Women Leading Validation Spotlight: Double Episode with Connie Hetzler and Lisa Sykes-Winstead

For today’s Women Leading Validation spotlight conversation, Dori Gonzalez-Acevedo CEO of ProcellaRX interviews Connie Hetzler Global Head of Validation, Alcon Laboratories and Lisa Sykes-Winstead  Site Quality Head, Senior Director, Resilience

Connie and Lisa shared their insights into what's it means to be women in leading roles in validation, their day to day experience and why mentoring and sponsorship is important.  This was recorded live with Dori on Day 2 at KENX’s GMP University August 2022.   

*Disclaimer: Podcast guest participated in the podcast as an individual subject matter expert and contributor. The views and opinions they share are not necessarily shared by their employer. Nor should any reference to specific products or services be interpreted as commercial endorsements by their current employer.

This is a joint Podcast production of ProcellaRX and KENX

Transcript

Dori Gonzalez-Acevedo: 0:02

Welcome to another episode of women leaning validation. I'm your host Dori Gonzalez-Acevedo. For today's women living validation spotlight conversation you get a doubleheader with two key women that I interviewed this past August at Connects GMP University. First step is Connie Hetzler, the Global Head of validation of Alcon laboratories. Connie has over 32 years of experience working in regulated consumer products and healthcare industry roles in her role as global head of validation for Alcon she is accountable for the validation strategy for 16 manufacturing sites including both the surgical and vision care divisions. Connie is a favorite to connect speaker and her leadership and validation as well as in diversity, equality and inclusion initiatives and inspires us how to bring others to the table to have difficult conversations. Then we have Lisa Sykes Winston, the site quality head and Senior Director for resilience in Durham, North Carolina. Lisa has acted as a leader of the sterility assurance and quality programs She has experience in building and managing large teams developing and deploying standard operating procedures and guidelines and expertly maintaining business processes. She has supported GMP facilities sterile assurance initiatives, as well as compliance by managing the release of bulk and filled product. Prior to her roles at resilience DERM site, Lisa has held various leadership positions at Aspera, Pfizer, Wyeth and Human Genome Sciences. Lisa is an advocate and supporter for women empowering women and her unique perspective on how to find mentors she'll share with us today. Without further ado, please enjoy my conversations with Connie and Lisa. Welcome, Connie. Thank you. Nice to see you. Again. It's been I've we met maybe in March and March and March here, right because it's the same town and everything. So that's really nice. And it's been a wonderful couple of days here. So far. It's the last day of connects GMP University conference, and you spoke yesterday. And so I want to if you can share with our audience a little bit about yourself and who you are and why folks come to see you.

Connie Hetzler: 2:12

Sure. That's that's a great question. Thank you. So I've been in the industry about 37 years now. And I started as a young chemical engineering consumer products. And across the course of my career, I moved into the validation space, because of its focus on patients and what it can do and providing value to helping people live healthier lives, be it develop a drug or medical device that brings benefit to patients. And validation is really a focus to make sure that what we design and what we make actually delivers the value to the customer and to the patient, and more importantly does no harm. And so both of those need to be carefully considered. And I have a lot of a lot of passion for patient centric work. And validation gave me the outlet to do that in a very, very broad way.

Dori Gonzalez-Acevedo: 3:01

That's awesome. One of the things that I, you know, immediately was attracted to you hearing us talk I've heard you talk a couple of times is is this patient centric sort of way. So being on the software side i i talked about as customer centric, right? It's the same sort of cotton like this, it has to have the end goal who who, what, wherever making goes to the people in an expected outcomes that they are desiring, right?

Connie Hetzler: 3:27

Yeah, absolutely. And I think on a database day to day basis when we're working, having a reminder of that focus can be very inspirational. Within a company, of course, we're going to be focused on our individual or team objectives within a broader company. And so sometimes we can ask ourselves, and I get asked, well, you know, too many people want too many things from me, who do we serve. And I always say, we serve the patient. And so I think if we can always shape our thinking, be it within our function, cross functional teamwork, whatever collaboration we're doing, we serve, the patient is going to give a focus to that work that drives higher value and helps people and so that's really, why I'm in the game is for that reason.

Dori Gonzalez-Acevedo: 4:07

Awesome. The other we met in March, you were also part of the first kickoff for women leading validations. And you were in the room that so I know. That's another passion of yours as well. Can you tell us a little bit about why that's important in your life?

