Recorded Webinar

Transcript

[00:00:00] Josh Young: I'm Josh Young. I head up strategic partnerships on the East Coast for PILOT. I spend a majority of my time evangelizing PILOT to organizations working with L& D, learning and development, DEI, talent management, and talent development teams.

[00:00:18] Josh Young: I want to learn about their challenges, their goals, their objectives, all the initiatives that they're working on where we could potentially align with that. Outside of work, I have three kids. I was just talking to Helen about seven year old, five year old and three year old, so I'm kind of in the thick of it.

[00:00:37] Josh Young: Nice to meet everyone.

[00:00:41] Helen Fong: Josh, it's good to hear about you too. . Josh, what are we doing today?

[00:00:45] Josh Young: Yeah, so a lot of the, a lot of the conversations that I've been having of late have focused on succession strategy, right? So building a pipeline of future leaders.

[00:00:56] Josh Young: Most companies have this kind of figured out at the top of the house, [00:01:00] so like C suite down to director level. But Often they lack the capacity and the resources to replicate that at lower levels within the org. So that's where PILOT can be of great help. So today I want to show you how PILOT's group coaching can elevate high performers at lower levels in the organization. And what I'm going to hope to do is walk through some portions of our program that you can use to build the type of leadership skills that prepares these high potential individuals for their next role.

[00:01:40] Josh Young: And with that Helen, can you go back one? Sorry. Okay. Thank you. So what we've done with PILOT, right, we've taken the one to one coaching model and it's often provided at the top of the house, right? And we built a model that HR can scale. So we combine [00:02:00] that with research, right? The research says that only 1 percent of salary employees really ever get one to one coaching or mentoring in a formal sense over their entire career.

[00:02:11] Josh Young: So PILOT is a six month career development program that takes a comprehensive approach to learning and growth. It's cohort driven and it's built on four core learning modalities that support professional development. And these four are individual reflection activities. which are done one time a week, and they're 10 minutes in length.

[00:02:34] Josh Young: They can be accessed anywhere with an internet connection, so mobile, tablet computer, etc. We try to meet people in the flow of work to make it easy to access, participate, engage. And then you have group coaching, right? This is one time a month. These are 60 minutes in length. They're hosted by a pilot group of three, so we'll have a host, a producer, and a certified coach.

[00:02:59] Josh Young: And the [00:03:00] portions of the program are done to provide valuable introspection and guidance. And then we round out the program with skilled mentoring through Kind of what we call fireside chats. And these are three 60 minute sessions over a six month period. I'll talk about those in detail when we go through the demonstration here in a second.

[00:03:21] Josh Young: But what we overall want to do with this program is hone in on four core competencies, career competencies, and that's fostering inward reflections, soliciting feedback, self advocating for yourself. And then we encourage proactive steps, if you will, for personal and professional growth. Helen, if you can go to the next slide, please.

[00:03:45] Josh Young: I get asked a lot about who we work with, right? So we work with companies that are big and small, everything from like fashion designers to finance to sales to insurance. And we have a wide composite of employees [00:04:00] that have gone through our program. We've won several awards in the space, including top HR product of the year by HR executive magazine, and we're certified diverse owned business.

[00:04:11] Josh Young: And then the next question I get is what type of impact does PILOT have? And in terms of results, what's the impact, right? We believe at PILOT, this isn't something you just check the box and deliver, right? We want it to be of value to our customers, to the participants that go through the program.

[00:04:31] Josh Young: So first of all, we want to make sure that the employee feels invested in. Right? So my company sees me, they're, they hear me, they're doing something about it. And then second, we're helping to really get them to prioritize their development. I mentioned it earlier, we make it easy to access. Within the flow of work, we have time appropriate activities.

[00:04:52] Josh Young: We also have, if you miss a session, we're also nudging you and providing you with a recap of [00:05:00] what was discussed. And then so we empower them to speak up as well, to advocate for themselves, right? And I think a lot of organizations today are now going back to the office, but for a majority of the past two, three years, we've had remote and hybrid, right?

[00:05:19] Josh Young: In a remote context, you can't really see if someone's struggling because you don't sit next to them. So how do you create like a meaningful connection? And, that's how we get people to connect with a PILOT. They're going through a shareable experience with their cohort sense of camaraderie and shared experience through development.

