Building Skills at Scale in Global Manufacturing: A Conversation with Luz Lozano

[00:00:10] RK Prasad

So today's podcast topic is Building skills at scale in global manufacturing, real world L&D lessons from the factory floor or shop floor with Luz Lozano, HR director, North America Talent and Development, Albéa Group.

[00:00:22] RK Prasad

With more than 15 years of experience leading HR&L&D across manufacturing operations.

[00:00:29] RK Prasad

In Mexico, the United States of America, Italy, and Indonesia, Luz brings deep expertise in global talent development, cultural transformation, leadership coaching, and building practical learning programs that actually work on the shop floor.

[00:00:48] RK Prasad

In this conversation, we explore how HR and L&D leaders are successfully scaling skills and capabilities.

[00:00:57] RK Prasad

Capability building in complex manufacturing environment, the real changes happening in workplace readiness, and proven strategies that deliver results.

[00:01:07] RK Prasad

Luz, a very warm welcome to the show.

[00:01:12] RK Prasad

I would like to open this conversation with asking you have led HR and L&D roles across multiple countries' manufacturing facilities.

[00:01:25] RK Prasad

Right from South America to North America, then Europe and Southeast Asia.

[00:01:32] RK Prasad

What initially drew you to the world of talent and learning and what has been the most rewarding part of driving people development in a global manufacturing environment?

[00:01:44] Luz Lozano

Great.

[00:01:45] Luz Lozano

Well, thank thank you, RK.

[00:01:46] Luz Lozano

Thank you for the invitation.

[00:01:48] Luz Lozano

I'm very happy to be able to contribute.

[00:01:52] Luz Lozano

a bit to what I have gone through and my experience with this type of setup.

[00:01:58] Luz Lozano

So what I would say, one of the things that I find from working across organizations globally, and specifically with manufacturing, is that you find pretty much the same challenges everywhere, right?

[00:02:18] Luz Lozano

We have a

[00:02:21] Luz Lozano

a set of we have in Albéa, we have a global footprint where we have different manufacturing processes.

[00:02:31] Luz Lozano

Our main processes are injection, molding, assembly, and decoration.

[00:02:37] Luz Lozano

So that's our product is packaging for beauty products and it's based on those processes.

[00:02:47] Luz Lozano

So we have plants across the world.

[00:02:50] Luz Lozano

We're based globally and we have global customers that we've worked with for a long time.

[00:03:02] Luz Lozano

And what we find is that our sites are all very similar.

[00:03:07] Luz Lozano

We have pretty much the same setup of a manufacturing organization.

[00:03:16] Luz Lozano

Where we have a group of leaders, we have a group of technical people, and we have a group of operators that manage getting the product out the door everyday right to service our customers.

[00:03:33] Luz Lozano

So we have big sites in China, in Indonesia, in Mexico, and now recently in South America.

[00:03:42] Luz Lozano

And the plants are all pretty much the same.

[00:03:44] Luz Lozano

There's a big manufacturing site that is that is being managed and operated by local people that normally live close by, were educated.

[00:04:02] Luz Lozano

In that area and have a very strong work ethics and very we have also a very strong retention, high seniority, but also high turnover in some cases.

[00:04:21] Luz Lozano

So we have a balance there of new people coming in old.

[00:04:27] Luz Lozano

more seasoned or experienced and people that have had higher seniority.

[00:04:32] Luz Lozano

And we see pretty much the same pattern in each of those organizations.

[00:04:36] Luz Lozano

We also have quite a bit of plants in Europe, where we have in France, in Germany, in Poland, in Italy, Slovakia, and they tend to be smaller plants with maybe a bit of higher automation.

[00:04:57] Luz Lozano

but with the same needs in terms of leadership, experts development and expert leveraging approach.

[00:05:08] Luz Lozano

So I would say that my experience in manufacturing has come to conclude that there is a need to develop all the time.

[00:05:23] Luz Lozano

And we need to address the local needs very, very specifically and consistently.

