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  • Jon Alger: Good afternoon everyone.

  • Thank you.

  • I'm Jon Alger, president of James Madison University and it's my great pleasure to welcome

  • you to this fifth event of the Madison Vision Series.

  • Through the Madison Vision Fund we are proud to sponsor the Madison Vision Series and want

  • to thank the series cosponsor, the office of Madison Institutes in Outreach and Engagement

  • as well as all the supporters of the fund who have made this series possible.

  • Our bold new vision statement talks about becoming the national model of the engaged

  • university, engaged with ideas, and the world.

  • This model of engagement has several facets in our strategic plan including engaged learning,

  • community engagement and civic engagement.

  • As a member of the James Madison University Board of Visitors, today's speaker has played

  • an important role in the development of our strategic plan and in articulating the importance

  • of these interrelated forms of engagement.

  • It has a been a joy and a privilege to work with Carly Fiorina, a nationally renowned

  • strategic thinker and supporter of higher education as we breathe life into this vision

  • and strategic plan.

  • Carly has brought a national perspective, a thoughtful and constructive critical thinking

  • skills and a positive spirit to our discussions over the past year.

  • So, who is Carly Fiorina?

  • Probably most of you know that she's one of the world's leading business executives.

  • The former CEO of Hewlett Packard, a high tech giant.

  • Many of you may also know that she has run for the US Senate, that she's in high demand

  • on the national television talk show circuit and is a cancer survivor.

  • A few of you might even know that she briefly attended law school.

  • As a recovering lawyer myself I will refrain from telling any lawyer jokes, but Carly I'll

  • leave that to you, if you'd like.

  • But, did you know that Carly launched her career from the foundation of a bachelor's

  • degree from Stanford in medieval history and philosophy.

  • Students, take heart, and take notice.

  • Carly is a poster woman for the modern value and relevance of a liberal arts education.

  • She exemplifies lifelong learning and her journey has not followed some cookie cutter

  • model from a textbook.

  • She has blazed her own path with hard work, determination, a resilient spirit and a can-do

  • attitude.

  • Among many other things Carly has been a role model for engaging women in leadership, and

  • also for creative philanthropy that addresses urgent needs in the 21st Century.

  • Carly currently chairs Good 360, the world's largest product philanthropy organization

  • which helps companies donate excess merchandise to charities.

  • She has also established Carly Fiorina Enterprises to focus on powerful levers for unlocking

  • human potential, which include championing entrepreneurship and innovation and building

  • leaders and organizational capacity.

  • She's using her skills and experience to live out the JMU motto that calls for all of us

  • to Be the Change we want to see in the world.

  • Carly's presentation today, Foundations of Ethical Reasoning, builds on recent calls

  • to action for American universities to return their focus to undergraduate education.

  • The title should sound familiar as it echo's our own new signature initiative here, the

  • Madison Collaborative, Ethical Reasoning in Action.

  • We believe that the Madison Collaborative and our own strategic plan provide a powerful

  • set of answers to the questions that many people are currently raising today as they

  • call upon higher education to focus more on actual student learning outcomes and on preparing

  • students to face real world problems and challenges.

  • We're excited that Carly agreed to serve on JMU's Board of Visitors and are especially

  • pleased that she has been willing to come to campus this week to share some of her own

  • personal story, her perspectives and her passion.

  • Please join me in welcoming Carly Fiorina to the stage today.

  • [applause]

  • Carly Fiorina: Well, good afternoon.

  • I am delighted to be with you this afternoon and I must say that I'm honored as well to

  • serve as a member of the Board of Visitors and so excited by the leadership that Dr.

  • Alger is bringing to this wonderful university.

  • I appreciate so much that very gracious introduction and whenever I'm given an introduction like

  • that I always reflect on the fact that it sort of sounds so smooth.

  • You know, well she had a degree in medieval history and then she became a CEO and the

  • truth is no success story is without its setbacks; no one who has had triumphs has also avoided

  • tragedies.

  • I've had triumphs and tragedies, which I'll talk about successes and setbacks, but of

  • course no one's life is as smooth as a gracious introduction would imply.

  • Nor was mine.

  • I grew up a middle child and as a middle child I was, I would say, probably kind of a dutiful

  • daughter.

  • I always felt somehow less everything, less intelligent, less gifted, less popular, less.

  • And I remember when I was about eight years old my mother gave me a plaque at church and

  • the plaque said: "What you are, is God's gift to you; what you make of yourself is your

  • gift to God."

  • And it became sort of a challenge for me, growing up.

  • What are my gifts; what should I make of myself?

  • But the truth is I really had no idea.

  • I went off to Stanford as Dr. Alger said and because my parents were putting three kids

  • through college at the same time and Stanford was a pretty expensive place to go to school,

  • I had to work while I was going to school and so, thanks to my mother, who when I was

  • in junior high insisted that I take typing lessons, I know those of you who are students

  • here don't even know what I'm talking about probably, but we did in fact used to type

  • on things called typewriters and so I put myself through school, help my parents put

  • me through school by typing during college.

  • I was what was called a Kelly Girl.

  • Now the term Kelly Girl is politically incorrect these days; now I think they're called Kelly

  • Temporary Personnel, but back then we were Kelly Girls.

  • We were young women who would go into offices temporarily and type.

  • And one of my very first jobs while I was a sophomore at Stanford was to type coincidentally

  • bills of lading in the shipping department of Hewlett Packard.

  • And I date myself because I remember very well as a very young woman who had no idea

  • what I was going to do with my life, I remember interacting with my fellow workers, all women

  • and at the time the big technology breakthrough -- now I'm really going to date myself -- the

  • big technology breakthrough was the IBM Selectric typewriter.

  • I know, really.

  • Again, for you students, this is a lesson in ancient history but the IBM Selectric typewriter

  • had this little ball with all the letters on it and when you typed it would spin around

  • and it was just a breakthrough and so we would watch, literally, I remember sitting at our

  • desks and watching the ball going around and 'round, wow was that an amazing innovation!

  • There was another innovation that was really important back then because if you typed bills

  • of lading you had eight copies with mimeograph paper in between.

  • Sounds like I'm speaking in hieroglyphics but if you were a secretary typing eight bills

  • of lading with mimeograph paper in between you really needed that little bottle of what

  • was called White Out, which corrected all your mistakes.

  • Okay, so here I am at Stanford and I decide to take a class, it was a graduate seminar,

  • in medieval philosophy.

  • I don't really know why I decided to do it other than I liked a challenge and perhaps,

  • as is true for most of you, it was a really, really good professor and I had taken a course

  • from him in sort of introduction to medieval history and he encouraged me to take this

  • graduate seminar and in the seminar we had to read a work of medieval philosophy every

  • week.