[00:05:40] Josh Young: And then the percentages down here, we have customer satisfaction, and this is a standard measurement of happiness with a product or service. We collect the feedback after every interaction that the employees have with the program. 100 percent being great. And then 0 percent being terrible. [00:06:00] And it's done via a survey at the end of each activity.

[00:06:03] Josh Young: So the reflection activities, group coaching, fireside chats, and feedback with the manager and the participants rate their experience on a scale from very unsatisfied to very satisfied. There's a benchmark of 80%, which is the gold standard. and currently we're sitting at 91%. We're very proud of that.

[00:06:23] Josh Young: We're always trying to get that up too. But the intent to stay is very high after participants go through the program. 80 percent say that they prefer to stay with the organization two, two plus years. And that's simply because, like we were talking about earlier, they feel invested in, they feel valued by their company for them being able to go through a program like PILOT.

[00:06:43] Josh Young: And then we have a 33 percent increase of, oh, I'm sorry program usage which, a lot of programs get bought. but they're not really used and PILOT's monthly average usage is 73 percent. So we're really, we're doing great with that. And then [00:07:00] the MPS benchmark for SAS is on a negative 52 to a negative 100 on a 100 scale category and we're at a 52.

[00:07:08] Josh Young: So with PILOT's program, we're doing a lot of the right things. We always take feedback from our customers and then we roll that back into the product to make it better. And what I'm going to go over today is I'm going to talk about four core functions of our program. I'm going to go through the curriculum, PILOT's group coaching model the manager feedback portion, and then the executive fireside chats.

[00:07:36] Josh Young: And I'll go into detail as we move on throughout the demonstration. But I do want to point out, like Helen noted earlier, in terms of the chat. Please, if you have any questions as we go through this, put them in the chat and we'll do our best to notice that and answer. Thank you, Helen. All right, I'm going to share my screen real quick. All right. [00:08:00] I'm going to play a quick video because I think this is very powerful in terms of what the participants get out of going through the PILOT program. And instead of hearing that from me, I'll let you hear it from our customers.

[00:08:14] [Video]: I was very, daunted and intimidated by chatting with, you know, being in meetings with people three, four, five levels above my analyst role.

[00:08:23] [Video]: It was very intimidating, but PILOT helped me realize that it's not about title at the end of the day. You can still take responsibility and ownership over your work and still work within your space to gain influence to achieve results, ultimately. Through PILOT being able to learn the, professional development and how to make my needs and wants heard.

[00:08:44] [Video]: I was able to have a conversation with my directing manager and thankfully because of those conversations and because of PILOT, my title changed. So I went from the Community Engagement Strategist to Social Media Content and Engagement Manager within a matter of six months. And now I have this [00:09:00] framework of how do I work with my team to understand what needs they have?

[00:09:04] [Video]: You know, how can I help them work more efficiently? And it's been a unique kind of questions or series of self reflection that I've gone through in PILOT and actually taking that same type of reflection on how I'm working for my team to make sure their needs are getting met and that they're able to work effectively.

[00:09:21] [Video]: PILOT enhanced that for me. It's to learn. Do and then teach and then just keep repeating that and then you will get better and better at the things that you are doing. I'm telling you, if you're not your biggest champion, no one will be your biggest champion. Even if others believe in you, you can believe in yourself and advocate and champion for yourself.

[00:09:41] [Video]: It goes to the wayside. So the result, uh, I am happier. I have. I'm boosting my confidence. I have more challenge going out of my comfort zone, but it's, I'm okay with that. So thank you very much.

[00:09:58] Josh Young: That's awesome. I just think it's [00:10:00] very good representation of what our mission is at PILOT, and that's to help everyone or make everyone feel powerful at work.

[00:10:09] Josh Young: You own your career. Here's where it starts. Let's think about it. Let's put it in action and go forward. So that is Video, and I'm going to move on to the curriculum. So like I was talking about earlier, there's four core competencies that we really want to harp on here and improve.

[00:10:32] Josh Young: They're the actions that we want someone to take, to mimic, or to be like. So inward reflection. right? Do you slow down? Do you take pause with yourself? We ask powerful questions that it's almost like getting them to look in the mirror and really take it in and like self reflect on how you feel about where you're at in your career.

[00:10:53] Josh Young: Do you function well from a workability standpoint? Things like that. And then, [00:11:00] Do you ask for feedback? Right? Because most of the engagement surveys we've seen, employees always want more feedback, but they don't understand that they can ask feedback from really anyone. So a coworker, a manager, family members, right?

