Description of the video:
WEBVTT 1 00:00:00.000 --> 00:00:02.120 (Kim Goad) Good afternoon, and welcome. 2 00:00:02.120 --> 00:00:05.720 I'm Kim Goad, executive director at Kelley Executive Education. 3 00:00:05.720 --> 00:00:08.360 Up next in our webinar series is a conversation 4 00:00:08.360 --> 00:00:11.480 between Kelley faculty members Carolyn Goerner and Wendy 5 00:00:11.480 --> 00:00:14.960 Pottgen, who are the instructors in the Leading Change program 6 00:00:14.960 --> 00:00:17.160 in our Leading with AI series. 7 00:00:17.160 --> 00:00:19.040 In this discussion, Wendy and Carolyn 8 00:00:19.040 --> 00:00:24.080 share how leaders can navigate change as a deeply human process 9 00:00:24.080 --> 00:00:26.320 while using AI as a practical partner 10 00:00:26.320 --> 00:00:30.400 to strengthen strategy, reduce busywork, and better support 11 00:00:30.400 --> 00:00:31.720 their teams. 12 00:00:31.720 --> 00:00:34.620 From stakeholder alignment to building trust and empathy, 13 00:00:34.620 --> 00:00:37.240 this conversation offers a thoughtful look 14 00:00:37.240 --> 00:00:39.360 at what it really takes to lead change effectively 15 00:00:39.360 --> 00:00:41.120 in today's environment. 16 00:00:41.120 --> 00:00:43.920 To dive deeper into this topic, we invite you to consider 17 00:00:43.920 --> 00:00:46.840 joining their live virtual program on December 3rd 18 00:00:46.840 --> 00:00:48.040 and 10th. 19 00:00:48.040 --> 00:00:49.960 More details are provided in the webinar. 20 00:00:49.960 --> 00:00:51.840 And in a follow up email. 21 00:00:51.840 --> 00:00:54.460 Thank you for being here and enjoy the conversation. 22 00:00:54.460 --> 00:00:57.385 [music playing] 23 00:00:57.385 --> 00:01:04.190 24 00:01:04.190 --> 00:01:06.670 (Carolyn Goerner) Wendy, let's start with a big picture 25 00:01:06.670 --> 00:01:08.550 on organizational change. 26 00:01:08.550 --> 00:01:12.430 So as someone comes into this Leading with AI 27 00:01:12.430 --> 00:01:16.150 org-change class, what are some of the big ideas 28 00:01:16.150 --> 00:01:18.110 that they're first going to encounter? 29 00:01:18.110 --> 00:01:21.130 (Wendy Pottgen) Well, let's start with a "duh moment." 30 00:01:21.130 --> 00:01:23.790 Change is given and change is happening 31 00:01:23.790 --> 00:01:25.610 every day in our organizations. 32 00:01:25.610 --> 00:01:27.930 For some people, it's energizing. 33 00:01:27.930 --> 00:01:29.650 For some people, it's terrifying. 34 00:01:29.650 --> 00:01:34.390 Small change, big change, multiple changes at once. 35 00:01:34.390 --> 00:01:39.230 So I think one of the big ideas we have to start with is that. 36 00:01:39.230 --> 00:01:42.530 And each person approaches change differently, 37 00:01:42.530 --> 00:01:45.770 both leading change and being impacted by change. 38 00:01:45.770 --> 00:01:48.690 We have to recognize the human part of that. 39 00:01:48.690 --> 00:01:53.230 So I think that's a first big takeaway. 40 00:01:53.230 --> 00:01:57.010 Part of this also is getting AI involved in this. 41 00:01:57.010 --> 00:02:00.660 The irony here is that AI could be 42 00:02:00.660 --> 00:02:02.900 the change we're talking about. 43 00:02:02.900 --> 00:02:05.700 For many organizations, that is the case. 44 00:02:05.700 --> 00:02:08.900 But in this course, it's about how 45 00:02:08.900 --> 00:02:11.780 AI can be a member of your change management team 46 00:02:11.780 --> 00:02:13.620 and how it can help. 47 00:02:13.620 --> 00:02:16.440 That's really the big thought for this class 48 00:02:16.440 --> 00:02:21.900 and working together from all of our different backgrounds 49 00:02:21.900 --> 00:02:25.180 to get different approaches to change. 