Intro/Outro (00:03):

Welcome to supply chain. Now the voice of global supply chain supply chain now focuses on the best in the business for our worldwide audience, the people, the technologies, the best practices, and today’s critical issues. The challenges and opportunities stay tuned to hear from those making global business happen right here on supply chain now.

Scott Luton (00:33):

Hey, good morning, Scott Luton, Crystal Davis with you here on supply chain. Now welcome to today’s live stream crystal. How we doing?

Crystal Davis (00:42):

Good morning doing well, despite this foggy voice, I feel great. <laugh>

Scott Luton (00:47):

Well, it’s so great. How are you? We’re doing great. You know, with the foggy voice, it just means it’s time for voice over work. Right? Crystal, you ready? <laugh> there you go. Well, it’s great to have you back. I really enjoyed, uh, our work together this year. Of course, it, it, it, it goes back several years since we first met at a, um, AME event and have really admired your work and your leadership. And I, I, um, uh, love your POV. I think you help a lot of folks, so it’s great to be able to co-host some of these conversations, crystal.

Crystal Davis (01:17):

I know I’m particularly excited about today. Lots of you see

Scott Luton (01:21):

Stuff. I agreed I’m with you. We we’ve got one of our favorite repeat guests here today, more on that in just a second, but most importantly, we’re talking today about how leaders can work to ensure opportunities for all in this really, uh, constantly challenging environment. So we’re gonna be getting Crystal’s observations as well. As, as I mentioned, one of our favorite repeat guests, Hannah Kane, president and CEO with AAM AAM. I think I nailed that. Uh, Hannah at <laugh> as I here at the degree group, Hey, we’re gonna be touching on the build back better bill. We’re gonna be touched on the recent infrastructure act. That’s wor you know, all that’s working its way through government and you name it. And of course, industry we’re gonna, uh, get crystal and Hannah’s take on what that might mean for global supply chains and for folks looking for opportunities. So stay tuned for what promises to be an informative and intriguing conversation. Am I right crystal?

Crystal Davis (02:15):

Absolutely. I am so excited about today. I mean, the, the, the theme that you’ve laid out, right. Creating opportunities for all. I think all of those topics fit so well in

Scott Luton (02:25):

That thing. Agreed, agreed. And that’s, that is our responsibility as leaders, for sure not leave anybody behind. So, uh, before we bring, before we say hello to a few folks, I’ll see you Jonathan and Latif and Paul. Great. See y’all I want to make just a couple of quick announcements. We’ve got some, Hey, no rest for the weary we’ve we’re, <laugh>, we’re rolling into the end of this year, right into the beginning of next year. Not missing the beat, just too much going on in global business. Really, uh, January 13th, crystal, we’ve got a practical, uh, webinar focused on PR practical strategies for adapting to demand and supply uncertainty. And there’s no shortage of uncertainty out there in the marketplace. Is there

Crystal Davis (03:07):

Absolutely not. Absolutely not. And we’re gonna talk about that UN that uncertainty today and how we sure are.

Scott Luton (03:14):

We sure are. So join us for this webinar, with our friends, for, in the tools group on January 13th, 2022, and that’s at a special time, 3:00 PM Eastern time. So join us to that. The link to join is in the show notes, or you can go to supply chain now.com and also adapt or dive you ever heard that phrase crystal,

Crystal Davis (03:35):

Uh, similar, similar, right. But I love

Scott Luton (03:40):

It. Yeah. It, and there’s so much truth, right? Yes. Uh, there’s so much truth in that. So we’re gonna be joined by the one only Jeremy Bodenham, uh, author of adapt or die, your survival guide to modern warehouse automation. And I tell you, I was on an event with our friends over at six river systems. Uh, so with Jeremy and he does not fake the funk on a nasty dunk, he brings it every single time. It’s the only way to

Crystal Davis (04:05):

Be, right. That’s the only way to be <laugh>. And that’s such a hot topic given that there’s this war for talent, particularly in the supply chain space. I love it. Agreed.

Scott Luton (04:14):

Agreed. All right. And finally, you know, this has been a little pet project of mine and Kelly barn owners for a year or so. I may going back a little longer in a year. And, and so every week we drop a podcast, really focus on the intersection of history and business, uh, this week in business history. Imagine that what a creative title I, uh, so for this week I looked at some things you don’t know about two businesses that everybody knows Kentucky fried chicken. One of our favorites around here and, uh, Ben and Jerry’s, which are the, uh, makers of my favorite ice cream. Have you ever had cherry Garcia?

Crystal Davis (04:46):

I’ve not had that flavor, but I like their, um, what is it? It’s like a, it’s not Mississippi mud, but it’s similar to Mississippi mud.

Scott Luton (04:53):

Well, their chocolate chip cookie dough, ice cream. Oh, yeah. Is going into hall of fame of global ice cream. I think it’s one of our bigger sell sellers. It could be that one, but cherry Garcia was one of their earlier hits. They named of course for Jerry Garcia and crystal, he said, when they send him eight pints of ice cream and they got his response to his PR rep, his, his quote was something like, well, it tastes pretty good, but, uh, I’m good with it. As long as no one’s out there naming motor Earl after me, I’ll take ice cream. So I guess he was a fan of cherry Garcia, but y’all can check out this week in business history, wherever you get your podcast from. Okay. So crystal, before we bring on the one only H can, let’s say hello to a few folks, some of our favorite folks have showed up in the comment. Jonathan is tuned in via LinkedIn. Jonathan. We’d love to know where you’re tuned in from. We’d like to connect the dots. Cause the world crystal is really small. Right?

Crystal Davis (05:51):

Very small, very small. Yeah.

Scott Luton (05:54):

And it’s getting smaller and smaller every day. Uh, crystal and I both are in the Metro Atlanta area, by the way. Yeah.

Crystal Davis (06:00):

The temperature can’t decide what it wants to do. <laugh>

Scott Luton (06:03):

Right. It’s Minneapolis one day and it’s Florida the next or something. <laugh> Latif. Great to see you here via LinkedIn. Let us know where you’re tuned in from and look forward to all, all of your comments here today. Paul, from Fremont, California, how happy to be participating via LinkedIn. Great to see you, Paul. I like that. I like that headshot. That is warm, friendly. Confident you wanna go out and, and have a beer with Paul don’t you?

Crystal Davis (06:26):

Absolutely. <laugh> wasn’t it funny, California?

