Collibra, will join us. Along with one of the other founders of Collibra, Stan Christiaens, who's going to join my colleague Lisa Martin. I'm going to also sit down with Laura Sellers, she's the Chief Product Officer at Collibra. We'll talk about some of the the announcements and innovations they're making at the event, and then we'll dig in further to data quality with Kirk Haslbeck. He's the Vice President of Data Quality at Collibra. He's an amazingly smart dude who founded Owl DQ, a company that he sold to Collibra last year. Now, many companies they didn't make it through the Hadoop era, you know they missed the industry waves and they became driftwood. Collibra, on the other hand, has evolved its business, they've leveraged the cloud, expanded its product portfolio and leaned in heavily to some major partnerships with cloud providers as well as receiving a strategic investment from Snowflake, earlier this year. So, it's a really interesting story that we're thrilled to be sharing with you. Thanks for watching and I hope you enjoy the program. (upbeat rock music) Last year theCUBE covered Data Citizens, Collibra's customer event, and the premise that we put forth prior to that event was that despite all the innovation that's gone on over the last decade or more with data, you know starting with the Hadoop movement, we had Data lakes, we had Spark, the ascendancy of programming languages like Python, the introduction of frameworks like Tensorflow, the rise of AI, Low Code, No Code, et cetera. Businesses still find it's too difficult to get more value from their data initiatives, and we said at the time, you know maybe it's time to rethink data innovation. While a lot of the effort has been focused on, you more efficiently storing and processing data, perhaps more energy needs to go into thinking about the people and the process side of the equation. Meaning, making it easier for domain experts to both gain insights from data, trust the data, and begin to use that data in new ways, fueling data products, monetization, and insights. Data Citizens 2022 is back and we're pleased to have Felix Van de Maele who is the founder and CEO of Collibra. He's on theCUBE. We're excited to have you Felix. Good to see you again. >> Likewise Dave. Thanks for having me again. >> You bet. All right, we're going to get the update from Felix on the current data landscape, how he sees it why data intelligence is more important now than ever, and get current on what Collibra has been up to over the past year, and what's changed since Data citizens 2021, and we may even touch on some of the product news. So Felix, we're living in a very different world today with businesses and consumers. They're struggling with things like supply chains, uncertain economic trends and we're not just snapping back to the 2010s, that's clear, and that's really true as well in the world of data. So what's different in your mind, in the data landscape of the 2020s, from the previous decade, and what challenges does that bring for your customers? >> Yeah, absolutely, and and I think you said it well, Dave and the intro that, that rising complexity and fragmentation, in the broader data landscape, that hasn't gotten any better over the last couple of years. When when we talk to our customers, that level of fragmentation, the complexity, how do we find data that we can trust, that we know we can use, has only gotten more more difficult. So that trend that's continuing, I think what is changing is that trend has become much more acute. Well, the other thing we've seen over the last couple of years is that the level of scrutiny that organizations are under, respect to data, as data becomes more mission critical, as data becomes more impactful than important, the level of scrutiny with respect to privacy, security, regulatory compliance, as only increasing as well. Which again, is really difficult in this environment of continuous innovation, continuous change, continuous growing complexity, and fragmentation. So, it's become much more acute. And to your earlier point, we do live in a different world and and the past couple of years we could probably just kind of brute force it, right? We could focus on, on the top line, there was enough kind of investments to be, to be had. I think nowadays organizations are focused or are, are, are are, are, are in a very different environment where there's much more focus on cost control, productivity, efficiency, how do we truly get the value from that data? So again, I think it just another incentive for organization to now truly look at data and to scale with data, not just from a a technology and infrastructure perspective, but how do we actually scale data from an organizational perspective, right? You said at the, the people and process, how do we do that at scale? And that's only, only, only becoming much more important, and we do believe that the, the economic environment that we find ourselves in today is going to be catalyst for organizations to really take that more seriously if, if, if you will, than they maybe have in the have in the past. >> You know, I don't know when you guys founded Collibra, if you had a sense as to how complicated it was going to get, but you've been on a mission to really address these problems from the beginning. How would you describe your, your, your mission and what are you doing to address these challenges? >> Yeah, absolutely. We, we started Collibra in 2008. So, in some sense and the, the last kind of financial crisis and that was really the, the start of Collibra, where we found product market fit, working with large financial institutions to help them cope with the increasing compliance requirements that they were faced with because of the, of the financial crisis. And kind of here we are again, in a very different environment of course 15 years, almost 15 years later, but data only becoming more important. But our mission to deliver trusted data for every user, every use case and across every source, frankly, has only become more important. So, what has been an incredible journey over the last 14, 15 years, I think we're still relatively early in our mission to again, be able to provide everyone, and that's why we call it Data Citizens, we truly believe that everyone in the organization should be able to use trusted data in an easy, easy matter. That mission is is only becoming more important, more relevant. We definitely have a lot more work ahead of us because we still relatively early in that, in that journey. >> Well that's interesting, because you know, in my observation it takes 7 to 10 years to actually build a company, and then the fact that you're still in the early days is kind of interesting. I mean, you, Collibra's had a good 12 months or so since we last spoke at Data Citizens. Give us the latest update on your business. What do people need to know about your current momentum? >> Yeah, absolutely. Again, there's a lot of tailwind organizations that are only maturing their data practices and we've seen that kind of transform or influence a lot of our business growth that we've seen, broader adoption of the platform. We work at some of the largest organizations in the world with its Adobe, Heineken, Bank of America and many more. We have now over 600 enterprise customers, all industry leaders and every single vertical. So it's, it's really exciting to see that and continue to partner with those organizations. On the partnership side, again, a lot of momentum in the org in the, in the market with some of the cloud partners like Google, Amazon, Snowflake, Data Breaks, and and others, right? As those kind of new modern data infrastructures, modern data architectures, are definitely all moving to the cloud. A great opportunity for us, our partners, and of course our customers, to help them kind of transition to the cloud even faster. And so we see a lot of excitement and momentum there. We did an acquisition about 18 months ago around data quality, data observability, which we believe is an enormous opportunity. Of course data quality isn't new but I think there's a lot of reasons why we're so excited about quality and observability now. One, is around leveraging AI machine learning again to drive more automation. And a second is that those data pipelines, that are now being created in the cloud, in these modern data architecture, architectures, they've become mission critical. They've become real time. And so monitoring, observing those data pipelines continuously, has become absolutely critical so that they're really excited about, about that as well. And on the organizational side, I'm sure you've heard the term around kind of data mesh, something that's gaining a lot of momentum, rightfully so. It's really the type of governance that we always believed in. Federated, focused on domains, giving a lot of ownership to different teams. I think that's the way to scale data organizations, and so that aligns really well with our vision and from a product perspective, we've seen a lot of momentum with our customers there as well. >> Yeah, you know, a couple things there. I mean, the acquisition of OwlDQ, you know Kirk Haslbeck and, and their team. It's interesting, you know the whole data quality used to be this back office function and and really confined to highly regulated industries. It's come to the front office, it's top of mind for Chief Data Officers. Data mesh, you mentioned you guys are a connective tissue for all these different nodes on the data mesh. That's key. And of course we see you at all the shows. You're, you're a critical part of many ecosystems and you're developing your own ecosystem. So, let's chat a little bit about the, the products. We're going to go deeper into products later on, at Data Citizens 22, but we know you're debuting some, some new innovations, you know, whether it's, you know, the the under the covers in security, sort of making data more accessible for people, just dealing with workflows and processes, as you talked about earlier. Tell us a little bit about what you're introducing. >> Yeah, absolutely. We we're super excited, a ton of innovation. And if we think about the big theme and like, like I said, we're still relatively early in this, in this journey towards kind of that mission of data intelligence that really bolts and compelling mission. Either customers are still start, are just starting on that, on that journey. We want to make it as easy as possible for the, for organization to actually get started, because we know that's important that they do. And for our organization and customers, that have been with us for some time, there's still a tremendous amount of opportunity to kind of expand the platform further. And again to make it easier for, really to, to accomplish that mission and vision around that Data Citizen, that everyone has access to trustworthy data in a very easy, easy way. So that's really the theme of a lot of the innovation that we're driving, a lot of kind of ease of adoption, ease of use, but also then, how do we make sure that, as clear becomes this kind of mission critical enterprise platform, from a security performance, architecture scale supportability, that we're truly able to deliver that kind of an enterprise mission critical platform. And so that's the big theme. From an innovation perspective, from a product perspective, a lot of new innovation that we're really excited about. A couple of highlights. One, is around data marketplace. Again, a lot of our customers have plans in that direction, How to make it easy? How do we make How do we make available to true kind of shopping experience? So that anybody in the organization can, in a very easy search first way, find the right data product, find the right dataset, that they can then consume. Usage analytics, how do you, how do we help organizations drive adoption? Tell them where they're working really well and where they have opportunities. Homepages again to, to make things easy for, for people, for anyone in your organization, to kind of get started with Collibra. You mentioned Workflow Designer, again, we have a very powerful enterprise platform, one of our key differentiators is the ability to really drive a lot of automation through workflows. And now we provided a, a new Low-Code, No-Code kind of workflow designer experience. So, so really customers can take it to the next level. There's a lot more new product around Collibra protect, which in partnership with Snowflake, which has been a strategic investor in Collibra, focused on how do we make access governance easier? How do we, how do we, how are we able to make sure that as you move to the cloud, things like access management, masking around sensitive data, PIA data, is managed as a much more effective, effective rate. Really excited about that product. There's more around data quality. Again, how do we, how do we get that deployed as easily, and quickly, and widely as we can? Moving that to the cloud has been a big part of our strategy. So, we launch our data quality cloud product, as well as making use of those, those native compute capabilities and platforms, like Snowflake, Databricks, Google, Amazon, and others. And so we are bettering a capability, a capability that we call push down, so we're actually pushing down the computer and data quality, to monitoring into the underlying platform, which again from a scale performance and ease of use perspective, is going to make a massive difference. And then more broadly, we talked a little bit about the ecosystem. Again, integrations, we talk about being able to connect to every source. Integrations are absolutely critical, and we're really excited to deliver new integrations with Snowflake, Azure and Google Cloud storage as well. So that's a lot coming out, the team has been work, at work really hard, and we are really really excited about what we are coming, what we're bringing to market. >> Yeah, a lot going on there. I wonder if you could give us your, your closing thoughts. I mean, you you talked about, you know, the marketplace, you know you think about Data Mesh, you think of data as product, one of the key principles, you think about monetization. This is really different than what we've been used to in data, which is just getting the technology to work has been, been so hard. So, how do you see sort of the future and, you know give us the, your closing thoughts please? >> Yeah, absolutely. And, and I think we we're really at a pivotal moment and I think you said it well. We, we all know the constraint and the challenges with data, how to actually do data at scale. And while we've seen a ton of innovation on the infrastructure side, we fundamentally believe that just getting a faster database is important, but it's not going to fully solve the challenges and truly kind of deliver on the opportunity. And that's why now is really the time to, deliver this data intelligence vision, this data intelligence platform. We are still early, making it as easy as we can, as kind of our, as our mission. And so I'm really, really excited to see what we, what we are going to, how the marks are going to evolve over the next, next few quarters and years. I think the trend is clearly there. We talked about Data Mesh, this kind of federated approach focus on data products, is just another signal that we believe, that a lot of our organization are now at the time, they're understanding need to go beyond just the technology. I really, really think about how to actually scale data as a business function, just like we've done with IT, with HR, with sales and marketing, with finance. That's how we need to think about data. I think now is the time, given the economic environment that we are in, much more focus on control, much more focus on productivity, efficiency, and now is the time we need to look beyond just the technology and infrastructure to think of how to scale data, how to manage data at scale. >> Yeah, it's a new era. The next 10 years of data won't be like the last, as I always say. Felix, thanks so much. Good luck in, in San Diego. I know you're going to crush it out there. >> Thank you Dave. >> Yeah, it's a great spot for an in-person event and and of course the content post-event is going to be available at collibra.com and you can of course catch theCUBE coverage at theCUBE.net and all the news at siliconangle.com. This is Dave Vellante for theCUBE, your leader in enterprise and emerging tech coverage. (upbeat techno music)

>> We're back at the ARIA Las Vegas. We're covering CrowdStrike's Fal.Con 22. First one since 2019. Dave Vellante and Dave Nicholson on theCUBE. Adam Meyers is here, he is the Senior Vice President of Intelligence at CrowdStrike. Adam, thanks for coming to theCUBE. >> Thanks for having me. >> Interesting times, isn't it? You're very welcome. Senior Vice President of Intelligence, tell us what your role is. >> So I run all of our intelligence offerings. All of our analysts, we have a couple hundred analysts that work at CrowdStrike tracking threat actors. There's 185 threat actors that we track today. We're constantly adding more of them and it requires us to really have that visibility and understand how they operate so that we can inform our other products: our XDR, our Cloud Workload Protections and really integrate all of this around the threat actor. >> So it's that threat hunting capability that CrowdStrike has. That's what you're sort of... >> Well, so think of it this way. When we launched the company 11 years ago yesterday, what we wanted to do was to tell customers, to tell people that, well, you don't have a malware problem, you have an adversary problem. There are humans that are out there conducting these attacks, and if you know who they are what they're up to, how they operate then you're better positioned to defend against them. And so that's really at the core, what CrowdStrike started with and all of our products are powered by intelligence. All of our services are our OverWatch and our Falcon complete, all powered by intelligence because we want to know who the threat actors are and what they're doing so we can stop them. >> So for instance like you can stop known malware. A lot of companies can stop known malware, but you also can stop unknown malware. And I infer that the intelligence is part of that equation, is that right? >> Absolutely. That that's the outcome. That's the output of the intelligence but I could also tell you who these threat actors are, where they're operating out of, show you pictures of some of them, that's the threat intel. We are tracking down to the individual persona in many cases, these various threats whether they be Chinese nation state, Russian threat actors, Iran, North Korea, we track as I said, quite a few of these threats. And over time, we develop a really robust deep knowledge about who they are and how they operate. >> Okay. And we're going to get into some of that, the big four and cyber. But before we do, I want to ask you about the eCrime index stats, the ECX you guys call it a little side joke for all your nerds out there. Maybe you could explain that Adam >> Assembly humor. >> Yeah right, right. So, but, what is that index? You guys, how often do you publish it? What are you learning from that? >> Yeah, so it was modeled off of the Dow Jones industrial average. So if you look at the Dow Jones it's a composite index that was started in the late 1800s. And they took a couple of different companies that were the industrial component of the economy back then, right. Textiles and railroads and coal and steel and things like that. And they use that to approximate the overall health of the economy. So if you take these different stocks together, swizzle 'em together, and figure out some sort of number you could say, look, it's up. The economy's doing good. It's down, not doing so good. So after World War II, everybody was exuberant and positive about the end of the war. The DGI goes up, the oil crisis in the seventies goes down, COVID hits goes up, sorry, goes down. And then everybody realizes that they can use Amazon still and they can still get the things they need goes back up with the eCrime index. We took that approach to say what is the health of the underground economy? When you read about any of these ransomware attacks or data extortion attacks there are criminal groups that are working together in order to get things spammed out or to buy credentials and things like that. And so what the eCrime index does is it takes 24 different observables, right? The price of a ransom, the number of ransom attacks, the fluctuation in cryptocurrency, how much stolen material is being sold for on the underground. And we're constantly computing this number to understand is the eCrime ecosystem healthy? Is it thriving or is it under pressure? And that lets us understand what's going on in the world and kind of contextualize it. Give an example, Microsoft on patch Tuesday releases 56 vulnerabilities. 11 of them are critical. Well guess what? After hack Tuesday. So after patch Tuesday is hack Wednesday. And so all of those 11 vulnerabilities are exploitable. And now you have threat actors that have a whole new array of weapons that they can deploy and bring to bear against their victims after that patch Tuesday. So that's hack Wednesday. Conversely we'll get something like the colonial pipeline. Colonial pipeline attack May of 21, I think it was, comes out and all of the various underground forums where these ransomware operators are doing their business. They freak out because they don't want law enforcement. President Biden is talking about them and he's putting pressure on them. They don't want this ransomware component of what they're doing to bring law enforcement, bring heat on them. So they deplatform them. They kick 'em off. And when they do that, the ransomware stops being as much of a factor at that point in time. And the eCrime index goes down. So we can look at holidays, and right around Thanksgiving, which is coming up pretty soon, it's going to go up because there's so much online commerce with cyber Monday and such, right? You're going to see this increase in online activity; eCrime actors want to take advantage of that. When Christmas comes, they take vacation too; they're going to spend time with their families, so it goes back down and it stays down till around the end of the Russian Orthodox Christmas, which you can probably extrapolate why that is. And then it goes back up. So as it's fluctuating, it gives us the ability to really just start tracking what that economy looks like. >> Realtime indicator of that crypto. >> I mean, you talked about, talked about hack Wednesday, and before that you mentioned, you know, the big four, and I think you said 185 threat actors that you're tracking, is 180, is number 185 on that list? Somebody living in their basement in their mom's basement or are the resources necessary to get on that list? Such that it's like, no, no, no, no. this is very, very organized, large groups of people. Hollywood would have you believe that it's guy with a laptop, hack Wednesday, (Dave Nicholson mimics keyboard clacking noises) and everything done. >> Right. >> Are there individuals who are doing things like that or are these typically very well organized? >> That's a great question. And I think it's an important one to ask and it's both it tends to be more, the bigger groups. There are some one-off ones where it's one or two people. Sometimes they get big. Sometimes they get small. One of the big challenges. Have you heard of ransomware as a service? >> Of course. Oh my God. Any knucklehead can be a ransomwarist. >> Exactly. So we don't track those knuckleheads as much unless they get onto our radar somehow, they're conducting a lot of operations against our customers or something like that. But what we do track is that ransomware as a service platform because the affiliates, the people that are using it they come, they go and, you know, it could be they're only there for a period of time. Sometimes they move between different ransomware services, right? They'll use the one that's most useful for them that that week or that month, they're getting the best rate because it's rev sharing. They get a percentage that platform gets percentage of the ransom. So, you know, they negotiate a better deal. They might move to a different ransomware platform. So that's really hard to track. And it's also, you know, I think more important for us to understand the platform and the technology that is being used than the individual that's doing it. >> Yeah. Makes sense. Alright, let's talk about the big four. China, Iran, North Korea, and Russia. Tell us about, you know, how you monitor these folks. Are there different signatures for each? Can you actually tell, you know based on the hack who's behind it? >> So yeah, it starts off, you know motivation is a huge factor. China conducts espionage, they do it for diplomatic purposes. They do it for military and political purposes. And they do it for economic espionage. All of these things map to known policies that they put out, the Five Year Plan, the Made in China 2025, the Belt and Road Initiative, it's all part of their efforts to become a regional and ultimately a global hegemon. >> They're not stealing nickels and dimes. >> No they're stealing intellectual property. They're stealing trade secrets. They're stealing negotiation points. When there's, you know a high speed rail or something like that. And they use a set of tools and they have a set of behaviors and they have a set of infrastructure and a set of targets that as we look at all of these things together we can derive who they are by motivation and the longer we observe them, the more data we get, the more we can get that attribution. I could tell you that there's X number of Chinese threat groups that we track under Panda, right? And they're associated with the Ministry of State Security. There's a whole other set. That's too associated with the People's Liberation Army Strategic Support Force. So, I mean, these are big operations. They're intelligence agencies that are operating out of China. Iran has a different set of targets. They have a different set of motives. They go after North American and Israeli businesses right now that's kind of their main operation. And they're doing something called hack and lock and leak. With a lock and leak, what they're doing is they're deploying ransomware. They don't care about getting a ransom payment. They're just doing it to disrupt the target. And then they're leaking information that they steal during that operation that brings embarrassment. It brings compliance, regulatory, legal impact for that particular entity. So it's disruptive >> The chaos creators that's.. >> Well, you know I think they're trying to create a they're trying to really impact the legitimacy of some of these targets and the trust that their customers and their partners and people have in them. And that is psychological warfare in a certain way. And it, you know is really part of their broader initiative. Look at some of the other things that they've done they've hacked into like the missile defense system in Israel, and they've turned on the sirens, right? Those are all things that they're doing for a specific purpose, and that's not China, right? Like as you start to look at this stuff, you can start to really understand what they're up to. Russia very much been busy targeting NATO and NATO countries and Ukraine. Obviously the conflict that started in February has been a huge focus for these threat actors. And then as we look at North Korea, totally different. They're doing, there was a major crypto attack today. They're going after these crypto platforms, they're going after DeFi platforms. They're going after all of this stuff that most people don't even understand and they're stealing the crypto currency and they're using it for revenue generation. These nuclear weapons don't pay for themselves, their research and development don't pay for themselves. And so they're using that cyber operation to either steal money or steal intelligence. >> They need the cash. Yeah. >> Yeah. And they also do economic targeting because Kim Jong Un had said back in 2016 that they need to improve the lives of North Koreans. They have this national economic development strategy. And that means that they need, you know, I think only 30% of North Korea has access to reliable power. So having access to clean energy sources and renewable energy sources, that's important to keep the people happy and stop them from rising up against the regime. So that's the type of economic espionage that they're conducting. >> Well, those are the big four. If there were big five or six, I would presume US and some Western European countries would be on there. Do you track, I mean, where United States