Recorded Webinar

Transcript

[00:00:00] Laura Mastrorocco: Hello and welcome. If you're just connecting, we're delighted to have you here with us. My name's Laura Mastarocco. My role today is that of producer, so I'm here to make sure that things run smoothly from a technical standpoint.

[00:00:15] Laura Mastrorocco: I am going to turn things over to the fabulous Layton Boyd.

[00:00:20] Layton Boyd: Thank you so much, Laura, for that beautiful introduction. Go ahead, before I get started with the questions and the slides, if you can, in the chat, put why you're here today.

[00:00:31] Layton Boyd: What are you looking for today?

[00:00:41] Layton Boyd: So the reason why I ask that question is because a lot of people are not able to answer why they are here. Some people might have come for looking for more information. Some people might need guidance in the HRDEI field. Some people might need help in development and other reasons, but put whatever reasons you have.

[00:00:56] Layton Boyd: Look at there we have.

[00:00:58] Laura Mastrorocco: Yeah, we have coming in best [00:01:00] practices for coaching. Want to learn more about group coaching? The employee life cycle experience. Yes, HR is changing so fast. So true. Jonathan says revamping our career coaching program, and Jonathan is interested in the benefits of group coaching, and we have Wilbert wanting to create a better employee experience for their organization. Melody is looking for any additional information. Yes, good help is always good to have. And to explore how group coaching can add to my organization. Frank is looking for best practices. Thank you, Jessica. Jessica's here to support us.

[00:01:42] Layton Boyd: Moving forward and getting things started, I want to go ahead and tell you that PILOT was founded to help everyone feel powerful at work.

[00:01:50] Layton Boyd: We show participants how to use self reflection, solicit and accept feedback, advocate for themselves, and take effective action in their organizations. [00:02:00] This is done through four methods of learning. As you see there, group coaching, individual reflection, executive fireside chats, one-on-one manager feedback technology enabled group coaching where participants are broken into groups or cohorts to help to begin their PILOT de development journey.

[00:02:18] Layton Boyd: That individual reflection activities can be done asynchronous synchronously on their time and on any device. Executive fireside chats, which gives participants access to higher level executives to learn the rules of work. And those one-on-ones which fe which actually feature. future focused manager feedback sessions, where both the manager and the employee focus on development objectives and aspirations, which help to actually strengthen that relationship.

[00:02:47] Layton Boyd: I'm going to that next slide here. I wanted to go ahead and pull up here that plus one of you agree that if you have more more involvement with your manager that you would be able to, have [00:03:00] more engagement through your whole team. So if you agree with this here that Gallup has said, put a plus one here.

[00:03:06] Layton Boyd: The journey an employee takes with your organization. It includes every interaction that happens along the employee life cycle, plus the experience that involves an employee's role, workspace, manager, and well being. This is what an employee experience is. So it seems like we all are in agreeance. So since we all do agree we do have a couple of things that we went over and actually studied the butterfly effect.

[00:03:30] Layton Boyd: Voluntary turnover cost U. S. has, it's about 1 trillion. That's how much a U. S. businesses cost when it comes to turnover. 1 trillion. Did you hear that? And a lot of this is due to not prioritizing the employee experience. Let's talk about it. What is it that we can do to improve the employee experience and save your company some of the turnover costs?

[00:03:55] Layton Boyd: I'm glad you asked. So, some of the things that we see here, if we're going down [00:04:00] the actual slide, leadership doesn't prioritize employee experience, frictions arise, creating bad employee experience, employee engagement and productivity decline, retention plummets, companies face 50 percent to 200 percent cost of employee turnover and the voluntary cost.

[00:04:16] Layton Boyd: Again this is not made up. This is something that most companies have to deal with on a regular basis because attrition and all of that, that plays a part in this. McKinsey actually conducted a 10 minute online survey with 604 full time and part time employees. On this next slide here, it actually shows that those living in the U.S. working at small to mid sized businesses, whether that be 20 to 500 employees, and they're aged between 18 and 75 years old. They've summarized the results in this article. That money can't buy your employees. Ha. Loyalty. The research sample included 65% of the active workers, 35% of the set [00:05:00] sedentary workers and active workers work on the front line of their business while the sedentary workers are at the desk for majority of their workday.