  • And for any of you who've ever read medieval philosophy it's not light reading.

  • Maimonides, Aquinas and they were kind of verbose guys, you know?

  • These were hundreds and hundreds and sometimes thousands of pages; every week we had to read

  • one of those works.

  • And we had to turn into our professor a two page summary of that work.

  • So you had to read it, I had to understand it and then I had to think about out of all

  • those pages what two pages should I write?

  • And the process for me was I would write twenty pages and then I would get it down to ten

  • pages and down to five pages and finally I got it down to two pages.

  • What I learned in the course of studying medieval history and philosophy, I was fascinated by

  • the fact that you could see the human race learn.

  • One generation after another.

  • I began with introduction to philosophy with the Greek Aristotle, Plato.

  • I became so fascinated by Aristotle and Plato that I decided to take classical Greek so

  • that I could read them in their original language.

  • None of this, by the way, was going to help me get a job.

  • I actually wasn't thinking about that at the time.

  • But I learned that the things that people rediscovered in the Renaissance, in the 14th

  • and 15th Century had been learned earlier; had been built upon by the great foundations

  • of reason and logic and ethics that began with Aristotle and Plato.

  • I learned that as people could learn one generation to the next, that millennia over millennia

  • people could build upon the knowledge that had come before them.

  • I also learned that people could forget.

  • And that when people forgot their foundations, they were lost in darkness.

  • That's what the Middle Ages was, a period of forgetting.

  • And becoming lost.

  • And, of course the Renaissance was a period where people rediscovered.

  • That perspective, that perspective that taught me as a young woman, you know all the questions

  • that I have in my life, what's right, what's wrong, why are we here.

  • I'm not the only one who has those questions.

  • People hundreds of years ago had those questions and it wasn't easy to answer those questions,

  • that's why they wrote pages and pages of philosophy trying to answer those questions.

  • Perspective is about placing yourself in context.

  • Knowing that while each of us have unique gifts, that all of us share a common experience.

  • And that process of going through thousands of pages to twenty pages to ten pages to five

  • to two, I was learning judgment, because what is judgment?

  • Judgment is deciding what's important and what's not.

  • Judgment is deciding, you know there's lots of information but this piece is really important,

  • that piece not so much so.

  • Of course I didn't know any of that at the time.

  • I just thought it was a really fascinating class.

  • And because I was a determined young woman, because I remembered that plaque, I worked

  • hard at all my classes.

  • Well now I graduate.

  • I graduate in the middle of a recession; I'm a young woman with a degree in medieval history

  • and philosophy and so frankly speaking I was all dressed up with nowhere to go.

  • No one was going to hire me.

  • And so I did, with apologies to any lawyers in the room, I did what a lot of people at

  • that time with liberal arts degrees did, I went off to law school.

  • That's what my dad wanted.

  • He was a law professor who ultimately became a federal judge.

  • I went off to law school.

  • I discovered I hated it.

  • I hated it.

  • And I worried through that first semester of law school because I hated it so much but

  • because I also thought I can't quit; I'm not a quitter and my mother and father are proud

  • of me that I'm in law school.

  • But ultimately at the end of three months I made what was for me at that time the most

  • difficult decision of my young life.

  • I decided to quit.

  • And it was a difficult decision for me because I knew I was disappointing people.

  • It was a difficult decision for me because I wasn't a quitter.

  • Mostly it was a difficult decision for me because I had no idea what I was going to

  • do with my life.

  • And in fact, I went home, I sat down with my mother and father and I said, "Mom, Dad,

  • I'm quitting.

  • I hate it."

  • My father said what all of us as children dread hearing from our parents, "Carly, I'm

  • very disappointed in you."

  • My mother said, "What are you going to do?"

  • The answer I don't know.

  • But I did know this: I knew somehow even at 23 years old, I knew that if I didn't love

  • it I couldn't be good at it.

  • And I didn't want to spend my life at it.

  • So now I had to go to work.

  • So what did I know how to do?

  • I knew how to type.

  • So I go to the want ads.

  • I answer the first want ad that I see that is calling for someone with my skills.

  • A little nine person company needed a receptionist and the receptionist needed to type and file

  • and answer the phones.

  • They offered me the job thank goodness and I took it.

  • In one of those you know interesting ironies of life, the building that I had my first

  • full time job in is one block from the headquarters of Hewlett Packard.

  • I sat in that little building with those nine people, this was a commercial real estate

  • brokerage company, and I typed and I filed and I answered the phones.

  • I didn't think about my future.

  • The only thing I thought about was "I'm going to do the best job I can."

  • After about six months two men came to my desk and they said, "You know, we've been

  • watching you and we think you could do more than type and file.

  • Do you want to know what we do?"

  • And that, ladies and gentlemen was my introduction to business.

  • It had never occurred to me that I would be interested in business.

  • I didn't even know what business was, really.

  • Those two gentlemen taught me a very important lesson and that lesson was about leadership.

  • Because, and I'll return to this, but those gentlemen saw possibilities in me and because

  • they saw possibilities in me, I saw possibilities in myself.

  • Because they saw possibilities that I hadn't imagined before, suddenly I was able to think

  • about a whole different future.

  • I learned something else really important in that job.

  • I learned that anybody can make a difference.

  • I was nobody.

  • I typed.

  • I filed.

  • I answered the phones, but one day a gentleman, a client, a new client came in the front door

  • and he said, "I've decided to bring my business to Marcus and Millichap."

  • That was the name of the firm; they've since become hugely successful and are in many states

  • across the country, but then they were only nine people.

  • And he said, "I've decided I'm going to bring my business to Marcus and Millichap."

  • And I said, "Well, that's wonderful sir, may I ask you why?"

  • And he said, "Well, because of you."

  • I said, "What do you mean because of me?"

  • "Every time you answered the phone, you were knowledgeable, you were professional, you

  • were caring about me, you were cheerful, I decided that's how this company is."

  • I never forgot that.

  • I never forgot, even when I became a CEO that anybody, no matter where they are in an organization,

  • can make a difference.

  • Well, before I buckled down and got an MBA I decided to run off to Italy to teach English

  • for a year.

  • You can imagine my parents were truly concerned now.

  • "Mom, Dad, I'm heading off to Italy."

  • I did.

  • I taught English for a year.

  • It was a wonderful experience and one of the things that I learned doing that was once

  • again perspective.

  • I had had the great fortune when I was a young woman, fifteen, my father who was a professor

  • took a sabbatical and we lived for a time in London and we lived for a time in Ghana,

  • in West Africa.

