Culture Bytes - Leveraging Technology and Data to Change Culture

Hey, everybody, I'll call myself live Craig now because I am live I'm here at the L a X airport I'm traveling today , but really grateful to be here Grateful.

Thank you, Z And Achieve, it's always a pleasure to do this work and help amplify voices together Learn from one another Natalie, it's been a pleasure You're gonna learn more about the work we're doing together The reason I say live Craig, , Natalie, do you wanna say hi before we we switch over? Hi everyone.

, yeah, but go ahead, do your thing I'll introduce myself a little bit I, I knew I was traveling and I, and I really wanted to create a high quality experience what I did was just a, , Tuesday morning before I left, I recorded my talk And we're gonna play that.

And I only say that 'cause I want you to know that we're gonna hand it to video, Craig, but live, Craig is here Live Craig is in the chat , and I'm with you I, I did this mainly 'cause I wanted to make, make sure it was a quality experience, and I was unsure about the travel situation.

just know that I am here, I am with you, and the experience is full We're gonna play the video Then we'll come back and just imagine this is, this is the moment I was gonna give a quick talk and then hand it over and share some of the great work, , that Natalie and Translator are doing, and some of the work we did together to build this, which is really special look forward to sharing that with you , anything else before we, we cut to video? Natalie? All.

Here's video, Craig, but I'm with you Hello, everybody Good to be here , thank you real Craig for introducing video Craig, we thought this would be the best way to, to give you a great experience, but know that real Craig is on the chat and also here, now, also, in case he didn't say it, thank you to achieve, , for this partnership and being able to bring this information to life and to look at how we can use technology and tools to build great workplace culture, culture Bites, B Y T E S, data and culture, and how we can use the two.

Look, I wanted to start today by talking about, , the situation I think most of us are facing I was recently at an event with a group of senior HR leaders, and the question was asked, how many of you have gone through rifts recently? And almost every hand in the room went up , that's the current state of what we're dealing with These are challenging times, , where we are having to reduce our workforces Talent is becoming a challenge, ? Finding the great talent while we're reducing our for workforces, our budgets are being reduced, and ultimately we're having to do more with less.

And what I, , I heard a saying recently, which is we need to do better, not bigger And I think most people can resonate with that , for a long time, we've been able to do things that we think are that are probably and be able to throw money at, at, at things And now it's getting much tighter We have to defend our investments, particularly in culture.

Why does it matter? What's the return on that investment and how does it, , the overall performance of our organization? building a great culture is more important now than ever before, ? And that's, that's the challenge because we're seeing it all over where budgets are being cut, it's getting tighter, it's been more clear Talk to anybody that works in, , diversity, equity and inclusion , that, that this, these are tight times , an interesting finding from CultureAmp recently, when they looked at a whole bunch of data, it was across, it was over millions of responses And what they found was that they looked at engagement and they looked at engagement around, , layoffs.

And when years in a reduction in workforce this was that, , the first wave, the early in c o d, what happened was we looked at companies that had, by the way, I used to work for CultureAmp , we looked at organizations that had high engagement going into a reduction in force And what we found is the highest scoring, the highest scoring organizations, it took about 12 to 18 months to, for engagement scores to return to where they were prior to, , the reduction in force Alright? that's just when you're going into these situations to know that these things have impact, the decisions we make today are going to have an impact.

Now, the decisions might have to be made, but these aren't just a decision that's made and pushed aside That is important that we remember that all these decisions are having long-term impact on our engagement and our engagement relates to overall performance , also, , and I'll reference this a couple times, but in the state of the, , state of the global workforce report by Gallup, they reported that, , stress still remains at a record all time high organizations are, or humans inside the organizations are still feeling an immense amount of pressure and stress, , in these times And, , dealing with that and supporting our employees through these times while we're doing less with more, is challenging.

I'm gonna share with you, I wanna share this real quickly I saw this, , many of you may have seen it also This was the cover of Fortune Magazine back in May, , of, of this year And look Benioff's on the cover, this is not a statement about Benioff as much as it is about the, what, what the headline says, ? this is when those, when this is when the banks were having the big situation, , when a lot of this was beginning, it said, efficiency is in empathy out Question mark.

Here it is again Here's that story about, , that there has to be a choice between efficiency and empathy or taking care of our people And as HR professionals, all of you, we have to defend culture We have to stand up for culture It matters.

And we can have both We can have efficiency, we can have high performance while we're taking care of our people , but it's, we need to focus on it more It's not just gonna happen We have to work on it.

And a big part of that is listening Listening is the key How are we listening both at scale? are we listening inside of our organizations, ? Are we collecting large sets of information and taking that back to our leaders to help distill that information in a snapshot and say, this is where we should be focusing This is where we should be thinking about, this is where our people are struggling, but also supporting our managers, ? Those, those one-to-one And those small group conversations.

