Put Your Telephones Away and Hearken to Workers

ADI IGNATIUS: As a Fortune 500 CEO you’re in a really elite group. As a black feminine CEO in that group you’re actually in rarefied territory, so how do you steadiness the strain, the scrutiny, the expectations being virtually the one particular person like your self in these fields?

ROZ BREWER: I’ll let you know generally it’s a lonely place since you don’t see your self in several environments that you simply’re in, after which I take a look at myself personally and say, what can I do to vary this as a result of it may very well be troublesome at sure instances? I believe that the surroundings is opening up extra to individuals recognizing the variations and appreciating the variations.

Many instances I’m referred to as upon and requested to present my opinion on variety points, and I might be trustworthy with you: I’m as frank as I presumably will be, as a result of I do assume I maintain a novel place. After I get in these settings I benefit from a chance to study and educate these round me, as a result of I can really feel it once they’re unfamiliar with me or my tradition. I don’t cover my tradition. I discuss it very brazenly. I really feel like that’s virtually my second cause for being. Everyone has their objective in the way you get right into a scenario or an surroundings, however I benefit from it and do all the pieces I can to show and expose individuals to my tradition and who I’m.

I realized early in my profession, I’d say perhaps 5 to seven years out of faculty, that I actually needed to deliver my entire self to work so I don’t cowl up my tradition in any respect, and I believe that that’s useful for me as a result of they know rely on me and what the expectations are by way of interacting with me.

ADI IGNATIUS: I’m guessing all through your profession you’ve typically been the one lady, perhaps the one particular person of colour, in a room stuffed with executives. You talked about bringing your self, however are you able to discuss a bit bit extra about the way you handle that scenario and the way you make it work?

ROZ BREWER: Sure. I actually do sit up for the day the place I’m probably not ‘the one’ in these rooms and environments, and I’m doing loads personally to attempt to make that occur. The way in which I cope with that is actually I’m no completely different than different people within the room, and I attempt to share that as properly. My accomplishments come from laborious work, come from publicity. One of many issues I discover myself doing, fortuitously or sadly, is I’ve to run a number of individuals by my resume as a result of I believe they take a look at my titles and say, does she actually do the work, how did she get there? However I’ve some absolute actual lived experiences.

After I was at Starbucks I labored the drive-thru window. After I was at Walmart I had three vans at evening so I might study distribution logistics, warehousing, at these corporations. So, I’ve performed the worst and the most effective of the roles. Generally I’ve to remind individuals of that. And it provides me credibility that I’ve not been a token. I’ve not been granted these jobs. I’ve completely needed to work very laborious to get the place I’m.

And so I discover myself doing that. It doesn’t hassle me. I’m hoping, I’m an optimist, and I hope that’s not what the subsequent particular person has to do, however for now I discover myself having to actually go on a deep dive by way of my expertise and do loads of storytelling about why I consider in what I consider.

I’m on the Enterprise Roundtable, and we’re moving into some actually brave conversations across the new infrastructure invoice. I occur to have loads of expertise within the house of what it takes to maneuver items throughout america, and I’ve been lucky sufficient to perhaps share a bit little bit of that, and perhaps individuals didn’t understand that I had a background in that as properly, as a result of you’ll be able to’t be in retail and never perceive provide chain and logistics.

ADI IGNATIUS: Let’s discuss extra broadly about office variety. As you recognize, within the company world we’re all making an attempt to maneuver the needle on variety, fairness, and inclusion, and that has been crucial because the homicide of George Floyd. I want it didn’t must be due to that, however that’s the place we’re. What’s your view on how corporations can pursue a DEI technique that really has which means?

ROZ BREWER: So, it’s attention-grabbing. When the George Floyd incident occurred I really thought I knew all of it and I had been doing an excellent job in DE&I. And I rapidly realized that even myself, who’s been an enormous proponent of it, myself who’s a double minority, myself a mom of a younger black male, I assumed I understood this. However I understand that I didn’t. I understand that I had not been asking all the fitting questions. I had not been specializing in the components of our surroundings and our social surroundings which can be very a lot damaged.

I believe, myself included, we have now been specializing in the D of DE&I and never fairness and never inclusion. And I say that as a result of what actually occurred with the George Floyd incident is that I don’t assume individuals understood the race points which can be taking place in our nation. These which can be overlooked and people who don’t see a method out of their present scenario. However we do see placing numbers in place and hiring numbers. However have we requested the questions, how can somebody survive off of minimal wage? And the place is our nation on nice training and entry to healthcare?