[00:05:35] Luz Lozano

And the local needs might be similar, but they're never the same.

[00:05:37] Luz Lozano

So I think that one of the things that has helped us is that we have kind of a global framework

[00:05:48] Luz Lozano

Or the way that we've evolved in the talent and development and training area is that what I guess what has worked is that we have a global framework where we have some fundamental fundamentals that are both soft skills and hard skills or technical skills and some road maps.

[00:06:17] Luz Lozano

But there's also the local component.

[00:06:20] Luz Lozano

So we don't impose, let's say, all the way down to the detail, but we give some fundamentals that are consistent across all of the global footprint.

[00:06:34] Luz Lozano

OK, because we have these differences.

[00:06:36] Luz Lozano

No, we have different levels of seniority, different levels of influx of.

[00:06:43] Luz Lozano

employees.

[00:06:44] Luz Lozano

And as you know, we need to make sure that on their first day they are safe and they are received, let's say, in embraced within the organization that they learn as quickly as possible so that they reach the level of safety, equality and effectiveness that the organization needs and that is

[00:07:12] Luz Lozano

The best for them also as employees makes them feel secure and effective.

[00:07:19] RK Prasad

Okay, so one question comes to my mind.

[00:07:23] RK Prasad

What kind of numbers are we talking about when we talk a large plant, say in South America?

[00:07:32] Luz Lozano

Number of so in number of people.

[00:07:34] Luz Lozano

So in South America we have in.

[00:07:39] Luz Lozano

Latin America, let's say, in Mexico, are one of our largest plants, it's 1200 employees.

[00:07:45] Luz Lozano

So it's it's 1200 employees in one facility, let's say or and in one city.

[00:07:56] Luz Lozano

And then we have of those 1200 employees, maybe about 800 are operators, shop floor operators.

[00:08:07] Luz Lozano

About 200 would be or 250 would be the technician setters supervisory some super yeah.

[00:08:19] Luz Lozano

And then we have another 200 that would be from supervisors, engineers and management.

[00:08:25] Luz Lozano

So it's a it's kind of a pyramid there and but in terms of operators, maybe we can.

[00:08:34] Luz Lozano

extend 300 more operators without extending the core team.

[00:08:39] RK Prasad

Okay.

p00:08:40] Luz Lozano

So we have some flexibility, but it remains pretty much stable around 1200.

p00:08:46] Luz Lozano

In Asia, we have larger plants.

p00:08:48] Luz Lozano

So in north and south China, we have I think it's about the plants are from 1500 to 2000 in the big cities, Indonesia.

[00:09:02] Luz Lozano

and in China, Mexico, and now in South America, we have one large plant in Colombia, which about 800, and another smaller plant, about 500 in Lima, Peru.

[00:09:17] Luz Lozano

Yes.

[00:09:18] RK Prasad

Okay, so I think that's a very good coverage.

[00:09:23] RK Prasad

So you have skills development, onboarding, safety training is what I could understand.

[00:09:32] RK Prasad

And you also said that although there is a retention is very good, but still there is some turnover.

[00:09:40] RK Prasad

So I think onboarding is a continual thing.

[00:09:44] RK Prasad

Where do you spend most of your energy in these 3 levels?

[00:09:48] RK Prasad

Like is it at the shop floor training, technical technicians, supervisory and manager in this pyramid?

[00:09:57] RK Prasad

Where does the bulk of your energy goes?

[00:10:01] Luz Lozano

In the bulk of the HR teams goes on to the operators, let's say, in terms of everyday activity and everything that's happening or the number of hours, let's say, that are spent are spent on the operators.

[00:10:16 ]Luz Lozano

My scope as a global leader is spent mostly on the leadership teams.

[00:10:22] Luz Lozano

So my I my participation is on setting the processes and the programs.

[00:10:31] Luz Lozano

and animating them and making sure that they are done consistently and completely.