50 00:02:25.180 --> 00:02:28.200 (Carolyn) So it sounds like from what you're describing, 51 00:02:28.200 --> 00:02:30.220 one of the hardest parts is getting everybody 52 00:02:30.220 --> 00:02:34.220 to change in the same direction. 53 00:02:34.220 --> 00:02:37.660 That pivot is different for folks, and then the direction 54 00:02:37.660 --> 00:02:39.180 in which they're pivoting. 55 00:02:39.180 --> 00:02:42.420 So what are some things philosophically 56 00:02:42.420 --> 00:02:45.460 that I as a change leader, need to be aware of? 57 00:02:45.460 --> 00:02:48.740 (Wendy) Yeah, it starts back with understanding 58 00:02:48.740 --> 00:02:50.180 your stakeholders. 59 00:02:50.180 --> 00:02:52.120 Who's who? 60 00:02:52.120 --> 00:02:53.980 What's what? what do they care about? 61 00:02:53.980 --> 00:02:58.100 There's a significant amount of work as a change leader 62 00:02:58.100 --> 00:03:01.390 you need to do to figure out the players. 63 00:03:01.390 --> 00:03:03.630 So it goes back to stakeholder theory. 64 00:03:03.630 --> 00:03:05.610 If we've got somebody who's in high power 65 00:03:05.610 --> 00:03:08.497 and highly interested, how do we manage that person 66 00:03:08.497 --> 00:03:10.330 versus somebody who's high power and doesn't 67 00:03:10.330 --> 00:03:11.890 seem to be interested? 68 00:03:11.890 --> 00:03:14.710 We need to manage people in different ways. 69 00:03:14.710 --> 00:03:17.470 And in order to do so, we have to have a strategy for it. 70 00:03:17.470 --> 00:03:20.530 So I think it really starts there. 71 00:03:20.530 --> 00:03:25.770 It's also recognizing that it takes humans to enact change, 72 00:03:25.770 --> 00:03:27.830 and humans are "humany"-- 73 00:03:27.830 --> 00:03:28.610 [giggles] 74 00:03:28.610 --> 00:03:30.530 That's not a technical term. 75 00:03:30.530 --> 00:03:34.050 But each of us have a different profile and background 76 00:03:34.050 --> 00:03:35.550 as it relates to change. 77 00:03:35.550 --> 00:03:39.970 And we come to work each day not wanting to upset the apple cart, 78 00:03:39.970 --> 00:03:42.830 not wanting to have our day go bad. 79 00:03:42.830 --> 00:03:45.910 So we manage from a place of safety. 80 00:03:45.910 --> 00:03:49.430 And that often doesn't get us to the point of change. 81 00:03:49.430 --> 00:03:52.650 And then I think the third thing I want to share here... 82 00:03:52.650 --> 00:03:55.890 I might be exaggerating here. 83 00:03:55.890 --> 00:04:01.490 But when you are leading change, 99% of your energy 84 00:04:01.490 --> 00:04:04.590 goes to the project, the project, the project, 85 00:04:04.590 --> 00:04:06.330 the project. 86 00:04:06.330 --> 00:04:10.810 And we don't leave energy for the implementation and execution 87 00:04:10.810 --> 00:04:12.130 of the project. 88 00:04:12.130 --> 00:04:14.030 And when we find ourselves in that place, 89 00:04:14.030 --> 00:04:16.610 then no change has existed at all. 90 00:04:16.610 --> 00:04:24.922 And so we have to find ways to build in space for more energy. 91 00:04:24.922 --> 00:04:27.130 (Carolyn) And for energy for things that isn't always 92 00:04:27.130 --> 00:04:28.290 tangible. 93 00:04:28.290 --> 00:04:30.670 I can see the project moving forward. 