WEBVTT NOTE This file was generated by Descript 00:00:04.314 --> 00:00:07.104 A key component of the modern world economy, the chemical 00:00:07.104 --> 00:00:10.654 industry delivers products and innovations to enhance everyday life. 00:00:11.174 --> 00:00:15.164 It is also an industry in transformation, where chemical executives and 00:00:15.164 --> 00:00:18.784 workers are delivering growth and industry changing advancements while 00:00:18.784 --> 00:00:22.534 responding to pressures from investors, regulators, and public opinion. 00:00:23.084 --> 00:00:26.014 Discover how leading companies are approaching these challenges 00:00:26.024 --> 00:00:27.644 here on The Chemical Show. 00:00:28.094 --> 00:00:31.444 Join Victoria Meyer, president of Progressio Global and 00:00:31.454 --> 00:00:32.874 host of The Chemical Show. 00:00:33.129 --> 00:00:37.339 As she speaks with executives across the industry and learns how they are leading 00:00:37.339 --> 00:00:42.929 their companies to grow, transform, and push industry boundaries on all frontiers. 00:00:43.259 --> 00:00:45.519 Here's your host, Victoria Meyer. 00:00:48.529 --> 00:00:49.969 Victoria: Hi, this is Victoria Meyer. 00:00:50.059 --> 00:00:51.679 Welcome back to The Chemical Show. 00:00:51.999 --> 00:00:54.049 Where chemicals Means Business. 00:00:54.099 --> 00:00:57.639 We are at the start of Women's History Month and International Women's 00:00:57.639 --> 00:00:59.439 Day is right around the corner. 00:01:00.009 --> 00:01:04.899 Creating opportunities for women in STEM and chemicals is critical 00:01:04.899 --> 00:01:06.339 to the future of our industry. 00:01:06.619 --> 00:01:06.949 Today. 00:01:06.949 --> 00:01:11.779 I have a special episode about building a culture of success for 00:01:11.779 --> 00:01:16.849 women in chemicals and frankly, not just women, but all people, men, 00:01:16.879 --> 00:01:19.189 women, and our future generations. 00:01:19.489 --> 00:01:22.309 So on The Chemical Show is I interview people. 00:01:22.339 --> 00:01:25.879 I often ask them about how they get started in their career. 00:01:26.239 --> 00:01:28.909 And how to create culture and success. 00:01:29.329 --> 00:01:33.229 As well as how do we attract more people into the chemical industry? 00:01:33.229 --> 00:01:39.199 So today, I am interspersing my insights from my 150 plus episodes 00:01:39.199 --> 00:01:40.879 with leaders in the industry. 00:01:41.239 --> 00:01:44.059 Along with various guests of The Chemical Show. 00:01:44.749 --> 00:01:48.559 So if you are listening and you're not currently subscriber, I'm going to tell 00:01:48.589 --> 00:01:52.069 you to pause right now and make sure you're subscribing to the chemical show. 00:01:52.579 --> 00:01:56.359 On whatever podcast player you're on, or if you're listening 00:01:56.389 --> 00:01:57.979 on and watching on YouTube. 00:01:58.489 --> 00:02:02.209 So when, as my kids would say, just smash that subscribe button. 00:02:02.629 --> 00:02:03.049 I don't know. 00:02:03.079 --> 00:02:06.079 I say that I'm throwing that in for my girls anyway. 00:02:06.299 --> 00:02:10.979 , Creating a culture of success in chemicals includes these elements. 00:02:11.579 --> 00:02:16.799 Number one, engaging students early, engaging them early to understand 00:02:16.859 --> 00:02:18.389 about chemistry and chemicals. 00:02:18.389 --> 00:02:19.169 So that's number one. 00:02:19.409 --> 00:02:22.919 The second one is to be inclusive and we're going to learn more about that. 00:02:23.429 --> 00:02:30.179 The third is engaging universities as well as creating support and mentoring 00:02:30.179 --> 00:02:32.489 for employees in the workplace. 00:02:33.299 --> 00:02:36.239 The fourth is really interesting one. 00:02:36.329 --> 00:02:37.679 Well, they're all really interesting, right. 00:02:37.679 --> 00:02:43.949 But the fourth one is about recognizing and utilizing your transferable skills. 00:02:43.979 --> 00:02:50.129 So often we see people in the industry that maybe are surprising in terms of the 00:02:50.129 --> 00:02:51.599 fact that they're working in chemicals. 00:02:51.899 --> 00:02:54.959 Given where they've worked previously or the types of roles that they're in. 00:02:55.019 --> 00:02:59.519 So stay tuned and you're on a listen to that one about, um, recognizing 00:02:59.519 --> 00:03:02.789 and utilizing your transferable skills and the transferable 00:03:02.789 --> 00:03:04.049 skills of the people around you. 00:03:04.289 --> 00:03:06.899 So that's number four, number five. 00:03:07.529 --> 00:03:08.099 Empathy. 00:03:08.429 --> 00:03:14.039 And the role that empathy plays in successfully innovating in our 00:03:14.039 --> 00:03:17.879 business with our customers, with our employees and with our teams. 00:03:18.659 --> 00:03:23.699 Number six, the importance of collaboration and, uh, being part of 00:03:23.699 --> 00:03:28.019 a whole, um, and helping our employees bring their whole selves to work. 00:03:28.019 --> 00:03:29.219 And we're going to learn more about that. 00:03:29.549 --> 00:03:31.229 And then number seven is. 00:03:31.529 --> 00:03:35.729 The criticality of customer alignment across the organization. 00:03:35.759 --> 00:03:37.229 So stay tuned. 00:03:37.229 --> 00:03:40.049 We're getting into each one of those as we go along today. 00:03:40.109 --> 00:03:45.719 So first up, . I am kicking off with Karen Tkaczyk who spoke to us 00:03:45.749 --> 00:03:51.029 in episode 111, Mitigating Risk in Chemicals through Language Translation. 00:03:51.299 --> 00:03:56.909 So Karen is a PhD chemist who worked in industry and now supports the chemical 00:03:56.909 --> 00:03:59.399 industry through language translation. 00:04:00.029 --> 00:04:04.709 So you ever wondered how the safety data sheets that you're reading in 00:04:04.709 --> 00:04:08.459 different countries got appropriately transcribed into a local language? 00:04:08.489 --> 00:04:10.379 Well, thank a translator. 00:04:11.039 --> 00:04:14.279 Um, and according to Karen and many people that I've spoken 00:04:14.279 --> 00:04:18.539 with, have you ever wondered how Karen and others got interested in 00:04:18.539 --> 00:04:20.549 chemistry and the chemical industry? 00:04:20.669 --> 00:04:22.289 Well, Thank a teacher. 