(upbeat music) >> Welcome back to Chicago, guys and gals. Lisa Martin here in Chicago with Ansible Fest 2022 with John Furrier. John, we've had great conversations. This is day two of our coverage. We were here yesterday. >> Yeah. >> We're here today. We've gotten to talk with great folks in the Ansible community, the partner ecosystem customers. We've broken some news that they've talked about. Now we're going to talk about industrial automation, IT/OT convergence. What excites you about this conversation? >> Yeah, this is going to be a great segment. This is one of the feature keynote presenters, customer Rockwell. Huge in OT, IT, edge, robotics, plants, equipment. Everything that we probably have, they do. This guest has really great story about what's cutting edge and what's relevant in the edge and IT slash automation area. Super relevant. Looking forward to the segment. >> Yes, please welcome David Rapini, the Global PlantPAx business manager at Rockwell Automation. David, great to have you on theCUBE. >> Thank you. Nice to be here. >> Give the audience a bit of an overview of Rockwell Automation and then let's dig into what you guys are doing there. >> Sure. Rockwell Automation probably is the largest global automation provider of equipment focused exclusively on automation. About 22,000 employees. About 7 billion kind of revenue numbers. We make, basically, controllers for the automation industry, industrialized software, power drives, you know, of the robotics content, smart cart kind of applications. >> Lisa: And what are your key industries that you're covering? >> Wow, so that's a broad market. So we do a lot of different industries. So we cover, obviously, oil and gas, life science, water, wastewater. We do automotive. So just about any industry, actually. Any place that needs industrial automation covering any type of manufacturing process or any type of process application. We're pretty much there. >> John: You know, it's interesting, IOT has been a word, in and of things, light bulb, wearables, industrial IOT where you're in is a really key space. It's physical plants. Sometimes it's sensitive critical infrastructure for governments, businesses. >> David: Exactly. >> I mean there's running stuff. >> David: Definitely. >> This is huge. >> Yeah, and it's a big area for us, like getting that data, you know, everybody talks about analytics and what the world's going to be happening to in that IT, OT space. And Rockwell's really well positioned at that lower level where we actually own the data, create the data for all that analytics that you're talking about. >> What was your main message today on stage? I want to replay that here and then get into it because I think this is really, we're starting to see, real traction in adoption, in automation, cloud scale, edges happening, exploding. What was your key message on stage today? >> Yeah, I think it's that the world's really changing in that space. You know, five years ago you would have had a completely different message around, you know that connectivity and having that content actually delivered to that space and having, like even the connectivity to that OT space makes people uncomfortable in that world because there's obviously moving pieces, you know, damage to equipment, you know God forbid any types of explosions or things like that on bad environmental type conditions. So we're working in that space to really make those connections much more open and now that those connections are starting to happen and we're getting more and more comfort with that, in that layer, there's a lot more we can do in that space which is kind of why we're here. >> And talk about why Ansible and what it's going to be able to unlock for Rockwell to be able to achieve. >> Sure. There's a lot of areas that we want to play with, but our, in Ansible but our first targets are really our, primarily our servers. So there's a lot of edge based servers out there, you know, we call them a pass server, which is a process automation system server. And there's an engineering workstation operator, which are those main core servers. Some of them are redundant, you know, the OT guys to them it's a burden to manage that content. They're good at making, you know, oil and gas they know how to do water wastewater. They know how to build cars. But managing servers, you know, not in their wheelhouse. >> John: Not in their wheelhouse.(laughs) >> Exactly. Right. So having that capability and that connection to get down there gives us some power with Ansible to go ahead and start building them initially. So making that initial builds out of the gate. That makes them really consistent and built together, so every application looks and feels the same and they know what they're going to get when their servers power up. So that's a big one. But, but just maintain them, keeping them patched, you know keeping security vulnerabilities down. You know, I was in a facility not long ago that was still running Windows 2000. Right. So, you know, they have an application there that's just working. It works. They don't want to touch it and it's been running for 20 years, so why touch it? Right. So this was going to kind of hopefully break that challenge. >> Make sure that you keep that password handy. (laughs) >> David: Yeah, exactly right. (laughs) >> We've had (indistinct) people leave. What about the security aspect is OT has been locked down, mindset, hardened, end to end, supply chains, vetted. Everything's kind of tight on the old OT model. Relatively secure when you get to IT, you mentioned vulnerabilities but the innovation's there too. So how does that reconcile for you? What's your reaction to that? >> Yeah, we see a big move there, right? So it used to be they were always head head to head butting heads IT, OT, you know it focuses on, you know, keeping the system secure keeping the data down, locked down, and reliable. OT focuses more on production, right? Making sure they hit their numbers in the production. So oftentimes, you know, having it push out a patch in the middle of production line in the middle of a day and rebooting a server shuts down production and you know, that those kind of conflicts. Yeah, exactly. So those conflicts were, were pretty common. There's still a lot of that there, but it's getting better. Yeah, right. And I see more and more of that working together as a team to, to solve a lot of those challenges. And honestly, I keep going back to the analytics angle and the diagnostics and that world of deep data, you know, big data kind of mining, you know, without the IT space to cover that the cloud data storage, the horsepower. >> If you had to kind of like rank the complexity 'cause we were just talking before you came on about things got to get complex before they can get simpler 'cause the inflection points bring that new capability. What's some of the complexities that you're seeing that are going to be either abstracted away or solved with some of these new technologies like Ansible and others that are coming fast? Cause at the end of the day it's got to still be easier. It's not going to be hard. That can't be harder. >> Yeah. So I'll give you a real world example that's a little embarrassing. So today we deliver our past servers as a solution and we we provide that as a VM image that people start with as the first building block. But once you start to deploy that and actually connect it with the rest of the infrastructure, hook it up to our factory talk directory, hook it up to the DNS service, once you start doing all that work it's about 700 mouse clicks that somebody has to know what they're doing to actually spin it up the rest of the way and get it connected with Ansible. We're cutting that number like in half is the hope. So, and, and we're going to continue to expand that and make it even less work for the users to >> Talk about skill gap issue. The training alone on that is to have the right people. >> That's the second big piece, right? So, so those OT people typically don't have that skill set. So you have to have a fairly high skilled level person to do that work. We're hoping to take that, that work off of them and put that on on answer. >> Yeah, that sounds pretty consistent. Do you think, is that the, kind of the consistency of the problem space is that the OT just has a different goal and they just need something to be invisible and easy, like electricity? >> Yeah, I think so. Especially in this world, right? In that OT space, right in in that IT space. Sorry. Yeah, so, so managing servers and things like that it's just is not what they want to want to deal with and it's not what they went to school for and it's not what they're doing when their job when they get hired. Right. Yeah. >> It sounds to me like Rockwell Automation is a facilitator of the IT and OT folks coming together and actually working better together, maybe understanding each other's requirements, goals, objectives. >> Most definitely. So we have, you know we are offering a lot of cloud content now. We're continuing to expand that content. We're working with a lot of different IT departments and OT departments to try to marriage those two groups together to try to bring that stuff together. We have a partnership with Cisco where we actually, you know, industrialize you know, some of their switch components and sell that as as part of our content and that relationship gives us a big inroad with a lot of the IT departments. >> That's important to have that be able to speak the language of both sides. >> Yeah, definitely. Right. Knowing and understanding the terminology and just being able to know the challenges that IT guys face as well as the OTs is really a big component of what we do. >> You know, one of the questions I wanted to ask and 'cause the keynote was very cool, but you made a comment that your claim to fame was that you wrote the code for the Spider-Man ride at Universal. Tell a story. How does that work? I'm just, I've rode them many times. So take us through that little journey. >> Yeah, so I, every time people ask me what we do for a living and automation, you know, I can talk about, you know, making cars and things like that, but it doesn't ring troops. So I did do a lot of work on Spider-Man Ride which is at Universal Studios, you know it was a real challenge, making sure you know how that connections actually work and make, I did most of the motion control content for that to make the movements of the cars, you know, seamless with the backgrounds. Definitely a lot of fun. So those kind of projects are rare but they're really fun when you get those. >> I hope you have a free pass for any time you want to go on it. >> I don't, unfortunately. >> Oh, you should. >> I try to get in the backrooms all the time at that facility but it's rare to hear. >> I mean it's like, it's a high end rollercoaster machine. It's like, I mean that is this robotics, industrial cause, this, I mean it's an intense ride. >> It is, and you know, you never move more than like eight feet on that whole ride and it feels like you've dropped, you know 2000 feet out of the sky on some of that content. So it's really amazing. I will say it's a little dated. I've been writing on the part of my team worked on the the Harry Potter rides, which are much next generation. >> I couldn't get on that one, line was too long. >> It's a long way, but it's worth it. >> Dave I asked you a question on the future for people watching who are new observing industrial IOT. What's the most important story going on in your world today? Is it the transformation? Is it the standards? Is it the security? What's, what are the top two or three things that are going on that are really transformative right now in automating at the edge? >> I really want to say that it's standardization. It's about using open standards and standard protocols to deliver content in a reusable fashion. So, you know, having custom proprietary content like a lot of automation suppliers or even like a lot of other industries, it's hard to maintain. It doesn't work well with other products. It's great 'cause you can do a lot of flexibility what you want to do, but at the end of the day it's about keeping the thing running and hooking it up to other components so that open standards based solution you'll see us spending more energy on you know, part of the Ansible open community thing is nice in that space as well. And you'll see us doing more stuff in that place that, that play. >> Talk about your influence there in the community. You know, we, we've been talking the last couple of days about Ansible is nothing if not the power of the community, the collaboration within. Talk about being able to influence that and what that means to you personally as well as to Rockwell. >> Yeah, so open communities are big for us. We have, you know, obviously a customer advisory boards and things like that that we deal with but we also have an open community forum where people can share dialogues and share ideas. We have large events, we have a process solution users group events where we bring in, you know hundreds not thousands of engineering people to to talk to all of these problems that they're facing. And it's not a Rockwell event it's a, you know, community event, right. Where we actually are talking about, you know what industry problem people are seeing. And a lot of the IT OT convergence thing is really top of mind. A lot of people say no minds especially the cybersecurity content. >> What are some of the things that you heard the last couple of days, announcement wise? Obviously big news coming out today that excites you about the direction that Ansible's going and how it's responding to the community. >> Yeah, I think a lot of their feedback that they get and sitting a lot of these sessions, they get a lot of interesting feedback from their customer base. And reacting to that I think is very high on their priority list. And what I've been seeing here, you know, some of the AI stuff that they were showing on automatically, like defining some of the scripts for their code that intelligence behind a lot of that content was amazing. I see a lot of that moving forward. And we're heading the same direction at Rockwell as well with more AI in our company. >> The data's a big story too coming out of all the devices, analytics, great stuff. >> Yeah, I'm pulling that data up into the cloud space and trying to do something valuable with all that data. It's, you know, we've had big data for a long time. It's just figuring out analytics and how to actually act on that data and get it back into the control to do something with. >> It's all getting aside. My serious question on this is that, you know is it the year finally OT and IT converge? Seems like it's been trying for about a decade. >> Yeah, that's a tough one to answer. So I would say it's not there yet. I think there's still a lot of conflict in that space. You know, the OT guys still have a long history of that space, but as you see more retirement and more people phasing out of that and younger crowds coming in, you know the automation space is ripe for that kind of transition because coming out of college, you know jumping into automation isn't always the top of the notch. A lot of people want to go work at the big Amazons or wherever. >> A lot, a lot of stuff going on in space. It's pretty cool. A lot of physical, I've seen a lot more machine learning and physical devices in the industry we've been reporting on. It's interesting. I think it's close to a tipping point because we saw machine learning and the trivial apps like chat bots never really took off, yep. Just expert systems basically, but they're not really going the next level. So now they are, you're starting to see more, you know of wisdom projects, you know, different models being adopted. So I see AI now kind of kicking up similar to OT IT. >> Yeah, most definitely. You know, we have a lot of projects in that space like doing predictive analysis on, let's just say something simple like a pump, right? If you have pumps out there that are running for years and years, but you notice that there's a trend that on day 305 or whatever you know, a bearing starts to fail all the time. You know, that kind of analytics can start doing predictive maintenance content and start pushing out work orders in advance before the things fail because downtime costs millions of dollars for these maintenance. >> Downtime also incidents, right? So you never know, right? >> Exactly. Right, right. So it's good to have that safety net at least from a manufacturing perspective. >> Final question for me. What's the most exciting thing going on in your world right now if you had to kind of pick one thing that you're most jazzed up about? >> I have to say, you know, Rockwell's doing a big shift to cloud-based content and more big data numbers like we were just talking about for that AI. That complexity of what you can do with AI and the value that you can do to like just, you know if I can make quality of a product a half a percent better that's millions of dollars for my customer and I see us doing a lot of work in that space and moving that forward. That's big for me, I think. >> And what are some of that, my last question is what are some of the impacts that customers can expect from that? >> Yeah, so everything from downtime to product quality to increasing production rates and volumes of data that come out. You know, we do something called model predictive control that does, you know, very tight control on control loops to improve like just the general product quality with a lot of the big data numbers that are coming in on that. So you'll see us moving more in that space too to improve you know, product quality and then downtime. >> And really driving outcomes, business outcomes for your customers. David, thank you so much for joining us on the program, sharing what Rockwell Automation is doing. We appreciate your insights, your time and we want to keep watching to see what comes next. >> Sure. Glad to be here. It's great. Thank you very much. >> Our pleasure. For our guest, our John Furrier. I'm Lisa Martin. You've watched theCUBE Live in Chicago, Ansible Fest 2022. Thanks for watching. (gentle music)

(lively music) >> Welcome back everyone to theCUBE's live coverage in San Francisco for VMware Explorer 22 formerly VMworld, Dave 12 years we've been covering VMware's annual conference. Going next level explores bigger theme, Multi-cloud another inflection point for VMware. And again at the center of it is the partners Zia Yusuf is here senior vice president strategic ecosystem and industry solutions. You're the, you're, you got the keys to the kingdom for VMware, welcome to theCube. >> It's a pleasure, I mean, you guys are a legend here. This is my first time here. So, it's a pleasure and excited to chat with you. >> Well, great to have you, every single year, since 2010 we've always had great commentary and discussion and sometimes contentious discussion around the role of partners. Visa V, VMware's value proposition, VMware dominant and the enterprise data center, everyone knows that. Dominant and hybrid was first there, everyone knows that. Now going to the next level, the customer stay, they stay with VMware, they don't really leave. They still got a great loyal base but now the enterprise is going NextGen cloud native. The partners are energized with the conversations we're hearing is huge. There's changes of roles is clarity on value proposition. Monetization is hoppin'. It's great stuff, what's going on? You're new, but you have a view of this before. Take us through your what's going on in the partner network, what's the state of the union? >> Yeah, I think, thanks for the question. I think maybe just step back a second right, the word partners is a big word. It covers all kinds of things. VMware has had a rich history of partnerships you know, mostly technology related partnerships. So much of our products depend on other partners, OEM partners, and so on. We've also had a rich history of our channel. So, as you look at different channel partners as you look at going through different parts of the segment SMB and so on, in a cloud context, based on what's happening we needed to take an integrated ecosystem approach. That's the word I use, right. And for me it's, it's a little bit like a spider's web. Like no single strand in the web is that strong but when you put it together thoughtfully in a very deliberate way. That's what an integrated ecosystem strategy. And so we've got our VCP partners, longstanding history that machine continues. We've got our channel partners and OEM partners that machinery continues obviously Dell strategic partner, significant business. The parts of the puzzle that I've been focusing on is five other different pieces. So first of course, is our hyper scale partnerships long history with AWS, very successful history. We have GCVE with GCP. We announced, I think three, four months ago that GCP was joining our VMware cloud universal and a big announcement yesterday about Microsoft doing the same. And hopefully we extend that. So, as we work with this hyper scaler six or seven of these partners, it's a, as you can imagine kind of a multidimensional chess game, if you will a little bit competitive mostly cooperative and stuff, right. The GSI is very exciting piece of it. The essentials that Deloitte, Deloitte announced a new business unit on VMware, ACL did the same. That energy level has really gone up. You see it at the show here as well. We recognize that these significant SI's play a huge role in the decision making process with customers. And we want to enable them to build significant VMware businesses. It's a different game from that perspective. Last thing I'm point out is, industry and verticals. Right I mean, this is not being necessarily an area because of the layer of the stack we've been in. Obviously Telco is an end to end business unit for us. We have products, we have a go to market on Telco, public sector to some degree because you need all these three letter agencies and the security and compliance. But as you look at financial services as you look at retail, as you look at healthcare we need to be aware of the workload we need especially on modern apps, especially on the edge. So we kind of doubling down on some of our vertical capabilities. So, all of those things are connected as well, right. The SI to the hyper scale partners in a vertical context. >> What's the biggest change that you've seen? Because we've observed some partners are leaning out as they change their business. And VMware has got new partners coming in, leaning in. So you got mentioned, Dave mentioned Telco and you got new use cases with edge and multi-cloud so you know, some people kind of maybe age out or change their strategy, some double down the core partner network, and then new ones come in. What's been the biggest change, if you can look at that holistically? >> Yeah, it's a great question, right? Because it's so multidimensional and there is no such thing as a GSI global system because they build products. Sometimes they act as a reseller, they're a solution provider. Also they provide services. So as their business model changes, we have to adjust how we engage with them. We can't put them in nice clean buckets. And that's what I'm doing with my colleagues here is how do we really enable them? And one of the things, I mean, I've done this type of stuff, I was at SAP for many years. We need to figure out how do we make them successful? Not just, this is what VMware wants you to do. We need to understand their business model and how do we fit into that? 'Cause if they grow, then we grow with that. And that is honestly a little, it's a subtle point, but it's a little bit of a nuanced. >> Yeah, it's very nuanced, but you have to nail that. You got to overlay. >> 100% >> The strategy where the enablement is technically or product wise, economics and conflict. (John laughing) >> And profitably, if they're profitably is important to us it's not just their growth. >> So Zia, I want to test the premise on you, something, John and I have been working on this notion of super cloud. And we did an event earlier this month, but one of the aspects that's kind of nuance and futuristic is if I'm a, let's say a financial services company and I'm going through a digital transformation I would be looking strategically at what, say Amazon did taking it's internal IT and then pointing at the world. I would say, I have data. I have tools, I have software, I have expertise that's really unique and could be value add. And I would be thinking, how do I monetize that, create my own cloud. And I'm actually just going to throw it into a public cloud to do that. I've got mainframes running, I've got Oracle stuff on Prem. I'm not going to shift that stuff into the cloud and maybe some of it, but I've got transaction systems and proprietary data. And a lot of it is running on VMware and I've got cloud stuff too. I would be looking at, okay, how do I build my own cloud and put my data, my tooling, my software in front of a new ecosystem, my own ecosystem that I can you know monetize. Are you seeing- >> Without spending the CapEx. >> Yeah, without having to build data centers? Right, exactly. I want to take advantage of the gift that the hyper scalers are given. Are you seeing any activity bubbling up in that regard? >> It's a really, it's a really interesting question. And I think the terminology that we've used around cloud smart kind of goes into that. So let me take what you said. >> Okay please, yeah. >> And frame it in a slightly different way. You can standardize on public clouds and everybody's using the same thing. You're using the same services, and so on. Theoretically that could lose some of your differentiation. Right, I mean, especially for financial services companies that have built so much of their you know, trading test down to the milli, milli, millisecond and how do they do that, and so on. So, I think you have something there right. So, as they look at their technology and software strategy, yes there's cost reduction aspects of it. There's refactoring aspects of it that hygiene that needs to be done as Rughu talked about from this cloud chaos to cloud smart, if you will but then how do you differentiate on the business processes? How do you differentiate that then down into the workloads? And I think that's where to use an old term. It takes a village, right, you've got the system integrator that's providing this stuff. You've got other strategy firms like the BCGs and McKinseys of the world that have huge influence now. Then you've got technology players that are coming into that. And I think the cloud smart approach is to do exactly what you're saying. It's not just the refactoring, it's not just movement to the cloud. How do you retain your competitive edge from the processes the models, the thinking that you've built up over many years. So, I don't know if it's super cloud or what that means, but that at the end of the day, this is about business processes. At the end of the day, this is about having a competitive edge in the market and I think you could do it. >> It's industry cloud, right? >> It's, that's a good way to put it. >> Yeah. >> I think Industry cloud is a good way. >> Why is there security cloud, Why isn't there an insurance cloud? Why's there a FinTech cloud? So I mean if you look at Goldman Sachs capital one. >> Right. >> There, CapEx is handled by AWS. Snowflake built their entire business on AWS. Didn't spend the dime on CapEx. Well, they spent a lot of operating expense for that CapEx and the fees, but still they became successful. And then the rest is history. So, I think people are seeing this idea of I'll ride that back on the CapEx of the hyper scalers and then use the tooling from the partner network and what's available. To then, cobble together in an architectural engineered way, distributed computing way, a new way to do things. Okay, so if you believe that, which we do, then you say, oh, it's on the balance sheet. So, what we've been hearing from companies is like, "Hey it's going to be on the balance sheet", I better have an income statement impact on the top line. So, you start to see behavior change at the customers not IT powering the business and the back office and terminals and some app. >> Crosscutting. >> It's like, no, no, no this is a digital business. So, the integration of balance sheet income statement on the economics is driving a lot of the behavior at the customers. So we see customers thinking this way and it's like we've never seen this level of business model refactoring as well as partner vendor selection, product technology mix at the same time. >> And VMware. >> At this level. >> Need the connective tissue between the hyper scalers in the ecosystem and actually provide those cross cloud connections. >> Yeah. >> You know, to the extent there's a business case there, that's what we're trying to of squint through. Is it going to be hybrid with on-prem in one cloud or is there an advantage of going cross clouds beyond just avoiding lock in you know, to take advantage of global infrastructure? >> So and then the next question is the Tam then bigger which means the partners are better? >> Yeah right. >> Participate in that. >> Yeah, I think, and we look at economics of this, right? I mean, there's a huge emphasis on cost, right. Cost, and I completely get that. I think, as I've talked to customers both now that I'm here but before advising a range of companies the innovation process, the time to impact is equally important all right as you compete. There's no point in just getting your cost down. If you're then getting beaten up in the market and you're not able to differentiate with new digital services. And this is where call it super cloud, call it industry cloud. We need to connect up to the business processes and the business impact and not just in my view the cost infrastructure piece of it. >> Yeah. And that we can't do on our own, we're not an apps company. So we're, you're not SAP, we're not Oracle, but we need to work with those players to make sure that their workloads are optimized in the right cloud in the right configuration. And that is a job to be done as opposed to just let's take it to town. >> And there's clearly a technology business case, especially if we're working with companies like VMware who's going to help me you know, simplify. >> Right. >> My move to the multi-cloud but there's also a business and economic impact in that. Even if it's not, if it could be simple as if I partner with Microsoft I'm going to do more business right if I'm one of these industry clouds. So I see that as another potential tailwind, it's really, it's like when Dreesen says all your companies are software companies, to me all companies are cloud companies, now increasingly. >> Look the difference between cloud and apps and then stuff, I mean like. >> Yeah, it's all. >> It's like you know there's used to be infrastructure and then apps company and so on. We need to deliver with our ecosystem partners and integrated solution and solution with a big S not just the technology solution but the broader, I mean look at the change management. >> Yeah, yeah. >> We talked about culture, I mean, if you don't get that piece right and the change management piece. >> Everything, yeah. >> You know the rest of it is history. >> Well and it's got to be delivered as a service, >> It has to be. >> Which is huge implications as to how you deal with change management. >> And this goes back to my kind of first comment is I really try and think of this by architecting the ecosystem. I don't like the word alliances. Right I mean, let's say kind of a one to one relationship. You know, let's do an agreement, let's go have dinner, but architecting the ecosystem the spiders web, who are the different players how can we compliment each other? And if it, Deloitte and a Microsoft want to do amazing business together related to VMware technology I want to encourage that. And so those third party Connections. >> You guys your contextualizing the ecosystem, basically. And I think from a customers standpoint that's a benefit to them, in my opinion in fact, Dave, remember at our supercloud.world event URL supercloud.world is the plug for the site. They can check it out. One of the comments from the cloudarati panel was we had a title this session called the innovators dilemma you know question mark you know . >> Best book ever written. >> Yeah, yeah. And so the, one of the panels said, it shouldn't be, we should change it to the integrators dilemma because what's happening is that integration is now standard table stakes and, but integrating the right things now matters, right? So, integration for integration sake isn't necessarily the end game anymore. >> And this is where. >> And this kind of where you're getting at with the spider's web is that integrating properly is a solution mindset. >> And look, I'm integrating also, you know have to bring in data from that perspective. Right, at the end of the day data being the new oil, if you will, the integration allows that data to flow to the right place at the right time to make the right decision. Now, we are not doing all of those pieces but we are certainly enabling that. And as you especially start looking at what we can do on the edge and what we can do in a retail store and a factory and so on those kinds of things come together. >> Okay, Zia take some time. We got a couple minutes left, only two minutes left, I want you to get some commentary directly to the audience around what specifically you're doubling down on. That's new that you're investing in on the partner network or your partner strategy. What is a steady state that's being nurtured and farmed or whatever word you want to use, but here's our core thing. Here's the area of improvement we're going to be in you know, cranking the handle on take us through that. >> Sure. >> I know you got OAM, got telco, got new things going on. >> Yeah so, maybe a couple of things right. >> lay it all out. >> First of all it has to be linked to VMware strategy. So as we transition on this journey to subscription saas ARR, we need to bring our ecosystem along to do that. That has business model implications that has implications on how we engage with them, how we define success how we value things. So that's an important journey. Secondly, is we need to do a better job of enabling our partners. Right, I mean, we have our partner connected. We do a pretty good job on the channel side. We need to do a better job on the GSIs is really understanding their business model, how they're engaging with their customers and provide them the technology the support, the financial resources, so that they can be successful. That's very important. Third is, to connect the dots on the ecosystem, right? I mean it's a, I've spent a lot of time in this event as well in joint meetings between system integrators and hyper scalers with our technology colleagues on Intel or NetApp or AMD. And these are companies that we have a rich history with. We're trying to connect, because that's how customers look at it. So, connecting the dots between the ecosystem super important to us, and then look, there's a change management journey within VMware. We also need to understand how we can engage with partners in a more productive, effective way. How do we scale this up? I believe, I think our leadership in Raghu and Sumit we are not going to succeed unless we have a profitable, engaged, passionate ecosystem around. >> Yeah I mean, they got to make money. They got to. >> Exactly. >> Be successful, have successful customers, their end customers your customers. Well, all good, question of where you're investing the most right now. If you had to put a kind of the pie chart together, I mean some of it's steady state like it's a machine, some of it's new like Telco for instance I mean here's. >> I think again, rich history on the channel side, we continue to invest there. Very valuable to go do that. I think some of these newer areas around the system integrators, especially the large ones, the Whipple's the HCLs, Deloittes essentials of the world, very important. The hyper scaler relationships directly leads into ARR. You saw the VMC cloud Universal will continue. >> We have Google on great props from Google. >> Yeah, We love it you guys. >> Yeah, and so look, I think we are not multi-cloud unless we go do this. Right I mean, Raghuram made a joke about this. We were single cloud and now we're multi-cloud, we want our customers to be able to procure these integrated solutions through VMware and our hyper scaler partners will continue to do that's when multi-cloud really become. And so the GTM motion, the discounting the commission structure all of that machinery is an important radio for me. >> Zia thank you so much for coming on theCube. I know you've been super busy. You got to go out and hit all the partners say hello, compressing you know, got to hit the pavement, say hello to everyone. >> It's been fantastic, the partners have too many, too many parties and so. (Interviewers laughing) But that's a fun part of my job, but appreciate your time. >> You got good stamina. >> Thanks Zia. >> So you got to have that in this game. Not about the faint of heart here at VMware. Zia thank you for coming on. >> Of course. >> This is the cube coverage, back after lunch. After the short break day two of three days of live coverage here in Moscone West on the street floor level of the event I'm John Furrier with Dave Alante. We'll be right back. (lively music)

