Ep. 015: How to engage Gen Z: It's time to meet the CTO of the future

We talk with Nouran (Noor) Elsherbiny from T-Systems International about a unique program that brings Generation Z into the boardroom. Not only that! Every Gen Z CTO (Chief Tomorrow Officer) is given the opportunity to work on a pressing question of today's society together with experts inside the company.

Noor has convinced us in the conversation that every company should have a Chief Tomorrow Program, or similar initiative to engage the up- and coming generation into their business. This is a critical way of making your company future-proof today.

Learn in this episode:
- how the Chief Tomorrow Officer program at T-Systems is organized
- how the company recruits Gen Z talent
- what role social media plays in this
- what results have been achieved so far
- how you can connect with Gen Z, do business with them and recruit them for your business
- how T-Systems is supporting other companies in attracting Gen Z talent

With all of this, we are also looking at the key characteristics of Generation Z, and as a bonus topic we talk about T-Systems' social selling program that Noor also manages.

Curious? Listen in!

To learn more, you can connect with Nouran Elsherbiny on LinkedIn, check out this brochure The Chief Tomorrow Officer - the power of Gen Z in the boardroom, or learn more on the T-Systems website.

About Nouran Elsherbiny:

Nouran (Noor) Elsherbiny is Digital Marketing Manager at T-Systems International. With a Bachelor's and Master's degree in (Business) Information Systems, she began her career at Inspira Expo startup. Inspira Expo specialized in building an engineering community and created the biggest engineering event in Egypt called Engineerex. Nouran also taught entrepreneurship at the American University in Egypt (AUC). She later joined Deutsche Telekom Group as an intern for performance management.

Her passion for AI in workplace innovation has led her to apply to a novel program by Deutsche Telekom's subsidiary T-Systems, helping her become the first appointed Chief Tomorrow Officer or CTO.

As Chief Tomorrow Officer, Nouran was able to work with international experts to solve questions on the usage of Machine Learning and Artificial Intelligence to create a less stressful workplace. She also built a community of Gen Z to engage with T-Systems and Deutsche Telekom C-level managers and discuss the future of the workplace named the Tomorrow Board.

Today, Nouran is a Digital Marketing Manager in charge of the T-Systems social selling program and the Chief Tomorrow Officer community. Nouran is originally from Egypt but now lives and works in Bonn, Germany. 

About our sponsor ReadyForSocial:

ReadyForSocial is a leading social selling company and sponsor of this podcast. Since 2014, ReadyForSocial has supported large companies in the DACH region, Europe, and the USA by introducing, managing, and expanding their social selling programs.

Learn more about their solution and services here.

Lisa and Monika both work for ReadyForSocial. Feel free to contact them about this podcast or about ReadyForSocial's services: Lisa Davidson and Monika Ruzicka.

Transcript

Lisa Davidson: 0:03

Let's get straight to business. Whether you want to optimize your lead generation, make the most of your marketing budget or gain and maintain a competitive advantage in the field. Monika Ruzicka and Lisa Davidson give you the expert insights on social selling to take your business to the next level. This episode is brought to you by ready for social, the b2b, social selling experts. Hi, everyone, and welcome back to Let's get straight to business. We have a super exciting episode for you today, because today we're talking about how businesses can engage with Gen Z. And why achieve tomorrow officer short CTO plays a significant role in achieving this goal. If you've been listening to our podcast, there's a fair chance that you are part of the so called Generation X. People who belong to Generation X are born between 1965 and 1980. It could also be that you're a millennial, also called Generation Y born between 1981 and 1996. But you may have kids or co workers that belong to the next generation, the so called Generation Z or Gen Z. Anyone who's currently between 10 and 25 years of age is part of this generation. And in countries like the US or Germany, Gen Z will make up to 27% of the workforce by 2025. As with every new generation, there are typically new perspectives, somewhat different values and varying beliefs. It can also happen that there is sometimes a lack of understanding by the previous generations, members of Generation Z are often described as digital or social natives. They are very content and information savvy and know how to verify the information they receive. They care about social and environmental issues and expect brands to take a stand. Now, these are some fundamental aspects if you'd like to do business with anyone who is part of Gen Z. But what does it mean exactly? And what are some best practices when it comes to engaging with Gen Z? To answer these and many other questions, we are very excited to talk to Nouran Elsherbiny. She's a member of Gen Z and was the first tea systems chief tomorrow officer and innovative program for engaging Gen Z. Hi, Noor. We are so excited to have you here today.

