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Episode #13- The OG of Enterprise AI · AI'm Just Trying My Best

• 0:04
  SPEAKER_00: Welcome to another episode of AI I'm just trying my best.
• 0:09
  SPEAKER_00: As always, I'm accompanied by my friend and colleague, Chabelle Bedra, principal AI strategist and founder of Modern Workery.
• 0:19
  SPEAKER_00: Chabelle, how are you today?
• 0:20
  SPEAKER_00: I'm good.
• 0:21
  SPEAKER_00: How are you?
• 0:22
  SPEAKER_00: I'm doing wonderful.
• 0:24
  SPEAKER_00: I can't complain.
• 0:25
  SPEAKER_00: We are on the cusp of a holiday weekend.
• 0:28
  SPEAKER_00: It's Halloween Saturday.
• 0:30
  SPEAKER_00: Uh, by the time our viewers see this, that'll be coming gone.
• 0:32
  SPEAKER_00: But you know, I'm always excited and and and interested to see, you know, all the kids trick-or-treating and you know, just having fun with the family.
• 0:41
  SPEAKER_03: Yeah, it's uh my son's first middle school dance.
• 0:45
  SPEAKER_03: I'm chaperoning.
• 0:46
  SPEAKER_00: Oh you're chaperoning your son's first middle school dance.
• 0:52
  SPEAKER_03: I am I got roped into it, but I I hear that the boys just play basketball in the gym.
• 0:58
  SPEAKER_03: So I I can handle that.
• 1:01
  SPEAKER_02: I can handle that.
• 1:02
  SPEAKER_00: Okay.
• 1:02
  unknown: All right.
• 1:02
  SPEAKER_02: I just so I I don't have too much to worry about.
• 1:09
  SPEAKER_00: My mind just goes instantly to like every 90s movie of a boy and his mom chaperoning and wiping you know some chocolate off his face with his thumb or with your thumb.
• 1:20
  SPEAKER_00: So I just pictured you just being all up in the mix.
• 1:23
  SPEAKER_02: No, I don't I don't think that'll be the vibe, but um I'll let you know.
• 1:30
  SPEAKER_03: Next week we can debrief.
• 1:32
  SPEAKER_03: Um fascinating though, like it seems like they don't.
• 1:34
  SPEAKER_03: I mean, I was curious to like hear that they don't dance or anything.
• 1:38
  SPEAKER_00: Really?
• 1:39
  SPEAKER_00: This one, I don't know.
• 1:41
  SPEAKER_00: You know, not like when you and I were in school.
• 1:43
  SPEAKER_00: I remember when I was uh our sixth grade year, I remember uh attending the the the dance in the Renton cafeteria, uh cafeteria Renton Junior High School, right?
• 1:54
  SPEAKER_00: And DJ loud, dark, splitting lights everywhere, uh sixth grade, right?
• 1:59
  SPEAKER_00: I think is when when we were there, but like yeah, it was loud and and it it was crazy, man.
• 2:05
  SPEAKER_00: Like I uh not today though, huh?
• 2:07
  SPEAKER_03: I I guess I'll have to I'll have to let you know.
• 2:09
  SPEAKER_03: I um it's fascinating to me that they don't uh dance at a dance, so I'll have to report back.
• 2:16
  SPEAKER_00: But well, you know, the saying gangsters don't dance, we boogie.
• 2:20
  SPEAKER_00: So maybe they should change it to a boogie dance.
• 2:23
  SPEAKER_02: Boogie dance.
• 2:24
  SPEAKER_02: Yeah.
• 2:25
  SPEAKER_02: I um it'll be uh yeah, it'll be interesting, nonetheless, but that's what I'm doing today.
• 2:32
  SPEAKER_00: Enjoy, enjoy your time.
• 2:34
  SPEAKER_00: It's gonna be awesome, and I'm sure your son appreciates it.
• 2:39
  SPEAKER_00: So, Chabelle, I got a treat for you today.
• 2:42
  SPEAKER_00: Um you know, we normally talk about AI, what's going on in the news, um, but today we're gonna we're gonna switch it up a little bit.
• 2:50
  SPEAKER_00: I'm gonna get back to my roots.
• 2:52
  SPEAKER_00: I'm going to put on my my HR hat.
• 2:54
  SPEAKER_00: I'm going to put on my recruiter hat.
• 2:56
  SPEAKER_00: And I just want to ask you some simple questions about AI adoption, how you do that within the workforce.
• 3:03
  SPEAKER_00: I think our viewers really get a better understanding of AI strategy, AI adoption when it comes to large organizations.
• 3:11
  SPEAKER_00: You know, I feel like there's times where people talk about it, it goes right over your head.
• 3:14
  SPEAKER_00: But maybe you can simplify it for folks like me and allow me to ask you the questions.
• 3:19
  SPEAKER_00: How's that sound?
• 3:20
  SPEAKER_03: Sounds good.
• 3:21
  SPEAKER_03: I did not sign up to be job interviewed today, so we'll see how our joke goes.
• 3:26
  SPEAKER_03: Am I being compensated fairly for this, Adam?
• 3:29
  SPEAKER_03: Is is the question.
• 3:30
  SPEAKER_03: I better get the job.
• 3:32
  SPEAKER_00: Only if you get the job.
• 3:33
  SPEAKER_00: We'll see.
• 3:34
  SPEAKER_00: We'll see how it goes.
• 3:34
  SPEAKER_00: And I'll give you my honest feedback at the end.
• 3:37
  SPEAKER_02: Fair enough.
• 3:38
  SPEAKER_00: Don't ghost me.
• 3:40
  SPEAKER_00: Just like simple, just like the time is a day.
• 3:43
  SPEAKER_00: You you'll you'll attend an interview and you'll never hear from me again.
• 3:46
  SPEAKER_02: I'll I'll find you.
• 3:51
  SPEAKER_00: Who are you?
• 3:51
  SPEAKER_00: Michael Myers?
• 3:52
  SPEAKER_00: You're gonna show up in my backyard?
• 3:54
  SPEAKER_02: Yeah, you know, I know where you live.
• 3:56
  SPEAKER_02: How far?
• 3:58
  SPEAKER_02: Depends on how paint you are.
• 3:59
  SPEAKER_00: All right, Chevelle.
• 4:01
  SPEAKER_00: So, Chevelle, let's talk a little bit about your background, right?
• 4:05
  SPEAKER_00: For for people that don't know it, um I would I would describe you as more of like a unicorn in your space.
• 4:12
  SPEAKER_00: It's very uncommon for individuals or companies to find somebody that has that technical background um that can speak to both AI, engineer-based, focused uh individuals, and then still have that business acronym to be able to communicate those type of issues or those type of topics effectively.