Scott Luton (06:30):

Yeah. That’s right. Jean pleasure from north Alabama, Jean. Great to see you here today. Hope this finds you. Well, uh, he’s one, one of our favorites. Jean made a trip up to Chicago, not too long ago, crystal and ate at some of the finest restaurants known to humanity. So, and, and sent us some pictures too. Steaks. What steaks about that thick. So then, um, CSO, uh, great. I hope I got that right. If I didn’t let me know some to get everybody’s name, right. Uh, good morning. Very excited and happy to participate joining from Botswana. Yes. Via LinkedIn. Great to see you here. Love it. All right. And ask. And you shall receive, Jonathan is tuned in from Lafayette, Louisiana. How about that year? Been there crystal.

Crystal Davis (07:13):

I have actually. And I’m originally from Mississippi. Really? Yeah. They ring states’

Scott Luton (07:19):

Mm-hmm <affirmative> and you’re of course a big, uh, so Jonathan, thank you for sharing that, by the way, you’re a big Mississippi state fan. Right?

Crystal Davis (07:27):

You got it right. I’m wearing the maroon today.

Scott Luton (07:30):

<laugh> <laugh> I love it. I love it. Uh, and they leach is the coach leach. Is that the football coach at Mississippi state? Is that all

Crystal Davis (07:39):

Right? That’s that’s how you pronounce it. Yeah,

Scott Luton (07:41):

I think so too. And he they’re making a comeback. Their air raid is his offense. I believe so. <laugh> we got faith. We got faith and oh Jonathan man.

Crystal Davis (07:52):

Jonathan go tigers. <laugh>

Scott Luton (07:55):

That’s good stuff, Jonathan. I’m great to see here

Crystal Davis (07:58):

Down in the swamp.

Scott Luton (07:59):

That’s right. That’s right. Well, Paul, Hey, we mean it and great to see ya. Uh, Sylvia, Judy is tune. We’ve been, she’s been a part of, I think, three live stream this week. She is making stuff happen and move, uh, in the Charleston, South Carolina area. She is, um, in the logistics business, uh, crystal. Awesome.

Crystal Davis (08:17):

Awesome. I hope Sylvia’s getting in on the had Volvo stuff down

Scott Luton (08:20):

There. <laugh> I do too. I know one of the things that she’s getting into is jelly and jam making. She is uh, oh, she’s one of the best. So, and if you’re lucky, you might just get some of her product. So we’ll see. Might

Crystal Davis (08:35):

Just, I don’t know who the name is, but they just put roll tied in there.

Scott Luton (08:40):

Yeah. So sometimes and folks, thank you. We, we love the sports banner. Um, if it, if it shows up like this, it just means you’ve got a LinkedIn setting, a security setting. So Amanda or clay, maybe you can let us know who, who is the big Bama fan. And finally Latif is working in, let’s see KSA. I should know the acronym KSA is that, um, oh, well, we’ll see. We we’ll figure that out. Uh, bet. Hannah can help us with that. So, uh, are you ready crystal, to introduce our guest here today? Ready to bring her in?

Crystal Davis (09:12):

You know what I am, I’m so excited. I’m gonna actually do a little reading here cause I just, I just love all the things that she’s involved in. Awesome. Love. Yeah. Well, and Hannah’s been here before, so she’s, she’s a, she’s a fan favorite. She

Scott Luton (09:27):

Is one of our biggest time repeat guests. We had to go through her agent to get her booked. I wanna join, uh, welcome in Hannah Kain, president and CEO with Alom. Hey, Hey Hannah, how you

Hannah Kain (09:38):

Doing? I’m doing fantastic. And I’m so excited to be here. So thanks for inviting me. And I really look forward to, to our discussion today.

Scott Luton (09:47):

We do too. We do too. It’s great. Uh, for all three of us to get together, we enjoyed our pre-show conversation and uh, we’re ready to go. And I should have known this as Latif has reminded me of Saudi Arabia, the kingdom of Saudi Arabia. I should have gotten that KSA Latif. Great to have you here. Look forward to your perspectives. And one final thing before we get started, Chris Sylvia is wearing maroon today as well. She’s a big South Carolina game Cox fan and she was involved with Volvo. As you mentioned, she, she said she introduced pink, hard hats to Volvo Ridgeville. How about that? Hannah and crystal <laugh>

Hannah Kain (10:22):

Love that. Yeah, absolutely.

Scott Luton (10:25):

All right. So what we’re gonna get started, uh, you know, we, we were just talking about jelly and jam with Sylvia before we get into, you know, the center plate of our discussion today, we’re gonna have a little fun, cause we’re gonna talk about on maple syrup day that’s today, who a THK maple syrup has its own day. Uh, but it does <laugh> so Hannah and crystal, I wanna pose and, and, and Hannah will start with you. And when I think of maple syrup, I think of breakfast. And then I start thinking about all of my favorite breakfast foods. So question for you as we get warmed up here, what’s your favorite breakfast dish or your favorite place to get breakfast?

Hannah Kain (11:01):

Oh, I’ll talk about that, Scott. But, uh, you know, when I hear maple syrup, the first thing I’m thinking about is my famous, uh, cold Walnut, uh, ice cream Soly. And that, that has so much good maple sour open it. You can really feel it and warm. I love Rome. Right? And, and, and, and, and of course walnuts and all the sinful things. And so that’s why I used my maple style, but you know, the favorite place to get the, get breakfast. Uh, I was just in London and, you know, I did that trip to Europe and honestly it was mostly vacation, but I can always claim it was to check out the supply chain situation over there. Right. So I was in London and I had this fantastic, uh, breakfast with, which was super sinful. It was at a Gordon Ramey restaurant with the lobster and, uh, you know, be and stuff like that. So it was, yeah, it was a real diet thing, you know? So <laugh>, well, I love your, the taste is still in my brain. Right. You know, I’m I’m but, uh, you know, I’ve got an number of different places I like to a breakfast, but they, they, they was certainly

Scott Luton (12:14):

Good. I love it. And I also love your approach to market research. Hannah, we all should take a page out of your book, crystal. That’s gonna be tough to top. So when it comes to breakfast dishes, your favorite places, what comes to mind?