Nouran Elsherbiny: 2:26

Hi, thank you. I'm so excited as well.

Lisa Davidson: 2:29

Hi guys. So before we dive into the specifics of this episode, let's first take a look at Noor's impressive background. Nouran Elsherbiny is Digital Marketing Manager at T Systems International. She began her career at the Inspira Expo startup with a bachelor's and master's degree in Business Information Systems. Inspira Expo specialized in building an engineering community and created the biggest engineering event in Egypt called Engineerex. Nora also taught entrepreneurship at the American University in Egypt. She later joined Deutsche Telekom group as an intern for performance management. Her passion for AI and workplace innovation later led her to apply to another novel program by Deutsche Telekom subsidiarity T-Systems, helping her become the first appointed Chief Tomorrow Officer or CTO. As Chief Tomorrow Officer, Noor was able to work with international experts to solve questions on the usage of machine learning and AI to create a less stressful workplace. She also build a community of Gen Z to engage with tea systems and Deutsche Telekom sea level managers, and discuss the future of the workplace named tomorrow board. Today Noor is a digital marketing manager in charge of the tea systems social selling program and the chief tomorrow officer community knows originally from Egypt but now lives and works in Bonn, Germany. Noor before we dig deeper into today's topic, I'd like you to give our audience some insights about Generation Z. How does Gen Z tick? What are the generations priorities and how do they like to work?

Nouran Elsherbiny: 4:14

Okay, so let's start by Who are they basically what do they care about? So I will say that Gen Z care about topics that we didn't consider a couple of years ago. They care about ethics, they care about sustainability, flat hierarchy, social responsibility, all the stuff should be there in the company they are applying for, for instance, they they would like to leave an impact wherever they go. They would like to be empowered and recognized inside the company they work for. And they care about diversity in the workplace and much more than this basically. So I will say they don't like to stick to limitations or to choose between stuff like sustainability and technical grace for instance, or work and life pants. I usually like to use the equal that they would like to build a new model that basically made the previous or the old model obsolete and and be creative enough and innovative enough to do this.

Monika Ruzicka: 5:10

Hmm. Sounds like an interesting group of people.

Lisa Davidson: 5:15

Definitely. So what does that have to do with the Chief Tomorrow Officer program? Can you explain a little bit what the Chief Tomorrow Officer program is exactly.

Nouran Elsherbiny: 5:27

I would say that the CTO program is bridging the gap between what we are doing now and what the future will look like. So we've first of all started this program to bridge the gap between Gen Z or the younger generation and the C level people inside the company. But then it seemed that it's much bigger than this. So we built our own community and more of that, basically. So we bridge this gap between Gen Z and sea level manager. And then the program basically empowered jensi by providing them this kind of flexibility to be basically an entrepreneurs inside the company. So we challenge them, and they challenge the status quo by asking both questions and unique questions for the future. And together with the support from T-Systems, and Deutsche Telekom, we tried together to get some answers for these questions. And by the way, it's it doesn't really matter if these question can be answered at the end. But tackling these questions now and challenging ourself, I would say this is what really matters.

Lisa Davidson: 6:29

Can you maybe mention a few of these questions? And, if possible, also, you know, delivered the results that you guys found?

Nouran Elsherbiny: 6:39

Sure. So basically, each CTO when they apply, they apply with any question for the future, which we call questions for tomorrow. And we tried together with some experts from inside the company and outside, we tried to solve some aspects of these questions. So as a first CTO, my question was basically about how can AI help to have a stressful workplace, for instance, then we had another CTO, her name was Yan. She asked how can we use IoT devices to prevent the word in the future from IoT diseases by implementing IoT chips inside the brain? Another CTOs question was trying to understand how can we have a more impressive user experience for our employees, for instance, or for clients. Another CTO was concerned with sustainability, for instance. So she wanted to have an educational garden to alert people about the importance of sustainability. So these are some examples. And of course, if you'd like to have some of the results, I can share with you some and some of them will be there in our website as well. But for instance, for my question, at the end, I developed this concept of Magenta Pro, an AI solution to support our employees with their daily routine tasks. So let's imagine together that when you woke up in the morning, you get your coffee, and then you decide that Okay, hi, Magenta Pro. What do I have today? Can you book this train ticket for me? Can you open the door for me, and so many more. And at the same time, it also helps you to measure your stress level, and to measure your oxygen level, and to make sure that your physical and mental health are in good shape while working basically.