And likewise, it made me assume again. I took it personally, when all of that was taking place. As you’ll be able to think about, I didn’t know George Floyd and never many people did. However I attempted to place myself within the footwear of him and of his household. And I take into consideration the work that I used to be doing at Walmart. I used to be simply so adamant about clearing the best way and eager about, “How can I shut in on meals deserts.” Proper? If individuals have correct meals and entry to the most effective value, the most effective price in meals. So, I did all the pieces I might do to place Walmart shops in the fitting zip codes. That was my focus. However was I listening to, “Take it one degree decrease, Roz.”, is what I stated to myself. And say, “So for those who put the meals proper close to them, and there’s nonetheless not correct diet and correct healthcare in these locations, what’s inflicting them to not be capable to thrive and rise above the minimal wage job, and go to the subsequent degree, and the subsequent degree?”

As a result of, that’s the historical past that we all know in america: give somebody their begin after which they take it to the subsequent degree. And that’s as a result of we haven’t performed sufficient work to review and take into consideration, what occurs in somebody’s life, once you’re single parenting a couple of youngster, and also you’ve acquired to look after that youngster? And it’s greater than price, it’s about their shallowness. And so we started to have a look at issues like, how do you’re feeling about your self and are we growing that in individuals?

And so I got here again. At the moment when George Floyd’s scenario was taking place, I used to be with Starbucks. And we started to do work on offering psychological well being entry for communities, for all of our workers, and making that accessible. We started to consider what it means to actually train and prepare somebody. Are you giving them coaching supplies? Are you instructing them study? And recognizing that folks study in another way?

For me, that entire scenario stated that we’ve been placing numbers on the board from a variety standpoint, however we’re not creating fairness. After which there’s a chunk round inclusion. And I might let you know from an inclusive standpoint, we have now not created environments the place individuals really feel like they’ll deliver their entire self to their alternatives in entrance of them. We don’t acknowledge from the place they’ve come from, and provides them the identical, truthful likelihood. And provides them an surroundings the place they really feel listened, seen. Listened to and seen. And we don’t do this. We hadn’t been doing that properly.

And so at Starbucks, a bunch of us, the management staff, we made it our enterprise to be sure that, once we are in shops, we’re speaking to individuals and never speaking at individuals. And we’re doing extra listening than speaking. And I had already had the observe of by no means stroll right into a retail unit as chief and have your cellular machine out. I by no means do this. I both depart it in my car or put it in my pocket, as a result of I have to be current, I must pay attention.

However that wasn’t sufficient. I used to be listening and I wasn’t appearing. And I wasn’t drilling down sufficient. And I believe that’s the subsequent degree of management, is that we’re going to must get fairly gritty about listening and appearing and making individuals really feel included within the environments that we create, as leaders.

ADI IGNATIUS: So the primary takeaway is, leaders, depart your telephones in your pockets. Let me comply with up on that. It appears that evidently even when there’s numerous illustration, company cultures can produce a sort of group-think and group-speak. How do you create groups, together with top-level government groups, that aren’t solely numerous on paper, however actually replicate the sort of variety of viewpoints that hint diversified experiences and backgrounds?

ROZ BREWER: One of many issues that I take into consideration after I’m eager about variety is variety of thought. As a result of we will additionally understand that there are people who is probably not of numerous tradition, race, or gender themselves, however the place is their mindset? How do they consider completely different cultures and completely different environments?

One of many issues that I started to do in my profession is to place agile groups collectively. And what I imply by that’s, loads of instances, you’ve got your finance staff working of their silo. You’ll have the tech staff working of their silo. However what I actually assume works is once we create these agile groups and put them in opposition to the largest issues to unravel.

That’s one of many issues I’m doing proper now at Walgreens Boots Alliance: be sure that this group understands, what are the largest issues that we’re going to unravel? It’s not, do we have now sufficient expertise? However is the expertise fulfilling the necessity for efficiencies within the group? Is it creating the fitting instruments for our staff members at shops and for our clients?