How are we supporting them and their listening and their ability? Both, how do we facilitate that? How are we leveling up our managers? And how are we providing tools and, and things to help them do it better? And we can do it at scale, because we know that reducing stress doing better, not bigger, requires way more connection to your people and that focus everything, if we can't measure it, we can't manage it , I'm gonna share here Again, I said, I'm, I'm referencing, , some of this, this Gallup that just came out since it's fresh and it's relevant information These are, these are the global engagement numbers.

A couple things I'll share here One is that 23% of engaged employees is the highest it's ever been when in recording for Gallup think about that 23% less than one in four is the highest it's ever been And a lot of that is because of the workforce coming on in Southeast Asia.

India seeing a large rise in, in workforce, , and those engagement scores are coming in the truth is, it's probably not changing that much, , in many of the areas that we're working in , but regardless, 23% And the most important thing I wanna call out here is the middle one And this is the one that often gets overlooked when we're, when we're doing listening exercise with our organizations, close to six out of 10 employees are, , disengaged, ? They're using this quiet, they're, they're laying on top the, the quiet, quitting.

But the truth is, these are the same things we've always seen with engaged, not engaged and actively disengaged , it's really important that there's, that's, that's the opportunity And the report calls that out The opportunity is that we have six in 10 employees that we can focus on to move closer towards that engaged people that are gonna go above and beyond that see themselves at your organization and are proud to work there , but how do we do that, ? I think we need to do that in a couple ways.

Back to that point, if we can't measure it, we can't manage it How do we measure it? One, we need visibility, visibility for the organization When we're dealing with 50, 60, 70 plus employees, we need some way to look at snapshots, to understand the sentiment, what's going on , but we also need tools we need visibility and we need tools.

, in order to do this, ? The tools to support our managers, the tools to be able to get that information is, , is critical And that's why we named this Culture Bytes Because the idea is the, the data, the support behind culture How can we do this? How do we have the visibility and the tools to support our organization? , I recently, after six years, I mentioned I was at CultureAmp after six years, I left CultureAmp to start, , culture, see consulting doing my own consulting here and me turn this image off.

, and one of the things that's left me to do is really thinking about as I go to the world to support more organizations in this effort, to listen and to listen at scale Thinking about much of what I learned over six years of supporting organizations via CultureAmp to help bring tools in data, and to understand And there's something I've been thinking a lot about, and I wanna bring this up and share it 'cause I think it really is the backdrop to a lot of what we're talking about today And that is, , data can tell us a lot about groups, ? We can, we can learn a lot about groups via large snapshots and getting that data understand what's going on.

But it tells us very little about an individual And individuals can tell us a lot about themselves, but very little about a group And this has come up through many conversations where people say, no, it's about talking to people Or, oh, we, we need to do listening exercises We need both, ? The ability to get those large sets of data and have a sense of your employees, especially in a distributed world, is critical.

And that's gonna tell us where do we focus to have the more focused conversations to give to your managers the information they need to go talk to people, to understand what to ask, what to be thinking about as it relates to performance and engagement And we can do that And a lot of organizations don't quite understand that ability, and it's critical And there are tools, , out there to help us do that , again, I'll reiterate, data can tell us a lot about an individual, about a group, but not about an individual.

And individuals can tell us a lot about themselves, but very little about a group now , I've always been looking for tools to do just that, ? That's been a big part of my journey is what other ways that we can do this, , to provide those insights to leaders And we need to do that to create more inclusive workplaces, to create belonging, to create performance , it's, it's critical as more things continue, the work that companies translator are doing is, is, is invaluable.

And this is going to really leading up to why we working together , I've been working with Natalie Egan and Translator for a few years now We've done some work together And the thing that always attracted me to this work and what they're doing is just that, creating these tools that allow organizations to scale deep conversations, hard conversations, challenging conversations with employees, , across managers to ensure that there's a, there's a rigor to what they're doing, that , that we have a group of managers having hard conversations with support, but at the same time collecting data through those conversations in a healthy way that can be reported back to the organization , having the opportunity to work with translator to co-author, the experience that you're gonna go through to see these tools has been, , a real, a real treat and a real honor.

And I just wanted to drive home The fact of why I'm here doing this with, with Translator is because it is tools this And to bring these forward, to show you what's possible for a very small investment that you can bring into your organization Something that can help your managers have conversations It can be customized.

You can create different types of conversations, and you'll see that in what we do today , but also at the same time, we'll talk about the fact that we can also gather data I'm gonna now hand it back to live Craig, who will then, , bring it and hand it over to, to Natalie and Translator we can learn more about that And also, , dig into the technology and then have a conversation thank you very much, and, , I hope to hear back from you.

Please connect with me on LinkedIn, but I'll be with you here today And, , let's do this All , live Craig is back I hope that experience was, was, , was all.

, I said, I wanted to do that to make sure it was high quality , but as I also mentioned, I am pleased and honored to introduce my friend, my colleague, Natalie, , and also all of the, the team and the work behind Natalie at Translator , hey, Natalie Well, hi Greg Hi everyone.