00:04:22.679 --> 00:04:26.969 Let's listen to Karen talk about the importance of engaging early. 00:04:28.589 --> 00:04:32.619 What got you interested in chemistry and ultimately what got 00:04:32.619 --> 00:04:37.369 you to what I would consider a non traditional field for a PhD? 00:04:38.159 --> 00:04:38.499 Karen: Right. 00:04:38.519 --> 00:04:39.169 Absolutely. 00:04:39.719 --> 00:04:43.079 Middle school, the teacher doing demonstration of 00:04:43.079 --> 00:04:44.769 how metals react in water. 00:04:44.869 --> 00:04:48.849 We were learning about the periodic table, you know, flame color, whether 00:04:48.849 --> 00:04:53.649 they fizz, whether they, that was my, that's my first love chemistry. 00:04:54.359 --> 00:04:57.519 No, I still remember potassium burns with a lilac flame and 00:04:58.019 --> 00:04:59.739 magnesium, that bright white. 00:04:59.929 --> 00:05:02.869 And that was, that was when I fell in love with chemistry. 00:05:03.089 --> 00:05:05.019 I also always loved languages. 00:05:05.029 --> 00:05:08.139 So I was trying throughout high school to study both. 00:05:08.874 --> 00:05:13.324 As much science as I could, uh, leaning chemistry and as much language 00:05:13.464 --> 00:05:17.964 as I could, and I ended up in, my undergraduate degree in the UK would 00:05:17.974 --> 00:05:21.434 be an equivalent of what you would say chemistry major with a French minor. 00:05:21.774 --> 00:05:24.892 I did spend a year abroad working, in Rohm Poulenc, its now part of 00:05:24.892 --> 00:05:27.474 a pharma company Sanofi Aventis.. 00:05:27.524 --> 00:05:29.964 So I loved chemistry all through that time. 00:05:30.334 --> 00:05:33.814 I was the kind who went to organic chemistry in college and fell more 00:05:33.814 --> 00:05:36.794 in love with organic chemistry and kept going in that direction. 00:05:36.974 --> 00:05:37.394 Right. 00:05:37.484 --> 00:05:44.164 We all know the clear split when you study organic chemistry. 00:05:44.164 --> 00:05:44.424 Right. 00:05:44.704 --> 00:05:49.154 Um, so I loved it and I went headlong into that, um, and 00:05:49.164 --> 00:05:51.434 went on to do a PhD in organic. 00:05:52.159 --> 00:05:57.289 Methodology in Cambridge with, um, the late, great Dr. 00:05:57.289 --> 00:05:58.119 Stuart Warren. 00:05:58.259 --> 00:06:02.069 So early on in that PhD though, I realized that I didn't want to be in academia. 00:06:02.069 --> 00:06:05.259 I definitely didn't want to be in that, that end of the spectrum. 00:06:05.279 --> 00:06:06.889 I wanted to apply the science. 00:06:07.439 --> 00:06:11.459 So I, when I got out and I worked as a development chemist for 00:06:11.459 --> 00:06:12.739 what was then GlaxoSmithKline. 00:06:13.244 --> 00:06:19.484 ! Um, uh, still loved chemistry, uh, but we moved to the States. 00:06:19.494 --> 00:06:21.704 So my husband, we wanted an adventure. 00:06:21.724 --> 00:06:25.764 So when I moved to the States, I got a job in a cosmetics and medical device company. 00:06:25.794 --> 00:06:28.724 Think lotions and potions, wound gels, moisturizers. 00:06:28.984 --> 00:06:33.364 So that was broadening my experience, broadening my industrial experience. 00:06:33.954 --> 00:06:38.054 So that was really my chemistry, early career, then with kids. 00:06:38.834 --> 00:06:40.964 So that's where the switch started. 00:06:41.014 --> 00:06:45.034 Um, I did go back to work, but then I decided I didn't want to work. 00:06:45.034 --> 00:06:46.724 I took a break, had two more kids. 00:06:47.274 --> 00:06:48.754 Um, and that was where. 00:06:49.404 --> 00:06:53.684 As a person, as a, you know, housewife, I suppose you, I, I 00:06:54.134 --> 00:06:56.144 discovered freelance translation. 00:06:56.154 --> 00:06:59.654 So I became a linguist at that point, translating chemistry. 00:07:00.664 --> 00:07:02.604 So that was where the switch happened. 00:07:02.924 --> 00:07:03.574 Yeah. 00:07:03.634 --> 00:07:06.344 You can't translate something you don't understand, right? 00:07:06.849 --> 00:07:09.999 But you can't translate a chemistry patent or even a safety data sheet if 00:07:09.999 --> 00:07:11.459 you don't understand the chemistry. 00:07:11.509 --> 00:07:11.799 Right. 00:07:12.048 --> 00:07:15.078 Victoria: Next, we're going to talk about the importance of inclusion. 00:07:15.168 --> 00:07:19.368 Inclusion is different and yet is also the leading indicator for diversity. 00:07:19.368 --> 00:07:20.148 So Dr. 00:07:20.148 --> 00:07:24.588 Lauran Star was on episode 88, Building an Inclusive Culture. 00:07:25.008 --> 00:07:31.878 And Lauran has a PhD in inclusion and diversity, which is with an emphasis 00:07:31.878 --> 00:07:36.558 on the I inclusion inclusion, helping people feel part of the whole. 00:07:36.948 --> 00:07:43.428 And we talked again about the importance of early engagement in, um, education. 00:07:43.788 --> 00:07:47.688 And in university in particular and in high school to get students 00:07:47.688 --> 00:07:52.248 into university and how that is one way that companies can help, um, 00:07:52.338 --> 00:07:57.528 create that diversity and inclusion and help support women in industry. 00:07:57.718 --> 00:08:02.628 If we'd look at the chemical industry, it's an old industry. 00:08:02.648 --> 00:08:03.838 It's industrial. 00:08:03.868 --> 00:08:10.718 It is STEM focused because of its history it can be hard to recruit 00:08:10.748 --> 00:08:16.208 people and in particular women and minorities into the industry. 00:08:17.368 --> 00:08:21.198 Which makes it hard to be diverse, which is our measurement, 00:08:21.238 --> 00:08:23.908 which also affects inclusion. 00:08:25.718 --> 00:08:29.148 How do we, what are the opportunities to, to change it? 00:08:29.158 --> 00:08:31.998 One, does it, does this make it harder, you know, given 00:08:31.998 --> 00:08:33.418 that we're very STEM focused? 00:08:33.878 --> 00:08:40.593 Um, and how do we create inclusion more effectively in the industry and bringing 00:08:40.593 --> 00:08:42.268 more diversity into the industry? 00:08:42.268 --> 00:08:46.368 What do you observe with, you know, what you see and what your clients see? 00:08:47.073 --> 00:08:51.493 Lauran: Yeah, in the chemical industry, which, is really fascinating and, and 00:08:51.493 --> 00:08:56.453 I will say the majority of chemical companies I've worked with, they get it. 00:08:56.783 --> 00:08:57.013 Right. 