Kevin Tawil

He said, this may not be who we are today, but it's who we certainly aspire to be.

What that means, divine discontent, is this idea that you've got a team of people who are incredibly talented.

You're really excited to be around and be interacting with one another.

And together, you set really high goals, high bar, high objective for yourself.

And you work like heck and you go achieve those goals.

And then once you're done, you don't rest.

You do a post-mortem.

You look at what you did.

Can you do better?

What were the mistakes?

Because there was all those mistakes.

And how do you improve upon those?

And there may be competition along the way, but you're really not so much focused on the competition.

You want to use those mistakes.

opportunities to get better, to actually improve yourself.

And then when you reach those goals, you actually put up bigger goals and you just keep going.

And that sort of drive excitement really permeated the culture of the organization.

And the people saw that we talked about it, the management all knew it.

Even today, you can ask managers all the way down the organization.

I think people