(gentle music) >> Hello, everyone welcome to "theCUBE's" live coverage here in San Francisco, California for VMware Explore not VMworld, it's VMware Explore. I'm John Furrier, your host of "theCUBE" with Dave Vellante. We're here with two sets. 12th year, Dave, covering VMworld, now VMware Explore, what a journey? I had a little reminiscing from Paul Maritz in 2010, who predicted the future but the timing was off. Raghu predicting the future, but is his timing right with multi-cloud or super-cloud? We're going to get into it. We got three days of wall to wall CUBE coverage, two sets. All the top execs from VMware coming on, including the CEO Raghu himself, Vittorio, Kit Colbert, the whole kit and caboodle of the executive group to talk about the future of VMware, where it's going, and of course the appearance of Hock Tan here from Broadcom, Dave, made an appearance. Michael Dell was also in presence. I get the vibe that there's something going on with Broadcom and VMware beyond just the acquisition. So a lot of people are curious. This event again is notable and historic from the sense of it's VMware Explore not VMworld, so they changed the name, and Broadcom's intent, and they're going to be buying VMworld. Dave, the keynote was anticipated by all, how it was going to go down, what was going to be said. Raghu set the table, I got a ton of notes, I know you do. What's your take? >> Well, you have to start with the Broadcom acquisition. You're right, Hock Tan was in the audience, he stood up, he got a little clap. >> Golf clap. >> He's paying $60 billion for VMware, he better be able to be recognized. And he was here yesterday with Michael Dell at the executive sessions. And their purpose I'm sure, they didn't let us in, but I'm sure the purpose was to make sure that customers were calm, they were comfortable with the direction. Of course, the narrative coming out of VMware is that, hey, they're investigating, they're going deep into our portfolio, and they like what they see, it's going to be all good, it's not going to be like the CA acquisition and de-levering and all that stuff. I still stand by what I wrote in my breaking analysis back in May. The fact is, Broadcom has promised $8.5 billion in EBITDA within three years. That's the only way they get there, is to cut, so that's going to happen. But the interesting dynamic in the market, I don't know if you've noticed this, VMware stock is trading at a 20% discount to what Broadcom is paying for it. So there's a big amount of fluff, if you want to do some arbitration. And I think it's due to the fact that it's a stock and a cash deal, it's a combination deal, and it's not going to close for a year. So there's maybe some skepticism around that. But that was an interesting dynamic. The keynote we'll get into it, but it's all around multi-cloud and what we call super-cloud. >> I have my conspiracy theories on Broadcom, actually they make chips. Looking at all the waves right now in the technology industry, silicon is hot, anyone who's doing custom silicon and putting software on the chip, making purpose built vertical applications is seeing performance gains in cloud and in these applications. So one, I'm really excited by the dots connecting there. But also the VMware story, Dave, is pretty interesting in the sense that timing's everything, the Broadcom acquisition, EBITDA focus might drive behavior. But notable for VMware, is Raghu has been on this vision for years. I remember in 2016 when I interviewed him with Andy Jassy, who was then the CEO of AWS, they had moved everything to Amazon Web Services. And that was the beginning of the vision of multi-cloud and cloud-native. VMware invested a ton, and so we're seeing some fruit come off the tree. If you will, bearing some fruit from that VMware investment in cloud-native across the board which was their bet prior to Broadcom buying them out. So the question is, does Broadcom harvest that, continue that nurturing of that "plantation of goodness" that could come out of that VMware? And again, it's probability, it's not guaranteed. Commentary on Twitter is pretty heavy on, can they win the Devs? Can the new Ops bringing around the front? So, VMware's and Broadcom in a tough position, they bought more than they thought in my opinion. And I think a lot of people are saying, does Broadcom recognize the strategic value of what's coming out of the oven, so to speak, or what's blowing off the tree from VMware? And is it real? That is the number one question. I talk to people in the hallway, that's what they're saying. They want to know what's going to happen with what's around the corner, that's on top of mind of everybody. >> It's a really important question because VMware's future is multi-cloud management, what we call super-cloud. And without Tanzu, and I speculated that Tanzu was probably going to be under the microscope and potentially on the chopping block because they spend a lot of money marketing it, but they're probably not today getting a lot of returns. But without Tanzu, without a cross-cloud PaaS we sometimes call a super PaaS. their strategy doesn't work, it basically fails. And I think what a lot of people are missing, and I saw you chime in on Twitter, is can they win the Devs? Can they win the Devs? This is table stakes. If you don't have a cross-cloud PaaS, and it's really about not necessarily just the Devs, it's about the ops, right? Because now it's about security. Yes, shift left, but shield right. But the DevOps team, the Ops team needs consistency. It's like Adrian Cockcroft says, the Devs, they love to get married, the Ops, they got to clean up after the divorce. And so they need standard- >> You're implying that they'll use any tool for the job and not really worry about lock in. And I think today on the keynote, Deshaun was up there who submitted a comment, "You kids have it easy these days." Implying us old guys, when we coded, you had to do everything yourself. Kelsey Hightower mentioned her support pack desktop edition. The old days when had to build everything by hand, now it's all automated, all goodness. But in all seriousness, the focus there was DevOps has won, DevOps is what the developers are doing. The developers are in the clear right now, as far as I'm concerned. They're sitting on the beach right now, sunglasses on, sun shining, everything's shift left, CI/CD pipeline, cloud-native goodness. If you're a dev, things are much rosier than an Ops person. So DevOps is developer, security and DataOps, is where the action is. So it's not so much IT operations as it is security and data leveling up to the velocity demand of developers and also ease of use. So self-service in the motion of coding, in the pipelining, that's what the developers have to have. And if people don't build that experience from the upside, the new ops is not going to enable the develop, it won't be adopted in my opinion. >> You mentioned Paul Maritz before, his whole thing was any workload, any cloud, the software mainframe, they're talking about any Kubernetes, any cloud. And we got to go through some of the announcements real quick here. VMware Aria is the new multi-cloud management platform. That is the fundamental strategy for going cross-cloud or what we call super-cloud. The vSphere and vSAN 8 are big deals. And as relates to compute with vSphere, they're really pushing that whole DPU. You might remember Project Monterey. Well, Project Monterey is essentially like AWS Nitro, it's the future of computing architecture seven years after AWS introduced it. So AWS has a huge lead here. But it's critical that a company like VMware is able to offer that capability with XPU optionality, GPU, CPU, Arm based, Pensando capabilities, eventually NPUs, other capabilities to bring in and support new workloads, new data driven workloads. So the lot of talk about the whole DPU thing. As I mentioned, Tanzu new version of Tanzu, they talked about edge. They're basically bringing VMware to the edge with an eventual consistency model. >> Hold on, the vSphere thing, just to jump in there real quick. I always thought that that'd be higher up in the keynote. Clearly in the keynote, they flexed their cloud-native positioning, they had to address the Broadcom thing, talk about modern applications. So it felt like they were selling the dream on the front end. And they buried the lead in my opinion, which is vSphere 8. They don't do a lot of vSphere 8 announcements. If you look at the history of VMworld, every few years they got a new release. This was packed with a lot of goodness. And I thought they'd buried that in the keynote. >> I don't know, Raghu mentioned it. Yeah, they had a lot to cover. And then the other thing was they announced support for Red Hat OpenShift. So everybody's like, "Ooh, wow." And then Tanzu for all the Kubernetes versions from the cloud guys. So a lot of announcements, you got to always give VMware props. It's not like they stopped engineering, they have a great engineering culture. And so it's nice to see Project Monterey in particular, go from R&D to actual product. And so we like to see that. >> Even towards the end, now that we're doing the keynote review, Raghu said, "As proud as we are," this is when they started talking about the sustainability, implying they're real proud engineering, and that's a good call out there. I think that's what were trying to get across to Hock Tan, who was sitting in the front row. But Dave, in terms of keynote, my analysis is clear. Raghu was nervous, you can tell. But he's a product guy, he even said that on stage. He set the table at the beginning, I thought really well with modern applications. He had to address the name change, and I thought that was interesting. He actually said, "We built a community with VMworld, but now with multi-cloud, we're going to recall it Explore." Not sure I agree with that. I think VMworld community is still vibrant, and that's why they're here. So I thought that was nice, the way he balance that out, the messaging is good, the graphics and the branding of Explore is world class, I think it's phenomenal. I'm not a big fan of the name change, but I never go well with change there. Hock Tan didn't speak, he did stand up and wave. >> There's no way he's going to get up to speak. >> He didn't speak. So I thought that was interesting front end, so they got that right out of the way. And absolutely you saying last night. And then they got into this digitally smart concept, which I thought was on point. Did not like the great replatforming message. I'm not a big fan of that because it reminded me of the great resignation. And I think there's going to be a lot of memes on that. So not a big fan of the great replatforming. I did like the Cloud Universal pitch. But this whole multi-cloud pitch seems to me, and I want to get your thoughts on this, is that that's what it reminded me of, Paul Maritz. So when Raghu is clearly betting the ranch on multi-cloud, the question is timing. Paul Maritz in 2010 here at VMworld Moscone, he laid out the vision, he was right. But timing was off, the top of the stack didn't materialize. But at the end of the day, ended up being the right architecture. Is VMware too early with multi-cloud, Dave? And that's the question, that's the question on the table. >> Well, so a couple things. So Maritz, the one mistake Maritz made was he really tried to go into apps, remember? So now at least I think Raghu, the current VMware thinking is, we're going to enable apps to be developed. And that is the right thinking. Are they too early or too late with multi-cloud? I think technically it just wasn't feasible, the customers weren't ready for it. VMware moves at the speed of the CIO we like to say. So I think the timing is actually really good because the technical capabilities are now there. You've got to have across-cloud paths, which Tanzu is about. And I think Tanzu was too immature before. They've got the pieces on the DPU side. And the other thing about the timing is now with Broadcom acquiring VMware, the whole non Dell ecosystem has got to be a lot happier. NetApp, guys like that, Cisco. >> Why is that? >> Because Dell, their thumb on the scale, they had the thing rigged, Dell was first in line for everything. When EMC owned VMware, that was the case. But they were required about it, Dell made no concessions. And they just came out and said, "We are going to be VMware first, we are the preferred partner, we do more business with anybody." They really drove a truck through that. And I think it caused a lot of the ecosystem to pull back, like HPE and others to say, "Okay, we're going to find some alternatives here." Now they can really lean in. It's like when HP broken two, that really changed the ecosystem posture with HPE. This is like that, but times 10. >> What did you think about the ecosystem floor last night? When I did a walk of the floor, I thought it was very vibrant, it was not a ghost town at all. >> No, not at all, we saw Alibaba Cloud was there, we saw a lot of- >> AWS. >> Smaller companies >> Microsoft. >> And so I thought it was better than I thought it would be. There's probably what, 7,000 people here I would say? So well off from the 15,000 pre-COVID highs, but still very robust, it's a good crowd. People are excited to be back in person obviously. And I think the messaging was right, John. I think cross-cloud, multi-cloud, super-cloud, that is the future. Well, David Floid took a stab at it and said, "I think it's going to be $100 billion market by the end of the decade." >> Super-cloud is a thing for sure. And I think that came out in Aria announcement, which was basically a rebranding. It's not a new product, essentially it's a cobble together management platform. I thought the Cloud Universal notes here were interesting. The Cloud Universal is the commercial cloud smart component. Meaning they're trying to make that the frame, Dave, for the hyperscalers to come in to a de facto consortium movement. I feel like that's next here. If this Cloud Universal could become the super-cloud consortium, that might give them a better shot. The ecosystem is buzzing, attendance is strong. It's interesting a lot of people were speculating, will this be an event? I thought they did a great job and I thought they came through well with this. >> You were saying about consortium, because have to have the cloud guys in any consortium. But is any one cloud going to drive it? VMware could be- >> AWS >> Could be the driver. >> I'm thinking if I had to make a prediction, looking at what I just saw in the keynote, we'll see what the VMware execs say, If I had to make a guess, I think you're going to have customers, "Let's still double down on VMware stuff." They're going to settle into vSphere and networking compute and storage, the normal stuff that they've got, the software to find data center core as a cloud operational platform. And then you're going to see a lot more AWS migration. You might see that if Broadcom doesn't nurture the fruit coming off the tree, as we mentioned earlier, I think you might see people go more cloud-native. But I think VMware's prepared for that with the hybrid. So it's going to be very interesting to see. I think the winners coming out of this will be AWS, maybe a little bit of trickle into Azure, Alibaba mostly for the European, I mean the China side. But I don't see them playing. Google is a wild card, we'll see it from them. >> I think the other big thing about the timing, to your earlier point is, VMware used to go to market with very bespoke, We got vSAN, we got NSX, we got vSphere, and now they're trying to bring that together. And essentially remember, they used to go to market and say, "Okay, hey, your ELA is up, time to renew." And they're talking to the wrong people. So now they're going forth with the Azure service model, they're going to move to a subscription model. And I think the timing is right for that. I would've liked to see it a little bit before hand, maybe pre COVID would have been better timing. But I think technically, the time is right now for that. >> And I think looking at the acquisition, speculating on that, I think let's discuss how we see things, how they might move forward. Again, we'll ask the guests as much as best as we can and the best they could answer. But let's take this forward. Okay, based upon what I'm seeing here, if I'm Hock Tan in the audience, I'm saying to myself, "Okay, I got more here than I thought I was buying." Maybe I thought I was getting some great EBITDA. I wonder if his outlook changed on how he goes to market with the new VMware post acquisition. So that means in the around February timeframe, I would probably, if I was advising him to say, "Okay, let's keep it as is, let's not do the cut, cut, cut. Maybe trim a little bit here and there." But for the most part, he's got the solid customer base and he's going to have to keep the event. >> Here's the problem with that. They have a very high do-say ratio. They do what they say they're going to do. And as a result, they've promised 8.5 billion in EBITDA within three years out of VMware. And they return 50% of their free cash flow to investors. If they break that promise, their stock will get crushed. I don't think they're going to break that promise. So I think they're going to run. That's something I believe in their playbook that they're not going to change. Now, could they get there without massive cuts? I think it's going to be hard. Can they get there with price increases? Yes. And better efficiency, yes. But they don't have a lot of go to market synergies, John. Broadcom doesn't have a big sales force that they can say, "Okay, we're going to fire all the VMware sales force and you're going to go to market through our channel." Like Oracle would do with their big sales force or a Dell would do with an acquisition, they can't. And so I just don't see how they're going to around it. The only other thing I would say is, to me, I thought the application development piece, the Tanzu piece was very appropriate. And I think they got it. Whether or not they're going to succeed there, we can debate that. But I thought what was missing was there wasn't enough, in my opinion, on their security posture, their security strategy. I thought they gave it lip service with, "Oh yeah, we're going to shift left and dev security, et cetera." They did not go in depth. I think when you talk to someone like Tom Gillis, who really can go deep, I think talking about Barry and the lead, that was not, security is the number one issue of CIOs, CSO. >> Data and security >> At boards, it's number one. And data is the second thing. And those two stories in the keynote where quasi non-existent or/and weak. >> Again, the reason why I believe, and you're discussing it publicly at a high level, is super-cloud is real because it's not just SaaS on cloud, it's hybrid, it's DevOps, it's developer. And security and data operations are just absolutely now leveling up, and the edge is a complete wild card. We met a company last night, they're doing the edge cloud. The edge is going to open up all kinds of new use cases and challenges. And that's on the DataOps, data security side. DevOps, IT operations is already in the dev cycle. If companies aren't doing that, in my opinion, they're not really doing it right. So I think it'll shift to security and Ops and DataOps, that's going to be the action. In the cloud operational framework, that's super-cloud. To me, if I'm Hock Tan, I'm saying, "VMworld, VMware Explore, VMware has to be a core component of super-cloud of the future. Not multi-cloud just a state." I think multi-cloud will be a description of a state, of an architecture, and an outcome, but that's not super-cloud, that's not a functioning operating system, that's not a functioning business driven technology. So I think VMware has the opportunity. So I look at that and say, I got cheap options all the way up to the top of the stack. And super-cloud paths layer, as you describe, that I think is the way to go. >> When you think about how VMware got here, VMware was a $13 billion trailing 12 month revenue company. There aren't a lot of $13 billion software companies. And the way VMware got here, is through great software engineering. They identified problems that the customers had and they went and solved them. They did it with virtualization, they did it with private cloud, they figured out their public cloud strategy. So I think the question for Broadcom is going to be okay, how fast can we monetize that engineering? Can we turn that engineering R&D into dollars? And how fast can we do that? They have two choices in my opinion, keep innovating, which of course we hope that's the case, or act like a private equity firm and just squeeze as much cash out of VMware as possible. Which I don't think would be the right strategy because eventually that says, okay, what's going to happen to Broadcom? How are they going to continue to grow? Are they're going to have to just keep growing through acquisitions? So I think R&D is a really good spend when it's VMware. >> And I think as we wrap up our keynote analysis, one of the things that's going to come out of this as the conversation, no doubt in my mind will be, VMware isn't CA. And the question is, does Broadcom go off their playbook with VMware because of the fact that you look at the sponsorships for the show, we got a robust set of sponsorships for "theCUBE." With two sets, we're booked, fully loaded. Conversation's high, the floor is all about next level cloud operations. This is not a dying market, this is a growth wave coming. So the question, as super-cloud becomes that growth, and everyone's talking about super-cloud there. Some people who don't like the name, which is good, keep grace debate. But there's no doubt that that next wave is the super-cloud philosophy, the super-cloud mindset and architecture, and development environment. And we've documented that on supercloud.world if anyone's interested. But that wave is coming, and you can see it on the floor. Look at the sponsors, look at what people are talking about, Dave. This is not like Broadcom buying VMware and tucking it under and saying, "Okay, hope we can service the customer." There's a real market growth here story. So the question is, what do you do with that? >> Well, so you start with the base. VMware is a very good platform. The reason why they don't have a ton of competition and the reason why, okay, Nutanix can maybe trickle some away, but VMware is really good, it works, it's stable, it recovers from failures, it's got a super strong ecosystem. So you start by building there and then you identify the places where you can spend a dollar and make it 10. >> Well, I was very excited that when we had our super-cloud event, which was a virtual event as a test, we had great VMware support. And a lot of the catalog sessions up here, on Moscone West, where we're sitting, upstairs is all the sessions, they're crowded. And they overlay, Dave, with our narrative and the industry narrative. On the influencer side, you're starting to see the influencers meeting our editorial and pursuing a super-cloud with VMware and their ecosystem. Kind of agreeing super-cloud is real. And I think that is an important note because just last December, when we coined the term at Reinvent, I think it was Reinvent look what's happened. I want to get your thoughts and your reaction to why super-cloud has got so much traction, it's a great buzz with the name. But why is it that our super-cloud, the VMware, and the ecosystem are all aligning with this? Why do you think that's happening? Why do you think that the momentum is accelerating? >> The reason is that, as everybody knows, organizations have multiple clouds, it's a function of shadow Devs, M&A. And so they end up with all these different clouds, all these different projects, different primitives, different APIs, different tool sets. And they called it cloud chaos today. It's accurate, it is cloud chaos. So what's the problem with that? Well, that makes it harder to secure, it makes it harder to govern, it makes it harder to share data, it creates data silos. What's the answer? Well, if you can create a layer that's an abstraction layer that simplifies all that cross cloud data sharing and development and have a consistent set of APIs through a PaaS layer, we call it super PaaS and you are going to have a metadata intelligence that says, "Okay, I'm going to put this here or put that there. And I'm going to deal with latency, I'm going to optimize for whatever purpose, data sharing, or performance or whatever it is." You're going to solve a lot of problems. And you're going to make the CIO's life easier so that they can invest in their own business and their digital transformation and their digital strategy. So that's why people agree. They might not agree with the name, but they certainly agree with the concept of that abstraction layer. >> The name is certainly a better name than multi-cloud, multi-cloud sounds broken. But I think CIOs and CXOs, CISO, CSOs have to get buy-in from their teams. The organic dev relationship with Ops and SecOps and DataOps has to be symbiotic, not conflicting. And I love the chaos story because as Andy Grove, the legend at Intel once said, "Let chaos reign and then reign in the chaos." >> Chaos is cash. >> So in any innovation inflection point, chaos becomes the complexity, abstraction layers, and or innovation takes that complexity away. This is the formula for success. And I think VMware is right in the middle of it. And I think if I'm looking at VMware right now, I'm saying, hey, reign in that chaos right now and you win. So chaos is not a bad thing if you can reign it in, Dave. >> And that's what they've done. You think about what they did with virtualization, it was chaotic, it was wasteful. I think of what they did with private cloud. They said, "Hey IT guys, we're going to help you not get cloudified. We're going to cloudify your presence on-prem and not just throw everything into the cloud." They did a great job there. And now it's all about multi-cloud. >> Well, we're going to reign in the chaos, extract the signal from the noise. Super CUBE here at super-cloud event VMware Explore. Dave, great to kick it off again. Again, 12th year of CUBE coverage. It seems like a lifetime, Dave. Just yesterday we were 2010 >> Amazing, right. We've been in Moscone South, we've been in North, we've been in Las Vegas. Now we're here West, first time in west. >> Some of these developers were in elementary school when we started "theCUBE" here, I was just feeling old relics. Anyway, we're going to bring more action, three days of coverage, thecube.net, check it out. Join our community, join the conversation. As the influences are coming more onto the market, you're seeing a lot more conversations on Twitter, on LinkedIn, on the internet, check it out. Join the conversation. I'm John Furrier and Dave Vellante. We'll be back with more coverage here in San Francisco after this break. (gentle music)

(digital music) >> And we're back live in New York. It's theCUBE. It's not SNL, it's better than SNL. Lisa Martin and John Furrier here with about 10,000 to 12,000 folks. (John chuckles) There is a ton of energy here. There's a ton of interest in what's going on. But one of the things that we know that AWS is really well-known for is its massive ecosystem. And one of its ecosystem partners is joining us. Please welcome Domenic Ravita, the VP of Product Marketing from SingleStore. Dominic, great to have you on the program. >> Well, thank you. Glad to be here. >> It's a nice opening, wasn't it? (Lisa and John laughing) >> I love SNL. Who doesn't? >> Right? I know. So some big news came out today. >> Yes. >> Funding. Good number. Talk to us a little bit about that before we dig in to SingleStore and what you guys are doing with AWS. >> Right, yeah. Thank you. We announced this morning our latest round, 116 million. We're really grateful to our customers and our investors and the partners and employees and making SingleStore a success to go on this journey of, really, to fulfill our mission to unify and simplify modern, real time data. >> So talk to us about SingleStore. Give us the value prop, the key differentiators, 'cause obviously customers have choice. Help us understand where you're nailing it. >> SingleStore is all about, what we like to say, the moments that matter. When you have an analytical question about what's happening in the moment, SingleStore is your best way to solve that cost-effectively. So that is for, in the case of Thorn, where they're helping to protect and save children from online trafficking or in the case of True Digital, which early in the pandemic, was a company in Southeast Asia that used anonymized phone pings to identify real time population density changes and movements across Thailand to have a proactive response. So really real time data in the moment can help to save lives quite literally. But also it does things that are just good commercially that gives you an advantage like what we do with Uber to help real time pricing and things like this. >> It's interesting this data intensity happening right now. We were talking earlier on theCUBE with another guest and we said, "Why is it happening now?" The big data has been around since the dupe days. That was hard to work with, then data lakes kicked in. But we seem to be, in the past year, everyone's now aware like, "Wow, I got a lot of data." Is it the pandemic? Now we're seeing customers understand the consequences. So how do you look at that? Because is it just timing, evolution? Are they now getting it or is the technology better? Is machine learning better? What's the forces driving the massive data growth acceleration in terms of implementing and getting stuff out, done? (chuckles) >> We think it's the confluence of a lot of those things you mentioned there. First of all, we just celebrate the 15-year anniversary of the iPhone, so that is like wallpaper now. It's just faded into our daily lives. We don't even think of that as a separate thing. So there's an expectation that we all have instant information and not just for the consumer interactions, for the business interactions. That permeates everything. I think COVID with the pandemic forced everyone, every business to try to move to digital first and so that put pressure on the digital service economy to mature even faster and to be digital first. That is what drives what we call data intensity. And more generally, the economic phenomenon is the data intensive era. It's a continuous competition and game for customers. In every moment in every location, in every dimension, the more data hat you have, the better value prop you can give. And so SingleStore is uniquely positioned to and focused on solving this problem of data intensity by bringing and unifying data together. >> What's the big customer success story? Can you share any examples that highlight that? What are some cool things that are happening that can illustrate this new, I won't say bit that's been flipped, that's been happening for a while, but can you share some cutting edge customer successes? >> It's happening across a lot of industries. So I would say first in financial services, FinTech. FinTech is always at the leading edge of these kind of technology adaptions for speeds and things like that. So we have a customer named IEX Cloud and they're focused on providing real time financial data as an API. So it's a data product, API-first. They're providing a lot of historical information on instruments and that sort of thing, as well as real time trending information. So they have customers like Seeking Alpha, for instance, who are providing real time updates on massive, massive data sets. They looked at lots of different ways to do this and there's the traditional, transactionals, LTP database and then maybe if you want to scale an API like theirs, you might have a separate end-memory cache and then yet another database for analytics. And so we bring all that together and simplify that and the benefit of simplification, but it's also this unification and lower latency. Another example is GE who basically uses us to bring together lots of financial information to provide quicker close to the end-of-month process across many different systems. >> So we think about special purpose databases, you mentioned one of the customers having those. We were in the keynote this morning where AWS is like, "We have the broadest set of special purpose databases," but you're saying the industry can't afford them anymore. Why and would it make SingleStore unique in terms of what you deliver? >> It goes back to this data intensity, in that the new business models that are coming out now are all about giving you this instant context and that's all data-driven and it's digital and it's also analytical. And so the reason that's you can't afford to do this, otherwise, is data's getting so big. Moving that data gets expensive, 'cause in the cloud you pay for every byte you store, every byte you process, every byte you move. So data movement is a cost in dollars and cents. It's a cost in time. It's also a cost in skill sets. So when you have many different specialized data sets or data-based technologies, you need skilled people to manage those. So that's why we think the industry needs to be simplified and then that's why you're seeing this unification trend across the database industry and other parts of the stack happening. With AWS, I mean, they've been a great partner of ours for years since we launched our first cloud database product and their perspective is a little bit different. They're offering choice of the specialty, 'cause many people build this way. But if you're going after real time data, you need to bring it. They also offer a SingleStore as a service on AWS. We offer it that way. It's in the AWS Marketplace. So it's easily consumable that way. >> Access to real time data is no longer a nice-to-have for any company, it's table stakes. We saw that especially in the last 20 months or so with companies that needed to pivot so quickly. What is it about SingleStore that delivers, that you talked about moments that matter? Talk about the access to real time data. How that's a differentiator as well? >> I think businesses need to be where their customers are and in the moments their customers are interacting. So that is the real time business-driver. As far as technology wise, it's not easy to do this. And you think about what makes a database fast? A major way of what makes it fast is how you store the data. And so since 2014, when we first released this, what Gartner called at the time, hybrid transaction/analytical processing or HTAP, where we brought transactional data and analytical data together. Fast forward five years to 2019, we released this innovation called Universal Storage, which does that in a single unified table type. Why that matters is because, I would say, basically cost efficiency and better speed. Again, because you pay for the storage and you pay for the movement. If you're not duplicating that data, moving it across different stores, you're going to have a better experience. >> One of the things you guys pioneered is unifying workloads. You mentioned some of the things you've done. Others are now doing it. Snowflake, Google and others. What does that mean for you guys? I mean, 'cause are they copying you? Are they trying to meet the functionality? >> I think. >> I mean, unification. I mean, people want to just store things and make it, get all the table stakes, check boxes, compliance, security and just keep coding and keep building. >> We think it's actually great 'cause they're validating what we've been seeing in the market for years. And obviously, they see that it's needed by customers. And so we welcome them to the party in terms of bringing these unified workloads together. >> Is it easy or hard? >> It's a difficult thing. We started this in 2014. And we've now have lots of production workloads on this. So we know where all the production edge cases are and that capability is also a building block towards a broader, expansive set of capabilities that we've moved onto that next phase and tomorrow actually we have an event called, The Real Time Data Revolution, excuse me, where we're announcing what's in that new product of ours. >> Is that a physical event or virtual? >> It's a virtual event. >> So we'll get the URL on the show notes, or if you know, just go to the new site. >> Absolutely. SingleStore Real Time Data Revolution, you'll find it. >> Can you tease us with the top three takeaways from Revolution tomorrow? >> So like I said, what makes a database fast? It's the storage and we completed that functionality three years ago with Universal Storage. What we're now doing for this next phase of the evolution is making enterprise features available and Workspaces is one of the foundational capabilities there. What SingleStore Workspaces does is it allows you to have this isolation of compute between your different workloads. So that's often a concern to new users to SingleStore. How can I