, Craig live, Craig Recorded Craig Craig, , thank you much for, , for teeing this up Zach, thank you for, , doing all the, the behind the scenes work to get this going and to everybody on the call, welcome Thank you much for joining.

, thank you for your time today We do not take that lightly I got a lot to cover here I've got on my little countdown clock here, I've got 39 minutes and we've got a lot to cover I'm just gonna jump in.

, basically what I'm gonna do is introduce you to our platform, , walk you through a couple slides and then get you into a real environment that you can actually experience it , and, , and yeah, that's pretty much my goal here is that we actually have a facilitated discussion using the technology that Craig was discussing I'm gonna share my screen , I'm gonna to formally introduce myself, by the way, , hi everyone My name's Natalie Egan.

, my pronouns are she, her and hers , I'm the c e o and founder of Translator , and there's a whole big backstory behind how I got here and kind of my journey , we're gonna skip that today, if you'd to learn more about that We could talk about it some other time.

, but, or you can just Google my name and find out all kinds of interesting stuff , but I'm gonna share my screen and we're gonna , just jump in here 'cause I think that's the most appropriate thing to do , , this is the way I'm, I'm gonna set this up, ? I just, 'cause you all are probably unfamiliar with the platform I'm gonna set it up, , as if we were at a trade show or a conference, and you walk by my booth and you say, tell me about Translator.

I would tell you that we're the live learning platform with Train the Trainer as a service , two quick notes on this real quick 'cause that may not mean very much to you at this moment, ? , live learning, we believe is a category of technology that is forming, ? There's a lot of innovation, a lot of startups focused on this idea of , how do we bring people together to learn in groups, to learn in real time, rather than learn asynchronously through e-learning, ? the name of this category might change, but we're talking to all the big future work analysts We're watching the market, we're seeing this, this is a real thing that's forming here pay attention to that.

Just even beyond this call, if you don't remember anything, just remember, live learning is a thing and it's growing with inside the category of live learning We believe that we're different for, for a lot of reasons Probably the biggest is what we call train the Trainer as a service if you're familiar, most of these people on the call I think are in hr if you're familiar with the concept, the original concept of Train the Trainer, it's been around since the beginning of time.

, the ideas of teachers teaching teachers to teach, ? In the case of the enterprise trainers, training trainers to train, , it is faded in its popularity , thanks, , in large part, because of e-learning, ? E-learning l m Ss has sort of taken over It's more scalable, it's measurable, it's, , easier to schedule , it's consistent , it's, , there's a lot of benefits, cost effective, , but it's not a great way to learn, ? that's kind of the big problem.

it's got all that other stuff, but it's not a great way to learn , , what we're doing is we're bringing Train the Trainer back We're loading it up with technology Think of it as train the trainer 2.0, , or train the trainer as a service train the trainer as a software service.

, and the whole idea is that, , you're able to empower your employees to deliver trainings without having to become subject matter experts that's kind of the core of, of the value proposition of the technology And I'm gonna show you how we do that here Just a second , but just to kind of , give you a little bit more, , understanding of what we do or how we do that.

We basically use technology, and I'll talk to you in a second how we use avatars, but just think of it more broadly , we use technology to help co-teach live classes with the human facilitator , , I've underlined what's important live classes with the human facilitator Again, I'll talk to the technology, I'll show you the technology in a second But what we're doing is democratizing access to live facilitated workshops.

what is recently, in recent years, especially with budget cuts, been reserved for the executive team or for a small group inside your organization, we are now saying, look, everybody should have access to live workshops It's a better way to learn We're making it scalable, measurable, cost effective, , , , consistent, easier to schedule, , dare I say fun, ? we're all those things that you used to get with l m s besides maybe the fun part We're making this fun 'cause you're, but, , , we're bringing that back and we're making that part of live workshops to summarize that real quick, just 'cause little sales, yeah, I apologize.

But we help our customers optimize their training costs and improve workplace outcomes, ? Training outcomes, improve workplace culture, and measure the results And I'll show you how now this is, this is now , I'm gonna, , actually show you the platform this is how it works Let's say that, , , at your company, I assume most of you all are, , , working for a company of some sort now , if you're working for a company, imagine a handful of your employees at your company, go through our Train the Trainer program.

It's a very short certification , once they're certified, they can deliver any training in our platform we don't train them on the training, we train them on the platform once they've mastered the, the platform, , it's kind of they can do whatever they want with it They can deliver trainings all day long.

let's say Jane works for your company , Jane is the human facilitator that works for your company Jane just went through our Train the trainer program, and now they're gonna gather an audience, , online or in person, or both, ? you could have 25 people, , on a Zoom or a a, , teams or Google Hangouts, it doesn't matter Or, and you could also have, , 15 people in a conference room it's nice for hybrid or distributed teams, or if you're just want to do this in person, you can do it in person as well.