obviously has you know, people that are capable of this we're out doing our thing, and- >> So I think- >> That defense or offense, where do we sit in this matrix? >> Well, I think the big five would probably include eCrime. We also track India, Pakistan. We track actors out of Columbia, out of Turkey, out of Syria. So there's a whole, you know this problem is getting worse over time. It's proliferating. And I think COVID was also, you know a driver there because so many of these countries couldn't move human assets around because everything was getting locked down. As machine learning and artificial intelligence and all of this makes its way into the cameras at border and transfer points, it's hard to get a human asset through there. And so cyber is a very attractive, cheap and deniable form of espionage and gives them operational capabilities, not, you know and to your question about US and other kind of five I friendly type countries we have not seen them targeting our customers. So we focus on the threats that target our customers. >> Right. >> And so, you know, if we were to find them at a customer environment sure. But you know, when you look at some of the public reporting that's out there, the malware that's associated with them is focused on, you know, real bad people, and it's, it's physically like crypted to their hard drive. So unless you have sensor on, you know, an Iranian or some other laptop that might be target or something like that. >> Well, like Stuxnet did. >> Yeah. >> Right so. >> You won't see it. Right. See, so yeah. >> Well Symantec saw it but way back when right? Back in the day. >> Well, I mean, if you want to go down that route I think it actually came from a company in the region that was doing the IR and they were working with Symantec. >> Oh, okay. So, okay. So it was a local >> Yeah. I think Crisis, I think was the company that first identified it. And then they worked with Symantec. >> It Was, they found it, I guess, a logic controller. I forget what it was. >> It was a long time ago, so I might not have that completely right. >> But it was a seminal moment in the industry. >> Oh. And it was a seminal moment for Iran because you know, that I think caused them to get into cyber operations. Right. When they realized that something like that could happen that bolstered, you know there was a lot of underground hacking forums in Iran. And, you know, after Stuxnet, we started seeing that those hackers were dropping their hacker names and they were starting businesses. They were starting to try to go after government contracts. And they were starting to build training offensive programs, things like that because, you know they realized that this is an opportunity there. >> Yeah. We were talking earlier about this with Shawn and, you know, in the nuclear war, you know the Cold War days, you had the mutually assured destruction. It's not as black and white in the cyber world. Right. Cause as, as Robert Gates told me, you know a few years ago, we have a lot more to lose. So we have to be somewhat, as the United States, careful as to how much of an offensive posture we take. >> Well here's a secret. So I have a background on political science. So mutually assured destruction, I think is a deterrent strategy where you have two kind of two, two entities that like they will destroy each other if they so they're disinclined to go down that route. >> Right. >> With cyber I really don't like that mutually assured destruction >> That doesn't fit right. >> I think it's deterrents by denial. Right? So raising the cost, if they were to conduct a cyber operation, raising that cost that they don't want to do it, they don't want to incur the impact of that. Right. And think about this in terms of a lot of people are asking about would China invade Taiwan. And so as you look at the cost that that would have on the Chinese military, the POA, the POA Navy et cetera, you know, that's that deterrents by denial, trying to, trying to make the costs so high that they don't want to do it. And I think that's a better fit for cyber to try to figure out how can we raise the cost to the adversary if they operate against our customers against our enterprises and that they'll go someplace else and do something else. >> Well, that's a retaliatory strike, isn't it? I mean, is that what you're saying? >> No, definitely not. >> It's more of reducing their return on investment essentially. >> Yeah. >> And incenting them- disincening them to do X and sending them off somewhere else. >> Right. And threat actors, whether they be criminals or nation states, you know, Bruce Lee had this great quote that was "be like water", right? Like take the path of least resistance, like water will. Threat actors do that too. So, I mean, unless you're super high value target that they absolutely have to get into by any means necessary, then if you become too hard of a target, they're going to move on to somebody that's a little easier. >> Makes sense. Awesome. Really appreciate your, I could, we'd love to have you back. >> Anytime. >> Go deeper. Adam Myers. We're here at Fal.Con 22, Dave Vellante, Dave Nicholson. We'll be right back right after this short break. (bouncy music plays)

(upbeat music) >> Hi everyone, and welcome back to managing risk across your extended attack service area with Armis Asset Intelligence Platform. I'm John Furrier, your host. We're here with the CISO Perspective. Alex Schuchman, who is the CISO of Colgate-Palmolive Company. Alex, thanks for coming on. >> Thanks for having me. >> You know, unified visibility across the enterprise service area is about knowing what you got to protect. You can't protect what you can't see. Tell me more about how you guys are able to centralize your view with network assets with Armis. >> Yeah, I think the most important part of any security program is really visibility. And that's one of the building blocks when you're building a security program. You need to understand what's in your environment, what you can control, what is being introduced new into the environment, and that's really what, any solution that gives you full visibility to your infrastructure, to your environment, to all the assets that are there, that's really one of your bread and butter pieces to your security program. >> What's been the impact on your business? >> You know, I think from an IT point of view, running the security program, you know, our key thing is really enabling the business to do their job better. So if we can give them visibility into all the assets that are available in their individual environments, and we're doing that in an automated fashion with no manual collection, you know, that's yet another thing that they don't have to worry about, and then we're delivering. Because really IT is an enabler for the business. And then they can focus really on what their job is, which is to deliver product. >> Yeah, and a lot of changes in their network. You got infrastructure, you got IOT devices, OT devices. So vulnerability management becomes more important. It's been around for a while, but it's not just IT devices anymore. There are gaps in vulnerability across the OT network. What can you tell us about Colgate's use of Armis' vulnerability management? What can you see now? What couldn't you see before? Can you share your thoughts on this? >> Yeah, I think what's really interesting about the kind of manufacturing environments today is, if you look back a number of years, most of the manufacturing equipment was really disconnected from the internet. It was really running in silos. So it was very easy to protect equipment that isn't internet-connected. You could put a firewall, you could segment it off. And it was really on an island on its own. Nowadays, you have a lot of IOT devices. you have a lot of internet-connected devices, sensors providing information to multiple different suppliers or vendor solutions. And you have to really then open up your ecosystem more, which, of course, means you have to change your security posture, and you really have to embrace if there's a vulnerability with one of those suppliers then how do you mitigate the risk associated to that vulnerability? Armis really helps us get a lot of information so that we can then make a decision with our business teams. >> That whole operational aspect of criticality is huge, on the assets knowing what's key. How has that changed the security workload for you guys? >> You know, for us, I mean, it's all about being efficient. If we can have the visibility across our manufacturing environments, then my team can easily consume that information. You know, if we spend a lot of time trying to digest the information, trying to process it, trying to prioritize it, that really hurts our efficiency as a team or as a function. What we really like is being able to use technology to help us do that work. We're not an IT shop. We're a manufacturing shop, but we're a very technical shop so we like to drive everything through automation and not be a bottleneck for any of the actions that take place. >> You know the old expression, is the juice worth the squeeze? It comes up a lot when people are buying tools around vulnerability management, and point for all this stuff. So SaaS solution is key with no agents to deploy. They have that. Talk about how you operationalize Armis in your environment. How quickly did it achieve time to value? Take us through that consumption of the product, and what was the experience like? >> Yeah, I'll definitely say in the security ecosystem, that's one of the biggest promises you hear across the industry. And when we started with Armis, we started with a very small deployment, and we wanted to make sure if it was really worth the lift, to your point. We implemented the first set of plants very quickly, actually even quicker than we had put in our project plan, which is not typical for implementing complex security solutions. And then we were so successful with that, we expanded to cover more of our manufacturing plants, and we were able to get really true visibility across our entire manufacturing organization in the first year, with the ability to also say that we extended that information, that visibility to our manufacturing organization, and they could also consume it just as easily as we could. >> That's awesome. How many assets did you guys discover? Just curious on the numbers? >> Oh, that's the really interesting part. You know, before we started this project we would've had to do a manual audit of our plants, which is typical in our industry. You know, when we started this project and we put in estimates, we really didn't have a great handle on what we were going to find. And what's really nice about the Armis solution is it's truly giving you full visibility. So you're actually seeing, besides the servers, and the PLCs, and all the equipment that you're familiar with, you're also connecting it to your wireless access points. You're connecting it to see any of those IOT devices as well. And then you're really getting full visibility through all the integrations that they offer. You're amazed how many devices you're actually seeing across your entire ecosystem. >> It's like Google maps for your infrastructure. You know, the street view. You want to look at it. You get the, you know, fake tree in there, whatever, but it gives you the picture. That's key. >> Correct. And with a nice visualization and an easy search engine, similar to your Google analogy, you know, everything is really at your fingertips. If you want to find something, you just go to the search bar, click a couple entries and boom, you get your list of the associated devices or the the associated locations devices. >> Well, Alex, I appreciate your time. I know you're super busy at CSIG a lot of your plate. Thanks for coming on sharing. Appreciate it. >> No problem, John. Thanks for having me. >> Okay. In a moment, Bryan Inman, a sales engineer at Armis will be joining me. You're watching theCUBE, the leader in high tech coverage. Thanks for watching. (upbeat music)

(upbeat music) >> Welcome to this Cube Conversation about women in tech and women in cybersecurity, two things I'm very passionate about. Lisa Martin here, with two guests, Debbie Briggs joins us, the Area Vice President, and Chief Security Officer at NETSCOUT, and Tyler Cohen Wood is here as well, the Founder and CEO of MyConnectedHealth. Ladies, it's an honor to have you on the program. I'm excited to talk to you. >> Thank you so much for having us. >> Completely agree. Tyler and I talked a couple of minutes last week and she has a lot to offer to this. >> I know, I was looking at both of your backgrounds. Very impressive. Tyler, starting with you. I see that you are a nationally recognized Cybersecurity Intelligence, National Security Expert, and former Director of Cyber Risk Management for AT&T. And I also saw that you just won a Top 50 Women in Tech Influencers to Follow for 2021 Award. Congratulations, that's amazing. I would love to know way back in the day, how did you even first become interested in tech? >> Well, it was kind of inevitable that I would go into something like tech because as a kid, I was kind of nerdy. I was obsessed with "Star Trek". I would catalog my "Star Trek" tapes by Stardate. I was just really into it. But when I was in college, I mean, it was the late 90's. Cybersecurity just really wasn't a thing. So I went into music and I worked for a radio station. I loved it, but the format of the radio station changed and I wanted to do something different. And I thought, well, computers. I'll move to San Francisco, and I'm sure I can get a job, 'cause they were hiring anyone with a brain, 'cause it was really the dot com boom. And that's really how I got into it. It was just kind of one of those things. (laughs) >> Did you have, was it like network connection, going from music to tech is quite a jump? >> It's a huge jump. It was, but you know, I was young. I was still fresh out of school. I was really interested in learning and I really wanted to get involved in cyber in some capacity, because I became really fascinated with it. So it was just kind of one of those things, that just sort of happened. >> What an interesting talk about a zig-zaggy path. That's a very, very interesting one. And I have to talk about music with you later. That would be interesting. And Debbie, you also have, as Tyler does, 20 years plus experience in cybersecurity. You've been with NETSCOUT since '04. Were you always interested in tech? Did you study engineering or computer science in school, Debbie? >> Yeah, so I think my interest in tech, just like Tyler started at a very young age. I was always interested in how things worked and how people worked. And some day over a drink, I will tell you some funny stories about things I took apart in my parents house, to figure out how it worked. (Lisa and Tyler laughing) They still don't know it. So I guess I- >> I love that. >> I just love that putting it back together, but I took a more traditional route than Tyler did. I do have a degree in Computer Science, went to school a little bit earlier than Tyler. What I would say is, when I was in college, the Computer Science Center was in the basement of the library and we had these really tiny windows and they sort of hit you in the dark. And I think it was my senior year and I went, "I don't want to sit in a room by myself and write code all day and talk to no one." So, you know, I'm a senior and I'm like, "Okay, I got to, this is not, I did not want to write code all day." And so I happened to fall into a great company and moved onto PCs. And from there went to messaging, to networking and into that, I fell into cybersecurity. So I took that more traditional route and I think I've done every job in IT, except for programming, which is what I really got my degree in. >> But you realized early on, you know, "I don't quite think this is for me." And that's an important thing for anybody in any career, to really listen to your gut. It's telling you something. I love how you both got into cybersecurity, which is now, especially in the last 18 months, with what we've seen with the threat landscape, such an incredible opportunity for anyone. But I'd like to know there's not a lot of women in tech, as we know we've been talking about this for a long time now. We've got maybe a quarter of women at the technology roles are filled by women. Tyler, talk to me about some of the challenges that you faced along your journey to get where you are today. >> Well, I mean, you know, like I said, when I started, it was like 1999, 2000. And there were even less women in cybersecurity and in these tech roles than there are now. And you know, it was difficult because, you know, I remember at my first job, I was so interested in learning about Unix and I would learn everything, I read everything about it. And I ended up getting promoted over all of my male colleagues. And you know, it was really awkward because there was the assumption, they would just say things like, "Oh, well you got that because you're a woman." And that was not the case, but it's that type of stereotyping, you know, that we've had to deal with in this industry. Now I do believe that is changing. And I've seen a lot of evidence of that. We're getting there, but we're not there yet. >> And I agree. I agree completely with what Tyler said. You know, when I started, you were the only woman in the room, you got promoted over your male counterparts. You know, I would say even 10 years ago, you know, someone was like, "Well, you could go for any CISCO role and you'd get the job because you're a woman." And I've had to go and say, "No, I might get an interview because I'm a woman, but you don't get the job just because, you know, you check a box." You know, some of that is still out there, but Tyler you're right, things are changing. I think, you know, three things that we all need to focus in on to continue to move us forward and get more women into tech is the first thing is we have to start younger. I think by high school, a lot of girls and young women have been turned off by technology. So maybe, we need to start in the middle school and ensuring that we've got young girls interested. The second thing is, is we have to have mentors. And I always say, if you're in the security industry, you have to turn around and help the next person out. And if that person is a woman, that's great, but we have to mentor others. And it can be young girls, it could be young gentlemen, but we need to mentor that next group up. And you know, if you're in the position to offer internships during the summer, we don't have to stay to the traditional role and go, "Oh, let me hire just intern from the you know IT, they're getting degrees in IT." You can get creative. And my best worker right now was an intern that worked for me, was an intern for me six years ago. And she has a degree in Finance, so nontraditional route into cyber security. And the third thing I think we need to do is, is there things the industry could do to change things and make things, I don't want to say even 'cause they're not uneven, but for example, I forget what survey it was, but if a woman reads a job description and I can do half of it, I'm not going to apply because I don't feel I'll qualify, where men, on the other hand, if they can do three out of ten they'll apply. So do we need to look at the way we write job descriptions, and use different words, you know, rather than must have these skills. You know, sort of leave it a little bit open, like here are the skills we'd like you to have, or have, you know, a handful of the following. So soften some of those job descriptions. And the second thing is once we get women in, we have to be a little bit more, I'll say inclusive. So, if you're a high tech company, look at, you know, your sales organization. When you go to big shows, do you pay more attention to men on the floor than women on the floor? If you have a sales event where you get different customers together, is it a golf outing or is it something that's maybe a little bit more inclusive than just male? So those are the three things I think as an industry we have to focus in on, start younger, get them, you know, work on mentorships specifically in cyber, and the third thing is, look at some of the things that we're doing, as companies both in our HR and sales practices. >> That's a great, that last piece of advice, Debbie is fantastic. That's one that I hadn't thought about, but you're right. If a job description is written, for must have all of these things and a woman that goes, "I only got three out of the ten. I'm not going to even get past, you know, the recruiter here." How can we write things differently? I also loved your idea of bringing in people with diverse backgrounds. I've been in marketing for 16 years and I've met very few people that actually have marketing degrees, a lot of people. So you get that diversity of thought. Tyler, what are some of your thoughts about how we can help expand the role of women in technology? Do you agree with some of the things that Debbie said? >> I love what Debbie said. I agree 100%. And I started laughing because I was thinking about all the golf outings that I've been on and I don't play golf. (all laughing) I think that there is an untapped resource because there's a lot of women who are now interested in changing their careers and that's a big pool of people. And I think that making it more accessible and making it so that people understand what the different cyber security or cyber jobs are, because a lot of people just assume that it's coding, or it's, you know, working on AI, but that's not necessarily true. I mean, there's so many different avenues. There's marketing, there's forensics, there's incident response. I mean, I could go on and on and on. And oftentimes if people don't know that these types of jobs exist, they're not even going to look for them. So making that more well-known, what the different types of opportunities are to people, I think that that would help kind of open more doors. >> And that goes along beautifully with what Debbie was talking about with respect to mentorship. And I would even add sponsorship in there, but becoming a sponsor of a younger female, who's maybe considering tech or is already in tech to help her navigate the career. Look for the other opportunities. Tyler, as you mentioned, there's a lot to cybersecurity, that is beyond coding and AI for example. So maybe getting the awareness out there more. Did either of you have sponsors when you were early in your career? Are you a sponsor now? Debbie, let's start with you. >> So, I'll answer your first question. I guess I was really fortunate that my first job out of college, I had an internship and I happened to have a female boss. And so, although we may not have called it sponsorship or mentor, she taught me and showed me that, you know, women can be leaders. And she always believed in us and always pushed us to do things beyond what we may have thought we were capable of. Throughout the years, someone once told me that we should all have our own personal board of directors. You know, a group of people that when we're making a decision, that may be life-changing or we're unsure, rather than just having one mentor, having a group of people that you, that you know, they don't have to be in cybersecurity. Yeah, I want someone that's on my board of directors that maybe, is a specialist in cybersecurity, but having other executives in other companies, that can also give you that perspective. You know, so I've always had a personal board of directors. I think I've had three or four different mentors. Some of them, I went out and found. Some of them I have joined organizations that have been fortunate enough to become not only a mentor, but a mentee. And I've kept those relationships up over three or four years. And all those people are now on my personal board of directors, that, you know, if I have a life-changing question, I've got a group of people that I can go back on. >> That is brilliant advice. I love that having a... Isn't that great Tyler? Having a personal- >> Yes Yes! >> Board of directors, especially as we look at cybersecurity and the cybersecurity skills gap Tyler has been, I think it's in its 5th year now, which is there's so much opportunity. What we saw in the threat landscape in the last 18, 19 months during the pandemic was this explosion and the attack surface, ransomware becoming a word that even my mom knows these days. What do you advise Tyler for, you talked about really making people much more aware of all of the opportunities within cyber, but when you think about how you would get women interested in cybersecurity specifically, what are some of the key pieces of advice you would offer? >> Well, again, I think I love the board of directors. I love that. That is brilliant, but I really think that it is about finding mentors, and it is about doing the research, and really asking questions. Because if you reach out to someone on LinkedIn, you know, they may just not respond, but chances are some someone will and, you know, most people in this community are very willing to help. And, you know, I found that to be great. I mean, I've got my board of directors too. I realize that now. (Debbie laughs) But I also like to help other people as well, that are just kind of entering into the field or if they're changing their careers. And it's not necessarily just women, it's people that are interested in getting into an aspect of this industry. And this is a industry where, you know, you can jump from this, to this, to this, to this. I mean, I think that I've had six different major career shifts still within the cybersecurity realm. So, just because you start off doing one thing doesn't mean that that's what you're going to do forever. There're so many different areas. And it's really interesting. I think about my 11 year old niece and she may very well have a job someday, that doesn't even exist right now. That's how quickly cyber and everything connected is moving. And if you think about it, we are connected, there is a cyber component to every single thing that we do, and that's going to continue to expand and continue to grow. And we need more people to be interested, and to want to get into these careers. And I think also it's important for younger girls to let them know these careers are really fun and they're extremely rewarding. And I mean, I hate to use this as an incentive, but there's also a lot of money that can be made too, and that's an incentive to get, you know, women and girls into these careers as well. >> And Tyler, I think you're right. In addition to that, you're always going to have a job. And I think cyber is a great career for someone that are lifelong learners, because like you said, your 11 year old niece, the job, when she graduates from college, she may have, probably doesn't even exist today. And so I think you have to be a lifelong learner. I think one of the things that people may not be aware of is, you know, for women who may have gone the non-traditional route and got degrees later in life, or took time off to raise children and want to come back to work, cyber security is something that, you know, doesn't have to be a nine to five job. I have, it happens to be a gentlemen on my team, who has to get kids on the bus and off the bus. And so we figured out how, you know, he gets up and he works for a couple hours, puts kids on the bus, is in the office. And then he gets the kids off. And once they've had dinner and gone to bed, he puts in a couple more hours. And I think, you know, people need to be aware of, there is some flexibility, there is flexibility in cyber jobs. I mean, it's not a nine to five job, it's not like banking. Well, if you were teller, and your hours are when the bank is open, cyber is 7/24 and jobs can be flexible. And I think people need to be aware of that. >> I agree on the flexibility front, and people also need to be flexible themselves. I do want to ask you both, we're getting low on time, but I've got to ask you, how do you get the confidence, to be, like you said, back in the day, in the room, maybe the only female and I've been in that as well, even in marketing, product marketing years ago. How do you get the confidence to continue moving forward? Even as someone says, "You're only here because you're a female." Tyler, what's your advice to help young women and young men as well fight any sort of challenges that are coming their way? >> I had a mentor when I first moved to the Defense Intelligence Agency, I had an Office Chief and she said to me, "Tyler, you're a Senior Intelligence Officer, you always take a seat at the table. Do not let anyone tell you that you cannot have a seat at the table." And you know, that