So to present you an instance, you’ll be able to have the most effective technique on the earth. But when your staff operates in a silo-driven surroundings, you’re not going to get the outcomes that you simply count on. As an example, proper now we’re making an attempt to create a tech-enabled healthcare firm. I’ve the identical message for your entire group. And the largest drawback to unravel is, how can we grow to be the most effective performing inventory within the Dow?

And so, once you put that staff collectively, you’re forcing finance and expertise and operations and manufacturing all to be in the identical room, in the identical dialogue, in opposition to the largest drawback to unravel. And it’s not finance fixing a finance drawback. What that truly does: it will get the range of thought to occur. After which you’ve got completely different individuals sitting across the desk. And in some instances, one of many outcomes that I’ve seen is that in sure capabilities, we have now heavier alternative for variety than we do in others.

I might like to see extra variety in expertise. It’s coming. However proper now I’ve loads of variety in finance. So I get the chance to place a various monetary staff to a rising numerous tech staff within the room. Range of thought is going on round the issue to unravel, after which the cultures are coming collectively. And hopefully, we’ll transfer all of these alternatives up. However it’s about creating these agile groups and placing them in opposition to the distinctive issues to unravel. And forcing them to narrate to one another and take into consideration resolve it.

Now, it’s possible you’ll say, “Properly, the place does race and gender come into that?” It completely occurs, as a result of for those who don’t have individuals who have the innate capability to be compelled to assume completely different about an issue to unravel, they completely are usually not going to get there on a dialogue with race and gender. So, you must begin the place individuals are. Individuals function of their capabilities. Begin the place they’re and transfer them to the place you need the group to go to. It proved profitable for me at Starbucks. I’m replicating it once more at WBA.

ADI IGNATIUS: That’s a very attention-grabbing method. You talked about tradition. I learn the transcript of your current earnings name, and also you talked in regards to the significance of tradition in driving company outcomes. I’m all for your ideas on how establishments can create and maintain tradition successfully, once we’re now so distributed and the place workers need to be much more distributed than we’ve tolerated up to now. It appears to be one of many greatest challenges proper now, for each establishment.

ROZ BREWER: It’s tremendous difficult. And I’ve performed all the fitting issues. What number of Zoom calls can I’ve? What number of instances can I’ve dinner on a Zoom name, completely satisfied hour, enjoying video games, all of these issues that I hope would hold us bonded collectively as a staff and targeted? I’ll let you know, it’s difficult.

However I believe what is going on now, after I take into consideration this hybrid place, is that we’re taking a place that, sure, we will be hybrid. We don’t need anybody in our group to be 100% distant. And there’s a few causes for that. One, they get too indifferent from the tradition of the corporate. And the second cause is, we’re seeing that there’s loneliness, anxiousness, and despair in those that don’t work together. There may be little or no substitute for human connection, little or no substitute.

And that is one thing I’ll stand behind. I’m no scientist. I’m not a psychologist, however I’ll let you know, I’ve seen time and time once more, isolation completely by no means works. I stand behind that. We’re asking our groups to create alternatives to work together with their organizations twice per week. Are available for lunch or hit the staff assembly in particular person, as soon as per week. The second factor we’re doing is considering: the place are our hubs? May we have now hubs throughout america so that you simply are available and you’re feeling the tradition and also you breathe the tradition and you reside the tradition? As a result of you’ll be able to’t sit on a chunk of paper like a technique can. You possibly can’t pull all of it off after which go create an motion. It’s the best way you make somebody really feel, it’s the best way the surroundings seems.

After which the very last thing I might say about driving tradition is to be very, very constant in aligning your selections together with your tradition, mission, and values. There’s some nice examples of that. As an example, we proper now are actually stressing the purpose across the significance of healthcare on this nation. We’ve taken a really, very laborious stand on why vaccine mandates work. We’ve delivered 50 million pictures in arms throughout america up to now, 50 million, and we’re adamant about vaccinations. We’re a healthcare firm. So my group on the company degree needs to be 100% vaccinated. I can’t have individuals within the shops, selling vaccinations, after which we’re not vaccinated. That doesn’t work. So you must dwell your tradition, your mission and values, and be very, very clear about it.

Now, can I let you know how a lot pushback I’ve gotten about that? As a result of individuals are being advised, and folks don’t prefer to be advised. They assume it’s a partisan challenge. It’s not a partisan challenge. I take them proper again to the definition of a healthcare firm and what we’re going to face for on this group. And so if I didn’t do this, they might say, “Properly, Roz, you’re not sort of forcing us or permitting us to dwell our mission and values.” And I’ve been adamant about it. And there’s a number of examples of that, of constructing certain that your selections are aligned with what your tradition states.