• 4:34
  SPEAKER_00: Right.
• 4:34
  SPEAKER_00: So let me first start off by asking you a question.
• 4:38
  SPEAKER_00: How did you get into AI?
• 4:39
  SPEAKER_00: Where did your background come from?
• 4:41
  SPEAKER_00: And how did you feel comfortable being able to scale a business the size of PNC from individuals who are curious about AI to 77,000 active users?
• 4:53
  SPEAKER_00: Walk me through your walk me through your life.
• 4:55
  SPEAKER_00: How'd you end up there?
• 4:56
  SPEAKER_03: Yeah, I joke all the time that like I don't know how I got this job.
• 4:59
  SPEAKER_03: Because it's it's it's interesting, right?
• 5:02
  SPEAKER_03: And I am a unicorn in the sense that a lot of people that are in this space are either very technical or they're very like theoretical.
• 5:10
  SPEAKER_03: Where I have experience, like I think I it's like a three-prong stool.
• 5:15
  SPEAKER_03: You need to know the technology enough, but you need to know the business and how a business functions, what drives a business, what the processes are, the priorities.
• 5:28
  SPEAKER_03: But then you also need to know the third leg of that stool is you need to know people really well.
• 5:33
  SPEAKER_03: And so the first two, you know, uh stools of that that chair, or legs of that chair are um, there we go.
• 5:42
  SPEAKER_03: Um, so the first two, like people in process, is what my most of my background was.
• 5:47
  SPEAKER_03: So I started out of college as a management trainee at National City Bank, and I started as a teller.
• 5:54
  SPEAKER_03: And I'm so grateful for that experience because it really taught me very early on how a business runs, right?
• 6:02
  SPEAKER_03: At the front line, how what gets in the way of people doing their best work?
• 6:07
  SPEAKER_03: What gets in the way of customer, like employees servicing the customer, uh, understanding the customer?
• 6:13
  SPEAKER_03: Like it just gave me really good, solid footing of understanding that.
• 6:18
  SPEAKER_03: Um, and so I was, you know, moved up kind of through the retail branch network.
• 6:21
  SPEAKER_03: I was uh did sales and service strategy.
• 6:24
  SPEAKER_03: And in that type of work, I learned, okay, what drives the business?
• 6:28
  SPEAKER_03: What's the business priorities?
• 6:30
  SPEAKER_03: You know, what are leaders, what do they care about?
• 6:33
  SPEAKER_03: What do they need to deliver upon?
• 6:35
  SPEAKER_03: Um, but then also like kind of starting that change management.
• 6:38
  SPEAKER_03: Okay, well, how do we take what the business needs to focus on and then translate that and make it translatable to the people that need to deliver upon that?
• 6:48
  SPEAKER_03: Um, and so in that, you know, sales and service strategy, change management type of roles that I served, really got a good understanding of how to be able to do that and how to do that at different levels.
• 7:00
  SPEAKER_03: Because, you know, how you would talk to a brand new part-time teller that's right out of high school is much different than how you need to speak with an executive and how they receive information.
• 7:11
  SPEAKER_03: So, you know, learning all that's really important as well.
• 7:14
  SPEAKER_03: But then probably the most influential job I had before taking this role was my work and uh voice of employees.
• 7:22
  SPEAKER_03: So I managed our voice of employee program, so our employee engagement program at PC.
• 7:27
  SPEAKER_03: So, you know, again, about like 77,000 employees.
• 7:30
  SPEAKER_03: I listened to all of them.
• 7:32
  SPEAKER_03: And so, in that role, I had to go through and basically like just take in all of the feedback from the employees and then figure out what we needed to do as an organization to be able to unlock their full potential.
• 7:47
  SPEAKER_03: And what was really fascinating, and the one thing I remember about that is like going through all those comments, and it would take me like thousands and thousands and thousands of comments I would read because it was really important for me to understand what they were going through, is it was never about pay.
• 8:04
  SPEAKER_03: It was never really about, you know, benefits, things that you would think employees would be talking about in these surveys.
• 8:11
  SPEAKER_03: It was always about like doing the work.
• 8:13
  SPEAKER_03: How do I, how can I do the work I'm hired to do easier?
• 8:19
  SPEAKER_03: I want to make a difference.
• 8:20
  SPEAKER_03: And I fully believe it.
• 8:21
  SPEAKER_03: Everybody wants to make a difference.
• 8:22
  SPEAKER_03: Nobody signs up and you know, to do a crappy job.
• 8:25
  SPEAKER_03: Nobody wakes up in the morning and says, like, hey, I really want to muck it up today.
• 8:29
  SPEAKER_03: But yeah, we as organizations sometimes get in the way of that.
• 8:34
  SPEAKER_03: Um, and so through that work, I really understood like we need to get out of people's way and we need to enable them to be able to do what they do best.
• 8:46
  SPEAKER_03: And so was in that space.
• 8:48
  SPEAKER_03: Um, and then I happened to use Chat GPT one random day.
• 8:54
  SPEAKER_03: I was in a change management or like a strategy meeting in in Pittsburgh, and I was reading the Wall Street Journal and there was an article about Chat GPT, and so I tried it and I was like, this is immediately like they call it AI pilled, like when you get hooked on AI, you're like, oh, immediately I was AI pilled because I just saw like it all clicked.
• 9:14
  SPEAKER_03: Like this is a way that we can really help people do their best work more easily.
• 9:19
  SPEAKER_03: Um, and so I serendipitously got a job as the the co-pilot adoption lead.
• 9:26
  SPEAKER_03: Um, we were just getting it approved at PNC and and took that role and was able to, this is such a long-winded answer, but was able to take all of that culmination of different roles and different experiences and different perspectives to this role and figure out how to apply this technology to be able to do all of that.
• 9:48
  SPEAKER_03: And so I wasn't like a technologist at all.
• 9:52
  SPEAKER_03: Like my, you know, height of my developer expertise was like coding my MySpace page back in 2007 or eight or whenever it was.
• 10:02
  SPEAKER_03: Um, but I learned enough, right?
• 10:04
  SPEAKER_03: Like I learned enough to be dangerous in those rooms, figure out what it was capable of, what it wasn't capable of, what the risks were.
• 10:11
  SPEAKER_03: And so then I kind of got that third leg of the stool.
• 10:14
  SPEAKER_03: Um so now started modern workery to help other people, you know, other organizations unlock that value using their people.
• 10:24
  SPEAKER_03: Um, and I really do think it's like a win-win for everybody.
• 10:27
  SPEAKER_00: Yeah, yeah.