was good advice. And I think confidence is great. But courage is something that's much more important, because courage is what leads up to confidence. And you really have to believe in yourself and do things that you know are right for you, not because you think it's going to make other people happy. And I think, you know, as women, it's really finding that courage to be brave and to be strong and to be willing to stand out, you know, alone on something, because it's what you care about and what you believe in. And that's really what helps kind of motivate me. >> I love that courage. Debbie, what are your thoughts? >> (laughs) So I was going to say, this is going to be really hard to believe, but when I was 16 years old, I was so shy that if I went to a restaurant and someone served me stone cold food, I wouldn't say a word. I would just eat it. If I bought something in a store and I didn't like it, I'd refuse, I just couldn't bring myself to go to that customer service desk and return it. And my first job in high school, was it a fast food place. And I worked for a gentleman who was a little bit of a tyrant, but you know, I learned how to get a backbone very quickly. And I would have to say now looking back, he was probably my first mentor without even trying to do that. He mentored me on how to believe in myself and how to stand up for what's right. So, Tyler, I completely agree with you. And you know, that's something that people think when they get a mentorship, sometimes it's someone going to mentor them on, you know, something tactical, something they want to know how to do, but sometimes what you need to be mentored in, could be, "How do I believe in myself?" Or "How do I find the courage to be that the only female in the room?" And I think that is where some of that mentorship comes from and, you know, I think, you know, if we go back to mentoring at the middle school, there's lots of opportunities, career fairs, the first robotically, get the middle school level, gives all of us an opportunity to sort of mentor girls at that level. And for all the guys out there who have daughters, this is, you know, how to... It's not like you can get a parenting checklist, "Teach my kid courage." And Tyler, I love that word, but I think that's something that we all need to aspire to bring out in others. >> I love that. I love that. >> Okay with that, I think I love both of your stories, are zig-zaggy in certain ways, one in a more direct cybersecurity path, Debbie with yours. Tyler, yours, very different coming from the music industry. But you both have such great advice. It's really, I would say, I'm going to add that, open your mind to be open to, you can do anything. As Tyler said, there's a very great possibility that right now the job that your niece who's 11 is going to get in the next 10 years, doesn't exist yet. How exciting is that? To have the opportunity to be open-minded enough and flexible enough to say, "I'm going to try that." And I'm going to learn from my mentors, whether it's a fast food cook, which I wouldn't think would be a direct mentor, and recognizing years later, "Wow, what an impact that person had on me, having the courage to do what I have." And so I would ask you like each one more question in terms of just your inspiration for what you're currently doing. Debbie, as the leader of security for NETSCOUT, what inspires you to continue in your current role and seek more? >> So, I'm a lifelong learner. So, I love to learn cybersecurity. You know, every day is a different day. So, it's definitely the ability to continue to learn and to do new things. But the second thing is, is I think I've always been, I don't want to call it a fixer-upper because cybersecurity isn't a fixer-upper, I'm just always wanted to improve upon things. If I've seen something that I think can do better, or a product that could have something new or better in it, you know, that's what excites me is to give people that feedback and to improve on what we've had out there. You know, you had mentioned, we've got this block of jobs that we can't fill. We have to give feedback and how we get the tools and what we have today smarter, so that if there are less of us, we're working smarter and not harder. And so if there is some low-level tasks that we could put back into tools, and talk to vendors and have them do this for us, that's how I think we start to get our way sort of out of the hole. Tyler, any thoughts on that? >> I again, I love that answer. I mean, I think for me, you know, I do like, it's that problem solving thing too. But for me it's also about, it's about compassion. And when I see, you know, a story of some child that's been involved in some kind of cyber bullying attack, or a company that has been broken into, I want to do whatever I can to help people, and to teach people to really protect themselves, so that they feel empowered and they're not afraid of cyber security. So for me, it's also really that drive to really make a difference and really help people. >> And you've both done, I'm sure, so much of that made such a big difference in many communities in which you're involved. I thank you so much for sharing your journeys with me on the program today, and giving such great pointed advice to young men and women, and even some of the older men and women out there that might be kind of struggling about, where do I go next? Your advice is brilliant, ladies. Thank you so much. It's been a pleasure talking with you. >> Thank you. >> Thank you. >> For Debbie Briggs and Tyler Cohen Wood, I'm Lisa Martin. You've been watching this Cube Conversation. (upbeat music)

(upbeat music) >> Hello everyone, welcome back to theCUBE's coverage of splunk.com 2021 virtual. We're here live in the Splunk studios. We're all here gettin all the action, all the stories. Garth Fort, senior vice president, Chief Product Officer at Splunk is here with me. CUBE alumni. Great to see you. Last time I saw you, we were at AWS now here at Splunk. Congratulations on the new role. >> Thank you. Great to see you again. >> Great keynote and great team. Congratulations. >> Thank you. Thank you. It's a lot of fun. >> So let's get into the keynote a little bit on the product. You're the Chief Product Officer. We interviewed Shawn Bice, who's also working with you as well. He's your boss. Talk about the, the next level, cause you're seeing some new enhancements. Let's get to the news first. Talk about the new enhancements. >> Yeah, this was actually a really fun keynote for me. So I think there was a lot of great stuff that came out of the rest of it. But I had the honor to actually showcase a lot of the product innovation, you know, since we did .conf last year, we've actually closed four different acquisitions. We shipped 43 major releases and we've done hundreds of small enhancements, like we're shipping code in the cloud every six weeks and we're shipping new versions twice a year for our Splunk Enterprise customers. And so this was kind of like if you've seen that movie Sophie's Choice, you know, where you have to pick one of your children, like this was a really hard, hard thing to pick. Cause we only had about 25 minutes, but we did like four demos that I think landed really well. The first was what we call ingest actions and you know, there's customers that are using, they start small with gigabytes and they go to terabytes and up to petabytes of data per day. And so they wanted tools that allow them to kind of modify filter and then route data to different sort of parts of their infrastructure. So that was the first demo. We did another demo on our, our visual playbook editor for SOAR, which has improved quite a bit. You know, a lot of the analysts that are in the, in the, in the SOC trying to figure out how to automate responses and reduce sort of time to resolution, like they're not Python experts. And so having a visual playbook editor that lets them drag and drop and sort of with a few simple gestures create complex playbooks was pretty cool. We showed some new capabilities in our APM tool. Last year, we announced we acquired a company called Plumbr, which has expertise in basically like code level analysis and, and we're calling it "Always On" profiling. So we, we did that demo and gosh, we did one more, four, but four total demos. I think, you know, people were really happy to see, you know, the thing that we really tried to do was ground all of our sort of like tech talk and stuff that was like real and today, like this is not some futuristic vision. I mean, Shawn did lay out some, some great visions, visionary kind of pillars. But, what we showed in the keynote was I it's all shipping code. >> I mean, there's plenty of head room in this market when it comes to data as value and data in motion, all these things. But we were talking before you came on camera earlier in the morning about actually how good Splunk product and broad and deep the product portfolio as well. >> Garth: Yeah. >> I mean, it's, I mean, it's not a utility and a tooling, it's a platform with tools and utilities. >> Garth: Yeah >> It's a fully blown out platform. >> Yeah. Yeah. It is a platform and, and, you know, it's, it's one that's quite interesting. I've had the pleasure to meet a couple of big customers and it's kind of amazing, like what they do with Splunk. Like I was meeting with a large telco on the east coast and you know, they actually, for their set top boxes, they actually have to figure out in real time, which ads to display and the only tool they could find to process 15 million events in real time, to decide what ad to display, was Splunk. So that was, that was like really cool to hear. Like we never set out to be like an ad tech kind of platform and yet we're the only tool that operates at that level of scale and that kind of data. >> You know, it's funny, Doug Merritt mentioned this in my interview with him earlier today about, you know, and he wasn't shy about it, which was great. He was like, we're an enabling platform. We don't have to be experts in all these vertical industries >> Garth: Yep >> because AI takes care of that. That's where the machine learning >> Garth: Yeah >> and the applications get built. So others are trying to build fully vertically integrated stacks into these verticals when in reality they don't have to, if they don't want it. >> Yeah, and Splunk's kind of, it's quite interesting when you look across our top 100 customers, you know, Doug talks about like the, you know, 92 of the fortune 100 are kind of using Splunk today, but the diversity across industries and, you know, we have government agencies, we have, you know, you name the retail or the vertical, you know, we've got really big customers, they're using Splunk. And the other thing that I kind of, I was excited about, we announced the last demo I forgot was TruSTAR integration with Enterprise Security. That's pretty cool. We're calling that Splunk Threat Intelligence. And so That was really fun and we only acquired, we closed the acquisition to TruSTAR in May, but the good news is they've been a partner with us like for 18 months before we actually bought em. And so they'd already done a lot of the work to integrate. And so they had a running start in that regard, But other, one other one that was kind of a, it was a small thing. I didn't get to demo it, but we talked about the, the content pack for application performance monitoring. And so, you know, in some ways we compete in the APM level, but in many ways there's a ton of great APM vendors out there that customers are using. But what they wanted us to do was like, hey, if I'm using APM for that one app, I still want to get data out of that and into Splunk because Splunk ends up being like the core repository for observability, security, IT ops, Dev Sec Ops, et cetera. It's kind of like where the truth, the operational truth of how your systems works, lives in Splunk. >> It's so funny. The Splunk business model has actually been replicated. They call it data lake, whatever you want to call it. People are bringing up all these different metaphors. But at the end of the day, if you guys can create a value proposition where you can have data just be, you know, stored and dumped and dumped into whatever they call it stored in a way >> Garth: We call it ingest >> Ingested, ingested. >> Garth: Not dumped. >> Data dump. >> Garth: It's ingested. >> Well, I mean, well you given me a plan, but you don't have to do a lot of work to store just, okay, we can only get to it later, >> Garth: Yep. >> But let the machines take over >> Garth: Yep. >> With the machine learning. I totally get that. Now, as a pro, as a product leader, I have to ask you your, your mindset around optimization. What do you optimize for? Because a lot of times these use cases are emerging. They just pop out of nowhere. It's a net new use case that you want to operationalize. So balancing the headroom >> Yep. >> Or not to foreclose those new opportunities for customers. How are customers deciding what's important to them? How do you, because you're trying to read the tea leaves for the future >> Garth: A little bit, yeah. >> and then go, okay, what do our customers need, but you don't want to foreclose anything. How do you think about product strategy around that? >> There's a ton of opportunity to interact with customers. We have this thing called the Customer Advisory Board. We run, I think, four of them and we run a monthly. And so we got an opportunity to kind of get that anecdotal data and the direct contact. We also have a portal called ideas.splunk.com where customers can come tell us what they want us to build next. And we look at that every month, you know, and there's no way that we could ever build everything that they're asking us to, but we look at that monthly and we use it in sort of our sprint planning to decide where we're going to prioritize engineering resources. And it's just, it's kind of like customers say the darndest things, right? Sometimes they ask us for stuff and we never imagined building it in a million years, >> John: Yeah. >> Like that use case around ads on the set top box, but it's, it's kind of a fun place to be like, we, we just, before this event, we kind of laid out internally what, you know, Shawn and I kind of put together this doc, actually Shawn wrote the bulk of it, but it was about sort of what do we think? Where, where can we take Splunk to the next three to five years? And we talked about these, we referred to them as waves of innovation. Cause you know, like when you think about waves, there's multiple waves that are heading towards the beach >> John: Yeah. >> in parallel, right? It's not like a series of phases that are going to be serialized. It's about making a set of investments. that'll kind of land over time. And, and the first wave is really about, you know, what I would say is sort of, you know, really delivering on the promise of Splunk and some of that's around integration, single sign-on things about like making all of the Splunk Splunk products work together more easily. We've talked a lot in the Q and a about like edge and hybrid. And that's really where our customers are. If you watch the Koby Avital's sort of customer keynote, you know, Walmart by necessity, given their geographic breadth and the customers they serve has to have their own infrastructure. They use Google, they use Azure and they have this abstraction layer that Koby's team has built on top. And they use Splunk to manage kind of, operate basically all of their infrastructure across those three clouds. So that's the hybrid edge scenario. We were thinking a lot about, you mentioned data lakes. You know, if you go back to 2002, when Splunk was founded, you know, the thing we were trying to do is help people make sense of log files. But now if you talk to customers that are moving to cloud, everybody's building a data lake and there's like billions of objects flowing into millions of these S3 buckets all over the place. And we're kind of trying to think about, hey, is there an opportunity for us to point our indexing and analytics capability against structured and unstructured data and those data lakes. So that that'll be something we're going to >> Yeah. >> at least start prototyping pretty soon. And then lastly, machine learning, you know, I'd say, you know, to use a baseball metaphor, like in terms of like how we apply machine learning, we're like in the bottom of the second inning, >> Yeah. >> you know, we've been doing it for a number of years, but there's so much more. >> There's so, I mean, machine learning is only as good as the data you put into the machine learning. >> Exactly, exactly. >> And so if you have, if you have gap in the data, the machine learning is going to have gaps in it. >> Yeah. And we have, we announced a feature today called auto detect. And I won't go into the gory details, but effectively what it does is it runs a real-time analytics job over whatever metrics you want to look at and you can do what I would consider more statistics versus machine learning. You can say, hey, if in a 10 minute period, like, you know, we see more errors than we see on average over the last week, throw an alert so I can go investigate and take a look. Imagine if you didn't have to figure out what the right thresholds were, if we could just watch those metrics for you and automatically understand the seasonality, the timing, is it a weekly thing? Is it a monthly thing? And then like tell you like use machine learning to do the anomaly detection, but do it in a way that's more intelligent than just the static threshold. >> Yeah. >> And so I think you'll see things like auto detect, which we announced this week will evolve to take advantage of machine learning kind of under the covers, if you will. >> Yeah. It was interesting with cloud scale and the data velocity, automations become super important. >> Oh yeah. >> You don't have a lot of new disciplines emerge, like explainable AI is hot right now. So you got, the puck is coming. You can see where the puck is going. >> Yeah >> And that is automation at the app edge or the application layer where the data has got to be free-flowing or addressable. >> Garth: Yeah. >> This is something that is being talked about. And we talked about data divide with, with Chris earlier about the policy side of things. And now data is part of everything. It's part of the apps. >> Garth: Yeah. >> It's not just stored stuff. So it's always in flight. It should be addressable. This is what people want. What do you think about all of that? >> No, I think it's great. I actually just can I, I'll quote from Steve Schmidt in, in sort of the keynote, he said, look like security at the end of the day is a human problem, but it kind of manifests itself through data. And so being able to understand what's happening in the data will tell you, like, is there a bad actor, like wreaking havoc inside of my systems? And like, you can use that, the data trail if you will, of the bad actor to chase them down and sort of isolate em. >> The digital footprints, if you will, looking at a trail. >> Yeah. >> All right, what's the coolest thing that you like right now, when you look at the treasure trove of, of a value, as you look at it, and this is a range of value, Splunk, Splunk has had customers come in with, with the early product, but they keep the customers and they always do new things and they operationalize it >> Garth: Yep. >> and another new thing comes, they operationalize it. What's the next new thing that's coming, that's the next big thing. >> Dude that is like asking me which one of my daughters do I love the most, like that is so unfair. (laughing) I'm not going to answer that one. Next question please. >> Okay. All right. Okay. What's your goals for the next year or two? >> Yeah, so I just kind of finished roughly my first 100 days and it's been great to, you know, I had a whole plan, 30, 60, 90, and I had a bunch of stuff I wanted to do. Like I'm really hoping, sort of, we get past this current kind of COVID scare and we get to back to normal. Cause I'm really looking forward to getting back on the road and sort of meeting with customers, you know, you can meet over Zoom and that's great, but what I've learned over time, you know, I used to go, I'd fly to Wichita, Kansas and actually go sit down with the operators like at their desk and watch how they use my tools. And that actually teaches you. Like you, you come up with things when you see, you know, your product in the hands of your customer, that you don't get from like a CAB meeting or from a Zoom call, you know? >> John: Yeah, yeah. >> And so being able to visit customers where they live, where they work and kind of like understand what we can do to make their lives better. Like that's going to, I'm actually really excited to gettin back to travel. >> If you could give advice to CTO, CISO, or CIO or a practitioner out there who are, who is who's sitting at their virtual desk or their physical desk thinking, okay, the pandemic, were coming through the pandemic. I want to come out with a growth strategy, with a plan that's going to be expansive, not restrictive. The pandemic has shown what's what works, what doesn't work. >> Garth: Sure. >> So it's going to be some projects that might not get renewed, but there's doubling down on, certainly with cloud scale. What would advice would you give that person when they start thinking about, okay, I got to get my architecture right. >> Yeah. >> I got to get my playbooks in place. I got to get my people aligned. >> Yeah >> What's what do you see as a best practice for kind of the mindset to actual implementation of data, managing the data? >> Yeah, and again, I'm, I'm, this is not an original Garth thought. It actually came from one of our customers. You know, the, I think we all, like you think back to March and April of 2020 as this thing was really getting real. Everybody moved as fast as they could to either scale up or scale scaled on operations. If you were in travel and hospitality, you know, that was, you know, you had to figure how to scale down quickly and like what you could shut down safely. If you were like in the food delivery business, you had to figure out how you could scale up, like Chipotle hit two, what is it? $2 billion run rate on delivery last year. And so people scrambled as fast as they could to sort of adapt to this new world. And I think we're all coming to the realization that as we sort of exit and get back to some sense of new normal, there's a lot of what we're doing today that's going to persist. Like, I think we're going to have like flexible rules. I don't think everybody's going to want to come back into the office. And so I think, I think the thing to do is you think about returning to whatever this new normal looks like is like, what did we learn that was good. And like the pandemic had a silver lining for folks in many ways. And it sucked for a lot. I'm not saying it was a good thing, but you know, there were things that we did to adapt that I think actually made like the workplace, like stronger and better. And, and sort of. >> It showed that data's important, internet is important. Didn't break, the internet didn't break. >> Garth: Correct. >> Zoom was amazing. And the teleconferencing with other tools. >> But that's kind of, just to sort of like, what did you learn over the last 18 months that you're going to take for it into the next 18 years? You know what I mean? Cause there was a lot of good and I think people were creative and they figured out like how to adapt super quickly and take the best of the pandemic and turn it into like a better place to work. >> Hybrid, hybrid events, hybrid workforce, hybrid workflows. What's what's your vision on Splunk as a tier one enterprise? Because a lot of the news that I'm seeing that's, that's the tell sign to me in terms of this next growth wave is big SI deals, Accenture and others are yours working with and you still got the other Partnerverse going. You have the ecosystems emerging. >> Garth: Yep. >> That's a good, that means your product's enabling people to make money. >> Garth: Yeah. Yeah, yeah, yeah. >> And that's a good thing. >> Yeah, BlueVoyant was a great example in the keynote yesterday and they, you know, they've really, they've kind of figured out how, you know, most of their customers, they serve customers in heavily regulated industries kind of, and you know, those customers actually want their data in a Splunk tenant that they own and control and they want to have that secure boundary around that. But BlueVoyant's figured out how they can come in and say, hey, I'm going to take care of the heavy lifting of the day-to-day operations, the monitoring of that environment with the security. So, so BlueVoyant has done a great job sort of pivoting and figuring out how they can add value to customers and do, you know, because they they're managing not just one Splunk instance, but they're managing 100s of Splunk cloud instances. And so they've got best practices and automation that they can play across their entire client base. And I think you're going to see a lot more of that. And, and Teresa's just, Teresa is just, she loves Partners, absolutely loves Partners. And that was just obvious. You could, you could hear it in her voice. You could see it in her body language, you know, when she talked about Partnerverse. So I think you'll see us start to really get a lot more serious. Cause as big as Splunk is like our pro serve and support teams are not going to scale for the next 10,000, 100,000 Splunk customers. And we really need to like really think about how we use Partners. >> There's a real growth wave. And I, and I love the multiples wave in parallel because I think that's what everyone's consensus on. So I have to ask you as a final question, what's your takeaway? Obviously, there's been a virtual studio here where all the Splunk executives and, and, and customers and partners are here. TheCUBE's here doing all the presentations, live by the way. It was awesome. What would you say the takeaway is for this .conf, for the people watching and consuming all the content online? A lot of asynchronous consumption would be happening. >> Sure. >> What's your takeaway from this year's Splunk .conf? >> You know, I, it's hard cause you know, you get so close to it and we've rehearsed this thing so many times, you know, the feedback that I got and if you look at Twitter and you look at my Slack and everything else, like this felt like a conf that was like kind of like a really genuine, almost like a Splunk two dot O. But it's sort of true to the roots of what Splunk was true to the product reality. I mean, you know, I was really careful with my team and to avoid any whiff of vaporware, like what were, what we wanted to show was like, look, this is Splunk, we're acquiring companies, you know, 43 major releases, you know, 100s of small ones. Like we're continuing to innovate on your behalf as fast as we can. And hopefully this is the last virtual conf. But even when we go back, like there was so much good about the way we did this this week, that, you know, when we, when we broke yesterday on the keynote and we were sitting around with the crew and it kind of looking at that stage and everything, we were like, wow, there is a lot of this that we want to bring to an in-person event as well. Cause so for those that want to travel and come sit in the room with us, we're super excited to do that as soon as we can. But, but then, you know, there may be 25, 50, 100,000 that don't want to travel, but can access us via this virtual event. >> It's like a time. It's a moment in time that becomes a timeless moment. That could be, >> Wow, did you make that up right now? >> that could be an NFT. >> Yeah >> We can make a global cryptocurrency. Garth, great to see you. Of course I made it up right then. So, great to see you. >> Air bump, air bump? Okay, good. >> Okay. Garth Fort, senior vice president, Chief Product Officer. In theCUBE here, we're live on site at Splunk Studio for the .conf virtual event. I'm John Furrier. Thanks for watching. >> All right. Thank you guys. (upbeat music)