00:08:57.013 --> 00:09:01.013 I like to think of my chemical community as my critical thinkers like they get it. 00:09:01.013 --> 00:09:03.503 I don't have to explain things 20 times. 00:09:03.503 --> 00:09:05.403 They get it the first time and we can move on. 00:09:05.503 --> 00:09:06.433 Love you guys. 00:09:06.863 --> 00:09:11.793 Um, so when we talk about, you know, increasing that diversity, inclusion 00:09:11.793 --> 00:09:13.383 is the way to increase that diversity. 00:09:13.943 --> 00:09:21.903 Yeah, build that inclusive organizational culture where Everyone everyone when I 00:09:21.943 --> 00:09:27.223 get a call that we want you to come in and increase diversity at a chemical company. 00:09:27.463 --> 00:09:29.273 1st question is how do you know? 00:09:29.273 --> 00:09:31.033 You don't have diversity. 00:09:32.038 --> 00:09:33.888 In your company, right? 00:09:34.168 --> 00:09:35.138 You mean by that? 00:09:35.338 --> 00:09:42.988 Well, if only 23 percent of graduates are female and chemical engineering, how 00:09:42.988 --> 00:09:44.708 many women do you have working for you? 00:09:45.058 --> 00:09:46.998 Because you can't have 23%. 00:09:47.028 --> 00:09:47.988 That means, right? 00:09:47.988 --> 00:09:49.438 Like, let's look at the numbers. 00:09:50.708 --> 00:09:51.248 I agree. 00:09:51.728 --> 00:09:52.018 Right. 00:09:52.168 --> 00:09:55.848 You can't change the demographics back to your earlier point. 00:09:56.238 --> 00:10:00.408 The demographics in match the demographic out that need to match the demographics 00:10:00.548 --> 00:10:03.338 along across the organization. 00:10:05.168 --> 00:10:09.958 And that number is lower for people of color graduating. 00:10:10.558 --> 00:10:13.658 So I think we need to step back and go, well, wait a minute. 00:10:14.598 --> 00:10:18.608 How many disabilities, how many veterans, how many, right? 00:10:18.608 --> 00:10:22.158 Let's look at the whole spectrum of just of diversity. 00:10:22.713 --> 00:10:27.813 And I also want you to recognize that, as humans, we are 99. 00:10:27.813 --> 00:10:30.713 9 percent similar in the DNA code. 00:10:31.203 --> 00:10:33.223 That leaves one, like, 0. 00:10:33.223 --> 00:10:35.693 01%. 00:10:36.373 --> 00:10:38.133 That's our specialization, right? 00:10:38.133 --> 00:10:38.863 That's our uniqueness. 00:10:40.853 --> 00:10:44.033 And I am diverse from you, Victoria. 00:10:44.083 --> 00:10:44.953 We have different eye color. 00:10:45.693 --> 00:10:47.173 We live in different areas. 00:10:47.773 --> 00:10:49.393 We had different childhoods. 00:10:50.793 --> 00:10:53.183 So we already have some of that diversity. 00:10:53.923 --> 00:10:57.173 When you build that inclusive organizational culture, when 00:10:57.583 --> 00:11:03.853 everyone is feeling heard, then you bring up, how do we recruit? 00:11:03.863 --> 00:11:07.773 How do we drive attracting more diversity? 00:11:07.783 --> 00:11:09.713 And here's why we want it, right? 00:11:09.713 --> 00:11:10.913 The problem solving. 00:11:11.523 --> 00:11:13.753 Understanding our customer base. 00:11:14.763 --> 00:11:15.403 Okay. 00:11:16.073 --> 00:11:16.953 How are we going to get that? 00:11:16.953 --> 00:11:21.553 Well, this is where I go, you know, utilize your ESG, your 00:11:21.733 --> 00:11:23.293 environment, social and governance. 00:11:24.173 --> 00:11:29.063 Are you doing anything at the local university to attract women 00:11:29.083 --> 00:11:32.243 into STEM or minorities into STEM? 00:11:32.493 --> 00:11:34.853 Are you doing, like, I always come back and say, well, what are 00:11:34.853 --> 00:11:38.883 you doing to increase enrollment in your local university? 00:11:39.383 --> 00:11:39.593 Right. 00:11:39.623 --> 00:11:40.763 Well, we're not doing anything. 00:11:40.933 --> 00:11:42.173 Well, then you're part of the problem. 00:11:42.243 --> 00:11:49.863 Because I can't we just can't manufacture diversity if we're not showing the 00:11:49.863 --> 00:11:54.003 way I have one organization here up in New Hampshire that actually created. 00:11:54.863 --> 00:11:59.863 A STEM program for all in high school, but it was really geared 00:11:59.873 --> 00:12:02.743 and the language was geared towards. 00:12:03.118 --> 00:12:08.878 Women of color, women of color, uh, low socioeconomics. 00:12:09.318 --> 00:12:09.668 Yeah. 00:12:10.618 --> 00:12:15.218 So, and I say that, um, in that my daughter's going, we talked about 00:12:15.218 --> 00:12:18.868 this, my daughter, one of them is going into chemical engineering and she's 00:12:18.878 --> 00:12:20.508 going chemical engineering tissue. 00:12:20.968 --> 00:12:21.468 So it's. 00:12:21.898 --> 00:12:22.618 Really cool. 00:12:22.618 --> 00:12:25.318 It's no longer your industry is changing. 00:12:25.318 --> 00:12:28.678 It's no longer just chemicals like that's awesome. 00:12:29.848 --> 00:12:33.398 Um, she wouldn't have thought she would not have gone into this program. 00:12:35.508 --> 00:12:39.608 No, because we have right we're in a solid school district where 00:12:39.608 --> 00:12:42.008 she's getting IBM AP and all. 00:12:42.723 --> 00:12:47.823 Yeah, they looked at a socioeconomic area that had a lot of diversity in 00:12:47.823 --> 00:12:53.603 their student population, especially girls created a stem lightbulb program, 00:12:53.833 --> 00:12:58.493 right, calm, they'd meet after school, they met with all kinds of chemical 00:12:58.493 --> 00:13:03.353 engineers, they met with a few other engineers as well mechanical came in civic 00:13:03.583 --> 00:13:09.703 civics came in civil engineers came in mechatronics came in, and the robotics. 00:13:11.763 --> 00:13:16.023 And then, if you were part of the program, here was the dangle, right? 00:13:16.063 --> 00:13:20.003 If you completed the program, they gave you a thousand dollars towards college. 00:13:20.573 --> 00:13:23.443 And guaranteed you an internship your freshman year. 00:13:24.733 --> 00:13:25.873 That's worth even more. 00:13:26.143 --> 00:13:27.193 Yeah, that's huge. 00:13:28.003 --> 00:13:31.653 You're, right, like I step back and I'm like, holy crap. 00:13:31.943 --> 00:13:34.833 These, and these girls are all going to, right? 