94 00:04:30.670 --> 00:04:35.530 I can see the project timeline being... but I don't have, 95 00:04:35.530 --> 00:04:38.630 from what you're saying, the same timeline for people. 96 00:04:38.630 --> 00:04:39.650 (Wendy) Correct. 97 00:04:39.650 --> 00:04:41.850 Because each person is going to need a little bit 98 00:04:41.850 --> 00:04:43.470 different of a timeline. 99 00:04:43.470 --> 00:04:47.970 But the amount of projects that don't move forward 100 00:04:47.970 --> 00:04:51.970 because we haven't considered change management, that 101 00:04:51.970 --> 00:04:54.850 is a much larger number than we want to admit. 102 00:04:54.850 --> 00:04:58.280 (Carolyn) So this is, I love your explanation that this is 103 00:04:58.280 --> 00:05:00.260 a deeply "humany" process. 104 00:05:00.260 --> 00:05:04.720 And by the way, I think that is a word, so we're going with it. 105 00:05:04.720 --> 00:05:09.220 But based on that, how does AI become a part of the strategy? 106 00:05:09.220 --> 00:05:10.920 It seems counterintuitive. 107 00:05:10.920 --> 00:05:12.520 (Wendy) Yeah. 108 00:05:12.520 --> 00:05:15.520 People also have different comfort levels with AI. 109 00:05:15.520 --> 00:05:17.820 I'll admit, when I first started using it, 110 00:05:17.820 --> 00:05:19.560 I was of the camp of like, well, I 111 00:05:19.560 --> 00:05:23.160 don't want this to be doing my thinking for me. 112 00:05:23.160 --> 00:05:24.780 I am important. 113 00:05:24.780 --> 00:05:26.440 I have things to share. 114 00:05:26.440 --> 00:05:27.300 Guess what? 115 00:05:27.300 --> 00:05:30.080 I am still important, and I still have things to share. 116 00:05:30.080 --> 00:05:33.040 But AI is a different team member 117 00:05:33.040 --> 00:05:36.720 as it helps us move the project forward. 118 00:05:36.720 --> 00:05:40.400 You can spend far less time doing the busy work 119 00:05:40.400 --> 00:05:42.360 of creating documents. 120 00:05:42.360 --> 00:05:46.240 You can spend far less time creating templates. 121 00:05:46.240 --> 00:05:49.920 Because you can get your AI partner to do that for you. 122 00:05:49.920 --> 00:05:53.680 The other thing you can do, is get your AI partner 123 00:05:53.680 --> 00:05:56.310 to argue with you. 124 00:05:56.310 --> 00:05:59.370 Get your AI partner to tell you what you think, 125 00:05:59.370 --> 00:06:01.870 what it thinks the biggest risk to this project is 126 00:06:01.870 --> 00:06:04.830 and help you create a strategy. 127 00:06:04.830 --> 00:06:06.130 Can your brain do that? 128 00:06:06.130 --> 00:06:06.910 Absolutely. 129 00:06:06.910 --> 00:06:10.110 But it takes up a lot of your brain power to do it. 130 00:06:10.110 --> 00:06:14.370 I think what we see is that AI can take part of that work 131 00:06:14.370 --> 00:06:17.630 so that you can focus on the two things 132 00:06:17.630 --> 00:06:20.850 that we need to help the humans with, which is empathy, 133 00:06:20.850 --> 00:06:25.050 we need to be empathetic to the humans, and building trust. 134 00:06:25.050 --> 00:06:26.875 AI can't do that part. 135 00:06:26.875 --> 00:06:28.750 (Carolyn) But it sounds like it could help us 136 00:06:28.750 --> 00:06:30.990 figure out barriers to empathy or barriers 137 00:06:30.990 --> 00:06:33.050 to trust from the way you're describing it? 138 00:06:33.050 --> 00:06:36.570 (Wendy) Sure, one of my favorite things about it is I have bias. 139 00:06:36.570 --> 00:06:38.030 We all have bias. 140 00:06:38.030 --> 00:06:40.630 I have professional trauma from projects 141 00:06:40.630 --> 00:06:43.950 that didn't move forward, which may 142 00:06:43.950 --> 00:06:46.310 cause me to make different decisions on how 143 00:06:46.310 --> 00:06:48.670 to do change management. 