Monika Ruzicka: 8:26

Wow, is it an app?

Nouran Elsherbiny: 8:29

We actually wanted to develop it as an app, but it's an AI application. So it still needs some training and support. But yes, the concept is there already.

Lisa Davidson: 8:38

That sounds cool. You have a time table like when that should be completely functional.

Nouran Elsherbiny: 8:46

For now, we can share this yet. But yeah, we are trying to develop as much of of the ideas from the CTOs as possible. That's pretty cool.

Monika Ruzicka: 8:55

So you get as a CTO as a Chief Tomorrow Officer at T-Systems, I understand you get basically a real job, a real project and you get other experts from within the organization are external experts working with you on the question that you're trying to solve for the future?

Nouran Elsherbiny: 9:21

Yes, exactly. So it's even more than this. So it seems like you're building your own startup inside the company. So you come up with a very wide question. And you don't really know if you can solve this question at the beginning. And then you start to dig deeper and ask professionals and experts and try to see how can you actually build a model or prototype for the idea that you had at the beginning?

Monika Ruzicka: 9:48

Hmm. And you are the first right you are the very first Chief Tomorrow Officer which is quite a cool thing, right? I guess also, the title Chief Tomorrow Officer was invented by T-Systems. So you are probably the first Chief Tomorrow Officer ever in the world, a really cool achievement. So now I understand you are still involved with your project, but you are also involved in guiding the program, the Chief Tomorrow Officer program as such, is that right?

Nouran Elsherbiny: 10:23

Yes. So basically, as the first CTO, I was honored enough to co create and support the program from a very early stage. So our previous CEO and our current CHRO, who are basically the ones who started this whole initiative, the CTO program. And yeah, as I mentioned, I was really lucky to be one of those guys who started the whole initiative and built the concept with them.

Lisa Davidson: 10:51

How do you become CTO now? And for how long do you stay CTO.

Nouran Elsherbiny: 10:58

So basically, for me, now I'm managing the program. I'm not a CTO anymore. So this is something that you do for six months. And that's, that's why it's really challenging. It's a pleasure that you you do your own concept. Within six months, I would say, anyone can be a CTO, they should be a leader. And they should have a very unique question to apply and be part of the program, basically.

Monika Ruzicka: 11:22

And people that are interested in the program, how do you reach them? Or how did you become aware of it?

Nouran Elsherbiny: 11:29

I saw an ad about the program, I remember and the CTO name was very catchy, I would say. So that's why I applied. And that's why I believe a lot of people apply for the program. Yeah. And currently, basically, we use social media, of course. So LinkedIn is one of the highest engaged, I will say, a platform that we use. So we usually share all of the results on social media, we use the blog articles, and all the stuff that the CTOs write there as well. So people can know more about it, besides our tumor board community where people can actually be part of it, and join us in our events and field trips, basically, so they can know more about the program. And then if they like the program, they can actually be part of it by applying to be a CTO.

Monika Ruzicka: 12:17

So you mentioned LinkedIn. I have a few more questions about that later on. But one other thing you mentioned that I thought was interesting, is the Tomorrow Board. Can you explain what that is? And how that involves Gen Z, and why is it called Tomorrow Board?

Nouran Elsherbiny: 12:34

Yeah, sure. So basically, the whole concept of the CTO at the beginning, we marked it a little bit for the whole program as Gen Z in the boardroom. So Gen Z connected to the C level people talk to them about the future. And basically like the CEO, or the CHRO, or the CMO can just sit there and listen to what do we have as Gen Z. And therefore to build this kind of bridge and fill this gap between the current C level people inside the company and the younger generation who are just starting their careers, we felt like okay, one or 10 CTOs is not basically enough to do this. So we built this community of younger generation, which we call basically the two more work. And in this tomorrow board, we need a CTOs with our friends or with our colleagues who are Gen Z's from inside Deutsche Telekom or outside, and we discuss with them what we reach so far in our questions, or even we discuss with them our questions from the beginning. And we talk to them about what do they think is good enough, we asked them to challenge us. So why we didn't do it that way or this week, for instance. And then they are basically our focus group. So we discuss with them we we test our ideas with them. And then we meet every couple of weeks, basically, and our C level people as well, like Birgit Bohle, for instance, our Chief Human Resource Officer, or Adel Al-Saleh, our CEO at T-Systems, they meet with our Tomorrow Board and discuss with them their ideas.