[00:11:16] Josh Young: They never think that they can do that. So we're literally asking, them to think about, okay, I'm getting feedback to get better. And then self advocacy, right? One of the most predictive determinants of satisfaction in a career is self advocacy. So do you speak up for yourself? Do you ask for what you want or what you need?

[00:11:39] Josh Young: And then knowing versus doing, right? It's taking action. Knowing doesn't do us really any good unless you put that Knowing into action. So think of these like muscle groups, if you will, that you go to the gym to train, right? We believe that you have the ability and the power to change your circumstances and no one else is going to do [00:12:00] this, right?

[00:12:00] Josh Young: Through the PILOT program, we help unlock this potential from the participants and get them to understand that they control their own careers and ultimately their own destiny.

[00:12:13] Josh Young: The program topics that we cover, right? These are essentially the 80 20 of what most people need developmentally if they've never had formal coaching or mentoring, right? Everybody, every employee has different needs. And, our program focuses on the topics that apply to people who are client facing. Right? Back office or people that have been with the org for 18 years. These are all necessary skills that can be applied in every level of your career. For instance, you may be really good at upward management, right? But you're having difficulty or you're challenged with time management. So how can you get better at that?

[00:12:55] Josh Young: And then we're trying to challenge the individuals around these areas that we know from both [00:13:00] external research and our own experience from This program and from our CEO who is a executive coach in his own right that is proven to drive outcomes. But more importantly, there's broader research out there that, that says this is a tremendous impact on engagement, retention and performance.

[00:13:23] Josh Young: So we measure four key areas. And these are satisfaction with the program, right? I mentioned that earlier, our customer satisfaction uh, product usage, right? So are they actually using the product? And if so, how and what's that percentage? And then growth, are they growing in these four core competencies?

[00:13:45] Josh Young: And then at the end of that we're looking at how they perceive your company after being offered or chosen to go through a program like this. I'll do it. I'm going to do a quick story because I think this is pretty good [00:14:00] illustration. We worked with Viacom.

[00:14:09] Josh Young: She had a family because her was in sales and clients are all over the United States. So she was constantly flying and through the course of PILOT's program, she really thought about the fact that, Hey, I can self advocate for myself. So she actually approached her manager and had a one on one and sat down and said, Hey, I've got a family and my family is very important to me.

[00:14:33] Josh Young: Can we work out a deal to where I travel less? And turns out that she had had misread her manager because he was very family oriented as well. And they sat down and they came up with a new plan of where she could still work her territory, but be home more. So that's the power of self advocating for yourself.

[00:14:52] Josh Young: In talking about like a succession model too, which is what this is. helps to do for organizations. Had she not [00:15:00] had that conversation, she probably wouldn't be at the company. So they're missing out on a great key employee that is going to be a future leader at that organization.

[00:15:12] Josh Young: So, what are employees saying? I'm not going to read all of these, but I think it's important to point out like Jennifer Rosenberg down at the bottom middle, PILOT has provided me with tools and resources to help me in becoming a better leader.

[00:15:25] Josh Young: Program has held me accountable to take action and make time to focus on myself. It has also forced me to reflect and gather feedback to become a better me. which in essence will drive better business results. And again, this is something that's great for your career, right? But it's also great for life outside of work, right?

[00:15:46] Josh Young: So we can all self advocate and we can all, ask for feedback outside of work. It can be with your family, right? So we're all trying to get better in all areas of our life. And that's what PILOT helps to unlock.[00:16:00]

[00:16:01] Josh Young: Group coaching. This is professional group coaching as part of PILOT's methodology. And, here we're bringing employees in a cohort together to engage with an ICF certified coach in a virtual environment that's vibrant dynamic, and encourages participation. So it's proven that people do better when they're in a cohort model, right?

[00:16:24] Josh Young: There's deeper learning outcomes. There's positive peer pressure. There's network expansion. There's also a sense of belonging and connection that you get from sharing experiences with a group. These are one hour sessions that are hosted by a pilot crew of three, right? Certified coach, professional producer, and a host.

[00:16:45] Josh Young: All done over Zoom. We handle all of the logistics, facilitation, and scheduling with these, so it's very low lift for HR. And then if you happen to miss one of these sessions, What we'll [00:17:00] do is we'll provide a recap. It's usually 10 minutes versus a 60 minute session, because we realize that, if you're going to miss this and you're going to go back and watch a video, 60 minutes may be too long, right?