Crystal Davis (12:27):

Now there’s a favorite place I have here in Atlanta. It’s called the original pancake house. And it’s not IHOP, not house of pancake, but they pancake house. But then I have a very interesting and quick se story. <laugh> so growing up in, in Mississippi, there’s, it’s not Maples syrup. I just confirmed that. It’s not, but there’s a syrup. Uh, the brand is Blackburn syrup. And so they don’t sell it here, Georgia. Now I can order anything I want offline, but every time my parents come home, come to visit. I’m like, mom, please bring me some <laugh>. So she came for Thanksgiving, she bought six, six or seven bottles.

Scott Luton (13:11):

Nice mom. Nice.

Hannah Kain (13:14):

I love it.

Crystal Davis (13:17):

I’ll never run outta syrup. I’m not who

Hannah Kain (13:19):

They lost.

Crystal Davis (13:20):

<laugh> yes. Yeah. They have a pretty good shelf life

Scott Luton (13:24):

Outstanding.

Hannah Kain (13:25):

That is who they out lost that shelf. Life is the question that’s in my house

Crystal Davis (13:30):

And I’m not that person. I so trust the shelf life that’s on the label. I’m like, no. Well, what

Hannah Kain (13:36):

Question is the question is whether they have gone the next day. Right? My, my question is not whether I think like that. Right?

Scott Luton (13:44):

How fast do you go through it, crystal?

Crystal Davis (13:46):

Yeah. Yeah. I don’t go through it as fast as my uncle. I say those, those two bottles will probably last me a year. <laugh>

Scott Luton (13:54):

Well, love that. Love of mom coming through, uh, syrup, supply chain, chain. I hope both of y’all get a chance to really enjoy some downtime with the family over the next couple weeks, echoing a couple things here. S Sylvia says you have me at rum and ice cream, Chile. I love that S Sylvia. And so maybe, uh, if I got that wrong, please let me know, but great to have you here via LinkedIn. Uh, look forward to your POV here today. One last comment about rum. Uh, my dear grandmother made a great rum cake, but on one such occasion, she, she, uh, heavy handed some rum and we had a very eventful lunch. <laugh> I might be exaggerate just a smidge, but, uh, I still remember her laughing over, uh, using too much of one ingredient. So love how food brings back

Hannah Kain (14:40):

All kinds of and happen with rum. Plus you need to taste it when you use it, right. You know, just to make sure it’s so good.

Scott Luton (14:46):

<laugh> right, right. So, all right. So, uh, we could talk about food for hours. I wanna switch over, you know, we’re gonna talk a lot about, uh, leadership and how it can empower and how it should empower opportunities for all. But before we get there, you know, H Kane you joined us for a, uh, podcast, I can’t believe had, had to go double check. We released that in January 20, 21, almost a year ago. And of course, no shortage of things. Yeah. Isn’t that crazy. Crystal, no shortage of things have happened since, but I know you want to kind of give a few updates and maybe expound on a thought or two from your time with us a year or so ago. So let’s start there. What’s the latest Hannah what’s on your mind.

Hannah Kain (15:25):

Oh, there’s so much going on this year. It’s been a super exciting year for many perspective. And especially being in, in supply chain, some supply chain professionals may say it has been too, too, uh, too, uh, exciting. Right, right. Uh, but last year, uh, I think we all thought about, okay, how fast can we shift over and deal with this new reality? And, and one of the things that stuck with me after, after our, our last session was we talked about ELAM having switched over really fast and started being part of the solution for the COVID, uh, crisis and right. And how could we, uh, so, so we are doing millions of, of COVID testing kit each week. And, and the question was of how, how did we shift over so fast? And I think, uh, then we also spoke, spoke a little bit about this thing that I had started the company being an immigrant.

Hannah Kain (16:21):

Right. And I, and I, I was thinking afterwards, maybe it was some of the same tools you pull out, right? You, you, you get into a new environment and the environment you’re used to really doesn’t exist any longer, as far as your reality. And so you’ve got to shift to the new reality. And so maybe some of the tools that, that I pulled out as an immigrant also helped in, in, in, in that business transformation. And I think it still does, right? Because I mean, the realities are shifting so far, right. Last year was all about the supply chain demand shifting so very, very fast. And this year has been more about the supply crisis and the, uh, logistics, uh, breakdown and the number of other things that have impacted everybody in supply chain. So you, I think you need to reposition and rethink it chain, and what’s really important.

Hannah Kain (17:16):

Uh, and, and I hope today, we get some time to talk about the long term prospect for what should supply chain professionals think about long term, because, you know, I mean in 2020 we put bandaids on everything, right. And, and, and, and, and I think now we are at the end of the second year of the pandemic, and we have got all these disruptions, some of them pandemic related, some of them related to other stuff. Right. And, and now it’s a really good time for everybody to think about regrouping and looking a little bit out in the future.

Scott Luton (17:52):

I agree with you. And then crystal, I’m coming to you for your comment after what Hannah just shared there. One of the things that comes to my brain is, you know, she talked, spoke about the new realities. Well, I think the leaders and leadership teams that truly, uh, embrace new reality and, and kind of, didn’t what AST in denial, you know, those first movers, I think that’s part of what, uh, Hannah’s talking about. It, it, it is what it is. We gotta lean into it and then put a plan around it to, to, to navigate through it. But crystal what’d you hear there?

Crystal Davis (18:21):

So, uh, I heard a lot, but, but particularly in connecting the two stories that Hannah mentioned about when she came to the us and then, you know, where she is in business and last year, being able to pivot very quickly, some of the things that came up for me as she was talking about is just how, when you are one, you have a determination right. To, to move forward and adapt to the resilience, the resilience, to come to this country with one suitcase. Right. And to be in a position of where you are. I mean, that just speaks volumes. Yeah. So to do the same thing, uh, and not crumble under pressure of last year and even adapting your, your market. Um, I think it’s just tremendous. And then I like the, what you talked about about, you know, rethinking things. And I think that more leaders, uh, I, I had a very good, um, mentor, and he said, you need time and space to think. And so I like that. It just reminds us how important thinking about things and being able to, to steal away separate from the crisis, get quiet, get still and rethink about the, the possibilities. So those are some of the things as I heard

Hannah Kain (19:31):

And crystal, I, I agree with you this thing about thinking, but it’s also reflecting, right? Yes. So I try to put a time aside to reflect on things, right. So it’s both thinking and thinking out in the future, but also reacting, uh, mentally to what happened and think about, you know, what went well, what didn’t go, well, what should I adjust? Is this the right thing that we actually did? And, you know, those type of things. So, yeah. Agreed thinking

Scott Luton (19:59):

Is important. Agreed. And, you know, we can’t, we can’t let the machines do all the thinking, reflecting for us. Right. <laugh> we gotta find that time. That’s where, that’s where some of our biggest powerful innovations come from. And Sylvia, I agree with you. We got two female trailblazers here, two trailblazers in general, and we’re both, we’re big fans. I’m I’m, I am an acting, uh, fan club member of both crystal Davis and Hannah Kane fan clubs. Okay. So I wanna talk about, you know, Hannah, you were making some, both of, y’all making some observations of some of what we’re seeing out there let’s deliberately, he kind of, uh, embrace that topic. So especially related to creating opportunities for all or leadership best practices, what are you seeing out there in the current state and Hannah, let’s start with you. What do you, what are you seeing out there?