00:13:34.833 --> 00:13:37.373 They had 20, they had 20 graduate last year. 00:13:37.483 --> 00:13:38.003 Nice. 00:13:38.358 --> 00:13:44.558 They're all going to stem colleges, um, and they're all going to come back 00:13:45.068 --> 00:13:50.458 next year, their freshman summer and do an internship with this company. 00:13:51.348 --> 00:13:54.078 They're not going to pay it's not a paid internship their freshman year. 00:13:54.318 --> 00:13:55.978 There's your 20, 000 dollars. 00:13:55.998 --> 00:13:56.878 There's your money. 00:13:57.178 --> 00:13:57.568 Yeah. 00:13:58.308 --> 00:14:02.618 I'm like, wow, you guys banked that well, um, and now we have loyalty 00:14:02.768 --> 00:14:08.998 because one thing we know about diverse candidates tend to be a lot more loyal. 00:14:09.028 --> 00:14:12.098 If the organization is inclusive, why would I ever want to wreck that boat? 00:14:12.118 --> 00:14:14.878 Because I've been kicked on the head enough in society. 00:14:15.378 --> 00:14:15.818 Yeah. 00:14:16.498 --> 00:14:19.528 So, you know, so when I talked to this company, they're like, yeah, 00:14:19.528 --> 00:14:22.838 we, you know, yeah, we don't have the numbers we want right now, but in 00:14:22.838 --> 00:14:24.838 five years we are going to be leading. 00:14:25.628 --> 00:14:28.068 Victoria: And I think what's interesting about that is it is a long game. 00:14:28.773 --> 00:14:34.693 It's a long don't, you don't automatically to your point, it's hard to get 50 00:14:34.693 --> 00:14:38.263 percent women in leadership at a chemical company when heck you're 00:14:38.263 --> 00:14:39.973 not hiring in 50 percent women. 00:14:39.983 --> 00:14:43.713 There's not 50 percent women coming out of STEM degrees, et cetera. 00:14:44.053 --> 00:14:45.473 So it takes a long time. 00:14:45.473 --> 00:14:49.863 And there's a couple of organizations, one in, in, in particular, um, that 00:14:49.863 --> 00:14:53.473 I've done some work with Chemical Educational Foundation, CEF, who 00:14:53.473 --> 00:14:57.663 actually target students in middle school to get them interested in 00:14:57.663 --> 00:15:02.343 chemicals and chemistry because you have to plant the seeds early, early. 00:15:02.363 --> 00:15:02.683 Yeah. 00:15:03.453 --> 00:15:03.713 Yeah. 00:15:04.053 --> 00:15:06.163 Because you can't fix it at the tail end. 00:15:06.173 --> 00:15:07.553 If you haven't fixed it at the beginning. 00:15:07.633 --> 00:15:08.133 Oh, 00:15:08.633 --> 00:15:09.053 All right. 00:15:09.083 --> 00:15:12.503 Well, I'm sensing a theme here engaging early while women 00:15:12.503 --> 00:15:14.123 and girls are still in school. 00:15:14.963 --> 00:15:20.033 The next topic is the role of mentoring, sponsorship and support. 00:15:20.603 --> 00:15:25.583 I spoke with Juliana Pantalena of CEPSA on episode 90. 00:15:25.853 --> 00:15:29.033 Using Customer Insights to Drive Transformation. 00:15:29.783 --> 00:15:34.253 Juliana shares her insights about how creating a culture of 00:15:34.253 --> 00:15:39.983 mentoring and support is critical in creating a culture of success. 00:15:40.373 --> 00:15:41.363 Here's Juliana. 00:15:42.216 --> 00:15:44.946 from your point of view, maybe let's, I mean, I says, how do we start 00:15:44.946 --> 00:15:48.046 attracting more women into the industry? 00:15:48.556 --> 00:15:51.776 Because I think that's, you know, you can only promote based on what 00:15:51.776 --> 00:15:53.796 the pool of available candidates is. 00:15:53.796 --> 00:15:59.896 We can only bring women into the industry that have not just the desire, but 00:15:59.896 --> 00:16:01.506 they also have the credentials, right? 00:16:01.546 --> 00:16:05.256 Either as engineers or finance or marketing, whatever it may be. 00:16:06.086 --> 00:16:07.596 How do we create that success? 00:16:07.596 --> 00:16:10.866 What's been critical for you and how do you think we help the next generation? 00:16:11.866 --> 00:16:12.636 Juliana: Great question. 00:16:12.666 --> 00:16:16.586 And I think that you, you started with what you said about the basis. 00:16:17.146 --> 00:16:21.836 In Brazil I used to be, uh, invited into my old university to give 00:16:21.836 --> 00:16:25.016 some speeches over there that will definitely trigger, you know, like 00:16:25.191 --> 00:16:26.831 women to understand where we could go. 00:16:27.381 --> 00:16:32.511 So I think that we need to straighten our, uh, relationship with our universities 00:16:32.541 --> 00:16:36.441 or even whatever we are working, you know, we're so global that we can 00:16:36.441 --> 00:16:40.211 work from everywhere, but straightened relationship with universities or 00:16:40.271 --> 00:16:41.811 even potentially schools, right? 00:16:41.811 --> 00:16:45.361 Because it's in school that women, well, everybody actually make the decision of 00:16:45.361 --> 00:16:49.181 what they're going to do with their lives just to trigger a little bit more on this. 00:16:49.616 --> 00:16:52.156 It's a pool of people that would be available, right? 00:16:52.866 --> 00:16:59.486 But definitely, I like to have great people working within their teams, right? 00:16:59.506 --> 00:17:04.066 It can be men, it can be women, it can be different, uh, genres, uh, 00:17:04.066 --> 00:17:06.096 diversity, whatever, it doesn't matter. 00:17:06.576 --> 00:17:08.676 They need to bring value to the team. 00:17:09.126 --> 00:17:13.946 Um, women specifically, we definitely, uh, can, you know. 00:17:14.391 --> 00:17:18.741 Try to look more for them, like when you're hiring an intern, you're hiring 00:17:18.751 --> 00:17:23.821 an analyst, um, a manager, a director, whoever, definitely keep our eyes 00:17:23.971 --> 00:17:27.221 open and understand the differences between the men and the women that 00:17:27.221 --> 00:17:32.291 are over there, uh, fighting for that job and, and get whoever is the best. 00:17:32.411 --> 00:17:37.221 I definitely need to say, because we need to be, conscious about that, but 00:17:37.241 --> 00:17:43.996 give women a little bit more on, on, you know, Availabilities or opportunities 00:17:44.036 --> 00:17:47.896 if so, but honestly, that's nice. 00:17:48.686 --> 00:17:56.106 What made me be, made me like personally speaking, be here and hopefully continue 00:17:56.106 --> 00:17:58.656 to grow is the people that support me. 00:17:58.666 --> 00:18:02.796 So I have, and I used to have, and I still do, but you know, 00:18:03.466 --> 00:18:05.776 great, um, I would say coaches. 