• 10:28
  SPEAKER_00: So you started your career off of PNC, you started your your your career, the ground level, working with, you know, within banking institutions, the people side of it, and grew over time because you were there for what, like 20 years?
• 10:42
  SPEAKER_02: Yeah, yeah.
• 10:44
  SPEAKER_00: So 20-year career of of being able people focused, walking people through and understanding, like, hey, this is we need to give people more information.
• 10:54
  SPEAKER_00: We need to give our employees a better experience.
• 10:57
  SPEAKER_00: Because you're right, people don't often leave, or or uh, you know, more money is, of course, always nice, right?
• 11:05
  SPEAKER_00: But when you layer it down, it's more about the offerings, what experience you can give to people, and whether that culture is something that's gonna keep people coming back.
• 11:14
  SPEAKER_00: Um, so so that's wonderful to hear.
• 11:18
  SPEAKER_00: So you kind of grew up in it, you listen to people, understand them, change management's huge, right?
• 11:23
  SPEAKER_00: Uh started a modern worker.
• 11:25
  SPEAKER_00: Now, let me ask you a little bit about it's you're unique that you say, I was reading an article, chat GTP, downloaded the app, took the pill, now I'm hooked, right?
• 11:35
  SPEAKER_00: Um let me just pause and say if there's a substance abuse problem, please uh go get some help, you know, whether it's AI pills or any other pills.
• 11:43
  SPEAKER_00: Um, however, it's interesting that you go from not knowing to doing, and now you're at where you are, right?
• 11:54
  SPEAKER_00: You're you're leading organizations, you've led 77,000 users to successful uh AI adoption.
• 12:00
  SPEAKER_00: Um, that's nothing to shake a stick at, right?
• 12:02
  SPEAKER_00: So let me ask you this when you at what time did you start dabbling in chat GTP?
• 12:09
  SPEAKER_00: Was this you know a year ago, six, six months ago?
• 12:13
  SPEAKER_00: Like what how long have you been utilizing this technology for?
• 12:18
  SPEAKER_03: I as soon as it came out, so as soon as it became publicly available, so I believe it was December of 22, perhaps, 22 or 23.
• 12:31
  SPEAKER_03: I'll have to you'll have to uh fact check me, but it was like the first week or two, it was out.
• 12:37
  SPEAKER_03: I started using it.
• 12:39
  SPEAKER_03: And um in fact, I think we talked about it before, but like Chat GPT, I'm in the 0.01% of users of Chat GPT.
• 12:46
  SPEAKER_03: So I have been using these tools for a long time, and that's really cool because I can kind of see what's coming.
• 12:56
  SPEAKER_03: I've been able to, and anybody else that's been using these tools for that long, like you're able to see how you've evolved, like your own usage, the journey that you had to go through, what challenges like you ran up against.
• 13:08
  SPEAKER_03: So I kind of have like an eye into the future of what's gonna be happening in organizations just simply because I have been using these tools for so long.
• 13:16
  SPEAKER_03: Um, things like pace of uh, you know, too much access to information, what that can do, uh, too much like you know, work, like all of these things that is is probably gonna be coming and coming pretty soon.
• 13:30
  SPEAKER_03: I've been able to do.
• 13:31
  SPEAKER_03: Um because I just used it a long time ago.
• 13:34
  SPEAKER_03: Yeah.
• 13:35
  SPEAKER_00: So you're sitting there, you've used Chat GTP, you're like, wow, this is interesting, this is cool, right?
• 13:40
  SPEAKER_00: Now, how do you land going from you know, just downloading an app to then leading PNC's adoption strategy?
• 13:48
  SPEAKER_00: Did you have to throw your hat into the ring?
• 13:51
  SPEAKER_00: Uh, did your leadership recognize that you're just kind of like a unicorn in this space and that they tapped you to do it?
• 13:57
  SPEAKER_00: How did you transition from what you were um in to, you know, leading PNC's 77,000 user adoption?
• 14:05
  SPEAKER_03: Yeah.
• 14:07
  SPEAKER_03: So honestly, it was very random.
• 14:09
  SPEAKER_03: It was, I was doing workforce strategy at the time for our technology organization.
• 14:15
  SPEAKER_03: And I was working with a wonderful uh leader and helping her with, you know, her workforce strategy and all of that.
• 14:22
  SPEAKER_03: And I just randomly, like I didn't really like my manager at the time.
• 14:25
  SPEAKER_03: And I've never done this in my entire career, which is crazy.
• 14:27
  SPEAKER_03: I've never said, hey, if you ever have a job, like let me know.
• 14:30
  SPEAKER_03: I've just never done that.
• 14:31
  SPEAKER_03: People have always kind of like come to me or I've found you know a role, but it was very random.
• 14:37
  SPEAKER_03: And she's like, actually, Cheval, she's like, I do.
• 14:41
  SPEAKER_03: I have uh an opening coming up for the co-pilot product manager and Viva, which Viva is Microsoft's kind of employee engagement type suite.
• 14:52
  SPEAKER_03: Again, something I was super passionate about at the time.
• 14:55
  SPEAKER_03: And so it was one of those like rare moments, you know, that that I've had in my career that like the stars aligned.
• 15:02
  SPEAKER_03: And it was two products that I was fiercely passionate about and excited about.
• 15:08
  SPEAKER_03: And I probably wouldn't have taken that role if I weren't uh excited about it, but it was just right place, right time.
• 15:15
  SPEAKER_03: Um but I I think not to to toot my own horn, I don't want to sound egotistical here or anything, but I really do think I was like the perfect person for that role at the time because again, I had those three stools of three legs of the chair.
• 15:30
  SPEAKER_03: Um, and I was able to really understand like how to push things forward, but it really was kind of happenstance.
• 15:38
  SPEAKER_01: Look at me now.
• 15:39
  SPEAKER_00: Look at you now, right?
• 15:41
  SPEAKER_00: Like uh proud business owner, women-owned business, right?
• 15:45
  SPEAKER_00: Uh helping ease people's minds of the AI fear that they have.
• 15:49
  SPEAKER_00: Um, that's really cool to think of.
• 15:51
  SPEAKER_00: And and you know, shout out to PNC for you know giving individuals like an opportunity to maybe go outside their lane.
• 15:58
  SPEAKER_00: I know a lot of organizations they hire folks, they say, hey, stay in this lane.
• 16:02
  SPEAKER_00: That's where you'll be the next 30, 40 years.
• 16:04
  SPEAKER_00: Um, but shout out PNC for allowing you to kind of cross paths and and dive into something that you're passionate about.