, but once Jane has gathered this cohort of people online, Jane is gonna share their facilitator dashboard this, and you can see here, Jane is intentionally just sharing three quarters of her screen , inside the facilitator dashboard is Jane's digital co-facilitator this is an avatar that's gonna help Jane present the training , it is not generative.

just y'all are you who are already starting to think , , it is not generative You don't interact with it, you don't ask it questions, it just simply follows a script, ? And it's a very, , it's, it follows a script every single time It's never late, it doesn't mumble, it doesn't have a bad day, it just follows the script that we load in it's text tope technology You could basically just, , type up a Google Doc and load it in.

And in this case, Kwan is going to speak, , the, the text from that, , from that script, it's unbelievably lifelike I'm, you're gonna, you're gonna meet wan in a second , the, the audio is amazing , it gets better every month , the technology that behind this just keeps getting better and better and better.

, but there's a lot of benefits to having a digital co-facilitator One is, , consistency, ? Consistency of training , the other is, it decreases trainer burnout, ? , , I I, as the live trainer don't have to, , , rely on me delivering the whole track, even though I have my role, ? Sowan is gonna follow his script and I'm gonna have my script as well , on the hand side of the screen, hidden from the audience is this hidden teleprompter that tells me what to say and when to say it The live human, I can go off track a little bit, but not too much because my script is synced in this case with Quan's script.

But I'm, my job is to play the human role to answer questions, to interact with people, , but I can also just sort of be a little bit more present, ? I can read the room, I can read people's body language Are people nodding yes or are they nodding off, ? , I can read that a lot more easier because I'm not focused on the talk track , there's a lot of other benefits as well , , there's, , we can update wan's script very fast, ? if the world changes and we want to edit it, , or , we wanna customize it a little bit for a client, we can do all that without having to get the lighting just and make sure that wan's wearing the same shirt and reshooting the whole thing and, and bringing in , , and editing expensive editing.

And by the way, wan is a real actor They're all, , screen actors, guild actors They get paid a licensing fee to be part of our platform , , , that's, that kind of helps set the stage for what the rest of this architecture is that I'm gonna show you here in a second , but at some point during the training, let's say any given training, wan's gonna tell everybody to take out their smartphones and scan this QR code in the bottom left hand corner of the screen, which is gonna drop everybody into an anonymous web-based, , app, , where they can do exercises, where they can ask questions, where they can express themselves, , , without the fear of judgment and authorization for asking that question out loud, or, , typing it through the Zoom chat and accidentally typing it to everybody and not just, , privately, but that's still tied to your name, ? it's still , a lot of times people don't even want to type it through Zoom because they're , I want, , I want the security to know that I can ask this question without, , being judged.

, these interactive exercises launched during the training We're gonna do this in a second Again, we're gonna, I'm gonna show you all this , and , it allows for all the participants to do an exercise in real time, , privately, , anonymously from the comfort of their home Most people are at home or somewhere on the road or something, or even if they're in the conference room, it's still private 'cause you're doing it on your phone.

, we're gonna do this exercise, and then Qua is going to basically show us data back from the session in real time real time insights from the session, anonymous aggregate data that's designed to help people kind of deepen the learning experience that they can better understand, , how the group is feeling or how the group responded to things , , that's kind of gonna happen during the training , and then once that happens, once you do the exercise, that's when Quan is gonna turn it back over to, in this case, Jane, the digital, your, the real facilitator, , to have a conversation and to say, Hey, let's now talk about this, ? the whole system is designed to set up these conversations that are turnkey and make, take all the pressure off of Jane from having to do the setup Now in this case, Jane does have to facilitate the conversation.

There's a framework for that , we explain that in the Train the Trainer program, but for the most part, they're just sort of sitting back, they're following the script, they're prompting this to get it to the exercise , that's, , that's how the flow works , during any given training, this, this, this sort of loop or this cycle of content exercise conversation content, exercise conversation could repeat itself two to three times, depending on the length of the training , but once it's over, the last thing that everybody does on their phones is an exercise we call closing questions, which is basically demographic self id.

, it's anonymous, I said, but it's race, gender, sexual orientation, ability, status, et cetera, as well as net promoter , did you the training? Did you the trainer? , we collect all that information at the end of every training that organizations have a really clear view into, , much more information they would've normally had access to without a system this , now we can see, , what our employees have questions about, what are they struggling with, , what areas or topics , , are, are a little bit, , more interest to people than others you have this whole analytics dashboard capability now for live trainings, and you get the consistency and you get all the other great stuff that goes with it this is the architecture, this is live, we built this, , as a D E I company, ? we came to Market Translator came to market as a diversity equity inclusion training company, , building this product, incubating this product for the last six or seven years.

And we just sort of dropped our services and now have launched it as a SaaS platform that we can license to the world It's been really interesting as we've done that, watching use cases, watching how people are using this, watching the market evolve , and one of the things we've done recently in response to how the world is changing is we've launched a new series of workshops that are called Scenarios it's scenario-based training Originally when we signed up for this webinar and we designed it, I was gonna put you through one of our traditional D e I exercises, which are built into very long workshops.