00:18:06.186 --> 00:18:07.556 But not because they were my coach. 00:18:07.596 --> 00:18:11.396 At one point they were my bosses, uh, during my whole career and 00:18:11.396 --> 00:18:13.106 they used to help me a lot. 00:18:13.726 --> 00:18:16.316 They understand what we go through. 00:18:16.676 --> 00:18:24.526 They can help us giving us advices, supporting what we do or, you know, how we 00:18:24.896 --> 00:18:27.026 tweak some things that needs to be better. 00:18:27.056 --> 00:18:30.666 And that's for anybody again, men, women, whoever, but 00:18:31.176 --> 00:18:32.876 having people that support us. 00:18:33.651 --> 00:18:36.851 that you can, you know, just pick up the phone and say, Hey, I need help 00:18:36.901 --> 00:18:38.461 because this, this, this is happening. 00:18:38.851 --> 00:18:41.701 Doesn't matter if you still work with this person or not. 00:18:41.841 --> 00:18:43.841 That's what really makes a difference. 00:18:44.191 --> 00:18:48.401 So having a mentor, having someone that helps us makes the difference 00:18:48.411 --> 00:18:51.741 whenever you're trying to jump in your career and take some 00:18:51.741 --> 00:18:53.401 different or difficult decisions. 00:18:54.691 --> 00:18:57.861 . Victoria: I think that's coaching and mentoring and having the network 00:18:57.991 --> 00:19:02.381 to support you is so critical, uh, for everyone, um, to be 00:19:02.511 --> 00:19:04.901 really be able to thrive and grow. 00:19:04.931 --> 00:19:05.501 Yes. 00:19:05.811 --> 00:19:06.771 Juliana: It feels safe, right? 00:19:06.781 --> 00:19:09.981 To know, like, I, I know that I can count with these or that person 00:19:10.411 --> 00:19:12.791 and, and, and because it, this. 00:19:13.171 --> 00:19:17.231 These people will keep helping you to growing, to keep growing in the 00:19:17.231 --> 00:19:19.681 industry, or whatever your goal is. 00:19:19.741 --> 00:19:22.551 Maybe your goal is not, is to be where you want and that's it. 00:19:22.561 --> 00:19:24.291 Maybe my goal is to keep traveling. 00:19:24.291 --> 00:19:28.381 Maybe my goal is to be where I am, but you need people to support you and you 00:19:28.381 --> 00:19:29.861 feel comfortable to discuss about it. 00:19:31.538 --> 00:19:34.178 Victoria: Next up on creating a culture of success. 00:19:34.568 --> 00:19:40.478 Is identifying, recognizing and enabling transferable skills. 00:19:40.808 --> 00:19:46.808 It is rare that somebody shows up that has exactly what you think 00:19:46.808 --> 00:19:49.388 they need, or perhaps exactly. 00:19:49.778 --> 00:19:54.518 Um, the experience that looks and feels and is shaped like you 00:19:54.518 --> 00:19:58.118 want that person's experience and their expertise, et cetera, to be. 00:19:58.418 --> 00:20:04.238 So, um, my next guests in this little clip is Jen McIntyre and 00:20:04.238 --> 00:20:06.908 Kelly Gilroy from Univar solutions. 00:20:07.268 --> 00:20:10.898 And they were on episode 68 of The Chemical Show. 00:20:11.528 --> 00:20:16.268 Um, and the episode is entitled on Creating a Unique Culture. 00:20:16.988 --> 00:20:20.768 Digital Transformation and Sustainability in the Chemical Industry. 00:20:21.098 --> 00:20:25.448 And what I think is really a great about these two ladies is they both 00:20:25.478 --> 00:20:28.178 had tremendously successful careers. 00:20:28.808 --> 00:20:35.618 And a big part of it is embracing and identifying transferable skills. 00:20:36.248 --> 00:20:39.938 And not being afraid to go after a different role. 00:20:39.968 --> 00:20:42.888 So Jen and Kelly, we'll both talk about that. 00:20:42.918 --> 00:20:45.048 I'm not going to steal their thunder. 00:20:45.228 --> 00:20:45.798 Here we go. 00:20:48.970 --> 00:20:50.300 Very different routes. 00:20:50.320 --> 00:20:54.140 Um, Jen started early and I would say I'm, I was a late bloomer. 00:20:54.750 --> 00:21:02.600 So, uh, I actually studied accounting in college, and I'm a CPA and was 00:21:02.600 --> 00:21:05.440 just studying accounting because I was a school that was good at 00:21:05.440 --> 00:21:09.320 accounting and the practical side of me said I'll always have a job. 00:21:09.460 --> 00:21:17.270 So I, I started actually at JPMorgan Chase and and my pattern in life. 00:21:18.275 --> 00:21:21.565 was starting finance and end up over on the business side. 00:21:21.575 --> 00:21:22.745 So I went to banking school. 00:21:22.745 --> 00:21:25.265 I ended up working for a customer, same thing started in 00:21:25.285 --> 00:21:27.475 finance, went over to the line. 00:21:27.475 --> 00:21:30.945 And that's why I love chemicals because in chemicals, I went 00:21:31.025 --> 00:21:32.465 right to the business side. 00:21:32.995 --> 00:21:39.915 And, I started at, it was actually Nalco Chemical company, um, which is 00:21:39.915 --> 00:21:44.775 now Ecolab and they were going through a merger and needed someone in Chicago. 00:21:44.805 --> 00:21:51.375 So not only did I get to learn, uh, chemistry, but I also actually have my 00:21:51.385 --> 00:21:55.265 first full time sales job where, you know, when, when you're in banking, I think 00:21:55.265 --> 00:21:57.545 we call ourselves relationship managers. 00:21:57.545 --> 00:21:57.805 Right. 00:21:57.835 --> 00:21:58.695 And, uh, so. 00:21:59.095 --> 00:22:04.345 You know, really what I, I had skills in was solving complex problems, negotiating 00:22:04.345 --> 00:22:07.525 with lots of different, uh, stakeholders. 00:22:07.555 --> 00:22:11.025 And, you know, in banking, I just always wanted to be where 00:22:11.035 --> 00:22:14.525 we were making something, uh, and, and chemicals did that. 00:22:14.555 --> 00:22:17.525 And there's a lot of innovation here and there's a lot of connectivity. 00:22:18.125 --> 00:22:18.785 That's awesome. 00:22:19.275 --> 00:22:23.245 And that's, it's interesting that you started in banking because I don't 00:22:23.255 --> 00:22:27.085 think of people making the leap from. 00:22:28.190 --> 00:22:32.410 Banking and finance in that world into the chemical industry, right? 