Issue link: https://iconnect007.uberflip.com/i/1501483
various thought processes; they find unique solutions or apply different patterns to a spe- cific problem. e same goes for your teams and your corporate culture: Don't look at diversity as a challenge. Of course, when a group is not homogenous, you will have some challenges, but there are benefits as well. You get a whole different perspective, better solutions, and ones that incorporate more people. When we talk about hiring, we should not overlook, and maybe develop further, the upskilling of our current workforce. Definitely. When we hire, we want to find people with as many applicable, diverse skills as possible. In the book, we talk about two methods for successfully retaining your workforce. First, share a pathway: "is is not just a job; it's a career path and here's how you can progress along the path." Along that path, there should be opportunities for upskilling. Our team is our greatest resource, and we should invest in that as we compete in the electronics industry. If I have an EMS factory and I can buy the same machines and parts that anybody else can, then I should dif- ferentiate my company by investing in hiring better people and giving them the skills to help us do better. Some managers only see education and training as just another expense, and it's not true. You can actually see a return to your bottom line by having a better team. Upskill your staff so they know how to leverage the latest technology, and so they develop more than just one skill. ese things can happen periodically along the path we talked about. Remember when you wrote a research paper by hand, then typed it up? If you wanted to add a sentence in the middle of it, you had to retype every page aer that. Along came the word processor and that typ- ing problem went away. Now you have Chat- GPT that does ideation and can save a lot of