Hannah Kain (20:43):

Well, I think business leaders need to understand that there has been a big shift going over the last couple of years. And, uh, and that big, the biggest shift that I’m seeing is relationship to employees. Yes. Right. To staff members. And I, I, you know, I think, uh, the O some of the old paradigms are gone and you, I never embrace thankfully, some of those, those, uh, yeah, yeah, exactly. I, I never embraced some those paradigms, but I think some leaders, uh, or maybe I shouldn’t call them leaders, some, some, some, some business, uh, CEOs and others are in for big awakening because it there’s really this big shift going where, where, um, it’s not about making a paycheck. It’s about being part of something bigger, uh, creating an environment where it’s fun and engaging and challenging to go to work. You feel developed, you feel part of a bigger birth mission and family maybe.

Hannah Kain (21:45):

And, and so I think the, the employee relationship definitely are changing. And, and, uh, of course with the talent crisis that, that crystal already touched on, you know, you really need to, uh, help develop everybody and help elevate them. So we, we, we started this many years ago. I mean, basically my philosophy when I started ELAM was okay, we want to do right by everybody in the supply chain we want to do right by, uh, suppliers, employees, customers. And so everybody talks about being the, the supplier of choice to the customers. Right. But, uh, for us, it’s also being the customer of choice to suppliers. Right. And treating them right. Because they’re actually people too, guess what? Right. And, and, and, and so, and that for many companies that has not been apriority right. They have not thought about this thing about treating suppliers. Right.

Hannah Kain (22:49):

And that came to backfire for them here during, during the last one and a half years. Right. So, so, I mean, they didn’t get the first product rolling off the line, et cetera. So it’s about treating them. Right. And also finding the suppliers that maybe are in less privileged, uh, communities, uh, areas and, and get them involved in, in, in the supply team. And then it’s about being employer of choice. And I think if I had to put a headline on where, where I’m thinking everything is going, it’s, it’s in that aspect, right. That, you know, it needs to shift big time for companies over to, to that, uh, being the employer of choice. So we started Alam university to upscale everybody. And that in, in, in real, um, in, in, in their actual jobs, but also personal development, right. You know, how can we help everybody? And then here doing so many people working from home, et cetera, uh, you also need to help them live a productive life. And so some of the things we’ve done is reaching out to the families, trying to support the families for, with the education, uh, educational offerings for kids and things like that. So you, you really need to, to engage with the entire human being, right. Which includes their families.

Scott Luton (24:19):

All right, Hannah, I love that we could spend a week long live stream on a lot of what you touched on there. Um, but one of the, I wanna pull out and Chris love to get your response to what you’re seeing, but thankfully we are, you know, uh, I used to be in the metal stamping business with some of my manufacturing time. And some of the suppliers would want to, or some of your customers would, would hint you over the head time and time again, right. Use lots of leverage to get what they want. Thankfully, we just had a great, uh, a live stream yesterday about, uh, some of the cool things going on in supply chain financing to get your suppliers paid earlier. Right. Not put that pressure on ’em. And that’s one element of what you’re speaking to Hannah, which is, you know, we, we, we hear about customer experience all the time, but it truly is time. It’s been time to, to measure and work on the supplier experience because, uh, to your point, Hannah, uh, suppliers have lots of options just like customers. And we gotta, we gotta level those suppliers, crystal. Uh, what are you, what are you seeing out there? What’d you hear? What, what, what are you thinking?

Crystal Davis (25:17):

Yes. I love everything that Hannah, that Hannah mentioned. I I’ll say a couple of other, other points, you know, I, I, I find that supply chain professionals, I can say that because I am on we’re, we’re kind of stubborn. That’s right. And I’m finding that more people are actually asking for help leaders are asking for help. Right. And then they’re involving more people in problem solving, asking for their ideas and solutions. And then the last thing I was talking to, um, a former, uh, boss of mine from automotive days, and he said, you know, crystal, if I could just have one predictable day <laugh>, that would be so happy. He’s like every day it’s unpredictable. And in our conversation, you know, he talked about how that weighs on his team. And he said, you know, we really need to understand who on our team wants to be here, who has, you know, the gas and the fuel to continue to figure this thing out. And so just really, uh, having that level of awareness and understanding not only that leaders are being challenged more, they need support. Um, Hannah mentioned reskilling. I can remember, I can, I can remember back in, well, back in my day, it was very rare that that supply chain professionals and manufacturing people got, you know, like soft skill training. Right. That’s right, right. And so those are some things that I see, you know, happening. Like people just want to be able to come in and know that

Hannah Kain (26:43):

Something’s predictable. Right. They well, so I, I agree, crystal, and, and, and I’m always saying, I wish I had a normal day every once in a while. I was like, well, how would I recognize it? Right. <laugh> but, um, but I think, uh, you know, if, if I look at some of the things that were me, it’s, uh, wearing down the people, right. Because it’s just been, uh, and, and I hear that from all my friends in supply team that what has happened is we have a talent crisis. We have, uh, two few people, we have two few people managing very complex situations. Great. The technology is not up to snuff yes. To deal with the complexities that we built into the supply chain. Yep. And so then we get the perfect storm and the only solution we have is we lean on the people we have. Right. Right. That’s and, and, and so we are wearing those people down, and that’s a big concern, I think, in supply chain,

Scott Luton (27:40):

I’m with you two quick thoughts, and then I’m gonna share a couple quick comments we’re in this burnout bubble and, you know, it’s really dangerous. And, and we’re seeing burnout, perhaps it’s tough to gauge, you know, but, but all levels of the organization. Um, and then secondly, you know, about technology, Hannah, I would argue that, that, yeah, it’s still, you know, with autonomous trucking, for example, we’re still kind of waiting to get over some final hurdles there, especially safely and efficiently. Uh, but it’s also being under leveraged or leadership teams are buying it. And then they’re not, they’re not giving their teams enough support to get it implemented effectively. And in a customized manner, we’re seeing a lot of that as well. So, so, so much.