combine transactions and analytics together? That seems like something that might be not a good thing. Well, there are multiple ways we've been doing that with resource governance, workload management. Workspaces offers another management capability and it's also flexible in that you can scale those workloads independently, or if you have a multi-tenant application, you can segment your application, your customer tenant workloads by each workspace. Another capability we're releasing is called Wasm, which is W-A-S-M, Web Assembly. This is something that's really growing in the open source community and SingleStore's contributing to that open source scene, CF project with WASI and Wasm. Where it's been mentioned mostly in the last few years has been in the browser as a more efficient way to run code in the browser. We're adapting that technology to allow you to run any language of your choice in the database and why that's important, again, it's for data movement. As data gets large in petabyte sizes, you can't move it in and out of Pandas in Python. >> Great innovation. That's real valuable. >> So we call this Code Engine with Wasm and- >> What do you call it? >> Code Engine Powered by Wasm. >> Wow. Wow. And that's open source? >> We contribute to the Wasm open source community. >> But you guys have a service that you- >> Yes. It's our implementation and our database. But Wasm allows you to have code that's portable, so any sort of runtime, which is... At release- >> You move the code, not the data. >> Exactly. >> With the compute. (chuckles) >> That's right, bring the compute to the data is what we say. >> You mentioned a whole bunch of great customer examples, GE, Uber, Thorn, you talked about IEX Cloud. When you're in customer conversations, are you dealing mostly with customers that are looking to you to help replace an existing database that was struggling from a performance perspective? Or are you working with startups who are looking to build a product on SingleStore? Is it both? >> It is a mix of both. I would say among SaaS scale up companies, their API, for instance, is their product or their SaaS application is their product. So quite literally, we're the data engine and the database powering their scale to be able to sign that next big customer or to at least sleep at night to know that it's not going to crash if they sign that next big costumer. So in those cases, we're mainly replacing a lot of databases like MySQL, Postgre, where they're typically starting, but more and more we're finding, it's free to start with SingleStore. You can run it in production for free. And in our developer community, we see a lot of customers running in that way. We have a really interesting community member who has a Minecraft server analytics that he's building based on that SingleStore free tier. In the enterprise, it's different, because there are many incumbent databases there. So it typically is a case where there is a, maybe a new product offering, they're maybe delivering a FinTech API or a new SaaS digital offering, again, to better participate in this digital service economy and they're looking for a better price performance for that real time experience in the app. That's typically the starting point, but there are replacements of traditional incumbent databases as well. >> How has the customer conversation evolved the last couple of years? As we talked about, one of the things we learned in the pandemic was access to real time data and those moments that matter isn't a nice-to-have anymore for businesses. There was that force march to digital. We saw the survivors, we're seeing the thrivers, but want to get your perspective on that. From the customers, how has the conversation evolved or elevated, escalated within an organization as every company has to be a data company? >> It really depends on their business strategy, how they are adapting or how they have adapted to this new digital first orientation and what does that mean for them in the direct interaction with their customers and partners. Often, what it means is they realize that they need to take advantage of using more data in the customer and partner interaction and when they come to those new ideas for new product introductions, they find that it's complicated and expensive to build in the old way. And if you're going to have these real time interactions, interactive applications, APIs, with all this context, you're going to have to find a better, more cost-effective approach to get that to market faster, but also not to have a big sprawling data-based technology infrastructure. We find that in those situations, we're replacing four or five different database technologies. A specialized database for key value, a specialized database for search- >> Because there's no unification before? Is that one of the reasons? >> I think it's an awareness thing. I think technology awareness takes a little bit of time, that there's a new way to do things. I think the old saying about, "Don't pave cow paths when the car..." You could build a straight road and pave it. You don't have to pave along the cow path. I think that's the natural course of technology adaption and so as more- >> And the- pandemic, too, highlighted a lot of the things, like, "Do we really need that?" (chuckles) "Who's going to service that?" >> That's right. >> So it's an awakening moment there where it's like, "Hey, let's look at what's working." >> That's right. >> Double down on it. >> Absolutely. >> What are you excited about new round of funding? We talked about, obviously, probably investments in key growth areas, but what excites you about being part of SingleStore and being a partner of AWS? >> SingleStore is super exciting. I've been in this industry a long time as an engineer and an engineering leader. At the time, we were MemSQL, came into SingleStore. And just that unification and simplification, the systems that I had built as a system engineer and helped architect did the job. They could get the speed and scale you needed to do track and trace kinds of use cases in real time, but it was a big trade off you had to make in terms of the complexity, the skill sets you needed and the cost and just hard to maintain. What excites me most about SingleStore is that it really feels like the iPhone moment for databases because it's not something you asked for, but once your friend has it and shows it to you, why would you have three different devices in your pocket with a flip phone, a calculator? (Lisa and Domenic chuckles) Remember these days? >> Yes. >> And a Blackberry pager. (all chuckling) You just suddenly- >> Or a computer. That's in there. >> That's right. So you just suddenly started using iPhone and that is sort of the moment. It feels like we're at it in the database market where there's a growing awareness and those announcements you mentioned show that others are seeing the same. >> And your point earlier about the iPhone throwing off a lot of data. So now you have data explosions at levels that unprecedented, we've never seen before and the fact that you want to have that iPhone moment, too, as a database. >> Absolutely. >> Great stuff. >> The other part of your question, what excites us about AWS. AWS has been a great partner since the beginning. I mean, when we first released our database, it was the cloud database. It was on AWS by customer demand. That's where our customers were. That's where they were building other applications. And now we have integrations with other native services like AWS Glue and we're in the Marketplace. We've expanded, that said we are a multi-cloud system. We are available in any cloud of your choice and on premise and in hybrid. So we're multi-cloud, hybrid and SaaS distribution. >> Got it. All right. >> Got it. So the event is tomorrow, Revolution. Where can folks go to register? What time does it start? >> 1:00 PM Eastern and- >> 1:00 PM. Eastern. >> Just Google SingleStore Real Time Data Revolution and you'll find it. Love for everyone to join us. >> All right. We look forward to it. Domenic, thank you so much for joining us, talking about SingleStore, the value prop, the differentiators, the validation that's happening in the market and what you guys are doing with AWS. We appreciate it. >> Thanks so much for having me. >> Our pleasure. For Domenic Ravita and John Furrier, I'm Lisa Martin. You're watching theCUBE, live from New York at AWS Summit 22. John and I are going to be back after a short break, so come back. (digital pulsing music)

(introductory riff) >> Hey everyone. Welcome to theCUBE's presentation of the "AWS Startup Showcase." This is Season 2, Episode 3 of our ongoing series that features great partners in the massive AWS partner ecosystem. This series is focused on, "MarTech, Emerging Cloud-Scale Customer Experiences." I'm Lisa Martin, and I've got two guests here with me to talk about this. Please welcome Daisy Urfer, Cloud Alliance Sales Director at Algolia, and Jason Lang, the Head of Product for Apply Digital. These folks are here to talk with us today about how Algolia's Search and Discovery enables customers to create dynamic realtime user experiences for those oh so demanding customers. Daisy and Jason, it's great to have you on the program. >> Great to be here. >> Thanks for having us. >> Daisy, we're going to go ahead and start with you. Give the audience an overview of Algolia, what you guys do, when you were founded, what some of the gaps were in the market that your founders saw and fixed? >> Sure. It's actually a really fun story. We were founded in 2012. We are an API first SaaS solution for Search and Discovery, but our founders actually started off with a search tool for mobile platforms, so just for your phone and it quickly expanded, we recognize the need across the market. It's been a really fun place to grow the business. And we have 11,000 customers today and growing every day, with 30 billion searches a week. So we do a lot of business, it's fun. >> Lisa: 30 billion searches a week and I saw some great customer brands, Locost, NBC Universal, you mentioned over 11,000. Talk to me a little bit about some of the technologies, I see that you have a search product, you have a recommendation product. What are some of those key capabilities that the products deliver? 'Cause as we know, as users, when we're searching for something, we expect it to be incredibly fast. >> Sure. Yeah. What's fun about Algolia is we are actually the second largest search engine on the internet today to Google. So we are right below the guy who's made search of their verb. So we really provide an overall search strategy. We provide a dashboard for our end users so they can provide the best results to their customers and what their customers see. Customers want to see everything from Recommend, which is our recommended engine. So when you search for that dress, it shows you the frequently bought together shoes that match, things like that, to things like promoted items and what's missing in the search results. So we do that with a different algorithm today. Most in the industry rank and they'll stack what you would want to see. We do kind of a pair for pair ranking system. So we really compare what you're looking for and it gives a much better result. >> And that's incredibly critical for users these days who want results in milliseconds. Jason, you, Apply Digital as a partner of Algolia, talk to us about Apply Digital, what it is that you guys do, and then give us a little bit of insight on that partnership. >> Sure. So Apply Digital was originally founded in 2016 in Vancouver, Canada. And we have offices in Vancouver, Toronto, New York, LA, San Francisco, Mexico city, Sao Paulo and Amsterdam. And we are a digital experiences agency. So brands and companies, and startups, and all the way from startups to major global conglomerates who have this desire to truly create these amazing digital experiences, it could be a website, it could be an app, it could be a full blown marketing platform, just whatever it is. And they lack either the experience or the internal resources, or what have you, then they come to us. And and we are end-to-end, we strategy, design, product, development, all the way through the execution side. And to help us out, we partner with organizations like Algolia to offer certain solutions, like an Algolia's case, like search recommendation, things like that, to our various clients and customers who are like, "Hey, I want to create this experience and it's going to require search, or it's going to require some sort of recommendation." And we're like, "Well, we highly recommend that you use Algolia. They're a partner of ours, they've been absolutely amazing over the time that we've had the partnership. And that's what we do." And honestly, for digital experiences, search is the essence of the internet, it just is. So, I cannot think of a single digital experience that doesn't require some sort of search or recommendation engine attached to it. So, and Algolia has just knocked it out of the park with their experience, not only from a customer experience, but also from a development experience. So that's why they're just an amazing, amazing partner to have. >> Sounds like a great partnership. Daisy, let's point it back over to you. Talk about some of those main challenges, Jason alluded to them, that businesses are facing, whether it's e-commerce, SaaS, a startup or whatnot, where search and recommendations are concerned. 'Cause we all, I think I've had that experience, where we're searching for something, and Daisy, you were describing how the recommendation engine works. And when we are searching for something, if I've already bought a tent, don't show me more tent, show me things that would go with it. What are some of those main challenges that Algolia solution just eliminates? >> Sure. So I think, one of the main challenges we have to focus on is, most of our customers are fighting against the big guides out there that have hundreds of engineers on staff, custom building a search solution. And our consumers expect that response. You expect the same search response that you get when you're streaming video content looking for a movie, from your big retailer shopping experiences. So what we want to provide is the ability to deliver that result with much less work and hassle and have it all show up. And we do that by really focusing on the results that the customers need and what that view needs to look like. We see a lot of our customers just experiencing a huge loss in revenue by only providing basic search. And because as Jason put it, search is so fundamental to the internet, we all think it's easy, we all think it's just basic. And when you provide basic, you don't get the shoes with the dress, you get just the text response results back. And so we want to make sure that we're providing that back to our customers. What we see average is even, and everybody's going mobile. A lot of times I know I do all my shopping on my phone a lot of the time, and 40%-50% better relevancy results for our customers for mobile users. That's a huge impact to their use case. >> That is huge. And when we talked about patients wearing quite thin the last couple of years. But we have this expectation in our consumer lives and in our business lives if we're looking for SaaS or software, or whatnot, that we're going to be able to find what we want that's relevant to what we're looking for. And you mentioned revenue impact, customer churn, brand reputation, those are all things that if search isn't done well, to your point, Daisy, if it's done in a basic fashion, those are some of the things that customers are going to experience. Jason, talk to us about why Algolia, what was it specifically about that technology that really led Apply Digital to say, "This is the right partner to help eliminate some of those challenges that our customers could face?" >> Sure. So I'm in the product world. So I have the wonderful advantage of not worrying about how something's built, that is left, unfortunately, to the poor, poor engineers that have to work with us, mad scientist, product people, who are like, "I want, make it do this. I don't know how, but make it do this." And one of the big things is, with Algolia is the lift to implement is really, really light. Working closely with our engineering team, and even with our customers/users and everything like that, you kind of alluded to it a little earlier, it's like, at the end of the day, if it's bad search, it's bad search. It just is. It's terrible. And people's attention span can now be measured in nanoseconds, but they don't care how it works, they just want it to work. I push a button, I want something to happen, period. There's an entire universe that is behind that button, and that's what Algolia has really focused on, that universe behind that button. So there's two ways that we use them, on a web experience, there's the embedded Search widget, which is really, really easy to implement, documentation, and I cannot speak high enough about documentation, is amazing. And then from the web aspect, I'm sorry, from the mobile aspect, it's very API fort. And any type of API implementation where you can customize the UI, which obviously you can imagine our clients are like, "No we want to have our own front end. We want to have our own custom experience." We use Algolia as that engine. Again, the documentation and the light lift of implementation is huge. That is a massive, massive bonus for why we partnered with them. Before product, I was an engineer a very long time ago. I've seen bad documentation. And it's like, (Lisa laughing) "I don't know how to imple-- I don't know what this is. I don't know how to implement this, I don't even know what I'm looking at." But with Algolia and everything, it's so simple. And I know I can just hear the Apply Digital technology team, just grinding sometimes, "Why is a product guy saying that (mumbles)? He should do it." But it is, it just the lift, it's the documentation, it's the support. And it's a full blown partnership. And that's why we went with it, and that's what we tell our clients. It's like, listen, this is why we chose Algolia, because eventually this experience we're creating for them is theirs, ultimately it's theirs. And then they are going to have to pick it up after a certain amount of time once it's theirs. And having that transition of, "Look this is how easy it is to implement, here is all the documentation, here's all the support that you get." It just makes that transition from us to them beautifully seamless. >> And that's huge. We often talk about hard metrics, but ease of use, ease of implementation, the documentation, the support, those are all absolutely business critical for the organization who's implementing the software, the fastest time to value they can get, can be table stakes, and it can be on also a massive competitive differentiator. Daisy, I want to go back to you in terms of hard numbers. Algolia has a recent force or Total Economic Impact, or TEI study that really has some compelling stats. Can you share some of those insights with us? >> Yeah. Absolutely. I think that this is the one of the most fun numbers to share. We have a recent report that came out, it shared that there's a 382% Return on Investment across three years by implementing Algolia. So that's increase to revenue, increased conversion rate, increased time on your site, 382% Return on Investment for the purchase. So we know our pricing's right, we know we're providing for our customers. We know that we're giving them the results that we need. I've been in the search industry for long enough to know that those are some amazing stats, and I'm really proud to work for them and be behind them. >> That can be transformative for a business. I think we've all had that experience of trying to search on a website and not finding anything of relevance. And sometimes I scratch my head, "Why is this experience still like this? If I could churn, I would." So having that ability to easily implement, have the documentation that makes sense, and get such high ROI in a short time period is hugely differentiated for businesses. And I think we all know, as Jason said, we measure response time in nanoseconds, that's how much patience and tolerance we all have on the business side, on the consumer side. So having that, not just this fast search, but the contextual search is table stakes for organizations these days. I'd love for you guys, and on either one of you can take this, to share a customer example or two, that really shows the value of the Algolia product, and then also maybe the partnership. >> So I'll go. We have a couple of partners in two vastly different industries, but both use Algolia as a solution for search. One of them is a, best way to put this, multinational biotech health company that has this-- We built for them this internal portal for all of their healthcare practitioners, their HCPs, so that they could access information, data, reports, wikis, the whole thing. And it's basically, almost their version of Wikipedia, but it's all internal, and you can imagine the level of of data security that it has to be, because this is biotech and healthcare. So we implemented Algolia as an internal search engine for them. And the three main reasons why we recommended Algolia, and we implemented Algolia was one, HIPAA compliance. That's the first one, it's like, if that's a no, we're not playing. So HIPAA compliance, again, the ease of search, the whole contextual search, and then the recommendations and things like that. It was a true, it didn't-- It wasn't just like a a halfhearted implementation of an internal search engine to look for files thing, it is a full blown search engine, specifically for the data that they want. And I think we're averaging, if I remember the numbers correctly, it's north of 200,000 searches a month, just on this internal portal specifically for their employees in their company. And it's amazing, it's absolutely amazing. And then conversely, we work with a pretty high level adventure clothing brand, standard, traditional e-commerce, stable mobile application, Lisa, what you were saying earlier. It's like, "I buy everything on my phone," thing. And so that's what we did. We built and we support their mobile application. And they wanted to use for search, they wanted to do a couple of things which was really interesting. They wanted do traditional search, search catalog, search skews, recommendations, so forth and so on, but they also wanted to do a store finder, which was kind of interesting. So, we'd said, all right, we're going to be implementing Algolia because the lift is going to be so much easier than trying to do everything like that. And we did, and they're using it, and massively successful. They are so happy with it, where it's like, they've got this really contextual experience where it's like, I'm looking for a store near me. "Hey, I've been looking for these items. You know, I've been looking for this puffy vest, and I'm looking for a store near me." It's like, "Well, there's a store near me but it doesn't have it, but there's a store closer to me and it does have it." And all of that wraps around what it is. And all of it was, again, using Algolia, because like I said earlier, it's like, if I'm searching for something, I want it to be correct. And I don't just want it to be correct, I want it to be relevant. >> Lisa: Yes. >> And I want it to feel personalized. >> Yes. >> I'm asking to find something, give me something that I am looking for. So yeah. >> Yeah. That personalization and that relevance is critical. I keep saying that word "critical," I'm overusing it, but it is, we have that expectation that whether it's an internal portal, as you talked about Jason, or it's an adventure clothing brand, or a grocery store, or an e-commerce site, that what they're going to be showing me is exactly what I'm looking for, that magic behind there that's almost border lines on creepy, but we want it. We want it to be able to make our lives easier whether we are on the consumer side, whether we on the business side. And I do wonder what the Go To Market is. Daisy, can you talk a little bit about, where do customers go that are saying, "Oh, I need to Algolia, and I want to be able to do that." Now, what's the GTM between both of these companies? >> So where to find us, you can find us on AWS Marketplace which another favorite place. You can quickly click through and find, but you can connect us through Apply Digital as well. I think, we try to be pretty available and meet our customers where they are. So we're open to any options, and we love exploring with them. I think, what is fun and I'd love to talk about as well, in the customer cases, is not just the e-commerce space, but also the content space. We have a lot of content customers, things about news, organizations, things like that. And since that's a struggle to deliver results on, it's really a challenge. And also you want it to be relevant, so up-to-date content. So it's not just about e-commerce, it's about all of your solution overall, but we hope that you'll find us on AWS Marketplace or anywhere else. >> Got it. And that's a great point, that it's not just e-commerce, it's content. And that's really critical for some industry, businesses across industries. Jason and Daisy, thank you so much for joining me talking about Algolia, Apply Digital, what you guys are doing together, and the huge impact that you're making to the customer user experience that we all appreciate and know, and come to expect these days is going to be awesome. We appreciate your insights. >> Thank you. >> Thank you >> For Daisy and Jason, I'm Lisa Martin. You're watching "theCUBE," our "AWS Startup Showcase, MarTech Emerging Cloud-Scale Customer Experiences." Keep it right here on "theCUBE" for more great content. We're the leader in live tech coverage. (ending riff)

>> Hello, everybody. Welcome to VeeamON 2021. You're watching theCUBE's continuous coverage of this year's event. My name is Dave Vellante, and as the saying goes, you can go faster alone but further together, and that observation is most certainly true in the technology business, and with me to talk about the importance of partners and ecosystem expansion and leverage are Daniel Fried, who's the senior vice president for EMEA and worldwide channels and Veeam, and David Harvey who's the vice president of Strategic Global Alliances at Veeam. Gentlemen, welcome to theCUBE. Come on inside. >> Thank you, Dave. >> Thanks so much. Thank you. >> So you're welcome. So Daniel, about 40 partners by my count did at VeeamON virtual this year. Wow. It's unfortunate we can't interact with them face to face, but part of the story here 25% ARR growth and partners, obviously big contributor there. Give us the update from your perspective. >> Well, yeah. So first of all, I think it's going to be much more than the 40 partners that are going to attend VeeamON, because it's a key event that we've had already for a number of years, and this one this year is going to be as huge as usual, even bigger, because it is all remote. So everybody can participate. Now going to the results of the company, it is entirely also due to the partners. All types of partners, because we are 100% partner-based. We are a travel company. So all our businesses go through the buffers to reach out to the end customers, all different types of partners. So I do thank very, very much all partners around the world, all types of partners, because they all participate to the success of Veeam software, and this fantastic 25% growth indeed. >> Yeah, so David that's pretty important when you send that message. I mean a lot of companies, a lot of tech companies, struggle with that. They have a heritage of direct sales, and they say, hey we're super partner friendly, and then they do a big reach around. You kind of clean that up from day zero, but maybe talk a little bit about your philosophy around partnering. >> Yeah, absolutely. I mean it's been a core pillar, as you said Dave, of Veeam from day one, and we've been true to that message all the way through, and when you look at the rich ecosystem of the ProPartner Network that Daniel was talking about, and you also look at the way that we've embraced Alliances, not only from the technology integration point of view, but also within the go-to market position. It's just been a really rich experience for the Veeam field, the alliances and partner field, but more important for the customers, because they get the best of breed from both sides. They get peace of mind on supply chain, but fundamentally, and you touched on this point Dave, a lot of people talk about it in principle. We live it all day every day, and I think when you look at the rich experience that you're going to get from VeeamON, when you look at the fact that the Alliance partners have lent in as the premium sponsors. These are the biggest guys in the industry. It's just a testament to trust, and it's a testament to delivering value to the customers. >> How should we think about the sort of partner makeup, and I'm interested in particularly the perspective from EMEA, but I mean a number of the partners, the majority of the premier partners, for example, they're U.S.-based companies, but of course they have very strong presence around the world, and then of course within EMEA, Daniel, you've got a lot of local partners as well. How should we think about that makeup? The big whales, who account for, many, many tens of millions, hundreds of millions of dollars but as well the collective of the larger ecosystem. How should we think about that pyramid? >> Well, this is a fantastic question. I think that we have to go back into understanding what the role of partner is to reach out to the end customers, and because Veeam is selling to companies, which are very small ones, very small SMB customers all the way to the very large complex multinationals. We need partners who have these capabilities to address all those, and of course the number of companies around the world. It's hundreds of millions of them. To give you an idea, because of the partners, our coverage is more than a hundred countries. In other words, we sell to more than a hundred countries around the world, even in places where our Veeam presence, physical presence is not there. We need different types of partners depending on what is needed, what the customers are requesting, We talk about the popup neural network, but I would like to talk, to go even farther, and talk about an ecosystem, of business ecosystems, using the theme solutions and the Veeam technologies with the alliancers, with the STEM integrators, with the VAR, with the resellers, and with the service providers, with all different types of typologies partners, and it is not one unique way of doing businesses. So you've got huge companies, but you have a lot of small ones to be capable to sell to a mom and dad shop somewhere in the middle of the desert or somewhere around the world, but we also need to have competencies, because customers have requests that become more and more complex, because the world is becoming more and more complex from an IT perspective. So we need to have competencies, and this is what we try in this co-partner network software is to bring these competencies up to be capable through the partners to answer all the requests and all the needs of all the customers around the world. >> So, David, it's not just sort of generic. I mean obviously, as a 100% channel partner company, you're looking for volume and distribution, but as Daniel just said, there's competency. So what are some of the competencies that partners bring to the table? Maybe you have some examples that you can share. >> Yeah, absolutely. So if you look at a couple of different areas, what I would say is we look at this problems that customers are dealing with in two ways. One, they're dealing with the fact that they want a technology solution to something that they're dealing with today, and secondly, they want somebody to support them with a human workflow evolution that's going on with them today, and GSIs is a good example of that one. When you look at the work we're doing and the success we're having with the large global GSIs, what we're solving in that area is two things. Workplace optimization, huge topic at the moment, and secondly, the data center modernization, and what's happening as you go through that evolution is you're dovetailing together the workflows of their business. You're using data as a lifeblood to be able to be successful and relate to their share price, et cetera, but more importantly, you want to make sure that you're bringing into account both those sides. You can't just have a technology solution without an understanding of implementation, and you can't have a great concept without a solid solution to back that up. So that's where we dovetail together. The top alliances that are out there in the market with the top global systems integrators, and both of those combined solutions benefit everybody including the channel, but obviously more importantly, the customer, and I think when you look at that, the work we're doing with Accenture, with Capgemini, the work we're doing with guys like HPE and VMware and all these large thought leaders, that's where it's a really nice dovetail, and as we talked about before, because that's been the lifeblood of our organization from day one, it's a very harmonious experience focused on solving the customer pain. >> So I like that focus on solutions. I'm just thinking about workplace optimization. You think about remote work. I mean everybody's trying to figure out hybrid now. How do I get hybrid right, and of course you guys fit in. What's the right data protection model? Modernization. There's app modernization. Because of cloud, there's a rethink of how you protect data. Maybe it's additional layers, and then of course, I mean every time I look in the paper, there's another hit of ransomware or some cybersecurity attacks. You guys fit in there. There's this solution emphasis, which really dovetails nicely into the customer problem. Maybe you could talk a little bit about that, and the role that partners play and what role you play. >> The role that we play is I'm just here, and we complements response, cause it can be a very large extended answer, and with the role we play is I would say twofold. Just to try to be, to simplify as much as we can, as much as I can. One of them is to provide solutions, and this is number one. So Veeam is providing solutions to end customers through the partners. The partners, they have these competencies, which allow them to build solutions and services to answer the request and the needs of the customers. So this is the key thing. They generate the value add on top of our technologies, on top of our solutions, to meet what the customers request, and you're totally right, because we talked about the marketplace, we talked about a lot of things, but what is very important is we see more and more customers wanted to go to services. So not for themselves to manage the infrastructures, and their back up centers, and their back ups. They are everything which is needed to the security of the data, but to have it done by a potentially third party companies like the system integrators, like the cabin service providers, like all different types of companies, even some consultants giving advices on architectures, the neighborhoods, and all kinds of different services, which are built. I even had some partners that are now developing. We talk about containers more and more, and we have, sorry to be a bit technical here, but we have some partners of ours, obviously some larger ones, which are contributing what they call microservices, which is for this new generation of containers. So they are all developing services to meet the requests and the needs of their customers. There is a big focus at the end customers. So we provide the technology. They add value. >> Well, I don't think you ever have to apologize in theCUBE for talking tech. I mean you think about containers, and your acquisition of Kasten, the whole notion of microservices. Containers used to be ephemeral and stateless, and now they're becoming a fundamental application development platform, and they need protection. So I think that's an important area. We're going to dig into that in some other conversations in theCUBE. but your point, Daniel, about value add is critical. It used to be I call it box selling even though it's, the software's in a box, but it used to be okay I'm going to make some margin just reselling. Partners today want to add value. They just don't want to be a pass through, because they'll get disinter mediated. So that's important. I wonder if you guys could talk about some of the details of your partner programs. There's the ProPartner Network, and I'm very interested in the Veeam Universal License approach that you guys take. What kind of details can you share with us on those two things? >> Daniel, that's a good one for you. >> Right, okay. So what you call the Veeam Universal License, so this is part of the technology that we provide and the licensing that we provide. It's about recurring licensing model, which is totally agnostic. So in other words, it is the same types of licensers that customers can use for