• 16:10
  SPEAKER_00: Um, so that happens, you know, 2022, 2023-ish.
• 16:14
  SPEAKER_00: You've been heavily involved in AI adoption and AI products ever since.
• 16:18
  SPEAKER_00: Um, what's interesting, I think a lot of our viewers will want to know, and as an interviewer, I'd like to know is you know, you go from Chat GTP, you get you dip your toe in the water, you figure that out.
• 16:28
  SPEAKER_00: Now enter a whole slew of different tools that are available to the public.
• 16:33
  SPEAKER_00: You lock in on co-pilot at PNC.
• 16:36
  SPEAKER_00: Is that because that's the stack that PNC had available, or was that something that you were were were questioning and said, hey, I'm gonna compare all these tools that I've used and land on co-pilot to to be that tool for PNC?
• 16:49
  SPEAKER_03: Yeah, so really co-pilot was the first and only enterprise tool at the time.
• 16:57
  SPEAKER_03: So at the time, openAI or Anthropic didn't have an enterprise offering.
• 17:01
  SPEAKER_03: So there was nobody even to really, like when we first started this journey, like of getting it approved, like there was no other options, but I still would have picked Copilot just for the fact that it is the data's already there, right?
• 17:15
  SPEAKER_03: You're not exposing any new risks.
• 17:17
  SPEAKER_03: There's already a ton of you know, data and protection.
• 17:20
  SPEAKER_03: And that's how we were able to get it approved with our governance and and security partners and legal and things like that.
• 17:27
  SPEAKER_03: That's the only reason we were able to get it approved, um, is because it had those protections in place.
• 17:32
  SPEAKER_03: And the the PNC team, it's a very risk-adverse organization, but sometimes you're like, oh my gosh, can we move like a little bit faster here and getting things approved?
• 17:41
  SPEAKER_03: But they did a really good job of doing their due diligence beforehand and putting the work around, you know, data governance and you know, information lifecycle governance, like all of these things that make sure that like a rollout can be successful and secure and safe, um, you know, in place.
• 18:01
  SPEAKER_03: Um, they did that.
• 18:03
  SPEAKER_03: So really we didn't have a choice, but we still would have picked co-pilot.
• 18:09
  SPEAKER_00: So your most recent years at at PNC, you're responsible, you're tapped to uh create an adoption strategy for co-pilot amongst all their users, 77,000.
• 18:21
  SPEAKER_00: For our listeners or somebody that's on the my side of the table, what is AI adoption?
• 18:26
  SPEAKER_00: When I think of the word adoption, I instantly go to something that's going to be concrete, long-term, permanent.
• 18:33
  SPEAKER_00: Can you explain a little bit about what AI adoption is and what that really means?
• 18:38
  SPEAKER_03: Yeah, so AI adoption is really just trying to get your employees to use it and use it effectively so that way you can, you know, get back, you know, get get that return that everybody's looking for.
• 18:49
  SPEAKER_03: But what makes co-pilot like AI adoption different than any other adoption in the past is that up until this point, like when you're rolling out a new CRM system or something like that, it's pretty cut and dry.
• 19:03
  SPEAKER_03: You know, it's all change management's always really hard, but it's a pretty static product.
• 19:09
  SPEAKER_03: Have a product, roll it out, train the people, let it burn in.
• 19:13
  SPEAKER_03: But the problem with Copilot is like by the time you roll it out, it's already changed.
• 19:17
  SPEAKER_03: So it's just like a vicious cycle of having to keep like you you it never ends.
• 19:23
  SPEAKER_03: Um, so that was one thing that was really eye-opening and different.
• 19:27
  SPEAKER_03: Like we had to completely adjust how we did it.
• 19:32
  SPEAKER_03: We we couldn't lean on the traditional kind of water flow, waterfall, like cascade method of change management that we used to, um, just because that would take too long in a large organization.
• 19:44
  SPEAKER_03: So we ended up using tools like Viva Engage, which is like a social, think of it like LinkedIn or Facebook for companies, like an internal tool.
• 19:54
  SPEAKER_03: But we had to lean on that and building champions and you know, people that were really passionate about this, like leveraging those folks to be able to like get our message, make it relevant, and pass it on to their teams.
• 20:08
  SPEAKER_03: And so that's when I really understood the value of champions, just because it's uh you will never be able to be done with AI adoption.
• 20:20
  SPEAKER_03: And uh you're you're always gonna be like just drowning um if you don't leverage people within the business.
• 20:29
  SPEAKER_00: Yeah.
• 20:29
  SPEAKER_00: What I'm curious to ask you, Chavelle, is you know, my background being being in HR, change management, change management's huge, right?
• 20:37
  SPEAKER_00: With getting leadership on board.
• 20:40
  SPEAKER_00: Uh with a new technology such as Copilot, what type of conversations are you having with leadership to get them to buy in to then assemble an AI job adoption champion program within a sizable organization like PNC?
• 20:57
  SPEAKER_03: Yeah.
• 20:58
  SPEAKER_03: So another thing that was kind of interesting about the AI rollout was that it was really the employees.
• 21:06
  SPEAKER_03: The employees were ahead of the organization.
• 21:09
  SPEAKER_03: So it was really the employees that were driving the demand for this because they were using it at home.
• 21:16
  SPEAKER_03: You know, they were seeing, like, hey, I can ask ChatGPT to help me do this.
• 21:21
  SPEAKER_03: Like it would be great if it could connect in with my data and be able to, like, I could use Copilot at work.
• 21:26
  SPEAKER_03: So we didn't really have to sell leadership on it so much as sell our governance and our risk partners.
• 21:34
  SPEAKER_03: So that process, like it took, there was times where we were like, we're never gonna get this approved.
• 21:41
  SPEAKER_03: This is never gonna be, you know, we're never gonna get approved.
• 21:45
  SPEAKER_03: It took like over, I think, 18 months, almost two years to get it approved.
• 21:49
  SPEAKER_03: Now, when it did get approved, uh, we found out our our CTO was on stage at an all hands and said, Everybody's getting copilot.
• 21:58
  SPEAKER_03: And we're like, Oh, so Not only did we roll it out, yeah, surprise.
• 22:02
  SPEAKER_03: So not only did we roll it out to like the entire organization, but we did it in about like four to six weeks, I believe.
• 22:11
  SPEAKER_03: And and we had not planned on we were gonna do a very small pilot.
• 22:17
  SPEAKER_03: So when we got the the blessings from you know our governance gods, we were gonna do a very small pilot.
• 22:22
  SPEAKER_03: I think it was like no more than 2,000 people.
• 22:25
  SPEAKER_03: And so we had resourced for that.