00:22:32.410 --> 00:22:37.310 Kind of a, a bit of a hands off kind of clean industry into a hands on industry. 00:22:37.310 --> 00:22:38.310 So that is a big leap. 00:22:38.850 --> 00:22:39.160 Kelly: Yes. 00:22:39.450 --> 00:22:42.760 And it's, it's been a lot of fun, but a lot of the same skills. 00:22:42.820 --> 00:22:45.150 I, I like to be on the customer side. 00:22:45.170 --> 00:22:48.490 So I learned, I love, I love the language of finance. 00:22:48.590 --> 00:22:52.460 Um, so I can really help our customers know how they're going to make money. 00:22:53.210 --> 00:22:54.650 Same thing on the supply side. 00:22:54.650 --> 00:22:57.380 So I look at accounting as a language. 00:22:57.805 --> 00:23:01.045 That connects us all and you know, as I move into sustainability, 00:23:01.625 --> 00:23:05.675 you know, we, we need to find ways where we can grow sustainably. 00:23:05.695 --> 00:23:09.885 So we've got to make money, but often that comes with an investment too. 00:23:09.925 --> 00:23:10.695 Victoria: And I think you're right. 00:23:10.705 --> 00:23:13.455 I mean, there has to be a case for action in a business case. 00:23:13.465 --> 00:23:16.065 People aren't going to do, they're not going to make change. 00:23:16.065 --> 00:23:17.025 You're not going to buy a product. 00:23:17.025 --> 00:23:20.375 They're not going to take on a new initiative just because it's fun. 00:23:20.845 --> 00:23:24.665 It's got to make business sense, financial sense. 00:23:25.095 --> 00:23:28.035 To yourself, to your customers, to your suppliers, et cetera. 00:23:28.115 --> 00:23:29.585 So see that connection. 00:23:30.765 --> 00:23:33.865 Jen, you've spent, a big part of your career in supply chain. 00:23:34.555 --> 00:23:35.445 You've talked about that. 00:23:35.445 --> 00:23:39.525 And yet today you lead People and Culture for Univar. 00:23:39.845 --> 00:23:40.735 Was that a stretch? 00:23:40.735 --> 00:23:41.135 I mean, cause it. 00:23:41.595 --> 00:23:45.025 It feels like a stretch and then again, not maybe so how about for 00:23:45.025 --> 00:23:46.335 you, what's your perspective on that? 00:23:46.935 --> 00:23:48.025 Jen: It's a great question. 00:23:48.035 --> 00:23:49.845 And I, I actually get asked it a lot. 00:23:50.495 --> 00:23:55.745 Um, and I, I think it's really important that people recognize how, 00:23:56.005 --> 00:24:02.085 how highly transferable skills are, I think that sometimes, , we think 00:24:02.595 --> 00:24:04.625 that, , we want to stay in our lane. 00:24:05.095 --> 00:24:09.155 When in fact, the things that you're really good at in transfer 00:24:09.155 --> 00:24:12.655 over and for me, um, process. 00:24:13.110 --> 00:24:13.400 Right. 00:24:13.400 --> 00:24:18.020 And so, you know, everything has a process, and data, , there's 00:24:18.020 --> 00:24:19.130 data behind everything. 00:24:19.130 --> 00:24:23.140 And so if you can bring process and data, which was something that obviously I would 00:24:23.140 --> 00:24:27.640 have brought through operations and supply chain, but bring that over, to our human 00:24:27.640 --> 00:24:30.440 capital, it adds a lot of value, right? 00:24:30.440 --> 00:24:35.350 , so I think that that's, um, very transferable to me. 00:24:35.670 --> 00:24:39.110 One of the things that I've loved about being at Univar Szolutions 00:24:39.200 --> 00:24:44.610 is that It's a company where you have a lot of opportunity. 00:24:45.120 --> 00:24:49.970 Um, I have spent a lot of my time at Univar Solutions on 00:24:49.980 --> 00:24:51.290 people centered solutions. 00:24:52.020 --> 00:24:56.720 And so, you know, it, and particularly when we did the integration, focusing on 00:24:56.720 --> 00:25:01.230 culture, um, was something that was so important to take the culture of Univar 00:25:01.240 --> 00:25:03.130 and the culture of Nexeo Solutions. 00:25:03.590 --> 00:25:07.450 And, you know, how do we come together to create our own unique culture 00:25:07.510 --> 00:25:09.190 versus, you know, one or the other. 00:25:09.995 --> 00:25:13.735 And so, you know, it's almost like, I mean, what I've said to people is. 00:25:14.560 --> 00:25:20.450 Um, it wasn't my aspiration to, to be a chief human resources officer. 00:25:20.850 --> 00:25:25.160 Um, but in a way I was interviewing for it for my entire career, you know, because 00:25:25.160 --> 00:25:27.320 it's always been so central to who I am. 00:25:28.427 --> 00:25:32.617 Victoria: Next up is the importance of empathy in 00:25:32.617 --> 00:25:34.787 creating your culture of success. 00:25:35.047 --> 00:25:39.877 And this is empathy in innovation and empathy and innovation. 00:25:40.297 --> 00:25:44.967 Rashda Khan of Barentz talks to us about the role of empathy in innovation 00:25:45.247 --> 00:25:51.022 and it's empathy and being empathetic to your customer, to your employees, 00:25:51.062 --> 00:25:57.952 and to your end customer in creating this culture of collaboration, empathy, 00:25:58.062 --> 00:26:03.862 and opportunity within your team and your broader stakeholder set. 00:26:03.862 --> 00:26:04.852 So here's Rashda.. 00:26:05.012 --> 00:26:09.922 She was featured on episode 96 of The Chemical Show, Increasing Demand 00:26:10.292 --> 00:26:12.012 of Biotechnology and Cleaning. 00:26:12.557 --> 00:26:12.827 Here we go. 00:26:14.547 --> 00:26:15.517 Yeah, absolutely. 00:26:15.837 --> 00:26:18.147 Um, so let's talk about innovation a little bit. 00:26:18.157 --> 00:26:20.687 So you're, that's your focus and it seems like it's been your 00:26:20.687 --> 00:26:22.107 focus for quite a long time. 00:26:22.907 --> 00:26:27.537 What does the innovation process look like at Barentz? 00:26:27.557 --> 00:26:28.487 Where does it start? 00:26:28.487 --> 00:26:29.207 Where does it end? 00:26:29.217 --> 00:26:31.797 How do you, how do you progress through that process? 00:26:32.977 --> 00:26:35.067 Rashda: Yeah, to me, innovation is everywhere. 00:26:35.127 --> 00:26:36.307 It's not just a product. 00:26:36.457 --> 00:26:37.487 It could be a process. 00:26:37.867 --> 00:26:38.477 It's it. 00:26:38.737 --> 00:26:39.747 It's everywhere, right? 00:26:39.747 --> 00:26:42.867 So how can we think of new ways of doing things and 00:26:43.067 --> 00:26:44.987 developing things that add value? 