(upbeat music) >> Welcome to this Cube Conversation about women in tech and women in cybersecurity, two things I'm very passionate about. Lisa Martin here, with two guests, Debbie Briggs joins us, the Area Vice President, and Chief Security Officer at NETSCOUT, and Tyler Cohen Wood is here as well, the Founder and CEO of MyConnectedHealth. Ladies, it's an honor to have you on the program. I'm excited to talk to you. >> Thank you so much for having us. >> Completely agree. Tyler and I talked a couple of minutes last week and she has a lot to offer to this. >> I know, I was looking at both of your backgrounds. Very impressive. Tyler, starting with you. I see that you are a nationally recognized Cybersecurity Intelligence, National Security Expert, and former Director of Cyber Risk Management for AT&T. And I also saw that you just won a Top 50 Women in Tech Influencers to Follow for 2021 Award. Congratulations, that's amazing. I would love to know way back in the day, how did you even first become interested in tech? >> Well, it was kind of inevitable that I would go into something like tech because as a kid, I was kind of nerdy. I was obsessed with "Star Trek". I would catalog my "Star Trek" tapes by Stardate. I was just really into it. But when I was in college, I mean, it was the late 90's. Cybersecurity just really wasn't a thing. So I went into music and I worked for a radio station. I loved it, but the format of the radio station changed and I wanted to do something different. And I thought, well, computers. I'll move to San Francisco, and I'm sure I can get a job, 'cause they were hiring anyone with a brain, 'cause it was really the dot com boom. And that's really how I got into it. It was just kind of one of those things. (laughs) >> Did you have, was it like network connection, going from music to tech is quite a jump? >> It's a huge jump. It was, but you know, I was young. I was still fresh out of school. I was really interested in learning and I really wanted to get involved in cyber in some capacity, because I became really fascinated with it. So it was just kind of one of those things, that just sort of happened. >> What an interesting talk about a zig-zaggy path. That's a very, very interesting one. And I have to talk about music with you later. That would be interesting. And Debbie, you also have, as Tyler does, 20 years plus experience in cybersecurity. You've been with NETSCOUT since '04. Were you always interested in tech? Did you study engineering or computer science in school, Debbie? >> Yeah, so I think my interest in tech, just like Tyler started at a very young age. I was always interested in how things worked and how people worked. And some day over a drink, I will tell you some funny stories about things I took apart in my parents house, to figure out how it worked. (Lisa and Tyler laughing) They still don't know it. So I guess I- >> I love that. >> I just love that putting it back together, but I took a more traditional route than Tyler did. I do have a degree in Computer Science, went to school a little bit earlier than Tyler. What I would say is, when I was in college, the Computer Science Center was in the basement of the library and we had these really tiny windows and they sort of hit you in the dark. And I think it was my senior year and I went, "I don't want to sit in a room by myself and write code all day and talk to no one." So, you know, I'm a senior and I'm like, "Okay, I got to, this is not, I did not want to write code all day." And so I happened to fall into a great company and moved onto PCs. And from there went to messaging, to networking and into that, I fell into cybersecurity. So I took that more traditional route and I think I've done every job in IT, except for programming, which is what I really got my degree in. >> But you realized early on, you know, "I don't quite think this is for me." And that's an important thing for anybody in any career, to really listen to your gut. It's telling you something. I love how you both got into cybersecurity, which is now, especially in the last 18 months, with what we've seen with the threat landscape, such an incredible opportunity for anyone. But I'd like to know there's not a lot of women in tech, as we know we've been talking about this for a long time now. We've got maybe a quarter of women at the technology roles are filled by women. Tyler, talk to me about some of the challenges that you faced along your journey to get where you are today. >> Well, I mean, you know, like I said, when I started, it was like 1999, 2000. And there were even less women in cybersecurity and in these tech roles than there are now. And you know, it was difficult because, you know, I remember at my first job, I was so interested in learning about Unix and I would learn everything, I read everything about it. And I ended up getting promoted over all of my male colleagues. And you know, it was really awkward because there was the assumption, they would just say things like, "Oh, well you got that because you're a woman." And that was not the case, but it's that type of stereotyping, you know, that we've had to deal with in this industry. Now I do believe that is changing. And I've seen a lot of evidence of that. We're getting there, but we're not there yet. >> And I agree. I agree completely with what Tyler said. You know, when I started, you were the only woman in the room, you got promoted over your male counterparts. You know, I would say even 10 years ago, you know, someone was like, "Well, you could go for any CISCO role and you'd get the job because you're a woman." And I've had to go and say, "No, I might get an interview because I'm a woman, but you don't get the job just because, you know, you check a box." You know, some of that is still out there, but Tyler you're right, things are changing. I think, you know, three things that we all need to focus in on to continue to move us forward and get more women into tech is the first thing is we have to start younger. I think by high school, a lot of girls and young women have been turned off by technology. So maybe, we need to start in the middle school and ensuring that we've got young girls interested. The second thing is, is we have to have mentors. And I always say, if you're in the security industry, you have to turn around and help the next person out. And if that person is a woman, that's great, but we have to mentor others. And it can be young girls, it could be young gentlemen, but we need to mentor that next group up. And you know, if you're in the position to offer internships during the summer, we don't have to stay to the traditional role and go, "Oh, let me hire just intern from the you know IT, they're getting degrees in IT." You can get creative. And my best worker right now was an intern that worked for me, was an intern for me six years ago. And she has a degree in Finance, so nontraditional route into cyber security. And the third thing I think we need to do is, is there things the industry could do to change things and make things, I don't want to say even 'cause they're not uneven, but for example, I forget what survey it was, but if a woman reads a job description and I can do half of it, I'm not going to apply because I don't feel I'll qualify, where men, on the other hand, if they can do three out of ten they'll apply. So do we need to look at the way we write job descriptions, and use different words, you know, rather than must have these skills. You know, sort of leave it a little bit open, like here are the skills we'd like you to have, or have, you know, a handful of the following. So soften some of those job descriptions. And the second thing is once we get women in, we have to be a little bit more, I'll say inclusive. So, if you're a high tech company, look at, you know, your sales organization. When you go to big shows, do you pay more attention to men on the floor than women on the floor? If you have a sales event where you get different customers together, is it a golf outing or is it something that's maybe a little bit more inclusive than just male? So those are the three things I think as an industry we have to focus in on, start younger, get them, you know, work on mentorships specifically in cyber, and the third thing is, look at some of the things that we're doing, as companies both in our HR and sales practices. >> That's a great, that last piece of advice, Debbie is fantastic. That's one that I hadn't thought about, but you're right. If a job description is written, for must have all of these things and a woman that goes, "I only got three out of the ten. I'm not going to even get past, you know, the recruiter here." How can we write things differently? I also loved your idea of bringing in people with diverse backgrounds. I've been in marketing for 16 years and I've met very few people that actually have marketing degrees, a lot of people. So you get that diversity of thought. Tyler, what are some of your thoughts about how we can help expand the role of women in technology? Do you agree with some of the things that Debbie said? >> I love what Debbie said. I agree 100%. And I started laughing because I was thinking about all the golf outings that I've been on and I don't play golf. (all laughing) I think that there is an untapped resource because there's a lot of women who are now interested in changing their careers and that's a big pool of people. And I think that making it more accessible and making it so that people understand what the different cyber security or cyber jobs are, because a lot of people just assume that it's coding, or it's, you know, working on AI, but that's not necessarily true. I mean, there's so many different avenues. There's marketing, there's forensics, there's incident response. I mean, I could go on and on and on. And oftentimes if people don't know that these types of jobs exist, they're not even going to look for them. So making that more well-known, what the different types of opportunities are to people, I think that that would help kind of open more doors. >> And that goes along beautifully with what Debbie was talking about with respect to mentorship. And I would even add sponsorship in there, but becoming a sponsor of a younger female, who's maybe considering tech or is already in tech to help her navigate the career. Look for the other opportunities. Tyler, as you mentioned, there's a lot to cybersecurity, that is beyond coding and AI for example. So maybe getting the awareness out there more. Did either of you have sponsors when you were early in your career? Are you a sponsor now? Debbie, let's start with you. >> So, I'll answer your first question. I guess I was really fortunate that my first job out of college, I had an internship and I happened to have a female boss. And so, although we may not have called it sponsorship or mentor, she taught me and showed me that, you know, women can be leaders. And she always believed in us and always pushed us to do things beyond what we may have thought we were capable of. Throughout the years, someone once told me that we should all have our own personal board of directors. You know, a group of people that when we're making a decision, that may be life-changing or we're unsure, rather than just having one mentor, having a group of people that you, that you know, they don't have to be in cybersecurity. Yeah, I want someone that's on my board of directors that maybe, is a specialist in cybersecurity, but having other executives in other companies, that can also give you that perspective. You know, so I've always had a personal board of directors. I think I've had three or four different mentors. Some of them, I went out and found. Some of them I have joined organizations that have been fortunate enough to become not only a mentor, but a mentee. And I've kept those relationships up over three or four years. And all those people are now on my personal board of directors, that, you know, if I have a life-changing question, I've got a group of people that I can go back on. >> That is brilliant advice. I love that having a... Isn't that great Tyler? Having a personal- >> Yes Yes! >> Board of directors, especially as we look at cybersecurity and the cybersecurity skills gap Tyler has been, I think it's in its 5th year now, which is there's so much opportunity. What we saw in the threat landscape in the last 18, 19 months during the pandemic was this explosion and the attack surface, ransomware becoming a word that even my mom knows these days. What do you advise Tyler for, you talked about really making people much more aware of all of the opportunities within cyber, but when you think about how you would get women interested in cybersecurity specifically, what are some of the key pieces of advice you would offer? >> Well, again, I think I love the board of directors. I love that. That is brilliant, but I really think that it is about finding mentors, and it is about doing the research, and really asking questions. Because if you reach out to someone on LinkedIn, you know, they may just not respond, but chances are some someone will and, you know, most people in this community are very willing to help. And, you know, I found that to be great. I mean, I've got my board of directors too. I realize that now. (Debbie laughs) But I also like to help other people as well, that are just kind of entering into the field or if they're changing their careers. And it's not necessarily just women, it's people that are interested in getting into an aspect of this industry. And this is a industry where, you know, you can jump from this, to this, to this, to this. I mean, I think that I've had six different major career shifts still within the cybersecurity realm. So, just because you start off doing one thing doesn't mean that that's what you're going to do forever. There're so many different areas. And it's really interesting. I think about my 11 year old niece and she may very well have a job someday, that doesn't even exist right now. That's how quickly cyber and everything connected is moving. And if you think about it, we are connected, there is a cyber component to every single thing that we do, and that's going to continue to expand and continue to grow. And we need more people to be interested, and to want to get into these careers. And I think also it's important for younger girls to let them know these careers are really fun and they're extremely rewarding. And I mean, I hate to use this as an incentive, but there's also a lot of money that can be made too, and that's an incentive to get, you know, women and girls into these careers as well. >> And Tyler, I think you're right. In addition to that, you're always going to have a job. And I think cyber is a great career for someone that are lifelong learners, because like you said, your 11 year old niece, the job, when she graduates from college, she may have, probably doesn't even exist today. And so I think you have to be a lifelong learner. I think one of the things that people may not be aware of is, you know, for women who may have gone the non-traditional route and got degrees later in life, or took time off to raise children and want to come back to work, cyber security is something that, you know, doesn't have to be a nine to five job. I have, it happens to be a gentlemen on my team, who has to get kids on the bus and off the bus. And so we figured out how, you know, he gets up and he works for a couple hours, puts kids on the bus, is in the office. And then he gets the kids off. And once they've had dinner and gone to bed, he puts in a couple more hours. And I think, you know, people need to be aware of, there is some flexibility, there is flexibility in cyber jobs. I mean, it's not a nine to five job, it's not like banking. Well, if you were teller, and your hours are when the bank is open, cyber is 7/24 and jobs can be flexible. And I think people need to be aware of that. >> I agree on the flexibility front, and people also need to be flexible themselves. I do want to ask you both, we're getting low on time, but I've got to ask you, how do you get the confidence, to be, like you said, back in the day, in the room, maybe the only female and I've been in that as well, even in marketing, product marketing years ago. How do you get the confidence to continue moving forward? Even as someone says, "You're only here because you're a female." Tyler, what's your advice to help young women and young men as well fight any sort of challenges that are coming their way? >> I had a mentor when I first moved to the Defense Intelligence Agency, I had an Office Chief and she said to me, "Tyler, you're a Senior Intelligence Officer, you always take a seat at the table. Do not let anyone tell you that you cannot have a seat at the table." And you know, that was good advice. And I think confidence is great. But courage is something that's much more important, because courage is what leads up to confidence. And you really have to believe in yourself and do things that you know are right for you, not because you think it's going to make other people happy. And I think, you know, as women, it's really finding that courage to be brave and to be strong and to be willing to stand out, you know, alone on something, because it's what you care about and what you believe in. And that's really what helps kind of motivate me. >> I love that courage. Debbie, what are your thoughts? >> (laughs) So I was going to say, this is going to be really hard to believe, but when I was 16 years old, I was so shy that if I went to a restaurant and someone served me stone cold food, I wouldn't say a word. I would just eat it. If I bought something in a store and I didn't like it, I'd refuse, I just couldn't bring myself to go to that customer service desk and return it. And my first job in high school, was it a fast food place. And I worked for a gentleman who was a little bit of a tyrant, but you know, I learned how to get a backbone very quickly. And I would have to say now looking back, he was probably my first mentor without even trying to do that. He mentored me on how to believe in myself and how to stand up for what's right. So, Tyler, I completely agree with you. And you know, that's something that people think when they get a mentorship, sometimes it's someone going to mentor them on, you know, something tactical, something they want to know how to do, but sometimes what you need to be mentored in, could be, "How do I believe in myself?" Or "How do I find the courage to be that the only female in the room?" And I think that is where some of that mentorship comes from and, you know, I think, you know, if we go back to mentoring at the middle school, there's lots of opportunities, career fairs, the first robotically, get the middle school level, gives all of us an opportunity to sort of mentor girls at that level. And for all the guys out there who have daughters, this is, you know, how to... It's not like you can get a parenting checklist, "Teach my kid courage." And Tyler, I love that word, but I think that's something that we all need to aspire to bring out in others. >> I love that. I love that. >> Okay with that, I think I love both of your stories, are zig-zaggy in certain ways, one in a more direct cybersecurity path, Debbie with yours. Tyler, yours, very different coming from the music industry. But you both have such great advice. It's really, I would say, I'm going to add that, open your mind to be open to, you can do anything. As Tyler said, there's a very great possibility that right now the job that your niece who's 11 is going to get in the next 10 years, doesn't exist yet. How exciting is that? To have the opportunity to be open-minded enough and flexible enough to say, "I'm going to try that." And I'm going to learn from my mentors, whether it's a fast food cook, which I wouldn't think would be a direct mentor, and recognizing years later, "Wow, what an impact that person had on me, having the courage to do what I have." And so I would ask you like each one more question in terms of just your inspiration for what you're currently doing. Debbie, as the leader of security for NETSCOUT, what inspires you to continue in your current role and seek more? >> So, I'm a lifelong learner. So, I love to learn cybersecurity. You know, every day is a different day. So, it's definitely the ability to continue to learn and to do new things. But the second thing is, is I think I've always been, I don't want to call it a fixer-upper because cybersecurity isn't a fixer-upper, I'm just always wanted to improve upon things. If I've seen something that I think can do better, or a product that could have something new or better in it, you know, that's what excites me is to give people that feedback and to improve on what we've had out there. You know, you had mentioned, we've got this block of jobs that we can't fill. We have to give feedback and how we get the tools and what we have today smarter, so that if there are less of us, we're working smarter and not harder. And so if there is some low-level tasks that we could put back into tools, and talk to vendors and have them do this for us, that's how I think we start to get our way sort of out of the hole. Tyler, any thoughts on that? >> I again, I love that answer. I mean, I think for me, you know, I do like, it's that problem solving thing too. But for me it's also about, it's about compassion. And when I see, you know, a story of some child that's been involved in some kind of cyber bullying attack, or a company that has been broken into, I want to do whatever I can to help people, and to teach people to really protect themselves, so that they feel empowered and they're not afraid of cyber security. So for me, it's also really that drive to really make a difference and really help people. >> And you've both done, I'm sure, so much of that made such a big difference in many communities in which you're involved. I thank you so much for sharing your journeys with me on the program today, and giving such great pointed advice to young men and women, and even some of the older men and women out there that might be kind of struggling about, where do I go next? Your advice is brilliant, ladies. Thank you so much. It's been a pleasure talking with you. >> Thank you. >> Thank you. >> For Debbie Briggs and Tyler Cohen Wood, I'm Lisa Martin. You've been watching this Cube Conversation. (upbeat music)

>> Narrator: From around the globe, it's theCUBE, covering Fortinet Security Summit brought to you by Fortinet. >> Welcome to theCUBE. I'm Lisa Martin. We are live at the Fortinet Championship, the PGA Tour Kickoff to the 2021-2022 FedEx Regular Season Cup. And this is so exciting to be here with Fortinet, to be at an in-person event, and to be talking about a very important topic of cybersecurity. One of our alumni is back with me, Sandra Wheatley is here, the SVP of Marketing, Threat Intelligence, and Influencer Communications at Fortinet. Sandra, it's great to see you. >> You too, Lisa. Thank you for having me. >> This is a great event. >> Yeah, it's awesome, yeah. >> Great to be outdoors, great to see people again, and great for Fortinet for being one of the first to come back to in-person events. One of the things I would love to understand is here we are at the PGA tour, what's the relationship with Fortinet and the PGA Tour? >> Well, first of all, I think the PGA tour is an amazing brand. You just have to look around here and it's extremely exciting, but beyond the brand, there's a lot of synergies between the PGA tour and Fortinet CSR initiatives, particularly around STEM, diversity inclusion, as well as veterans rescaling. And so some of the proceeds from the Fortinet Championship will go to benefit local nonprofits and the local community. So that's something we're very excited about overall. >> Lisa: Is this a new partnership? >> It is a new partnership and we will be the Fortinet Championship sponsor for about the next five years. So we're looking forward to developing this partnership and this relationship, and benefiting a lot of nonprofits in the future. >> Excellent, that's a great cause. One of the things, when you and I last saw each other by Zoom earlier in the summer, we were talking about the cybersecurity skills gap. And it's in its fifth consecutive year, and you had said some good news on the front was that data show that instead of needing four million professionals to fill that gap, it's down to three, and now there's even better news coming from Fortinet. Talk to me about the pledge that you just announced to train one million people in the next five years. >> Absolutely, we're very excited about this. You know, Fortinet has been focused on reducing the skills gap for many years now. It continues to be one of the biggest issues for cybersecurity leaders if you think about it. You know, we still need about 3.1 million professionals to come into the industry. We have made progress, but the need is growing at about 400,000 a year. So it's something that public and private partnerships need to tackle. So last week we did announce that we are committed to training a million professionals over the next five years. We're very excited about that. We're tackling this problem in many, many ways. And this really helps our customers and our partners. If you really think about it, in addition to the lack of skills, they're really tackling cybersecurity surface that's constantly changing. In our most recent FortiGuard's threat report, we saw that ransomware alone went up 10 times over the last year. So it's something that we all have to focus on going forward. And this is our way of helping the industry overall. >> It's a huge opportunity. I had the opportunity several times to speak with Derek Manky and John Maddison over the summer, and just looking at what happened in the first half, the threat landscape, we spoke last year, looking at the second half, and ransomware as a service, the amount of money that's involved in that. The fact that we are in this, as Fortinet says, this work from anywhere environment, which is probably going to be somewhat persistent with the attack surface expanding, devices on corporate networks out of the home, there's a huge opportunity for people to get educated, trained, and have a great job in cybersecurity. >> Absolutely, I like to say there's no job security like cybersecurity, and it is. I mean, I've only been in this industry about, I'm coming up on six years, and it's definitely the most dynamic industry of all of the IT areas that I've worked in. The opportunities are endless, which is why it's a little bit frustrating to see this big gap in skills, particularly around the area of women and minorities. Women make up about 20%, and minorities are even less, maybe about 3%. And so this is a huge focus of ours. And so through our Training Advancement Agenda, our TAA initiative, we have several different pillars to attack this problem. And at the core of that is our Network Security Expert Training or NSC training and certification program. We made that freely available to everybody at the beginning of COVID. It was so successful, at one point we we're seeing someone register every five minutes. And that was so successful, we extended that indefinitely. And so to date, we've had about almost 700,000 certifications. So it's just an amazing program. The other pillars are Security Academy Program, where we partner with nonprofits and academia to train young students. And we have something like 419 academies in 88 countries. >> Lisa: Wow. >> And then the other area that's very important to us is our Veterans Program. You know, we have about 250,000 veterans every year, transfer out of the service, looking for other jobs in the private sector. And so not only do we provide our training free, but we do resume building, mentoring, all of these types of initiatives. And we've trained about 2,000 veterans and spouses, and about 350 of those have successfully got jobs. So that's something we'll continue to focus on. >> That's such a great effort. As the daughter of a Vietnam combat veteran, that really just hits me right in the heart. But it's something that you guys have been dedicated for. This isn't something new, this isn't something that is coming out of a result of the recent executive order from the Biden administration. Fortinet has been focused on training and helping to close that gap for a while. >> That's exactly true. While we made the commitment to train a million people on the heels of the Biden administration at Cybersecurity Summit about two weeks ago, we have been focused on this for many years. And actually, a lot of the global companies that were part of that summit happened to be partners on this initiative with us. For example, we work with the World Economic Forum, IBM, and Salesforce offer our NSC training on their training platforms. And this is an area that we think it's really important and we'll continue to partner with larger organizations over time. We're also working with a lot of universities, both in the Bay Area, local like Berkeley, and Stanford and others to train more people. So it's definitely a big commitment for us and has been for many years. >> It'll be exciting to see over the next few years, the results of this program, which I'm sure will be successful. Talk to me a little bit about this event here. Fortinet is 100% partner driven company, more than 300 or so partners and customers here. Tell me a little bit about what some of the interesting topics are that are