Connie Hetzler: 4:25

No, I think so. I you know, I think that I've been involved in a number of diversity initiatives across all of the companies that I've been a part of including including Alcon currently. And I really believe that women bring a unique perspective based on our backgrounds and based on the way that we work. And so I have a tremendous passion, that women can increase their voice, not only in the companies that we're working in, but in the world generally. I think women do bring the empathy to the patient view that is important. And in addition, we have the technical capabilities, we're competent and we can come bind those two points of view to drive higher value. So I think it's very important that that get recognized now, you know, in the technology space, we're still evolving. When I started out in industry many years ago, and I graduated from Purdue University only about 3%. were engineers, right? My daughter graduated from Northwestern, in chemical engineering about 33%. Were engineers. So that's, that's really quite a lot of progress is great progress. But we need additional progress in order for that voice to continue to be increased because of the value that we drive and what we bring to the world.

Dori Gonzalez-Acevedo: 5:36

Yeah, so recent statistics was around 70% of all men that are in you know, senior leader, C suite, jobs have stayed home, spouses or partners, right. That number was shocking to me. And, and very, very true. And also being an new CEO myself, which I don't have a stay at home spouse, right. The the part of the empathy that women bring to the table also comes with a lot of other stuff.

Connie Hetzler: 6:12

Absolutely. There's no question that women still face barriers in the technology space today, I think the statistics are clear on that, and we have a lot more work to do. I also don't have a stay at home spouse, thankfully, I do have a spouse that's very supportive. And I think that that is important. As, as I mentor younger females in the technology space about what are the key things that they really, really are going to need to do that you have to manage your life and your career as part of your life, recognizing that barriers exist, and that you will have to manage to those, but having the optimism that you can make a difference in the space? I think that you know, for myself, I think one of the most important factors is that we have to see that partnering with men, and helping them understand those barriers, is important to breaking down the barriers, right. And so talking about, particularly men that are in higher level positions have stay at home partners makes a difference, when they get ready to schedule a dinner for which you know, relationship building is going to happen, they can schedule those very quickly, and attend them very quickly. Women don't necessarily have that same opportunity. So that can seem like a very small thing. But networking outside of the office turns out to be very important for the advancement of career, as well as having the voice that women want to uniquely have. And so I have spent a significant amount of time in my career, sitting down one on one with with men in those higher level positions. And really explaining that perspective. I think when they come into that awareness, they can start to change behaviors. And by changing those behaviors, we really do move the world to a different place. And so I think partnering, and being able to speak up about those those issues, having the intention to do that. And going and doing that, I think can can really can really move the world to a new place.

Dori Gonzalez-Acevedo: 8:13

It's a great point. And I think one of the things that came up in the quality Think Tank yesterday is in similar lines is how to get those folks to the table, how to get the men to the table to have those conversations in the quality think tank where they we were talking about how to get the quality people that are not in the room in a room right in the room, because we hear it connects are very passionate about this sort of change in our tennis ball industry, but also for a broader, you know, a way of being. But how, how are some ways do you get folks into the room that might not necessarily want to be there or hesitant? Or don't know, maybe you're right. There's a whole bunch of reasons of why folks are not at the table for some of these more nuanced conversations. Yeah.

Connie Hetzler: 8:59

And I think that there can be a few reasons, some of it can simply be awareness, right. And so I think that we do have to go in with it in an open mind. And that's hard to do when we have faced barriers. And we have faced discrimination, right, we can start to internalize that as a belief that they're not at the table because they have the intention to exclude me know, in some cases that is true. But in many cases it is not. And so we have to you know, the Japanese have a word for this Shoshin mind would have to go in with an open mind almost like a baby mind like a child childlike mind with the openness that a dialog will reveal the true intention of the person right and so I do start typically one on one because I think group settings psychologically on tight topics like this, do cause a lot of anxiety and people and we don't get the best version of them if we start in a group setting. So I usually go one on one and again sharing my personal active in my experiences, as well as trying to relate to times where they might have been excluded themselves in getting that that relational type dialogue going, and then seeing how they respond. Now, in some cases, they do really respond. In other cases they don't, but then we get a truer measure of who we're dealing with. And then I think in change management, you go where the light is, I think you have to partner with the people that are willing to be more enlightened and more progressive, get them to the table in a group setting. Then the others will eventually follow, right, because we can't convert every it's like any change management can't convert everyone instantly, right. But we have to go where the light is. And we have to find out in those populations, where those lights are, and make sure that they come to the table. Great.