  • And I remember knowing at fifteen, I remember knowing how remarkable it was that here I

  • was with all these different people in these really different places.

  • They sounded different from me; they looked different from me; they were different from

  • me in many ways.

  • In their habits, in their dress, in their language, in their culture and yet, I always

  • found I had something in common with them.

  • Somehow the fundamentals of humanity were always the same.

  • And when I went back to Italy, now as a 24 year old I rediscovered that again.

  • That there are many things that are different about us but the fundamentals, the things

  • that those philosophers have written about for thousands of years, those things are the

  • same.

  • Finally I buckled down.

  • I get my MBA and I go to work for AT&T in Washington DC.

  • Except then it was the Bell System, again students here don't remember this but it used

  • to be the Bell System; it was a million employees; it was a big, huge, complex bureaucracy.

  • And I was hired as an account executive which was a high fallutin' for entry level salesperson.

  • And I was sent off for nine weeks of sales school, which is a good thing because I didn't

  • know anything about telecommunications and I didn't know anything about selling.

  • And you learned about systems and then it came time to learn how to sell.

  • And the way they did this back then at AT&T was you went through role playing exercises.

  • And the first role playing exercise that I had to do was, called Making a Cold Call.

  • Now for those of you who don't know the parlance of selling, a cold call is when you call someone

  • you don't know, you've never spoken to before and somehow you have to convince them to get

  • an appointment so that you can meet them.

  • And in this particular case the cold call was being made to what was known as a "gatekeeper,"

  • that is a receptionist or a secretary.

  • Someone, in other words, who answers the phone and has to decide whether to pass you on to

  • the big boss who might buy what you're selling or not.

  • Now the way the role play worked, I went into a little room, I had a phone in front of me

  • and an instructor who I'd been working with for several weeks now went into another room,

  • had a phone in front of him and I had to dial his phone and we played; we role played.

  • He was the gatekeeper, the receptionist; I was the salesperson.

  • Pretty basic.

  • All I had to do was convince him, hey, give me an appointment.

  • I was terrified.

  • Terrified.

  • I postponed the exercise eleven times.

  • Finally the instructor said, "Carly, you have to do this.

  • If you don't do this, you won't pass the course."

  • So I did it.

  • Why was I so scared?

  • I was scared ... by the way, I'm pretty smart, I was a straight A student ... I was scared

  • because it was new.

  • I'd never done it before.

  • I was afraid of looking foolish.

  • I was afraid of making a mistake.

  • I was afraid I wouldn't measure up.

  • I made it through that class and I made it into AT&T.

  • And I came to learn through many challenges; a lot of people didn't take me very seriously

  • back in the early, early 80s.

  • But I learned that I liked challenge and I also learned that everybody's afraid of something.

  • Most people are afraid of looking foolish.

  • Most people are afraid of trying something new.

  • I learned that if somebody told me that can't be done, you can't do that, it was interesting

  • to me.

  • And so I kept taking jobs that people told me not to take.

  • I learned that everywhere I went there were smart people.

  • They might be afraid, but they were smart.

  • And so not only did I learn over time how to overcome my own fear, but I also learned

  • that I could tackle really difficult challenges because there were always people that I could

  • collaborate with, who could help me figure it out.

  • I learned the power of collaboration and the more I learned about the power of collaboration,

  • the more confidant I became in taking on bigger and bigger challenges.

  • Overcoming fear is like exercise.

  • The more you do it, the more you want to do it.

  • The more you do it, the more you can do it.

  • And so I kept overcoming fear, different fears.

  • And I learned that no matter what the challenge I could find people who were smart, who wanted

  • to do something worthwhile and we could figure it out, if we would collaborate well.

  • See the other thing I learned along the way is those gentleman I told you about, they

  • saw potential in me, it turns out everybody has potential.

  • Yes, everybody is afraid of something, but everyone has potential.

  • And as a leader of organizations I have come to count on that.

  • The truth is most people have potential they don't realize.

  • Most people don't ever fully utilize their gifts.

  • Maybe it's because they're afraid.

  • Maybe it's because they're never adequately challenged.

  • Maybe it's because no one ever asked them to collaborate in a truly meaningful way.

  • I face new fears at HP.

  • I wasn't afraid that we couldn't figure out what to do with the business; I knew we could

  • figure out what to do with the business because there were lots of smart people at HP who

  • cared deeply about the business, and we could and did collaborate to double the size of

  • that business to almost 90 billion dollars and to generate eleven patents a day, but

  • now I faced a new challenge, and that is everybody had something to say.

  • Everybody had something to say.

  • In fact, I was pretty famous and fame is a real two edged sword because all the good

  • things sometimes people will say about you, well they'll also say really bad things about

  • you.

  • I once went to Oprah Winfrey to get advice.

  • I said, "Oprah, how do you deal with the press?"

  • Because she was going through a tough period of press.

  • She gave me really good advice.

  • She said, "You know, Carly, I don't read any of it.

  • I don't listen to any of it.

  • Because if I believe the good I have to believe the bad."

  • And so, I overcame that fear, that you know, what people say isn't defining.

  • What we do is defining.

  • I was afraid again when I was diagnosed with cancer at that time of an unknown variety,

  • most unexpectedly.

  • I was afraid when we battled for our younger daughter's life.

  • But in those very difficult times I learned also the kindness of strangers, the power

  • and depth of friendship, the strength of our family's love and our faith.

  • In other words, in tough times there are also great blessings and great lessons.

  • People sometimes ask me what motivates me, and I'll tell you.

  • There is a look, there is a look that people get when they achieve more than they thought

  • was possible.

  • Everybody, all over the world has that same look.

  • I have seen that look in the eyes of women in desperate parts of the world, in utter

  • destitution.

  • I have seen that look in bright, young Turks in a technology business who accomplish something.

  • I've seen it in my own family's eyes.

  • People get a look when they accomplish something that they didn't think they could do.

  • And that look, that look motivates me.

  • Now I was talking about an IBM Selectric typewriter, those of you who are students here at JMU,

  • you are growing up in a very different time.

  • And I want to put the times that you are coming of age in, the times that we are all now living

  • in, I want to put them in historical context because I think it's important.

  • I think it's important.

  • This is the first time in all of human history going back to millennia before Plato and Aristotle.

  • This is the first time in all of human history that any person, anywhere can get any piece

  • of information they want.

  • This is the first time in human history where any person, anywhere can communicate with

  • anyone they want.

  • It has never happened before in human history.

  • And lest we forget how new this is, we all have our smart phones?