[00:05:07] Layton Boyd: The survey also segmented by employees who work fully remote, 90% and fully on site. A hybrid. So fully onsite, fully remote, and hybrid made up Those percentages. Overall job stability and performing meaningful work were cited as the two most important reasons why employees continue to stay at their companies.

[00:05:28] Layton Boyd: So here are four components that McKinsey actually recommends to create an exceptional human-centered employee work experience. So at PILOT, we actually can address each of these elements in our group coaching and employee development. Looking here those. are going to be broke down into each individual one.

[00:05:49] Layton Boyd: McKinsey & Company say that prioritizing social interactions is one of the main things. Well, here at PILOT, we actually do group coaching, that group coaching element. We pull together a [00:06:00] cohort of 15 to 30 employees to go through the program together, and they can be a group based on diversity, emerging leaders, or new employees, high potential employees.

[00:06:10] Layton Boyd: These cohorts experience the program together and can work together as they grow. So I'd actually like to share a quick sample from one of our sessions with Coach Ayanna Colston. You'll hear her talk about lending with your, leading with your head and your heart and your gut, as well as figuring out how to establish workability on the horse, helicopter, or the jet, which come from our management leadership and power sessions.

[00:06:33] Layton Boyd: As you listen, let me know in the chat what resonates with you the most. and don't hesitate to hold back. Let us know.

[00:06:41] Video: I want us to be leading constantly with our head, heart, and guts. We might have one portion that we lean into more than anything else, but that's a really important part. So when I lead with my head, and again, think of these as integrated to make up a whole leader. I'm thinking about strategy. My brain is working differently with cognition.[00:07:00]

[00:07:00] Video: I'm thinking things all the way through, and developing a different point of view about something. When I'm thinking with my heart, which again, I tend to sometimes have a heart that's splattered wide open, and I'm thinking about how am I processing the emotion of what happened? Yeah, I can deal with what happened, but how does it feel to be passed up for a promotion?

[00:07:21] Video: If I'm leading somebody on a team, how would that feel if I know that they've given their most? How do I create trust and balance and compassion? And then the final part here is guts. How do I think about things that are more intuitive and internal? Like, who am I in my identity and the way that I lead?

[00:07:38] Video: So I am a woman of color. How does that play out in the way that I lead? That's a part of my identity, my self preservation. What boundaries do I want to have if I'm in a certain position? And how do I make tough decisions? So that's where we can focus. When I think about this slide we're talking about managing at three levels of thinking and doing. I'll give an example [00:08:00] in a minute about McDonald's, but I want you to just take a quick look at this and identify where are you managing today? I see a few of you have people management, and that's all good. So where are we managing today? Are we managing at the jet, the helicopter, or the horse?

[00:08:15] Video: So I'm going to start at the top and go down. When I'm managing at a jet level, it's about strategy and standards. At the helicopter level, it's about, how do we do oversight and inspection of what's happening? And if I'm managing at the horse level, how do we take a look at alignment and adherence?

[00:08:33] Layton Boyd: Excellent. So if you see what she was saying, and if you were listening and understanding and grasping she's awesome at what she does. An amazing coach. PILOT's group coach sessions are monthly group calls held on Zoom. So they're virtual with a professional certified coach like Ayana, they guide the session based on extensive research and experience in the market, PILOT has created an award winning content program that [00:09:00] empowers employees to take ownership of their careers, be impactful, work efficiently, advocate for themselves, partner with their managers, own their inclusion, and keep growing.

[00:09:11] Layton Boyd: Isn't it amazing how we've seen those things work together there? Looking here. Speaking of growing, Mackenzie actually says that the second piece of advice to create an excellent employee experience is to give them room to grow. So with PILOT, we focus on employee self reflection. We create a space for quick, bite sized activities that encourage employees to reflect inward on how they embody or could embody the key elements of the weekly theme.