Monika Ruzicka: 14:06

Okay, so really the board members, the Chief Executive Officer and other officers, they take the time on a more or less regular basis to engage with the tomorrow board with you basically.

Nouran Elsherbiny: 14:21

Exactly. So basically, we as CTOs are part of that more work, but that more work is even bigger than the CTOs. It's the community that we build in the city or program to connect the C level people with the younger generation, the future generation, bascially.

Monika Ruzicka: 14:38

Yeah, great. Um, before I pass the ball back to Lisa, I have one more question. I understand you were the first and you stayed on board with the program to manage the program and engage other chief tomorrow officers and besides that, I know you are you have also have other roles in the organization like you you work in digital Marketing and you are involved with social selling and so on. Now, my question is when the other the regular, let's say, Chief tomorrow officers come into your organization, they work on that question they stay for six months. I understand it's obvious. They work on big challenging questions that nobody has an answer to yet, and they stay for six months. So what can you achieve in six months? And what happens after they leave?

Nouran Elsherbiny: 15:29

Yeah, that's a very good question, actually. So I regular CTO, I will say that all the time. So I was not an extraordinary person or something. So I just did my job, I would say, yeah. So basically, our previous CTOs, some of them stayed in consultancy, for instance, or in other subsidiaries inside the company after they finished their questions and achieved some results. Like one of our CTOs. For instance, he worked on the typical app, he made an onboarding app application basically for new people who do in the company. So it support them with all the basic information that they need to know at the first couple of days, for instance, and since since he was already done was was his concept, he moved to consultancy directly in one of our subsidiaries, another CTOs, for instance, they wanted to make some more research about their topics after they got really inspired by the program. And after curating the concept. So besides this consultancy job, some of the ideas are basically left in the innovation center, for instance. So we offer our CTOs that they basically get their network inside the company, and to be connected to as many people as they would like to be. And this is something that is quite flexible, I would say. And after that, in many cases, they basically get offers from inside the company, to continue work on their topics, or to do some related tasks. And this is something that's really good, I would say, we are also now focusing more on keeping most of them inside the company. So basically, we try to provide them with some options that they can choose from, after finishing their six months internship and after reaching some kind of a prototype for their ideas.

Monika Ruzicka: 17:17

Wow. So it sounds like it's really mutual beneficial program for the company, to get interesting new ideas, and also talent into the organization while engaging with with Gen Z. And for the participants of the program, you get an immensely valuable network right out of the gate. And you have opportunities to not only work on your idea, but also future job opportunities, and just working in the company going forward. I think that sounds really, really interesting.

Nouran Elsherbiny: 17:53

Yes, definitely. Exactly.

Lisa Davidson: 17:55

So Noor, why do you think programs like the chief tomorrow Officer Program matter, or should matter for other companies as well,

Nouran Elsherbiny: 18:05

it actually matter because it's the only way to stay present for the future to be part of this change that will happen in a couple of years, and to future proof your company, actually. So this is a term that we actually like to use a lot of time, because really future proofing yourself something that should be one of your highest priorities as a company right now. And I believe that after the success we had since last June, so it's been a year exactly now. And I believe we are growing really, really fast. So the whole program is is really speeding up. And after that we are now kind of experts on how to find the right questions and how to find the unique question that can change something in the future. So using our our knowledge in this area, I would say we are 100% sure that the program can be transferred to other companies as well. And we can be the experts who basically advise and support them on how to start. And our advice is always just start right. So just get some young people Gen Z inside your company and let them ask question and challenge the status quo and challenge your whole business processes.

Monika Ruzicka: 19:20

So Noor at T-Systems, you are supporting other companies and setting up similar programs, how do other companies engage with you if they are interested in learning more or in setting up such a program for their own organization?

Nouran Elsherbiny: 19:37

So we basically believe that each company should have a CTO and we would like to see this in the future that each and every single company have a CTO on place and let them ask questions. And we help other companies as well to do that. So they asked us for our expertise on how the program works and how we can do that basically and how to manage it, and we do this for them. So we introduce to them the whole program and provide them with six steps and with these six steps basically, they can reach a future that is something that they are dreaming of basically so they can future proof their companies.

Monika Ruzicka: 20:17

Hmm. I saw you and your program were just featured in the nzz. The Swiss newspaper, which is a newspaper with a very long tradition in Switzerland. Your program is getting traction and interest from outside of your organization.