Generally it’s laborious as a result of you’ll be able to say, “Wow, financially, that is going to kill me.” As a result of we’ve acquired a due date coming of when these vaccinations must be performed. I might have a fallout. There could also be some individuals say, “Okay, I’m performed, I’m leaving the corporate.” And you recognize what? I’ve to be ready for that as a result of I’ve to face behind–we have now to face behind it, as leaders of this group–what we actually imply about offering localized healthcare when it issues and the place it issues. And vaccines completely are curbing the unfold of this pandemic that we’re in.

ADI IGNATIUS: I like that readability. I believe if I’ve it proper, you’ve got one thing like 400,000 workers worldwide?

ROZ BREWER: Sure.

ADI IGNATIUS: Earlier than we get to the form of the vaccination requirement and what that’s going to do the workforce, how are you dealing now with how managing expertise acquired tougher? We’re in within the Nice Resignation. There’s a query from Alexis in Dayton, Ohio, asking, “How are you coping with the scarcity of workers throughout the Walgreens Boots Alliance?” So expertise is all stirred up. How are you eager about expertise today?

ROZ BREWER: That could be a actually huge conundrum for us proper now. We’re seeing it extra at our retailer degree, and it’s possible you’ll be seeing that in our shops. What we have now been doing is to be sure that we do all the pieces we presumably can to retain the present expertise that we have now. A few examples of that, our pharmacists have labored to ship these 50 million vaccines, these pictures in arms, they’ve been working like mad. And so we needed to acknowledge them. So we have now adjusted the bonus construction and grow to be near a best-in-class bonus construction within the pharmacy space. We’ve checked out minimal wage. So to be sure that we’re completely providing best-in-class pay that we will.

However then the opposite half is ensuring that folks love the place they work. I believe the subsequent degree that we have to do is to be sure that they’ve the fitting jobs. A number of the jobs now have grow to be very, very, very difficult. Solely think about working in a Walgreens retailer the place you have been the cashier and all you needed to do was verify individuals out daily. And that’s the job you signed up for. However now you’ve got lengthy strains within the retailer from vaccines, and you’ve got individuals asking questions, they’ll ask the cashier about, “You assume I ought to get a 3rd dose?” And the cashier’s like, “How do I direct this query?” So we additionally acknowledge that they’ve difficult jobs now. So we stated to them, we see that your job is difficult as a result of we’re out right here within the shops watching, wanting and making an attempt to assist. So we’re seeing them, we’re listening to them, after which we’re making an attempt to simplify their jobs.

We’re placing in new practices, new insurance policies. In order that these people love coming to work daily. And generally, consider it or not, it’s not about pay. It’s about, do I like the surroundings? So we’re doing fairly a bit of labor to say, you’re going to have the job that you simply love. We’re going to provide the expertise as an worker that makes you need to have interaction with this as an organization. And we understand some are going to step away, proper. However then we hope that we will recruit. And we’re doing loads of work proper now by way of recruiting.

And I do assume that there’s going to be a day that individuals are going to return to the office as a result of that is inflicting most U.S. corporations, and even multinationals, to rethink who they’re as an organization. This can be a nice time for lots of those corporations to have a look at themselves and say, “Why don’t I’ve an organization the place individuals say, ‘Okay, it’s a tricky time, however I need to come to work daily’?” That is forcing a greater office in lots of of those corporations. I simply had an opportunity to speak to loads of fellow CEOs and we’re all specializing in how can we create the most effective place to work? So individuals say, “Sure, pay me for the work that I do, however make me love my job. Assist me love my job.”

ADI IGNATIUS: As you stated, we’re in a transitional second. Extra broadly, strategically, the social well being disruptions have brought about a form of strategic rethink. And also you’ve talked about healthcare and the significance for Walgreens Boots Alliance. However I believe you’re actually present process a strategic rethink and healthcare is the forefront of that. May you discuss what you’re doing and what that claims about healthcare administration, significantly within the US?