• 22:27
  SPEAKER_03: So it was just me.
• 22:28
  SPEAKER_03: It was just me on the the product management side.
• 22:32
  SPEAKER_03: And we had some wonderful like folks on the engineering side and um other folks that you know partners stepped in to help, but it was really just me.
• 22:40
  SPEAKER_03: And so we had no more than six weeks to get this ready and rolled out to the entire organization, um, which was wild.
• 22:52
  SPEAKER_03: It was in the middle of the, it was like the end of summer.
• 22:54
  SPEAKER_03: So it was it was a lot of fun.
• 22:55
  SPEAKER_03: Um a lot of free time during that time, but yeah, uh it kind of forced us to focus on like what we needed to focus on too.
• 23:03
  SPEAKER_03: Like we didn't overthink, we just did, which I think there's power in that too, because you gotta move quick with AI.
• 23:11
  SPEAKER_03: Uh, because if you wait too long, you're you're already behind.
• 23:14
  SPEAKER_03: So it was it was a wild ride.
• 23:18
  SPEAKER_00: Yeah, that's nuts, right?
• 23:21
  SPEAKER_00: Because it sounds like they kind of just sprung it out employees.
• 23:24
  SPEAKER_00: Hey, by the way, we're gonna introduce this new technology.
• 23:28
  SPEAKER_00: Chevelle, you're gonna lead it.
• 23:30
  SPEAKER_00: Um, you're the only person, minimal resources.
• 23:34
  SPEAKER_00: What happened?
• 23:35
  SPEAKER_00: How do you do it?
• 23:36
  SPEAKER_00: Like, what is the program?
• 23:37
  SPEAKER_00: What's the process?
• 23:38
  SPEAKER_00: Where did your mind go?
• 23:39
  SPEAKER_00: What did you develop to make this a successful adoption strategy?
• 23:44
  SPEAKER_03: Yeah, so like I mentioned, the demand was really coming from the employees because again, they have access to it.
• 23:52
  SPEAKER_03: So they're the ones that were really pushing this.
• 23:54
  SPEAKER_03: And so I leveraged that that interest in demand because I recognized, like, I'm not going to be able to train 77,000 people by myself.
• 24:02
  SPEAKER_03: And I'm not the most effective one to do that, anyways.
• 24:04
  SPEAKER_03: Like, I don't know how you do your day-to-day work.
• 24:07
  SPEAKER_03: I can try, but it's I you don't know me.
• 24:10
  SPEAKER_03: Like, you don't like so I really leverage those change champions and those people that really stood up and were curious and wanted to help drive this in the organization.
• 24:20
  SPEAKER_03: And so we had a a pretty, pretty nice group of those folks, and they helped me drive within, you know, the organization.
• 24:29
  SPEAKER_03: So we met regularly, like I made sure they had the tools and resources, like meeting, you know, like even PowerPoints, like anything I could do to make it easier for them to be able to go out and and figure out, like, hey, this is what this means for our team.
• 24:43
  SPEAKER_03: Here's how I use it.
• 24:45
  SPEAKER_03: This is how we're gonna get the most value from that.
• 24:47
  SPEAKER_03: That's what the only reason I was able to get that done and create that community.
• 24:54
  SPEAKER_03: So Viva Engage was also really important because I would put, you know, communications out there, everybody would get them.
• 25:01
  SPEAKER_03: It was a lot more nimble than our traditional communication methods, and the fact that like we didn't have to go through a ton of approvals to get something sent out.
• 25:09
  SPEAKER_03: Um, but people were able to like share ideas.
• 25:12
  SPEAKER_03: It was community, right?
• 25:13
  SPEAKER_03: So, hey Adam, I tried this.
• 25:16
  SPEAKER_03: Oh, like that's how did you do it?
• 25:18
  SPEAKER_03: Like they were able to start to kind of form um their own, like, you know, COE and like champion network that could pass ideas and cross-pollinate ideas.
• 25:28
  SPEAKER_03: Um, and that really helped us uh tremendously because you know, what worked before is not gonna work with with AI, that's for sure.
• 25:40
  SPEAKER_00: So you created a champion model executed at a large level of 77,000 people.
• 25:46
  SPEAKER_00: Um that I mean that's that's that's huge.
• 25:50
  SPEAKER_00: And that and that's why, you know, when we think about what your skill set is and how you're able to communicate that effectively through people, through different change, our different channels, excuse me, getting leadership buy-in.
• 26:00
  SPEAKER_00: That's a huge part, right?
• 26:02
  SPEAKER_00: Is that people side of it, and then the technology side of being able to to walk people through, finding the individuals within PNC that that are interested like you to formulate that champion model.
• 26:14
  SPEAKER_00: And it sounds like these successes that you've had is only going to um, you know, help other organizations or can help other organizations as they navigate the uncertainty of AI with those fast-paced changes and the involvement, right?
• 26:31
  SPEAKER_00: So enter June, July time frame, you create modern workery.
• 26:37
  SPEAKER_00: What is modern workery?
• 26:38
  SPEAKER_00: What do you do?
• 26:40
  SPEAKER_00: Um, you know, what what what is the the the main idea behind the organization that you created?
• 26:46
  SPEAKER_03: Yeah, so going back to to the rollout, one thing that, you know, I I didn't have to sell the idea of AI.
• 26:55
  SPEAKER_03: People wanted it, they knew they needed to learn it, but one thing I did have to message is that it's okay.
• 27:04
  SPEAKER_03: And the people side of it, right?
• 27:07
  SPEAKER_03: And I think that's again like where I have the perfect kind of experience for this type of work because I understood like what employees were thinking, kind of what would keep them up at night, what would keep leaders up at night, what they were concerned about, you know, through those prior experiences.
• 27:22
  SPEAKER_03: And so as I was rolling this out, like I got the same type of questions every time.
• 27:26
  SPEAKER_03: And I had like, gosh, I lost count of how many conversations I would have in presentations and keynotes and things, like over three, four hundred.
• 27:35
  SPEAKER_03: But it was all, is this safe?
• 27:39
  SPEAKER_03: And how do I use it?
• 27:41
  SPEAKER_03: Like, and people were just really overwhelmed.
• 27:43
  SPEAKER_03: And honestly, I uh I I I felt bad for folks.
• 27:48
  SPEAKER_03: Like, I because it is, it can be very overwhelming, it can be very scary.
• 27:52
  SPEAKER_03: And and I saw that there wasn't somebody there, like a lot of people out there at the time, especially, like that could translate all of that and help employees and help business leaders.
• 28:01
  SPEAKER_03: Like, after every time um I would go and speak with a group, like I would, I would go and speak to external, like some of our customers and things like that as well.