[00:09:39] Layton Boyd: So we coach them on how to solicit feedback from their managers and colleagues, support them when they need to advocate for themselves, and encourage them to take action that positively impacts their careers. Here, let me show you how. I'm showing you a real live video. in session [00:10:00] template here on this next slide.

[00:10:04] Layton Boyd: And this slide shows how it works. So it shows that the weekly survey will be tied to a monthly theme, less than 10 minutes to complete, mobile friendly. And reminders and positive reinforcement will be sent out. PILOT actually guides them through the process of developing these capabilities by emailing them a simple online survey, again that can complete in 10 minutes from your phone, from your tablet, from your laptop, wherever employees also get automated reminders to keep them on track along with an email with notes.

[00:10:34] Layton Boyd: from their survey responses and positive reinforcement to keep them engaged. So those that were worried about engagement, this is how we keep them engaged. This is part of what makes PILOT so effective. It has a really high adoption because we meet your employees where they are and leverage the tools that are already being used by the business, email, text, zoom, et cetera for frictionless experience. So PILOT's flexibility and [00:11:00] intuitiveness actually is crucial for lower and average performers who have the time, they have to make the time and we make it easy to be engaged and to engage them so that you have full participation as well as high performers who are actually the least likely to get development because they're so focused on their day to day work.

[00:11:19] Layton Boyd: Looking at this next slide, let's see how this activity can impact someone going through PILOT. So this is Caitlin. She's an account executive with MetLife, which means she's on the road all the time. Typically, you would think that this would make her job really difficult to complete the program, but Caitlin sees it differently.

[00:11:38] Layton Boyd: See, you can see here that PILOT's bite sized format makes it incredibly easy and quick for Caitlin to take the focus on her personal growth. So easy, in fact, that she actually said that she can easily complete the self reflection activity from her car if she arrives to a scheduled meeting early.

[00:11:54] Layton Boyd: We hear this a lot from participants. And this has helped us to stop the, oh, I got to run to the next meeting mentality and [00:12:00] creates a habit that forces them to stop, look in the mirror and actually think about what it is that they want. So if that's something that you agree with there, put it in the plus one, put a plus one in the channel here just to make sure that you guys are still with me here.

[00:12:15] Layton Boyd: Yes. Yes. I love it. Love the participation. So next up.

[00:12:22] Laura Mastrorocco: Can I interrupt one second? I just wanted to share, I had an opportunity to meet with one of the alumni who had gone through the PILOT session. This was like a month or so ago. And the thing that she talked about that was most profound, she said, just what you said about the bite sized pieces.

[00:12:45] Laura Mastrorocco: She said it wasn't like a big commitment or a big time commitment for her, but she said the takeaway was huge, and these little bite size tasks that we assign [00:13:00] each month. Each time she got one, it was profound for her. It was life changing. And she had talked about not only did she apply these things in her professional life, but also in her private life, in her personal life.

[00:13:18] Laura Mastrorocco: And and the one thing she said, I asked her if she would be interested in going through the program again. She said 100%. She said the only thing she would do differently is she said she skipped a few of those activities, and she regrets skipping them because now she sees the value of them. So anyway, I just wanted to share that.

[00:13:40] Laura Mastrorocco: Yeah, I spoke to someone who had, who experienced just what you have on the screen here.

[00:13:46] Layton Boyd: Yes. And this is great because I'm someone that talks to people every day regarding how the actual program can affect them, how it impacts. I had someone tell me that this was something that was turnkey, so simple.

[00:13:59] Layton Boyd: She took [00:14:00] maternity leave and came back and it still was running the way it needed to run to develop her team. I've also heard that, when actually being into this program, a lot of people are scared to speak up. A lot of people are scared to advocate for the things that are right. Not saying to be the ram in the bush, but the person to actually say, hey, I don't understand this because it seems like a lot of jobs, they kind of fought you for asking questions or fought you for being inquisitive.