They're relatively long for today's day and age They're 90 minutes and it's hard to jam it into a very short session what Craig and I decided to do, which was kind of fun because he helped us sort of build this, , was to launch our first scenario, which we, which Craig has authored, and I'll tell you more about that in a second But Craig helped build this scenario, , and we're actually gonna experience this live for everybody in the audience you're the first people to be doing this scenario-based training, , authored by, , Craig Foreman on the line.

, and I'll tell you, Craig built this really very fast, ? that's the whole point behind this, is that it allows for you to quickly spin up scenarios, , that are relevant for your organization , , if you looked at a normal storyboard for one of our trainings, a 90 minute training, it's very complex There's a long narrative arc, , and it takes quite some time to build These scenarios are designed to be very fast to build the bookends, the intro and the setup and the sort of context building is the same every single time.

And basically the exercise, the conversation and the closing follow a template every single time What's in the middle is customizable this is usually a two or three minute scenario that you can just insert into our platform And Craig did this last week, I'm just being very transparent he did this one last week and he actually used chat G P T to help fill out a lot of the script.

just to kind of help you all understand, the velocity that you could create these and make them very realistic is kind of what I wanna set the tone for today we're not gonna do a straight d e I exercise, which is what we were originally going to do We are gonna do a workplace scenario You can imagine all the d e I implications and there are some d e I implications here, but you could build these very quickly and we are going to be building them as well just to be filling out our d e I content category imagine over time, very quickly having lots and lots of d e i scenarios in our platform.

And I'm gonna, all this will make more sense when you actually do the pla do the exercise here in a second , I'm gonna pull it up now This is a live environment I'm gonna introduce you to Quan Please follow along you are now in a training, , let's say I work for your company and, , and I've, , I've done the Train the Trainer program.

I'm now doing a training You all work at this company , and I'm gonna get this start I'm gonna introduce you to Quan my digital co-facilitator Hi everyone, my name is Kwan and I am your digital co-facilitator today.

To get started, please use your smartphone to scan the QR code you see on the screen If you don't have a phone or would prefer a larger screen, you can open a separate tab on your browser and type www.join.host And a unique pin for this session Please make sure you only use Safari or Chrome for your browser Once you have logged in, you should be on a hold screen, the one picture here.

You can use the yellow button in the bottom hand corner to anonymously ask questions or share thoughts you don't want to share out loud If you have problems logging in, try hitting refresh on your browser Now your live facilitator will see if you have any questions now I would see does, does anybody have any questions? ? you could chat your questions in through the translator tool You could chat your questions in through, , zoom in this case if you'd to, if you're more comfortable with that.

, but I would encourage you to use the translator chat, which is the yellow button in the bottom hand corner , if anybody's having trouble logging in, , just hit refresh , somebody just wrote in, , this is very cool, thank you Someone else wrote in, this is very nice , someone said, do these thoughts get recorded? , , if you mean thoughts by what you share through the platform, they are logged in our platform, but they are not tied to your identity.

, we don't cookie your phone We have no way of tracking it back to you you could write in , I hate this, or I hate you , I don't want you to encourage that, but , you could write whatever you want in here and we have no way of tracing it back to you , somebody else wrote it in all good on my end, great.

I'm glad everybody's dialed in , it looks the participant count is coming up here you can see in the top hand corner, this is the number of people that logged in , but I'm gonna move, move this training along as if we're in a real training , Quan's gonna come back now and give us a little bit more context.

In a a moment, you're going to see a scenario that you may encounter in the workplace We want you to think critically about how you might respond Once it's over, you'll share your response in the app We'll review insights on how everyone responded, and then we'll have a group discussion Are you ready? Is everybody ready? Craig, you ready? , , this is, now that's the bookend, ? that's the beginning, that's standard now is Craig's, , scenario that he built.

, I'm gonna, , just start the scenario Natalie , it says Robinson, I didn't get a chance to open a separate tab, I don't know if, just wanna help real quickly Get down at the bottom And Craig, if you can grab this or just type in join host and the pin, , everybody who's either on their phone, , can just, , dial that in Or if they want to open up another screen, just go to join host and put in this pin one, excuse me, 1, 5, 3, 4.

Thank you Hi, I'm Kaylee Welcome to Navigating the Aftermath Here is your scenario You are a senior HR manager working for a company called Connection Unlimited, that has recently faced financial challenges leading to a 20% workforce reduction and suspension of certain employee benefits.

The aftermath is left, the remaining employees anxious with concerns about increased workloads and the loss of benefits You're tasked with managing the fallout of the layoffs, including cost reductions and ensuring the company moves forward with minimal disruption To do this, you recently met with key representatives of different departments Here's what they have to say As one of your most senior developers, I must emphasize the strain the layoffs have put on the technical team.

We are working longer hours than ever, and the team is burnt out Frankly, I'm burnt out too And the fact that you and the other executives suspended the annual bonus has got many of us looking for other jobs As the company sales leader I agree with Jordan's concerns about the engineering team My biggest worry is that low morale is impacting sales performance and customer service is slipping.