whether if they are hydrates, they go with an architecture, which goes to the heartbeat clouds, or any type of architecture or premise, so they can just move down action. So it's from one place to another place when they need it. So we give them the full flexibility with this licensing model to adapt to the new needs that they may have. So to influence that, they define an architecture, which is totally frozen, and then they cannot change it anymore. With us, with our technologies, with our licensing model, with our VUL licensing system, they have full flexibility, and this is a key differentiator for a lot of customers and obviously from our own competition. >> And my understanding is when you guys really started leaning into the ARR model, you actually were were pretty innovative in the way you kind of made that transparent, or irrelevant really, for your partner's sales channels. You guys set up front. We're going to... This is like no change. Go sell. We'll figure out the economics on the backend, and most organizations in your position don't do that. They try to micromanage the margin upfront, and it's sort of the finance guys running the spreadsheet or sort of determining the relationship as opposed to the relationship working backwards. Is that a correct inference on my part? I sort of got this from talking to some of your big partners and asked them, well, isn't that a real challenge when you shift to that model. They said no. Veeam just sort of made it all transparent to us and sort of aided at the backend or however you did that. >> So I think, Dave, that this is a very, very correct statement that you got from the partners, because it is not something which is new, and it is not only on this subscription licensing model What we always try to do with all partners is to have a consistent approach and a very transparent approach with the steps and move step by step to the next grade walls, to the next strategies, to the next ways of doing businesses with them. So the key thing to have a network of partners which works, which really develop and generates a good value add, it is the trust, and I think, I don't want to be too outspoken, but I think, and they can give us feedback, I think that we've succeeded year after year after year to build that trust with the partners, which means that we have the transparency. They just move along with the moves that we do, but our moves also come from them. So in other words, depending on what the end customers request, we help the partners to meet the requests of the end customers. So we help them develop more businesses. >> David, let me ask you something. So if you had 100$ to spend of resource, and you had to spend it on going deeper, sort of the existing partners or expanding the number of partners, and maybe even the quality of partners, and thinking about where IT is headed, Veeam's role in that, how do you allocate your time and your resources? >> Great question, and I think simple answer for me. You go deeper with what you have, and the reason for that is it's expensive, and it's about building trust, as Daniel said, and it's about making sure that the customer isn't caught up in the middle of it, and I think that's the really important part related to this as well. You said at the start of the conversation, Dave, with regards to the complexity, and the reality is there's multiple decisions going on right now. How do I adjust my infrastructure based on the needs of today? How do I look at the blend on hybrid cloud? What's going where, et cetera. How do I evolve into containers? Et cetera, et cetera, et cetera, and I think when you go down that line, and you're presented with these titans of industry that we're looking at here with some of our premium alliances, et cetera, it takes a long time to make sure that you integrate. It takes a long time to make sure you'll go to market and pain-based statements are clear. It takes a long time to go through the trenches, to learn together so that the customer is the one that has choice, doesn't have to investigate the way that Veeam wants to do it or our alliance wants to do it or our partner wants to do it. It's about looking at the best solution for their pain, and I think from that point of view you can only do that with continual commitment. I mean we add to our program in all aspects, but you will see consistency. You'll see releases from day one of the company when we launched the product, with Alliances as an example. That consistency and investment is peace of mind. It's trust, but more important it's innovative, because you get to invest for multiple years moving forwards. So that ideally we can continue our philosophy of being just ahead of what the customer needs, while listening to them and working with their other parts of the IT infrastructure, because as you said from the start again, this is an ecosystem. This is not a singular component, and I think that's where it's really key to have a philosophy, which we have here in Veeam, which is double down with your friends, make sure you make it work, look to evolve as the market evolves with some extension, but you never forget where you came from. >> I like that answer cause it was something. It was kind of a loaded question, because when I talked to a lot of companies behind the scenes, one of their big frustrations is there's a push to get more, more, more, but in reality when they look at the productivity, it's like a snake swallowing a basketball. They got a few partners that are really productive, and then the rest, and they're spending all this time doing Barney press releases. I love you. You love me and dah, dah, dah, and nothing ever happens out of it. So when you approach a strategic partnership, why Veeam? So when you approach a strategic partnership, why Veeam? Pitch me on why I should spend my time with Veeam versus one of the many other competitors that are out there. >> 100%. I mean that's the great thing. We're programmed from a history point of view, and there's nothing better than when you're talking to a strategic partner, than to be able to say you've put your money where your mouth is. Secondly, that money is key. We invest heavily, and it is expensive. It's an expensive scenario. I mean our Alliances organization globally is almost 100 people, and it's a big investment position, because you've got to make sure that you've got the ability to balance out what both sides are looking for, and sometimes you do things that maybe aren't 100% in your best interest, but that's important to your partner and your alliance and vice versa, and so from that point of view, you've got history and proven position. You've got investment potential, and the capital to be able to build together, to move forward, and thirdly, it's about the execution, and that's not just your philosophy where I started. This is about the ability to turn concept into tangible, frankly benefit, which comes down to economics for both sides, and those three things together to me are the way that we've been so successful, in not only growing and maintaining our position, but also attracting new ones as we look to see the evolution of the IT market. Daniel, you may have a different view. >> No, no, no, no, no. No, no, I totally agree. I just would like to complement your part by two things. Two things are very much marketing related. We are number two now worldwide, as IDC mentioned it. So in other words, that means that customers like our technologies, our solutions. So partners are looking for making businesses with somebody who is trusted. Also we get customers, and number two, we have a big marketing machine, and that helps very, very, very much the business, through the partners all the way to the end customers. We always involve the buffers, always systematic. >> Sorry to interrupt. I saw some of that IDC data. You guys are number two worldwide, but am I correct that you're the number one, like pure play independent or am I missing something there? >> Number one. Yeah. Number one in EMEA. >> Right. So I always ask that, because a lot of times other people, it's like cloud washing. I could throw a bunch of stuff in my cloud numbers and say I'm number one in cloud, but when you talk about Veeam all your revenue comes from backup data protection. That's the pure play. We love the pure plays, because they're easier to understand, and even though you guys are a private company, you're more transparent than most private companies. So it's helpful as an analyst to really kind of gauge the progress. So, okay guys. Hey, we got to leave it there. Thanks so much for coming on and talking about the all important partner ecosystem. You guys have done a great job there. Congratulations, and I hear it from your partners and obviously the numbers prove it out. So great job. >> Thanks. Thanks for your time today. >> All right. You're very welcome, and thank you for watching everybody. This is Dave Vellante for theCUBE's continuous coverage of VeeamON 2021, the virtual edition. Keep it right there for more great content.

>>from around the globe. >>It's >>the Cube with digital coverage of AWS reinvent 2020 sponsored by Intel and AWS. Yeah, welcome back to the cubes. Live coverage of reinvent 2020. I'm your host, John for year here for three weeks with a cube virtual. This year we're not in person. We're doing remote because of the pandemic. A great guest for credit Ghira CEO at I t a unit Banco in Brazil, Great customer of Amazon. Really a good reference point to this transformation story that Andy Jassy has been talking about on stage Ricardo. Great to have you on remotely. Thanks for coming on from Brazil. >>Thank you. Thanks for having me >>love to get down there, land the beach for a while. Just relax. After all the virtual tension from reinvent all the coverage, it's been wild. Anyway, thanks for coming on. I want to get into a CEO. You know, one of the things that Andy Jassy was really leaning forward this year on was the story of you gotta be on the cloud to have agility and the digital transformation which has been talked about for years. People process technology. We've heard that this year. More than ever, it's been quite the acceleration. You're either on the right side of history or not here as a business. Can you share your story of your transformation with Amazon? >>Sure, John. Eso this story months back Thio Actually, a decade ago when we started discussing our digital transformation, Right, eso when we see we are bank, that is almost 100 years old, 96 years old. And we are We're a big one we have on in Brazil 56 million customers. So it's a big company. Uh, and we have pretty much all the businesses over Universal Bank, including insurance here in Brazil. Banks also have insurance on all the rest. So from corporate banking to retail, from credit cards to investments, all sort of products and, uh, we started in technology Eyes early is in the seventies. So 1973 to be exactly when we started our current account system in the mainframes, right? So you can imagine that we have invested a lot in technology over the last almost 50 years, and it's always very well known here in the country for for the use of technology. So we have been pioneers in online transfer In the eighties, we have been pioneers using A T. M's and Internet banking and so on. Uh, but what happened until 2010 is that we were pretty much putting up applications, one top off the other. So we are offering products and services assed fast as we could, looking at the customer, trying to differentiate ourselves from competition. But definitely we were trying to move AST fast as we could, but we were not taking the right care off the platform. In the sense that today we see a lot of transformation in technology happening all the time, right? There's new stuff coming out all the time. We're seeing, hearing reinvent the amount of things that AWS have lounged. So all the time we're seeing new stuff, which is good for the business. So So the speed off this transformation is only getting faster and faster. So in order, Thio be to use all of those features to be able to leverage on new technology. Your platform has to be flexible. You have to be able to adopt those new technologies without losing moment off, offering your products and services, right? So, uh, again a decade ago. We started discussing these and we said We have to invest in technology in a different ways, not only producing solutions in financial services, but definitely we have to take care of the platform and understand how we should evolve the platform in order to you again. Better offer products and services to our customers, which is by by the end of the day. It's why we exist. So so So we started this story and we said Okay, so there's there's three things mainly that we have to take care in order. Thio, go into this journey. First of all, it's about people. We have to have a new mindset, a new culture, Ah, mindset where we have where we empower people in decisions. We have people thinking about the customer all the time and being aggressive on building solutions for them and using technology for building those solutions. Right. So we need more sort of entrepreneur type of people on people who really want to differentiate themselves and provide better services to the customer. In the second pillar, I would say the methodology has to change right. You have to have an agile methodology agile approach, as opposed to a traditional waterfall approach with silos internally in the organization that allows you to be faster as well and to adapt to customer needs faster on and third of all, which is the main subject here. In our conversation, you have to have a flexible platform, as I will explain on Duh. So we decided to pretty much rewrite our application in an architectural where we can be flexible. So pretty much what we have a sort of a monolith where we write cold. We have ridden code in a sequence building huge applications, right, and those huge applications are bottom acts, and they are very hard to maintain and to evolve. What we're doing is in a simple way. Building Micro services were breaking up those applications so we can adapt faster to whatever we see that our customers need or there's any business opportunity. In that sense, Cloud is the perfect platform to host those services, right, because we have again we're able to have the Bob's methodology. You are able to have service reliable engineering aside, reliable engineering were able to have all kinds of things and services that will help us on this journey to be more flexible and faster, right? So that Z that's why we have chosen to go to the cloud. In that sense, we've looked for a partner that waas reliable that waas a leader in the market that was able thio keep up with all the technology that is coming out in the market and offer innovation in the level that we need. And and that's that's the reason why we partner up with AWS for for the next 10 years. So, uh, you happy? Are >>you happy with Amazon? Just while I got you there? Are you happy with their with their response to you and there they're in, uh, interfacing with you guys. Are you happy with them? >>Yes. Yes, John, we have started working with AWS more intensely back in 2018 when our central bank bank allowed us to go to the public cloud. So we started working with them and we learned a lot. Of course, we were very young and immature at the time. In the knowledge of the technology eso We learned a lot in this two years and a half and we have built nice stuff together we have a very important court systems running on W s already on. They have been a good apartment. What they like to say is that our cultures match. We are both customer centric. Sui are both concerned with the success off the partnership. Ah, long term partnership doesn't work. If you're not concerned with the relationship, right, you've got to make sure that both parts will profit from this. Right? So, uh, I think we had we have had a good match, and in terms of technology, we are We are very happy. We have all the infrastructure and services that we need. >>Yeah, when you're building a bridge to the future together, your relationships matter. I would agree. And I think that's a differentiator I wanna just touch upon you mentioned you guys were pioneers going back and the way you tell your story. I was growing up in the seventies and kind of cut my teeth in the eighties and computer science. And remember those days it was very cool. Time went from mainframe client server, but there's a point where you become bloated with the monolithic. You got you stuck with all this. We called spaghetti code, right? It's all over the place, right? So, uh, in all intertwined, then you have that moment of truth. That's something that Andy Jassy was saying on stage. I thought was interesting. And it was almost like a business school lesson of Hey, leaders, you got to get to the truth. When you guys saw the cloud, what was the mindset? Because it sounds like you guys are a pioneering culture. You like Thio be innovative. What was the moment? Take me through the mindset of Hey, we better get busy building or we're gonna get busy dying. What's the What's the take me through that mindset >>at a very good question, John. So we literally started to suffer with our own speed to be really transparent, right? We were seeing the market starting to speed up all these new start ups and tech companies in other industries. And we're seeing all the industry's moving faster and everyone building solutions that were way better to the customer than the solutions that we were seeing. I don't know five or 10 years before, and it doesn't matter if you're talking about any industry, not only finance, right, So So we said. OK, looks like the financial industry is going to go through the same the same path and we're trying. We're trying to make things Mawr, mawr, I would say towards the customer and we're trying to understand customer needs better. And we actually did that when we have implemented a design thinking methodology back in 2010. Ah, Big one at the bank and And we came up with a lot of solutions building along with the customer and we were piling up backlogs, right? We're saying Okay, there's lots of stuff that we have to dio were lost in our spaghetti. That's pretty much it right, s So that's when we saw Okay, that's That's the end of Jesse moment that you describe Stop. We have to have a better platform. We have to reorganize ourselves. Otherwise we're gonna get lost in ourselves. There is no there's no way we can grow and invest Mawr because we're going to get stuck in this forget anyway. So So we structured a very robust program off platform modernization where we have we have invested over the last few years mainly, and we're going to keep on investing. Looking ahead where we try to build solutions while modernizing our platform. So there's no from from our perspective or a platform is big enough to just say that we cannot just rebuild the platform. Let's let's put a teen aside and let's rebuild the back that would take on all 789 years. I don't know how long and then we would be legacy again whenever finished. So what we do is we break up the our our reasoning. So we say Let's take each business as a very small component off the bank and let's build the technological components that support that business and let's extract those components from the monolith from from the Legacy. And and that's a strategy. That's the technology strategy that we have today. So we have empowered the business for them to own the platform. So they understand today that the platform is not a problem of technology, but it's actually the business. And by owning the platform, they understand that the monolithic doesn't allow them to be as fast as they want as the customer want, so it's very straightforward for them to understand that they have to break up the batter form They have to prioritize building micro services in the cloud so all the ideas and needs that they can identify will be much easier to implement. After that, >>you put it on them. They have to own the up they have to own. The business model of the platform is there. If the keys to the kingdom or in their hands, you're enabling that. That's a great stretch. And I love the MicroStrategy's breakout picking things out rather than trying to boil the ocean over over seven years. That's a big mistake people make and they end up having a legacy. Outdated platform that's ready for no one. Right? Ricardo? That's a masterclass right there in strategy. Thank you very much for sharing that insight into your bank And congratulations and all your innovations continues. Thanks for coming on the Cube. >>Thank you so much. >>Okay, I'm John. For a host of the Cube, virtual were remote this year. Got great content. Stay with us on the Cube Channel here on AWS. Reinvent. Thanks for watching

>> 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.

>> Announcer: From theCUBE studios in Palo Alto in Boston, connecting with thought leaders all around the world, this is theCUBE conversation. >> Hey, welcome back everybody Jeff Frick here with the cube. This is a special week it's Grace Hopper week, and Grace Hopper is the best name in tech conferences. The celebration of women in computing, and we've been going there for years we're not there this year, but one of the themes that comes up over and over at Grace Hopper is women and girls need to see women in positions that they can envision themselves being in someday. That is a really important piece of the whole diversity conversation is can I see people that I can role model after and I just want to bring up something from a couple years back from 2016 when we were there, we were there with Mimi Valdez, Christina Deoja and Dr. Jeanette Epps, Dr. Jeanette Epps is the astronaut on the right. They were there talking about "The Hidden Figures" movie. If you remember it came out 2016, it was about Katherine Johnson and all the black women working at NASA. They got no credit for doing all the math that basically keep all the astronauts safe and they made a terrific movie about it. And Janet is going up on the very first Blue Origin Space Mission Next year. This was announced a couple of months ago, so again, phenomenal leadership, black lady astronaut, going to go into space and really provide a face for a lot of young girls that want to get into that and its clearly a great STEM opportunity. So we're excited to have four terrific women today that well also are the leaders that the younger women can look up to and follow their career. So we're excited to have them so we're just going to go around. We got four terrific guests, our first one is Annabel Chang, She is the Head of State Policy and Government Regulations at Waymo. Annabel great to see you, where are you coming in from today? >> from San Francisco >> Jeff: Awesome. Next up is Inamarie Johnson. She is the Chief People and Diversity Officer for Zendesk Inamarie, great to see you. Where are you calling in from today? >> Great to be here. I am calling in from Palos Verdes the state >> Jeff: awesome >> in Southern California. >> Jeff: Some of the benefits of a virtual sometimes we can, we couldn't do that without the power of the internet. And next up is Jennifer Cabalquinto she is the Chief Financial Officer of the Golden State Warriors. Jennifer, great to see you Where are you coming in from today? >> Well, I wish I was coming in from the Chase Center in San Francisco but I'm actually calling in from Santa Cruz California today. >> Jeff: Right, It's good to see you and you can surf a lot better down there. So that's probably not all bad. And finally to round out our panelists, Kate Hogan, she is the COO of North America for Accenture. Kate, great to see you as well. Where are you coming in from today? >> Well, it's good to see you too. I am coming in from the office actually in San Jose. >> Jeff: From the office in San Jose. All right, So let's get into it . You guys are all very senior, you've been doing this for a long time. We're in a kind of a crazy period of time in terms of diversity with all the kind of social unrest that's happening. So let's talk about some of your first your journeys and I want to start with you Annabel. You're a lawyer you got into lawyering. You did lawyering with Diane Feinstein, kind of some politics, and also the city of San Francisco. And then you made this move over to tech. Talk about that decision and what went into that decision and how did you get into tech? 'cause we know part of the problem with diversity is a pipeline problem. You came over from the law side of the house. >> Yes, and to be honest politics and the law are pretty homogenous. So when I made the move to tech, it was still a lot of the same, but what I knew is that I could be an attorney anywhere from Omaha Nebraska to Miami Florida. But what I couldn't do was work for a disruptive company, potentially a unicorn. And I seized that opportunity and (indistinct) Lyft early on before Ride Hailing and Ride Sharing was even a thing. So it was an exciting opportunity. And I joined right at the exact moment that made myself really meaningful in the organization. And I'm hoping that I'm doing the same thing right now at Waymo. >> Great, Inamarie you've come from one of my favorite stories I like to talk about from the old school Clorox great product management. I always like to joke that Silicon Valley needs a pipeline back to Cincinnati and Proctor and Gamble to get good product managers out here. You were in the classic, right? You were there, you were at Honeywell Plantronics, and then you jumped over to tech. Tell us a little bit about that move. Cause I'm sure selling Clorox is a lot different than selling the terrific service that you guys provide at Zendesk. I'm always happy when I see Zendesk in my customer service return email, I know I'm going to get taken care of. >> Oh wow, that's great. We love customers like you., so thank you for that. My journey is you're right from a fortune 50 sort of more portfolio type company into tech. And I think one of the reasons is because when tech is starting out and that's what Zendesk was a few five years back or so very much an early stage growth company, two things are top of mind, one, how do we become more global? And how do we make sure that we can go up market and attract enterprise grade customers? And so my experience having only been in those types of companies was very interesting for a startup. And what was interesting for me is I got to live in a world where there were great growth targets and numbers, things I had never seen. And the agility, the speed, the head plus heart really resonated with my background. So super glad to be in tech, but you're right. It's a little different than a consumer products. >> Right, and then Jennifer, you're in a completely different world, right? So you worked for the Golden State Warriors, which everybody knows is an NBA team, but I don't know that everyone knows really how progressive the Warriors are beyond just basketball in terms of the new Chase Center, all the different events that you guys put on it. And really the leadership there has decided we really want to be an entertainment company of which the Golden State Warrior basketball team has a very, very important piece, you've come from the entertainment industry. So that's probably how they found you, but you're in the financial role. You've always been in the financial role, not traditionally thought about as a lot of women in terms of a proportion of total people in that. So tell us a little bit about your experience being in finance, in entertainment, and then making this kind of hop over to, I guess Uber entertainment. I don't know even how you would classify the warriors. >> Sports entertainment, live entertainment. Yeah, it's interesting when the Warriors opportunity came up, I naturally said well no, I don't have any sports background. And it's something that we women tend to do, right? We self edit and we want to check every box before we think that we're qualified. And the reality is my background is in entertainment and the Warriors were looking to build their own venue, which has been a very large construction project. I was the CFO at Universal Studios Hollywood. And what do we do there? We build large attractions, which are just large construction projects and we're in the entertainment business. And so that sort of B to C was a natural sort of transition for me going from where I was with Universal Studios over to the Warriors. I think a finance career is such a great career for women. And I think we're finding more and more women entering it. It is one that you sort of understand your hills and valleys, you know when you're going to be busy and so you can kind of schedule around that. I think it's really... it provides that you have a seat at the table. And so I think it's a career choice that I think is becoming more and more available to women certainly more now than it was when I first started. >> Yeah, It's interesting cause I think a lot of people think of women naturally in human resources roles. My wife was a head of human resources back in the day, or a lot of marketing, but not necessarily on the finance side. And then Kate go over to you. You're one of the rare birds you've been at Accenture  for over 20 years. So you must like airplanes and travel to stay there that long. But doing a little homework for this, I saw a really interesting piece of you talking about your boss challenging you to ask for more work, to ask for a new opportunity. And I thought that was really insightful that you, you picked up on that like Oh, I guess it's incumbent on me to ask for more, not necessarily wait for that to be given to me, it sounds like a really seminal moment in your career. >> It was important but before I tell you that story, because it was an important moment of my career and probably something that a lot of the women here on the panel here can relate to as well. You mentioned airplanes and it made me think of my dad. My father was in the air force and I remember him telling stories when I was little about his career change from the air force into a career in telecommunications. So technology for me growing up Jeff was, it was kind of part of the dinner table. I mean it was just a conversation that was constantly ongoing in our house. And I also, as a young girl, I loved playing video games. We had a Tandy computer down in the basement and I remember spending too many hours playing video games down there. And so for me my history and my really at a young age, my experience and curiosity around tech was there. And so maybe that's, what's fueling my inspiration to stay at Accenture for as long as I have. And you're right It's been two decades, which feels tremendous, but I've had the chance to work across a bunch of different industries, but you're right. I mean, during that time and I relate with what Jennifer said in terms of self editing, right? Women do this and I'm no exception, I did this. And I do remember I'm a mentor and a sponsor of mine who called me up when I'm kind of I was at a pivotal moment in my career and he said you know Kate, I've been waiting for you to call me and tell me you want this job. And I never even thought about it. I mean I just never thought that I'd be a candidate for the job and let alone somebody waiting for me to kind of make the phone call. I haven't made that mistake again, (laughing) but I like to believe I learned from it, but it was an important lesson. >> It's such a great lesson and women are often accused of being a little bit too passive and not necessarily looking out for in salary negotiations or looking for that promotion or kind of stepping up to take the crappy job because that's another thing we hear over and over from successful people is that some point in their career, they took that job that nobody else wanted. They took that challenge that really enabled them to take a different path and really a different Ascension. And I'm just curious if there's any stories on that or in terms of a leader or a mentor, whether it was in the career, somebody that you either knew or didn't know that was someone that you got kind of strength from kind of climbing through your own, kind of career progression. Will go to you first Annabel. >> I actually would love to talk about the salary negotiations piece because I have a group of friends about that we've been to meeting together once a month for the last six years now. And one of the things that we committed to being very transparent with each other about was salary negotiations and signing bonuses and all of the hard topics that you kind of don't want to talk about as a manager and the women that I'm in this group with span all types of different industries. And I've learned so much from them, from my different job transitions about understanding the signing bonus, understanding equity, which is totally foreign to me coming from law and politics. And that was one of the most impactful tools that I've ever had was a group of people that I could be open with talking about salary negotiations and talking about how to really manage equity. Those are totally foreign to me up until this group of women really connected me to these topics and gave me some of that expertise. So that is something I strongly encourage is that if you haven't openly talked about salary negotiations before you should begin to do so. >> It begs the question, how was the sensitivity between the person that was making a lot of money and the person that wasn't? And how did you kind of work through that as a group for the greater good of everyone? >> Yeah, I think what's really eye opening is that for example, We had friends who were friends who were on tech, we had friends who were actually the entrepreneurs starting their own businesses or law firm, associates, law firm partners, people in PR, so we understood that there was going to be differences within industry and frankly in scale, but it was understanding even the tools, whether I think the most interesting one would be signing bonus, right? Because up until a few years ago, recruiters could ask you what you made and how do you avoid that question? How do you anchor yourself to a lower salary range or avoid that happening? I didn't know this, I didn't know how to do that. And a couple of women that had been in more senior negotiations shared ways to make sure that I was pinning myself to a higher salary range that I wanted to be in. >> That's great. That's a great story and really important to like say pin. it's a lot of logistical details, right? You just need to learn the techniques like any other skill. Inamarie, I wonder if you've got a story to share here. >> Sure. I just want to say, I love the example that you just gave because it's something I'm super passionate about, which is transparency and trust. Then I think that we're building that every day into all of our people processes. So sure, talk about sign on bonuses, talk about pay parody because that is the landscape. But a quick story for me, I would say is all about stepping into uncertainty. And when I coach younger professionals of course women, I often talk about, don't be afraid to step into the role where all of the answers are not vetted down because at the end of the day, you can influence what those answers are. I still remember when Honeywell asked me to leave the comfort of California and to come to the East coast to New Jersey and bring my family. And I was doing well in my career. I didn't feel like I needed to do that, but I was willing after some coaching to step into that uncertainty. And it was one of the best pivotal moment in my career. I didn't always know who I was going to work with. I didn't know the challenges and scope I would take on, but those were some of the biggest learning experiences and opportunities and it made me a better executive. So that's always my coaching, like go where the answers aren't quite vetted down because you can influence that as a leader. >> That's great, I mean, Beth Comstock former vice chair at GE, one of her keynotes I saw had a great line, get comfortable with being uncomfortable. And I think that its a really good kind of message, especially in the time we're living in with accelerated change. But I'm curious, Inamarie was the person that got you to take that commitment. Would you consider that a sponsor, a mentor, was it a boss? Was it maybe somebody not at work, your spouse or a friend that said go for it. What kind of pushed you over the edge to take that? >> It's a great question. It was actually the boss I was going to work for. He was the CHRO, and he said something that was so important to me that I've often said it to others. And he said trust me, he's like I know you don't have all the answers, I know we don't have this role all figured out, I know you're going to move your family, but if you trust me, there is a ton of learning on the other side of this. And sometimes that's the best thing a boss can do is say we will go on this journey together. I will help you figure it out. So it was a boss, but I think it was that trust and that willingness for him to stand and go alongside of me that made me pick up my family and be willing to move across the country. And we stayed five years and really, I am not the same executive because of that experience. >> Right, that's a great