[00:14:26] Layton Boyd: If you've ever experienced that put a plus one in the chat if you've ever felt scared to even say anything about, whether it be pay whether it be promotional experiences promotional opportunities anything.

[00:14:38] Layton Boyd: Next up from McKinsey's number three, personalize relationships and avoid transactions. Now, oftentimes, especially in those larger organizations, employees feel detached from their executives and don't get much time to interact with them. They also don't get to learn how they get to point in their career, how they got to the point in their career.

[00:14:59] Layton Boyd: This has [00:15:00] just been compounded with remote work, so all of that, you're not being able to interact with people without the water cooler, coffee break, or popping into your co worker's office to say, Hey, I'm just here to see ya, that does take effect. It's all too easy for work to become transactional.

[00:15:14] Layton Boyd: So it's almost like gig work. At PILOT, we create opportunities for program participants to engage and build relationships with their executives so that they may talk to them and actually get the experience because a lot of the people that are in these chats they normally wouldn't talk to.

[00:15:30] Layton Boyd: This is where our Executive Fireside Chats come in. Looking at this next slide here, with Executive Fireside Chats, we can dive into what this actually is. We flatten the organization for that one hour when an executive joins the members to talk about their live, lived experience, wisdom, and insight.

[00:15:50] Layton Boyd: Overall, The course of the program, it shows you that we help your identity. We have to identify multiple executives from different divisions of the business, different [00:16:00] geographies or different demographs. What this means is that our crew provides white glove support to ensure your executives are comfortable and that they're prepared to the sessions we take care of.

[00:16:11] Layton Boyd: Everything. We take care of the planning, the facilitation, including the assessment beforehand to get to know the executive and the topics they're covered, a prep call that almost like, it's like media training to help them feel effective when they're speaking and to familiarize themselves with who they're talking to and the technology we'll be using sending a profile about the person, about the group that actually be there so that the person who is speaking can address what we're like, Life employees are experiencing there, and we take care of all the logistics and production for the whole call.

[00:16:43] Layton Boyd: So there's also a live Q& A during the executive chats, which balances storytelling and best practices with real hard hitting questions and vulnerability. So it really tears down that wall, and it allows you to be able to talk. Next up.

[00:16:59] Laura Mastrorocco: [00:17:00] Before you move on, can I jump in and talk about Fireside Chat for just a second?

[00:17:04] Layton Boyd: Yes.

[00:17:04] Laura Mastrorocco: I was in a session yesterday with an executive who really allowed his authentic self into the session. He was very vulnerable and the people in the session, the members, were so touched by his vulnerability. This was real world. And so I feel like in so many of these fireside chats, they're my favorite.

[00:17:28] Laura Mastrorocco: I love them. It's just like sitting with a cup of coffee around, around a bonfire having just a very personal chat. And the thing that It like makes the executive more human, right? It makes, they're just a regular person. And so from that standpoint the members, the people in the fireside chats, they walk away with such nuggets of wisdom, but also with this connection and this new networking, opportunity for them with this executive.

[00:17:58] Laura Mastrorocco: So they're really cool [00:18:00] on so many levels.

[00:18:00] Layton Boyd: Oh yes, definitely being able to talk to someone like a CEO of a company and having them actually speak with you for an hour giving you real life experiences. Something that tears down that wall to where you feel like you're building a real relationship within the company.

[00:18:14] Laura Mastrorocco: Yeah, totally. So what else do you have for us?

[00:18:17] Layton Boyd: That actually brings us to our next point here, which is the actual create sustainability working model, sustainable working models. In McKinsey's great attrition research, they found that employees rated three elements of employee experience as the most equally important reasons for recent leaving a job.

[00:18:34] Layton Boyd: So the reason why they left. Not having a caring leader. having sustainable work expectations, and a lack of career development and advancing in the company. Those are three things that speak out in every situation when a person is leaving. So at PILOT, we actually address all three of these elements with our one to one, future focused manager feedback.