[00:17:12] Josh Young: So three, three minute videos that they can use to catch up on the key topics and points that were discussed. I'm going to let you experience a session real quick. So these are tight 60 minute sessions, like I just mentioned, and they're all, they all start on time, excuse me, and they'll end on time. And with each minute it's highly structured, right?

[00:17:40] Josh Young: So we're going to warm, we're always going to do a warm up and welcome, right? An icebreaker get everybody used to participating and speaking up. Then we'll have community agreements, right? And what these are is. These are how we want you to show up, what we expect from you during this coaching session as well as future [00:18:00] coaching sessions.

[00:18:02] Josh Young: And then we all have each theme has a big idea, right? So it centers around this idea where you share, share development plan that focuses on specific development objectives. And everyone goes through the same time and the same thing. Things like partnering with your manager, right?

[00:18:21] Josh Young: Workability, time management, focus. And then polls and group discussions that are used to get people to participate and engage throughout the course of this 60 minute session and then key distinctions, right? These are the mindsets, the definitions and the frameworks that the coaches use. to shift perspective of the core themes that you might have gone through the three weeks leading up to this and the individual reflection activities.

[00:18:52] Josh Young: So that a coach will help you look at things in a different light and then show you how to essentially apply that to[00:19:00]

[00:19:02] Josh Young: your work experiences in your current role right now. excuse me, I've got a throat thing today. And then breakout rooms, right? We'll put participants in breakout rooms throughout the course of the 60 minute program and get them collaborating, right? They're sharing their experiences, they're talking about their challenges that they're having, and some of these themes that they're talking about.

[00:19:26] Josh Young: So for instance, I went through this not too long ago, and we were working on workability, time management, and focus. And time management for me is it's challenging sometimes. So I can always looking to get better with that. And the other two in my breakout session, we're dealing with that as well, but from a different perspective, a different capacity, right?

[00:19:49] Josh Young: I'm in sales. They were in, I think, marketing. So what their time management looked like was different than mine, but we were all able to share in that shared experience [00:20:00] and kind of unpack that. From different perspectives. And then knowing versus doing, right? This is a key distinction because like I mentioned earlier, you can know something, but are you actually doing it?

[00:20:14] Josh Young: Are you actually putting it into practice? And that's one of the big things that we really want to focus on at PILOT, is knowing that you can do something, but actually do it. And I think this is a very good. Very good distinction and video from one of our coaches, Ian Acostian, that explains what I'm trying to talk about right now.

[00:20:36] Josh Young: So I'm going to play this real quick.

[00:20:40] [Video]: So before I go into this slide, let me give you a quick little riddle. Let's say, I have six brand new swimmers that are at the pool, right? It's summertime and six little swimmers, they all know how to swim there at the pool. Four of my swimmers decide to jump into the pool.

[00:20:55] [Video]: How many swimmers are left on the side of the pool? Just [00:21:00] scream it out. Too fast.

[00:21:08] [Video]: Two. All right. Unsure. Uhhuh. . Yep. Y'all are actually set me up. Four of them decided to jump in the pool. That means I have six left because they decided I didn't say four of them jumped in the pool. Language can be tricky. The reason I bring you this slide is because we know things, y'all know what to do at work.

[00:21:27] [Video]: You know how to do it. You know how to advocate, but you choose not to because, oh, they're gonna think that I, if I say that I need help, they're gonna think they hired the wrong person and I'm stupid. If I say that I want to move to something else, they're going to think that I'm ungrateful, right? So you know what you need, and I will always fight with people to say, I think most people have some idea of what they need, but they're afraid to say it because of the consequence.

[00:21:48] [Video]: So when you know something versus you do something, there's a gap, and there's a hole, and in that hole, the reason I think knowing versus doing exists is because of assumptions. I've been on trying to be healthier, and that [00:22:00] includes them.

[00:22:03] Josh Young: Yeah. So I just always thought that that was a very good distinction.

[00:22:06] Josh Young: And I got that question wrong the first time I had listened to it. So, um, but wrap up and feedback at the end. We'll talk about the key points that were discussed in the session and give some takeaways that the participants can go and think about, do a little bit of homework on their own if they want to.

[00:22:24] Josh Young: And then extra coaching Q and A, we'll leave, I think it's 10 minutes at the end of every program to where if you maybe not feel comfortable talking in front of the group, you can, if you have questions for the coach, this is a good time to come and do that. And they'll sit with you.