  • They're a decade old.

  • It was not so long ago that the big companies that were going to rule the world were Microsoft,

  • Blackberry.

  • We now wonder whether Microsoft will continue to be relevant; they're huge; they generate

  • enormous amounts of cash, but suddenly all the things that made them powerful in the

  • past do not help them be powerful in the future.

  • Blackberry, the CEO of Blackberry recently said, "We're still here."

  • If your CEO has to say you're still here, it's not a good sign.

  • This is the most complex time in human history because of the transformation that the combination

  • of technology and a global economy has wrought.

  • It is the most complex time in human history.

  • There is no way anymore to wall off anything or anyone.

  • Whether we want to be or not, every single institution, every single person is connected

  • to others and in many cases connected to people they have never seen and will never meet,

  • tens of thousands of miles away.

  • It's an incredibly complex time, complicated time and it's also a time of unbelievable

  • rapid change.

  • And this too is worth putting into perspective.

  • You know for millennia human history kind of went along, in terms of people's standards

  • of living and the opportunities that were available to people.

  • And it's only been, honestly, in the last 250 years that humankind has taken off.

  • The data's clear.

  • So you have to ask yourself, "why is that?"

  • Why is that?

  • Well, I think it is because, it's appropriate to talk about it since we are here at James

  • Madison University, I think it's because about 250 years ago two powerful ideas came together.

  • One idea, upon which our nation was founded, one idea was that everybody has potential.

  • That everybody has potential.

  • And that everybody should have the right to fulfill their potential.

  • And that those rights of life, liberty, the pursuit of happiness, those rights, pursuit

  • of happiness, that's what our founding fathers meant.

  • You can fulfill your potential.

  • That those rights came from God, not man.

  • That was a radical, visionary idea at the time.

  • And they went further and said, it doesn't really matter who you are.

  • It doesn't matter what family you were born from.

  • It doesn't matter what your last name is.

  • It doesn't matter what you look like.

  • All that matters is you have these rights and you have potential, and you can fulfill

  • your potential.

  • It is still true to this day; there is not another nation on the face of the earth that

  • was founded on that idea.

  • And it is still true to this day that only in this country could a young woman go from

  • being a secretary to the chief executive of the largest technology company in the world.

  • That is only true in this country.

  • And that is because of that visionary founding idea.

  • And that political idea was coupled with the concept of free markets; free markets where

  • every participant is of equal stature.

  • Where people ... I'm not talking about crony capitalism, I'm talking about free markets

  • where every participant is of equal stature and each participant can choose of their own

  • volition to collaborate, to compete, to create a better life for themselves and their families.

  • Those two ideas came together and literally standards of living and the opportunities

  • for humanity, if you looked at the graph, went like this.

  • And I believe we are at a similar point now because of the incredible power of technology

  • and an interconnected world.

  • And yet, this incredible time that we're in, where literally more things are more possible

  • for more people in more places than at any time in human history.

  • This is also a time that if we are not careful we become superficial.

  • Why?

  • Because think about what that technology delivers to you every day.

  • I mean, all of us are just in our devices.

  • How much of what you get every day really matters?

  • Do you think about what you get on your smart phone every day and compare it to that thousand

  • page work of philosophy?

  • How much of it really matters?

  • How much would you keep if all you had was two pages?

  • Not much of it actually.

  • And I see people in all kinds of organizations: business, government, not for profits, who

  • spend enormous amounts of time reacting to superficial stuff.

  • Instead of having the judgment and the wisdom, the perspective to say, "This is wheat, this

  • is chaff."

  • And I think not only do we have, sadly too much opportunity for superficiality in this

  • great new age, but we also have the opportunity to never really have to interact with people

  • who are different than us.

  • It's kind of ironic.

  • I mean, here we have this world that is utterly interconnected and yet, where anybody can

  • communicate with anyone else and yet this technology, this new world also allows us

  • to find people who are just like us.

  • If you want, you can watch a television station that you never disagree with.

  • If you want, you can go find people, either online or literally in some kind of communion

  • or community, who are just like you.

  • And that's a danger.

  • So here we are in this incredible time.

  • A time of great complexity; a time of great challenge; a time of great opportunity but

  • also a time of really difficult problems.

  • And I think the things that Aristotle and Plato and Maimonides and Aquinas, all the

  • people through the ages have struggled with, the most profoundly human elements are the

  • most needed now.

  • And I want to talk about what those are.

  • Every complicated problem I have ever encountered in my life, whether it was figuring out my

  • very first job or figuring out how to transform a company or figuring out how to deal with

  • cancer, doesn't matter.

  • Difficult challenges or big opportunities all require the same fundamentals.

  • And I think those fundamentals are the foundation of ethical reasoning and in this most incredible

  • time in human history never has ethical reasoning mattered more.

  • So what are those things that I'm talking about?

  • First, I think solving our problems, whether they're big or small, in this complicated,

  • rapidly changing, interconnected world, solving our problems, capturing our opportunities

  • requires first a profound respect for the capabilities and the potential of others.

  • And the reason that profound respect is so important is because nothing happens with

  • a single person acting alone.

  • That has always been true, but it is especially true now.

  • There is not success possible that is a solo story.

  • There is no accomplishment possible that is a solo story.

  • Everything requires tapping the potential, not only of yourself but of others and so

  • to do that you must respect the capabilities of others, the potential of others, the perspective

  • of others.

  • Secondly, collaboration, real collaboration.

  • If you have profound respect for the capabilities of others then you know it is worth your time

  • to understand them.

  • To pull from them their wisdom, their experience.

  • But to do that you have to engage in a real process of collaboration.

  • What is collaboration really mean?

  • Well let me ask you to think about your own experience because you know it when you see

  • it.

  • How many of you have been in meetings or problem solving sessions, maybe it's a team study

  • group, maybe it's a meeting at your place of work, but how many of you have been in

  • those settings and you know, it's just one of these spirals down?

  • I mean, it's deadly.

  • You're not getting anywhere.

  • You're talking past each other.

  • You just feel it in the room.

  • You feel that way because you're not collaborating; you're not problem solving; you're not getting

  • any close to an answer.

  • Now think about an experience where it's felt the opposite, and you've had those, where

  • people start, what I would call spiraling up.

  • Where people start to build on each other's thoughts and capabilities and at the end of

  • a spiraling up collaboration session, you have accomplished something together that

  • you would never have accomplished on your own.

  • That kind of collaboration starts, as I've suggested, with a profound respect for the

  • capabilities and the perspective of others, but it also means that every person, to collaborate

  • you come into an opportunity like that prepared but open minded.