Hannah Kain (28:23):

But I think Scott, when you look at the last, uh, uh, five to 10 years, we’ve built so much complexity into the supply team. Yes. And, and, and so the complexity has effectively outlined the technology. So it’s not that we don’t have new technology. It’s not that we don’t use technology. It’s just that the complexity is increasing faster than the technology is and kids mm-hmm,

Scott Luton (28:46):

<affirmative>, that’s a good point. It’s like, <laugh>, it’s like a race and we’re going fast, but we’re still getting behind further and further behind. So that’s a great point. And of course, consumers and, and, and our customers will continue wanting and demanding and expecting more, you know, which, which is one of the biggest, you know, complexity drivers in global supply chains. So a quick comments here, I love what Greg says. Greg says communication from raw material to customer and back to raw material. Yes. Love that. Greg Michael says one, just one predictable day. <laugh> in supply chain. Sylvia says a paradigm shift needed with many hierarchy based organizations. I see companies thrive when recognizing talent in every one and building upon their strengths rather than trying to put square pegs in round holes. Excellent point Greg says, technology grows exponentially. That’s right. And it’ll continue to do so.

Scott Luton (29:37):

I don’t know if y’all, can’t remember the figure, but you know, AI ha has been all the rage for quite some time. It’ll continue being all the rage. And I can’t remember the last figure I saw of what’s being budgeted for 2022. It, it it’s overwhelming. So yes. Exponential growth. All right. So crystal and Hannah, I really appreciate both of y’all weighing in, on kind of what you’re seeing. I want, I wanna talk specifically around the theme of today’s conversation, which is creating opportunities for all. Cause despite all the disruption and innovation and kind of leadership challenges of our time, I’ll call it that both of you have mentioned, oftentimes that does create opportunity, right? We’ve gotta just make sure that it creates opportunity for everybody. So to that end and, uh, Hannah, I’ll start with you here. What, you know, what do leaders need to be doing or not be doing to really help create and enable opportunities for all what comes to mind?

Hannah Kain (30:33):

Well, so I think supply chain is a great career, right? And I always tell supply chain, young people to consider supply chain. There’s so many opportunities and listen, we are going to have a shortage in supply chain for, for, uh, at least another decade and getting into a field where there’s a shortage means. There’s lots of opportunities for growth. And, and so I, uh, I really, um, I really, uh, endorse and, and, uh, and encourage everybody to talk with young people about that. What, what we are seeing right now is, has been a shift in, in salaries, right? And, and, and this has come from the eCommerce pressure, the more the shift from retail to eCommerce really, and, and the labor shortage and has driven up, uh, seller and for entry level staff. And then there’s a domino effect. And overall, I think it’s a good thing, right?

Hannah Kain (31:31):

Because it does, it does, you know, if you look at sell, if you look at salary development, uh, or compensation development over the last decade, uh, or the two last two decades, the entry level positions really have fallen behind. Uh, and, and what we are seeing now is a big time catch up. And so overall, I think that that’s a really good thing that it gives more opportunities and a lot of this will go out and do really good in families that really need that, um, uh, uh, that is to support. Um, and so, uh, I think as leaders, what we need to do is embrace that. And also, as I said, make sure to upscale, uh, everybody include everybody, right? So this is about, uh, getting the right people and the bus and the right people are the people who have the potential to grow, not just the people who look like us or whatever, it’s people who have the potential to grow.

Hannah Kain (32:32):

And we then spent money, upskilling them, understanding where they’re coming from. And I think that’s part of the, the understanding that, that it’s not just about who you hire. It’s also, how, how do you interact with them while they are, uh, while you are trying to grow them into the leaders that your company and we are want. And, and so, um, a part of what I’m concerned about is when I’m seeing things like the salary surveys in supply chain, showing that women are making still, roughly 20%, less than men mm-hmm <affirmative> right. For the same jobs, even in entry level positions, even with the same background, even when women come in with better background. So those are some of the things that we absolutely need to correct. I mean, I could be acoustical and say, we don’t do that at ELAM. Right. So we have a much bigger pool to, to select from.

Hannah Kain (33:27):

Right, right. Cause, uh, you know, all the other ones, uh, I could call them idiots, but then we are so all the people who don’t women and minorities, right. Don’t get that same choice. Right. And, and I believe it’s a big, competitive advantage right. To, to cause I get a different, uh, uh, uh, group of Le leaders in that are really the leaders of the future. And so I think some, some people are in root of waiting if they don’t embrace both, both the diversity, but also the inclusion and, and, and the belonging. Right. And, and, and, uh, so that’s, that’s on 1, 1, 1 area. And the other area I always look at is, uh, suppliers. And so having the suppliers that, uh, that are diverse suppliers that are minority suppliers. So we have a really strong, uh, uh, uh, diversity program, um, supply diversity program, because we want to reach out into those communities. So it’s proven over and over again, that women owned and minority owned businesses reach out and employ, uh, uh, employees from, from underserved communities and therefore have a bigger social impact. And so we embrace that and, and are very, very, uh, conscious about growing that, that, uh, segment of our suppliers. So I think, uh, I think all leaders need to think about those type of things. And, uh, you know, I’m just totally egoistic in what I’m doing here, right. Because of course it’s the right thing, but I’m winning cause I’m doing it

Scott Luton (35:14):

All right. I love that Hannah, and, you know, crystal, I swear we could hook up Hannah to a, um, uh, the power grid here in the states and we’d have sustainable energy for, for months <laugh>. Um, but crystal, so, so she kind of talked about a variety of things there, but is mainly couched in, um, kind of opportunities, including compensation for a lot of employees, as well as supplier diversity and in creating, uh, you know, contract opportunities for all. What are some of your thoughts, crystal?