going to be discussed today. >> Sure, yeah, so we're delighted to bring our partners and customers together. They will be discussing some of the latest innovations in cybersecurity, as well as some of the challenges and opportunities. We are seeing, you know, during COVID we saw a lot of change with regards to cybersecurity, especially with remote working. So we'll discuss our partnership with LYNX that we just announced. We'll also be talking about some of the emerging technologies like CTNA, 5G, SASE, cloud, and really understanding how we can best help protect our customers and our partners. So it's very exciting. In addition to our Technology Summit, we have a technology exhibition here with many of our big sponsors and partners. So it's definitely going to be a lot of dynamic conversation over the next few days. >> We've seen so much change in the last year and a half. That's just an understatement. But one of the things that you touched on this a minute ago, and we're all feeling this is is when we all had to shift to work from home. And here we are using corporate devices on home networks. We're using more devices, the edge is expanding, and that became a huge security challenge for enterprises to figure out how do we secure this. Because for some percentage, and I think John Maddison mentioned a few months ago to me, at least 25% will probably stay remote. Enterprises have to figure out how to keep their data secure as people are often the weakest link. Tell me about what you guys announced with LYNX that will help facilitate that. >> Well, we're announcing an enterprise grade security offering for people who are working remotely. And the nice thing about this offering is it's very easy to set up and implement, so consumers and others can easily set this up. It also provides a dashboard for the enterprise, IT organization to, they can see who's on the network, devices, everything else. So this should really help because we did see a big increase in attacks, really targeting remote workers. As cyber criminals try to use their home as a foothold into the enterprise. So we're very excited about this partnership, and definitely see big demand for this going forward. >> Well, can you tell me about the go-to market for that and where can enterprises and people get it? >> Well, we're still working through that. I know you'll talk with John later on, he'll have more details on that. But definitely, we'll be targeting both of our different sets of customers and the channel for this. And I definitely think this is something that will, it's something that enterprises are definitely looking for, and there'll be more to come on this over the next few months. >> It's so needed. The threat landscape just exploded last year, and it's in a- >> Sandra: Yeah, absolutely. >> Suddenly your home. Maybe your kids are home, your spouse is working, you're distracted, ransomware, phishing emails, so legitimate. >> Sandra: They do. >> Lisa: But the need for what you're doing with LYNX is absolutely essential these days. >> Sandra: Yeah, these threats are so sophisticated. They're really difficult. And the other thing we did in addition to LYNX was as we got into COVID, we saw that, or the most successful organizations were really using this as an opportunity to invest for the longterm in cybersecurity. We also saw that, and this continues to be the case that, the insider threat continues to be one of the biggest challenges, where an employee will accidentally hit on a phishing email. So we did roll out an infosec awareness training, and we made that free for all of our customers and partners. So we're trying to do everything we can to really help our customers through this demanding time. >> Lisa: Right, what are some of the feedback that you're hearing from customers? I'm sure they're very appreciative of the education, the training, the focus effort from Fortinet. >> Sandra: Absolutely, it's definitely huge. And more and more we're seeing partners who want to work with us and collaborate with us on these initiatives. We've had a really positive response from some of the companies that I mentioned earlier, some of the big global names. And we're very excited about that. So we feel like we have some key initiatives on pillars, and we'll continue to expand on those and bring more partners to work with us over time. >> Lisa: Expansion as the business is growing amazingly well. Tell me a little bit about that. >> Sandra: Yeah, I think, in our last quarter we announced our largest billings growth for many, many years. And so, Fortinet, we're been very fortunate over the last few years, has continued to grow faster than the market. We now have half a million customers, and I think our platform approach to security is really being adopted heavily. And we continue to see a lot of momentum, especially around our solutions like SD-WAN. I think we're the only vendor who provides security in SD-WAN appliance. And so that's been a key differentiator for us. The other thing that's increasingly important, especially with the rollout of 5G is performance. And, you know, Fortinet, from the very beginning, created its own customized ASX or SPU, which really provides the best performance in security compute ratings in the industry. So all of this is really helping us with our growth, and we're very excited about the opportunities ahead. >> Lisa: And last question, on that front, what are some of the things that you're excited about as we wrap up 2021 calendar year and go into 2022? >> Sandra: Well, this been very exciting year for Fortinet. And I think we're in a great position to take advantage of many of the different growth areas we're seeing in this new and changing space. And, you know, we're all on board and ready to take advantage of those opportunities, and really fire ahead. >> Lisa: Fire ahead, I like that. Sandra, thank you so much for joining me today, talking about the commitment, the long standing commitment that Fortinet has to training everybody from all ages, academia, veterans, to help close that cybersecurity skills gap. And such an interesting time that we've had. There's so much opportunity, and it's great to see how committed you are to helping provide those opportunities to people of all ages, races, you name it. >> Sandra: Thank you, Lisa, I really appreciate it. >> Lisa: Ah, likewise. For Sandra Wheatley, I'm Lisa Martin. You're watching theCube at the Fortinet Championship Security Summit. (soft bright music)

(upbeat music) >> Hey, welcome to this Cube conversation with NetScout. I'm Lisa Martin. Excited to talk to you. Richard Hummel, the manager of threat research for Arbor Networks, the security division of NetScout. Richard, welcome to theCube. >> Thanks for having me, Lisa, it's a pleasure to be here. >> We're going to unpack the sixth NetScout Threat Intelligence Report, which is going to be very interesting. But something I wanted to start with is we know that and yes, you're going to tell us, COVID and the pandemic has had a massive impact on DDoS attacks, ransomware. But before we dig into the report, I'd like to just kind of get some stories from you as we saw last year about this time rapid pivot to work from home, rapid pivot to distance learning. Talk to us about some of the attacks that you saw in particular that literally hit close to home. >> Sure and there's one really good prime example that comes to mind because it impacted a lot of people. There was a lot of media sensation around this but if you go and look, just Google it, Miami Dade County and DDoS, you'll see the first articles that pop up is the entire district school network going down because the students did not want to go to school and launched a DDoS attack. There was something upwards of 190,000 individuals that could no longer connect to the school's platform, whether that's a teacher, a student or parents. And so it had a very significant impact. And when you think about this in terms of the digital world, that impacted very severely, a large number of people and you can't really translate that to what would happen in a physical environment because it just doesn't compute. There's two totally different scenarios to talk about here. >> Amazing that a child can decide, "I don't want to go to school today." And as a result of a pandemic take that out for nearly 200,000 folks. So let's dig into, I said this is the sixth NetScout Threat Intelligence Report. One of the global trends and themes that is seen as evidence in what happened last year is up and to the right. Oftentimes when we're talking about technology, you know, with analyst reports up and to the right is a good thing. Not so in this case. We saw huge increases in threat vectors, more vectors weaponized per attack sophistication, expansion of threats and IOT devices. Walk us through the overall key findings from 2020 that this report discovered. >> Absolutely. And if yo glance at your screen there you'll see the key findings here where we talk about record breaking numbers. And just in 2020, we saw over 10 million attacks, which, I mean, this is a 20% increase over 2019. And what's significant about that number is COVID had a huge impact. In fact, if we go all the way back to the beginning, right around mid March, that's when the pandemic was announced, attacks skyrocketed and they didn't stop. They just kept going up and to the right. And that is true through 2021. So far in the first quarter, typically January, February is the down month that we observe in DDoS attacks. Whether this is, you know, kids going back to school from Christmas break, you have their Christmas routines and e-commerce is slowing down. January, February is typically a slow month. That was not true in 2021. In fact, we hit record numbers on a month by month in both January and February. And so not only do we see 2.9 million attacks in the first quarter of 2021, which, I mean, let's do the math here, right? We've got four quarters, you know, we're on track to hit 12 million attacks potentially, if not more. And then you have this normal where we said 800,000 approximately month over month since the pandemic started, we started 2021 at 950,000 plus. That's up and to the right and it's not slowing down. >> It's not slowing down. It's a trend that it shows, you know, significant impact across every industry. And we're going to talk about that but what are some of the new threat vectors that you saw weaponized in the last year? I mean, you talked about the example of the Miami-Dade school district but what were some of those new vectors that were really weaponized and used to help this up and to the right trend? >> So there's four in particular that we were tracking in 2020 and these nets aren't necessarily new vectors. Typically what happens when an adversary starts using this is there's a proof of concept code out there. In fact, a good example of this would be the RDP over UDP. So, I mean, we're all remotely connected, right? We're doing this over a Zoom call. If I want to connect to my organization I'm going to use some sort of remote capability whether that's a VPN or tunneling in, whatever it might be, right? And so remote desktop is something that everybody's using. And we saw actors start to kind of play around with this in mid 2020. And in right around September, November timeframe we saw a sudden spike. And typically when we see spikes in this kind of activity it's because adversaries are taking proof of concept code, that maybe has been around for a period of time, and they're incorporating those into DDoS for hire services. And so any person that wants to launch a DDoS attack can go into underground forums in marketplaces and they can purchase, maybe it's $10 in Bitcoin, and they can purchase an attack. That leverage is a bunch of different DDoS vectors. And so adversaries have no reason to remove a vector as new ones get discovered. They only have the motivation to add more, right? Because somebody comes into their platform and says, "I want to launch an attack that's going to take out my opponent." It's probably going to look a lot better if there's a lot of attack options in there where I can just go through and start clicking buttons left and right. And so all of a sudden now I've got this complex multi-vector attack that I don't have to pay anything extra for. Adversary already did all the work for me and now I can launch an attack. And so we saw four different vectors that were weaponized in 2020. One of those are notably the Jenkins that you see listed on the screen in the key findings. That one isn't necessarily a DDoS vector. It started out as one, it does amplify, but what happens is Jenkins servers are very vulnerable and when you actually initiate this attack, it tips over the Jenkins server. So it kind of operates as like a DoS event versus DDoS but it still has the same effect of availability, it takes a server offline. And then now just in the first part of 2021 we're tracking multiple other vectors that are starting to be weaponized. And when we see this, we go from a few, you know, incidents or alerts to thousands month over month. And so we're seeing even more vectors added and that's only going to continue to go up into the right. You know that theme that we talked about at the beginning here. >> As more vectors get added, and what did you see last year in terms of industries that may have been more vulnerable? As we talked about the work from home, everyone was dependent, really here we are on Zoom, dependent on Zoom, dependent on Netflix. Streaming media was kind of a lifeline for a lot of us but it also was healthcare and education. Did you see any verticals in particular that really started to see an increase in the exploitation and in the risk? >> Yeah, so let's start, let's separate this into two parts. The last part of the key findings that we had was talking about a group we, or a campaign we call Lazarus Borough Model. So this is a global DDoS extortion campaign. We're going to cover that a little bit more when we talk about kind of extorted events and how that operates but these guys, they started where the money is. And so when they first started targeting industries and this kind of coincides with COVID, so it started several months after the pandemic was announced, they started targeting a financial organizations, commercial banking. They went after stock exchange. Many of you would hear about the New Zealand Stock Exchange that went offline. That's this LBA campaign and these guys taking it off. So they started where the money is. They moved to a financial agation targeting insurance companies. They targeted currency exchange places. And then slowly from there, they started to expand. And in so much as our Arbor Cloud folks actually saw them targeting organizations that are part of vaccine development. And so these guys, they don't care who they hurt. They don't care who they're going after. They're going out there for a payday. And so that's one aspect of the industry targeting that we've seen. The other aspect is you'll see, on the next slide here, we actually saw a bunch of different verticals that we really haven't seen in the top 10 before. In fact, if you actually look at this you'll see the number one, two and three are pretty common for us. We almost always are going to see these kinds of telecommunications, wireless, satellite, broadband, these are always going to be in the top. And the reason for that is because gamers and DDoS attacks associated with gaming is kind of the predominant thing that we see in this landscape. And let's face it, gamers are on broadband operating systems. If you're in Asian communities, often they'll use mobile hotspots. So now you start to have wireless come in there. And so that makes sense seeing them. But what doesn't make sense is this internet publishing and broadcasting and you might say, "Well, what is that?" Well, that's things like Zoom and WebEx and Netflix and these other streaming services. And so we're seeing adversaries going after that because those have become critical to people's way of life. Their entertainment, what they're using to communicate for work and school. So they realized if we can go after this it's going to disrupt something and hopefully we can get some recognition. Maybe we can show this as a demonstration to get more customers on our platform or maybe we can get a payday. In a lot of the DDoS attacks that we see, in fact most of them, are all monetary focused. And so they're looking for a payday. They're going to go after something that's going to likely, you know, send out that payment. And then just walk down the line. You can see COVID through this whole thing. Electronic shopping is number five, right? Everybody turned to e-commerce because we're not going to in-person stores anymore. Electronic computer manufacturing, how many more people have to get computers at home now because they're no longer in a corporate environment? And so you can see how the pandemic has really influenced this industry target. >> Significant influencer and I also wonder too, you know, Zoom became a household name for every generation. You know, we're talking to five generations and maybe the generations that aren't as familiar with computer technology might be even more exploitable because it's easy to click on a phishing email when they don't understand how to look for the link. Let's now unpack the different types of DDoS attacks and what is on the rise. You talked about in the report the triple threat and we often think of that in entertainment. That's a good thing, but again, not here. Explain that triple threat. >> Yeah, so what we're seeing here is we have adversaries out there that are looking to take advantage of every possible angle to be able to get that payment. And everybody knows ransomware is a household name at this point, right? And so ransomware and DDoS have a lot in common because they both attack the availability of network resources, where computers or devices or whatever they might be. And so there's a lot of parallels to draw between the two of these. Now ransomware is a denial of service event, right? You're not going to have tens of thousands of computers hitting a single computer to take it down. You're going to have one exploitation of events. Somebody clicked on a link, there was a brute force attempt that managed to compromise a little boxes, credentials, whatever it might be, ransomware gets put on a system, it encrypts all your files. Well, all of a sudden, you've got this ransom note that says "If you want your files decrypted you're going to send us this amount of human Bitcoin." Well, what adversaries are doing now is they're capitalizing on the access that they already gained. So they already have access to the computer. Well, why not steal all the data first then let's encrypt whatever's there. And so now I can ask for a ransom payment to decrypt the files and I can ask for an extortion to prevent me from posting your data publicly. Maybe there's sensitive corporate information there. Maybe you're a local school system and you have all of your students' data on there. You're a hospital that has sensitive PI on it, whatever it might be, right? So now they're going to extort you to prevent them from posting that publicly. Well, why not add DDoS to this entire picture? Now you're already encrypted, we've already got your files, and I'm going to DDoS your system so you can't even access them if you wanted to. And I'm going to tell you, you have to pay me in order to stop this DDoS attack. And so this is that triple threat and we're seeing multiple different ransomware families. In fact, if you look at one of the slides here, you'll see that there's SunCrypt, there's Ragnar Cryptor, and then Maze did this initially back in September and then more recently, even the DarkSide stuff. I mean, who hasn't heard about DarkSide now with the Colonial Pipeline event, right? So they came out and said, "Hey we didn't intend for this collateral damage but it happened." Well, April 24th, they actually started offering DDoS as part of their tool kits. And so you can see how this has evolved over time. And adversaries are learning from each other and are incorporating this kind of methodology. And here we have triple extortion event. >> It almost seems like triple extortion event as a service with the opportunities, the number of vectors there. And you're right, everyone has heard of the Colonial Pipeline and that's where things like ransomware become a household term, just as much as Zoom and video conferencing and streaming media. Let's talk now about the effects that the threat report saw and uncovered region by region. Were there any regions in particular that were, that really stood out as most impacted? >> So not particularly. So one of the phenomena that we actually saw in the threat report, which, you know, we probably could have talked about it before now but it makes sense to talk about it regionally because we didn't see any one particular region, one particular vertical, a specific organization, specific country, none was more heavily targeted than another. In fact what we saw is organizations that we've never seen targeted before. We've seen industries that have never been targeted before all of a sudden are now getting DDoS attacks because we went from a local on-prem, I don't need to be connected to the internet, I don't need to have my employees remote access. And now all of a sudden you're dependent on the internet which is really, let's face it, that's critical infrastructure these days. And so now you have all of these additional people with a footprint connected to the internet then adversary can figure out and they can poke at it. And so what we saw here is just overall, all industries, all regions saw these upticks. The exception would be in China. We actually, in the Asia Pacific region specifically, but predominantly in China. But that often has to do with visibility rather than a decrease in attacks because they have their own kind of infrastructure in China. Brazil's the same way. They have their own kind of ecosystems. And so often you don't see what happens a lot outside the borders. And so from our perspective, we might see a decrease in attacks but, for all we know, they actually saw an increase in the attacks that is internal to their country against their country. And so across the board, just increases everywhere you look. >> Wow. So let's talk about what organizations can do in light of this. As we are here, we are still doing this program by video conferencing and things are opening up a little bit more, at least in the states anyway, and we're talking about more businesses going back to some degree but there's going to still be some mix, some hybrid of working from home and maybe even distance learning. So what can enterprises do to prepare for this when it happens? Because it sounds to me like with the sophistication, the up and to the right, it's not, if we get attacked, it's when. >> It's when, exactly. And that's just it. I mean, it's no longer something that you can put off. You can't just assume that I've never been DDoS attacked, I'm never going to be DDoS attacked anymore. You really need to consider this as part of your core security platform. I like to talk about defense in depth or a layer defense approach where you want to have a layered approach. So, you know, maybe they target your first layer and they don't get through. Or they do get through and now your second layer has to stop it. Well, if you have no layers or if you have one layer, it's not that hard for an adversary to figure out a way around that. And so preparation is key. Making sure that you have something in place and I'm going to give you an operational example here. One of the things we saw with the LBA campaigns is they actually started doing network of conasense for their targets. And what they would do is they would take the IP addresses belonging to your organization. They would look up the domains associated with that and they would figure out like, "Hey, this is bpn.organization.com or VPN two." And all of a sudden they've found your VPN concentrator and so that's where they're going to focus their attack. So something as simple as changing the way that you name your VPN concentrators might be sufficient to prevent them from hitting that weak link or right sizing the DDoS protection services for your company. Did you need something as big as like OnPrem Solutions? We need hardware. Do you instead want to do a managed service? Or do you want to go and talk to a cloud provider because there's right solutions and right sizes for all types of organizations. And the key here is preparation. In fact, all of the customers that we've worked with for the LBA extortion campaigns, if they were properly prepared they experienced almost no downtime or impact to their business. It's the people like the New Zealand Stock Exchange or their service provider that wasn't prepared to handle the attacks that were sent out them that were crippled. And so preparation is key. The other part is awareness. And that's part of what we do with this threat report because we want to make sure you're aware what adversaries are doing, when new attack vectors are coming out, how they're leveraging these, what industries they're targeting because that's really going to help you to figure out what your posture is, what your risk acceptance is for your organization. And in fact, there's a couple of resources that that we have here on the next slide. And you can go to both both of these. One of them is the threat report. You can view all of the details. And we only scratched the surface here in this Cube interview. So definitely recommend going there but the other one is called Horizon And netscout.com/horizon is a free resource you can register but you can actually see near real-time attacks based on industry and based on region. So if your organization out there and you're figuring, "Well I'm never attacked." Well go look up your industry. Go look up the country where you belong and see is there actually attacks against us? And I think you'll be quite surprised that there's quite a few attacks against you. And so definitely recommend checking these out >> Great resources netscout.com/horizon, netscout.com/threatreport. I do want to ask you one final question. That's in terms of timing. We saw the massive acceleration in digital transformation last year. We've already talked about this a number of times on this program. The dependence that businesses and consumers, like globally in every industry, in every country, have on streaming on communications right now. In terms of timing, though, for an organization to go from being aware to understanding what adversaries are doing, to being prepared, how quickly can an organization get up to speed and help themselves start reducing their risks? >> So I think that with DDoS, as opposed to things like ransomware, the ramp up time for that is much, much faster. There is a finite period of time with DDoS attacks that is actually going to impact you. And so maybe you're a smaller organization and you get DDoS attacked. There's a, probably a pretty high chance that that DDoS attack isn't going to last for multiple days. So maybe it's like an hour, maybe it's two hours, and then you recover. Your network resources are available again. That's not the same for something like ransomware. You get hit with ransomware, unless you pay or you have backups, you have to do the rigorous process of getting all your stuff back online. DDoS is more about as soon as the attack stops, the saturation goes away and you can start to get back online again. So it might not be as like immediate critical that you have to have something but there's also solutions, like a cloud solution, where it's as simple as signing up for the service and having your traffic redirected to their scrubbing center, their detection center. And then you may not have to do anything on-prem yourself, right? It's a matter of going out to an organization, finding a good contract, and then signing up, signing on the dotted line. And so I think that the ramp up time for mitigation services and DDoS protection can be a lot faster than many other security platforms and solutions. >> That's good to know cause with the up and to the right trend that you already said, the first quarter is usually slow. It's obviously not that way as what you've seen in 2021. And we can only expect what way, when we talk to you next year, that the up and to the right trend may continue. So hopefully organizations take advantage of these resources, Richard, that you talked about to be prepared to mediate and protect their you know, their customers, their employees, et cetera. Richard, we thank you for stopping by theCube. Talking to us about the sixth NetScout Threat Intelligence Report. Really interesting information. >> Absolutely; definitely a pleasure to have me here. Lisa, anytime you guys want to do it again, you know where I live? >> Yes. It's one of my favorite topics that you got and I got to point out the last thing, your Guardians of the Galaxy background, one of my favorite movies and it should be noted that on the NetScout website they are considered the Guardians of the Connected World. I just thought that connection was, as Richard told me before we went live, not planned, but I thought that was a great coincidence. Again, Richard, it's been a pleasure talking to you. Thank you for your time. >> Thank you so much. >> Richard Hummel, I'm Lisa Martin. You're watching this Cube conversation. (relaxing music)