• 28:08
  SPEAKER_03: And every session, somebody would come up to me and maybe they didn't even say anything in the session.
• 28:14
  SPEAKER_03: Like, if you didn't know, you would think, hey, this person, they're they're leading AI in their company.
• 28:19
  SPEAKER_03: Like they don't have any questions.
• 28:21
  SPEAKER_03: But after every single one, somebody would come up to me and say, Cheval, thank you so much.
• 28:26
  SPEAKER_03: Like you made this.
• 28:27
  SPEAKER_03: I was so overwhelmed.
• 28:29
  SPEAKER_03: I never wanted to feel stupid and ask a question about like it made it just felt stupid.
• 28:34
  SPEAKER_03: I feel overwhelmed, I feel behind.
• 28:36
  SPEAKER_03: Um, thank you for making it easy for me to understand this.
• 28:39
  SPEAKER_03: I'm excited about this now.
• 28:41
  SPEAKER_03: Um, I had like one gentleman, he was a treasure management executive at a fortune like 20 company, I think.
• 28:48
  SPEAKER_03: And he came up to me and he was so excited after you know, my my presentation.
• 28:53
  SPEAKER_03: He's like, I'm so excited.
• 28:54
  SPEAKER_03: My kids have been trying to get me to use AI, and I told them that's stupid.
• 28:58
  SPEAKER_03: And after your talk, I started using AI and I text them that I'm really excited.
• 29:04
  SPEAKER_03: Like that made me so happy because it doesn't have to be that scary, it doesn't have to be that that overwhelming.
• 29:12
  SPEAKER_03: I try to just break it down.
• 29:14
  SPEAKER_03: Like, what are you trying to do?
• 29:16
  SPEAKER_03: This is just another tool that you have in your toolkit to be able to help you do the work more effectively.
• 29:21
  SPEAKER_03: Like, let's not overcomplicate that.
• 29:24
  SPEAKER_03: Um, and so I think just my experience in that is uh positions me really like uniquely to be able to do that.
• 29:30
  SPEAKER_03: And I was doing it a lot.
• 29:31
  SPEAKER_03: I'm like, I want to do this for other organizations.
• 29:34
  SPEAKER_03: I want to help other people uh navigate this kind of tumultuous time.
• 29:37
  SPEAKER_03: And so that's why I started my workery uh to be able to help other organizations figure out like, how do I do this?
• 29:43
  SPEAKER_03: How do I lead my organization through this?
• 29:45
  SPEAKER_03: How do I lead my people through this?
• 29:47
  SPEAKER_03: How do I use this tool to be able to drive the business outcomes that we're looking to do?
• 29:51
  SPEAKER_03: Um, and do it in a way that we bring like our employees along and we all win.
• 29:55
  SPEAKER_03: So I went out on my own uh with my with you.
• 29:58
  SPEAKER_03: Uh so thanks for joining me on this crazy journey.
• 30:01
  SPEAKER_03: I don't know what you're thinking, but we'll hey, you know what?
• 30:05
  SPEAKER_00: There's no person I'd rather do it with.
• 30:07
  SPEAKER_00: So thanks.
• 30:08
  SPEAKER_00: Um so let's talk a little bit about modern workery.
• 30:10
  SPEAKER_00: You've created an AI champion powered adoption system.
• 30:14
  SPEAKER_00: What is that?
• 30:14
  SPEAKER_00: It sounds like um, it sounds like something that I'm gonna have to need a robot to create.
• 30:19
  SPEAKER_00: What is uh the AI champion powered adoption system?
• 30:23
  SPEAKER_00: What does it do?
• 30:24
  SPEAKER_03: Yeah, I think yeah, maybe we need to work on the name because it does sound a little a little heady.
• 30:28
  SPEAKER_03: Um but all it is is what I talked about, right?
• 30:31
  SPEAKER_03: It's using your people to be able to convey and relay that trust that's needed.
• 30:38
  SPEAKER_03: Because again, like I said, everybody comes like, is this safe?
• 30:41
  SPEAKER_03: Can I use it?
• 30:42
  SPEAKER_03: Is my data safe?
• 30:43
  SPEAKER_03: Are my is my customers' data safe?
• 30:45
  SPEAKER_03: Is my job safe?
• 30:46
  SPEAKER_03: Is always an undertone.
• 30:47
  SPEAKER_03: Like, can I use this?
• 30:49
  SPEAKER_03: So you need somebody to be able to convey that trust that people will trust.
• 30:54
  SPEAKER_03: And then you need to be able to provide that relevancy.
• 30:56
  SPEAKER_03: So, what does this mean for me?
• 30:58
  SPEAKER_03: What does this mean for my work?
• 31:00
  SPEAKER_03: Because another thing is like the process that's written down for folks to follow, and with these processes is not the process that's followed.
• 31:07
  SPEAKER_03: You know, people have shortcuts, they figure out a way to do things more efficiently.
• 31:10
  SPEAKER_03: Um, so what are you need somebody in the work doing the work to really know how AI is gonna be be used best?
• 31:18
  SPEAKER_03: Um, you need those people, like no consultant, like I'm a consultant.
• 31:23
  SPEAKER_03: My husband hates that word, um, but no external person, no central team is gonna be able to do that as well as somebody sitting within the team.
• 31:33
  SPEAKER_03: It's just not.
• 31:34
  SPEAKER_03: And then even from like a sustainability perspective and like scaling, you can hire, like you would need that.
• 31:42
  SPEAKER_03: Was probably the biggest lesson I learned in the rollout is we were grossly under-resourced on the adoption side of things.
• 31:49
  SPEAKER_03: We were pulling together like at PNC, like we were pulling together like a hodgepodge team of like, hey, uh random Joe Schmoe in this department, you like AI, like come like come help us.
• 32:01
  SPEAKER_03: Um, just because we needed like more of like a hand-holding, like white glove, shoulder-to-shoulder approach to this.
• 32:10
  SPEAKER_03: And so most organizations don't have like this money tree that they can pluck to be able to hire like hundreds or thousands of consultants to be able to do that.
• 32:21
  SPEAKER_03: And so, again, from just the the trust, it's advocacy, but also like you need to be able to scale this.
• 32:26
  SPEAKER_03: Um, the only way you can do that is with the champion program.
• 32:30
  SPEAKER_03: And so, what we do is we help you uh set up a champion program.
• 32:34
  SPEAKER_03: We look at your organization.
• 32:36
  SPEAKER_03: What's your culture?
• 32:37
  SPEAKER_03: What's your organizational structure?