story, Jennifer, I want to go to you, you work for two owners that are so progressive and I remember when Joe Lacob came on the floor a few years back and was booed aggressively coming into a franchise that hadn't seen success in a very long time, making really aggressive moves in terms of personnel, both at the coaches and the players level, the GM level. But he had a vision and he stuck to it. And the net net was tremendous success. I wonder if you can share any of the stories, for you coming into that organization and being able to feel kind of that level of potential success and really kind of the vision and also really a focus on execution to make the vision real cause vision without execution doesn't really mean much. If you could share some stories of working for somebody like Joe Lacob, who's so visionary but also executes so very, very effectively. >> Yeah, Joe is, well I have the honor of working for Joe, for Rick Welts to who's our president. Who's living legend with the NBA with Peter Guber. Our leadership at the Warriors are truly visionary and they set audacious targets. And I would say from a story the most recent is, right now what we're living through today. And I will say Joe will not accept that we are not having games with fans. I agree he is so committed to trying to solve for this and he has really put the organization sort of on his back cause we're all like well, what do we do? And he has just refused to settle and is looking down every path as to how do we ensure the safety of our fans, the safety of our players, but how do we get back to live entertainment? And this is like a daily mantra and now the entire organization is so focused on this and it is because of his vision. And I think you need leaders like that who can set audacious goals, who can think beyond what's happening today and really energize the entire organization. And that's really what he's done. And when I talked to my peers and other teams in there they're talking about trying to close out their season or do these things. And they're like well, we're talking about, how do we open the building? And we're going to have fans, we're going to do this. And they look at me and they're like, what are you talking about? And I said, well we are so fortunate. We have leadership that just is not going to settle. Like they are just always looking to get out of whatever it is that's happening and fix it. So Joe is so committed His background, he's an epidemiologist major I think. Can you imagine how unique a background that is and how timely. And so his knowledge of just around the pandemic and how the virus is spread. And I mean it's phenomenal to watch him work and leverage sort of his business acumen, his science acumen and really think through how do we solve this. Its amazing. >> The other thing thing that you had said before is that you basically intentionally told people that they need to rethink their jobs, right? You didn't necessarily want to give them permission to get you told them we need to rethink their jobs. And it's a really interesting approach when the main business is just not happening, right? There's just no people coming through the door and paying for tickets and buying beers and hotdogs. It's a really interesting talk. And I'm curious, kind of what was the reception from the people like hey, you're the boss, you just figure it out or were they like hey, this is terrific that he pressed me to come up with some good ideas. >> Yeah, I think when all of this happened, we were resolved to make sure that our workforce is safe and that they had the tools that they needed to get through their day. But then we really challenged them with re imagining what the next normal is. Because when we come out of this, we want to be ahead of everybody else. And that comes again from the vision that Joe set, that we're going to use this time to make ourselves better internally because we have the time. I mean, we had been racing towards opening Chase Center and not having time to pause. Now let's use this time to really rethink how we're doing business. What can we do better? And I think it's really reinvigorated teams to really think and innovate in their own areas because you can innovate anything, right?. We're innovating how you pay payables, we're all innovating, we're rethinking the fan experience and queuing and lines and all of these things because now we have the time that it's really something that top down we want to come out of this stronger. >> Right, that's great. Kate I'll go to you, Julie Sweet, I'm a big fan of Julie Sweet. we went to the same school so go go Claremont. But she's been super aggressive lately on a lot of these things, there was a get to... I think it's called Getting to 50 50 by 25 initiative, a formal initiative with very specific goals and objectives. And then there was a recent thing in terms of doing some stuff in New York with retraining. And then as you said, military being close to your heart, a real specific military recruiting process, that's formal and in place. And when you see that type of leadership and formal programs put in place not just words, really encouraging, really inspirational, and that's how you actually get stuff done as you get even the consulting businesses, if you can't measure it, you can't improve it. >> Yeah Jeff, you're exactly right. And as Jennifer was talking, Julie is exactly who I was thinking about in my mind as well, because I think it takes strong leadership and courage to set bold bold goals, right? And you talked about a few of those bold goals and Julie has certainly been at the forefront of that. One of the goals we set in 2018 actually was as you said to achieve essentially a gender balance workforce. So 50% men, 50% women by 2025, I mean, that's ambitious for any company, but for us at the time we were 400,000 people. They were 500, 6,000 globally. So when you set a goal like that, it's a bold goal and it's a bold vision. And we have over 40% today, We're well on our path to get to 50%, I think by 2025. And I was really proud to share that goal in front of a group of 200 clients the day that it came out, it's a proud moment. And I think it takes leaders like Julie and many others by the way that are also setting bold goals, not just in my company to turn the dial here on gender equality in the workforce, but it's not just about gender equality. You mentioned something I think it's probably at as, or more important right now. And that's the fact that at least our leadership has taken a Stand, a pretty bold stand against social injustice and racism, >> Right which is... >> And so through that we've made some very transparent goals in North America in terms of the recruitment and retention of our black African American, Hispanic American, Latinex communities. We've set a goal to increase those populations in our workforce by 60% by 2025. And we're requiring mandatory training for all of our people to be able to identify and speak up against racism. Again, it takes courage and it takes a voice. And I think it takes setting bold goals to make a change and these are changes we're committed to. >> Right, that's terrific. I mean, we started the conversation with Grace Hopper, they put out an index for companies that don't have their own kind of internal measure to do surveys again so you can get kind of longitudinal studies over time and see how you're improving Inamarie, I want to go to you on the social justice thing. I mean, you've talked a lot about values and culture. It's a huge part of what you say. And I think that the quote that you use, if I can steal it is " no culture eats strategy for breakfast" and with the social injustice. I mean, you came out with special values just about what Zendesk is doing on social injustice. And I thought I was actually looking up just your regular core mission and value statement. And this is what came up on my Google search. So I wanted to A, you published this in a blog in June, taking a really proactive stand. And I think you mentioned something before that, but then you're kind of stuck in this role as a mind reader. I wonder if you can share a little bit of your thoughts of taking a proactive stand and what Zendesk is doing both you personally, as well as a company in supporting this. And then what did you say as a binder Cause I think these are difficult kind of uncharted waters on one hand, on the other hand, a lot of people say, hello, this has been going on forever. You guys are just now seeing cellphone footage of madness. >> Yeah Wow, there's a lot in there. Let me go to the mind reader comments, cause people are probably like, what is that about? My point was last December, November timing. I've been the Chief People Officer for about two years And I decided that it really was time with support from my CEO that Zendesk have a Chief Diversity Officer sitting in at the top of the company, really putting a face to a lot of the efforts we were doing. And so the mind reader part comes in little did I know how important that stance would become, in the may June Timing? So I joked that, it almost felt like I could have been a mind reader, but as to what have we done, a couple of things I would call out that I think are really aligned with who we are as a company because our culture is highly threaded with the concept of empathy it's been there from our beginning. We have always tried to be a company that walks in the shoes of our customers. So in may with the death of George Floyd and the world kind of snapping and all of the racial injustice, what we said is we wanted to not stay silent. And so most of my postings and points of view were that as a company, we would take a stand both internally and externally and we would also partner with other companies and organizations that are doing the big work. And I think that is the humble part of it, we can't do it all at Zendesk, we can't write all the wrongs, but we can be in partnership and service with other organizations. So we used funding and we supported those organizations and partnerships. The other thing that I would say we did that was super important along that empathy is that we posted space for our employees to come together and talk about the hurt and the pain and the experiences that were going on during those times and we called those empathy circles. And what I loved is initially, it was through our mosaic community, which is what we call our Brown and black and persons of color employee resource group. But it grew into something bigger. We ended up doing five of these empathy circles around the globe and as leadership, what we were there to do is to listen and stand as an ally and support. And the stories were life changing. And the stories really talked about a number of injustice and racism aspects that are happening around the world. And so we are committed to that journey, we will continue to support our employees, we will continue to partner and we're doing a number of the things that have been mentioned. But those empathy circles, I think were definitely a turning point for us as an organization. >> That's great, and people need it right? They need a place to talk and they also need a place to listen if it's not their experience and to be empathetic, if you just have no data or no knowledge of something, you need to be educated So that is phenomenal. I want to go to you Jennifer. Cause obviously the NBA has been very, very progressive on this topic both as a league, and then of course the Warriors. We were joking before. I mean, I don't think Steph Curry has ever had a verbal misstep in the history of his time in the NBA, the guy so eloquent and so well-spoken, but I wonder if you can share kind of inside the inner circle in terms of the conversations, that the NBA enabled right. For everything from the jerseys and going out on marches and then also from the team level, how did that kind of come down and what's of the perception inside the building? >> Sure, obviously I'm so proud to be part of a league that is as progressive and has given voice and loud, all the teams, all the athletes to express how they feel, The Warriors have always been committed to creating a diverse and equitable workplace and being part of a diverse and equitable community. I mean that's something that we've always said, but I think the situation really allowed us, over the summer to come up with a real formal response, aligning ourselves with the Black Lives Matter movement in a really meaningful way, but also in a way that allows us to iterate because as you say, it's evolving and we're learning. So we created or discussed four pillars that we wanted to work around. And that was really around wallet, heart, beat, and then tongue or voice. And Wallet is really around putting our money where our mouth is, right? And supporting organizations and groups that aligned with the values that we were trying to move forward. Heart is around engaging our employees and our fan base really, right? And so during this time we actually launched our employee resource groups for the first time and really excited and energized about what that's doing for our workforce. This is about promoting real action, civic engagement, advocacy work in the community and what we've always been really focused in a community, but this really hones it around areas that we can all rally around, right? So registration and we're really focused on supporting the election day results in terms of like having our facilities open to all the electorate. So we're going to have our San Francisco arena be a ballot drop off, our Oakland facilities is a polling site, Santa Cruz site is also a polling location, So really promoting sort of that civic engagement and causing people to really take action. heart is all around being inclusive and developing that culture that we think is really reflective of the community. And voice is really amplifying and celebrating one, the ideas, the (indistinct) want to put forth in the community, but really understanding everybody's culture and really just providing and using the platform really to provide a basis in which as our players, like Steph Curry and the rest want to share their own experiences. we have a platform that can't be matched by any pedigree, right? I mean, it's the Warriors. So I think really getting focused and rallying around these pillars, and then we can iterate and continue to grow as we define the things that we want to get involved in. >> That's terrific. So I have like pages and pages and pages of notes and could probably do this for hours and hours, but unfortunately we don't have that much time we have to wrap. So what I want to do is give you each of you the last word again as we know from this problem, right? It's not necessarily a pipeline problem, it's really a retention problem. We hear that all the time from Girls in Code and Girls in Tech. So what I'd like you to do just to wrap is just a couple of two or three sentences to a 25 year old, a young woman sitting across from you having coffee socially distanced about what you would tell her early in the career, not in college but kind of early on, what would the be the two or three sentences that you would share with that person across the table and Annabel, we'll start with you. >> Yeah, I will have to make a pitch for transportation. So in transportation only 15% of the workforce is made up of women. And so my advice would be that there are these fields, there are these opportunities where you can make a massive impact on the future of how people move or how they consume things or how they interact with the world around them. And my hope is that being at Waymo, with our self driving car technology, that we are going to change the world. And I am one of the initial people in this group to help make that happen. And one thing that I would add is women spend almost an hour a day, shuttling their kids around, and we will give you back that time one day with our self driving cars so that I'm a mom. And I know that that is going to be incredibly powerful on our daily lives. >> Jeff: That's great. Kate, I think I might know what you're already going to say, but well maybe you have something else you wanted to say too. >> I don't know, It'll be interesting. Like if I was sitting across the table from a 25 year old right now I would say a couple of things first I'd say look intentionally for a company that has an inclusive culture. Intentionally seek out the company that has an inclusive culture, because we know that companies that have inclusive cultures retain women in tech longer. And the companies that can build inclusive cultures will retain women in tech, double, double the amount that they are today in the next 10 years. That means we could put another 1.4 million women in tech and keep them in tech by 2030. So I'd really encourage them to look for that. I'd encouraged them to look for companies that have support network and reinforcements for their success, and to obviously find a Waymo car so that they can not have to worry where kids are on for an hour when you're parenting in a few years. >> Jeff: I love the intentional, it's such a great word. Inamarie, >> I'd like to imagine that I'm sitting across from a 25 year old woman of color. And what I would say is be authentically you and know that you belong in the organization that you are seeking and you were there because you have a unique perspective and a voice that needs to be heard. And don't try to be anything that you're not, be who you are and bring that voice and that perspective, because the company will be a better company, the management team will be a better management team, the workforce will be a better workforce when you belong, thrive and share that voice. >> I love that, I love that. That's why you're the Chief People Officer and not Human Resources Officer, cause people are not resources like steel and cars and this and that. All right, Jennifer, will go to you for the wrap. >> Oh my gosh, I can't follow that. But yes, I would say advocate for yourself and know your value. I think really understanding what you're worth and being willing to fight for that is critical. And I think it's something that women need to do more. >> Awesome, well again, I wish we could go all day, but I will let you get back to your very, very busy day jobs. Thank you for participating and sharing your insight. I think it's super helpful. And there and as we said at the beginning, there's no better example for young girls and young women than to see people like you in leadership roles and to hear your voices. So thank you for sharing. >> Thank you. >> All right. >> Thank you. >> Okay thank you. >> Thank you >> All right, so that was our diversity panel. I hope you enjoyed it, I sure did. I'm looking forward to chapter two. We'll get it scheduled as soon as we can. Thanks for watching. We'll see you next time. (upbeat music)

>>don't talk mhm, >>Okay, thing is my presentation on coherent nonlinear dynamics and combinatorial optimization. This is going to be a talk to introduce an approach we're taking to the analysis of the performance of coherent using machines. So let me start with a brief introduction to easing optimization. The easing model represents a set of interacting magnetic moments or spins the total energy given by the expression shown at the bottom left of this slide. Here, the signal variables are meditate binary values. The Matrix element J. I. J. Represents the interaction, strength and signed between any pair of spins. I. J and A Chive represents a possible local magnetic field acting on each thing. The easing ground state problem is to find an assignment of binary spin values that achieves the lowest possible value of total energy. And an instance of the easing problem is specified by giving numerical values for the Matrix J in Vector H. Although the easy model originates in physics, we understand the ground state problem to correspond to what would be called quadratic binary optimization in the field of operations research and in fact, in terms of computational complexity theory, it could be established that the easing ground state problem is np complete. Qualitatively speaking, this makes the easing problem a representative sort of hard optimization problem, for which it is expected that the runtime required by any computational algorithm to find exact solutions should, as anatomically scale exponentially with the number of spends and for worst case instances at each end. Of course, there's no reason to believe that the problem instances that actually arrives in practical optimization scenarios are going to be worst case instances. And it's also not generally the case in practical optimization scenarios that we demand absolute optimum solutions. Usually we're more interested in just getting the best solution we can within an affordable cost, where costs may be measured in terms of time, service fees and or energy required for a computation. This focuses great interest on so called heuristic algorithms for the easing problem in other NP complete problems which generally get very good but not guaranteed optimum solutions and run much faster than algorithms that are designed to find absolute Optima. To get some feeling for present day numbers, we can consider the famous traveling salesman problem for which extensive compilations of benchmarking data may be found online. A recent study found that the best known TSP solver required median run times across the Library of Problem instances That scaled is a very steep route exponential for end up to approximately 4500. This gives some indication of the change in runtime scaling for generic as opposed the worst case problem instances. Some of the instances considered in this study were taken from a public library of T SPS derived from real world Veil aside design data. This feels I TSP Library includes instances within ranging from 131 to 744,710 instances from this library with end between 6880 13,584 were first solved just a few years ago in 2017 requiring days of run time and a 48 core to King hurts cluster, while instances with and greater than or equal to 14,233 remain unsolved exactly by any means. Approximate solutions, however, have been found by heuristic methods for all instances in the VLS i TSP library with, for example, a solution within 0.14% of a no lower bound, having been discovered, for instance, with an equal 19,289 requiring approximately two days of run time on a single core of 2.4 gigahertz. Now, if we simple mindedly extrapolate the root exponential scaling from the study up to an equal 4500, we might expect that an exact solver would require something more like a year of run time on the 48 core cluster used for the N equals 13,580 for instance, which shows how much a very small concession on the quality of the solution makes it possible to tackle much larger instances with much lower cost. At the extreme end, the largest TSP ever solved exactly has an equal 85,900. This is an instance derived from 19 eighties VLSI design, and it's required 136 CPU. Years of computation normalized to a single cord, 2.4 gigahertz. But the 24 larger so called world TSP benchmark instance within equals 1,904,711 has been solved approximately within ophthalmology. Gap bounded below 0.474%. Coming back to the general. Practical concerns have applied optimization. We may note that a recent meta study analyzed the performance of no fewer than 37 heuristic algorithms for Max cut and quadratic pioneer optimization problems and found the performance sort and found that different heuristics work best for different problem instances selected from a large scale heterogeneous test bed with some evidence but cryptic structure in terms of what types of problem instances were best solved by any given heuristic. Indeed, their their reasons to believe that these results from Mexico and quadratic binary optimization reflected general principle of performance complementarity among heuristic optimization algorithms in the practice of solving heart optimization problems there. The cerise is a critical pre processing issue of trying to guess which of a number of available good heuristic algorithms should be chosen to tackle a given problem. Instance, assuming that any one of them would incur high costs to run on a large problem, instances incidence, making an astute choice of heuristic is a crucial part of maximizing overall performance. Unfortunately, we still have very little conceptual insight about what makes a specific problem instance, good or bad for any given heuristic optimization algorithm. This has certainly been pinpointed by researchers in the field is a circumstance that must be addressed. So adding this all up, we see that a critical frontier for cutting edge academic research involves both the development of novel heuristic algorithms that deliver better performance, with lower cost on classes of problem instances that are underserved by existing approaches, as well as fundamental research to provide deep conceptual insight into what makes a given problem in, since easy or hard for such algorithms. In fact, these days, as we talk about the end of Moore's law and speculate about a so called second quantum revolution, it's natural to talk not only about novel algorithms for conventional CPUs but also about highly customized special purpose hardware architectures on which we may run entirely unconventional algorithms for combinatorial optimization such as easing problem. So against that backdrop, I'd like to use my remaining time to introduce our work on analysis of coherent using machine architectures and associate ID optimization algorithms. These machines, in general, are a novel class of information processing architectures for solving combinatorial optimization problems by embedding them in the dynamics of analog, physical or cyber physical systems, in contrast to both MAWR traditional engineering approaches that build using machines using conventional electron ICS and more radical proposals that would require large scale quantum entanglement. The emerging paradigm of coherent easing machines leverages coherent nonlinear dynamics in photonic or Opto electronic platforms to enable near term construction of large scale prototypes that leverage post Simoes information dynamics, the general structure of of current CM systems has shown in the figure on the right. The role of the easing spins is played by a train of optical pulses circulating around a fiber optical storage ring. A beam splitter inserted in the ring is used to periodically sample the amplitude of every optical pulse, and the measurement results are continually read into a refugee A, which uses them to compute perturbations to be applied to each pulse by a synchronized optical injections. These perturbations, air engineered to implement the spin, spin coupling and local magnetic field terms of the easing Hamiltonian, corresponding to a linear part of the CME Dynamics, a synchronously pumped parametric amplifier denoted here as PPL and Wave Guide adds a crucial nonlinear component to the CIA and Dynamics as well. In the basic CM algorithm, the pump power starts very low and has gradually increased at low pump powers. The amplitude of the easing spin pulses behaviors continuous, complex variables. Who Israel parts which can be positive or negative, play the role of play the role of soft or perhaps mean field spins once the pump, our crosses the threshold for parametric self oscillation. In the optical fiber ring, however, the attitudes of the easing spin pulses become effectively Qantas ized into binary values while the pump power is being ramped up. The F P J subsystem continuously applies its measurement based feedback. Implementation of the using Hamiltonian terms, the interplay of the linear rised using dynamics implemented by the F P G A and the threshold conversation dynamics provided by the sink pumped Parametric amplifier result in the final state of the optical optical pulse amplitude at the end of the pump ramp that could be read as a binary strain, giving a proposed solution of the easing ground state problem. This method of solving easing problem seems quite different from a conventional algorithm that runs entirely on a digital computer as a crucial aspect of the computation is performed physically by the analog, continuous, coherent, nonlinear dynamics of the optical degrees of freedom. In our efforts to analyze CIA and performance, we have therefore turned to the tools of dynamical systems theory, namely, a study of modifications, the evolution of critical points and apologies of hetero clinic orbits and basins of attraction. We conjecture that such analysis can provide fundamental insight into what makes certain optimization instances hard or easy for coherent using machines and hope that our approach can lead to both improvements of the course, the AM algorithm and a pre processing rubric for rapidly assessing the CME suitability of new instances. Okay, to provide a bit of intuition about how this all works, it may help to consider the threshold dynamics of just one or two optical parametric oscillators in the CME architecture just described. We can think of each of the pulse time slots circulating around the fiber ring, as are presenting an independent Opio. We can think of a single Opio degree of freedom as a single, resonant optical node that experiences linear dissipation, do toe out coupling loss and gain in a pump. Nonlinear crystal has shown in the diagram on the upper left of this slide as the pump power is increased from zero. As in the CME algorithm, the non linear game is initially to low toe overcome linear dissipation, and the Opio field remains in a near vacuum state at a critical threshold. Value gain. Equal participation in the Popeo undergoes a sort of lazing transition, and the study states of the OPIO above this threshold are essentially coherent states. There are actually two possible values of the Opio career in amplitude and any given above threshold pump power which are equal in magnitude but opposite in phase when the OPI across the special diet basically chooses one of the two possible phases randomly, resulting in the generation of a single bit of information. If we consider to uncoupled, Opio has shown in the upper right diagram pumped it exactly the same power at all times. Then, as the pump power has increased through threshold, each Opio will independently choose the phase and thus to random bits are generated for any number of uncoupled. Oppose the threshold power per opio is unchanged from the single Opio case. Now, however, consider a scenario in which the two appeals air, coupled to each other by a mutual injection of their out coupled fields has shown in the diagram on the lower right. One can imagine that depending on the sign of the coupling parameter Alfa, when one Opio is lazing, it will inject a perturbation into the other that may interfere either constructively or destructively, with the feel that it is trying to generate by its own lazing process. As a result, when came easily showed that for Alfa positive, there's an effective ferro magnetic coupling between the two Opio fields and their collective oscillation threshold is lowered from that of the independent Opio case. But on Lee for the two collective oscillation modes in which the two Opio phases are the same for Alfa Negative, the collective oscillation threshold is lowered on Lee for the configurations in which the Opio phases air opposite. So then, looking at how Alfa is related to the J. I. J matrix of the easing spin coupling Hamiltonian, it follows that we could use this simplistic to a p o. C. I am to solve the ground state problem of a fair magnetic or anti ferro magnetic ankles to easing model simply by increasing the pump power from zero and observing what phase relation occurs as the two appeals first start delays. Clearly, we can imagine generalizing this story toe larger, and however the story doesn't stay is clean and simple for all larger problem instances. And to find a more complicated example, we only need to go to n equals four for some choices of J J for n equals, for the story remains simple. Like the n equals two case. The figure on the upper left of this slide shows the energy of various critical points for a non frustrated and equals, for instance, in which the first bifurcated critical point that is the one that I forget to the lowest pump value a. Uh, this first bifurcated critical point flows as symptomatically into the lowest energy easing solution and the figure on the upper right. However, the first bifurcated critical point flows to a very good but sub optimal minimum at large pump power. The global minimum is actually given by a distinct critical critical point that first appears at a higher pump power and is not automatically connected to the origin. The basic C am algorithm is thus not able to find this global minimum. Such non ideal behaviors needs to become more confident. Larger end for the n equals 20 instance, showing the lower plots where the lower right plot is just a zoom into a region of the lower left lot. It can be seen that the global minimum corresponds to a critical point that first appears out of pump parameter, a around 0.16 at some distance from the idiomatic trajectory of the origin. That's curious to note that in both of these small and examples, however, the critical point corresponding to the global minimum appears relatively close to the idiomatic projector of the origin as compared to the most of the other local minima that appear. We're currently working to characterize the face portrait topology between the global minimum in the antibiotic trajectory of the origin, taking clues as to how the basic C am algorithm could be generalized to search for non idiomatic trajectories that jump to the global minimum during the pump ramp. Of course, n equals 20 is still too small to be of interest for practical optimization applications. But the advantage of beginning with the study of small instances is that we're able reliably to determine their global minima and to see how they relate to the 80 about trajectory of the origin in the basic C am algorithm. In the smaller and limit, we can also analyze fully quantum mechanical models of Syrian dynamics. But that's a topic for future talks. Um, existing large scale prototypes are pushing into the range of in equals 10 to the 4 10 to 5 to six. So our ultimate objective in theoretical analysis really has to be to try to say something about CIA and dynamics and regime of much larger in our initial approach to characterizing CIA and behavior in the large in regime relies on the use of random matrix theory, and this connects to prior research on spin classes, SK models and the tap equations etcetera. At present, we're focusing on statistical characterization of the CIA ingredient descent landscape, including the evolution of critical points in their Eigen value spectra. As the pump power is gradually increased. We're investigating, for example, whether there could be some way to exploit differences in the relative stability of the global minimum versus other local minima. We're also working to understand the deleterious or potentially beneficial effects of non ideologies, such as a symmetry in the implemented these and couplings. Looking one step ahead, we plan to move next in the direction of considering more realistic classes of problem instances such as quadratic, binary optimization with constraints. Eso In closing, I should acknowledge people who did the hard work on these things that I've shown eso. My group, including graduate students Ed winning, Daniel Wennberg, Tatsuya Nagamoto and Atsushi Yamamura, have been working in close collaboration with Syria Ganguly, Marty Fair and Amir Safarini Nini, all of us within the Department of Applied Physics at Stanford University. On also in collaboration with the Oshima Moto over at NTT 55 research labs, Onda should acknowledge funding support from the NSF by the Coherent Easing Machines Expedition in computing, also from NTT five research labs, Army Research Office and Exxon Mobil. Uh, that's it. Thanks very much. >>Mhm e >>t research and the Oshie for putting together this program and also the opportunity to speak here. My name is Al Gore ism or Andy and I'm from Caltech, and today I'm going to tell you about the work that we have been doing on networks off optical parametric oscillators and how we have been using them for icing machines and how we're pushing them toward Cornum photonics to acknowledge my team at Caltech, which is now eight graduate students and five researcher and postdocs as well as collaborators from all over the world, including entity research and also the funding from different places, including entity. So this talk is primarily about networks of resonate er's, and these networks are everywhere from nature. For instance, the brain, which is a network of oscillators all the way to optics and photonics and some of the biggest examples or metal materials, which is an array of small resonate er's. And we're recently the field of technological photonics, which is trying thio implement a lot of the technological behaviors of models in the condensed matter, physics in photonics and if you want to extend it even further, some of the implementations off quantum computing are technically networks of quantum oscillators. So we started thinking about these things in the context