[00:10:41] Luz Lozano

So we, I, the team or it's very small team that we focus on managing the programs.

[00:10:49] Luz Lozano

We would be focusing mostly on the leadership team because they are the ones that are managing everything else.

[00:10:54] Luz Lozano

So we we focus on.

[00:10:58] Luz Lozano

We have some programs right now that are global.

[00:11:03] Luz Lozano

That would be our leadership training.

[00:11:06] Luz Lozano

So we have 2 main leadership programs online that are for new manager and for emerging, emerging.

[00:11:16] Luz Lozano

I'm sorry, experienced leader and emerging leader.

[00:11:20] Luz Lozano

It it's yeah.

[00:11:22] Luz Lozano

So those are online and they are self paced, et cetera.

[00:11:28] Luz Lozano

We also have some classroom training that we manage of for leadership as well that is that is done in each region.

[00:11:36] Luz Lozano

So we have in North America, in Europe and in Asia, about 2 groups every year, very selected people that are identified as high potentials or that are in new leadership roles.

[00:11:52] Luz Lozano

We have a very strong right now, but we this is our second year with language training with English.

[00:12:00] Luz Lozano

Yes, we started a language program.

[00:12:04] Luz Lozano

I think this is our, I think we're starting actually our 3rd year with English for anyone anyone.

[00:12:12] Luz Lozano

So it was open.

[00:12:15] Luz Lozano

Well, at first we had some nominations, but it was taking too long.

[00:12:21] Luz Lozano

I think also one of our one of our strategies has been to make training open whenever we can so that it's easily accessible to anyone that wants to and we don't put in too much friction to get training.

[00:12:40] Luz Lozano

So we have English and then this year we started with adding on French and Spanish.

[00:12:46] Luz Lozano

So those are very popular as well.

[00:12:49] Luz Lozano

So it's been

[00:12:50] Luz Lozano

It's been quite quite interesting to see them.

[00:12:53] Luz Lozano

The ramp up started a bit slow, but now we're getting a lot more attraction with some nice features with AI simulations and avatar practicing and things like that.

[00:13:05] Luz Lozano

So it's been.

[00:13:07] RK Prasad

So my question here is that you do most of the language training digitally.

[00:13:14] Luz Lozano

Yes, yes, it's it it's digital, but the partnership includes.

[00:13:22] Luz Lozano

Live or sessions with a facilitator and that the employees can okay sign up for that.

[00:13:34] RK Prasad

So you talked about AI, but before we come there, I have one question.

[00:13:40] RK Prasad

You are dealing with different cultures, yes.

[00:13:45] RK Prasad

Okay, even in South America, you I'm sure.

[00:13:50] RK Prasad

Colombia, Mexico and Peru have their own cultures.

[00:13:57] Luz Lozano

Same but different.

[00:13:58] Luz Lozano

Same but different.

[00:13:59] RK Prasad

Yes, same but different.

[00:14:01] RK Prasad

And I think Colombia also speaks Spanish or is it Portuguese?

[00:14:09] RK Prasad

French, Spanish, Peru also.

[00:14:13] Luz Lozano

Yeah, Spanish.

[00:14:16] RK Prasad

Yeah.

[00:14:16] RK Prasad

And then you have so much of large presence in Europe where you have French, German, Sloven.

[00:14:2] RK Prasad

I don't know what language you speak in Sloven.

[00:14:27] Luz Lozano

Slovakian, Slovakian, Polish, Italian.

[00:14:32] RK Prasad

And then coming to China, you have Mandarin Yes and yes, Indonesian.

[00:14:40] RK Prasad

So language is one thing, culture is another thing.

[00:14:44] RK Prasad

But you have kind of standardised the framework, right, of leadership training and things like that.

[00:14:53 ]RK Prasad

So what challenges do you face when you try to bring in and try to train these different cultures, different people speaking different languages?

[00:15:08] Luz Lozano

I think the challenges in the application right where you have.