Nouran Elsherbiny: 20:42

Yeah, this is something that we are really proud of. So I just saw the the news today that was surprised that our name was there and they mentioned the initiative as one of the best in the market for supporting Gen Z. And we are one of the first companies who did so already. So that's why we are now I would say an expert in this area. And we know how to start asking the right questions for the future.

Lisa Davidson: 22:45

I do have one more question regarding the CTO. So obviously, you want a member of Gen Z to become a company CTO to get new ideas for the future. And for this, I mentioned that in my introduction a little bit, the company's leadership has to be very open minded and take on these new ideas. Why do you think a CTO of a different generation wouldn't be able to generate these ideas for the future?

Nouran Elsherbiny: 23:17

Thank you for the question. This is actually challenging for me as well. So let's think about it. I would say that in the future, the near future, basically after a couple of years, you will meet a lot of Gen Z in your office and in your work life. And we are not saying that we are Gen Z are the best to do so or to ask the questions. But we are the ones who are going to live the future right together with the current generation as well. So as I mentioned in my previous replies to some of your questions, we asked the CTOs to work with experts from inside the company and outside. And these experts are not limited to any age. And we are basically trying to connect these generations together to understand that we all need to work together to make our future workouts right. So this is what we are actually doing. So the CTOs come into the company they discuss with other generations as well, their ideas, and they take their inputs as well as experts. And they try to shape together these ideas and these concepts. It's not a one man show. It's basically a teamwork. It's a teamwork from our CTOs with the experts that you work with.

Lisa Davidson: 24:37

So it's basically a project of all generations combined to build something new for the future. That makes sense. I'd like to focus a little more on social media, how do you use social media such as Instagram or LinkedIn? And what role does it play in your current job

Nouran Elsherbiny: 26:32

So basically, as you already stated, I'm also managing the social selling program. So LinkedIn is part of my daily work, as well. And I actually know about the whole CTO program from LinkedIn app. So that that's also something which is quite important, I would say, yes. So there was a post about the CTO program there. And then one of the requirements at the beginning was basically to share my questions for tomorrow with the right hashtags, like the questions for tomorrow, basically, and the chief more officer program on our social media platforms, like on LinkedIn, Instagram, and so on. So that's how it all started, I believe our CEO, so one of my posts on LinkedIn, and she was quite convinced. And that's why the the basically accepted my application at the very beginning.

Monika Ruzicka: 28:04

So LinkedIn is what got you started with a program?

Nouran Elsherbiny: 28:07

Yes, I kind of kept my network after my first internship. So I have a lot of people from Deutsche Telekom as well. And from T- Systems. And this is a positive thing, I would say always to keep your network grow on LinkedIn and to take care of it. So it would pay back at the end.

Monika Ruzicka: 28:26

Yeah, I actually read an article in the British newspaper, The Guardian, I think it was in March. And the title was how LinkedIn transformed itself into a Gen Z friendly social media channel, introducing features like the video profiles, and also more video content, how do you see linked in what features are important to you? And also, what's the preferred type of content that you personally consume on LinkedIn.

Nouran Elsherbiny: 28:55

So basically say that everybody that I know personally who decide to get into the work world or the work environment, they start by creating a LinkedIn account. So this is something that I had, like, tons of times, so it's already perceived as the most professional social media platform. Yeah. And for me, for instance, I can't imagine my daily work or daily going through social media without think that so I check it every day, literally. And my content, my favorite kind of content is now that we are we are getting more actually diverse in terms of what we share on on LinkedIn. So you already saw in the last couple of months, I would say that people are sharing more personal stories now and more personal opinions and views on LinkedIn. We try to keep it of course related to our work, but still to see this personal side of people that you know from work, this is something that you don't basically see On Instagram, for instance, so I shouldn't be connected to all my colleagues on Instagram, on LinkedIn makes a lot of sense, right?

Monika Ruzicka: 30:07

Yeah. So I understand that authenticity is a big thing for Gen Z, you want to communicate with people that show their authentic selves to or when companies are trying to get your attention. Is that important to you? And what are other factors that matter to you the most?

Nouran Elsherbiny: 30:27

Yes, of course. So if I see that this company X, for instance, is very, I would say empowering company, recognize the people work there and also try to invest in these people in terms of trainings or on site meetings, after the corona pandemic, I would definitely have this kind of good feeling about this company. And I will say, Okay, why not, so maybe I can go work for this company. So it gives the company the opportunity to promote for themselves, but in a very authentic way, as you already mentioned. So it's not an intended promoting or an intended marketing activities, but it's rather being authentic and original and honest with your people in your network.