Dori Gonzalez-Acevedo: 10:49

Thanks, Connie. One of the other topics that came up yesterday, and the woman lady validation, as we always do, is we talk about mentoring and mentorship. And also you had raised at the very first mini sponsorship, right? And I know that that's a passion of yours. So I want to talk about that. So can you talk a little bit more about what you mean by sponsorship and why it's important?

Connie Hetzler: 11:08

Absolutely. So I've been very fortunate in my career to have both right. And so a mentor or coach is really a person who guide you on your own behaviors, and your own content as a person and how things that you need to do to be successful in your career. A supports a sponsor, actively advocates for you. And I think that concept is very important when decisions are being made about who's going to be promoted, who's going to go on that business trip, who's going to give the presentation in front of the board, you need a person in the room that has your name and their hat, right believes in you and is willing to take a chance on you and will speak up and say Oh, I think this person should really go give that presentation. So that's a difference really in sponsor and mentor. And men proactively seek that women sometimes miss that point. And so I think sponsorship has to be actively saw it, you have to develop a relationship with people that are willing to do that. And you have to be explicit about it, that I asked for, we have to really ask for what you want. Men do have that forward lean. And women have a tendency to not see the importance of that piece. But you have to ask for what you want. You have to be intentional about it. And I think that it can that it is very successful when women do it. Not a lot of women do it. So if you do see women that are at the top, and you ask them about how they got there, they have a sponsor.

Dori Gonzalez-Acevedo: 12:45

And that sponsor should be within the organization that you're currently in.

Connie Hetzler: 12:50

Typically, but not necessarily always, I think that I think having more than one sponsor is a great thing, if you can cultivate that. Having one within your own organization is obviously very beneficial, because that's where you're trying to advance. But having people in other parts of the organizations and it can be also in other companies that know you and are willing to sponsor, you can really open up a much broader set of opportunities. So I would say both within and outside the organization sponsors can be very beneficial. That's great.

Dori Gonzalez-Acevedo: 13:21

The mentoring mentee relationship, I find that for me, it's one of the richest things that I've developed in my life as on both sides of that. What are some characteristics you look for when you're choosing a mentor? And as well as who you're willing to enroll as a mentee because it is a two way kind of relationship so that

Connie Hetzler: 13:46

way, so with respect to mentors, I usually am observing, first and foremost, the person's leadership behaviors. So when I observe them, I look for the effectiveness that they have in moving and inspiring people. Right, and as well as dealing with conflict. So I watched the way in which they behave in a group setting. And so and I think in the in the world, you know, every day we have conflicts that we have to resolve. And so when I observe them, being able to move large groups of people to a different perspective, resolving the conflict is still doing it with respect. That's a leadership characteristic that I want to emulate. And so I tend to seek out people that have let's say that vibe, right. So now I think other types of skills can be important too, if they have functional background for something that I'm trying to learn, it can be technical or business. And those can be combination skills that can also be very important to look for in someone mentoring me, but I'm primarily looking for the leadership skills in moving a vision, inspiring people and resolving that tough, you know, conflicts that have to be addressed and playing back kinda role. And I've been fortunate to have mentors that did that well, in helped me learn how to do it, I think I get a lot of requests to be a mentor. So I'm very grateful for that. What I really look for in someone that I'm going to mentor is the degree of ownership that they have. And the process, we can guide people, but their career is really in their own hands. Right. Right. So I think mentoring others is not about forming dependency, it's about creating them as an independent person. Yeah. And that, that, so when, when when when they come and asked to be mentored. So I, so I tried to make it clear, you know, what, what they're going to need to do and to see if they do have that proactiveness inside of them. If they don't, I do try to inspire it. Because sometimes women come to the table, they're not fully confident.

Dori Gonzalez-Acevedo: 15:57

Yeah, right. Yeah, there might not be fully confident. But I think also back to some of your original points. Is this true, like true understanding and definition of what these these things are? Because they are different. And the expectations going in, and what you get out of them are different in each level, too. And it's a nuanced conversation. I know, when we originally talked about it. You forgot sponsorship? And I was like, Oh, yeah. And maybe I don't even have one. Because as you're saying that I'm like, that's, I never really, you know, took the time to understand part. Because that wasn't what my focus was. Right? I might not have needed that at the moment. Right. But there's so much opportunity for for wherever you're at in your career, to utilize all three?