[00:15:13] Luz Lozano

You can deliver the training.

[00:15:15] Luz Lozano

So we have the courses, the actual content, but it's not it doesn't become meaningful until there is some context connected, right?

[00:15:31] Luz Lozano

So the context is normally done through application and through more of a local animation.

[00:15:39] Luz Lozano

So we provide the content, but we find that each site is very creative in how they deploy, who they involve, how they connect with the content itself.

[00:15:57] Luz Lozano

So we have that kind of balance between, OK, here is.

[00:16:04] Luz Lozano

The materials here is the messaging here is the connecting.

[00:16:13] Luz Lozano

Connecting threads right between all of the sites.

[00:16:18] Luz Lozano

But then each HR manager and with their steering committee.

[00:16:25 ]Luz Lozano

Manages it a little bit differently and sometimes they combined it also with local.

[00:16:32] Luz Lozano

With local trainers or either internal trainers or external trainers, but that they're that they're from the same city or from the same at least from the same country.

[00:16:46] Luz Lozano

So they can connect culturally and they can connect last choice.

[00:16:53] Luz Lozano

We do have as a strategy that all of the contents that we have online is available in at least 11:50 of the Albéa languages.

[00:17:06] Luz Lozano

so.

[00:17:07] Luz Lozano

that is specifically the where we have the biggest populations so that that is one of the things that when we when we come up with a project that that's one of the main criteria.

[00:17:22 ]Luz Lozano

It has to be something that is deployed the implemented that can be implemented worldwide and it needs to be available in the different languages.

[00:17:35] RK Prasad

Right, so.

[00:17:37] RK Prasad

You use a very effective combination of local resources, standardised content, and you localise the content to suit the culture and languages.

[00:17:52] RK Prasad

So you use a lot of local partners to do this, and but your content is centralised, yes.

[00:18:03 RK Prasad

OK, yes, yes.

[00:18:04] RK Prasad

So just a side question.

[00:18:06] RK Prasad

How have you been using Commlab earlier?

[00:18:09] RK Prasad

I mean where do we fit in?

[00:18:12] Luz Lozano

The what we have found is that we have we can buy some off the shelf content or we can buy some specialized content and it works well when we have a partner, somebody that is an.

[00:18:32] Luz Lozano

The best, let's say, in language training or the best in injection molding training or very good in leadership training.

[00:18:42] Luz Lozano

But then we find that we have some Albéa messaging that we want to that we want to say, OK, this is the Albéa leadership model.

[00:18:51] Luz Lozano

This is the Albéa finance vocabulary.

[00:18:56] Luz Lozano

This is the Albéa code of conduct, for example, or.

[00:19:01] Luz Lozano

Trainings that are for Albéa only and very Albéa specific messages that we want to deploy also that we want to get have them translated and deployed worldwide.

[00:19:13] Luz Lozano

So that's where CommLab has come in for some of the main the fundamentals again some some customization for the fundamentals that are specific to the company.

[00:19:26] RK Prasad

Yeah, your company so.

[00:19:29] RK Prasad

Let us move on to technology part of it.

[00:19:33] RK Prasad

If I understand correctly, your manufacturing technology, which is basically for the layperson, is injection only, which means you work with plastic and other polymers.

[00:19:49] Luz Lozano

Yes.

[00:19:50] RK Prasad

OK.

[00:19:50] RK Prasad

So is there a great change?

[00:19:56] RK Prasad

In the process or in the tools and technology in your industry compared to some industries where the change of technology is very, very rapid?

[00:20:09] Luz Lozano

I would say there is a good balance.

[00:20:11] Luz Lozano

I think most of the change right now is coming from the materials with environmental.

[00:20:21] Luz Lozano

Expectations and also environmental targets that we have as part of our corporate social responsibility.

[00:20:29] Luz Lozano

We have many initiatives that are around making sure that we have the best and most advanced in terms of at least environmental impact.