00:26:45.557 --> 00:26:49.277 So at Barentz, there's three main factors in my mind. 00:26:49.287 --> 00:26:53.227 It's you know, the first one is technical and ideation expertise. 00:26:53.587 --> 00:26:55.707 The second aspect is a product portfolio. 00:26:55.757 --> 00:26:58.607 And the third aspect is market insight and intelligence. 00:26:58.617 --> 00:27:01.567 So this is the consumer insights. 00:27:01.962 --> 00:27:02.992 Customer insights. 00:27:03.042 --> 00:27:05.402 I think, you know, innovation in general. 00:27:05.542 --> 00:27:09.212 We we need to have the technical expertise is the backbone, but we 00:27:09.212 --> 00:27:13.002 need to have empathy for the consumer empathy for the customer empathy with 00:27:13.022 --> 00:27:16.102 our team members along with curiosity. 00:27:16.102 --> 00:27:18.892 So those are the three things curiosity. 00:27:19.332 --> 00:27:23.792 Um, to ideate to look for new solutions to be innovative. 00:27:25.177 --> 00:27:25.907 Victoria: That's really good. 00:27:25.927 --> 00:27:30.207 And I, and empathy, that's actually, that's a really interesting take 00:27:30.207 --> 00:27:31.287 on it, but I think you're right. 00:27:31.287 --> 00:27:36.657 We have to be, um, empathetic to our customers, um, and our consumers 00:27:36.657 --> 00:27:39.687 to be able to meet their needs and into the team as well, right. 00:27:39.687 --> 00:27:41.417 As, as you go through this process. 00:27:41.457 --> 00:27:44.477 Rashda: Empathy is really understanding the other person's struggle. 00:27:44.847 --> 00:27:47.697 So it could be a win win situation, right? 00:27:47.827 --> 00:27:50.637 What is the struggle that they're trying to trying to solve? 00:27:50.907 --> 00:27:54.897 Victoria: Tying into this, the next factor in building a culture 00:27:54.897 --> 00:27:56.967 of success is collaboration. 00:27:57.417 --> 00:28:02.517 Here, we've got Jaycie Bradshaw of Palmer Holland talking about attracting and 00:28:02.517 --> 00:28:05.067 retaining talent in the chemical industry. 00:28:05.577 --> 00:28:07.947 And according to Jaycie and probably according to a lot of 00:28:07.947 --> 00:28:09.687 people, collaboration is key. 00:28:10.377 --> 00:28:13.977 Jaycie was featured on episode 93 of The Chemical show. 00:28:14.307 --> 00:28:17.247 Creating a Robust employee Value proposition. 00:28:17.907 --> 00:28:21.927 So when, as you guys look to recruit, younger employees, I'll say recent 00:28:21.927 --> 00:28:24.727 college grads, maybe not directly from college, but certainly like in the 00:28:24.727 --> 00:28:29.277 first five to 10 years, uh, millennials and gen Z, I guess we're getting 00:28:29.277 --> 00:28:33.417 into, um, What are they looking for? 00:28:33.517 --> 00:28:34.547 What are their priorities? 00:28:34.637 --> 00:28:39.767 I think this is sometimes a mystery, like, and we all have an opinion on it. 00:28:40.107 --> 00:28:43.667 Um, but what are they really looking for in companies that they're going to? 00:28:45.227 --> 00:28:49.747 Jaycie: So, you know, I, I touched on that collaboration and just the notion that, 00:28:49.747 --> 00:28:53.187 you know, what does it mean to collaborate and be connected with each other? 00:28:53.287 --> 00:28:57.957 Continuing to expand the boundaries of what partnership means both internally 00:28:57.957 --> 00:29:03.387 and externally in every form, you know, um, employees are looking for ways that 00:29:03.387 --> 00:29:08.067 they can connect and find camaraderie in each other, whether remote or in 00:29:08.067 --> 00:29:13.387 person, employees are looking for ways in which they can feel and see the value 00:29:13.387 --> 00:29:17.887 that they're bringing and say, Hey, the work that I'm doing today matters. 00:29:18.332 --> 00:29:22.992 And focusing on how we can continue to provide engagement opportunities or ways, 00:29:23.162 --> 00:29:30.112 ways in which they can feel invested in a part of Palmer Holland is definitely 00:29:30.112 --> 00:29:32.582 something that I think that they're after. 00:29:32.882 --> 00:29:37.192 And and not stopping there and saying hey yeah I really love 00:29:37.202 --> 00:29:38.502 being a part of Palmer Holland and. 00:29:39.217 --> 00:29:42.857 My needs are being met, but what is Palmer Holland doing for others? 00:29:42.887 --> 00:29:45.287 And, you know, how are they giving back? 00:29:45.307 --> 00:29:48.567 How are we being better strategic partners to some of 00:29:48.577 --> 00:29:50.647 our principals and our customers? 00:29:50.647 --> 00:29:54.957 And, you know, what are the ways in which we are affecting our community? 00:29:54.967 --> 00:29:58.447 And, you know, positively, I think they're, they're after that. 00:29:58.487 --> 00:30:01.957 They want to see that and they want to see, you know, not just 00:30:01.957 --> 00:30:04.147 lip service, but they want to see. 00:30:04.462 --> 00:30:06.632 Um, an organization that's doing it. 00:30:06.642 --> 00:30:08.682 That's acting acting on that. 00:30:08.712 --> 00:30:14.632 Last week we had a Palmer Holland day of service where our workforce either in 00:30:14.632 --> 00:30:19.162 person or remote was given opportunities to give back to the community. 00:30:19.432 --> 00:30:24.102 We had some organized, a food bank organization, Laura's home, and it 00:30:24.102 --> 00:30:29.792 really gave employees an opportunity to unplug maybe from the day to day, um, 00:30:29.872 --> 00:30:34.022 responsibilities that they always, you know, do, um, and say, Hey, I'm going 00:30:34.022 --> 00:30:37.822 to just take a moment with my colleagues and give back while we're doing it. 00:30:37.822 --> 00:30:41.312 And I think that's important because, , it's all a blend, but, 00:30:41.322 --> 00:30:43.602 people are really looking for. 00:30:43.922 --> 00:30:45.952 an organization where they can have it all. 00:30:48.572 --> 00:30:53.552 Victoria: Our final highlight and final message on building a culture of success 00:30:53.882 --> 00:30:56.522 comes from Sarah Waller of AdvanSix. 00:30:57.002 --> 00:31:02.192 Sarah was featured on episode 75 of The Chemical Show in, in talking 00:31:02.222 --> 00:31:04.232 about business transformation. 00:31:04.262 --> 00:31:09.062 We also discussed the critical skills that people across the company. 