Crystal Davis (35:42):

Okay. So I, I’m gonna piggyback off of, I’m gonna forget kind of my answer to your original question. Cause I <laugh>, I, no, this is so critical, right? So there’s a shortage of truck drivers. There’s a shortage of suppliers. Uh, there’s a shortage there’s shortage just all around. And so never has there been a better time to actually in, for small businesses and women owned businesses and minority businesses to really show up? I was sharing, uh, Scott, I think I shared this with you. I was talking with a gentleman a few weeks ago and he said, oh, it’s so hard to find women in supply chain. And I was, where are you looking? Yeah. <laugh> where we’re everywhere. Where are you looking? <laugh> right. You know? And so, uh, I just so encourage, um, minority and small business owners to this is the time, um, my friend, uh, Bernice, uh, armor, she has a shirt that says a closed mouth. Don’t get fed. This is the time that you should doubting from the rooftops, you know, that you are here and available to help, uh, alleviate some of these pressures in the supply chain. I love it.

Hannah Kain (36:47):

And, and, and near sourcing, right. I mean, you know, especially for us businesses, McKinsey data survey asking. Okay. What, what, uh, what do supply chain professionals think about supply chain leaders think about, uh, solutions to the supply chain crisis and, uh, fair amount said near sourcing, but when you looked at who actually did it, it was way fewer. Right. But I think near sourcing really solves a number of different issues. It, it, it removes risk in, in supply and it, it helps, uh, the smaller, uh, businesses, uh, in the local community. And, but there’s, there’s a one thing more if I may. So the other, the thing I’m concerned about here is we are having, uh, the supply chain issues going on is that it’s really negatively impacting the small and mid midsized manufacturers in, especially in the us. Yeah. And so what’s happening right now is, uh, cause of the supply crisis.

Hannah Kain (37:51):

Uh, everybody needs to place orders, uh, further out, right? Yep. They also, if they buy from, uh, typically a lot of, uh, those manufacturers get components information, uh, they need to place bigger order quantities because the minimum order quantities have gone up, then they need to pay the supplier when the, when the product leaves a factory. But then the, the, the product sits longer and the water and the, the transit time is much, much longer. Yes. Then they need to get all the components in so that they can turn it into finished goods and then they turn it into cash. So now you have got this big past crisis, this big outlay, and that’s true for everybody for all the big corporations too, but the small midsize manufacturers are just hit much harder in that situation. Then add to that, the risk that when they finally get the parts in sort of one year later, it’s not the part they actually need all the market has gone. Right? So you have this huge risk. And so while I’m thinking, okay, corporate company, big corporations, I’m expecting, we are seeing some of these fluctuations, um, go, uh, onto their financials where they have to write things off or, and, and, and stuff. I think for the small midsize companies, it could be a matter of survival, right. The true cash crisis. So I’m really worried about that

Scott Luton (39:19):

With you.

Crystal Davis (39:20):

Go ahead, crystal. I was just gonna say, so am I Hannah it’s it’s um, um, and the other thing is that the larger corporations of course get first priority, you know, for those raw material, uh, suppliers. But, but one of the things that, um, know that I’ve been talking as I’ve been talking to midsize and small manufacturers, is encourag encouraging them to really get more predictable on their forecast. And yeah, that’s their revisit, their, you know, the products that really drive revenue, because if you’re gonna tie up your cash, you gotta be focused on the something that’s on to, to get you an immediate return. Um, and that’s part of, of what I think leaders need to be doing is being bold about rethinking the products that, you know, are maybe just high, regular high volume versus the products that bring in more revenue and more profit margin and how that impacts them on the back end of the supply chain. They have to look at that marriage. Yes.

Scott Luton (40:20):

All right. This is, this is blown up into a full blown masterclass in supply chain leadership, which I love, let me get a couple quick comments in, and by the way, I gotta start with, uh, so this is Amanda. She says I’m obsessed with Hannah and crystal and uses that quote. I closed mouth. Doesn’t get fed. That’s such a great oh,

Crystal Davis (40:38):

Saying right the Southern way.

Scott Luton (40:40):

Oh, <laugh>,

Crystal Davis (40:42):

Don’t get,

Scott Luton (40:44):

Don’t get fed, right? Not proper English. That is a, <laugh> not proper English. Uh, I’m gonna completely steal that from your and your friend, uh, crystal, let’s go back up here to Jean and, and Jean Love your con your, uh, country regions, opportunity creation also exists at the grassroots level, the individual and, and crystal Hannah I’m coming there next on the individual. The reason I am becoming an apex instructor gene says is to help them find their path, instead of depending on others. I love that gene. I love it. Bring it. The Michael says supply chain is now outstanding way for young people to learn the nuts and bolts of the business, because it literally touches every department. And I would add to that, Michael, I agree. Hannah said, no one does supply chain alone. Right. And, and so it’s, it’s a whole ecosystem. You learn so much about global business through supply chain, Sylvia, crystal spot on, where was he looking for talent, going back to crystal, your observation.

Scott Luton (41:41):

And she also adds lead time from Asia has increased from six weeks to 16 weeks. Uh, one more comment. And then I wanna touch on this individuals, you know, cause they don’t get out of responsibility to finding opportunity, but Hannah, you brought up near sourcing and I loved a lot of your thoughts around that one. Cause it does address a lot of different things, but it also can help us take empty miles out of global supply chains. Right. And a lot, a lot, frankly, a lot of waste and that’s not, you know, that’s not selfish thinking, right. It not, uh, you know, nearshore because of nearshore, you know, it’s really there’s opportunities for nearshore globally. Uh right. And we’re starting to see after some, uh, a slow approach, we’re starting to see some serious shifts. I think Turkey, the country of Turkey is having a record making apparel manufacturing year because of some of these resourcing, this that’s cool to see. Okay. So yeah, I’ll give one, both of you off, if you would, one more quick, final comment, and then I’m gonna switch over to the individual side. Uh, and we’re probably gonna spill over just a couple minutes, but Hannah, one final comment around Le what leaders must do to create opportunities for all.

Hannah Kain (42:51):

I think, uh, helping everybody setting goals for themselves, right. And, and, and, and thinking about where they could go and open up everybody’s eyes to opportunities. Right. You know, I think evolutionary, we are, uh, set to look at things negatively. And the question is how do we get every ready to open up, think about the opportunities for them and really become CEOs of their own lives. I like

Scott Luton (43:21):

That. I love that. All right, crystal, one quick thought from you

Crystal Davis (43:24):

Very similar response. I was gonna say, uh, the more that they can help the individual find the meaning and the work that they do and invite them to really stretch, um, you know, out of the box thinking and take ownership of implementation. I think that’s, that’s what they should be doing.