[00:22:42] Josh Young: These are the session recaps that I was talking about. So you'll get started, you'll go through three short videos. It'll take 10 minutes to complete.

[00:22:54] Josh Young: And then the impact, right? What are our customers say, right? That today's session involved a lot of open [00:23:00] discussion with other people, right? It's important that I not only say I'm going to take action, but that I actually set a timeline to do it. All right. Helen, you've experienced group coaching sessions, right?

[00:23:16] Josh Young: Can you give your take on some of the things that and takeaways that you've seen throughout these?

[00:23:23] Helen Fong: One of the things that I really resonate with is that it's not just the coach. It's everyone contributing and sharing ideas together and really helping each other too. And the accountability that within the organization, they start building their partnership and coming together and supporting each other.

[00:23:42] Helen Fong: So I, that's one of the things that I really enjoy seeing as we go through these group coaching sessions.

[00:23:49] Josh Young: That's awesome. Thank you. I know you sat through a lot of these, so it's a good deal.

[00:23:56] Josh Young: I'm going to move to now the manager feedback portion. [00:24:00] So how do we layer in managers to this program to help wrap it around in that 360 model, if you will?

[00:24:08] Josh Young: So these are future focused sessions with your manager, right? Yeah, you're, it's a platform for employees to seek guidance and talk about their career aspirations with their direct manager. Outside, I should mention it's outside of performance. So like performance is what happened in the past.

[00:24:26] Josh Young: This is what we're judging you on based on the KPIs, right? And then the development piece is totally separate, right? It's you know, what does Helen 2. 0 look like? And where does Helen want to go in her career? And how can I, as her manager, help her get there, right? So that's how we layer in the manager to this is to build that symbiotic relationship, make it stronger.

[00:24:52] Josh Young: So this aspect for four supports priority of fostering like a strong manager employee relationship, [00:25:00] facilitating career conversations, and then aligning individual development plans with organizational needs. So the manager experience.

[00:25:12] Josh Young: This is what they're going to go through. So they're really going through four steps, right? So they're going to attend a one hour group coaching session. They're going to learn about development and what they can do to support their employees that are going into this program and then provide feedback for employees via online assessment.

[00:25:34] Josh Young: So, what are Helen's strengths? How might Helen benefit from developing these skills over the next six months? And then what can I, as her manager, do to partner better with Helen throughout this next six months and going forward?

[00:25:56] Josh Young: So we're supporting essentially. [00:26:00] the developmental conversation. So we have PILOT EARS models, right? And these are really low lift because we give them the model and the structure to have these conversations if they've never had them before. right? So how do we set up a time to incorporate this into our one on ones?

[00:26:21] Josh Young: What does that look like? What does a developmental conversation versus a performance management conversation look like? So we give them that structure. They'll unpack that with a coach in that 60 minute session to better understand how they can do these things. And I'm going to play a quick blurb of this.

[00:26:40] Josh Young: Not the whole video because it's two minutes, but I think at this mark right here is pretty powerful. Excuse me.

[00:26:50] [Video]: Who could share something that came up in your room? Oh we had Ellie, John, Eric, and Lisa in our room, and we had a couple of themes that came [00:27:00] out. Some of it was very similar, Mike, to what you shared, but also we talked a little bit about just the empowerment it gives the manager to be able to step into more strategic roles.

[00:27:10] [Video]: Across the organization, not only just to help move the organization forward, but maybe it's also some of their personal interests. John Eric was mentioning how he's been able to get involved in pricing discussions and modeling for the big team. Something that maybe he wouldn't have previously been able to do if he was really supervising his folks.

[00:27:28] [Video]: We also talked about just building out the leadership team within Carfax. And then also a little bit about how it develops the next leaders so that when those of us on this call decide that we'd like to move along there's a little bit of succession planning that's gone on to help the companies succeed as we go forward.

[00:27:47] Josh Young: So those are some of the conversations that these managers are going to have within that group coaching session. And so they'll unpack that with the coach and it's designed to, create that space and that structure give [00:28:00] the manager's excuse to have these developmental conversations and then, engagement, right?

[00:28:05] Josh Young: Regular feedback and recognition can boost employee morale it motivates them and it improves the job satisfaction. So the the participant and manager connection, right? Everyone feels supported. They're encouraged to grow. Don't just take it from me, right? Here's a feedback report from Eleni, one of our customers, talking about the group coaching.