[00:20:42 ]Luz Lozano

And always looking at reducing, reusing, and recycling in the design of the materials and in the design of the products and in the quality of the materials.

[00:20:53 ]Luz Lozano

So I think most of the change comes from that, and but the process itself, the let's say that technology.

[00:21:04] Luz Lozano

There's always advancement in technology, but the advancement in technology has more to do with speed and automation.

[00:21:14] Luz Lozano

But it's molding machines and they're just maybe different sizes or different with different modularity.

[00:21:23] Luz Lozano

But I would say that the biggest change or where we need to train the most and we have also some.

[00:21:29] Luz Lozano

A big library of content on CSR is coming from the materials.

[00:21:36] RK Prasad

So you do have internal sustainability goals?

[00:21:40] Luz Lozano

Yes.

[00:21:43] RK Prasad

So it just occurred to me that your product packages, cosmetics, beauty products like lipsticks or compacts and stuff.

[00:21:56] RK Prasad

Most of it comes with a beautiful

[00:21:58] RK Prasad

plastic or some other polymer material, and most of them are thrown away after use.

[00:22:09] Luz Lozano

There's a lot of innovation going on right now, with and a lot of it is led by the customer.

[00:22:18] Luz Lozano

So Albéa is known for very strong partnerships with the customer.

[00:22:24] Luz Lozano

I think that's our one of our greatest assets or value added.

[00:22:29] Luz Lozano

And the customer has all of very strong initiatives on making products reusable, for example.

[00:22:39] Luz Lozano

So in the design of the product, there's a lot of innovation and mostly it's going to be focused around reducing the material.

[00:22:49] Luz Lozano

So we use less material.

[00:22:51] Luz Lozano

Obviously, we use more environmentally friendly material, recyclable materials.

[00:22:58] Luz Lozano

reusable products that you can exchange maybe just the fill filling and and and reuse it.

[00:23:07] Luz Lozano

So a lot of those very exciting and nice projects are coming from the customer or in also being proposed by Albéa in very close partnerships with them, right.

[00:23:23] RK Prasad

So because I have been reading a lot about the changes in cosmetics where a lot of natural ingredients are used.

[00:23:35] RK Prasad

I mean, one example which comes to my mind is Body Shop.

[00:23:37] RK Prasad

I don't know whether it is I heard it was not doing very well, but we have so many like which use all organic stuff for.

[00:23:53] RK Prasad

beauty products or hair care or skin care.

[00:23:59] RK Prasad

Do you, I mean your R&D, is it anywhere near bringing a complete organic packaging?

[00:24:07] Luz Lozano

There's a lot, a lot of, a lot of new, new, there's a lot of new packaging coming in, a lot of innovation, a lot of experimentation.

[00:24:17] Luz Lozano

So yes, for sure there there's there's a lot of initiatives around that.

[00:24:22] Luz Lozano

Yeah.

[00:24:23] RK Prasad

Wow, okay, so now moving on to a I, you did mention that for language training you use avatars and a I and stuff like that.

[00:24:39] RK Prasad

Can you expand a little bit more on what kind of tools and what kind of policies you have in place so that they are used properly?

[00:24:49] RK Prasad

Governance part of it.

[00:24:51] Luz Lozano

Yeah.

[00:24:52] Luz Lozano

Yeah, so we have an AI.

[00:24:56] Luz Lozano

I would say it's a charter or or an AI.

[00:25:02] Luz Lozano

Yeah, that's policy document.

[00:25:03] Luz Lozano

We have our internal AI tool, which is we we call it Albert, which is Albéa.

[00:25:13] Luz Lozano

And.

[00:25:14] Luz Lozano

It the they came up with the name of Albert.

[00:25:18] Luz Lozano

So we we call our internal AI.

[00:25:21] Luz Lozano

system Albert and it's it's got some controls and some features.

[00:25:29] Luz Lozano

It's right now we're we're working we're working on developing training on the again the fundamentals of of AI and how it's used and how it can be used safely so that there have been some workshops but we're still working on.