[00:18:58] Layton Boyd: So often, feedback, [00:19:00] if it is given, is focused on performance through and throughput. But our one on one future focus manager feedback is an opportunity to help our participants grow their relationship with their managers. So it's not just learning about yourself, it's not just learning about the manager, it's learning about both.

[00:19:19] Layton Boyd: This helps so that way when you work with employees the managers are able to create a space for true development by creating that relationship. Because if you learn together, you grow together. Looking at this next slide here.

[00:19:31] Laura Mastrorocco: Layton, before we move on, there was an ask in the chat if you could repeat the reasons for leaving a job.

[00:19:38] Laura Mastrorocco: I think, Connie, is that what you were asking for? The reasons for leaving a job?

[00:19:43] Layton Boyd: Okay, yeah, I'll go right back to it. So, with creating sustainable working models, McKenzie says that great attrition research says that they, that the three most elements that are equally and equally important to the whole [00:20:00] thing on why they left and the reasons why they recently left a job are not having caring leaders, having sustainable work expectations, and a lack of career development and advancement potential.

[00:20:14] Layton Boyd: Basically saying they don't have people who care. They don't have the expectations that helps them feel powerful at work, and they have a lack of career development and not able to move up within the company. And here at PILOT, we actually address all three of those by creating a space where you can, where the employee actually gets to speak with the manager and build that relationship.

[00:20:35] Layton Boyd: Based off those three things, we don't, we never want our employees to feel that way. We would definitely want the employees to go through our program to feel empowered. We want them to have that relationship with their managers so that they can continue to develop and grow.

[00:20:50] Layton Boyd: If you could click play, there should be some animation here. This here is the just how it comes to your screen when we're actually [00:21:00] doing the program. It comes in and says, Hey, a powerful start. You see the one to one focus manager feedback starts with activity for managers. You can see here that the type of information the manager fills out about the member in the cohort, something that can be used well beyond the PILOT program to continue development and growth.

[00:21:19] Layton Boyd: It's just outlining, it gives an overview. It's real simple to go through. The survey helps to create a framework for one to one meeting between the member and their manager, giving them direction and context for the whole conversation. And see there it says the six months, it plans it out, keeps everything on track to keep engagement.

[00:21:42] Layton Boyd: So once the manager completes the activity, PILOT formats the content so it can be shared with the member to help them prepare for their one to one conversation. You'll see here that Gallup has found that employees who have had development conversations with their managers in the last six months have actually been more likely to stay [00:22:00] and be more likely to engage.

[00:22:01] Layton Boyd: It's because they're taking the time to see that someone is invested in their development.

[00:22:07] Laura Mastrorocco: This looks so easy to follow.

[00:22:09] Layton Boyd: Yes, super easy is actually can be picked up on the phone, the tablet any smart device that you do have. This is something that is able to have quick answers. It only it takes anywhere from 10 or under 10 or less to get done. And see here at PILOT, we've noticed that an average of 33 percent have increased in the percentage those that actually have graduated.

[00:22:34] Layton Boyd: They say that their managers show a genuine interest in their aspirations after they completed the program. So not only are they finding a way to stay engaged, but it's helping their managers to see the high potential there, you see? So it helps to actually grow that career here.

[00:22:53] Laura Mastrorocco: So I'm just wondering in the chat, who would like to see a better relationship with their [00:23:00] manager?

[00:23:00] Layton Boyd: You can throw a plus one if you're with me there. Yes, very important.

[00:23:07] Layton Boyd: Who wouldn't? You'd be surprised. No, I'm just playing. We definitely would love to see more relationships, better relationships, stronger relationships, and genuine relationships. Mine's good for a change. As I said, that 33 percent increase there. Could you go to the next slide for me there?

[00:23:28] Laura Mastrorocco: Yeah so this just shows the feedback that the manager has to deal with to, to address their their direct report, right?

[00:23:36] Layton Boyd: Yes.

[00:23:38] Layton Boyd: And that's what I was reading probably got ahead of myself with the 33 percent increase in the percentage of PILOT graduates who say that their managers show a genuine interest in their aspirations after they complete the growth. Also, let's see, yep, that's the one we just covered. Also, when PILOT participants complete our six month program, [00:24:00] they will take with them many skills that they can use in their careers today, and for many years to help them be successful.