[00:28:34] [Video]: That is certainly helpful and useful as well. But from my ways of working, I think the best way was just every time I had my manager's attention, just to ask, Hey, this happened last week. Do you think I handled it right? Or is there, do you have any feedback on how I could have handled it better? And then slowly, slowly, I made small changes that resulted in a huge impact.

[00:28:53] [Video]: And having PILOT as an excuse to write it down was very, it was very helpful.

[00:28:58] Josh Young: Like I mentioned earlier, we're [00:29:00] all about promoting ways of perceiving where you sit in your current role and unlocking that thought process of, I can lead from any seat regardless of whether or not I'm a manager or I am an analyst, whatever that role within the organization looks like.

[00:29:19] Josh Young: You have the power to change that, and so with the group coaching, self reflection and manager feedback.

[00:29:28] Josh Young: So I'm going to move on to Fireside Chats here and This is how leaders can act as mentors at scale, right? So most places have unwritten rules of work, how people get ahead, how to get things done, how to get approvals, how to advocate and how to get visibility within the organization.

[00:29:52] Josh Young: And these are almost. always never written down. They're only openly talked about. So you're [00:30:00] told to go and ask for feedback, but how do you really do that? Where do you start? So our goal is to help suss that out. of multiple executives from a diversity of perspectives to give their insight. So their tips, their tricks, their best practices.

[00:30:19] Josh Young: And so this feature, it addresses the challenge of providing personalized mentorship to a large number of employees. Then it allows participants to gain perspectives from senior executives, so they benefit from their expertise and expand their professional networks. So preparation and support, right?

[00:30:38] Josh Young: This is done in a very structured way because we understand that executives, their time is precious, right? Their time is currency. So we'll get them to fill out a 20 minute kind of document asking them questions about, what is one milestone accomplishment or award from your career that you are most proud of, [00:31:00] right?

[00:31:00] Josh Young: And you'll see some of these questions over here. And then we put that into a nice biography. And then send that out to participants. So they'll understand who this executive is and what they're going to be talking about. It humanizes that connection before they even join the call. And then we'll work with the executive.

[00:31:22] Josh Young: To run them through a media prep, right? I mentioned earlier, we start on time, we end on time. And minute by minute, this is what the session is going to look like. So, they're prepared. They are not going to be handling anything that was outside of what this material covers. And then at the end, we'll allow them to take the floor and field questions from the group.

[00:31:50] Josh Young: And then again we host, we'll have a professional host, a coach and a producer.

[00:31:58] Josh Young: And Helen you've done a number of these [00:32:00] too, right? The Fireside Chats?

[00:32:03] Helen Fong: I have, yes.

[00:32:05] Josh Young: Can you just give me like a brief description of the executive experience? Do they like it? Do they have a good time? Are they prepared?

[00:32:14] Helen Fong: Yes, definitely. So I know PILOT does spend some time beforehand going over and preparing the speaker, maybe going over some things that would happen.

[00:32:23] Helen Fong: So the Fireside Speaker does come in prepared in terms of what to expect. And then the conversation really goes deeper. a couple of different ways, right? We start off with some quick fire questions to get to know the exact, as a person, questions like, are you a morning person? Are you a night owl or things like that?

[00:32:40] Helen Fong: Just real quick, rapid fire. And then it goes into more questions about their experience, different things that are related to PILOT topics. And then it really opens up the floor to people participants PILOT members to, to ask questions. And this is where it gets really fun and interesting. Because you get to hear from someone that is an exec at your [00:33:00] company that you may not always get to interact with, but you get to hear their story and the humanness of it.

[00:33:05] Helen Fong: Fireside chats are always leave me very inspired because you get to see and hear from the person behind this name. So yeah, I, I. I think that people get a lot out of it. And what I hear back from the execs that participate in this is that they get just as much out of it. So hearing from some people, the members of the PILOT community.

[00:33:24] Josh Young: Yeah, I was sitting in on one of these sessions the other day, and it was with a high level executive at Diageo, which is one of our customers. And I think it was the chief information officer that they decided to put on And like he was talking about his time management or his organization, and he's I use sticky notes.

[00:33:45] Josh Young: I put them on the side of my computer and I would have never pictured the CIO of a very large beverage company. distributor to put sticky notes on his computer. So that was [00:34:00] really interesting to hear like his method of organization and how he works best. So it's that insight that like Helen mentioned, humanizes that connection and provides that valuable information to be able to potentially use in your role in, in going forward.