of icing machines, which is based on the icing problem, which is based on the icing model, which is the simple summation over the spins and spins can be their upward down and the couplings is given by the JJ. And the icing problem is, if you know J I J. What is the spin configuration that gives you the ground state? And this problem is shown to be an MP high problem. So it's computational e important because it's a representative of the MP problems on NPR. Problems are important because first, their heart and standard computers if you use a brute force algorithm and they're everywhere on the application side. That's why there is this demand for making a machine that can target these problems, and hopefully it can provide some meaningful computational benefit compared to the standard digital computers. So I've been building these icing machines based on this building block, which is a degenerate optical parametric. Oscillator on what it is is resonator with non linearity in it, and we pump these resonate er's and we generate the signal at half the frequency of the pump. One vote on a pump splits into two identical photons of signal, and they have some very interesting phase of frequency locking behaviors. And if you look at the phase locking behavior, you realize that you can actually have two possible phase states as the escalation result of these Opio which are off by pie, and that's one of the important characteristics of them. So I want to emphasize a little more on that and I have this mechanical analogy which are basically two simple pendulum. But there are parametric oscillators because I'm going to modulate the parameter of them in this video, which is the length of the string on by that modulation, which is that will make a pump. I'm gonna make a muscular. That'll make a signal which is half the frequency of the pump. And I have two of them to show you that they can acquire these face states so they're still facing frequency lock to the pump. But it can also lead in either the zero pie face states on. The idea is to use this binary phase to represent the binary icing spin. So each opio is going to represent spin, which can be either is your pie or up or down. And to implement the network of these resonate er's, we use the time off blood scheme, and the idea is that we put impulses in the cavity. These pulses air separated by the repetition period that you put in or t r. And you can think about these pulses in one resonator, xaz and temporarily separated synthetic resonate Er's if you want a couple of these resonator is to each other, and now you can introduce these delays, each of which is a multiple of TR. If you look at the shortest delay it couples resonator wanted to 2 to 3 and so on. If you look at the second delay, which is two times a rotation period, the couple's 123 and so on. And if you have and minus one delay lines, then you can have any potential couplings among these synthetic resonate er's. And if I can introduce these modulators in those delay lines so that I can strength, I can control the strength and the phase of these couplings at the right time. Then I can have a program will all toe all connected network in this time off like scheme, and the whole physical size of the system scales linearly with the number of pulses. So the idea of opium based icing machine is didn't having these o pos, each of them can be either zero pie and I can arbitrarily connect them to each other. And then I start with programming this machine to a given icing problem by just setting the couplings and setting the controllers in each of those delight lines. So now I have a network which represents an icing problem. Then the icing problem maps to finding the face state that satisfy maximum number of coupling constraints. And the way it happens is that the icing Hamiltonian maps to the linear loss of the network. And if I start adding gain by just putting pump into the network, then the OPI ohs are expected to oscillate in the lowest, lowest lost state. And, uh and we have been doing these in the past, uh, six or seven years and I'm just going to quickly show you the transition, especially what happened in the first implementation, which was using a free space optical system and then the guided wave implementation in 2016 and the measurement feedback idea which led to increasing the size and doing actual computation with these machines. So I just want to make this distinction here that, um, the first implementation was an all optical interaction. We also had an unequal 16 implementation. And then we transition to this measurement feedback idea, which I'll tell you quickly what it iss on. There's still a lot of ongoing work, especially on the entity side, to make larger machines using the measurement feedback. But I'm gonna mostly focused on the all optical networks and how we're using all optical networks to go beyond simulation of icing Hamiltonian both in the linear and non linear side and also how we're working on miniaturization of these Opio networks. So the first experiment, which was the four opium machine, it was a free space implementation and this is the actual picture off the machine and we implemented a small and it calls for Mexico problem on the machine. So one problem for one experiment and we ran the machine 1000 times, we looked at the state and we always saw it oscillate in one of these, um, ground states of the icing laboratoria. So then the measurement feedback idea was to replace those couplings and the controller with the simulator. So we basically simulated all those coherent interactions on on FB g. A. And we replicated the coherent pulse with respect to all those measurements. And then we injected it back into the cavity and on the near to you still remain. So it still is a non. They're dynamical system, but the linear side is all simulated. So there are lots of questions about if this system is preserving important information or not, or if it's gonna behave better. Computational wars. And that's still ah, lot of ongoing studies. But nevertheless, the reason that this implementation was very interesting is that you don't need the end minus one delight lines so you can just use one. Then you can implement a large machine, and then you can run several thousands of problems in the machine, and then you can compare the performance from the computational perspective Looks so I'm gonna split this idea of opium based icing machine into two parts. One is the linear part, which is if you take out the non linearity out of the resonator and just think about the connections. You can think about this as a simple matrix multiplication scheme. And that's basically what gives you the icing Hambletonian modeling. So the optical laws of this network corresponds to the icing Hamiltonian. And if I just want to show you the example of the n equals for experiment on all those face states and the history Graham that we saw, you can actually calculate the laws of each of those states because all those interferences in the beam splitters and the delay lines are going to give you a different losses. And then you will see that the ground states corresponds to the lowest laws of the actual optical network. If you add the non linearity, the simple way of thinking about what the non linearity does is that it provides to gain, and then you start bringing up the gain so that it hits the loss. Then you go through the game saturation or the threshold which is going to give you this phase bifurcation. So you go either to zero the pie face state. And the expectation is that Theis, the network oscillates in the lowest possible state, the lowest possible loss state. There are some challenges associated with this intensity Durban face transition, which I'm going to briefly talk about. I'm also going to tell you about other types of non aerodynamics that we're looking at on the non air side of these networks. So if you just think about the linear network, we're actually interested in looking at some technological behaviors in these networks. And the difference between looking at the technological behaviors and the icing uh, machine is that now, First of all, we're looking at the type of Hamilton Ian's that are a little different than the icing Hamilton. And one of the biggest difference is is that most of these technological Hamilton Ian's that require breaking the time reversal symmetry, meaning that you go from one spin to in the one side to another side and you get one phase. And if you go back where you get a different phase, and the other thing is that we're not just interested in finding the ground state, we're actually now interesting and looking at all sorts of states and looking at the dynamics and the behaviors of all these states in the network. So we started with the simplest implementation, of course, which is a one d chain of thes resonate, er's, which corresponds to a so called ssh model. In the technological work, we get the similar energy to los mapping and now we can actually look at the band structure on. This is an actual measurement that we get with this associate model and you see how it reasonably how How? Well, it actually follows the prediction and the theory. One of the interesting things about the time multiplexing implementation is that now you have the flexibility of changing the network as you are running the machine. And that's something unique about this time multiplex implementation so that we can actually look at the dynamics. And one example that we have looked at is we can actually go through the transition off going from top A logical to the to the standard nontrivial. I'm sorry to the trivial behavior of the network. You can then look at the edge states and you can also see the trivial and states and the technological at states actually showing up in this network. We have just recently implement on a two D, uh, network with Harper Hofstadter model and when you don't have the results here. But we're one of the other important characteristic of time multiplexing is that you can go to higher and higher dimensions and keeping that flexibility and dynamics, and we can also think about adding non linearity both in a classical and quantum regimes, which is going to give us a lot of exotic, no classical and quantum, non innate behaviors in these networks. Yeah, So I told you about the linear side. Mostly let me just switch gears and talk about the nonlinear side of the network. And the biggest thing that I talked about so far in the icing machine is this face transition that threshold. So the low threshold we have squeezed state in these. Oh, pios, if you increase the pump, we go through this intensity driven phase transition and then we got the face stays above threshold. And this is basically the mechanism off the computation in these O pos, which is through this phase transition below to above threshold. So one of the characteristics of this phase transition is that below threshold, you expect to see quantum states above threshold. You expect to see more classical states or coherent states, and that's basically corresponding to the intensity off the driving pump. So it's really hard to imagine that it can go above threshold. Or you can have this friends transition happen in the all in the quantum regime. And there are also some challenges associated with the intensity homogeneity off the network, which, for example, is if one opioid starts oscillating and then its intensity goes really high. Then it's going to ruin this collective decision making off the network because of the intensity driven face transition nature. So So the question is, can we look at other phase transitions? Can we utilize them for both computing? And also can we bring them to the quantum regime on? I'm going to specifically talk about the face transition in the spectral domain, which is the transition from the so called degenerate regime, which is what I mostly talked about to the non degenerate regime, which happens by just tuning the phase of the cavity. And what is interesting is that this phase transition corresponds to a distinct phase noise behavior. So in the degenerate regime, which we call it the order state, you're gonna have the phase being locked to the phase of the pump. As I talked about non degenerate regime. However, the phase is the phase is mostly dominated by the quantum diffusion. Off the off the phase, which is limited by the so called shallow towns limit, and you can see that transition from the general to non degenerate, which also has distinct symmetry differences. And this transition corresponds to a symmetry breaking in the non degenerate case. The signal can acquire any of those phases on the circle, so it has a you one symmetry. Okay, and if you go to the degenerate case, then that symmetry is broken and you only have zero pie face days I will look at. So now the question is can utilize this phase transition, which is a face driven phase transition, and can we use it for similar computational scheme? So that's one of the questions that were also thinking about. And it's not just this face transition is not just important for computing. It's also interesting from the sensing potentials and this face transition, you can easily bring it below threshold and just operated in the quantum regime. Either Gaussian or non Gaussian. If you make a network of Opio is now, we can see all sorts off more complicated and more interesting phase transitions in the spectral domain. One of them is the first order phase transition, which you get by just coupling to Opio, and that's a very abrupt face transition and compared to the to the single Opio phase transition. And if you do the couplings right, you can actually get a lot of non her mission dynamics and exceptional points, which are actually very interesting to explore both in the classical and quantum regime. And I should also mention that you can think about the cup links to be also nonlinear couplings. And that's another behavior that you can see, especially in the nonlinear in the non degenerate regime. So with that, I basically told you about these Opio networks, how we can think about the linear scheme and the linear behaviors and how we can think about the rich, nonlinear dynamics and non linear behaviors both in the classical and quantum regime. I want to switch gear and tell you a little bit about the miniaturization of these Opio networks. And of course, the motivation is if you look at the electron ICS and what we had 60 or 70 years ago with vacuum tube and how we transition from relatively small scale computers in the order of thousands of nonlinear elements to billions of non elements where we are now with the optics is probably very similar to 70 years ago, which is a table talk implementation. And the question is, how can we utilize nano photonics? I'm gonna just briefly show you the two directions on that which we're working on. One is based on lithium Diabate, and the other is based on even a smaller resonate er's could you? So the work on Nana Photonic lithium naive. It was started in collaboration with Harvard Marko Loncar, and also might affair at Stanford. And, uh, we could show that you can do the periodic polling in the phenomenon of it and get all sorts of very highly nonlinear processes happening in this net. Photonic periodically polls if, um Diabate. And now we're working on building. Opio was based on that kind of photonic the film Diabate. And these air some some examples of the devices that we have been building in the past few months, which I'm not gonna tell you more about. But the O. P. O. S. And the Opio Networks are in the works. And that's not the only way of making large networks. Um, but also I want to point out that The reason that these Nana photonic goblins are actually exciting is not just because you can make a large networks and it can make him compact in a in a small footprint. They also provide some opportunities in terms of the operation regime. On one of them is about making cat states and Opio, which is, can we have the quantum superposition of the zero pie states that I talked about and the Net a photonic within? I've It provides some opportunities to actually get closer to that regime because of the spatial temporal confinement that you can get in these wave guides. So we're doing some theory on that. We're confident that the type of non linearity two losses that it can get with these platforms are actually much higher than what you can get with other platform their existing platforms and to go even smaller. We have been asking the question off. What is the smallest possible Opio that you can make? Then you can think about really wavelength scale type, resonate er's and adding the chi to non linearity and see how and when you can get the Opio to operate. And recently, in collaboration with us see, we have been actually USC and Creole. We have demonstrated that you can use nano lasers and get some spin Hamilton and implementations on those networks. So if you can build the a P. O s, we know that there is a path for implementing Opio Networks on on such a nano scale. So we have looked at these calculations and we try to estimate the threshold of a pos. Let's say for me resonator and it turns out that it can actually be even lower than the type of bulk Pip Llano Pos that we have been building in the past 50 years or so. So we're working on the experiments and we're hoping that we can actually make even larger and larger scale Opio networks. So let me summarize the talk I told you about the opium networks and our work that has been going on on icing machines and the measurement feedback. And I told you about the ongoing work on the all optical implementations both on the linear side and also on the nonlinear behaviors. And I also told you a little bit about the efforts on miniaturization and going to the to the Nano scale. So with that, I would like Thio >>three from the University of Tokyo. Before I thought that would like to thank you showing all the stuff of entity for the invitation and the organization of this online meeting and also would like to say that it has been very exciting to see the growth of this new film lab. And I'm happy to share with you today of some of the recent works that have been done either by me or by character of Hong Kong. Honest Group indicates the title of my talk is a neuro more fic in silica simulator for the communities in machine. And here is the outline I would like to make the case that the simulation in digital Tektronix of the CME can be useful for the better understanding or improving its function principles by new job introducing some ideas from neural networks. This is what I will discuss in the first part and then it will show some proof of concept of the game and performance that can be obtained using dissimulation in the second part and the protection of the performance that can be achieved using a very large chaos simulator in the third part and finally talk about future plans. So first, let me start by comparing recently proposed izing machines using this table there is elected from recent natural tronics paper from the village Park hard people, and this comparison shows that there's always a trade off between energy efficiency, speed and scalability that depends on the physical implementation. So in red, here are the limitation of each of the servers hardware on, interestingly, the F p G, a based systems such as a producer, digital, another uh Toshiba beautification machine or a recently proposed restricted Bozeman machine, FPD A by a group in Berkeley. They offer a good compromise between speed and scalability. And this is why, despite the unique advantage that some of these older hardware have trust as the currency proposition in Fox, CBS or the energy efficiency off memory Sisters uh P. J. O are still an attractive platform for building large organizing machines in the near future. The reason for the good performance of Refugee A is not so much that they operate at the high frequency. No, there are particular in use, efficient, but rather that the physical wiring off its elements can be reconfigured in a way that limits the funding human bottleneck, larger, funny and phenols and the long propagation video information within the system. In this respect, the LPGA is They are interesting from the perspective off the physics off complex systems, but then the physics of the actions on the photos. So to put the performance of these various hardware and perspective, we can look at the competition of bringing the brain the brain complete, using billions of neurons using only 20 watts of power and operates. It's a very theoretically slow, if we can see and so this impressive characteristic, they motivate us to try to investigate. What kind of new inspired principles be useful for designing better izing machines? The idea of this research project in the future collaboration it's to temporary alleviates the limitations that are intrinsic to the realization of an optical cortex in machine shown in the top panel here. By designing a large care simulator in silicone in the bottom here that can be used for digesting the better organization principles of the CIA and this talk, I will talk about three neuro inspired principles that are the symmetry of connections, neural dynamics orphan chaotic because of symmetry, is interconnectivity the infrastructure? No. Next talks are not composed of the reputation of always the same types of non environments of the neurons, but there is a local structure that is repeated. So here's the schematic of the micro column in the cortex. And lastly, the Iraqi co organization of connectivity connectivity is organizing a tree structure in the brain. So here you see a representation of the Iraqi and organization of the monkey cerebral cortex. So how can these principles we used to improve the performance of the icing machines? And it's in sequence stimulation. So, first about the two of principles of the estimate Trian Rico structure. We know that the classical approximation of the car testing machine, which is the ground toe, the rate based on your networks. So in the case of the icing machines, uh, the okay, Scott approximation can be obtained using the trump active in your position, for example, so the times of both of the system they are, they can be described by the following ordinary differential equations on in which, in case of see, I am the X, I represent the in phase component of one GOP Oh, Theo f represents the monitor optical parts, the district optical Parametric amplification and some of the good I JoJo extra represent the coupling, which is done in the case of the measure of feedback coupling cm using oh, more than detection and refugee A and then injection off the cooking time and eso this dynamics in both cases of CNN in your networks, they can be written as the grand set of a potential function V, and this written here, and this potential functionally includes the rising Maccagnan. So this is why it's natural to use this type of, uh, dynamics to solve the icing problem in which the Omega I J or the eyes in coping and the H is the extension of the icing and attorney in India and expect so. Not that this potential function can only be defined if the Omega I j. R. A. Symmetric. So the well known problem of this approach is that this potential function V that we obtain is very non convicts at low temperature, and also one strategy is to gradually deformed this landscape, using so many in process. But there is no theorem. Unfortunately, that granted conventions to the global minimum of There's even Tony and using this approach. And so this is why we propose, uh, to introduce a macro structures of the system where one analog spin or one D O. P. O is replaced by a pair off one another spin and one error, according viable. And the addition of this chemical structure introduces a symmetry in the system, which in terms induces chaotic dynamics, a chaotic search rather than a learning process for searching for the ground state of the icing. Every 20 within this massacre structure the role of the er variable eyes to control the amplitude off the analog spins toe force. The amplitude of the expense toe become equal to certain target amplitude a uh and, uh, and this is done by modulating the strength off the icing complaints or see the the error variable E I multiply the icing complaint here in the dynamics off air d o p. O. On then the dynamics. The whole dynamics described by this coupled equations because the e I do not necessarily take away the same value for the different. I thesis introduces a symmetry in the system, which in turn creates security dynamics, which I'm sure here for solving certain current size off, um, escape problem, Uh, in which the X I are shown here and the i r from here and the value of the icing energy showing the bottom plots. You see this Celtics search that visit various local minima of the as Newtonian and eventually finds the global minimum? Um, it can be shown that this modulation off the target opportunity can be used to destabilize all the local minima off the icing evertonians so that we're gonna do not get stuck in any of them. On more over the other types of attractors I can eventually appear, such as limits I contractors, Okot contractors. They can also be destabilized using the motivation of the target and Batuta. And so we have proposed in the past two different moderation of the target amateur. The first one is a modulation that ensure the uh 100 reproduction rate of the system to become positive on this forbids the creation off any nontrivial tractors. And but in this work, I will talk about another moderation or arrested moderation which is given here. That works, uh, as well as this first uh, moderation, but is easy to be implemented on refugee. So this couple of the question that represent becoming the stimulation of the cortex in machine with some error correction they can be implemented especially efficiently on an F B. G. And here I show the time that it takes to simulate three system and also in red. You see, at the time that it takes to simulate the X I term the EI term, the dot product and the rising Hamiltonian for a system with 500 spins and Iraq Spain's equivalent to 500 g. O. P. S. So >>in >>f b d a. The nonlinear dynamics which, according to the digital optical Parametric amplification that the Opa off the CME can be computed in only 13 clock cycles at 300 yards. So which corresponds to about 0.1 microseconds. And this is Toby, uh, compared to what can be achieved in the measurements back O C. M. In which, if we want to get 500 timer chip Xia Pios with the one she got repetition rate through the obstacle nine narrative. Uh, then way would require 0.5 microseconds toe do this so the submission in F B J can be at least as fast as ah one g repression. Uh, replicate pulsed laser CIA Um, then the DOT product that appears in this differential equation can be completed in 43 clock cycles. That's to say, one microseconds at 15 years. So I pieced for pouring sizes that are larger than 500 speeds. The dot product becomes clearly the bottleneck, and this can be seen by looking at the the skating off the time the numbers of clock cycles a text to compute either the non in your optical parts or the dog products, respect to the problem size. And And if we had infinite amount of resources and PGA to simulate the dynamics, then the non illogical post can could be done in the old one. On the mattress Vector product could be done in the low carrot off, located off scales as a look at it off and and while the guide off end. Because computing the dot product involves assuming all the terms in the product, which is done by a nephew, GE by another tree, which heights scarce logarithmic any with the size of the system. But This is in the case if we had an infinite amount of resources on the LPGA food, but for dealing for larger problems off more than 100 spins. Usually we need to decompose the metrics into ah, smaller blocks with the block side that are not you here. And then the scaling becomes funny, non inner parts linear in the end, over you and for the products in the end of EU square eso typically for low NF pdf cheap PGA you the block size off this matrix is typically about 100. So clearly way want to make you as large as possible in order to maintain this scanning in a log event for the numbers of clock cycles needed to compute the product rather than this and square that occurs if we decompose the metrics into smaller blocks. But the difficulty in, uh, having this larger blocks eyes that having another tree very large Haider tree introduces a large finding and finance and long distance start a path within the refugee. So the solution to get higher performance for a simulator of the contest in machine eyes to get rid of this bottleneck for the dot product by increasing the size of this at the tree. And this can be done by organizing your critique the electrical components within the LPGA in order which is shown here in this, uh, right panel here in order to minimize the finding finance of the system and to minimize the long distance that a path in the in the fpt So I'm not going to the details of how this is implemented LPGA. But just to give you a idea off why the Iraqi Yahiko organization off the system becomes the extremely important toe get good performance for similar organizing machine. So instead of instead of getting into the details of the mpg implementation, I would like to give some few benchmark results off this simulator, uh, off the that that was used as a proof of concept for this idea which is can be found in this archive paper here and here. I should results for solving escape problems. Free connected person, randomly person minus one spring last problems and we sure, as we use as a metric the numbers of the mattress Victor products since it's the bottleneck of the computation, uh, to get the optimal solution of this escape problem with the Nina successful BT against the problem size here and and in red here, this propose FDJ implementation and in ah blue is the numbers of retrospective product that are necessary for the C. I am without error correction to solve this escape programs and in green here for noisy means in an evening which is, uh, behavior with similar to the Cartesian mission. Uh, and so clearly you see that the scaring off the numbers of matrix vector product necessary to solve this problem scales with a better exponents than this other approaches. So So So that's interesting feature of the system and next we can see what is the real time to solution to solve this SK instances eso in the last six years, the time institution in seconds to find a grand state of risk. Instances remain answers probability for different state of the art hardware. So in red is the F B g. A presentation proposing this paper and then the other curve represent Ah, brick a local search in in orange and silver lining in purple, for example. And so you see that the scaring off this purpose simulator is is rather good, and that for larger plant sizes we can get orders of magnitude faster than the state of the art approaches. Moreover, the relatively good scanning off the time to search in respect to problem size uh, they indicate that the FPD implementation would be faster than risk. Other recently proposed izing machine, such as the hope you know, natural complimented on memories distance that is very fast for small problem size in blue here, which is very fast for small problem size. But which scanning is not good on the same thing for the restricted Bosman machine. Implementing a PGA proposed by some group in Broken Recently Again, which is very fast for small parliament sizes but which canning is bad so that a dis worse than the proposed approach so that we can expect that for programs size is larger than 1000 spins. The proposed, of course, would be the faster one. Let me jump toe this other slide and another confirmation that the scheme scales well that you can find the maximum cut values off benchmark sets. The G sets better candidates that have been previously found by any other algorithms, so they are the best known could values to best of our knowledge. And, um or so which is shown in this paper table here in particular, the instances, uh, 14 and 15 of this G set can be We can find better converse than previously known, and we can find this can vary is 100 times faster than the state of the art algorithm and CP to do this which is a very common Kasich. It s not that getting this a good result on the G sets, they do not require ah, particular hard tuning of the parameters. So the tuning issuing here is very simple. It it just depends on the degree off connectivity within each graph. And so this good results on the set indicate that the proposed approach would be a good not only at solving escape problems in this problems, but all the types off graph sizing problems on Mexican province in communities. So given that the performance off the design depends on the height of this other tree, we can try to maximize the height of this other tree on a large F p g a onda and carefully routing the components within the P G A and and we can draw some projections of what type of performance we can achieve in the near future based on the, uh, implementation that we are currently working. So here you see projection for the time to solution way, then next property for solving this escape programs respect to the prime assize. And here, compared to different with such publicizing machines, particularly the digital. And, you know, 42 is shown in the green here, the green line without that's and, uh and we should two different, uh, hypothesis for this productions either that the time to solution scales as exponential off n or that the time of social skills as expression of square root off. So it seems, according to the data, that time solution scares more as an expression of square root of and also we can be sure on this and this production show that we probably can solve prime escape problem of science 2000 spins, uh, to find the rial ground state of this problem with 99 success ability in about 10 seconds, which is much faster than all the other proposed approaches. So one of the future plans for this current is in machine simulator. So the first thing is that we would like to make dissimulation closer to the rial, uh, GOP oh, optical system in particular for a first step to get closer to the system of a measurement back. See, I am. And to do this what is, uh, simulate Herbal on the p a is this quantum, uh, condoms Goshen model that is proposed described in this paper and proposed by people in the in the Entity group. And so the idea of this model is that instead of having the very simple or these and have shown previously, it includes paired all these that take into account on me the mean off the awesome leverage off the, uh, European face component, but also their violence s so that we can take into account more quantum effects off the g o p. O, such as the squeezing. And then we plan toe, make the simulator open access for the members to run their instances on the system. There will be a first version in September that will be just based on the simple common line access for the simulator and in which will have just a classic or approximation of the system. We don't know Sturm, binary weights and museum in term, but then will propose a second version that would extend the current arising machine to Iraq off F p g. A, in which we will add the more refined models truncated, ignoring the bottom Goshen model they just talked about on the support in which he valued waits for the rising problems and support the cement. So we will announce later when this is available and and far right is working >>hard comes from Universal down today in physics department, and I'd like to thank the organizers for their kind invitation to participate in this very interesting and promising workshop. Also like to say that I look forward to collaborations with with a file lab and Yoshi and collaborators on the topics of this world. So today I'll briefly talk about our attempt to understand the fundamental limits off another continues time computing, at least from the point off you off bullion satisfy ability, problem solving, using ordinary differential equations. But I think the issues that we raise, um, during this occasion actually apply to other other approaches on a log approaches as well and into other problems as well. I think everyone here knows what Dorien satisfy ability. Problems are, um, you have boolean variables. You have em clauses. Each of disjunction of collaterals literally is a variable, or it's, uh, negation. And the goal is to find an assignment to the variable, such that order clauses are true. This is a decision type problem from the MP class, which means you can checking polynomial time for satisfy ability off any assignment. And the three set is empty, complete with K three a larger, which means an efficient trees. That's over, uh, implies an efficient source for all the problems in the empty class, because all the problems in the empty class can be reduced in Polian on real time to reset. As a matter of fact, you can reduce the NP complete problems into each other. You can go from three set to set backing or two maximum dependent set, which is a set packing in graph theoretic notions or terms toe the icing graphs. A problem decision version. This is useful, and you're comparing different approaches, working