ROZ BREWER: What’s actually taking place at WBA is we’re wanting on the consumerization of healthcare. And it’s not not like the work that I’ve performed when retail went digital and e-commerce got here in. This is a chance for us to actually take into consideration localized healthcare. Healthcare is completely native. And if we need to deliver entry and cost-effective healthcare to native zip codes, Walgreens is inclined and primed to do this. We’ve 9,000 shops throughout the US, and this firm has not averted any zip code on this nation. So we’re dispersed in the best option to localize healthcare.

We realized loads throughout this vaccine administration when, to begin with, the training of why vaccines matter. We have been within the forefront of that to ensure we have been educating. However whereas we have been doing that, it helped us understand that folks don’t perceive their very own private well being. They usually had been utilizing our pharmacist all alongside once they’re recognized from the doctor’s workplace, they seize that prescription, generally they’re in a daze, however by the point they get to the pharmacy and the pharmacy says, “You’ve gotten three scripts, and that is how this must be performed.” The session occurs with the pharmacist extra so than with the doctor and we’ve been in that place. It was actually simply forefront for us, as we have been administering the vaccines.

So this work that we’re doing now’s to assist us actually be part of the answer of decreasing the price of healthcare, which suggests how can we take a look at absolute prices? And that’s about transparency, as a result of lots of people don’t perceive what it prices to get handled, so that they keep away from healthcare, getting look after themselves.

After which the second piece is to actually get improved outcomes in healthcare. And what’s so essential is to maintain individuals out of the healthcare system. When you’ve been recognized and also you’ve acquired a care plan out of your doctor, all of the monitoring, all of the day-to-day repairs, all of the consultations that you simply want with a pharmacist or one other practitioner, that hold individuals from returning to the emergency room, as a result of that’s when the chronically in poor health–the largest burden on the price of healthcare is the chronically in poor health– and their return forwards and backwards by the system as a result of lack of compliance to their meds or regardless of the scenario could also be. So we’re creating 1,000 physician-led clinics in our shops by VillageMD, the acquisition that we made. After which we’re including 3,000 care facilities referred to as Well being Corners, the place there’s a practitioner, both a pharmacist or a registered nurse. Registered nurses in some states now can write scripts.

And so this can be a method so that you can say, “Okay, I can’t get again to my physician feeling poorly at this time, however right here’s what I’m coping with. I’m diabetic, hypertensive. What’s taking place right here?” The great thing about WBA is that we’re inside 5 miles of 75% of the houses throughout the US. And so for those who assume which you could go inside 5 miles of your own home and get some middleman care, we consider that we will start to deliver the price of healthcare down.

ADI IGNATIUS: So right here’s a query from Fatima from Iran. Her query is, “What could be your recommendation for girls who’re struggling to work their method up in a male dominated surroundings?”

ROZ BREWER: One factor about proper now, making an attempt to know the office, is that we’re studying one essential factor is the price of daycare on younger households. That is probably not the case right here, however in lots of instances that’s holding ladies out of the office. And I believe there are some options coming ahead round reasonably priced daycare. That’s one factor. Let’s say you’re within the company surroundings, which I assume you’re. I believe that to begin with, ensure you’re clear about who you’re and what you stand for and what excites you, what are your passions? And actually, actually spend a while eager about that, doing a private stock, as a result of for girls, what I see is that, as a result of generally they’re held again, they take the subsequent promotion, however it’s not what they actually need to do. After which they get to the purpose the place they are saying, you recognize what? I actually don’t need to be in a employees place, I need to be in a P&L place. However you’ve most likely taken promotions in a single space and you may’t get out of it. You get pigeonholed.

I encourage ladies to actually do a private self-evaluation on what you’re keen about and keep on with it. Be keen to say no to a promotion. I took three sideway positions, the place I got here house and advised my husband that I acquired a brand new job, and both I took a pay lower or my wage stayed flat and he wasn’t completely satisfied about that. However the studying expertise was great and people have been the three most impactful positions I might have ever taken. I left Kimberly-Clark as group president, and I took a job as vp at Walmart, however I needed to study retail. And I can’t are available as a senior VP of retail, I might’ve been fired the subsequent week as a result of I didn’t know what I used to be doing. However I used to be keen to take a step right down to go a lot additional, after which that’s when my profession started to actually explode. I used to be in a studying mode, however I took a step again to get forward.

ADI IGNATIUS: Right here’s a query from Octavia in Los Angeles. This can be a very private query. As a primary technology scholar in your loved ones, how did your time at Spelman influence your profession trajectory?