Scott Luton (43:41):

Amen. The purpose principle is some of what I heard there. Um, okay. So let’s, let’s talk, let’s keep going down that path and, and we won’t have as much time cause I wanna get to some of the policies we’re seeing. So kind of your take in a nutshell here, but Hannah, if you were challenging those individuals to do something, to, you know, find those opportunities, earn those opportunities, you know, get their foot in the door. You know, we talked to this point about how leaders can help make that happen. But on the other side of the coin, speak for just a second to those individuals that want those opportunities. Uh,

Hannah Kain (44:14):

I think thinking about first of all, you need to find an environment where you thrive. And, uh, I see it a lot with, with women, uh, especially who are getting, um, pulled into environments where they don’t thrive and they fight why stay there, why help a company like that, be successful, go to where you are embraced and where you are really part of the family and then find, uh, surround yourself with people who believe in you. And that’s not assays, that’s people who believe in you, but also can tell you when you are wrong or when you are on a bad track, can tell you, uh, what, what, what other ways to look at things. And that can be from the workplace. And it’s wonderful. If you can find multiple people in the workplace, it’s also friends, it could be spouse, partner, whatever, but, uh, and then listen to them. Yes. But make your own decision. I agreed.

Scott Luton (45:12):

I, I got a quick personal message there from Amanda, uh, saying yes, listen to Hannah, listen to them. Listen to them is what she says here. So, all right. So crystal, same, uh, same quick question, you know, as you challenge those individuals along the lines of what Hannah did, what would you share?

Crystal Davis (45:28):

Um, I would just say upskill, as much as you can in tech technology technology, that’s going to be moving, uh, the supply chain forward in understanding data, data, and digital solutions. Like

Hannah Kain (45:42):

I would, I, I, I agree with that. And then, you know, I mean, uh, crystal is a coach, right? And, and, and I, I think, uh, I think being, uh, again, think our coach is a really good thing as you are going up to the ranks and, and, and looking at being, uh, in a, a learning environment, think you’re think of, so I’m learning all the time, right? Everybody’s learning all the time. Think about being, uh, an active learner and, and, and what you can, can learn in any given situation. That’s part of the, I was talking about

Scott Luton (46:15):

Excellent. I do too. I, I love it too, crystal. All right. So y’all get ready. I’m gonna get, we’re gonna have to get some quick hitters from y’all on some of the legislation that is going through Washington, but really quick. Let’s see, Greg says, need more leaders investing in being mentors. That’s an excellent point. Michael, we constantly perform variance analysis just to close the gap on forecast. As crystal brought up earlier, uh, Sylvia self set goals, create results, impose goals, create resentment, man, Sylvia dropping the goodness today. And I think this is Devon. I believe says, let your own biases not impede yourself. And don’t try to change. What’s not valuing you, which Hannah kind of touched on earlier yesterday. I was clever. So I wanted to change the world today. I am wise, so I’m changing myself. And I thought what’s funny because he, uh, that’s roomy.

Scott Luton (47:05):

I thought when I first read that he, uh, he or she was celebrating the rum from the earlier part of our conversation. So, you know, kind of spiking the football with his com there. So love that. Okay. So we, I knew this was gonna be a very full conversation talking with two wonderful people that have so much to share, and our doesn’t do it justice, but let’s move into some of the things we’re seeing that will certainly be impacting industry, uh, in the, if that, if they’re not already are in the weeks to come the build back better plan and the infrastructure, investment and jobs act, um, I wanna get y’all’s quick thoughts, uh, on how you see that impacting both global supply chains, as well as folks looking for opportunities. So Hannah, let’s start with you. And

Hannah Kain (47:48):

I, yeah, I really, uh, think I, I’m a big support of, uh, getting our infrastructure out, up to snuff. I love that we are doing it. I think it’s 10 years too late. Uh, and I think it’s, uh, I actually also think it’s too little, right. Because, uh, I look at the, at the what’s happening at our ports and I’m looking at the population growth and the wealth growth and how much we are importing. And I’m thinking if we are investing what we are investing, now we are going to threat water. We are not going to get ahead. We have to go into threat water. Right. So, uh, so I really think that, that, uh, it’s, it’s, it’s a right thing to do. It’s a little bit that the, to let and, uh, you know, I, I, I was doing an analysis looking at the port shipping into us versus, uh, our port capacity and I I’m go, the math doesn’t work. Right. Right. And, and so, so we, we are just falling behind. So, uh, so yeah, it’s, it’s, it’s about time.

Scott Luton (48:47):

Yeah. Excellent points, sir. Hannah. All right. Crystal, what about you?

Crystal Davis (48:51):

Yeah, so I, I, what I love about it are the opportunities, you know, again, going, I’m, I’m a huge advocate for women, uh, own businesses, small businesses. And so, so for me, I think that it’s important that a business owner really reads through the bill understands where they can play in the space, how they can align with either or second tier to, to, to get involved in this. And, and to Hannah’s point, I mean, it’s, it’s just really, um, it’s a start, it’s a start. And I think what needs to come behind this is okay, what’s our 20 year plan, right? This is just a start to relieve pressure. What’s our

Hannah Kain (49:30):

Plan. I love that crystal looking for the opportunities, right. That brings out the entrepreneur in all of us.

Scott Luton (49:37):

Right. That is right. And crystal, as you’ve shared a little bit now and, and certainly pre show, there’s lots of opportunities that these acts present, right?

Crystal Davis (49:46):

Oh, absolutely. I mean, if you think about and, and learn, and, and, and it’s important to understand the derivative of one section to another, right. So if there’s focus on climate change, that means there’s a lot more manufacturing that’s gonna happen of things that drive, drive climate change. If you look at their, uh, expanding high speed internet into like rural areas. So now manufacturing companies, uh, supply chain companies, they can match, uh, technologies and data and EDI and all of those types of things much, much, uh, better in, in rural areas. So, so think about the derivatives and the connection points and, and find an opportunity to engage

Scott Luton (50:26):

Excellent point. And, you know, uh, we don’t have time to get into it here today, but you touched on kind of that digital divide that exists. And that’s a, that’s a really, it’s a terrible thing. And so I think there, hopefully there’s a combination between government policy and the private sector that can attack that so that we can really create, um, connectivity globally, uh, especially for know the youngest generations that are still connect to dots and, and trying to find their passion and purpose that both of y’all have spoken to. Yes. Okay. And this, by the way, I got this wrong, this is Cori. One of our favorite guests here that is always lurking in the sky box. It’s Cori. I hope this finds you well. Great to see you. Okay. Now, as we start to wrap, I’ve got a, uh, bull old question to ask to both of y’all for your bold fearless responses. And that’s gonna be, what’s one thing, if you could, if you could, uh, boil it down to one thing that business leaders can expect, put their money on, what’s gonna take place in 2022. What would that be? And Hannah, I’m gonna come to you first.