on different kinds of problems when not all the closest can be satisfied. You're looking at the accusation version offset, uh called Max Set. And the goal here is to find assignment that satisfies the maximum number of clauses. And this is from the NPR class. In terms of applications. If we had inefficient sets over or np complete problems over, it was literally, positively influenced. Thousands off problems and applications in industry and and science. I'm not going to read this, but this this, of course, gives a strong motivation toe work on this kind of problems. Now our approach to set solving involves embedding the problem in a continuous space, and you use all the east to do that. So instead of working zeros and ones, we work with minus one across once, and we allow the corresponding variables toe change continuously between the two bounds. We formulate the problem with the help of a close metrics. If if a if a close, uh, does not contain a variable or its negation. The corresponding matrix element is zero. If it contains the variable in positive, for which one contains the variable in a gated for Mitt's negative one, and then we use this to formulate this products caused quote, close violation functions one for every clause, Uh, which really, continuously between zero and one. And they're zero if and only if the clause itself is true. Uh, then we form the define in order to define a dynamic such dynamics in this and dimensional hyper cube where the search happens and if they exist, solutions. They're sitting in some of the corners of this hyper cube. So we define this, uh, energy potential or landscape function shown here in a way that this is zero if and only if all the clauses all the kmc zero or the clauses off satisfied keeping these auxiliary variables a EMS always positive. And therefore, what you do here is a dynamics that is a essentially ingredient descend on this potential energy landscape. If you were to keep all the M's constant that it would get stuck in some local minimum. However, what we do here is we couple it with the dynamics we cooperated the clothes violation functions as shown here. And if he didn't have this am here just just the chaos. For example, you have essentially what case you have positive feedback. You have increasing variable. Uh, but in that case, you still get stuck would still behave will still find. So she is better than the constant version but still would get stuck only when you put here this a m which makes the dynamics in in this variable exponential like uh, only then it keeps searching until he finds a solution on deer is a reason for that. I'm not going toe talk about here, but essentially boils down toe performing a Grady and descend on a globally time barren landscape. And this is what works. Now I'm gonna talk about good or bad and maybe the ugly. Uh, this is, uh, this is What's good is that it's a hyperbolic dynamical system, which means that if you take any domain in the search space that doesn't have a solution in it or any socially than the number of trajectories in it decays exponentially quickly. And the decay rate is a characteristic in variant characteristic off the dynamics itself. Dynamical systems called the escape right the inverse off that is the time scale in which you find solutions by this by this dynamical system, and you can see here some song trajectories that are Kelty because it's it's no linear, but it's transient, chaotic. Give their sources, of course, because eventually knowledge to the solution. Now, in terms of performance here, what you show for a bunch off, um, constraint densities defined by M overran the ratio between closes toe variables for random, said Problems is random. Chris had problems, and they as its function off n And we look at money toward the wartime, the wall clock time and it behaves quite value behaves Azat party nominally until you actually he to reach the set on set transition where the hardest problems are found. But what's more interesting is if you monitor the continuous time t the performance in terms off the A narrow, continuous Time t because that seems to be a polynomial. And the way we show that is, we consider, uh, random case that random three set for a fixed constraint density Onda. We hear what you show here. Is that the right of the trash hold that it's really hard and, uh, the money through the fraction of problems that we have not been able to solve it. We select thousands of problems at that constraint ratio and resolve them without algorithm, and we monitor the fractional problems that have not yet been solved by continuous 90. And this, as you see these decays exponentially different. Educate rates for different system sizes, and in this spot shows that is dedicated behaves polynomial, or actually as a power law. So if you combine these two, you find that the time needed to solve all problems except maybe appear traction off them scales foreign or merely with the problem size. So you have paranormal, continuous time complexity. And this is also true for other types of very hard constraints and sexual problems such as exact cover, because you can always transform them into three set as we discussed before, Ramsey coloring and and on these problems, even algorithms like survey propagation will will fail. But this doesn't mean that P equals NP because what you have first of all, if you were toe implement these equations in a device whose behavior is described by these, uh, the keys. Then, of course, T the continue style variable becomes a physical work off. Time on that will be polynomial is scaling, but you have another other variables. Oxidative variables, which structured in an exponential manner. So if they represent currents or voltages in your realization and it would be an exponential cost Al Qaeda. But this is some kind of trade between time and energy, while I know how toe generate energy or I don't know how to generate time. But I know how to generate energy so it could use for it. But there's other issues as well, especially if you're trying toe do this son and digital machine but also happens. Problems happen appear. Other problems appear on in physical devices as well as we discuss later. So if you implement this in GPU, you can. Then you can get in order off to magnitude. Speed up. And you can also modify this to solve Max sad problems. Uh, quite efficiently. You are competitive with the best heuristic solvers. This is a weather problems. In 2016 Max set competition eso so this this is this is definitely this seems like a good approach, but there's off course interesting limitations, I would say interesting, because it kind of makes you think about what it means and how you can exploit this thes observations in understanding better on a low continues time complexity. If you monitored the discrete number the number of discrete steps. Don't buy the room, Dakota integrator. When you solve this on a digital machine, you're using some kind of integrator. Um and you're using the same approach. But now you measure the number off problems you haven't sold by given number of this kid, uh, steps taken by the integrator. You find out you have exponential, discrete time, complexity and, of course, thistles. A problem. And if you look closely, what happens even though the analog mathematical trajectory, that's the record here. If you monitor what happens in discrete time, uh, the integrator frustrates very little. So this is like, you know, third or for the disposition, but fluctuates like crazy. So it really is like the intervention frees us out. And this is because of the phenomenon of stiffness that are I'll talk a little bit a more about little bit layer eso. >>You know, it might look >>like an integration issue on digital machines that you could improve and could definitely improve. But actually issues bigger than that. It's It's deeper than that, because on a digital machine there is no time energy conversion. So the outside variables are efficiently representing a digital machine. So there's no exponential fluctuating current of wattage in your computer when you do this. Eso If it is not equal NP then the exponential time, complexity or exponential costs complexity has to hit you somewhere. And this is how um, but, you know, one would be tempted to think maybe this wouldn't be an issue in a analog device, and to some extent is true on our devices can be ordered to maintain faster, but they also suffer from their own problems because he not gonna be affect. That classes soldiers as well. So, indeed, if you look at other systems like Mirandizing machine measurement feedback, probably talk on the grass or selected networks. They're all hinge on some kind off our ability to control your variables in arbitrary, high precision and a certain networks you want toe read out across frequencies in case off CM's. You required identical and program because which is hard to keep, and they kind of fluctuate away from one another, shift away from one another. And if you control that, of course that you can control the performance. So actually one can ask if whether or not this is a universal bottleneck and it seems so aside, I will argue next. Um, we can recall a fundamental result by by showing harder in reaction Target from 1978. Who says that it's a purely computer science proof that if you are able toe, compute the addition multiplication division off riel variables with infinite precision, then you could solve any complete problems in polynomial time. It doesn't actually proposals all where he just chose mathematically that this would be the case. Now, of course, in Real warned, you have also precision. So the next question is, how does that affect the competition about problems? This is what you're after. Lots of precision means information also, or entropy production. Eso what you're really looking at the relationship between hardness and cost of computing off a problem. Uh, and according to Sean Hagar, there's this left branch which in principle could be polynomial time. But the question whether or not this is achievable that is not achievable, but something more cheerful. That's on the right hand side. There's always going to be some information loss, so mental degeneration that could keep you away from possibly from point normal time. So this is what we like to understand, and this information laws the source off. This is not just always I will argue, uh, in any physical system, but it's also off algorithm nature, so that is a questionable area or approach. But China gets results. Security theoretical. No, actual solar is proposed. So we can ask, you know, just theoretically get out off. Curiosity would in principle be such soldiers because it is not proposing a soldier with such properties. In principle, if if you want to look mathematically precisely what the solar does would have the right properties on, I argue. Yes, I don't have a mathematical proof, but I have some arguments that that would be the case. And this is the case for actually our city there solver that if you could calculate its trajectory in a loss this way, then it would be, uh, would solve epic complete problems in polynomial continuous time. Now, as a matter of fact, this a bit more difficult question, because time in all these can be re scared however you want. So what? Burns says that you actually have to measure the length of the trajectory, which is a new variant off the dynamical system or property dynamical system, not off its parameters ization. And we did that. So Suba Corral, my student did that first, improving on the stiffness off the problem off the integrations, using implicit solvers and some smart tricks such that you actually are closer to the actual trajectory and using the same approach. You know what fraction off problems you can solve? We did not give the length of the trajectory. You find that it is putting on nearly scaling the problem sites we have putting on your skin complexity. That means that our solar is both Polly length and, as it is, defined it also poorly time analog solver. But if you look at as a discreet algorithm, if you measure the discrete steps on a digital machine, it is an exponential solver. And the reason is because off all these stiffness, every integrator has tow truck it digitizing truncate the equations, and what it has to do is to keep the integration between the so called stability region for for that scheme, and you have to keep this product within a grimace of Jacoby in and the step size read in this region. If you use explicit methods. You want to stay within this region? Uh, but what happens that some off the Eigen values grow fast for Steve problems, and then you're you're forced to reduce that t so the product stays in this bonded domain, which means that now you have to you're forced to take smaller and smaller times, So you're you're freezing out the integration and what I will show you. That's the case. Now you can move to increase its soldiers, which is which is a tree. In this case, you have to make domain is actually on the outside. But what happens in this case is some of the Eigen values of the Jacobean, also, for six systems, start to move to zero. As they're moving to zero, they're going to enter this instability region, so your soul is going to try to keep it out, so it's going to increase the data T. But if you increase that to increase the truncation hours, so you get randomized, uh, in the large search space, so it's it's really not, uh, not going to work out. Now, one can sort off introduce a theory or language to discuss computational and are computational complexity, using the language from dynamical systems theory. But basically I I don't have time to go into this, but you have for heart problems. Security object the chaotic satellite Ouch! In the middle of the search space somewhere, and that dictates how the dynamics happens and variant properties off the dynamics. Of course, off that saddle is what the targets performance and many things, so a new, important measure that we find that it's also helpful in describing thesis. Another complexity is the so called called Makarov, or metric entropy and basically what this does in an intuitive A eyes, uh, to describe the rate at which the uncertainty containing the insignificant digits off a trajectory in the back, the flow towards the significant ones as you lose information because off arrows being, uh grown or are developed in tow. Larger errors in an exponential at an exponential rate because you have positively up north spawning. But this is an in variant property. It's the property of the set of all. This is not how you compute them, and it's really the interesting create off accuracy philosopher dynamical system. A zay said that you have in such a high dimensional that I'm consistent were positive and negatively upon of exponents. Aziz Many The total is the dimension of space and user dimension, the number off unstable manifold dimensions and as Saddam was stable, manifold direction. And there's an interesting and I think, important passion, equality, equality called the passion, equality that connect the information theoretic aspect the rate off information loss with the geometric rate of which trajectory separate minus kappa, which is the escape rate that I already talked about. Now one can actually prove a simple theorems like back off the envelope calculation. The idea here is that you know the rate at which the largest rated, which closely started trajectory separate from one another. So now you can say that, uh, that is fine, as long as my trajectory finds the solution before the projective separate too quickly. In that case, I can have the hope that if I start from some region off the face base, several close early started trajectories, they kind of go into the same solution orphaned and and that's that's That's this upper bound of this limit, and it is really showing that it has to be. It's an exponentially small number. What? It depends on the end dependence off the exponents right here, which combines information loss rate and the social time performance. So these, if this exponents here or that has a large independence or river linear independence, then you then you really have to start, uh, trajectories exponentially closer to one another in orderto end up in the same order. So this is sort off like the direction that you're going in tow, and this formulation is applicable toe all dynamical systems, uh, deterministic dynamical systems. And I think we can We can expand this further because, uh, there is, ah, way off getting the expression for the escaped rate in terms off n the number of variables from cycle expansions that I don't have time to talk about. What? It's kind of like a program that you can try toe pursuit, and this is it. So the conclusions I think of self explanatory I think there is a lot of future in in, uh, in an allo. Continue start computing. Um, they can be efficient by orders of magnitude and digital ones in solving empty heart problems because, first of all, many of the systems you like the phone line and bottleneck. There's parallelism involved, and and you can also have a large spectrum or continues time, time dynamical algorithms than discrete ones. And you know. But we also have to be mindful off. What are the possibility of what are the limits? And 11 open question is very important. Open question is, you know, what are these limits? Is there some kind off no go theory? And that tells you that you can never perform better than this limit or that limit? And I think that's that's the exciting part toe to derive thes thes this levian 10.

>> In this session, we will be reviewing the power and benefits of implementing a secure software supply chain and how we can gain a cloud like experience with the flexibility, speed and security of modern software delivering. Hi, I'm Matt Bentley and I run our technical pre-sales team here at Mirantis. I spent the last six years working with customers on their containerization journey. One thing almost every one of my customers has focused on is how they can leverage the speed and agility benefits of containerizing their applications while continuing to apply the same security controls. One of the most important things to remember is that we are all doing this for one reason and that is for our applications. So now let's take a look at how we can provide flexibility to all layers of the stack from the infrastructure on up to the application layer. When building a secure supply chain for container focused platforms, I generally see two different mindsets in terms of where their responsibilities lie between the developers of the applications and the operations teams who run the middleware platforms. Most organizations are looking to build a secure, yet robust service that fits their organization's goals around how modern applications are built and delivered. First, let's take a look at the developer or application team approach. This approach falls more of the DevOps philosophy, where a developer and application teams are the owners of their applications from the development through their life cycle, all the way to production. I would refer to this more of a self service model of application delivery and promotion when deployed to a container platform. This is fairly common, organizations where full stack responsibilities have been delegated to the application teams. Even in organizations where full stack ownership doesn't exist, I see the self service application deployment model work very well in lab development or non production environments. This allows teams to experiment with newer technologies, which is one of the most effective benefits of utilizing containers. In other organizations, there is a strong separation between responsibilities for developers and IT operations. This is often due to the complex nature of controlled processes related to the compliance and regulatory needs. Developers are responsible for their application development. This can either include dock at the development layer or be more traditional, throw it over the wall approach to application development. There's also quite a common experience around building a center of excellence with this approach where we can take container platforms and be delivered as a service to other consumers inside of the IT organization. This is fairly prescriptive in the manner of which application teams would consume it. Yeah when examining the two approaches, there are pros and cons to each. Process, controls and compliance are often seen as inhibitors to speed. Self-service creation, starting with the infrastructure layer, leads to inconsistency, security and control concerns, which leads to compliance issues. While self-service is great, without visibility into the utilization and optimization of those environments, it continues the cycles of inefficient resource utilization. And a true infrastructure as a code experience, requires DevOps, related coding skills that teams often have in pockets, but maybe aren't ingrained in the company culture. Luckily for us, there is a middle ground for all of this. Docker Enterprise Container Cloud provide the foundation for the cloud like experience on any infrastructure without all of the out of the box security and controls that our professional services team and your operations teams spend their time designing and implementing. This removes much of the additional work and worry around ensuring that your clusters and experiences are consistent, while maintaining the ideal self service model. No matter if it is a full stack ownership or easing the needs of IT operations. We're also bringing the most natural Kubernetes experience today with Lens to allow for multi-cluster visibility that is both developer and operator friendly. Lens provide immediate feedback for the health of your applications, observability for your clusters, fast context switching between environments and allowing you to choose the best in tool for the task at hand, whether it is the graphic user interface or command line interface driven. Combining the cloud like experience with the efficiencies of a secure supply chain that meet your needs brings you the best of both worlds. You get DevOps speed with all the security and controls to meet the regulations your business lives by. We're talking about more frequent deployments, faster time to recover from application issues and better code quality. As you can see from our clusters we have worked with, we're able to tie these processes back to real cost savings, real efficiency and faster adoption. This all adds up to delivering business value to end users in the overall perceived value. Now let's look and see how we're able to actually build a secure supply chain to help deliver these sorts of initiatives. In our example secure supply chain, where utilizing Docker desktop to help with consistency of developer experience, GitHub for our source control, Jenkins for our CACD tooling, the Docker trusted registry for our secure container registry and the Universal Control Plane to provide us with our secure container runtime with Kubernetes and Swarm, providing a consistent experience, no matter where our clusters are deployed. You work with our teams of developers and operators to design a system that provides a fast, consistent and secure experience. For my developers, that works for any application, Brownfield or Greenfield, Monolith or Microservice. Onboarding teams can be simplified with integrations into enterprise authentication services, calls to GitHub repositories, Jenkins access and jobs, Universal Control Plan and Docker trusted registry teams and organizations, Kubernetes namespace with access control, creating Docker trusted registry namespaces with access control, image scanning and promotion policies. So, now let's take a look and see what it looks like from the CICD process, including Jenkins. So let's start with Docker desktop. From the Docker desktop standpoint, we'll actually be utilizing visual studio code and Docker desktop to provide a consistent developer experience. So no matter if we have one developer or a hundred, we're going to be able to walk through a consistent process through Docker container utilization at the development layer. Once we've made our changes to our code, we'll be able to check those into our source code repository. In this case, we'll be using GitHub. Then when Jenkins picks up, it will check out that code from our source code repository, build our Docker containers, test the application that will build the image, and then it will take the image and push it to our Docker trusted registry. From there, we can scan the image and then make sure it doesn't have any vulnerabilities. Then we can sign them. So once we've signed our images, we've deployed our application to dev, we can actually test our application deployed in our real environment. Jenkins will then test the deployed application. And if all tests show that as good, we'll promote our Docker image to production. So now, let's look at the process, beginning from the developer interaction. First of all, let's take a look at our application as it's deployed today. Here, we can see that we have a change that we want to make on our application. So our marketing team says we need to change containerize NGINX to something more Mirantis branded. So let's take a look at visual studio code, which we'll be using for our ID to change our application. So here's our application. We have our code loaded and we're going to be able to use Docker desktop on our local environment with our Docker desktop plugin for visual studio code, to be able to build our application inside of Docker, without needing to run any command line specific tools. Here with our code, we'll be able to interact with Docker maker changes, see it live and be able to quickly see if our changes actually made the impact that we're expecting our application. So let's find our updated tiles for application and let's go ahead and change that to our Mirantis sized NGINX instead of containerized NGINX. So we'll change it in a title and on the front page of the application. So now that we've saved that changed to our application, we can actually take a look at our code here in VS code. And as simple as this, we can right click on the Docker file and build our application. We give it a name for our Docker image and VS code will take care of the automatic building of our application. So now we have a Docker image that has everything we need in our application inside of that image. So, here we can actually just right click on that image tag that we just created and do run. This will interactively run the container for us. And then once our containers running, we can just right click and open it up in a browser. So here we can see the change to our application as it exists live. So, once we can actually verify that our applications working as expected, we can stop our container. And then from here, we can actually make that change live by pushing it to our source code repository. So here, we're going to go ahead and make a commit message to say that we updated to our Mirantis branding. We will commit that change and then we'll push it to our source code repository. Again, in this case, we're using GitHub to be able to use as our source code repository. So here in VS code, we'll have that pushed here to our source code repository. And then, we'll move on to our next environment, which is Jenkins. Jenkins is going to be picking up those changes for our application and it checked it out from our source code repository. So GitHub notifies Jenkins that there's a change. Checks out the code, builds our Docker image using the Docker file. So we're getting a consistent experience between the local development environment on our desktop and then in Jenkins where we're actually building our application, doing our tests, pushing it into our Docker trusted registry, scanning it and signing our image in our Docker trusted registry and then deploying to our development environment. So let's actually take a look at that development environment as it's been deployed. So, here we can see that our title has been updated on our application, so we can verify that it looks good in development. If we jump back here to Jenkins, we'll see that Jenkins go ahead and runs our integration tests for our development environment. Everything worked as expected, so it promoted that image for our production repository in our Docker trusted registry. We're then, we're going to also sign that image. So we're assigning that yes, we've signed off that has made it through our integration tests and it's deployed to production. So here in Jenkins, we can take a look at our deployed production environment where our application is live in production. We've made a change, automated and very secure manner. So now, let's take a look at our Docker trusted registry, where we can see our name space for our application and our simple NGINX repository. From here, we'll be able to see information about our application image that we've pushed into the registry, such as the image signature, when it was pushed by who and then, we'll also be able to see the results of our image. In this case, we can actually see that there are vulnerabilities for our image and we'll actually take a look at that. Docker trusted registry does binary level scanning. So we get detailed information about our individual image layers. From here, these image layers give us details about where the vulnerabilities were located and what those vulnerabilities actually are. So if we click on the vulnerability, we can see specific information about that vulnerability to give us details around the severity and more information about what exactly is vulnerable inside of our container. One of the challenges that you often face around vulnerabilities is how exactly we would remediate that in a secure supply chain. So let's take a look at that. In the example that we were looking at, the vulnerability is actually in the base layer of our image. In order to pull in a new base layer for our image, we need to actually find the source of that and update it. One of the ways that we can help secure that as a part of the supply chain is to actually take a look at where we get our base layers of our images. Docker hub really provides a great source of content to start from, but opening up Docker hub within your organization, opens up all sorts of security concerns around the origins of that content. Not all images are made equal when it comes to the security of those images. The official images from Docker hub are curated by Docker, open source projects and other vendors. One of the most important use cases is around how you get base images into your environment. It is much easier to consume the base operating system layer images than building your own and also trying to maintain them. Instead of just blindly trusting the content from Docker hub, we can take a set of content that we find useful such as those base image layers or content from vendors and pull that into our own Docker trusted registry, using our mirroring feature. Once the images have been mirrored into a staging area of our Docker trusted registry, we can then scan them to ensure that the images meet our security requirements. And then based off of the scan result, promote the image to a public repository where you can actually sign the images and make them available to our internal consumers to meet their needs. This allows us to provide a set of curated content that we know is secure and controlled within our environment. So from here, we can find our updated Docker image in our Docker trusted registry, where we can see that the vulnerabilities have been resolved. From a developer's point of view, that's about as smooth as the process gets. Now, let's take a look at how we can provide that secure content for our developers in our own Docker trusted registry. So in this case, we're taking a look at our Alpine image that we've mirrored into our Docker trusted registry. Here, we're looking at the staging area where the images get temporarily pulled because we have to pull them in order to actually be able to scan them. So here we set up mirroring and we can quickly turn it on by making it active. And then we can see that our image mirroring, we'll pull our content from Docker hub and then make it available in our Docker trusted registry in an automatic fashion. So from here, we can actually take a look at the promotions to be able to see how exactly we promote our images. In this case, we created a promotion policy within Docker trusted registry that makes it so that content gets promoted to a public repository for internal users to consume based off of the vulnerabilities that are found or not found inside of the Docker image. So our actual users, how they would consume this content is by taking a look at the public to them, official images that we've made available. Here again, looking at our Alpine image, we can take a look at the tags that exist and we can see that we have our content that has been made available. So we've pulled in all sorts of content from Docker hub. In this case, we've even pulled in the multi architecture images, which we can scan due to the binary level nature of our scanning solution. Now let's take a look at Lens. Lens provides capabilities to be able to give developers a quick opinionated view that focuses around how they would want to view, manage and inspect applications deployed to a Kubernetes cluster. Lens integrates natively out of the box with Universal Control Plane clam bundles. So you're automatically generated TLS certificates from UCP, just work. Inside our organization, we want to give our developers the ability to see their applications in a very easy to view manner. So in this case, let's actually filter down to the application that we just employed to our development environment. Here, we can see the pod for application. And when we click on that, we get instant detailed feedback about the components and information that this pod is utilizing. We can also see here in Lens that it gives us the ability to quickly switch contexts between different clusters that we have access to. With that, we also have capabilities to be able to quickly deploy other types of components. One of those is helm charts. Helm charts are a great way to package up applications, especially those that may be more complex to make it much simpler to be able to consume and inversion our applications. In this case, let's take a look at the application that we just built and deployed. In this case, our simple NGINX application has been bundled up as a helm chart and is made available through Lens. Here, we can just click on that description of our application to be able to see more information about the helm chart. So we can publish whatever information may be relevant about our application. And through one click, we can install our helm chart. Here, it will show us the actual details of the helm charts. So before we install it, we can actually look at those individual components. So in this case, we can see this created an ingress rule. And then this will tell Kubernetes how did it create this specific components of our application. We'd just have to pick a namespace to deploy it to and in this case, we're actually going to do a quick test here because in this case, we're trying to deploy the application from Docker hub. In our Universal Control Plane, we've turned on Docker content trust policy enforcement. So this is actually going to fail to deploy. Because we're trying to employ our application from Docker hub, the image hasn't been properly signed in our environment. So the Docker content trust policy enforcement prevents us from deploying our Docker image from Docker hub. In this case, we have to go through our approved process through our secure supply chain to be able to ensure that we know where our image came from and that meets our quality standards. So if we comment out the Docker hub repository and comment in our Docker trusted registry repository and click install, it will then install the helm chart with our Docker image being pulled from our DTR, which then it has a proper signature. We can see that our application has been successfully deployed through our home chart releases view. From here, we can see that simple NGINX application and in this case, we'll get details around the actual deployed helm chart. The nice thing is, is that Lens provides us this capability here with helm to be able to see all of the components that make up our application. From this view, it's giving us that single pane of glass into that specific application, so that we know all of the components that is created inside of Kubernetes. There are specific details that can help us access the applications such as that ingress rule that we just talked about, gives us the details of that, but it also gives us the resources such as the service, the deployment and ingress that has been created within Kubernetes to be able to actually have the application exist. So to recap, we've covered how we can offer all the benefits of a cloud like experience and offer flexibility around DevOps and operations control processes through the use of a secure supply chain, allowing our developers to spend more time developing and our operators, more time designing systems that meet our security and compliance concerns.