  • And what I mean by that, prepared, prepared: knowledgeable, skillful, I have a point of

  • view about this issue.

  • In other words, you don't wing it.

  • If you're talking about a difficult problem or you want a really focus on an opportunity

  • you never wing it.

  • You got to do your homework, you got to be prepared, but you also come in with an open

  • mind.

  • An open mind.

  • To hear what others bring to the table.

  • And one of the most effective tools I ever learned in order to produce collaboration

  • and outcome is ask questions.

  • You know, I went through a lot of different jobs when I was climbing the corporate ladder.

  • I went from, you know, sales to finance to engineering to marketing and everything in

  • between.

  • I managed technical people and so when I would go into these new settings about the only

  • way that I could figure out how to add value was to ask questions.

  • Ask questions.

  • Successful collaboration requires respectful questioning.

  • Now in business as well as on college campuses, you know, one of the big buzz words of the

  • day is diversity.

  • Diversity.

  • Let me give you the reason why that matters.

  • If you go into a setting and everybody thinks alike, it's easy.

  • It's easy to feel like you're collaborating and, you know, you all think alike, maybe

  • you look alike, maybe you sound alike and guess what happens?

  • Everybody starts finishing each other's sentences.

  • "Yeah, yeah, what you said, right."

  • There's only one problem with that approach: you'll probably get the wrong answer.

  • You will miss something important.

  • And so the reason it's vital to collaborate with people that are different than you is

  • because you get to a better place.

  • You get a better answer.

  • Every difficult challenge I have encountered in my life got solved because if you ask the

  • question of the right people you will come up with an answer.

  • People generally know what's wrong; it's frequent that they're never asked.

  • So profound respect for the capabilities of others, real collaboration.

  • Third, and I've used this word a couple times already: judgment.

  • Judgment.

  • What is judgment?

  • Judgment is knowing the difference between what's important and what's not.

  • Any real problem or opportunity is never clear cut.

  • Never.

  • Any challenge you face in your life professional or personal is never clear cut.

  • It's never black and white.

  • It's never easy.

  • And today you're inundated with information, some of it relevant, some of it not.

  • Inundated with information.

  • It is judgment that allows us to distinguish between what we should care about and what

  • really isn't relevant.

  • It is judgment that allows us to distinguish between this matters for this problem for

  • this opportunity, this matters.

  • And this doesn't.

  • That philosophy course I told you about, what I was learning was the process of bringing

  • something down to its essence.

  • What really matters.

  • And that judgment is vital in life.

  • In problem solving, In progress.

  • In success.

  • Perspective.

  • Perspective.

  • How many times have you seen people make terrible mistakes because they think they're the only

  • ones?

  • They lack perspective.

  • Want an example of this?

  • Relatively recent?

  • The Wall Street meltdown.

  • The Wall Street meltdown.

  • Yes, we can talk about Fanny Mae and Freddie Mac; we can talk about regulations or lack

  • thereof, but I know these institutions, I know their leaders, fundamentally here's what

  • happened: you had people -- it happened in the dot com boom by the way as well -- you

  • had people who lost perspective.

  • What I mean by that is they forgot that other people had been through boom and bust cycles

  • before.

  • They forgot that other people had said, "No no no, this isn't a bubble.

  • This isn't a bubble.

  • This one's different.

  • This time prices really are going to go up forever and they will never come down."

  • People convinced themselves of that.

  • That's a failure of judgment.

  • It's a failure of perspective.

  • And also on Wall Street people convinced themselves this technology is telling me it's all okay.

  • I have all these complicated technology models that are telling me it's all going to be okay

  • and even though I don't understand them, it's going to be okay.

  • It was a case where many people sort of suspended the human quality of judgment and perspective

  • in favor of these models are going to tell me what to do.

  • One of the things I've learned in my life is if someone can't explain something to me

  • after four or five tries, they don't understand it.

  • If someone can't explain something after four or five times, it's not because you don't

  • get it, it's because they don't understand it.

  • And of course, judgment, perspective, let's do it because everybody else is doing it.

  • Chuck Prince famously said, "We all have to keep dancing 'til the music stops."

  • People lost perspective that maybe the stock price next quarter wasn't actually the most

  • important thing.

  • And of course, ethics.

  • Ethics, values, remembering the difference, knowing the difference between what's right

  • and what's wrong.

  • Perspective.

  • You know maybe the stock price isn't actually the most important thing.

  • Judgment to say, "Boy, that model is really complicated, but it simply cannot be the case

  • that if prices go up they will never come down."

  • And ethics.

  • What's the right thing to do for our customers?

  • By the way this happens all the time, sadly.

  • People talk a lot about ethics and values and companies and institutions have value

  • statements, you know, we all talk about highest standards of integrity.

  • Walk into any institution, you'll see their statement of values on the wall.

  • In this regard, I think anyone who's in an institution, you know, they look at the plaque,

  • but basically people don't really listen to the talk on ethics and values.

  • They watch the walk.

  • How do people behave?

  • What do people choose to do?

  • If someone has violated the statement of ethics or the code of conduct, what happens to them?

  • If the answer if nothing, then nobody believes the code of conduct is real.

  • This is one from a long time ago, but remember Enron?

  • Remember Enron?

  • A shocking lapse of ethics.

  • I knew the people at Enron.

  • I knew their board members.

  • Here's my sense of what happened at Enron: Enron had lots of pressure on the stock price

  • and they had their statement of ethics.

  • I don't think anybody set out to defraud anybody, just like I don't think people in Wall Street

  • set out to crash the financial system.

  • But in Enron, people understood the pressure.

  • We've got to make the numbers.

  • We got to make the stock price move.

  • In one quarter, the pressure was really intense and somebody got a little close to the line

  • and they made the numbers and the stock price went up.

  • And nothing happened.

  • And the next quarter the pressure got a little more intense and then they got a little closer

  • to the line.

  • Celebrations all around.

  • Nothing happened.

  • And then one day somebody walked over the line and nothing happened.

  • And so people kept walking over the line.

  • That's how it happens.

  • Here's an easy test of, I think, what ethics and values are.

  • Here's the real test of values.

  • What do you do when no one is looking and you don't think anyone will ever find out?

  • What do you do?

  • So ethical reasoning, more necessary now then ever before starts with a profound respect

  • for the capabilities of others.

  • Real collaboration.

  • Judgment.

  • Perspective.

  • Ethics.

  • And of course, leadership.

  • Why is it that most people don't fulfill their potential?

  • Sometimes it's because they're afraid.

  • But so frequently it's because there is an absence of leadership.