• 32:39
  SPEAKER_03: Do you already have something in place that we could use to be able to kind of deploy this?
• 32:45
  SPEAKER_03: We look at all that and then we help you build what this champion program should look like, custom to your organization and your goals and priorities.
• 32:54
  SPEAKER_03: So we build the infrastructure, we kind of build, build the rails.
• 32:59
  SPEAKER_03: But then you need the train to get moving and you need the train to keep moving because what happens is a lot of times you get this champion program, everybody's like super excited about it, and then it's a lot of work to keep engaged, to keep the content funnel, like to manage.
• 33:17
  SPEAKER_03: And so a lot of times it just tuckers out.
• 33:19
  SPEAKER_03: So you spent all this time wasted, and so we also help organizations keep that train going and we help them by meeting with their champions monthly, giving them all of the tools and resources that they need to be able to just not figure out how to do the work and go out and drive adoption, but to go out and drive adoption.
• 33:42
  SPEAKER_03: Like we spoon feed them everything they need to be able to do that.
• 33:45
  SPEAKER_03: Um, and we make sure that they are informed.
• 33:47
  SPEAKER_03: We give them an AI briefing so they know what's going on in the industry, like the state of AI.
• 33:53
  SPEAKER_03: So they're really those, those experts within their spaces.
• 33:57
  SPEAKER_03: Um, and then we give them other tools, like we give them a use case library that has use cases for no matter what your tech stack looks like with AI.
• 34:07
  SPEAKER_03: So whether you're using just copilot, whether you're using skills, whether you're using agents, like whatever it is, we have a use case library that you can kind of go to and say, hey, like my team's struggling with this.
• 34:18
  SPEAKER_03: We need let me look for this use case.
• 34:21
  SPEAKER_03: We have an adoption library.
• 34:23
  SPEAKER_03: So again, at their fingertips, plug and play, they can go in.
• 34:26
  SPEAKER_03: I need to drive adoption.
• 34:29
  SPEAKER_03: Um, you know, my team doesn't understand co-pilot.
• 34:34
  SPEAKER_03: Okay, here's 30 things you could do with your team to be able to do that, or my team's a scared of it.
• 34:40
  SPEAKER_03: Here's things you can do.
• 34:41
  SPEAKER_03: So we try to make it stupid simple for folks to be able to just go out and talk about these things and get their people to be able to use it so that way companies can realize the value of the massive amount of money that they're spending uh on these licenses, that many of which are not being utilized to the full potential.
• 35:02
  SPEAKER_03: So um that's what we we do.
• 35:04
  SPEAKER_03: Um so we we do need to probably work on the name because it sounds a lot more complicated than what it is.
• 35:12
  SPEAKER_00: So you mentioned, you know, your your husband hates the word consultant.
• 35:16
  SPEAKER_00: And I think a lot of people do because when they hear consultant, when they hear consultant agency, they think of, you know, a couple junior professionals right out of college are going to come into your organization, they're going to give you a training, maybe two trainings, three trainings at max, they're back in Boston at by the time this stuff's rolled out, nothing sticks.
• 35:36
  SPEAKER_00: What's the difference between that and what you're offering?
• 35:40
  SPEAKER_03: Yeah.
• 35:41
  SPEAKER_03: So the one main difference I would say between me and a traditional consultant is I've actually done it.
• 35:48
  SPEAKER_03: Um, which a lot of consultants, like it's theory, you know.
• 35:51
  SPEAKER_03: Here's again, right out of college, they don't have that lived experience.
• 35:55
  SPEAKER_03: So I'm able to bring, okay, like yeah, here's what the book says you should do, but here's probably what's gonna happen.
• 35:59
  SPEAKER_03: Um, here's some things we need to kind of look out for.
• 36:02
  SPEAKER_03: Here's how it's really gonna happen, like go down in your organization.
• 36:05
  SPEAKER_03: So I bring that experience.
• 36:06
  SPEAKER_03: So I like to think I'm not like really a consultant in that that respect.
• 36:10
  SPEAKER_03: Um, I bring the knowledge and and I bring the theory, but that practicum is is where I think you know, uh modern worker differentiates ourselves.
• 36:21
  SPEAKER_03: But also we we're really practical.
• 36:24
  SPEAKER_03: Like we don't want to just talk about the work, we want to do the work.
• 36:26
  SPEAKER_03: We don't want to talk about how great a champion program is.
• 36:29
  SPEAKER_03: Like, we want to get you a champion program that is driving business and driving value for your organization.
• 36:35
  SPEAKER_03: So everything that we do is like, how do we do this as quickly, you know, as efficiently as possible?
• 36:43
  SPEAKER_03: We're we're not gonna just burn hours to do that.
• 36:47
  SPEAKER_03: Like, we want to get in and help you.
• 36:50
  SPEAKER_03: Because I built this program.
• 36:53
  SPEAKER_03: What I did is I I kind of wrote down all of the pain points.
• 36:57
  SPEAKER_03: Like, what did I struggle with?
• 36:59
  SPEAKER_03: What did I wish I had when I was leading this at at a large, you know, one of the largest banks in the country?
• 37:07
  SPEAKER_03: What could have helped me?
• 37:09
  SPEAKER_03: And I like made a solution.
• 37:12
  SPEAKER_03: Like I embedded a solution for every single thing I needed.
• 37:16
  SPEAKER_03: Um, and I built the program to be able to, you know, drive value and help people doing this work.
• 37:23
  SPEAKER_03: So I like to think it's a little bit different than a traditional consultant in that sense.
• 37:29
  SPEAKER_00: So, what it sounds like is you're not just there for a three or four-day training, you're there for for a period of time helping understand, navigate, uh, identify champions, giving them the tools, the resources that they need in order to be successful.
• 37:47
  SPEAKER_00: Are is this like a three-week thing and then you're out?
• 37:50
  SPEAKER_00: Or is this something that you know organizations can uh kind of land on, know that you're gonna be there?
• 37:57
  SPEAKER_00: I I guess what is the the average duration for a service that you're providing?
• 38:02
  SPEAKER_03: Yeah, so it's a yearly engagement, but what that entails is so that the first part of it is we again, we help you get organized.
• 38:11
  SPEAKER_03: We help make sure that what you have in place is is working or optimized.
• 38:16
  SPEAKER_03: Or if you don't have anything, we help you get that set up.
• 38:20
  SPEAKER_03: We help get the right people in the right seats, we we do all of that.
• 38:23
  SPEAKER_03: We and we provide everything for you to be able to do that.
• 38:26
  SPEAKER_03: So again, your your adoption lead or your you know change champion network owners, not having to like draft emails.