[00:24:07] Layton Boyd: To recognize this accomplishment, We actually give our participants completion certificates and badges so that they can share them and their accomplishments with their team. We regularly see graduates posting to their social media sites. What you're seeing here are actual social media posts from program graduates at organizations like Diageo.

[00:24:27] Layton Boyd: Oh no, you're not seeing that yet. Yeah, so companies and organizations like Diageo, S&P Global, CARFAX, their vibrancy shows, what they've learned and what they achieve with PILOT. It gets our crew excited to see how the PILOT program continues to change people's perspectives and career trajectories.

[00:24:47] Layton Boyd: That those are some of the posts right there that I was speaking about that kind of show, how they feel on LinkedIn. You'll see a bunch of our clients actually posting like, Hey, I did it. Congratulations. And it is really, it really builds a lot [00:25:00] of hype and expectation around the program to where others are wanting to participate.

[00:25:04] Layton Boyd: They want to know how they can grow as well. This continues to change people's perspectives and career trajectories, and it gets their internal champions really excited about the impact of our program. This can help literally with every professional organization and can help in every position as a whole.

[00:25:24] Layton Boyd: Going to the next one, more specifically 80 percent of PILOT cohorts graduate they have actually shared that they intend to stay with their employer for at least two more years. This is significantly higher than the industry average of only about 60 percent who intend to stay.

[00:25:41] Layton Boyd: Let's talk a bit about some of the percentages and some of the results that we do have here. This is how we measure success. This data is across all of our customers. PILOT's program is leading the industry in a number of different areas. Satisfaction. We [00:26:00] exceed the industry benchmark of 80 percent by 6 percentage points.

[00:26:03] Layton Boyd: Customer satisfaction or CSAT surveys are taken after every interaction during the PILOT program and contribute to this overall satisfaction rating. Product usage. Because PILOT cohort members are engaged, they exhibit higher product usage than industry benchmark at 78%. Notably, this far exceeds typical L& D online product usage of only 10 percent to 15%.

[00:26:31] Layton Boyd: Third, competency growth areas. As we talked about earlier, we focus on inward reflection, soliciting feedback, self advocacy and taking action. We repeatedly observe growth in all four of these areas. Number four, the perception. Over 80 percent of cohort members believe that their colleagues would benefit from going through this program and nearly every member has felt valued by their company after being selected for the program.[00:27:00]

[00:27:00] Layton Boyd: So circling back to our original question, is group coaching to answer the answer to a better employee experience and increased retention? You tell me, let me know in the chat.

[00:27:14] Layton Boyd: So Yeah, is the answer. So why PILOT? I'm glad you asked. PILOT, a positive employee experience directly affects your company's bottom line. Employees want to be seen and valued through development, feedback, connections, and growth. PILOT gives professionals the tools that they need to advocate for themselves, be impactful, and efficient, and own their careers as well.

[00:27:40] Layton Boyd: Let's take a step further and hear what our team is learning from organizations just like you. I can speak to that. I actually did an interview with one of our cohorts. Or graduates of a cohort who actually went from, I think her level was just a customer service agent. And now she's over all transactions and billing.

[00:27:59] Layton Boyd: [00:28:00] She actually told me that the impact of the program helped her to get the position she's in now. So the group coaching, the self reflection, the advocating for self. All of those things that she started to exhibit after going through that first cohort and session that she went through that helped her to get that new position.

[00:28:16] Layton Boyd: So now she's able to teach others and it's something that was a plug and play for their department. Now she's over that and she's making more people go through the program, which is even better. So that's some of the things that we've heard. We've also heard that a lot of people are losing employees due to just employees quiet quitting.