(gentle music) >> Welcome to theCUBE's coverage of PagerDuty Summit. I'm your host for "theCUBE", Natalie Erlich. And now we're joined by the CEO and Chairperson for PagerDuty. We're joined by Jennifer Tejada. Thanks very much for joining the program. >> Hi, Natalie. It's great to have you, and "theCUBE", with us again. >> Fantastic, well, let's do an overview of what PagerDuty does and how it's helping its customers. >> Well, PagerDuty is a digital operations management platform. And what that means is that we use software to detect real-time issues and events from the complex ecosystem of technology that's really hard for humans to manage. We then intelligently orchestrate that work to the right teams, the right people with the right expertise, in the moments that matter the most to your business. And that's become especially important as the whole world has moved to a digital-first world. I mean, pretty much everything we do we can experience on demand today but that's only made possible through the complex technology and infrastructure that's managed and operated by responders all over the world. And PagerDuty's digital operation solution communicates issues in real time to ensure a perfect customer experience every time. >> Terrific, and if you could go through some of the key features like on-call management, incident response, event intelligence and analytics, it would be really great. >> Sure, so, our heritage started with automation of the on-call situation for engineers. So, back in the day, many organizations had software engineers building apps, platforms, infrastructure, but then they would throw that over the wall to an ops team who would manage it in production. That led to poor code quality, it led to lots of challenges when people would release software in the middle of the night on a Saturday, et cetera. And it meant that it took a very long time for companies to manually get a problem into the hands of the right person to solve it. We automated all of that using an API-based ecosystem that connects to over 460 of the most popular applications, observability stacks, monitoring systems, security applications, ticketing environments, cloud environments, et cetera. And so, all of that is now seamless. What that data enabled us to do was build an event management solution, which we call Event Intelligence, which now uses AI and machine learning to help responders understand the nature of all the different events coming at them. So, for instance, instead of seeing 100 events coming at you from 16 different monitoring environments in your infrastructure, PagerDuty will use AI to know that of those 175 are part of the same incident. They're events conspiring to becoming a business-impacting incident. And that allows our teams to get ahead of things, to become proactive versus reactive. We've also built analytics into our solution which helps our customers benchmark themselves and their operational efficiency versus their peer group. It helps them measure the health of their teams and understand which services are causing them the biggest challenges and the most expense whether that's labor expense or customer impact. And most recently, we've been really thrilled with our acquisition of Rundeck which helps us automate the remediation of events which now means that PagerDuty can automate incident management and incident response, both upstream, in terms of identifying events as they flow in, and also downstream, safe self-healing of infrastructure, application and platform environments to get things back to the way they need to work in order to serve end customers and serve employees across an enterprise. We're really excited as our vision has expanded to become the ubiquitous platform, the de facto platform, for real-time work. And what we've seen over the years is our customers coming up with very imaginative ways to use our software to solve real-time unstructured, unpredictable work across the company. That can be legal teams managing across different geographies and business units to close contracts at the end of the quarter, it could be financial services companies that are managing their physical security as well as their digital security through PagerDuty where time really, really matters if you have a data breach or a potential physical security incident. It could be customer service where customer service and support teams are working very closely with engineering teams to identify issues that are causing customers problems and to manage those issues collaboratively so that the customer experience is protected. So, just some examples of how PagerDuty is getting leveraged. And we're really excited to talk about some new innovations at Summit. >> Terrific, well, you really have your thumb on the pulse of corporate America, and as you know, last year, we talked about the pandemic and now we're looking at going back to the workforce, we're looking at the future of work. What does that look like for you? >> Well, the future of work is here and one thing is for sure, it has changed permanently. I think we all learned from the past year that remote work can provide a lot of flexibility and can level the playing field for people all around the world. It means you can access talent from different geographies. It means you can have a different level of work-life balance, but it also comes with its own set of complications. And one of the reasons we pulled Summit earlier from September into June was we really wanted to be a part of this kind of grand moment of reopening that we're seeing around the world. And that means that every organization that we're working with is redesigning their future. But that didn't start today, that started several months ago, as companies learned from their remote work experience, learned from their on-demand experience in dealing with their own customers. And it took some of those innovations and brought them forward into kind of the new design for the way teams will work, the way brands interact with their customers. And at Summit, you're going to hear us discuss why now is the moment, now is the moment to harness your digital acceleration because that's really the way that business is getting done. I mean, frankly, every business is now a software business and all business is now digital business. And PagerDuty has proven itself as the essential infrastructure on which all companies, all brands, can build their success. And as we widen our aperture we think about building the platform for not just today's challenges, but tomorrow's challenges. So, at Summit, you'll hear us talking a lot about resilience and how your entire organization and your brand will be judged on your ability to stand up a resilient business, a resilient brand experience for your customers. Today, uptime is money and resilience and reliability are the currency of tomorrow. We're entering into this era where autonomy is everything when it comes to work. I mean, employees, and generally humans, do not want to be stuck managing mundane tasks. And the hybrid work arrangements that we're anticipating mean that PagerDuty's platform will become even more essential for customers because hybrid work drives more complexity. It means your teams are distributed, they maybe distributed across regions, co-located, remote at home, in different time zones. And when something's going down that's really causing a problem in your business, you need to orchestrate work across the right people that can make a difference in that moment. Autonomy and flexibility, frankly, is what people expect from work. And they also expect to engage with apps and platforms that are easy to use, that are intuitive, that deliver really fast time to value. And that has long been at the core of PagerDuty's offering and value proposition. And none of these autonomous or automation investments replace human expertise. They allow our platform to channel that expertise and the expertise of your users to give them context and visibility to make the best possible decisions in the moment that matters. And I think that is so empowering as we think about this flexible new hybrid way of working. And then lastly- >> And I love the points. >> Oh yeah, go ahead. >> Yeah, I love the points that you make about resilience and autonomy. I'd love it if you could just drive a little further how we can build more connection now that we're going into the office and also integrating this kind of hybrid system. >> Well, I think it's really interesting because in some ways I feel super connected to my employees 'cause I'm engaging with them one-to-one, my box and their box. I have had the opportunity to stay connected to customers and executives across the industry over course of the pandemic. And yet, I'm an extrovert, I miss the in-person opportunity that kinetic energy that comes with being together in a room. And I'm looking forward to being back in studio, doing interviews with you, Natalie. But at the same time, I appreciate the convenience that I've gained. Like, I'm not looking forward to commuting again. I mean, I plan to only get on the road during off hours in the future. And I realize that I don't have to travel six hours for a two-hour meeting on the other side of the U.S., or 15 hours to have a meeting in Europe, I can get a lot of business done online. Having said that, that connection is so important. The social contract that you create with your customers and your businesses is so important. And making sure that we can connect the complex technology that runs the world today is also really important. And that's where PagerDuty plays a role. PagerDuty really helps you know who you need, what you can leverage them for, and gets them in touch when you need them, like I said, on the work that is somewhat unpredictable but can be very high priority, the highest priority in the case of a security breach or a major customer-impacting incident. And so, using AI apps, or sorry, using AI and automation to make sure that we can intelligently route work to the right people is a big part of how our platform has come together and really become the central nervous system of the digital economy. >> Yeah, I mean, these are really great points and it's a bit of a silver lining actually with the pandemic, learning that we can really stay connected despite not being in the office and now have more hybrid systems of work. But let's switch now gears to talk about leadership in our communities and how we can truly activate change and a far more just and equitable world. >> Well, I am a huge believer in social responsibility and social impact, and I really appreciate how all of our employees have come together to leverage PagerDuty's platform for good. When we went public, we launched pagerduty.org which was led by Olivia Khalili. And I know you'll hear from her and some of our impact customers this week at Summit, but I think what's really important is how engaging it is for our employee base. Last year, 93% of PagerDuty employees have volunteered their time for social causes and philanthropy. And that's in a time when we were all enduring a hardship of our own, we were all facing an unprecedented pandemic. We've donated over a million dollars in financial grants to over 400 organizations through strategic giving and employee-match programs. And we've opened civic engagement. We've opened source civic engagement with our Day for Change for our employees and our toolkits which we've shared broadly throughout the industry. We signed on to the Board Challenge which I was thrilled to do because I'm a big believer that more diversity in the boardroom is going to lead more equity in corporate America. And thrilled to add Bonita Stewart and Dr. Alec Gallimore to our board last year. And I think representation is so important at the board level, not just because it's the right thing to do, not just because it's the right thing for business, but it's the right thing for career growth for your employees, showing them the path to what's possible for them with your company. And finally, we published PagerDuty's first ever "Inclusion Diversity and Equity Report", which is part of our effort to provide transparency around not just what we're doing, but how we're measuring it, how we're progressing, so that we can get better every year. And we've highlighted our work to support time-critical health, our work to support equity in the response to COVID including vaccine distribution. And I really enjoy some of the impact stories that we hear from our non-for-profit partners that are working with us at pagerduty.org. So, leadership is what you make of it and you can lead from every chair in an organization. And I'm so proud of the leadership, our employees, and many of our customers have demonstrated in this time of particular challenge around the globe. And we're not through it entirely yet, and so, I'm just really hopeful that we can all come out of this better together. >> Right, and speaking about leadership, why do you think that diversity is so critical for effective leadership? >> Well, first of all, I think it's our responsibility to reflect the communities that we serve. My users do not all look the same, they don't come from the same background, they're from over 150 countries around the world. They're solving a diverse set of problems. And in fact, the problems they're solving with our platform is growing every day as they imagine how to apply our technology, our digital operations platform, to different types of real-time work around their companies. But diversity is also important in problem solving, in looking at challenges through different lenses, in thinking about the different stakeholders that you serve in that process, and in creating an equitable community around you, creating opportunity for people around you. I mean, one of the things that we did that was a business decision a couple of years ago was to open an office in Atlanta. And part of that was to create a path, create opportunities for Georgians and people in the Metro Atlanta area to participate in the tech industry. This was before everybody was working from home, before those geographical barriers were broken down. And I'm thrilled to say, we have a thriving community now in Atlanta that's growing and we're hiring. But that's just one example. That was the smart thing to do for our business, but it was also a great thing to do, I think, for the community. And we've brought new minds and all kinds of new people into our business. And this month we're celebrating Pride Month at PagerDuty, which I'm thrilled to do. We have very active LGBTQ community who contribute hugely to our efforts and to our customers' success. And we think that everybody deserves an equal shot at opportunity at the lifestyle they want and the opportunity to build their own bright future. >> Great, and just lastly, what's the main focus for PagerDuty in the next year? >> The main focus for PagerDuty next year is really executing on our strategy to become the defacto platform for real-time work, ensuring that we can leverage the largest domain-agnostic ecosystem of connected apps and services, that we can leverage the largest dataset based on responder data, workflows, events and incidents to help our customers deliver the resiliency, the autonomy, and the connectedness that they're looking for to serve their customers and accelerate their digital prospects and frankly, to prosper in the future. So, it really is about becoming that de facto platform for action for all your real-time, unstructured and important work. >> Well, Jennifer Tejada, the CEO and Chairperson of PagerDuty, loved having you on this program. Really appreciate your insights on diversity and leadership, and, of course, the next phase for PagerDuty itself. I'm your host for "theCUBE" now covering the PagerDuty Summit. Thanks for watching. (bright music)

(upbeat music) >> Hey, welcome to this Cube conversation with NetScout. I'm Lisa Martin. Excited to talk to you. Richard Hummel, the manager of threat research for Arbor Networks, the security division of NetScout. Richard, welcome to theCube. >> Thanks for having me, Lisa, it's a pleasure to be here. >> We're going to unpack the sixth NetScout Threat Intelligence Report, which is going to be very interesting. But something I wanted to start with is we know that and yes, you're going to tell us, COVID and the pandemic has had a massive impact on DDoS attacks, ransomware. But before we dig into the report, I'd like to just kind of get some stories from you as we saw last year about this time rapid pivot to work from home, rapid pivot to distance learning. Talk to us about some of the attacks that you saw in particular that literally hit close to home. >> Sure and there's one really good prime example that comes to mind because it impacted a lot of people. There was a lot of media sensation around this but if you go and look, just Google it, Miami Dade County and DDoS, you'll see the first articles that pop up is the entire district school network going down because the students did not want to go to school and launched a DDoS attack. There was something upwards of 190,000 individuals that could no longer connect to the school's platform, whether that's a teacher, a student or parents. And so it had a very significant impact. And when you think about this in terms of the digital world, that impacted very severely, a large number of people and you can't really translate that to what would happen in a physical environment because it just doesn't compute. There's two totally different scenarios to talk about here. >> Amazing that a child can decide, "I don't want to go to school today." And as a result of a pandemic take that out for nearly 200,000 folks. So let's dig into, I said this is the sixth NetScout Threat Intelligence Report. One of the global trends and themes that is seen as evidence in what happened last year is up and to the right. Oftentimes when we're talking about technology, you know, with analyst reports up and to the right is a good thing. Not so in this case. We saw huge increases in threat vectors, more vectors weaponized per attack sophistication, expansion of threats and IOT devices. Walk us through the overall key findings from 2020 that this report discovered. >> Absolutely. And if yo glance at your screen there you'll see the key findings here where we talk about record breaking numbers. And just in 2020, we saw over 10 million attacks, which, I mean, this is a 20% increase over 2019. And what's significant about that number is COVID had a huge impact. In fact, if we go all the way back to the beginning, right around mid March, that's when the pandemic was announced, attacks skyrocketed and they didn't stop. They just kept going up and to the right. And that is true through 2021. So far in the first quarter, typically January, February is the down month that we observe in DDoS attacks. Whether this is, you know, kids going back to school from Christmas break, you have their Christmas routines and e-commerce is slowing down. January, February is typically a slow month. That was not true in 2021. In fact, we hit record numbers on a month by month in both January and February. And so not only do we see 2.9 million attacks in the first quarter of 2021, which, I mean, let's do the math here, right? We've got four quarters, you know, we're on track to hit 12 million attacks potentially, if not more. And then you have this normal where we said 800,000 approximately month over month since the pandemic started, we started 2021 at 950,000 plus. That's up and to the right and it's not slowing down. >> It's not slowing down. It's a trend that it shows, you know, significant impact across every industry. And we're going to talk about that but what are some of the new threat vectors that you saw weaponized in the last year? I mean, you talked about the example of the Miami-Dade school district but what were some of those new vectors that were really weaponized and used to help this up and to the right trend? >> So there's four in particular that we were tracking in 2020 and these nets aren't necessarily new vectors. Typically what happens when an adversary starts using this is there's a proof of concept code out there. In fact, a good example of this would be the RDP over UDP. So, I mean, we're all remotely connected, right? We're doing this over a Zoom call. If I want to connect to my organization I'm going to use some sort of remote capability whether that's a VPN or tunneling in, whatever it might be, right? And so remote desktop is something that everybody's using. And we saw actors start to kind of play around with this in mid 2020. And in right around September, November timeframe we saw a sudden spike. And typically when we see spikes in this kind of activity it's because adversaries are taking proof of concept code, that maybe has been around for a period of time, and they're incorporating those into DDoS for hire services. And so any person that wants to launch a DDoS attack can go into underground forums in marketplaces and they can purchase, maybe it's $10 in Bitcoin, and they can purchase an attack. That leverage is a bunch of different DDoS vectors. And so adversaries have no reason to remove a vector as new ones get discovered. They only have the motivation to add more, right? Because somebody comes into their platform and says, "I want to launch an attack that's going to take out my opponent." It's probably going to look a lot better if there's a lot of attack options in there where I can just go through and start clicking buttons left and right. And so all of a sudden now I've got this complex multi-vector attack that I don't have to pay anything extra for. Adversary already did all the work for me and now I can launch an attack. And so we saw four different vectors that were weaponized in 2020. One of those are notably the Jenkins that you see listed on the screen in the key findings. That one isn't necessarily a DDoS vector. It started out as one, it does amplify, but what happens is Jenkins servers are very vulnerable and when you actually initiate this attack, it tips over the Jenkins server. So it kind of operates as like a DoS event versus DDoS but it still has the same effect of availability, it takes a server offline. And then now just in the first part of 2021 we're tracking multiple other vectors that are starting to be weaponized. And when we see this, we go from a few, you know, incidents or alerts to thousands month over month. And so we're seeing even more vectors added and that's only going to continue to go up into the right. You know that theme that we talked about at the beginning here. >> As more vectors get added, and what did you see last year in terms of industries that may have been more vulnerable? As we talked about the work from home, everyone was dependent, really here we are on Zoom, dependent on Zoom, dependent on Netflix. Streaming media was kind of a lifeline for a lot of us but it also was healthcare and education. Did you see any verticals in particular that really started to see an increase in the exploitation and in the risk? >> Yeah, so let's start, let's separate this into two parts. The last part of the key findings that we had was talking about a group we, or a campaign we call Lazarus Borough Model. So this is a global DDoS extortion campaign. We're going to cover that a little bit more when we talk about kind of extorted events and how that operates but these guys, they started where the money is. And so when they first started targeting industries and this kind of coincides with COVID, so it started several months after the pandemic was announced, they started targeting a financial organizations, commercial banking. They went after stock exchange. Many of you would hear about the New Zealand Stock Exchange that went offline. That's this LBA campaign and these guys taking it off. So they started where the money is. They moved to a financial agation targeting insurance companies. They targeted currency exchange places. And then slowly from there, they started to expand. And in so much as our Arbor Cloud folks actually saw them targeting organizations that are part of vaccine development. And so these guys, they don't care who they hurt. They don't care who they're going after. They're going out there for a payday. And so that's one aspect of the industry targeting that we've seen. The other aspect is you'll see, on the next slide here, we actually saw a bunch of different verticals that we really haven't seen in the top 10 before. In fact, if you actually look at this you'll see the number one, two and three are pretty common for us. We almost always are going to see these kinds of telecommunications, wireless, satellite, broadband, these are always going to be in the top. And the reason for that is because gamers and DDoS attacks associated with gaming is kind of the predominant thing that we see in this landscape. And let's face it, gamers are on broadband operating systems. If you're in Asian communities, often they'll use mobile hotspots. So now you start to have wireless come in there. And so that makes sense seeing them. But what doesn't make sense is this internet publishing and broadcasting and you might say, "Well, what is that?" Well, that's things like Zoom and WebEx and Netflix and these other streaming services. And so we're seeing adversaries going after that because those have become critical to people's way of life. Their entertainment, what they're using to communicate for work and school. So they realized if we can go after this it's going to disrupt something and hopefully we can get some recognition. Maybe we can show this as a demonstration to get more customers on our platform or maybe we can get a payday. In a lot of the DDoS attacks that we see, in fact most of them, are all monetary focused. And so they're looking for a payday. They're going to go after something that's going to likely, you know, send out that payment. And then just walk down the line. You can see COVID through this whole thing. Electronic shopping is number five, right? Everybody turned to e-commerce because we're not going to in-person stores anymore. Electronic computer manufacturing, how many more people have to get computers at home now because they're no longer in a corporate environment? And so you can see how the pandemic has really influenced this industry target. >> Significant influencer and I also wonder too, you know, Zoom became a household name for every generation. You know, we're talking to five generations and maybe the generations that aren't as familiar with computer technology might be even more exploitable because it's easy to click on a phishing email when they don't understand how to look for the link. Let's now unpack the different types of DDoS attacks and what is on the rise. You talked about in the report the triple threat and we often think of that in entertainment. That's a good thing, but again, not here. Explain that triple threat. >> Yeah, so what we're seeing here is we have adversaries out there that are looking to take advantage of every possible angle to be able to get that payment. And everybody knows ransomware is a household name at this point, right? And so ransomware and DDoS have a lot in common because they both attack the availability of network resources, where computers or devices or whatever they might be. And so there's a lot of parallels to draw between the two of these. Now ransomware is a denial of service event, right? You're not going to have tens of thousands of computers hitting a single computer to take it down. You're going to have one exploitation of events. Somebody clicked on a link, there was a brute force attempt that managed to compromise a little boxes, credentials, whatever it might be, ransomware gets put on a system, it encrypts all your files. Well, all of a sudden, you've got this ransom note that says "If you want your files decrypted you're going to send us this amount of human Bitcoin." Well, what adversaries are doing now is they're capitalizing on the access that they already gained. So they already