00:31:09.092 --> 00:31:13.652 I need to develop, to create customer transformation and a 00:31:13.652 --> 00:31:17.372 culture of success in Sarah's point was about customer alignment. 00:31:17.612 --> 00:31:22.472 And that recognizing that every role across the company is 00:31:22.472 --> 00:31:24.302 customer facing in its own way. 00:31:24.662 --> 00:31:29.192 And that we can create opportunities to harness that and to bring the team 00:31:29.252 --> 00:31:31.952 into alignment to create that culture. 00:31:32.042 --> 00:31:32.942 So here's Sarah. 00:31:35.447 --> 00:31:40.067 Sarah, since you've been in your role have really been leading and driving 00:31:40.067 --> 00:31:45.107 transformation or just been part of, I guess, Advansix transformation journey. 00:31:45.967 --> 00:31:49.347 And you have a lot of people working for you, both from a business perspective 00:31:49.347 --> 00:31:50.947 and a manufacturing perspective. 00:31:52.067 --> 00:31:54.707 When you think about that transformation and the people that 00:31:54.707 --> 00:31:58.157 are involved in it, what are the critical skills for the future? 00:31:58.427 --> 00:31:59.617 Sarah: It is a big transformation. 00:31:59.647 --> 00:32:03.377 The privilege of leading a very talented team, sales, marketing, manufacturing, 00:32:03.907 --> 00:32:05.747 customer experience, R and D. 00:32:05.797 --> 00:32:09.677 And we are at a pivot, a pivot point, as we talked about in our evolution, right? 00:32:09.677 --> 00:32:13.327 Moving from a company that has this very rich history in manufacturing. 00:32:13.597 --> 00:32:16.947 To truly understanding our customers in a way that we can help them grow. 00:32:17.657 --> 00:32:20.747 For me, you know, there's a lot of critical skills to 00:32:20.747 --> 00:32:22.077 lead this type of change. 00:32:22.117 --> 00:32:25.537 Highlighting a couple customer focus planning and alignment and 00:32:25.537 --> 00:32:29.707 the ability to really do that and leadership for the post COVID era. 00:32:29.757 --> 00:32:30.097 Right. 00:32:30.247 --> 00:32:34.967 So you think about customer focus in a company that has a lot of history 00:32:34.967 --> 00:32:36.587 in manufacturing, this means that. 00:32:37.022 --> 00:32:40.452 Everyone in this organization has to have a picture where we're headed and 00:32:40.452 --> 00:32:42.522 how we serve our customers, right? 00:32:42.522 --> 00:32:45.012 So, you know, we all impact our customers. 00:32:45.042 --> 00:32:50.232 We're all in some way, shape or form customer serving, right? 00:32:50.272 --> 00:32:52.872 And it's not always that internal customer. 00:32:52.872 --> 00:32:54.892 There's a big customer at the end here, right? 00:32:54.892 --> 00:32:59.042 And that's something that there's an opportunity to coach and mentor our 00:32:59.042 --> 00:33:02.192 teams to make sure they understand that the decisions they're making 00:33:02.192 --> 00:33:03.902 make a difference for our customers. 00:33:04.137 --> 00:33:04.337 Yeah. 00:33:04.907 --> 00:33:07.197 We talked a little bit about digitization and, you know, 00:33:07.347 --> 00:33:11.027 positioning and all that stuff earlier to planning and aligning piece. 00:33:11.027 --> 00:33:16.097 I mean, I think that this is really around, um, strategy and communications 00:33:16.097 --> 00:33:21.347 and the ability to make decisions quickly to pivot directions, you know, 00:33:21.737 --> 00:33:25.107 make a decision, fail fast, move on, move at the pace of the industry. 00:33:25.497 --> 00:33:26.987 And I think also. 00:33:27.402 --> 00:33:32.402 You know, as, as we're kind of getting into this era, um, we've typically in 00:33:32.402 --> 00:33:33.652 the industry, it was what I've seen. 00:33:33.652 --> 00:33:38.382 We've thought about leaders as either strategists to transform 00:33:38.392 --> 00:33:40.112 or operators to execute. 00:33:40.182 --> 00:33:44.152 And I think now you need both of those. 00:33:44.212 --> 00:33:48.382 Um, that ratio could change depending on what you need in business to 00:33:48.402 --> 00:33:50.702 business and time to time, but you know, those are important. 00:33:52.196 --> 00:33:52.976 Victoria: All right folks. 00:33:53.006 --> 00:33:53.906 And that's a wrap. 00:33:54.266 --> 00:33:58.136 We started out this episode, talking about the importance of. 00:33:58.676 --> 00:34:04.136 Creating a culture of success for women and chemicals and bringing more women. 00:34:04.466 --> 00:34:07.406 Into the chemical industry as part of women's history month. 00:34:07.796 --> 00:34:11.576 However, this also is really applicable to all of our employees. 00:34:12.146 --> 00:34:17.336 Making them feel, um, collaborative, empathetic, engaged. 00:34:17.606 --> 00:34:19.106 Starting early. 00:34:19.496 --> 00:34:24.206 Um, in the educational process, introducing them to chemistry and 00:34:24.206 --> 00:34:25.736 the chemical industry and stem field. 00:34:25.736 --> 00:34:30.656 So a lot of great tips and tidbits here, um, in this episode of the chemical show. 00:34:31.106 --> 00:34:32.306 I hope that you enjoyed it. 00:34:32.756 --> 00:34:34.346 Please leave me a message. 00:34:34.376 --> 00:34:37.646 In fact, if you did enjoy it, you could leave a five-star review. 00:34:37.676 --> 00:34:41.426 We always liked those, but also go ahead and send me a message on LinkedIn. 00:34:41.456 --> 00:34:45.296 I'd love to hear from you in terms of what stood out for you and 00:34:45.296 --> 00:34:47.126 what would you add to this list? 00:34:47.336 --> 00:34:50.036 When we talk about building a culture of success. 00:34:50.366 --> 00:34:51.566 What else do we need to add? 00:34:51.596 --> 00:34:54.056 So thanks for listening to the chemical show today. 00:34:54.056 --> 00:34:56.666 Keep listening, keep following, keep sharing. 00:34:56.966 --> 00:34:59.246 And we will talk with you again soon. 00:35:02.836 --> 00:35:04.616 We've come to the end of today's podcast. 00:35:05.016 --> 00:35:07.566 We hope you enjoyed your time with us and want to learn more. 00:35:07.986 --> 00:35:10.266 Simply visit thechemicalshow. 00:35:10.266 --> 00:35:13.016 com for additional information and helpful resources. 00:35:13.656 --> 00:35:17.646 Join us again next time here on The Chemical Show with Victoria Meyer.