I suggest we consider low-cost team building activities to boost spirit and maintain team cohesion As your head of diversity, equity and inclusion, I'm concerned that the layoffs have disproportionately affected underrepresented groups I would to see data to ensure the layoffs were made equitably and help come up with a transparent communication strategy for how to address the internal and external rumors that are circulating Thank you for watching We hope this scenario resonated with you and we look forward to a lively discussion in a few minutes.

that's the end of Craig's scenario that he built, ? imagine you could just insert your scenario, ? , it could be a safety training scenario, it could be compliance, it could be new hire onboarding, it could be a more traditional d e i scenario , it could be workplace harassment We are building our own series now that this is officially launched, literally you're, , in the launch point now we, , have been rushing to get this all ready Now that it's ready, , our team's gonna start building the content for this.

we're gonna build out a content library, but you can also put your own content in here that's what you just experienced would be that Now Quan's gonna come back and just kind of explain, , what we're gonna do now Hi, I'm back Now that we have watched the scenario, your life facilitator is going to update your phones you can anonymously answer some questions about what you just saw.

And while we realize that there are many variables for the multiple choice questions, you can only select one answer please choose the one response you think is best If you have additional thoughts or questions, please hold them for the discussion we're going to have after we review the results Let's do this now I'm gonna hit next and all of your phones are gonna update to the scenario questions to help understand what would you all do.

please take, , a minute to, , to or two to answer these questions Natalie, Stephanie Garcia said, love the diversity of the actors Agree By the way, we can support 120 different languages too this can all be translated in a minute It takes nine minutes actually to translate an entire session.

Thank you Keep saying translate Translator can translate, translator Can translate Yeah , but we're translating the human experience.

That's where we're more, it's not just about language , I'm gonna give you all about another 30 seconds and then we're just gonna keep moving it If you haven't answered yet, that's fine , it'll still count Avida, Avida asked, , where the questions, if you go avida, if you go to www.join.host, you can see it above that link and then put the pin in.

I believe the questions are still available if you haven't hit submit, you can still hit submit I'm gonna hit next and we're gonna start to look at the data, data in real time imagine, , all of these people from your organization, , , of that, the large majority of them are saying, look, the next thing we, the next thing we need to do is conduct a company-wide survey to gather feedback and concerns from all of our employees, ? Based on what they saw, that they feel that's the best, best thing to do , , the rest of the folks are choosing different answers, ? You can see that in real time.

I don't need to explain that in too much detail , but that would be really interesting to me to see And , at the end of this, we can cut this by demographic and say, oh, it's really interesting that certain groups of people maybe under the age of 30 are choosing this one versus that one , and this is a very simple scenario that we spun up very quickly It's a little bit generic intentionally for this sort of large scale audience, but you can imagine much more complex scenarios, different outcomes, , different information that's presented would change that quite a bit.

now I'm gonna, Something's going through my mind just to call out Remember, , we gave one snippet scenario for, for brevity here, but it could be a training on handling difficult conversations and having three scenarios and conversations it could be built out for much a broader training Yep And we could do breakout sessions at this point or when we do the conversations.

But, , also interesting to see here, , the level of comfort, , , in this particular audience, again, it's a little bit of a high level, , scenario, but you start to get an understanding of how the tech works, how we can back up everything Craig said earlier, how can we get, bring people together in conversations and then learn from it from a data perspective, but not just that, but to learn from each other once we've looked at the data, now it's queuing up the conversation, ? now I'm gonna just bring back Quan really quick Now we're going to have an open discussion Please feel free to take yourself off mute if possible to share out loud, or you can share anonymously through the translator platform by hitting the yellow button in the bottom hand corner of your screen Now, your live facilitator is going to share some questions to get us started.

Think of these as prompts to share whatever is coming up for you now, and I, and I realize in this situation we're in a, a zoom, , webinar, you can't take yourself off mute, but please share through, , the translator chat tool , how are you feeling about this scenario? How realistic does this feel? , does this resonate with you? , what advice would you give to somebody in a situation this? , is there anything else you wanna share? , we're gonna just kind of hold space here for people to share , Craig, I don't know if there's other stuff coming through on the Zoom chat, , but this is now where we would hold space usually for about 15 minutes these training sessions, these workshops, just to reiterate, are supposed to be 30 minutes long, technically 25 minutes.

assume we're gonna start a little bit late, but of the 25 minutes, 15 minutes of it is designed to be holding space now , a couple of people, , asked or, or I see some of the comments coming through Craig, do you wanna Yeah, I, the first one here is I'm curious to understand why you asked us how comfortable we are Yeah, , , great question , we're trying to sort of start the process of creating some benchmarking, , and we wanna be able to compare different questions, , with different demographics, with different scenarios over time.

that particular question we put in just, again, we're just building this out to help start to create that foundation of , the concept that this question would get asked every time where the first question was a little bit more custom, Craig could have put three questions in, but we wanna include that one question just to get a proxy for how comfortable people are feeling But that's a great question Thank you much , , hopefully much of the work has been planned in advance, the reduction in workforce, , I read that Yeah, you're absolutely.