have access to the computer. Well, why not steal all the data first then let's encrypt whatever's there. And so now I can ask for a ransom payment to decrypt the files and I can ask for an extortion to prevent me from posting your data publicly. Maybe there's sensitive corporate information there. Maybe you're a local school system and you have all of your students' data on there. You're a hospital that has sensitive PI on it, whatever it might be, right? So now they're going to extort you to prevent them from posting that publicly. Well, why not add DDoS to this entire picture? Now you're already encrypted, we've already got your files, and I'm going to DDoS your system so you can't even access them if you wanted to. And I'm going to tell you, you have to pay me in order to stop this DDoS attack. And so this is that triple threat and we're seeing multiple different ransomware families. In fact, if you look at one of the slides here, you'll see that there's SunCrypt, there's Ragnar Cryptor, and then Maze did this initially back in September and then more recently, even the DarkSide stuff. I mean, who hasn't heard about DarkSide now with the Colonial Pipeline event, right? So they came out and said, "Hey we didn't intend for this collateral damage but it happened." Well, April 24th, they actually started offering DDoS as part of their tool kits. And so you can see how this has evolved over time. And adversaries are learning from each other and are incorporating this kind of methodology. And here we have triple extortion event. >> It almost seems like triple extortion event as a service with the opportunities, the number of vectors there. And you're right, everyone has heard of the Colonial Pipeline and that's where things like ransomware become a household term, just as much as Zoom and video conferencing and streaming media. Let's talk now about the effects that the threat report saw and uncovered region by region. Were there any regions in particular that were, that really stood out as most impacted? >> So not particularly. So one of the phenomenon that we actually saw in the threat report, which, you know, we probably could have talked about it before now but it makes sense to talk about it regionally because we didn't see any one particular region, one particular vertical, a specific organization, specific country, none was more heavily targeted than another. In fact what we saw is organizations that we've never seen targeted before. We've seen industries that have never been targeted before all of a sudden are now getting DDoS attacks because we went from a local on-prem, I don't need to be connected to the internet, I don't need to have my employees remote access. And now all of a sudden you're dependent on the internet which is really, let's face it, that's critical infrastructure these days. And so now you have all of these additional people with a footprint connected to the internet then adversary can figure out and they can poke it. And so what we saw here is just overall, all industries, all regions saw these upticks. The exception would be in China. We actually, in the Asia Pacific region specifically, but predominantly in China. But that often has to do with visibility rather than a decrease in attacks because they have their own kind of infrastructure in China. Brazil's the same way. They have their own kind of ecosystems. And so often you don't see what happens a lot outside the borders. And so from our perspective, we might see a decrease in attacks but, for all we know, they actually saw an increase in the attacks that is internal to their country against their country. And so across the board, just increases everywhere you look. >> Wow. So let's talk about what organizations can do in light of this. As we are here, we are still doing this program by video conferencing and things are opening up a little bit more, at least in the states anyway, and we're talking about more businesses going back to some degree but there's going to still be some mix, some hybrid of working from home and maybe even distance learning. So what can enterprises do to prepare for this when it happens? Because it sounds to me like with the sophistication, the up and to the right, it's not, if we get attacked, it's when. >> It's when, exactly. And that's just it. I mean, it's no longer something that you can put off. You can't just assume that I've never been DDoS attacked, I'm never going to be DDoS attacked anymore. You really need to consider this as part of your core security platform. I like to talk about defense in depth or a layer defense approach where you want to have a layered approach. So, you know, maybe they target your first layer and they don't get through. Or they do get through and now your second layer has to stop it. Well, if you have no layers or if you have one layer, it's not that hard for an adversary to figure out a way around that. And so preparation is key. Making sure that you have something in place and I'm going to give you an operational example here. One of the things we saw with the LBA campaigns is they actually started doing network of conasense for their targets. And what they would do is they would take the IP addresses belonging to your organization. They would look up the domains associated with that and they would figure out like, "Hey, this is bpn.organization.com or VPN two." And all of a sudden they've found your VPN concentrator and so that's where they're going to focus their attack. So something as simple as changing the way that you name your VPN concentrators might be sufficient to prevent them from hitting that weak link or right sizing the DDoS protection services for your company. Did you need something as big as like OnPrem Solutions? We need hardware. Do you instead want to do a managed service? Or do you want to go and talk to a cloud provider because there's right solutions and right sizes for all types of organizations. And the key here is preparation. In fact, all of the customers that we've worked with for the LBA extortion campaigns, if they were properly prepared they experienced almost no downtime or impact to their business. It's the people like the New Zealand Stock Exchange or their service provider that wasn't prepared to handle the attacks that were sent out them that were crippled. And so preparation is key. The other part is awareness. And that's part of what we do with this threat report because we want to make sure you're aware what adversaries are doing, when new attack vectors are coming out, how they're leveraging these, what industries they're targeting because that's really going to help you to figure out what your posture is, what your risk acceptance is for your organization. And in fact, there's a couple of resources that that we have here on the next slide. And you can go to both both of these. One of them is the threat report. You can view all of the details. And we only scratched the surface here in this Cube interview. So definitely recommend going there but the other one is called Horizon And netscout.com/horizon is a free resource you can register but you can actually see near real-time attacks based on industry and based on region. So if your organization out there and you're figuring, "Well I'm never attacked." Well go look up your industry. Go look up the country where you belong and see is there actually attacks against us? And I think you'll be quite surprised that there's quite a few attacks against you. And so definitely recommend checking these out >> Great resources netscout.com/horizon, netscout.com/threatreport. I do want to ask you one final question. That's in terms of timing. We saw the massive acceleration in digital transformation last year. We've already talked about this a number of times on this program. The dependence that businesses and consumers, like globally in every industry, in every country, have on streaming on communications right now. In terms of timing, though, for an organization to go from being aware to understanding what adversaries are doing, to being prepared, how quickly can an organization get up to speed and help themselves start reducing their risks? >> So I think that with DDoS, as opposed to things like ransomware, the ramp up time for that is much, much faster. There is a finite period of time with DDoS attacks that is actually going to impact you. And so maybe you're a smaller organization and you get DDoS attacked. There's a, probably a pretty high chance that that DDoS attack isn't going to last for multiple days. So maybe it's like an hour, maybe it's two hours, and then you recover. Your network resources are available again. That's not the same for something like ransomware. You get hit with ransomware, unless you pay or you have backups, you have to do the rigorous process of getting all your stuff back online. DDoS is more about as soon as the attack stops, the saturation goes away and you can start to get back online again. So it might not be as like immediate critical that you have to have something but there's also solutions, like a cloud solution, where it's as simple as signing up for the service and having your traffic redirected to their scrubbing center, their detection center. And then you may not have to do anything on-prem yourself, right? It's a matter of going out to an organization, finding a good contract, and then signing up, signing on the dotted line. And so I think that the ramp up time for mitigation services and DDoS protection can be a lot faster than many other security platforms and solutions. >> That's good to know cause with the up and to the right trend that you already said, the first quarter is usually slow. It's obviously not that way as what you've seen in 2021. And we can only expect what way, when we talk to you next year, that the up and to the right trend may continue. So hopefully organizations take advantage of these resources, Richard, that you talked about to be prepared to mediate and protect their you know, their customers, their employees, et cetera. Richard, we thank you for stopping by theCube. Talking to us about the sixth NetScout Threat Intelligence Report. Really interesting information. >> Absolutely; definitely a pleasure to have me here. Lisa, anytime you guys want to do it again, you know where I live? >> Yes. It's one of my favorite topics that you got and I got to point out the last thing, your Guardians of the Galaxy background, one of my favorite movies and it should be noted that on the NetScout website they are considered the Guardians of the Connected World. I just thought that connection was, as Richard told me before we went live, not planned, but I thought that was a great coincidence. Again, Richard, it's been a pleasure talking to you. Thank you for your time. >> Thank you so much. >> Richard Hummel, I'm Lisa Martin. You're watching this Cube conversation. (relaxing music)

>>from around the globe. It's the Cube with digital coverage of AWS reinvent 2020. Special coverage sponsored by AWS Worldwide Public sector Welcome to the cubes Coverage of AWS 2020. This is specialized programming for the worldwide public sector. I'm Lisa Martin, and I'm joined by Mick Boccaccio, the security advisor at Splunk Met. Welcome to the Q Virtual Oh, >>thank you for having me. It's great to be here. >>So you have a really interesting background that I wanted to share with our audience. You were the first see so in the history of U. S presidential campaigns with Mayor Pete, you were also branch shape of Threat intelligence at the executive office of the President. Tell us something about about your background is so interesting. >>Uh, yeah, those and I'm a gonna Def con and I teach lock picking for funds. Ease working for Mayor Pete A. C. So the campaign was really, really unique opportunity and I'm glad I did it. I'm hoping that, you know, on both sides of the aisle, no matter what your political preference, people realize that security and campaigns can only be married together. That was an incredible experience and worked with Mayor P. And I learned so much about how campaigns work and just the overall political process. And then previous to that being at the White House and a threat intelligence, role of branch chief they're working over the last election, the 2016 election. I think I learned probably more than any one person wants Thio about elections over that time. So, you know, I'm just a security nerd. That kind of fell into those things. And and and here I am and really, really, really just fortunate to have had those experiences. >>Your phone and your email must have been blowing up the last couple of weeks in the wake of the US presidential election, where the word fraud has brought up many times everyday. But election security. When I saw that you were the first, see so for Pete Buddha Judge, that was so recent, I thought, Really, Why? Why are they just now getting folks like yourself? And you are a self described a cybersecurity nerd? Why are they Why were they just recently starting to catch on to this? >>I think it's, uh like security on the campaign and security anywhere else on credit to the Buddha Judge campaign. There is no federal or mandate or anything like that that says your campaign has toe have a security person at the head of it or any standards to implement those security. So you know that the Buddha Judge campaign kind of leaned into it. We wanna be secure. We saw everything that happened in 2016. We don't want that to be us. And I think Mawr campaigns are getting on that plane. Definitely. You know, you saw recently, uh, Trump's campaign, Biden's campaign. They all had a lot of security folks in, and I think it's the normal. Now people realize how important security is. Uh, not only a political campaign, but I guess the political process overall, >>absolutely. We've seen the rise of cyber attacks and threats and threat vectors this year alone, Ransomware occurring. Everyone attack every 11 seconds or so I was reading recently. So give me an other view of what the biggest threats are right now. >>Two elections and I think the election process in general. You know, like I said, I'm just a security nerd. I've just got a weird background and done some really unique things. Eso I always attack the problems like I'm a security nerd and it comes down to, you know that that triumvirate, the people process and technology people need had to have faith in the process. Faith in the technology. You need to have a a clear source to get their information from the process. To me, I think this year, more than previous elections highlighted the lack of a federal uniforms standard for federal elections. State the state. We have different, different standards, and that kind of leads to confusion with people because, hey, my friend in Washington did it this way. But I'm in Texas and we do it this way. And I think that that standard would help a lot in the faith in the system. And then the last part of that. The technology, uh, you know, voting machines campaigns like I mentioned about campaigns. There's nothing that says a campaign has toe have a security person or a security program, and I think those are the kind of standards for, you know, just voting machines. Um, that needs to be a standard across the board. That's uniforms, so people will will have more faith because It's not different from state to state, and it's a uniformed process. >>E think whole country could have benefited from or uniformed processes in 2020. But one of the things that I like I did my first male and fellow this year always loved going and having that in person voting experience and putting on my sticker. And this year I thought in California we got all of our But there was this massive rise in mainland ballots. I mean, think about that and security in terms of getting the public's confidence. What are some of the things that you saw that you think needs to be uniforms going forward >>again? I think it goes back to when When you look at, you know, you voted by mail and I voted absentee and your ballot was due by this date. Um, you know where I live? Voting absentee. It's Dubai. This state needs we received by the state. Andi, I think this year really highlighted the differences between the states, and I'm hoping that election security and again everyone has done a super fantastic job. Um, sister has done incredible. If you're all their efforts for the working with election officials, secretaries of states on both sides of the aisle. It's an incredible work, and I hope it continues. I think the big problem election security is you know, the election is over, so we don't care again until 2022 or 2024. And I think putting something like a federalized standard, whether it be technology or process putting that in place now so that we're not talking about this in two or four years. I'm hoping that moment, um, continues, >>what would your recommendation be from building security programs to culture and awareness? How would you advise that they start? >>So, uh, one of the things that when I was on the Buddha Judge campaign, you know, like I said, we was the first person to do security for a campaign. And a lot of the staffers didn't quite have the background of professional background of work with security person. No, you know why? What I was doing there Eso my hallmark was You know, I'm trying to build a culture heavy on the cult. Um, you got to get people to buy in. I think this year when you look at what What Krebs and siesta and where the team over there have done is really find a way to tell us. Security story and every facet of the election, whether it be the machines themselves, the transporting the votes, counting the votes, how that information gets out to people websites I started like rumor control, which were were amazing amazing efforts. The public private partnerships that were there I had a chance to work with, uh, MJ and Tanya from from AWS some election project. I think everyone has skin in the game. Everyone wants to make it better. And I hope that moment, um, continues. But I think, you know, embracing that there needs to be a centralized, uniformed place, uh, for every state. And I think that would get rid of a lot of confusion >>when you talk about culture and you mentioned specifically called Do you think that people and agencies and politicians are ready to embrace the culture? Is there enough data to support that? This is really serious. We need to embrace this. We need to buy in a You said, um >>I hope right. I don't know what it could take. I'm hoping so after seeing everything you know, being at the White House from that aperture in 2016. Seeing all of that, I would, you know, think right away. Oh, my gosh. 2018, The midterms, We're gonna be on the ball. And that really didn't happen like we thought it would. 2020. We saw a different kind of technical or I guess, not as technical, uh, security problem. And I think I'm kind of shifting from that to the future. People realize. And I think, uh, both sides of the aisle are working towards security programs and security posture. I think there's a lot of people that have bought into the idea. Um, but I think it kind of starts from the top, and I'm hoping it becomes a standard, so there's not really an option. You will do this just for the security and safety of the campaigns and the electoral process. But I do see a lot more people leaning into it, and a lot more resource is available for those people that are >>talk to me about kind of the status of awareness of security. Needing to combat these issues, be able to remediate them, be able to defend against them where our folks in that awareness cycle, >>I think it ebbs and flows like any other process. Any other you know, incident, event. That happens. And from my experience in the info SEC world, normally there's a compromise. There's an incident, a bunch of money gets thrown at it and then we forget about it a year or two later. Um, I think that culture, that awareness comes in when you have folks that would sustain that effort. And again, you know, on the campaign, um, even at the White House, we try to make everyone apart of security. Security is and all the time thing that everyone has a stake in. Um, you know, I can lock down your email at work. I can make sure this system is super super secure, but it's your personal threat model. You know, your personal email account, your personal social media, putting more security on those and being aware of those, I think that's that awareness is growing. And I Seymour folks in the security community just kind of preaching that awareness more and more and something I'm really, really excited about. >>Yeah, the biggest thing I always think when we talk about security is people that were the biggest threat vector and what happened 89 months ago when so many businesses, um, in any, you know, public sector and private went from on site almost maybe 100% on site to 100% remote people suddenly going, I've got to get connected through my home network. Maybe I'm on my own personal device and didn't really have the time of so many distractions to recognize a phishing email just could come in and propagate. So it's that the people challenge e always seems to me like that might be the biggest challenge. Besides, the technology in the process is what do you think >>I again it goes back. I think it's all part of it. I think. People, um, I've >>looked at it >>slightly. Ah, friend of mine made a really good point. Once he was like, Hey, people gonna click on the link in the email. It's just I think 30% of people dio it's just it's just the nature of people after 20 some odd years and info sec, 20 some odd years and security. I think we should have maybe done a better job of making that link safer, to click on, to click on to make it not militias. But again it goes back, Thio being aware, being vigilant and to your point. Since earlier this year, we've seen a tax increase exponentially specifically on remote desktop protocols from Cove. It related themes and scams and, you know, ransomware targeting healthcare systems. I think it's just the world's getting smaller and we're getting more connected digitally. That vigilance is something you kind of have to building your threat model and build into the ecosystem. When we're doing everything, it's just something you know. I quit a lot, too. You've got junk email, your open your mailbox. You got some junk mail in there. You just throw it out. Your email inbox is no different, and just kind of being aware of that a little more than we are now might go a long way. But again, I think security folks want to do a better job of kind of making these things safer because malicious actors aren't going away. >>No, they're definitely not going away that we're seeing the threat surfaces expanding. I think it was Facebook and TIC Tac and Instagram that were hacked in September. And I think it was unsecured cloud database that was the vehicle. But talking about communication because we talk about culture and awareness communication from the top down Thio every level is imperative. How how do we embrace that and actually make it a standard as possible? >>Uh, in my experience, you know, from an analyst to a C So being able to communicate and communicate effectively, it's gonna save your butt, right? It's if you're a security person, you're You're that cyber guy in the back end, something just got hacked or something just got compromised. I need to be able to communicate that effectively to my leadership, who is gonna be non technical people, and then that leadership has to communicate it out to all the folks that need to hear it. I do think this year just going back to our elections, you saw ah lot of rapid communication, whether it was from DHS, whether it was from, you know, public partners, whether was from the team over Facebook or Twitter, you know, it was ah, lot of activity that they detected and put out as soon as they found it on it was communicated clearly, and I thought the messaging was done beautifully. When you look at all the work that you know Microsoft did on the block post that came out, that information is put out as widely as possible on. But I think it just goes back to making sure that the people have access to it whenever they need it, and they know where to get it from. Um, I think a lot of times you have compromised and that information is slow to get out. And you know that DeLay just creates a confusion, so it clearly concisely and find a place for people, could get it >>absolutely. And how do you see some of these challenges spilling over into your role as the security advisor for Splunk? What are some of the things that you're talking with customers about about right now that are really pressing issues? >>I think my Rolex Plunkett's super super weird, because I started earlier in the year, I actually started in February of this year and a month later, like, Hey, I'm hanging out at home, Um, but I do get a chance to talk to ah, lot of organizations about her security posture about what they're doing. Onda about what they're seeing and you know everything. Everybody has their own. Everybody's a special snowflakes so much more special than others. Um, credit to Billy, but people are kind of seeing the same thing. You know, everybody's at home. You're seeing an increase in the attack surface through remote desktop. You're seeing a lot more fishing. You're singing just a lot. People just under computer all the time. Um, Zoom WebEx I've got like, I don't know, a dozen different chat clients on my computer to talk to people. And you're seeing a lot of exploits kind of coming through that because of that, people are more vigilant. People are adopting new technologies and new processes and kind of finding a way to move into a new working model. I see zero trust architecture becoming a big thing because we're all at home. We're not gonna go anywhere. And we're online more than we're not. I think my circadian rhythm went out the window back in July, so all I do is sit on my computer more often than not. And that caused authentication, just, you know, make sure those assets are secure that we're accessing from our our work resource is I think that gets worse and worse or it doesn't. Not worse, rather. But that doesn't go away, no matter what. Your model is >>right. And I agree with you on that circadian rhythm challenge. Uh, last question for you. As we look at one thing, we know this uncertainty that we're living in is going to continue for some time. And there's gonna be some elements of this that air gonna be permanent. We here execs in many industries saying that maybe we're going to keep 30 to 50% of our folks remote forever. And tech companies that air saying Okay, maybe 50% come back in July 2021. As we look at moving into what we all hope will be a glorious 2021 how can businesses prepare now, knowing some amount of this is going to remain permanent? >>It's a really interesting question, and I'll beyond, I think e no, the team here. It's Plunkett's constantly discussions that start having are constantly evaluating, constantly changing. Um, you know, friends in the industry, it's I think businesses and those executives have to be ready to embrace change as it changes. The same thing that the plans we would have made in July are different than the plans we would have made in November and so on. Andi, I think, is having a rough outline of how we want to go. The most important thing, I think, is being realistic with yourself. And, um, what, you need to be effective as an organization. I think, you know, 50% folks going back to the office works in your model. It doesn't, But we might not be able to do that. And I think that constant ability Thio, adjust. Ah, lot of company has kind of been thrown into the fire. I know my backgrounds mostly public sector and the federal. The federal Space has done a tremendous shift like I never well, rarely got to work, uh, vert remotely in my federal career because I did secret squirrel stuff, but like now, the federal space just leaning into it just they don't have an option. And I think once you have that, I don't I don't think you put Pandora back in that box. I think it's just we work. We work remote now. and it's just a new. It's just a way of working. >>Yep. And then that couldn't be more important to embrace, change and and change over and over again. Make. It's been great chatting with you. I'd love to get dig into some of that secret squirrel stuff. I know you probably have to shoot me, so we will go into that. But it's been great having you on the Cube. Thank you for sharing your thoughts on election security. People processes technology, communication. We appreciate it. >>All right. Thanks so much for having me again. >>My pleasure for McClatchy. Oh, I'm Lisa Martin. You're watching the Cube virtual.

>> 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.