[00:25:49] Luz Lozano

A more universal and to get to more people approach.

[00:25:53] Luz Lozano

So that is currently in process of setting up the basics, lets say, but that doesn't stop people from learning by doing right.

[00:26:02] Luz Lozano

So we have its open and you can you start to see the.

[00:26:10] Luz Lozano

the different speeds know that people are adopting it and we've started creating some functional learning circles, let's say, where we have people sharing best practices and OK, I'm I'm doing this, I'm doing that and showing others what they've come up with.

[00:26:32] Luz Lozano

So it it's kind of been an interesting approach because you can't stop.

[00:26:39] Luz Lozano

People from learning, right?

[00:26:41] Luz Lozano

You shouldn't.

[00:26:42] Luz Lozano

I mean, it's something that we want it to be organic.

[00:26:46] Luz Lozano

We want it to be our culture that we're learning all the time and we're learning by doing, we're learning by experience, we're learning by relationships.

[00:26:55] Luz Lozano

and training itself, it's very important.

[00:26:57] Luz Lozano

And we set up the foundations, but it's 10% right if we look at the model.

[00:27:03] Luz Lozano

So the course itself will be important, but we people are looking at tutorials online and they're they go into the into the same help features from the tool itself to figure things out.

[00:27:18] Luz Lozano

But there's also been a what I really like is there's been a lot of learning by sharing.

[00:27:25 Luz Lozano

a lot of learning by just showing what you have done and people asking, how did you do it?

[00:27:30] Luz Lozano

And we try it right and hands on experimentation.

[00:27:36] Luz Lozano

So I think that AI approach, in a way it's similar to the approach that we used for learning and for the Albéa Academy or the or e learning platform is that we left it open for anybody to.

[00:27:52] Luz Lozano

To access it.

[00:27:53] Luz Lozano

So there's very no friction, let's say, in you getting the tool or you accessing training.

[00:28:02] Luz Lozano

So I think that really opens up the learning experience for everyone.

[00:28:07] Luz Lozano

And it becomes kind of custom, right?

[00:28:10] Luz Lozano

Because each person goes at it as its own speed and based on their own needs.

[00:28:16] Luz Lozano

And And we we we're starting to see some.

[00:28:21] Luz Lozano

Real progress right now in terms of more and more people using the AI functionalities.

[00:28:27] RK Prasad

So I don't know whether you can, you know about, I mean, you have access to that information, but your Albert is developed in house.

[00:28:39] RK Prasad

But on what gen AI is it based on?

[00:28:42] RK Prasad

Is it ChatGPT or?

[00:28:44] Luz Lozano

It's ChatGPT.

[00:28:45] Luz Lozano

Yeah, it's Alverb powered by ChatGPT.

[00:28:49] RK Prasad

ChatGPT and it is exclusively for the Albéa group.

[00:28:54] Luz Lozano

Yes.

[00:28:54] RK Prasad

And you have a charter which takes care of the governance part of it.

[00:28:58] Luz Lozano

Yes.

[00:28:59] RK Prasad

But you are leaving the learning open, which is great.

[00:29:02] RK Prasad

As you mentioned, 702010, only 10 is some structured learning.

[00:29:06] RK Prasad

Everything else is like application and group learning.

[00:29:11] RK Prasad

So.

[00:29:12] Luz Lozano

And learning by solving problems, right?

[00:29:15] Luz Lozano

Learning by solving the situations, right.

[00:29:20] RK Prasad

We have been doing a lot of primary research in AI.

[00:29:26] RK Prasad

Comlab has tied up with Lancaster University in UK and we are doing how adoption is taking place in companies and what are the hindrances or what are the you know, enabling factors and inhibiting factors.

[00:29:41] RK Prasad

So we are in the 3rd stage, the final stage of research, and I'll be very happy to share the research findings with you.

[00:29:49] Luz Lozano

Yes, please.