Connie Hetzler: 16:50

Absolutely. Yeah, I think that's quite important. I think women tend to have a perspective that what you know, will get you ahead, men focus more on who you know, tactically point. Yeah. And that's a it's a very different, different perspectives. And so I think women do tend to overlook the opportunity for mentors and sponsors that can advance their career, and sometimes operate in a very humble perspective. And while there is good in that, in terms of leadership skills, we have the right to market ourselves, we're good at what we do, right. And so we need to move into the space and while being humble, being in the space, that loud people know what we do and ask for what we need. Yeah.

Dori Gonzalez-Acevedo: 17:34

Yeah. Hard, easy, said hard to do. And lots of practice.

Connie Hetzler: 17:40

Yeah, yeah, sir. I think, you know, I think about it in raising my daughter, she's, she's 30 years old now. And she became a chemical engineer like myself, the socialization of those kinds of concepts start quite early on life. And so I was quite deliberate in the way that I raised her wanting to preserve, I think what she has, which is an empathetic nature, with the understanding of marketing herself. And so we did, in fact, work on that her entire her entire life, women will have a tendency to apologize for things that they don't do. And so we really worked on that in raising her. She went to work for Exxon coming out of school. And I was really amazed at the things that she went in and asked for, that I would not have asked for when I came right out of school. And she did get them every one of them, right. So whether it was I want to go to this training program, or I want to go back to my college and be a recruiter, or this is the kind of project that I am seeking. She was able to really manage quite well as a young person. And so it's quite interesting to train your daughter differently than the way you were raised raised her differently than the way you were raised. But when she went into the workforce, I even myself, had a reluctance. I worried about her speaking out in that way. Yeah, right. Yeah. It shows how deeply we are socialized. Yeah, she was quite successful in that. She did work for Exxon for five years, but I always taught her you have the power to create the life you want for her for yourself. She's very passionate about green energy. While she was at Exxon, she did work on green energy projects. She now works as a green energy consulting company in a green energy consulting company that has a female CEO. So she has in fact, moved her life to be aligned with her passions where she can use her engineering skills. And she did that within the five years. Right. So I'm very pleased that all of the things my husband and I tried to do she is in fact doing those does the much better than I did at that stage. But I become sometimes very aware internally of the reluctance we have right. As I hear her say what she's going to do, it can create some feeling in me. Yeah, but she really is quite confident and speaking out about what she wants it she does get it, and she's able to make a big difference in the world in a positive difference.

Dori Gonzalez-Acevedo: 20:04

That's wonderful. Part of what I also hear you sharing is the modeling of the behavior. We talked also yesterday and the conference around this sort of thing, right? Like how to model the leadership styles, the, you know, everything from like how to enter a room, to, you know, get a deep in the weeds around content and data or whatever we're talking about. Asking questions that no one else, most folks are thinking, right, but don't actually say, right. And I wonder if you have any thoughts of the difference between women and men in that regard? I think, you know, women tend generalizations, right? I'm gonna make some generalizations here. But women tend to see things more systematically, or holistically or the whole room for not only the words that are being spoken, but the behavior, the body language, the vibe, the context, the it's 7am versus at 7pm. Like so much stuff that we hold in our heads when we're in those those rooms. What do we have to do in order to potentially change some of that?

Connie Hetzler: 21:23

Well, I think that I don't know if I think about it so much as changing it, shaping, shaping. Right. And that, I think that's a big advantage that women have is that we are aware of environment. And so we do resonate with the energy in the room. I think more in point I do face that, how can I use that energy in the room and shape it to the direction that we need to go? Right? Men are not as aware of it. Right? I think in that case, that allows them to focus more on the points they want to make. Right, right. So it does take some compartmentalization of maintaining the awareness of the room, because I think it's a unique advantage that we have, while make sure that we do give deliberate attention to the content, right? I think timing of when you speak up is also important. And so understanding what's happening in the room can help us time the conversation, right? Because we're trying to influence other people in the room. Right. And so I think timing when we say what we say, can give us a stronger voice. So to me, I think it's about combining those skills and shaping that energy that we have, rather than changing.

Dori Gonzalez-Acevedo: 22:31

Connie, Friday, is Women's Equality Day. Yes. What is your thoughts of where we are today as women? And what is the future hold for us?