>> Narrator: From around the globe its the Cube, covering HPE Discover Virtual Experience brought to you by HPE. >> Hi everybody this is Dave Vellante and welcome back to the Cube's coverage of HPE's Discover 2020 the Virtual Experience the Cube. The Cube has been virtualized We like to say Am very happy to welcome in Neil McDonalds, he's the General Manager for Compute at HPE. Great to see you again Neil, wish we were face to face, but this will have to do. >> Very well, it's great to see you Dave. Next time we'll do this face to face. >> Next time we have hopefully next year. We'll see how things are going, but I hope you're safe and your family's all good and I say it's good to talk to you, you know we've talked before many times you know, it's interesting just to know the whole parlance in our industry is changing even you know Compute in your title, and no longer do we think about it as just sort of servers or a box you guys are moving to this as a service notion, really it's kind of fundamental or, poignant that we see this really entering this next decade. It's not going to be the same as last decade, is it? >> No, I think our customers are increasingly looking at delivering outcomes to their customers in their lines of business, and Compute can take many forms to do that and it's exciting to see the evolution and the technologies that we're delivering and the consumption models that our customers are increasingly taking advantage of such as GreenLake. >> Yes so Antonio obviously in his Keynote made a big deal in housing previous Keynotes about GreenLake, a lot of themes on you know, the cloud economy and as a service, I wonder if you could share with our audience, you know what are the critical aspects that we should know really around GreenLake? >> Well, GreenLake is growing tremendously for us we have around a thousand customers, delivering infrastructure through the GreenLake offerings and that's backed by 5,000 people in the company around the world who are tuning an optimizing and taking care of that infrastructure for those customers. There's billions of dollars of total contract value under GreenLake right now, and it's accelerating in the current climate because really what GreenLake is all about is flexibility. The flexibility to scale up, to scale down, the ability to pay as you use the infrastructure, which in the current environment, is incredibly helpful for conserving cash and boosting both operational flexibility with the technology, but also financial flexibility, in our customer's operations. The other big advantage of course at GreenLake is it frees up talent most companies are in the world of challenges in freeing up their talent to work on really impactful business transformation initiatives, we've seen in the last couple of quarters, an even greater acceleration of digital transformation work for example and if all of your talent is tied up in managing the existing infrastructure, then that's a drain on your ability to transform and in some industries even survive right now, so GreenLake can help with all of those elements and, with all of the pressure from COVID, it's actually becoming even more consumed, by more and more customers around the world it's- >> Yeah right I mean that definitely ties into the whole as a service conversation as well I mean to your point, you know, digital transformation you know, the last couple of years has really accelerated, but I feel yeah, I feel like in the last 90 days, it's accelerated more than it has in the last three years, because if you weren't digital, you really had no way to do business and as a service has really played into that so I wonder if you could talk about yours as a service, you know, posture and thinking. >> Well you're absolutely right Dave organizations that had not already embarked on a digital transformation, have rapidly learned in our current situation that it's not an optional activity. Those that were already on that path are having to move faster, and those that weren't are having to develop those strategies very rapidly in order to transform their business and to survive. And the really new thing about GreenLake and the other service offerings that we provide in that context is how it can accelerate the deployment. Many companies for example, have had to deal with VDI deployments in order to enable many more of their workforce to be productive when they can't be in the office or in the facility and a solution like GreenLake can really help enable very rapid deployment and build up but not just VDI many other workloads in high performance Compute or in SAP HANA for example, are all areas that we're bringing value to customers through that kind of as a service offering. Yeah, a couple of examples Nokia software is using GreenLake to accelerate their research and development as they drive the leadership and the 5G revolution, and they're doing that at a fraction of the cost of the public cloud. We've got Zanotti, which has built a private cloud for artificial intelligence and HPC is being used to develop the next generation of autonomous software for cars. And finally, we've got also Portion from Arctic who have built a fully managed hybrid cloud environment to accelerate all the application development without having to bear the traditional costs of an over-provisioned complex infrastructure. So all of our customers are relying on that because Compute and Innovation is just at the core of the digital transformations that everybody is embarked on as they modernize their businesses right now and it's exciting to be able to be part of that and to be able to do there, to help. >> So of course in the tech business innovation is the you know the main spring of growth and change, which is constant in our industry and I have a panel this week with Doctor Go talking about swarm learning in AI, and that's some organic innovation that HPE is doing, but as well, you've done some, M&A as well. Recently, you guys announced and we covered it a pretty major investment in Pensando Systems. I wonder if you could talk a little bit about what, that means to the Compute business specifically in, HPE customers generally. >> So that partnership with Pensando was really exciting, and it's great to see the momentum that its building in delivering value to our customers, at the end of the day we've been successful with Pensando in building that momentum in very highly regulated industries and the value that is really intrinsic to Pensando is the simplifying of the network architecture. Traditionally, when you would manage an enterprise network environment, you would create centralized devices for services like load balancing or firewalls and other security functionality and all the traffic in the data center would be going back and forth, tromboning across the infrastructure as you sought to secure your underlying Compute. The beauty of the Pensando technology is that we actually push that functionality all the way out to the edge at the server so whether those servers are in a data center, whether they're in a colocation facility, whether they're on the edge, we can deliver all of that security service that would traditionally be required in centralized expensive, complex, unique devices that were specific to each individual purpose, and essentially make that a software defined set of services running in each node of your infrastructure, which means that as you scale your infrastructure, you don't have a bottleneck. You're just scaling that security capability with the scaling of your computer infrastructure. It takes traffic off your core networks, which gives you some benefits there, but fundamentally it's about a much more scalable, responsive cost-efficient approach to managing the security of the traffic in your networks and securing the Compute end points within your infrastructure. And it's really exciting to see that being picked up, in financial services and healthcare, and other segments that have you know, very high standards, with respect to security and infrastructure management, which is a great complement to the technology from Pensando and the partnership that we have with Pensando and HPE. >> And it's compact too we should share with our audience it's basically a card, that you stick inside of a server correct Neil? >> That's exactly right. Pensando's PCIe card together with HPE servers, puts that security functionality in the server, exactly where your data is being processed and the power of that is several fold, it avoids the tromboning that we talked about back across the whole network every time you've got to go to a centralized security appliance, it eliminates those complex single purpose appliances from the infrastructure, and that of course means that the failure domain is much smaller cause your failure demands a single server, but it also means that as you scale your infrastructure, your security infrastructure scales with the servers. So you have a much simpler network architecture, and as I say, that's being delivered in environments with very high standards for security, which is a really a great endorsement of the Pensando technology and the partnership that HPE and Pensando will have in bringing that technology to market for our customers. >> So if I understand it correctly, the Pensando is qualified for Pro-Lite, Appollo and in Edgelines. My question is, so if I'm one of those customers today, what's in it for me? Are they sort of hopping on this for existing infrastructure, or is it part of, sort of new digital initiatives, I wonder if you could explain. >> So if you were looking to build out infrastructure for the future, then you would ask yourself, why would you continue to carry forward legacy architectures in your network with these very expensive custom appliances for each security function? Why not embrace a software defined approach that pushes that to the edge of your network whether the edge are in course or are actually out on the edge or in your data centers, you can have that security functionality embedded within your Compute infrastructure, taking advantage of Pensandos technologies. >> So obviously things have changed is specifically in the security space, people are talking about this work from home, and this remote access being a permanent or even a quasi-permanent situation. So I wonder if we could talk about the edge and specifically where Aruba fits in the edge, how Pensando compliments. What's HPE's vision with regard to how this evolves and maybe how it's been supercharged with the COVID pandemic. >> So we're very fortunate to have the Aruba intelligent edge technology in the HPE portfolio. And the power of that technology is its focus on the analysis of data and the development of solutions at the site of the data generated. Increasingly the data volumes are such that they're going to have to be dealt with at the edge and given that, you need to be building edge infrastructure that is capable enough and secure enough for that to be the case. And so we've got a great compliment between the, intelligent edge technology within the Aruba portfolio, with all of the incredible management capabilities that are in those platforms combined with technologies like Pensando and our HPE Compute platforms, bring the ability to build a very cohesive, secure, scalable infrastructure that tackles the challenges of having to do this computer at the edge, but still being able to do it in both a secure and easily managed way and that's the power of the combination of Aruba, HPE Compute and Pensando. >> Well, with the expanded threat surface with people working from home organizations are obviously very concerned about compliance, and being able to enforce consistent policies across this sort of new network, so I think what you're talking about is it's very important that you have a cohesive system from a security standpoint you're not just bolting on some solution at the tail end, your comments. >> Well security, always depends on all the links in the chain and one of the most critical links in the chain is the security of the actual Compute itself. And within the HPE compliant platforms, we've done a lot of work to build very differentiated and exclusive capability with our hardware, a Silicon Root of Trust, which is built directly into Silicon. And that enables us to ensure the integrity of the entire boot chain on the security of the platform, drones up in ways that can't be done with some of the other hardware approaches that are prevalent in the industry, and that's actually brought some benefit, in financial terms to our customers because of the certifications that are enabled in the, Cyber Catalyst designations that we've earned for the platforms. >> So we also know from listening to your announcements with Pensando just observing security in general, that this notion of micro-segmentation is very important being able to have increased granularity as opposed to kind of a blob, maybe you could explain why that's important you know, the so what behind micro-segmentation if you will. >> Well it's all about minimizing the threat perimeter on any given device and if you can minimize the vectors through which your infrastructure will interact on the network, then you can provide additional layers of security and that's the power of having your security functionality right down at the edge, because you can have a security processor sitting right in the server and providing great security of the node level you're no longer relying on the network management and getting all of that right and you also have much greater flexibility because you can easily in a software defined environment, push the policies that are relevant for the individual pieces of infrastructure in an automated policy driven way, rather than having to rely on someone in network security, getting the manual configuration of that infrastructure, correct to protect the individual notes. And if you take that kind of approach, and you embed that kind of technology in servers, which are fundamentally robust in terms of security because of the Silicon Root of Trust that we've embedded across our platform portfolio whether that's Pro-line or Synergy or BladeSystem or Edgeline, you get a tremendous combination, as a result of these technologies, and as I mentioned, the being Cyber Catalyst designation is a proof point of that. Last year there we're over 150 security products, put forward for the Sovereign Capitalist designation, and the only a handful were actually awarded I think 17, of which two were HPE Compute and Aruba. And the power of is that many organizations are not having to deal with insurance for Cybersecurity events. And the Catalyst designation can actually lead to lower premiums for the choice of the infrastructure that you've made to such as HPE Compute, has actually enabled you to have a lower cost of insuring your organization against cybersecurity issues, because infrastructure matters and the choice of infrastructure with the right innovation in it is a really critical choice for organizations moving forward in security and in so many other ways. >> Yeah, you mentioned a lot of things there software defined, that's going to enable automation and scale, you talked about the perimeter you know, the perimeter of the traditional moat around the castle that's gone the perimeter, there is no perimeter anymore, it's everywhere so that whole you know, weakest link in the chain and the chain of events. And then the other thing you talked about was the layers you know very important when you're talking to security practitioners you know, building layers in so all of this really is factoring in security in particular, is factoring into customer buying decisions. Isn't it? >> Well security is incredibly important for so many of our customers across many industries. And having the ability to meet those security needs head on is really critical. We've been very successful in leveraging these technologies for many customers in many different industries, you know, one example is we've recently won multiple deals with the Defense Intelligence Systems Agency, who you will imagine have very high standards for security, worth hundreds of millions of dollars of that infrastructure so there's a great endorsement, from the customer set who are taking advantage of these technologies and finding that they deliver great benefits for them in the operational security of their infrastructure. >> Yeah what if I could ask you a question on the edge. I mean, as somebody who is you know, with a company that is really at the heart of technology, and I'm sure you're constantly looking at new companies, M&A you know et cetera, you know inventing tech, but I want to ask you about the architectures for the edge and just in thinking about a lot of data at the edge, not all the data is going to come back to the data center or the cloud, there's going to be a lot of AI influencing going on in real time or near real time. Do you guys see different architectures emerging to support that edge? I mean from a Compute standpoint or is it going to be traditional architectures that support that. >> It's clearly an evolving architectural approach because for the longest time, infrastructure was built with some kind of hub you know, whether or not some data center or in the cloud, around all of the devices at the edge would be essentially calling home, so edge devices historically have been very focused on connectivity on acquisition of data, and then sending that data back for some kind of processing and action at some centralized location. And the reality is that given the amount of data being generated at the edge now given the capability even of the most modern networks, it's simply not possible to be moving those kinds of data volumes all the way back to some remote processing environment, and then communicating a decision for action all the way back up to the edge. First of all, the networks kind of handle the volume data's involved if every device in the world was doing that, and secondly, the latencies are too slow. They're not fast enough in order to be able to take the action needed at the edge. So that means that you have to countenance systems at the edge that are not actually storing data, that are not actually computing upon data, and in a lot of edge systems historically, they would evolve from very proprietary, very vertically integrated systems to Brax PC controller based systems with some form of IP connectivity back to, some central processing environment. And the reality is that if you build your infrastructure that way, you finish up with a very unmanageable fleet, you finish up with a very fragmented, disjointed infrastructure and our perspective is that companies that are going to be successful in the future have to think themselves as an edge to cloud approach. They have to be pursuing this in a way that views, the edge, the data center, and the cloud as part of an integrated continuum, which enables the movement of data when needed you heard about the swarm learning that you talked about with my colleague Doctor Go, where there's a balance of what is computed, where in the infrastructure, and so many other examples, but you need to be able to move Compute to where the data is, and you need to be able to do that efficiently with a unified approach to the architecture. And that's where assets like the HPE Data Fabric come into play, which enable that kind of unification across the different locations of equipment. It also means you need to think differently about the actual building blocks themselves, in a lot of edge environments, if you take a Classic 19 interact mode Compute device, that was originally designed for the data center it's simply not the right kind of infrastructure. So that's why we have offerings like the Edgeline portfolio and the HPE products there, because they're designed to operate in those environments with different environmentals than you find the data center with different interfaces to systems of action and systems of control, than you'd typically find in a data center environment yet still bringing many of the security benefits and the manageability benefits that we've talked about earlier in our conversation today Dave. So it's definitely going to be an evolving, a new architectural approach at the edge, and companies that are thoughtful about their choice of infrastructure, are going to be much more successful than those that take a more incremental approach, and we were excited to be there to help our customers on that journey. >> Yeah Neil it's a very exciting time I mean you know, much of the innovation in the last decade was found inside the data center and in your world a lot of times you know, inside the server itself but what you're describing is this, end-to-end system across the network and that systems view, and then there's going to be a ton of innovation there and we're very excited for you thanks so much for coming on the Cube it was great to see you again. >> It is great to be here and we're just excited to be here to help our customers, and giving them the best volume for the workloads whether that's taking advantage of GreenLake, taking advantage of the innovative security technologies that we've talked about, or being the edge to cloud platform as a service company that can help our customers transform in this distributed world from the edge to the data center to the cloud. Thanks for having me Dave. >> You very welcome, awesome summary and its always good to see you Neil. Thank you for watching everybody this David Vellante, for the Cube our coverage of the HPE Discover 2020 Virtual Experience, will be right back to the short break. (soft upbeat music)

>>From around the globe with digital coverage of the 2020. Hi, I'm Stu Miniman and this is the Cube's coverage of 2020 online. I'm really happy to welcome first time guests and he is the chief information. You're the officer at Veeam. Thank you so much for joining us. Always loved it. That was a CSO. >>Awesome. Thanks for having me Stu. >>All right, so, so guilt, give us a little bit of your background and you're relatively new than beam, obviously, you know, when you took the job, uh, that the current, you know, global, uh, pandemic, uh, wasn't uh, you know, necessarily right center, but, uh, yeah. Give, give our audience a little bit of who you are. >>Yeah. Yeah. Timing is everything I, um, I have, I bet named for 90 plus days, uh, joined the company just before the global pandemic, uh, broke loose and sort of disrupted our entire, uh, our entire planet. Uh, before that I was, uh, I was the CSO for five years of, uh, uh, systemically important financial services, >>Market utility. >>Uh, but most of my experiences, um, is in government. I was a, I was a federal executive for almost 20 years in Washington, D C where I was a CSO at the department of energy, a Homeland security, Naval intelligence, and a few other places. >>Excellent. Well, that's a great pedigree. We've loved talking to them, public people. Uh, obviously you're already front and center. Uh, they're always okay. Really? I mean, it's a board level. Got, okay. Nope. Uh, dirty, so much of what's going on. Yeah. I have to ask you though with the global pandemic hitting, uh, obviously, you know, work from home is, is, is a big piece of what's going on. Mmm. Give us, you know, kind of your first reaction then they are being new to the role. How do you make it for that? You know, Veeam itself is safe and that you're customers, uh, as they're, you know, dealing with things that, you know, they stay secure. >>That's a, that's a great question. I don't think anyone can say they were a hundred percent prepared for a global pandemic, the likes of which no one's ever really experienced before, at least in the modern age, but, you know, Veeam is largely a, even though we're 5,000 strong and global is largely a virtual a workforce. So a large majority of our, um, our teammates work from home and mobile situation. So, uh, the company has a long track record of providing really innovative and secure tools so that we can conduct our business, both, you know, with our customers, with our sales teams, generating leads, our technical teams, developing product. Um, the technology here is, uh, is, is pretty impressive. I, I will say, um, >>Uh, the impact to our workforce, at least from a virtual perspective, hasn't, uh, ha hasn't been as significant as some more traditional companies, um, being the new CSO here at beam. It's a first time position for the company. Uh, who's taken this topic very seriously. It's a, it has been for me personally, a bit of, a bit of a challenge in building my team, obviously, uh, the InfoSec, uh, space, cyber security space is very competitive when you're trying to hire folks. Uh, and the, uh, the pandemic obviously has made, uh, has made folks think twice about transitioning or starting careers or changing companies. So it's put a little bit, a little bit of a hitch in my step in terms of, uh, overall planning. Uh, but we're moving on to some different strategies and building a team a little, little slower than we had anticipated. >>Yeah, well, it's definitely understandable, but put a free for most people were that awesome a little bit these days and, you know, organizationally, this is a new role. Okay. I worked for the CIO. Are you okay? Yeah. What's been your with some of those organizations, well, dynamic, you know, with CSO lives, sports in the org. Yeah. I think it really depends upon the company's culture, right. That drives where this role sits at my, at my previous company, I've worked four, uh, the CIO who was a corporate officer, uh, here at Veeam, uh, it is a new position, uh, and there's such a significance placed on, uh, cybersecurity because of the expectations around this topic. Not only from our board Mmm. Uh, our customers, uh, uh, are the government regulators and everyone else, uh, this role, my role reports directly into bill large and our CEO, which, you know, fully empowers me as a, as a member of the, of the management team of the entire company to drive the, the, the initiatives that need to be driven so that, uh, we can meet those expectations, which know, I tend to write a rise every year from, uh, expectations of our customers, product features in our, in our products, uh, regulatory requirements and so forth. >>So yeah, um, this space tends to get, uh, more difficult, more complex as time goes on. And I think, uh, that the team has, uh, constructed this role in an operating model that, um, that is going to make it highly successful. Yeah. Well, you know, data security, absolutely critical today's landscape, but, you know, give us your thoughts about, you know, data security and really modernized. Yeah. And you know, what, what is your charter? Okay. Right. Hmm. They know fits in there. Yeah. Yeah. You know, deem is now a us company. Right. And the idea here is to direct, continue to drive growth in, in North America. And one of the key components of that growth, it has to be the U S government. I have a pedigree with U S government. I understand what the requirements are to do business there. So again, back to those expectations, uh, my charge here is to deliver us not only an internal cyber security program that continues to meet and exceed those expectations, but to be able to position our products in a way that not only solves some of the data resiliency issues that the government faces and that are global customers face, but also helped us solve some of these significant cyber security issues that they're trying to manage, you know, in the boardroom cybersecurity is, is, is essentially the number one operational risk now with a lot of focus, uh, across, uh, not only the boards, but all the functional areas of the company, whether it's finance, sales, technology, and security, it's, it's just, it seems to be the topic that everyone's most concerned about. >>And we just want to make sure that we're positioned in a way, um, that, uh, that drives what we're delivering here as a competitive advantage. Yeah. So what, what are some keys to consideration for data security on modern business? >>I'm sorry, you broke up. Could you repeat that question, Stu? Are there any considerations for modern business? Yeah. You know, um, there are, uh, there there's, there's so many, right. I tend to focus on, uh, the simple things for most companies, right? The, uh, the priorities that every CSO ought to have, uh, are around, um, you know, the, the, the blocking and tackling of a risk based vulnerability management program, making sure that your identity of your managing identities so that the right people have the right access to the right resources at the right time. Um, you, you got to have those strong and fast cyber ops because you will have incidents. Right. We all know that, uh, if you're a CSO in a company that's, uh, you're not managing incidents, chances are, you're not seeing incidents, which is probably worse than, um, then not having them. >>Um, the other thing that I've learned, uh, as a key consideration for protecting your company, coming from government is this concept of information sharing and making sure that you're, uh, that you're, that you're not only speaking with your peer companies, but your competitors as well, because they're seeing an awful lot of the same issues that you will see or have seen. And there's really no, the competitive advantage in information sharing amongst the CSOs in, in, in, uh, various industry communities and financial services. I feel like they've optimized that where I came from, uh, I would talk with, uh, CSOs at my competing firms on a, on a weekly basis, uh, comparing notes, talking about threats, understanding threat actors, talking about technology and so forth, just trying to provide for, uh, this sense of collective defense that those in the financial services industry has together. Um, and then, you know, obviously for the last several years, there's gotta be a deep understanding of the differences and managing cyber security in the cloud and what that entails and, you know, holding those vendors, uh, accountable for your security requirements, you can outsource the technology, but you can't outsource the tech, uh, the risk. >>So you, you have to be able to understand how the cloud changes, uh, the risks that you're facing, um, from the internet. Yeah. No, I'm, I'm, I'm so glad you brought up, uh, you know, early in my career. Yeah, yeah. 20 years ago. And, you know, could it be a differentiator and therefore there wasn't necessarily that sharing among your group, or they were very careful how they did things because, Oh, wait, I tried this project. I might have some advantages, you know, as you said, security is something we need to, as a community, get involved with you also brought up. Wow. So if we look at cloud models today, we really, yeah. Okay. Facility model. Mmm. So know how should people be thinking about cloud, uh, how should they be, uh, you know, moving forward, you know, really these multitudes of environments that they need yeah, yeah. >>You know, we could, we could probably have an hour show and talk about some of the scar tissue that I've gained over the years in managing cloud programs. The number one, uh, the number one thing I would talk about, I think it's probably the most important thing is making sure you understand exactly what security services your cloud provider is providing. And don't assume, um, that they're going to meet your requirements. You need to understand what those requirements are, whether or not they fit your business, an operations model and whether or not they're, um, Mmm they're they're capable of meeting the risk appetite that you've set for yourself and communicated to your board. Uh, in, in, in certain, some in certain cases, the default clouds, uh, security services, won't meet those, uh, expectations and you'll have to work with the cloud vendors to augment those in a way that makes, uh, that makes it Mmm, more, uh, acceptable for your, uh, for your risk profile and for your business. >>Um, I've often I talk with peers who, Mmm. Uh, at companies, smaller companies who just assume that the large cloud providers are going to take care of everything that you used to take care of on prem. Uh, and in fact, there are just certain things, uh, that are happening in the cloud that are completely different than on prem situation, as it relates to cyber. And you've got to have a really good understanding of, of, of how those are differentiated, uh, because if, uh, if, if you're making assumptions about the level of cybersecurity services that you're procuring in the cloud, uh, it's probably gonna turn around and bite you at some point. Yeah. It, I, I laugh a little bit. I think please free cloud era. No, yeah. Force let's get somebody that is okay. Lazy or, you know, being a little bit malicious. Okay. Yeah. >>Go against dirty things that you said, well, if you go to the cloud, you know, something's angel, I haven't, I need to make sure, sure. That I've adjusted those settings. Oh, wait. Yeah. There's something I should have looked do too. Let me make sure I adjust those. I think at least, I think cloud providers are, you know, a little bit more engaged after some yeah. You know, uh, kinks in the armor, uh, that, that we're seeing. So, uh, the, the, there have been a little bit more awareness of what's going on. Everybody is engaging a little bit more Mmm. Gil, uh, governance and ransomware things hockey for many years. How does that yeah. Uh, your, your overall discussion, um, you know, governance is probably one of the most overlooked that most important components of a cybersecurity program that's effective. Um, we don't do cyber security just to do cyber security. >>We're trying to meet key business objectives. We're trying to meet customer expectations. We're trying to support technology integration programs and having all of the efforts of the CSO and his Oregon, his or her organization governed, uh, correctly within the corporate structure is just absolutely critical here at Veeam. Uh, the, um, uh, my function has governed, uh, by the border, by the board of directors, as it is in most large companies. So they're interested obviously in the health status of the projects that I'm, uh, that I'm leading the initiatives that I'm driving, the transformations that are occurring across the globe. They're interested in, uh, understanding exactly how the product feature sets and are in our Mmm. And our products are being informed by the experiences of our, of our internal team and what our customers need. Uh, for us, it's very important to provide that oversight and insight into everything that we're doing, uh, at the highest levels, so that, uh, so that our board of directors can have a really good understanding of, um, of overall risk of the, uh, of the organization and what we're facing. >>Final question I have for you, key priorities forward, what should we be looking for work? And yes, that's particularly. Yeah, sure. So we've, uh, we've gone and we've adopted a new security framework. We've adopted the NIST cybersecurity framework version one.one. We're leading ourselves through a maturity assessment based on that framework, we're setting a objective Mmm Mmm. Maturity measures for each of the components of our cyber security program based on the NIST cybersecurity framework. And we're driving some transformation across the globe to make sure that, uh, we're doing everything we can to protect, uh, not only the company, but our customer's data, our products, and so forth. We're also positioning ourselves in a way to, uh, as I said earlier, enhance our business opportunities with, with the U S government and adopting the new cyber security framework is probably right the first step in a long program to, um, to be able to do much more, much more business with, uh, with our government counterparts. All right. Well, thank you so much for joining us. Really pleasure to talk. Very good. Thanks too. Alright. Be back with lots more coverage from online. Thank you for walking. Thank you.