• 38:34
  SPEAKER_03: Uh we give them everything they need to be able to do that, where they just have to kind of focus on strategy.
• 38:40
  SPEAKER_03: Let us focus on the how-to.
• 38:43
  SPEAKER_03: Um, so that typically takes around eight weeks, give or take, depending on uh how long it takes people to get chosen and all that stuff, but no more than 12 weeks that that takes.
• 38:55
  SPEAKER_03: We like to get it done in six to eight because we want to get that momentum.
• 38:58
  SPEAKER_03: Like, again, we want to get you in action and we don't want to that used to drive me nuts.
• 39:04
  SPEAKER_03: Like, I hate meetings for the sake of meetings.
• 39:06
  SPEAKER_03: Like, there was one time um we would, you know, we would have consultants come in and I love them.
• 39:12
  SPEAKER_03: They were great.
• 39:13
  SPEAKER_03: Like, this is what they did, this is the process that they followed at at these large consultant companies.
• 39:17
  SPEAKER_03: But like, why do we need 16 meetings to like identify use cases?
• 39:22
  SPEAKER_03: Like, go talk to Joe, and he'll give you like the top use cases in about 20 minutes.
• 39:28
  SPEAKER_03: Like, I'll write them down for you.
• 39:30
  SPEAKER_03: Um, so that process is like six to eight weeks, uh, no more than 12.
• 39:35
  SPEAKER_03: But then the the rest of the year, we're we're equipping your team, your champions with what they need.
• 39:40
  SPEAKER_03: We meet with them monthly, we have office hours that they can attend.
• 39:44
  SPEAKER_03: Uh, we make sure that they are are equipped and confident to be able to go out and build um, you know, this within your organization and drive adoption.
• 39:53
  SPEAKER_03: Um, and we really do kind of teach uh you to fish.
• 39:57
  SPEAKER_03: Uh, we don't want to be the fisher people.
• 39:59
  SPEAKER_03: We we want you to fish.
• 40:01
  SPEAKER_03: Um, our goal is to, you know, one day you don't need us.
• 40:05
  SPEAKER_03: Um, but we're there if you do need us.
• 40:09
  SPEAKER_03: And um another thing is like, I think people will need us for a while because again, this is changing.
• 40:16
  SPEAKER_03: So, you know, you have this beautiful rolled-out adoption plan for say agents.
• 40:23
  SPEAKER_03: Okay, well, agents is kind of old news now.
• 40:26
  SPEAKER_03: So if you're just like rolling out agents, everybody else is like already thinking about personal agents and autopilot and all so we're there to kind of help you be a step ahead as well and and keep up with the pace of change and innovation um for as long as as you need us to be.
• 40:45
  SPEAKER_00: Chabelle, last question for you.
• 40:47
  SPEAKER_00: Uh, I want to end it how I how I would usually end interviews.
• 40:51
  SPEAKER_00: Um, you know, 30 seconds.
• 40:54
  SPEAKER_00: Why should I hire you over your competitors?
• 40:57
  SPEAKER_02: Sell me this pen, Adam.
• 41:01
  SPEAKER_03: You're you owe me a beer after this because I did not know this was a job interview.
• 41:05
  SPEAKER_03: Um, so why you should hire hire us over somebody else's, again, we've done it.
• 41:13
  SPEAKER_03: I'm I'm an OG of of AI adoption uh now, which is crazy because I'm I've only been doing it for you know a handful of years, but I I did it.
• 41:22
  SPEAKER_03: I've been there.
• 41:23
  SPEAKER_03: Everything that you could be seeing in your organization, I've seen.
• 41:26
  SPEAKER_03: Um, I've seen it with companies that we're working with.
• 41:28
  SPEAKER_03: So I have that lived experience that I can help you with.
• 41:32
  SPEAKER_03: And I know the pain points.
• 41:34
  SPEAKER_03: I lived in your seat, like I've been there.
• 41:37
  SPEAKER_03: And so I know more than uh many other consultants who have not been in your seat what you need, why you need it, uh, how like what your leadership's gonna be looking for, what your board's looking for.
• 41:50
  SPEAKER_03: And so I know how to help you stay a step ahead uh and and make sure that nobody's left behind in your organization and you're using it as a tool to be able to drive your business processes.
• 42:02
  SPEAKER_03: And I'm I have an equal stool, right?
• 42:06
  SPEAKER_03: I again I don't have just technology.
• 42:08
  SPEAKER_03: I have technology, I'm dangerous enough at technology, uh, but I also really understand the business.
• 42:14
  SPEAKER_03: I have an MBA, a master's of science and finance, like I get business, I get that we need to make money.
• 42:19
  SPEAKER_03: Um, but then I also get the people side of it as well, and that we need to make sure that we are empowering our people, that we need to get them to buy in, because you can have the fanciest AI tool, you can have the prettiest harness, like you can have the most complicated like technical infrastructure for AI in your organization.
• 42:39
  SPEAKER_03: But if your people are like, dude, I this is gonna take my job.
• 42:43
  SPEAKER_03: I I don't, I'm not using it.
• 42:46
  SPEAKER_03: It's just pretty pretty shelfware at that point, and you're losing a ton of money.
• 42:50
  SPEAKER_03: So you gotta have all three legs of those stools for for AI to be successful and actually do what you're paying for it to do.
• 42:59
  SPEAKER_00: There you have it, folks.
• 43:00
  SPEAKER_00: Why hire Modern Workery?
• 43:02
  SPEAKER_00: Because we're the OGs of AI.
• 43:04
  SPEAKER_03: OGs of AI adoption.
• 43:06
  SPEAKER_03: Did I did I get hired, Adam?
• 43:08
  SPEAKER_03: Would you hire me?
• 43:10
  SPEAKER_00: You know, I'm gonna have to talk it over with the constituents.
• 43:12
  SPEAKER_00: Um, you know, I don't make those hiring decisions by myself because we're, you know, but uh I'll have to check in with the boss lady and see what she says.
• 43:20
  SPEAKER_03: All right, I'll send you a thank you note.
• 43:23
  SPEAKER_00: Chabelle, as always, it's a pleasure.
• 43:25
  SPEAKER_00: Um thanks again for your insight.
• 43:28
  SPEAKER_00: I really enjoyed hearing your background, and uh, you know, thanks again for your time.
• 43:33
  SPEAKER_03: Yeah, thanks for the great interview, great interviewing skills.
• 43:36
  SPEAKER_00: Um A plus Thanks, Adam.
• 43:39
  SPEAKER_00: Until next time, we'll talk to you.
• 43:42
  SPEAKER_03: Take care.
• 43:43
  unknown: Bye.