  • I have pause and define leadership, because when I was a secretary, when I was starting

  • out, I thought I understood what leadership was.

  • Leadership was, you know, the person with the big office.

  • Mostly they were guys back then, but the guy with the biggest office was the leader or

  • the parking space or the perks or the budgets or the people who reported to them.

  • Leadership, however, I came to learn has nothing to do with title or position.

  • There are people with position and title who have never led a day in their lives.

  • And there are people who have nothing, who lead every day of their lives.

  • Because leadership is about unlocking potential in others.

  • Leadership is about seeing possibilities.

  • Leadership is about seizing possibilities.

  • Leadership is about applying all the human potential that you have available to you through

  • a process of ethical reasoning so that you can solve a problem or capture an opportunity

  • and people get that look in their eyes.

  • Yes, we did something meaningful, worthwhile.

  • Everybody wants to do something meaningful and worthwhile.

  • I have seen people, as I've said, in desperate circumstances, with nothing, nothing but their

  • own capabilities.

  • And the capabilities of others lead, because leadership is fundamentally about making a

  • positive difference.

  • In a business context I would explain it this way: management -- management is very important

  • in any institution -- management is the production of acceptable results within known constraints

  • and conditions.

  • It's important to have good management; you've got to produce acceptable results whatever

  • the setting is, academic, business, government.

  • You've got to produce acceptable results within known constraints and conditions, but management

  • is not leadership.

  • Leadership changes constraints and conditions.

  • Leadership changes the order of things.

  • Leadership changes the world.

  • I'm going to wrap up here in a minute or two so I can take your questions but you've all

  • heard the expression: "There's no such thing as a free lunch"?

  • Well there's no such thing as a free speech either so therefore at the end, those of you

  • who are students here are going to have to suffer through my pieces of advice.

  • Number one: everyone has gifts.

  • Everyone has god given gifts.

  • Everyone has potential.

  • Find your gifts.

  • Find your gifts whatever they are.

  • And it may cause you to take a path that's a little more circuitous than maybe some would

  • like.

  • It might cause you to drop out of law school.

  • It might cause you to run off to Italy.

  • It might cause your parents some concern.

  • But find your gifts.

  • And have the courage to use your potential.

  • Because all these things I've talked about?

  • Respect for others and collaboration and judgment and perspective and ethics and especially

  • leadership?

  • Every one of them requires courage.

  • Because frankly, people say less about you if you're just going along with the crowd.

  • Find your gifts.

  • Take the risks to understand your potential.

  • Be prepared to make the mistakes that risk taking always requires.

  • But find your gifts.

  • Find what work brings you joy.

  • Because if your work brings you joy then you will use all of your gifts.

  • Second: do no let other define you.

  • Do not let other define you by what they expect of you, by what they say about you, by what

  • they convince you or to and convince you to do.

  • Define yourself.

  • Third: it's important to get a degree but it's far more important to get an education

  • and you are here at an institution that believes in giving you and education.

  • An education by requiring exposure to the great books and letters of human civilization.

  • An education by engaging in the community around you, in the world around you, with

  • people that are different than you.

  • And education by having high expectations of you.

  • Yes, the degree, the piece of paper matters, but the education matters so much more.

  • Don't wait for the perfect job.

  • I know there's high anxiety when you're finishing up with college or you're finishing up with

  • your graduate degree, there is high anxiety and there's also a lot of pressure, a lot

  • of pressure to get the right job, the perfect job, the job you can brag about.

  • Don't wait for the perfect job, just get a job.

  • Because every job, every job has possibilities.

  • You will learn something in any job you take.

  • There is no substitute for hard work.

  • There is no substitute for the pursuit of excellence, but if you work hard and you pursue

  • excellence in any job you have, someone will notice and when they do, when opportunity

  • knocks, don't be afraid to walk through the door.

  • You know there are people, I've managed a lot of people in my career and there are two

  • kinds of people: there are people who see, who are in a situation, in a job and they

  • see limitations, constraints.

  • Those are the kinds of people who say to you, "I can't, I shouldn't.

  • Well, we can't do this, we're limited by that, we shouldn't do that."

  • They see limitations.

  • Yes, every job has limitations.

  • Every circumstance has limitations.

  • Every job has possibilities.

  • Every circumstance has possibilities.

  • And there are people who say, "Yeah, but we could do this and we can do this and no one's

  • telling us we shouldn't do that and it needs done."

  • See the possibilities in any employment opportunity you have.

  • Fifth: everyone is afraid.

  • Everyone is afraid of something and most of us are afraid of all the same things I was

  • afraid of, looking foolish, making a mistake, what people are going to say about you, what

  • will happen to me or my daughter?

  • We're all afraid of the same things; it is part of the human condition.

  • The question is not are you afraid?

  • The question is what do you do with your fear?

  • Does your fear become a barrier?

  • Does your fear hold you back or do you learn, systematically, time after time after time,

  • to face your fears and overcome them and the more you do it the easier it will become.

  • Sixth: the tough times will come.

  • The tough times, maybe you've already had tough times.

  • There are tough times in every life.

  • It is part of life.

  • And so when the tough times come, remember that in those tough times are the greatest

  • of blessings and sometimes the most important lessons of all.

  • In truth it is so often the tough times that make us who we are.

  • So when your going gets tough, understand that you're not alone whatever you're going

  • through, but understand as well that there is great, there is a great gift that will

  • come out of that terrible tough time.

  • Seven: we control nothing.

  • That was a big one for me because I was a control freak.

  • We control nothing but our own choices.

  • We don't control those around us; we don't control when we live or die or who that we

  • love may live or die.

  • We don't control the circumstance we find ourselves in but we do control our choices.

  • We control how we choose to respond, how we choose to see a situation, as full of possibility

  • or full of limitation.

  • We choose whether we collaborate with other.

  • We choose whether we have profound respect for the capabilities of others.

  • We choose to find a still moment within ourselves and say, "You know what, I must now think

  • carefully, what does my judgment tell me?

  • What does my perspective teach me?

  • What, what does that still voice inside me say is the right or the wrong thing to do?"

  • Those things we control.

  • Those most profound of human things.

  • And those things matter now more than ever before.

  • And finally eight, if we control nothing but our choices I would urge you to choose to

  • lead.

  • Choose to make a positive difference.

  • Choose to change the order of things.

  • Choose, not only to find your own potential but to unlock potential in others.

  • Choose to change the world.

  • Thank you so very much.

  • Thank you.

  • And I think we are going to take some questions and there are roving mikes, so Andy's down

  • here in front.

  • We have another mike over here.

  • Okay, it's always scary to ask the first question.