Connie Hetzler: 22:42

Yeah. So I think it's, it's a great question. And, again, I think about, you know, in terms of my family, my grandmother, my mother, myself, and my daughter, right, and so my grandmother went to the third grade, that's the education that she had. She was a Sunday school teacher, and always wanted to be a teacher. But she didn't have that opportunity. My mom became a teacher. My mom always wanted to be an engineer, but she didn't have that opportunity. I became an engineer, I worked in a very male dominated world in sometimes didn't get all of the opportunities, right, that I that I had hoped for, that I shaped my daughter, to speak up and go after those opportunities for herself. And she has. So when I look at the progression of the four generations, I can say women have come a long way. And I think we have to keep that part in our mind that when we have come a long distance, we have to look back at the beginning and see how far we in fact have come. On the other hand, we can see a lot of women's issues in the world today that are very concerning, in in, in need a lot of additional work. And so I think it's important to keep two minds about it, to celebrate internally, the progress that has been made, but never lose sight on the progress that still needs to be made. And there's a lot of inequality in the global society for women. In Western society, we enjoy a lot more equality. But I think we have to, to keep a focus on global equality for women, and the importance of that for the advancement of humanity.

Dori Gonzalez-Acevedo: 24:23

Thank you, Connie. It's a very great way, I think, to end this conversation. And it's I think one of more conversations to come as women leaning validation starts to play an out the women's panels and panel discussions and bringing in some guest speakers. And I thank you enormously for the time to sit down and talk with you about this today. Well, thank

Connie Hetzler: 24:45

you for the opportunity, and I look forward to future conversations. Thank you.

Dori Gonzalez-Acevedo: 24:53

Welcome, Lisa. Thanks for joining another episode of women leading validations I Spy OttLite here and live it connects. This is our last day and GMP University. So thanks for spending some time with me today.

Lisa Sykes-Winstead: 25:08

Thanks, I appreciate it.

Dori Gonzalez-Acevedo: 25:10

So can you tell us a little bit about yourself and where you came from and why this kind of conference is important to you.

Lisa Sykes-Winstead: 25:17

So I traveled from Raleigh, North Carolina, I work for a company called resilience as a cell and gene therapy company. And I am currently the site quality head. So everything quality and QC reports. And to me, the reason that I'm out here is that I had a colleague, a female colleague that was selected to speak and she had recommended me as well. And so that's just an example how, as women, we should bring up other women and be their advocates. And definitely, they're their mentors. I wished that they had had this type of conference when I had started out in the industry, right? Because the information that is being cascaded, deployed to our colleagues is just phenomenal. Why, where else can you go to learn everything GMP, and then dig a little bit deeper, like for an example for ich que nine on risk assessments. So that was like a reoccurring theme during the talk. But all this information? Is this absolutely critical. And also being a continuous learner, right? So even at the stage that we're at, at our career, we're still continuously learning and, and giving back and I think that's, that is what a leader should do, and project that. So when people come No, like, okay, they're in here with us, you know, we're learning we're, we're networking with other folks and planning to take that information to the site. And that's one of the questions I had posed, hey, where do you guys with this information? Does it stop here? Are you gonna take it back to your, to your site and implement and benchmark but it's absolutely critical to have these types of sessions to be that continuous learner and to innovate?

Dori Gonzalez-Acevedo: 27:22

Yeah, so Lisa, I think one of the things that you're saying is unique in my experience, like these are rooms where maybe 20 Max in person, maybe 30. And there's also the virtual platform to get additional folks in that way. But there's, there's an intimacy to being able to ask some pretty specific questions and get your needs met from what's ever going on on your site. Right. Right.

Lisa Sykes-Winstead: 27:49

And that's a good point. And I think that all of us that were speakers have told individuals like, yeah, if you have any questions during or after the session, you and even when we travel back to our destinations, you know, a lot, or everybody has made themselves available, hey, send me an email connect on LinkedIn. Because we want to make sure that you you have the right information, right. So so yes, thanks for bringing that up. Yeah,

Dori Gonzalez-Acevedo: 28:17

that's great. So women leaning validation, yesterday was another big event and lots of folks came out. Why are you passionate about women leaning validation?

Lisa Sykes-Winstead: 28:30

I am passionate about it, because it allows us to communicate and learn off of each other. One reoccurring theme that came up during that discussion is having a mentor. When I got out in the end and stir industry, I didn't have a mentor, I actually didn't know what a mentor was, right. So you're learning a lot of things. As you progress on one, so for me, the excitement came just the basic partnering, you know, let's talk about the industry, what's changing with the industry. But then there's also talk about both development path, you know, those those journeys that each of us took, like, my journey is going to be different from your journey or template is going to be different. But at least they can look at those journeys and create their own template and based on what we have done, right, and then also as leaders, we want to make sure that we help them and eliminate those roadblocks or be prepared for them. Right. You know, this is what you have to do someone that posed the question. Well, how do I go about getting a mentor right? I have a mentor at this stage right because I wanted to work on communicating I wanted to work on you know, how can I be a good leader? So it just doesn't stop. Right?