[00:28:33] Layton Boyd: Why do they quiet quit? They quiet quit because of the four of the three reasons that we covered earlier where they didn't feel valued, they didn't feel like anyone was taking time to develop them, and they didn't have a relationship with their manager. So these things are things that we hear across the board. Other than that, I will say that from a personal experience, I had to go through PILOT as a member just starting out, didn't [00:29:00] know really, I got to ask the question, what is it that you want from a job? And it stunned me. I'm not really sure what I want from a job, not so many people are actually able to answer that when they're asked on the spot.

[00:29:13] Layton Boyd: So that kind of helped me to be able to develop and learn there. The differences between group coaching and how it's and the one on ones is group coaching takes time to develop each person individually, but as well as a group, because sometimes when you have someone that has the when you have people that are doing the same thing that you are and building a relationship, As you grow together, as you learn together, you can help move the company in growth.

[00:29:41] Layton Boyd: You can grow together. So it shows that someone is experiencing the same thing that you are. In the one to ones, most times when you're having a coaching session, in a regular coaching session, you're taking time to talk with a manager. You're learning about your numbers, your analytics. KPI's, except the things that are to help you [00:30:00] while you're, developing on your journey.

[00:30:02] Layton Boyd: But what we do differently here at PILOT is, ask your manager sometimes about what it is that they're looking to do. What aspirations might they have moving forward? Because it usually is a situation where it's not more of a dialogue. It's more so one person talking to another person as in a setting of behind the desk.

[00:30:21] Layton Boyd: So if we remove the desk and you have that conversation, we're all at the same level. You're able to speak, you're able to talk, you're able to understand what's going on. Some future webinars that we'll be holding, both of which are eligible for HRCI and SHRM credits. So definitely keep staying in contact with us.

[00:30:39] Layton Boyd: Looks like June 14th at 1pm optimizing L& D programs for hybrid and remote employees, how PILOT meets employees where they are, and an exclusive development experience. You'll see in the chat there, there's where you can register for that one as well.

[00:30:55] Layton Boyd: Let's see. And I'll have one more there in a [00:31:00] second.

[00:31:00] Layton Boyd: These are the crew in our sales team. I am a part of this. I am the SDR. We have Josh Young, who is a strategic account executive, and Jeff Wahlberg, who is also our strategic account executive. These are the people that will provide more information and can provide more information about anything that it is that we're doing.

[00:31:18] Layton Boyd: If you would like to reach out to me on LinkedIn, you can do let's see, get that LinkedIn there. Also, you can, if you scan this here QR code that's here, that actually can take you to our page, which gets you to where you can schedule time. If you'd like the recording, we are sending the recording out, so no worry.

[00:31:39] Laura Mastrorocco: And Layton, before we close out, are there any other questions among the group? Anything that you'd like further clarification on or more information? You can feel free to drop those in the chat.

[00:31:53] Layton Boyd: Yes any questions, drop any questions that you do have in the chat about group coaching, one to one experiences, [00:32:00] etc.

[00:32:01] Layton Boyd: And don't forget, if you would like to attend more, we will be sharing these on LinkedIn.

[00:32:05] Layton Boyd: There it is. Connect with me, talk with me. If you enjoyed this, please put a plus one. I definitely enjoyed talking with you. I feel like I wanted more time with you guys, you know? Anytime, anytime, and the recordings will be sent. So if you see any type of communication coming from me, it will be from Layton from PILOT.

[00:32:23] Layton Boyd: We're reaching out, especially for those that were in the chat, definitely would love to hear more about how we can help. We do have visual aids that Josh and Jeff can both send your way to help you out. And we even are doing info calls as well as demos. You can join those at any time as well, too.

[00:32:39] Laura Mastrorocco: Yeah, and I can't emphasize enough, those two upcoming webinars that we have, that I dropped the links in the chat, they're both going to be so juicy, so beefy. And so feel free to register for either of those, even if you can't make it at those times or those dates, if you register for them, we'll send you the recording of the [00:33:00] session.

[00:33:00] Laura Mastrorocco: Really good stuff. And with that from the whole PILOT crew, thanks so much for joining us. And we'll look forward to talking with you down the line.

[00:33:11] Layton Boyd: Definitely. Take care.