it's a good question to ask how HR can ensure that the investment that is done in digitalization also has a bottom-line effect for the business I think in in the legal case it probably comes in intuitive three different ways first of all there are some digitalization platforms that needs to be there also from the people perspective the way we utilize data the way we utilize utilization to communicate and collaborate more strongly so under those ones I would say there's an indirect payback on bottom line that our business leadership feel and can see in their numbers that we collaborate bid on or 68 but then I also think to support the business on the very hard impact actions that goes into the organization everything from customer platforms to products to the way we globalize into the world those are areas where digitalization also plays a huge role and where the bottom line impacts short-term and definitely long-term will be very very changeable so I think a charts role or responsibility and the teachers of transformation is twofold first of all we need to embrace digital future solutions alongside with the rest of the organization so we need to be at the forefront of digital solutions both within the realm of people but also in a broader space of the organization but secondly I also think we have a unique responsibility to use digitalization as an opportunity to really elevate the human aspect so a lot of organizations are still driven from logic of the past of how can we control and how can we manage and with digitalization and hooking into the future we should also really challenge ourselves on what are some of those underlying logics that really goes into the choices we make around leadership performance and tell