Dori Gonzalez-Acevedo: 30:03

Yeah. Yeah. So great, great point is we can always, we always need these sorts of extras in our lives at different stages, and we can play different roles. So sometimes we're the mentee, sometimes we're the mentor. And, and we had a lot of conversation yesterday about all the different roles and responsibilities that that that is. What excites you about kind of where the industry is at either from from a woman's, you know, a female perspective, or from an industry perspective? Are things getting, are you excited by things or things? What's going for you too?

Lisa Sykes-Winstead: 30:39

I'm excited, uh, stay excited. If he had told me obtain years ago, that I would be where I'm at today, I would just never even had a clue. Right? No clue on the endless possibilities. I think what's what's also a driving factor is that, you know, with this industry, it just doesn't stop with one piece of of knowledge. Right? When I started, we weren't talking about Lean Manufacturing, or innovation or continuous improvement, you know, how do you eliminate ways? You know, we weren't talking that language, right, I had to eventually learn that I didn't know anything about, about standard work, right? I didn't know anything about risk assessment. So this having ich que nine come out and talk about that, you know, like, we're living the journey now, right? Because at first, it was just a buzzword, you know, like, do a risk assessment, but we weren't living really living and breathing it. And now with data integrity, that that's new, that's been out for a couple of years, and we have the guidance document. So there, it's always revolving. And that's why we have to be continuous learners, right? You know, learn, learn, learn, you don't have to be an expert on the guidance documents, but the information is readily available, right. So that's what excites me and then also servicing the customer. But the patient, right, that I have a significant impact, to assure that we have safe, effective and high quality product,

Dori Gonzalez-Acevedo: 32:17

I think that really highlights a big theme for this GMP University in the last three days, right is if we reframe what we do on a day to day basis, in the, in the context, it's in service of the patient, it transforms the conversation, right, of all of what we do, right, what policies we put into place, what testing we do, what types of quote unquote, validation documentation, we do all of those things, if we have that frame? And I've heard that in a couple of different talks throughout the last three days, right? Yeah. What are some some things that you think we as an industry need to do differently?

Lisa Sykes-Winstead: 33:06

I, we definitely need to listen to the Guru's before us, because they were on to something. And then when the explain that, in regards to total quality management, in regards to speed, quality and cost, Lean Six Sigma, you know, pay attention to what those gurus are telling us Philip Crosby quality maturity assessment, you know, we go into the the act of of completing a test, or completing a method or, you know, manufacturing a product, but are we all actually living in breathe in quality and how do we get there. And Philip Crosby, Cosby in it, you know, created this quality maturity assessment, you know, quite a few decades ago, but it still resonates that, hey, we need to have good problem solvers, you know, quality is free. And it's not just that that function of of quality, right, and I think that the industry really needs to pay attention to that.

Dori Gonzalez-Acevedo: 34:37

It's a great actually been just writing about that. And it was one of my first books my first mentor ever gave me when I started back in in the late 90s. So it's, it's interesting to me how things are coming full circle to write in full circle in a spiraling exponential, you know, Oh, technology curve, right? And all that sort of stuff. So, as we move forward with women leaving validation, what are some of the things that you're wanting to either bring to the group want the group to kind of look forward to

Lisa Sykes-Winstead: 35:20

in regards to the group, and I want to touch on the people development piece for just a little bit. Definitely like to provide the tools on how to create those development plans, how to engage in those networking meetings, and what to ask when they're in their mentor relationship. And then also understanding your strengths and your weaknesses and how to move on. And I know that some of like, the soft skills with the sole ultimately important, especially with women, right, because we like mentioned the other day, we tend to be humble, right? But it's okay. To prepare yourself for for the next role is or it's okay to say, hey, I want to be in your succession plan for this role, and I think women and validation can definitely prepare those young leaders on on how to get there. And in regards to the act of validation, you know, just providing guidance on on where to go, where to seek and how to use that information when they go out to their organizations. Right.

Dori Gonzalez-Acevedo: 36:31

Yeah. Great. Well, I appreciate your time today. And we are wrapping this up. I know that there's a couple more sessions today but it's been a pleasure to meet you and thanks for sitting down.

Lisa Sykes-Winstead: 36:43

Thank you. Thank you. It's been a great, great ride. Thanks.

Unknown: 37:07

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