  • This is a moment for courage.

  • Yes?

  • Man: Hello, Ms. Fiorina I just wanted to ask you ...

  • CF: Carly's really okay.

  • Man: Yes ma'am.

  • [laughter] As we know the future as I guess the pressure, I've asked this of several of

  • the speakers just with different perspectives.

  • How do you get a great work/life balance?

  • CF: The work/life balance question.

  • Ah, it's very difficult.

  • There is no silver bullet.

  • Ah, it's something particularly difficult for women although it's difficult for men

  • and women.

  • I would say a couple things, first, it's all about how you choose to spend your time.

  • That's a choice.

  • People would ask me when I was a CEO what is the most difficult decision you make every

  • day.

  • And my answer always was how I spend my time.

  • Because how we choose to spend our time becomes our life.

  • If we spend our time reacting to and responding to a bunch a drivel that comes into our smart

  • phone every day, it becomes way too much of our life.

  • Only you can choose how you spend your time.

  • I had to learn the hard way that no matter choice I made somebody would be unhappy.

  • I mean, that's just true.

  • Because people always want more of you.

  • People expect that, your family may be pulling you at a particular point in time; your work

  • may be pulling you at a particular point in time.

  • You want to take the time to spend with your friends, or stay healthy.

  • I mean, no matter what you choose, someone's going to be unhappy, which then says, you

  • have to own those choices.

  • You've got to own those choices.

  • How you choose your time becomes your life.

  • So choose wisely.

  • Woman: Hi, my name is Ruth Farmer I'm with the National Center for Women in IT, so I'm

  • very excited to see you here.

  • Can you give us an example of a time when this lack of diversity among a team had a

  • big impact, and in a work example that you had, and then how you, maybe, solved that

  • later?

  • CF: Yeah.

  • Well, sure.

  • There's so many examples I could give, but let me give one, because I talked about the

  • smart phone.

  • When the Apple phone first came out, you may have noticed this but men gravitated to the

  • smart phone first and a lot of women, me included, were on our Blackberries.

  • And in fact, I observed for quite a long time that it, men were the users of that phone.

  • It turned out that the reason many women didn't like the first couple generations, was because

  • the heat sensitive screen didn't pick up enough heat from women's hands.

  • I mean, it's kind of basic and so it wouldn't respond to women.

  • The screen wouldn't respond to women as well as it did to men.

  • I know this because I happened to have, Steve Jobs was a wonderful and dear friend of mine,

  • and I was meeting with his engineering team and I was talking about this phenomenon and

  • I said, "Do you want women as clients?"

  • "Yeah, yeah, yeah."

  • I said, "Well, do you know that this problem exists?"

  • "Wow, we didn't know that."

  • I said, "How many women are on your design team?"

  • Answer, none.

  • They'd missed something huge because they were lacking a perspective.

  • All of us can come up with examples like that.

  • When I was chairman and CEO of Hewlett Packard I found a executive team around me that was

  • homogenous in another way, in a different way.

  • Everybody, when I arrived at Hewlett Packard we had 87 different business units.

  • This was in a time when customers expected us to put systems together for them, so we

  • were really, really difficult to interact with.

  • But, what was common among all those executives was their experience was very deep and very

  • narrow.

  • So they knew their business exceptionally well, but they didn't know really much of

  • anything about the rest of the business.

  • And so they couldn't respond when customers said, "Well, yeah, I get what you do, but

  • I need help over here."

  • And so, the way we had to deal with that was we took all those executives and we said,

  • "You know what, we have to create a common perspective of the business.

  • We have to see it the way a customer sees it."

  • And so we spent three days learning the business together.

  • It was great for me because I learned the business, but it was good for them because

  • they learned the business.

  • And then we began moving people around so that, in addition to their deep experience

  • they gained broader perspective about the capabilities of the company that they were

  • part of.

  • I can't see very well up here, so you really gotta wave and hope the gentlemen with the

  • mikes see you.

  • Woman: Thank you for this, it's been really thought provoking.

  • You said in your talk at one point ask questions to produce collaboration and outcome, it adds

  • value.

  • And adds value brings up things like return on investment, potentially, but you also talked

  • about having values.

  • I meet with students and talk to them about, sometimes, their concerns of adding value

  • to their degrees.

  • We talk sometimes about having values and of course, forums like this are promoting

  • that context.

  • What I'm wondering about with your corporate experience about, if you can talk a bit about

  • the tensions between adding value and having values, how maybe that plays out as a gender

  • question and how corporate environments are finding ways to merge what, at times, can

  • be contradictory, if a goal is to add value, to get a return on investment and another

  • goal is for the company to have values.

  • CF: Okay, so there's a lot in that question.

  • The first thing I would say is when I use the phrase "add value" what I meant in that

  • context was, and frankly in any context, was I think any person when they go into a situation,

  • in a business, in government, in a university, in a not-for-profit should be asking the question,

  • how will I make a difference?

  • How will I add value?

  • So for example when I took my first job managing engineers; I was a young woman, I didn't have

  • an engineering degree, I had a degree in medieval history and philosophy.

  • And I was a managing a bunch of engineers and they were good engineers and they knew

  • what they were doing.

  • How was I going to add value?

  • I couldn't add value by telling them how to be better engineers; I didn't know how to

  • tell them to be better engineers.

  • And so I asked them.

  • I asked them, how can I make a difference?

  • How can I make, help produce a better result?

  • How can I help you?

  • What isn't getting done?

  • And it turned out, in that case, that we were getting billed, it doesn't matter how much,

  • but it was worth millions, hundreds of millions of dollars and nobody knew what we were being

  • billed.

  • So there were tons of mistakes that were costing our return on investment.

  • So we figured out how to fix that.

  • I added value as an individual and we also added value in terms of the bottom line.

  • The question you pose about the conflict sometimes between return on investment and values is

  • obviously a very critical one and sometimes we wonder because, I mean I'm a business person,

  • I despair sometimes of businesses.

  • Because it seems to me they have forgotten why they are there.

  • We have become so short term in our focus.

  • I mean, literally, a quarterly stock price has become too important a metric for too

  • many businesses.

  • Actually if you look, the average stock is held far less than 90 days.

  • I don't think a CEO's job, I don't think a business's job is to pay attention the quarterly

  • stock price.

  • I think a CEO's job is to create long-term sustainable value and the only way you create

  • long-term sustainable value is you have to balance the requirements and the demands of

  • four constituencies.

  • One is shareholders, sure, they invest in your business, but they're not the only constituency.

  • Of equal importance, if you're focused on long-term sustainable value, of equal importance

  • are customers.