[00:29:49] Luz Lozano

Yeah, very very interested.

[00:29:51] Luz Lozano

We're in that point right now.

[00:29:53] RK Prasad

Yeah.

[00:29:53] RK Prasad

So one last question before we wrap up, Loz here is that given this whole change in manufacturing, globalization, but the current tariff.

[00:30:09] RK Prasad

Regimes going on politically, every country wants, talking nationalism, there's lot of change.

[00:30:20] RK Prasad

And on top of that, we have A I which is changing fundamentally how we do business.

[00:30:25] RK Prasad

So as a people's manager, can you give 3 pieces of advice to my audience who are essentially learning leaders like ourselves?

[00:30:40] Luz Lozano

Well, I think one of the most important things for a leader is to embrace change, to take a moment, right, to observe and see how things are evolving.

[00:30:56] Luz Lozano

I think we cannot.

[00:31:00] Luz Lozano

We have some control, but.

[00:31:03] Luz Lozano

Mostly we it's more about adaptability and and understanding trying to understand trends from a very open and critical perspective, right?

[00:31:18] Luz Lozano

So we know that the world has gone through major change and and we can probably cite some of the main.

[00:31:27] Luz Lozano

Triggers know that that that really.

[00:31:30] Luz Lozano

Move things.

[00:31:32] Luz Lozano

This seems to be one of those things and we will probably not be able to predict much of.

[00:31:39] Luz Lozano

There's a lot of speculation obviously about AI and the impact that it would have as there was about industrialization, about Internet or.

[00:31:50] RK Prasad

Internet mobile technology.

[00:31:52] Luz Lozano

Or even before that, even before that, the P C's and all the all of the computer power, right?

[00:31:58] Luz Lozano

So, and now we were talking earlier about SpaceX and space travel and what it means to launch 1000 1000 rockets from our beach, right?

[00:32:13] Luz Lozano

So it is something that I would not venture to.

[00:32:20] Luz Lozano

Speculate right, because it that there is a there anything can go.

[00:32:24] Luz Lozano

What I can say is that as HR leaders, we need we need to to really connect with with the human being.

[00:32:32] Luz Lozano

We need to connect with with people, people as consumers, people as employees, people as.

[00:32:42] Luz Lozano

The infrastructure around our organization and.

[00:32:48] Luz Lozano

And focus on what needs to be done, right?

[00:32:50] Luz Lozano

What do we need to do?

[00:32:52] Luz Lozano

What is the best way to do it?

[00:32:54] Luz Lozano

And how do we move forward with an open mind?

[00:32:59] Luz Lozano

Take what works and discard the rest, right?

[00:33:04] Luz Lozano

Because we could really get, we can really lose our sleep from overthinking, overthinking a lot of these things and we'll have to wait and see.

[00:33:15] Luz Lozano

But that's kind of the learning culture, right?

[00:33:18] Luz Lozano

The learning culture is about curiosity, about what's question, you know, what is this for?

[00:33:26] Luz Lozano

What is it going to do and what can I do to make it better?

[00:33:31] Luz Lozano

I think those are the main things that I would say.

[00:33:36] RK Prasad

Wonderful.

[00:33:36] RK Prasad

So we need to keep an open mind.

[00:33:40] RK Prasad

We need to embrace change.

[00:33:43] RK Prasad

But we shouldn't be carried away by all the things which are happening.

[00:33:46] RK Prasad

We should be well grounded to see what is good, what can be implemented at this point of time.

[00:33:53] RK Prasad

More importantly, we should be in touch with our people, whether they are customers, whether they are our employees or our business associates, suppliers and all.

[00:34:04] RK Prasad

Thank you very much, Luz.

[00:34:05] RK Prasad

It has been a wonderful, wonderful session.

[00:34:09] Luz Lozano

It's been great.

[00:34:09] Luz Lozano

Thank you, RK.

[00:34:10] RK Prasad

Thank you very much.