And as I think it through, oftentimes companies don't want to show their hand about that, they won't have those conversations until after the rifts happened I see what you're saying a hundred percent We were trying to create a scenario that's relevant, relevant to today , and I've been through a few, , multiple angles and there's a lot of work that has to be done after the, after it happens because it has to be private beforehand managing the aftermath.

, , but I, but I a good point that was made Yep , someone also just put in a note saying that translation, , for French, with Quebec, French, , certain types or styles or dialects of, of languages are different , and there's an editing process if you wanna just sort of, you can almost proof the language translation afterwards and potentially make edits, , to it if it doesn't come out exactly , and then within inside that there is different, , there's sort of different Western versus, , and I don't know the language very much, but there are sort of sub-segmentation of the languages as they get translated.

, , , I don't know if, , any other I, I'll ask a question I'd love to hear from others either in the app or on Zoom And that is, you just saw this, you're in seats doing this work Anybody have some hits on, I would use this tool to do X Just curious if, if you're watching that, if things hit people away going, here's what I do, what would you Use it for? Yeah.

, while people are thinking about that, it, I, somebody just posted in this situation, I would encourage leaders to set up one-on-ones to check in with employees and address concerns It's a great opportunity for leadership to show their true colors Agreed Awesome , yeah, and I asked, I asked that question, love to hear if there's anybody has thoughts of that question or any other questions, , that could be helpful.

What happens if people don't share anything in the discussion time? Yeah, , , typically these are d e i scenarios the way we launched it is with d e I and we've never had any dead space , we've never had people not share, , people love the anonymous chat because they're able to contribute without outing themselves or otherizing themselves, , is a little bit dependent on the culture, ? some cultures , they're , people have no problem taking themselves off mute and sharing out loud where some cultures, , maybe a professional services firm, a law firm, people don't wanna share out loud, but they certainly have a lot to say , and it only takes a few people to fill up the space , you only need a handful of folks.

We oftentimes consult our clients before deployment, if they're really afraid of that, to maybe have a few people, they're not plants, but we're not telling them what to say, but we're encouraging them to go first and to share out loud, , that it kind of creates that waterfall or that effect where people are pulled through, , and people start to share 'cause they're , oh, they see that one person shared now I'm gonna share as well , but even for the people that don't share at all, just being in the audience and experiencing what other people are saying, , what they're sharing out loud is very valuable it's not always that we need every single person to share at all It's that we want them to people to hear those conversations , and it looks there's a bunch of other, , chats coming in.

it looks we might have broken the seal there a little bit, Craig one was a comment, good tool for training slash discussions with employees at different locations I agree , I think these next one, , this next one came across with a question I asked of other things that you would train around leadership, , essentials training Agreed.

, there was a question, do senior people and executives participate in these sessions? Yeah, , , typically when we deploy this again, and I can go back, I just, I think I've got this slide here , this is, , historically kind of how we built out the platform All of our content category to date is d e i, it's designed to be kind of greenfield or, , anyone can join , what our clients do is they decide, , we're gonna deploy this, , across our company everybody's invited from senior leadership to individual contributors and managers, everything in between.

Or they oftentimes will segment it and say, Hey, we want to do this with a group of people, individuals, individual contributors we wanna create a cohort that's focused on them, but it's designed to kind of go up and down with inside the organization and left to And there's some strategy in how you deploy it, for sure We consult you on that as part of the Train the trainer program , we are also with these scenarios building out tracks.

there's an individual contributor track, there's a manager level track, and then there's a senior level track , and again, today's was a little bit generic, intentionally just to create a, create a scenario for you all to participate in , but you can imagine, , for a safety training, you'd have that for field representatives that are out, , in the field, maybe working with clients or working on site , , obviously the leadership team wouldn't necessarily go into those trainings , a question is data collected, I think you hit on this.

Let's reiterate, is data collected from feedback submitted in the chats slash submissions? Yeah let me just show you, let me finish the training, , real quick as if the, we had just had that discussion this is just gonna , , finish up the, the training let's say this, that we've held space for the conversation, we hit next, , Quan's gonna come back and just quickly, , just close this out Thank you for your time and participation today.

We hope you enjoyed the experience and gained insight from your peers Anonymous data from this session may be shared and aggregate with your company to help them better understand how they can serve you and achieve the collective goals of the organization No personally identifiable information is collected at any time To that end, we have one final set of questions that will appear on your phone in just a moment to help us improve these learning experiences Once you hit submit, you're free to go.