  • Customers, because customers are why you're there.

  • If you're government, you better be worried about citizens, that's why they're there.

  • If you're a university, you better worry about students.

  • If you're a not-for-profit you better worry about people in need.

  • But, the point is, who are you there to serve?

  • What's the purpose of the enterprise?

  • Third, employees, because employees are the only people who are going to deliver the value

  • to your customers, your citizens, your patients if you're in health care.

  • And finally communities, communities are a constituent of equal importance to shareholders,

  • to customers, to employees because communities have to know, if they are going to permit

  • you to be a member of their community for the long-term, which is what sustainable value

  • requires, they have to know that you're a partner for the long-term.

  • And the reason it's difficult to sometimes balance the requirements of those constituencies

  • is because shareholders want a stock price quick and customers want things cheaper and

  • employees want whatever they want, maybe higher paychecks maybe more security, communities

  • want more investment.

  • It is a balancing act.

  • In fact, I think to the point, I sometimes say

  • leadership is all about balance.

  • It's the art of balance, short-term and long-term, customers and employees, but here's the thing,

  • the reason I gave you the Enron example, if you want to be an institution with values,

  • then when you are confronted with that difficult situation where someone is producing results

  • but violating your values, values have to trump results.

  • And if they don't, then the values will be degraded.

  • The hardest decision I ever made as a chief executive, I had someone who reported to me,

  • I thought someday they would be my successor, a person of incredible talent, but he was

  • engaged in activities, abuse of company resources that we would have fired a lower level employee

  • for.

  • And so, guess what?

  • He had to go.

  • The reason Enron got into trouble is because the results trumped the values.

  • If values are going to matter, if you're going to focus on long-term sustainable value then

  • values have to trump results, every time and that's what I meant when I said, people watch

  • the walk.

  • Andy Perrine: We have time for one more question that requires a little bit less complex of

  • an answer.

  • CF: Okay, so I'm being edited here.

  • [laughter]

  • Woman: I'm not sure if my question is one of those, but hopefully it can be.

  • Hi Carly, thank you so much for speaking with us today.

  • I'm a senior student here at JMU and I had a question for you, I had two, but I'll just

  • narrow it to one.

  • I wanted to know if you could speak about being a woman in the work place, what it's

  • like, what it was like coming to your position, as well as what you think the differences

  • between then and now and maybe some things that you think society needs to do overcome

  • certain challenges that women face?

  • CF: Okay, well now there's a simple question.

  • Okay so, Andy will just bear with me here for a moment.

  • Allow me to tell a story.

  • How it was coming up in my business.

  • I told you that I was hired on as an account executive, high falutin' title for entry level

  • sales person, and when I went to work at AT&T I was asked to share accounts with a gentleman.

  • I thought at the time, he was kind of long in the tooth, he was actually younger than

  • I am now, but ... yeah.

  • Anyway, he did not think much of working with a young woman.

  • And so it came time to meet our clients and I was very excited to meet them and he decided

  • that maybe that wasn't such a good idea and so he and our clients chose to have this first

  • meeting in a strip joint.

  • A strip joint that was famous for young women dressing in see-through negligees and dancing

  • on top of the tables.

  • It was a test.

  • I hope that would not happen today.

  • By the way, I went to that strip club.

  • How many women here remember How to Dress for Success for Women?

  • No, a few.

  • Okay.

  • Severe dark suits, shirt up to the throat, bow tie, so I dressed like that.

  • I went.

  • We became great partners later.

  • When I became a manager for the first time my boss introduced me to my new subordinates

  • as, "This is Carly; she's our token bimbo."

  • I hope that would not happen today.

  • But here's what still does happen today.

  • By the way, all those guys who had opinions and attitudes about young women, in the end

  • most of them changed their mind about me, because in the end people actually do want

  • to do something worthwhile.

  • I found I could work with virtually anyone, if we got focused on a worthy goal.

  • The gentleman who took me to the strip club?

  • We became great partners.

  • Here's what's still true today: women or people who are different are perceived as greater

  • risk.

  • A young woman, or an older woman, a woman sometimes is not given the presumption of

  • competence that a man might be given.

  • If you look different, you're not given the presumption of competence and what that means

  • is the burden of proof, let me prove that I am competent, that I can do this job, the

  • burden of proof falls on the person who is different.

  • So the burden is heavier.

  • It is still true today that women are the most underutilized resource in the world.

  • The most subjugated people in the world.

  • Seventy percent of those who live on less than two dollars a day are women.

  • And while we've made great, great, great progress it's still true that only 16% of corporate

  • officers are women, so we have a long way to go.

  • And I guess what I would say is, if people get focused on solving problems and capturing

  • opportunities, then the only way to do that is to utilize every ounce of human potential

  • that exists.

  • It is simply dumb to leave half the population's potential lying by the wayside.

  • People who want to produce results capture opportunities, solve problems, get all their

  • human potential engaged and they realize that half of the time, most of the time people

  • who are different have a different point of view and that's going to yield a better answer

  • to the previous question.

  • That was not a short answer; it was not a simple answer, thank you for bearing with

  • me and thank you for having me this afternoon.

  • [applause]

  • JA: Wow, Carly, I don't know what else to say.

  • What a phenomenal presentation you've given us today.

  • You've given us so much to think about.

  • You've stretched our minds and you've stretched our hearts as well with your inspirational

  • life story and the lessons that you've learned, so thank you for sharing so much with us,

  • not just today, you should all know that Carly will be spending the next couple of days with

  • us here on campus, meeting with a lot of classes, students, faculty tomorrow, which we deeply

  • appreciate, Carly.

  • And, of course, we have a Board of Visitors' meeting on Friday and we are thrilled to have

  • you serving in that capacity.

  • So, please on behalf of the university accept this token of our appreciation and again,

  • thank you so much.

  • I'm tempted to just ask everybody to spend the next week just discussing, come back,

  • write a paper, two pages, tell us what you learned.

  • But this really will prompt a lot of discussion in our community.

  • It's been so faithful to the whole intent of the Madison Vision Series to get us to

  • think about the big challenges of our time and who better to help us to think about those

  • than you, so thank you so much, Carly, for what you've done.

  • [applause] So, again, thank you all so much for being here, we do have one more Madison

  • Vision Series event this semester on April 30th, Christopher Phillips will be here.

  • He's the author of a book called Socrates Café among others, and he's an expert on

  • Socratic dialogue and civil discourse, which is certainly an important topic for our time.

  • So, I hope you'll join us on April 30th and again, thank you all so much for coming.

  • Have a great day.

Jon Alger: Good afternoon everyone.

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