>> Hello, everyone. I'm Khalil Ahmad, Senior Director, Architecture at S&P Global. I have been working with S&P Global for six years now. Previously, I worked for Citigroup and Prudential. Overall, I have been part of IT industry for 30 years, and most of my professional career has been within financial sector in New York City metro area. I live in New Jersey with my wife and son, Daniel Khalil. I have a Master degree in software engineering from the University of Scranton, and Master in mathematics University of Punjab, Lahore. And currently I am pursuing TRIUM global Executive MBA. A joint program from the NYU Stern, LSE and HEC Paris. So today, I'm going to talk about building multi-cluster scalable container platform, supporting on-prem hybrid and multicloud use cases, how we leverage that with an S&P Global and what was our best story. As far as the agenda is concerned, I will go over, quickly the problem statement. Then I will mention the work of our core requirements, how we get solutioning, how Docker Enterprise helped us. And at the end, I will go over the pilot deployment for a proof of concept which we leverage. So, as far as the problem statement is concerned. Containers, as you all know, in the enterprise are becoming mainstream but expertise remains limited and challenges are mounting as containers enter production. Some companies are building skills internally and someone looking for partners that can help catalyze success, and choosing more integrated solutions that accelerate deployments and simplify the container environment. To overcome the challenges, we at S&P Global started our journey a few years back, taking advantage of both options. So, first of all, we met with all the stakeholder, application team, Product Manager and we define our core requirements. What we want out of this container platform, which supports multicloud and hybrid supporting on-prem as well. So, as you see my core requirements, we decided that we need first of all a roadmap or container strategy, providing guidelines on standards and specification. Secondly, with an S&P Global, we decided to introduce Platform as a Service approach, where we bring the container platform and provide that as a service internally to our all application team and all the Product Managers. Hosting multiple application on-prem as well as in multicloud. Third requirement was that we need Linux and Windows container support. In addition to that, we would also require hosted secure image registry with role based access control and image security scanning. In addition to that, we also started DevOps journey, so we want to have a full support of CI/CD pipeline. Whatever the solution we recommend from the architecture group, it should be easily integrated to the developer workstation. And developer workstation could be Windows, Mac or Linux. Orchestration, performance and control were few other parameter which we'll want to keep in mind. And the most important, dynamic scaling of container clusters. That was something we were also want to achieve, when we introduce this Platform as a Service. So, as far as the standard specification are concerned, we turn to the Open Container Initiative, the OCI. OCI was established in June 2015 by Docker and other leaders in the technology industry. And OCI operates under Linux Foundation, and currently contains two specification, runtime specification and image specification. So, at that time, it was a no brainer, other than to just stick with OCI. So, we are following the industry standard and specifications. Now the next step was, okay, the container platform. But what would be our runtime engine? What would be orchestration? And how we support, in our on-prem as well as in the multicloud infrastructure? So, when it comes to runtime engine, we decided to go with the Docker. Which is by default, runtime engine and Kubernetes. And if I may mention, DataDog in one of their public report, they say Docker is probably the most talked about infrastructure technology for the past few years. So, sticking to Docker runtime engine was another win-win game and we saw in future not bringing any challenge or issues. When it comes to orchestration. We prefer Kubernetes but that time there was a challenge, Kubernetes did not support Windows container. So, we wanted something which worked with a Linux container, and also has the ability or to orchestrate Windows containers. So, even though long term we want to stick to Kubernetes, but we also wanted to have a Docker swarm. When it comes to on-prem and multicloud, technically you could only support as of now, technology may change in future, but as of now, you can only support if you bring your own orchestration too. So, in our case, if we have control over orchestration control and not locked in with one cloud provider, that was the ideal situation. So, with all that, research, R&D and finding, we found Docker Enterprise. Which is securely built, share and run modern applications anywhere. So, when we come across Docker Enterprise, we were pleased to see that it meets our most of the core requirements. Whether it is coming on the developer machine, to integrating their workstation, building the application. Whether it comes to sharing those application, in a secure way and collaborating with our pipeline. And the lastly, when it comes to the running. If we run in hybrid or multicloud or edge, in Kubernetes, Docker Enterprise have the support all the way. So, three area one I just call up all the Docker Enterprise, choice, flexibility and security. I'm sure there's a lot more features in Docker Enterprise as a suite. But, when we looked at these three words very quickly, simplified hybrid orchestration. Define application centric policies and boundaries. Once you define, you're all set. Then you just maintain those policies. Manage diverse application across mixed infrastructure, with secure segmentation. Then it comes to secure software supply chain. Provenance across the entire lifecycle of apps and infrastructure through enforceable policy. Consistently manage all apps and infrastructure. And lastly, when it comes to infrastructure independence. It was easily forever lift and shift, because same time, our cloud journey was in the flight. We were moving from on-prem to the cloud. So, support for lift and shift application was one of our wishlist. And Docker Enterprise did not disappoint us. It also supported both traditional and micro services apps on any infrastructure. So, here we are, Docker Enterprise. Why Docker Enterprise? Some of the items in previous slides I mentioned. But in addition to those industry-leading platform, simplifying the IT operations, for running modern application at scale, anywhere. Docker Enterprise also has developer tools. So, the integration, as I mentioned earlier was smooth. In addition to all these tools, the main two components, the Universal Control Plane and the Docker Trusted Registry, solve lot of our problems. When it comes to the orchestration, we have our own Universal Control Plane. Which under the hood, manages Kubernetes and Docker swarm both clusters. So, guess what? We have a Windows support, through Docker swarm and we have a Linux support through Kubernetes. Now that paradigm has changed, as of today, Kubernetes support Windows container. So, guess what? We are well after the UCP, because we have our own orchestration tool, and we start managing Kubernetes cluster in Linux and introduce now, Windows as well. Then comes to the Docker Trusted Registry. Integrated Security and role based access control, made a very smooth transition from our RT storage to DTR. In addition to that, binary level scanning was another good feature from the security point of view. So that, these all options and our R&D landed the Docker Enterprise is the way to go. And if we go over the Docker Enterprise, we can spin up multiple clusters on-prem and in the cloud. And we have a one centralized location to manage those clusters. >> Khalil: So, with all that, now let's talk about how what was our pilot deployment, for proof of concept. In this diagram, you can see we, on the left side is our on-prem Data Center, on the right side is AWS, US East Coast. We picked up one region three zones. And on-prem, we picked up our Data Center, one of the Data Center in the United States of America, and we started the POC. So, our Universal Control Plane had a five nodes cluster. Docker Trusted Registry, also has a five node cluster. And the both, but in our on-prem Data Center. When it comes to the worker nodes, we have started with 18 node cluster, on the Linux side and the four node cluster on the Windows side. Because the major footprint which we have was on the Linux side, and the Windows use cases were pretty small. Also, this is just a proof of concept. And in AWS, we mimic the same web worker nodes, virtual to what we have on-prem. We have a 13 nodes cluster on Linux. And we started with four node cluster of Windows container. And having the direct connect from our Data Center to AWS, which was previously existing, so we did not have any connectivity or latency issue. Now, if you see in this diagram, you have a centralized, Universal Control Plane and your trusted registry. And we were able to spin up a cluster, on-prem as well as in the cloud. And we made this happen, end to end in record time. So later, when we deploy this in production, we also added another cloud provider. So, what you see the box on the right side, we just duplicate test that box in another cloud platform. So, now other orchestration tool, managing on-prem and multicloud clusters. Now, in your use case, you may find this little, you know, more in favor of on-prem. But that fit in our use case. Later, we did have expanded the cluster of Universal Control Plane and DTR in the cloud as well. And the clusters have gone and hundreds and thousands of worker nodes span over two cloud providers, third being discussed. And this solution has been working so far, very good. We did not see any downtime, not a single instance. And we were able to provide multicloud platform, container Platform as a Service for our S&P Global. Thank you for your time. If any questions, I have put my LinkedIn and Twitter account holder, you're welcome to ask any question

>>from around the globe. It's the Cube with digital coverage of Red Hat. Summit 2020 Brought to you by Red Hat. >>Hi. And welcome back to the Cube's coverage of Red Hat Summit 2020. I'm stew Minuteman. And while this year's event is being held virtually, which means we're talking to all of the guests where they're coming from, one of the things that we always love about the user conference is talking to the practitioners themselves And Red Hat Summit. Of course, we love talking to customers and really happy to welcome to the program. Uh, Alejandro Lopez Asano, who's the director of e health with the Argentine Ministry of Health, Coming to us from Buenos Iris, Argentina. Alessandro, thank you so much for joining us. Thank you for having me. All right, So Ah, you know, look, healthcare obviously is, You know, normally, you know, challenging in the midst of what is happening globally. There are strange and pressures on. What? What is happening? So really appreciate. You think with us? Um, tell us a little bit about you know, the organization, and you know your role in Nike's role in supporting the company's mission. >>I'm part of the minister of girls in Argentina, Argentina Federal country. That's a national military girls, according it's Felker Healthcare System. All around the country with different provinces work, we work with the with the Ministry of Culture, which problems with the governor of problems trying to maintain and coordination the healthcare system. And we create the national policies that tried everybody. Show them to apply on the assistance that we create national incentive. This is much more. It's similar to the US, with the national government. Create incentives the province since the states adopt new new new practices and the best quality >>Excellent. So, yeah, the anytime we talk about healthcare, you know, uh, you know, medical records, of course, critically important. It's usually a key piece of, I d you know, governance, compliance in general. So what are some of the challenges that the ministry basis when it comes to you know, this piece >>of overall health care? My role in the midst of cops is exactly that. Coordinate health information systems around the country and having and access to the single sorts of medical records around the country. It's a great thing that we're trying to achieve We don't want to have a central repository, but they're going to have some kind of have that allows you to access information for all around the country. So the fragmentation of the seat between different provinces and also having public providers and private providers. It's a challenge because the information for one patient is this. Turn a lot of different places. I need to have some kind off have or enterprise services. But you're allows you to gather this information at the point of care and to provide the best quality of care for the patient having the full road regardless of work. It was taking her before. >>Yeah, pretty Universal Challenger talking about their distributed architecture, obviously security of Paramount performance, but still has to have the scale and performance that customers need to bring us in a little bit. This this project, you know, how long has this national health information system? How long has it been to put that together, Bring us through a little bit as to you know, how you choose how to architect these pieces, >>except that we've been working on for the last three years and then be able to create an architecture that was not invasive, that anyone can collaborate and contribute to this information network, but still having the on the rights and other responsibility for Monday in their own data. And we didn't want to have a central that the rates that it's acceptable security issues or privacy issues. We wanted information to remain distributed. But to be able to collect that a 10 point so they're able to create a set off AP Eyes Bay seven Healthcare interoperability standards that allow developers off critical systems all around the country to adopt this new way of changing information to your and privately provided to the practitioners so they can access information. Another side, >>Excellent. And so three years. You know, that's a rather big project. You've got quite a lot of constituents, and obviously, you know, healthcare is, you know, completely essential and critical service. There, underneath the pieces obviously were part of Red Hat Summit covering this so help us understand a little bit, you know, Red Hat and any other partners. You know what technologies they're using to deliver this? >>That's the big challenge was to have this kind of distributed organization with a central how that needs to provide services around the country at any time today. And we really think people need to be confident that they can use this network, that we're treating patients. We don't want them to try to do it and fail from the lost confidence in that you're not going to have the greater adoption from system developers. We need to have a very strong and company in the world, and this can grow really exponentially cause data. I mean, any chess is constructing, like one billion right work on math or something like that. But we know we can grow exponentially, but we need to have some kind of infrastructure that was reliable, but it was easy to deploy the first time. But the house and growth road map that will allow us to incorporate all the extra capacity around Argentina, Mr Safeway Way, need to be confident that we can grow a dog's level. So basically we were working already. We're Kalina and all the basic things. We wanted to go to open shift. It was really important to be able to have the container station system that allows us to found according to the needs and the adoption, right? That was really unpredictable because we need to create incentives for election. But you never know how fast the adoption would be. We need to have some flexibility of attracted by open ship, but also, we need to use a P. I like the scale in order to provide this way to communicate ap eyes to give people secure form to access the FBI's to learn about them and to try. So we're using different parts off the off the stack we have in order to do that. >>Okay, great. Tell us the adoption of this solution. How was the how is the learning curve? But, you know, moving to containerized architectures. You talking about all the AP eyes in there? How much was there a retraining of your group? Were there any new people that came in? You know what was what was Red Hat's role in really the organizational pieces of getting everybody on this on this new skill set? >>Well, the role of record was central because we didn't have the capability to go on research all these open source tools and find the proper combination between the container administrated orchestrator, the continuous integration part it was really difficult for us to start from scratch. I mean, this is something that this violent wanting to have a huge team, a lot of time, special skills and when you, because there are teams were used to work in monolithic applications with a very long development cycles that every time you need to change, we need, like, three months another. See, the change lives in the application for the end user, but we need to make a radical change there. So we saw in Red Hat Opportunity. We have a robot on the container adoption program sandcastle the steps that we need to work true. So what's really good to have our 16 team to retrain and to go through the container adoption program to use the combination of tools that breath already provides, like a stock that's the really compatible with each other. Then you need to know that that is easy to update when there are changes in their security things that they need to take to get the notification. So this and you have the daily support also because we have to create a new brand developers and the Dev Ops team was negative and you have developers and very technical person that didn't know anything about the application. We helped to create the tools that this, these new roles that combined these activities on the day to day work record expert was really key to that because they give us the roadmap. But what we need to do with timeframe with thing, that sort of statement we need to do in order on give us the daily support, the retraining, and they were really excited to work. Yeah, attempting that also was really good news for them because they were using old versions of job on old versions, off deployment systems, that they were everything by heart and the common life. And now, when they learn to do that with sensible and with the continuous integration system, a lot of menial tasks that they were doing everything you know there are automated. But that's a really great impact on the quality of life for them. >>Well, it's interesting that you talk about that, you know. Automation, of course, has been something we've been talking about for decades, but critically important today, you know, 100. I'm curious with kind of the situation happening with the pandemic. You know, people are having to work from home. There needs to be social, distancing the automation. And you know some of this new tooling. You know, what impact has that had on being able to deal with today's work >>environment? That kind of very good impact also, because not only for the automation, because that was that. It's really people have a secure way to work from home to the place ever. You don't need to access directly. Each one of the servers with logging or things like that is much more secure, much safer, much easier to work from home and maintaining the city. But also the dynamic has put a strain on the system because we are maintaining in open shift the whole family objects and violence system for Argentina, and that has much more information going through all the decision making. Politicians are getting information from the violence system and make predictions the style policies and they did. That information is to be available all the time, and previously, when a new strain came like the officially system went down, what was old workings globally So but now, with open shift, we were able to dial up more resources. The system, I maintain the quality, the world, the perimeter Signet work until the decision making person that needs information just in there. >>All right, so So all 100. We've talked about kind of a transformation that you've had. There's the government impact. There's the practice, the other providers of services. If you talk about you know, the ultimate end patient, you know what is the impact on them or you know what? What you have implemented here, >>what they did, that the patients now would be able to move between different parts of this complex system we have before. It was very common that the patient arrived hospital with about full of studies in paper, like somebody from a previous hospital finishes reported lab reports. And they have to bring about Dr and don't have to go to all the way from the foundation or a basic both from a province to the capital to get terrible, especially when they go back. And the Dr in the province don't have any information about what happened on one side that said no. They will care if you but no information. I get it through the patient. But now I think the system will integrate the older caregiver around Argentina in a much more simpler where you will be able to collaborate with doctors, another throwing, sitting, other CPIs on the patient will be able to vote from private to public. We have different kind of procedures, and every information will follow him on. Everyone will be able to take care of him with the best information. >>I'll under that. That's really powerful pieces there. So I guess the last piece is a little bit about kind of where you are with the overall project. What future goals do you have for this initiative? >>You've been really happy with the way we're starting to have adoption. We have more than 37 knows not already working in this network. And so this is really good. We have a good adoption right on. The implementation of open shift is going really well. The developers are really happy. We see the impact. That there are no downtime is really good. We need to continue transforming old legacy applications, monolithic applications to transform that into micro services. This work to do in deconstructing these big applications into more scalable micro services, and we need to take more advantage off. Sorry. Scale, Because really excellent feature for Developer portal. So, like that, everything will be about the adoption of the FBI. That information much simpler when we give all those tools developed. >>That's that. Once again, Andre, thank you so much. This has been, ah, really important work that your team is doing. Congratulations on the progress that you've made and, you know, definitely hope in the future. We will get to see you at one of the Red hat summits in person. So thank you so much for joining us. Thank you very much. All right, Lots more coverage from the cube at Red Hat Summit 2020. I'm stew minimum. And thank you. As always for watching the Cube. >>Yeah, yeah, yeah, yeah.

>> Narrator: Live from San Francisco. It's the theCUBE covering RSA Conference 2020 San Francisco, brought to you by SiliconAngle Media. >> Alright, welcome to theCUBE coverage here at RSA Conference in San Francisco and Moscone Halls, theCUBE. I'm John Furrier, the host of theCUBE, in a cyber security is all about encryption data and also security. We have a very hot startup here, that amazing guest, Dr. Ellison Anne Williams, CEO and Founder of Enveil just recently secured a $10 million Series A Funding really attacking a real problem around encryption and use. Again, data ,security, analytics, making it all secure is great. Allison, and thanks for coming on. Appreciate your time. >> Thanks for having me. >> So congratulations on the funding before we get started into the interview talking about the hard news, you guys that are around the funding. How long have you guys been around? What's the funding going to do? What are you guys doing? >> Yeah, so we're about three and a half years old as a company. We just announced our Series A close last week. So that was led by C5. And their new US Funds The Impact Fund and participating. Other partners included folks like MasterCard, Capital One Ventures, Bloomberg, Beta 1843, etc. >> So some names jumped in C5 led the round. >> For sure. >> How did this get started? What was the idea behind this three years you've been actually doing some work? Are you going to production? Is it R&D? Is it in market? Give us a quick update on the status of product and solution? >> Yeah, so full production. For production of the product. We're in fact in 2.0 of the release. And so we got our start inside of the National Security Agency, where I spent the majority of my career. And we developed some breakthroughs in an area of technology called homomorphic encryption, that allows you to perform computations into the encrypted domain as if they were in the unencrypted world. So the tech had never existed in a practical capacity. So we knew that bringing seeds of that technology out of the intelligence community and using it to seed really and start the company, we would be creating a new commercial market. >> So look at this, right? So you're at the NSA, >> Correct >> Your practitioner, they're doing a lot of work in this area, pioneering a new capability. And did the NSA spin it out did they fund it was the seed capital there or did you guys bootstrap it >> No. So our seed round was done by an entity called Data Tribe. So designed to take teams in technologies that were coming out of the IC that wanted to commercialize to do so. So we took seed funding from them. And then we were actually one of the youngest company ever to be in the RSA Innovation Sandbox here in 2017, to be one of the winners and that's where the conversation really started to change around this technology called homomorphic encryption, the market category space called securing data in use and what that meant. And so from there, we started running the initial version of a product out in the commercial world and we encountered two universal reaction. One that we were expecting and one that we weren't. And the one that we were expecting is that people said, "holy cow, this actually works". Because what we say we do keeping everything encrypted during processing. Sounds pretty impossible. It's not just the math. And then the second reaction that we encountered that we weren't expecting is those initial early adopters turned around and said to us, "can we strategically invest in you?" So our second round of funding was actually a Strategic Round where folks like Bloomberg beta,Thomson Reuters, USA and Incue Towel came into the company. >> That's Pre Series A >> Pre Series A >> So you still moving along, if a sandbox, you get some visibility >> Correct. >> Then were the products working on my god is you know, working. That's great. So I want to get into before I get into some of the overhead involved in traditionally its encryption there always has been that overhead tax. And you guys seem to solve that. But can you describe first data-at-rest versus data-in-motion and data-in-user. data at rest, as means not doing anything but >> Yeah, >> In flight or in you so they the same, is there a difference? Can you just tell us the difference of someone this can be kind of confusing. >> So it's helpful to think of data security in three parts that we call the triad. So securing data at rest on the file system and the database, etc. This would be your more traditional in database encryption, or file based encryption also includes things like access control. The second area, the data security triad is securing data- in- transit when it's moving around through the network. So securing data at rest and in transit. Very well solution. A lot of big name companies do that today, folks like Talus and we partner with them, Talus, Gemalto, etc. Now, the third portion of the data security triad is what happens to that data when you go use or process it in some way when it becomes most valuable. And that's where we focus. So as a company, we secure data-in-use when it's being used or processed. So what does that mean? It means we can do things like take searches or analytics encrypt them, and then go run them without ever decrypting them at any point during processing. So like I said, this represents a new commercial market, where we're seeing it manifest most often right now are in things like enabling secure data sharing, and collaboration, or enabling secure data monetization, because its privacy preserving and privacy enabling as a capability. >> And so that I get this right, the problem that you solved is that during the end use parts of the triad, it had to be decrypted first and then encrypted again, and that was the vulnerability area. Look, can you describe kind of like, the main problem that you guys saw was that-- >> So think more about, if you've got data and you want to give me access to it, I'm a completely different entity. And the way that you're going to give me access to it is allowing me to run a search over your data holdings. We see this quite a bit in between two banks in the areas of anti-money laundering or financial crime. So if I'm going to go run a search in your environment, say I'm going to look for someone that's an EU resident. Well, their personal information is covered under GDPR. Right? So if I go run that search in your environment, just because I'm coming to look for a certain individual doesn't mean you actually know anything about that. And so if you don't, and you have no data on them whatsoever, I've just introduced a new variable into your environment that you now have to account for, From a risk and liability perspective under something like GDPR. Whereas if you use us, we could take that search encrypt it within our walls, send it out to you and you could process it in its encrypted state. And because it's never decrypted during processing, there's no risk to you of any increased liability because that PII or that EU resident identifier is never introduced into your space. >> So the operating side of the business where there's compliance and risk management are going to love this, >> For sure. >> Is that really where the action is? >> Yes, compliance risk privacy. >> Alright, so get a little nerdy action on this one. So encryption has always been an awesome thing depending on who you talk to you, obviously, but he's always been a tax associate with the overhead processing power. He said, there's math involved. How does homeomorphic work? Does it have problems with performance? Is that a problem? Or if not, how do you address that? Where does it? I might say, well, I get it. But what's the tax for me? Or is your tax? >> Encryption is never free. I always tell people that. So there always is a little bit of latency associated with being able to do anything in an encrypted capacity, whether that's at rest at in transit or in use. Now, specifically with homomorphic encryption. It's not a new area of encryption. It's been around 30 or so years, and it had often been considered to be the holy grail of encryption for exactly the reasons we've already talked about. Doing things like taking searches or analytics and encrypting them, running them without ever decrypting anything opens up a world of different types of use cases across verticals and-- >> Give those use case examples. What would be some that would be low hanging fruit. And it would be much more higher level. >> Some of the things that we're seeing today under that umbrella of secure data sharing and collaboration, specifically inside of financial services, for use cases around anti-money laundering and financial crimes so, allowing two banks to be able to securely collaborate with with each other, along the lines of the example that I gave you just a second ago, and then also for large multinational banks to do so across jurisdictions in which they operate that have different privacy and secrecy regulations associated with them. >> Awesome. Well, Ellison, and I want to ask you about your experience at the NSA. And now as an entrepreneur, obviously, you have some, you know, pedigree at the NSA, really, you know, congratulations. It's going to be smart to work there, I guess. Secrets, you know, >> You absolutely do. >> Brains brain surgeon rocket scientist, so you get a lot of good stuff. But now that you're on the commercial space, it's been a conversation around how public and commercial are really trying to work together a lot as innovations are happening on both sides of the fence there. >> Yeah. >> Then the ICC and the Intelligence Community as well as commercial. Yeah, you're an entrepreneur, you got to go make money, you got shareholders down, you got investors? What's the collaboration look like? How does the world does it change for you? Is it the same? What's the vibe in DC these days around the balance between collaboration or is there? >> Well, we've seen a great example of this recently in that anti-money laundering financial crime use case. So the FCA and the Financial Conduct Authority out of the UK, so public entity sponsored a whole event called a tech spread in which they brought the banks together the private entities together with the startup companies, so your early emerging innovative capabilities, along with the public entities, like your privacy regulators, etc, and had us all work together to develop really innovative solutions to real problems within the banks. In the in the context of this text spread. We ended up winning the know your customer customer due diligence side of the text brand and then at the same time that us held an equivalent event in DC, where FinCEN took the lead, bringing in again, the banks, the private companies, etc, to all collaborate around this one problem. So I think that's a great example of when your public and your private and your private small and your private big is in the financial services institutions start to work together, we can really make breakthroughs-- >> So you see a lot happening >> We see a lot happening. >> The encryption solution actually helped that because it makes sense. Now you have the sharing the encryption. >> Yeah. >> Does that help with some of the privacy and interactions? >> It breaks through those barriers? Because if we were two banks, we can't necessarily openly, freely share all the information. But if I can ask you a question and do so in a secure and private capacity, still respecting all the access controls that you've put in place over your own data, then it allows that collaboration to occur, whereas otherwise I really couldn't in an efficient capacity. >> Okay, so here's the curveball question for you. So anybody Startup Series today, but you really got advanced Series A, you got a lot of funding multiple years of operation. If I asked you what's the impact that you're going to have on the world? What would you say to that, >> Over creating a whole new market, completely changing the paradigm about where and how you can use data for business purposes. And in terms of how much funding we have, we have, we've had a few rounds, but we only have 15 million into the company. So to be three and a half years old to see this new market emerging and being created with with only $15 million. It's really pretty impressive. >> Yeah, it's got a lot of growth and keep the ownership with the employees and the founders. >> It's always good, but being bootstrap is harder than it looks, isn't it? >> Yeah. >> Or how about society at large impact. You know, we're living global society these days and get all kinds of challenges. You see anything else in the future for your vision of impact. >> So securing data and your supplies horizontally across verticals. So far we've been focused mainly on financial services. But I think healthcare is a great vertical to move out in. And I think there are a lot of global challenges with healthcare and the more collaborative that we could be from a healthcare standpoint with our data. And I think our capabilities enable that to be possible. And still respecting all the privacy regulations and restrictions. I think that's a whole new world of possibility as well. >> And your secret sauce is what math? What's that? What's the secret sauce, >> Math, Math and grit. >> Alright, so thanks for sharing the insights. Give a quick plug for the company. What are you guys looking to do? Honestly, $10 million in funding priorities for you and the team? What do you guys live in to do? >> So priorities for us? privacy is a global issue now. So we are expanding globally. And you'll be hearing more about that very shortly. We also have new product lines that are going to be coming out enabling people to do more advanced decisioning in a completely secure and private capacity. >> And hiring office locations DC. >> Yes. So our headquarters is in DC, but we're based on over the world, so we're hiring, check out our web page. We're hiring for all kinds of roles from engineering to business functionality >> And virtual is okay virtual hires school >> Virtual hires is great. We're looking for awesome people no matter where they are. >> You know, DC but primary. Okay, so great to have you gone. Congratulations for one, the financing and then three years of bootstrapping and making it happen. Awesome. >> Thank you. >> Thank you for coming ,appreciate it. So keep coming to your RSA conference in Moscone. I'm John Furrier. Thanks for watching more after this short break (pop music playing)