Hannah Kain (51:25):

Uh, well, I’m go to, to stick with supply chain, right? Uh, I think the, some people have said the supply chain crisis will be over in the beginning of 20, 22. Not so, I mean, it’s not just pandemic related. Right. Uh, though again, the pandemic doesn’t look to really let up. Right. But, but, um, but it’s also, it it’s, it’s, uh, regulatory it’s it’s, uh, trade policies, it’s, uh, uh, weather events. It’s a number of different things impacting the supply chain. And, and it’s not going to, it’s going to get easier in the second half of 2022, it’s my prediction, but it’s going to be there. And then, you know, we all already spoke about the, the personal, uh, uh, people relationship within the companies. And I think, uh, I always believe collaboration works. Inclusion works, uh, respect works. So, uh, I think that there’s a big shift going and people who are the business leaders who are not embracing that and being part of the leadership in that will really be left behind.

Scott Luton (52:35):

I love that, Hannah. All right, I’m coming to you next crystal. But, but what Hannah just mentioned there to me reminds me of what I call the, so what factor and you think about all the decisions and all the decisions that weren’t made prior to the pandemic, because at this small little reason, or that small little reason, one of the big shifts I’m seeing is when we hear that kind of stuff. So what it needs to happen, it needs to be done. Uh, we heard from a one of the panel panels, we were on a few months back, one of the big hardware companies were talking about pre pandemic, how their employees wanted, uh, an easier way to submit re reimbursements for, um, you know, expenses. And they held it up, this, this great innovation make life easier for some stupid reasons. She caught it. So it, it was like, she, she said, what were we thinking as, as we kind of get through the pandemic and what really matters rises to the top, so that those are some great shifts I’m seeing crystal for 2022. What’s your one big thing we can business leaders can expect,

Crystal Davis (53:34):

Um, that if they don’t adapt, they will die. I think, you know, um, Jeremy’s book is so apropo right now. And I, I think that they have to be prepared to accelerate their ability to bring in technology, to bring in digital solutions that bring data to the people that make decisions, you know, within their organizations every day. It’s just a no brainer now. Yeah.

Scott Luton (54:00):

I’m, I’m with you adapt or perish might be a, a easier on the ears way of putting it, but there you go, either one gets the message across to your point, crystal. Right.

Crystal Davis (54:09):

They have to adapt. I mean, that’s right. You know, you can’t, you can’t resist the change. You can’t

Scott Luton (54:14):

Be, uh, and, and not picking on too much, but you know, the Sears and Robuck is such a great example. You know, they really clung to, you know, retail of, of previous states I’ll call. Right. And, you know, unfortunately that’s been quite a story to, to understand, and, and especially as you see store after store close, but nevertheless, okay. So Hannah, I wanna make sure as everyone’s a member of the Hahne fan club, how can folks connect? I mean, y’all, you’ve shared some

Hannah Kain (54:44):

Things yeah. Quite ING, so,

Scott Luton (54:47):

Well, you know, it’s not just us, your company, uh, AAM has received a ton of recognition, especially around a bunch of different fronts, but I love the purpose driven stuff. And to give back, give forward activities that y’all are regularly, uh, participants in, how can folks connect with you and AAM,

Hannah Kain (55:05):

First of all, Scott, I want to say, I’ve got great staff members and they are the ones carrying the company. Right. So, uh, uh, you know, I’m very fortunate and, uh, oh, are I to website www.elam.comalom.com. And, uh, we, of course, I’m on LinkedIn. So, uh, my use it is Hannah can, so that should be nice and simple. And if, uh, somebody wants to try my email, it’s, uh, it’s, kae@elam.com, love

Scott Luton (55:36):

It. I’m always looking for more simplicity in life. Simple things are great things. I, and this is real and, and make fun of me if you will. But we had some lights out. I went to the store, got a big old box of light by bulbs. And I spent, you know, an hour or so with a ladder and light bulbs going around the house unscrewing. <laugh> the ones that didn’t work and plugging the new ones in. And I tell y’all that simplicity of problem meets easy solution and you could do it right there. I could change light bulbs all week folks. I really could. Uh, we’re, we’re, we’re hunting down that simplicity, but

Hannah Kain (56:10):

Okay. It only takes one Scott to a good in the light bulb.

Scott Luton (56:14):

Amanda’s not turning the ladder. I promise we’ve tried that, uh, crystal, uh, how can folks connect with you?

Crystal Davis (56:20):

Absolutely. So, uh, our website is the name of the company, the lean coach, inc.com. And you can also find me on LinkedIn. I hang out there a lot, crystal, why

Scott Luton (56:31):

I love the, the, the POVs. I know you’re, uh, you know, your LinkedIn lives are so good. And I know that work has gotten busy, uh, but you’re looking at reinventing that in a new year, but I really appreciate the not drop on LinkedIn very regularly, both of y’all. Uh, and it’s a pleasure and a treasure to have y’all here for the last hour as we work through some of the biggest topics of our time. So with all of that said, folks, make sure you connect with hah connect with crystal Davis. Learn from these two individuals as, as much as we have, um, in, in the last couple of years. Yes. Michael, learn to be comfortable being uncomfortable. Continuous. Isn’t it though. Isn’t it though. Although the one you shared earlier, the closed mouth don’t get fed <laugh> so folks, hopefully you’ve enjoyed these conversations as much as I have big, thanks to Hannah Kane and crystal for joining us here today. Be sure to connect with them big, thanks to all the folks behind the scenes, uh, clay and Amanda and Paul, and all other folks to help make today’s live stream happen. Most importantly, folks, if you, if you listen to anything here today, you gotta take action. You gotta be like crystal and Hannah, do good. Give forward, be the change that’s needed. And on that note, we’ll see you next time. Right back here on supply chain now. Thanks everybody.

Intro/Outro (57:48):

Thanks for being a part of our supply chain. Now, community check out all of our programming@supplychainnow.com and make sure you subscribe to supply chain. Now anywhere you listen to podcasts and follow us on Facebook, LinkedIn, Twitter, and Instagram. See you next time on supply chain. Now.