Thank you again Please enjoy the rest of your day When I hit next here, you're phones are all gonna update to what we call closing questions And this is demogra, this is net promoter, , did you the training? Did you the trainer? , and then it's also demographic self id each time everybody completes one of these, it does have a user ID for you.

it gets cataloged as , user 8, 5, 7 a, b, whatever , obviously it's not tied to you We have no idea who you are , but everything that you did during the session, including your chats, including, , how you responded to this, in this case, the scenarios as well as how you answered the demographic self ID is gonna be tied together in a, in a user, , , sort of a, a line if you will Now, we will report on that back to the client, but we don't, there's thresholds that we have to hit in order to report on certain demographic data.

if you're the only transgender person in the room, or you're the only black person with a disability, or you're the, you're the only white person with, , with, with these characteristics, , we don't report back on that and say, a hundred percent of the trans women or the a hundred percent of the trans people in the room said X there's certain thresholds that we have to reach in order to do the demographic, , data, but here we can now come back to you and say, Hey, , here's some really interesting data based on, , the, the feedback that we've gotten , now again, we don't cookie your phone, if you did another one of these in a week, we wouldn't know who you are You have to answer all these questions again , that's a great question and sort of ties it together with the closing of this, with what we call closing questions.

, another question I can see that came in is how are the in-house facilitators chosen? we have sort of a recruiting guide, , that will help you select high potential, , , candidates high, , high, , high, , , , , the candidates for this , traditionally with our D e I content, we would say you should probably have somebody that's familiar with d e i content that helps facilitate these trainings They don't have to be an expert, they don't even have to be a facilitator , and we will kind of hold their hand, get them ready to go do these trainings as we move out into other training content categories safety, compliance, , , , whatever, insert the, it lowers the bar that more people can do it because d e I feels a little scary to people sometimes , but generally the idea behind this is if people wanna do it, they could do it, ? if you had a sales training inside of our training platform, your sales training leader , or sorry, your sales leader should be able to facilitate a session, the whole idea is that they're kind of kits.

think of it as a conversation kit , and you can just go deploy it and then you get the data, , and Natalie, I'll jump in just my knowledge of the platform, that's really powerful as part of the idea is lowering the bar a bit, meaning, Yeah, Who are you gonna have to train these trainings on your own? The idea of translator has been, let's, let's take some of that lift more people can do it and keep it at a high quality and caliber it, that's this, what, what did I call it? Once facil scalable facilitation, , , , I think that's really important Yep I'm just, 'cause we're kind of , I've got, we've got time for a few more questions, but I'm gonna put this up on the screen you have our contact information, , , Craig and I, , , partnered on this particular scenario.

, feel free to reach out to either one of us, , and we'll kind of get you in the system and, and help you understand how you could build these or how Craig could help you build some of these specifically for your organization , but we still have a few minutes , if there's any other questions, Craig, that came through or any other comments that you have as I kind of, , Somebody, somebody said communication is key I agree with that And I think there was one more comment.

The scenario training are amazing and I can use them after exit interview or entry interview just some other scenarios of, of where people's minds are Yeah, a big use case for this is we've done the r and d to bring this to market this we did very quickly in the last week and just full transparency built the scenario, but the buildup to this has been months and the buildup to the platform has been years we've been building this whole system for quite some time.

it's, , it's, it's road tested , but what we've discovered talking to our clients is that, , this in particular for new hire training, new hire onboarding where you've got cohorts of employees joining your organization and they've got a very, , they've got a training that they want to do, , that maybe they're putting people into e-learning by the way if you onboard an employee and then give them e-learning, it's not the most personalized experience, ? But if you can put them into these formats where they can get to know other peers, , this idea of peer-to-peer learning, , , 'cause it's gonna help them create better relationships and help them create engagement from the get go As opposed to, Hey, here's three hours of, , e-learning to go watch Which by the way, this doesn't replace e-learning.

It sort of sits on top of your, your learning roadmap in a lot of ways imagine your client, your employees still have to go through e-learning l m Ss, but then now you can sort of pepper these in on top of it to help kind of, , create a more cohesive learning experience Yeah , there was one something that came through, but I'll say real quickly, I was thinking about this , Natalie and I, , have done some work together and one of those was, we presented South by Southwest in 2021, I believe.

And if anything about South by Southwest, you're given a room, you show up, you don't know who's coming And we did a live experience and I can, I was sitting there going, how is this gonna trans, , transit to the audience? And I couldn't believe we had these complete strangers It was the most random section possible And by the end, a really powerful conversation happened I think that was, , , just sharing a personal story, somebody said this platform can be used for literally anything in an organization, much potential for a company.

, exclamation point Yeah Co and Time , but yeah, I agree Look, , the whole point is that you can now do whatever you want with this platform.

, and hopefully this was helpful for you all Hopefully you all learned something today I appreciate your time , thank you for being part of this launch , , on behalf of the translator team, I just say thank you, , connect with me on LinkedIn, send me an email.

, but , I appreciate the opportunity to, to be in this relationship and, , looking forward to more conversations And Craig, I'll just hand it to you to close out Hey, Same thing Thank you much for spending some time with us You can be a lot of places you were here.

I'm really grateful I got to be with all of you, Natalie, , as always amazing to partner and I hope this, this brought some value thank you everybody..

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