[00:34:18] Josh Young: I'm going to throw, A video up here of an actual session that I think is very important. And this is actually the executive that I was talking about.

[00:34:31] [Video]: What really helps me is to do lists and old school to do lists offline piece of paper, pencil, tacked up to the side of my laptop or com computer monitor just so I can visually see what I have coming down the pike. And I'll take a yellow or orange highlighter and I'll cross things off as I get them done. That really helps me stay organized. My wife, on the [00:35:00] other hand has I think three different calendars for our life and.

[00:35:04] [Video]: You know, whenever I say, oh, we should, we should do this thing. Well, is it on the calendar? I'm like, okay, I gotta remember to put it on the, you know, those techniques, the techniques that people have in their lives. I always marvel at it because I'm just not wired that way. But I find that just the old school to do list is really helpful.

[00:35:22] Josh Young: We all have ways that we work best, right? So it's just good to hear different perspective, especially from someone that you look up to to tie up in the organization. And you think they have it all together, but, they're good at what they do, but they still have their simplistic methods of how they stay organized, their workability and time management and focus.

[00:35:43] Josh Young: So these are just really great sessions. And by far, one of the most popular. I would say parts of the program that we have, not only for the participants, but for the executives like Helen was talking about earlier. So, to wrap this [00:36:00] up with the curriculum, right, the self reflection, the fireside chats, and the manager feedback, we are able to scale this out.

[00:36:11] Josh Young: throughout the organization because it's more cost efficient, and we can impact a larger group versus a one on one type of situation. So it allows HR, L and DDEI teams to really kinda roll this out to lower levels within the organization, because you'll have and this is a frequent conversation too, is you'll have high potentials maybe in a, a mid-manager role or a lower level.

[00:36:45] Josh Young: Below mid manager that has high potential, right? You've identified them as emerging leader, but the programs that you have in place now within your learning and development ecosystem, if you will are not affordable [00:37:00] enough, or it's not as cost efficient to be able to roll that out through lower levels.

[00:37:05] Josh Young: So these are, while they're high potentials, high performers. they may not get that leadership skills in order to get up to the next level until they reach the certain level to gain those. So this is a really good way to funnel and scale down that one to one kind of coaching to the lower levels in the organization to impact those employees.

[00:37:30] Josh Young: And Helen, that's all that I was going to cover today.

[00:37:35] Josh Young: I would like to point out that we are having another webinar. We do things like this quite a bit. So if you're interested in future webinars we host these on a monthly basis.

[00:37:47] Josh Young: Sometimes with other organizations in partnership. Or sometimes like this through a demo of the features and functionality of our program and how that could apply to your organization, but [00:38:00] next month we're going to be hosting a learning lab part one, right? It's going to be expert advice from learning programs that generates real world action.

[00:38:09] Josh Young: So Pinar Flaherty and Rachel Crice. On October the 5th at 2pm we're going to unpack learner needs for real world action, designing programs that actually enable learners to take action and then have it building via learning experiences beyond. So there will be it's eligible for one hRCI or SHRM credit. So be sure if you're looking for information on how to roll out learning programs, I think this would be a really good resource and you can get your SHRM credit or SHRM certification as well.

[00:38:47] Helen Fong: Josh, I went ahead and put in a link in chat for people to click on to register or they can just use the QR code if that's more convenient here on the screen.

[00:38:56] Josh Young: Yeah, so we've got a QR code right here. And if you want [00:39:00] to connect with me, if you want to connect with Layton Boyd, who's on this call, if you want to connect with Helen we'd be happy to have additional conversations outside of this. And Layton is our, SDR manager. So he is probably going to be reaching out to you based on your participation in this webinar today.

[00:39:22] Josh Young: So, look for Layton. He's a charming gentleman and be sure to just give him a response. That would be awesome. But other than that, we've really enjoyed everyone participating and showing up today. Again, if you have questions, give me a shout. My email is right there. Or you can connect with me on LinkedIn.

[00:39:48] Helen Fong: All right. Well, thank you everyone for your time today. I hope that you all have a very powerful day for the rest of today and the week. So thanks again, everyone, for your time. I hope to see you in a future session [00:40:00] or in a demo with both Josh or Layton. They both put contact information in chat for you two to jot down.

[00:40:06] Helen Fong: So thanks again for participating in today's session. Have a great rest of your day.

[00:40:10] Josh Young: Thank you.