ROZ BREWER: So all people who is aware of me is aware of that’s my deepest love exterior of my household, is Spelman School as a result of that have, that 4 years, had an influence on me. Being in an surroundings the place individuals have been learning and studying, that appeared like me and had comparable experiences, was very reassuring and re-enforcing to me that I might make this occur, as a result of I had 400 different ladies identical to me, subsequent to me, doing the identical factor. So it was very, very fulfilling.

However I might additionally let you know that there’s one thing a couple of liberal arts faculty, too. I’m a giant supporter of liberal arts establishments, I believe that they train you important pondering. I used to be ready to do this at Spelman School, in order that’s what occurs being at an HBCU. The professors and employees and college at an establishment like Spelman, it’s a deliberate alternative to show there. They’re completely succesful to be on the PWI or the Ivy League colleges, however they select to coach a distinct sort of scholar, so the funding was wonderful.

My senior 12 months, six weeks earlier than commencement, going into finals and learning for the GMAT, my dad handed away. And the chemistry division rallied round me and stated, “Go deal with household, go house.” I left for 10 days, got here again, that they had laid out my plan for me. I needed to take my exams, they made me be accountable, which was actually attention-grabbing. As a result of consider you me, I used to be saying, “Properly, can I not take these and graduate anyway, I’ve given you 4 years.” They have been like, “No, you’ve acquired to take your exams, however we’re going to put out a plan that can assist you do this.” And that was an excellent instance of accountability. They have been making me get up for myself, however then they have been giving me the chance they usually laid out a plan. I felt so cared for. I left Spelman on the tip of my toes, pondering that I might resolve all of the world’s issues. It wasn’t true, however a minimum of they made me really feel that method.

ADI IGNATIUS: That’s nice. You’ve been nice in actually sharing very private tales and I need to ask yet another private query, and that’s whether or not you possibly can share a turning level second in your skilled profession that actually made you the chief you’re at this time.

ROZ BREWER: Sure. In all probability after I had my first youngster and I used to be a younger mother making an attempt to remain within the company setting, and it was a time the place I used to be being examined. I used to be working for a gentleman who had already stated to me he didn’t assume that I used to be good sufficient to do the job that I used to be in, and now you’re changing into a mother. And in order that was his factor: let’s take into consideration you doing one thing else. And that was a turning level for me, as a result of I got down to actually show him unsuitable that sure, I’m going to be a mother, I’d held off lengthy sufficient being a mother due to the company factor, and I used to be going to be a mother and I used to be going to show him unsuitable. And I completely did, finally.

He retired early and I really assumed his function. And it took me most likely 18, 24 months to do this, however I believe my management confirmed up, my willpower, my steadfastness, but in addition the appreciation that I used to be a mother, I didn’t cover that I used to be a mother. I did all of the issues, I went to daycare and all of these issues, however I did what I needed to do. And it was a turning level for me, as a result of I might have simply at that very level stayed house, be a stay-at-home mother and consider what he stated to me. And that was a turning level to consider in your self. Don’t consider the hype of another person that’s wanting down on you. And it charged me, and it nonetheless expenses me at this time, and it makes me take into consideration the younger ladies in my group, and once they inform me they’re anticipating and I’m like, “Okay, let’s get after it.” That’s enjoyable. That’s what you need. You need individuals to return give you the results you want which have a fulfilled life.

And we’re constructed round a household construction, so I need individuals to have a fantastic household life. I don’t need anybody ever to be advised what they’ll’t do due to what seems like is likely to be an impediment or a bit break in time to cease them from being efficient. I’ve seen individuals grow to be really extra deliberate in regards to the work they do as a result of they must parse out time. So I acquired higher on my schedule as a result of I knew I needed to get to daycare to select up a toddler, so I needed to do 10 issues earlier than that, so it was disciplined for me. However that modified my life when he stated that to me. And I wasn’t deliberately pursuing his job, I didn’t say to myself, “I’m going to place him out of a job.” It simply occurred. And, I don’t know the place he’s at this time, however I might take pleasure in shaking his hand. I don’t know the place he’s although.

ADI IGNATIUS: So Roz, I need to thanks for being with us at this time. That was a fantastic dialog. I might like to discover a method to do that once more or get you again in HBR. So, thanks.

ROZ BREWER: That’d be nice. Thanks everybody. I loved it.