Monika Ruzicka: 31:09

Yeah. And for the chief tomorrow off as a program that I hear that right, that LinkedIn is the main channel to engage with Gen Z.

Nouran Elsherbiny: 31:17

Yes. Yes, of course, one of the main channels. Yes, definitely.

Monika Ruzicka: 31:21

And what are the others, Instagram, I heard, you use Instagram.

Nouran Elsherbiny: 31:26

And we also use WhatsApp for internal communication. So to make it really easy for people to get involved, and yes, we use actually LinkedIn to announce for all the to on board meetings for our events. So usually, we have exclusive tickets for all the big events inside the company for our tomorrow board. So we invite them to apply for these tickets using LinkedIn and so on.

Monika Ruzicka: 31:47

Interesting, thank you for sharing that. So as we are coming to the end of the episode, I would be curious, what's next for you? What are you currently focusing on? Is it your AI app? Is it the social selling program? Is it something else exciting and digital marketing? What are your priorities,

Nouran Elsherbiny: 32:04

I would actually say mix of all of them. Of course, I would like to focus more on the enlargement of the CTO program. As I mentioned, it's really growing fast. So we need to have a bigger team right now to basically cope with this demand. Yeah, and also to have more CTOs inside the company. So we are really ambitious about this program. And we believe that we are capturing the best talents in the market, and we are keeping them and in the company, either if the have a result, which is quite impressive. So we can apply their concept at the end or their idea, or by basically joining their most targeted or most interesting area that they would like to work in. Yeah, so discovering their passion in such an early phase would be something that I'm really curious to do for more CTOs. And for more agencies. Also, for my social selling work, I'm quite happy with the results right now. So we use social selling now, more frequently inside the company. And finally, people started to understand the difference between regular selling and social selling, and are now convinced with the idea that basically, you should build your own network inside social media on LinkedIn, for instance, and to gain this trust from your network and to gain this connection to them. This will help you to be a better salesperson at the end and to reach your b2b target in a better way. Yeah. So this is also something that I'm working on inside the company to support our sales people to be more into the social media era.

Monika Ruzicka: 33:43

Yeah, so so relevant, it's great that you as Gen Z are entrusted to guide such a program in such a big organization. I think that's also very impressive.

Nouran Elsherbiny: 33:54

Yeah, I would say that it was definitely an honor. And also, after that, I would definitely put more time into my question for tomorrow to be more focused on it. And try to develop some parts of it right now.

Monika Ruzicka: 34:08

Now, nor if potential chief tomorrow officers or other companies want to get in touch with you what is their best way to reach out to you about it?

Nouran Elsherbiny: 34:17

I would say the easiest way definitely LinkedIn. They can also reach me out by my email. It's available on the website, and they can read about the previous CTOs and what kind of results they reach on our website. So I can also share the link with you if that's okay.

Monika Ruzicka: 34:34

Absolutely. We are going to include it into the episode shownotes and all your information, your LinkedIn link and the link to your website.

Lisa Davidson: 34:42

Perfect. Thank you so much for rounding this up. I'd like to round up our fantastic interview with Digital Marketing Expert and Former CTO Noor Elsherbiny. So as we mentioned, don't forget to connect with her on LinkedIn or via email. We put all the information in the show notes. Thanks again. More for taking the time and sharing your knowledge with us and our listeners. And thank you guys at home for listening to the straight to business podcast with your host, Lisa Davidson and Monika Ruzicka. We hope you enjoyed our deep dive into how to engage Gen Z, it's time to meet the CTO of the future.

Monika Ruzicka: 35:18

Thank you so much, Noor.

Nouran Elsherbiny: 35:19

My pleasure. Thanks a lot. I really enjoyed our talk.

Lisa Davidson: 35:23

If you're keen to learn even more about social selling and how to use it for your business advantage, join us next week. As always, you can head over to www straight to business dot life for additional resources to sign up to our email list, or to join us as a guest speaker. Don't forget, all the information from today's episode can also be found in our show notes. If you have additional questions, please feel free to comment on our blog, or get in touch with us on LinkedIn. The links to our profiles are provided on our website and in the show notes. If you enjoyed this episode, and you'd like to help support the podcast, please share it with others post about it on social media or leave a rating and review. We hope to see you next week.