144 00:06:48.670 --> 00:06:54.210 By having an AI tool, I ask it to again, argue with me. 145 00:06:54.210 --> 00:06:57.460 Show me the holes in my logic. 146 00:06:57.460 --> 00:07:00.240 What are the benefits of the way I'm doing this? 147 00:07:00.240 --> 00:07:01.940 What am I missing? 148 00:07:01.940 --> 00:07:05.800 So it is, I don't want to say it's unbiased. 149 00:07:05.800 --> 00:07:07.120 It's got its own bias. 150 00:07:07.120 --> 00:07:10.620 But the way that I ask it questions helps me. 151 00:07:10.620 --> 00:07:14.080 Be my biggest competitor, out in the field. 152 00:07:14.080 --> 00:07:16.500 If I'm trying to drive innovative change, 153 00:07:16.500 --> 00:07:18.940 what are my competitors doing? 154 00:07:18.940 --> 00:07:21.460 If it's continuous change, how can I 155 00:07:21.460 --> 00:07:24.720 make this so that it's not so painful every time? 156 00:07:24.720 --> 00:07:27.580 If it's episodic change, it can bring out 157 00:07:27.580 --> 00:07:31.020 a whole change management framework for you, 158 00:07:31.020 --> 00:07:32.740 and you get to work from it. 159 00:07:32.740 --> 00:07:37.700 (Carolyn) So how do people react when you say to them, 160 00:07:37.700 --> 00:07:40.780 "I am working very hard on your change management plan, 161 00:07:40.780 --> 00:07:44.740 and here is my AI team member." 162 00:07:44.740 --> 00:07:47.220 Are there misconceptions about what that might be? 163 00:07:47.220 --> 00:07:50.860 (Wendy) Sure, the misconceptions are more from people's own bias, 164 00:07:50.860 --> 00:07:53.140 as it relates to using AI. 165 00:07:53.140 --> 00:07:55.370 And we're working through it. 166 00:07:55.370 --> 00:07:56.370 It's new. 167 00:07:56.370 --> 00:08:00.390 We may have started from a place of fear, then we may have gone, 168 00:08:00.390 --> 00:08:02.510 "Oh my goodness, this is amazing," 169 00:08:02.510 --> 00:08:06.750 and we're still finding that tipping point part. 170 00:08:06.750 --> 00:08:10.790 So we may go from not using it all to using it way too much, 171 00:08:10.790 --> 00:08:14.930 and we're going to arrive at the right place. 172 00:08:14.930 --> 00:08:17.030 People's reactions are a little different. 173 00:08:17.030 --> 00:08:20.690 But it's based on their own perception and use of AI. 174 00:08:20.690 --> 00:08:23.810 My mom's perception of AI is what 175 00:08:23.810 --> 00:08:26.730 she's hearing on the news about AI, 176 00:08:26.730 --> 00:08:29.210 either for good or not for good. 177 00:08:29.210 --> 00:08:30.690 When I show her some of the things 178 00:08:30.690 --> 00:08:34.490 that I've been able to do to help prepare myself for meetings 179 00:08:34.490 --> 00:08:37.510 or to help me build a communication plan, 180 00:08:37.510 --> 00:08:39.350 she's amazed by it. 181 00:08:39.350 --> 00:08:43.110 So I love that there are people out there, even in their 80s, 182 00:08:43.110 --> 00:08:46.730 who are willing to take a look at this and see how it works 183 00:08:46.730 --> 00:08:50.610 for them, but it's a "your mileage may vary." 184 00:08:50.610 --> 00:08:54.000 (Carolyn) What do you think surprises your mom the most? 185 00:08:54.000 --> 00:08:57.680 (Wendy) That AI isn't a villain. 186 00:08:57.680 --> 00:09:01.280 That AI can be used in a positive way. 187 00:09:01.280 --> 00:09:05.460 If the humans using the AI is using it in a positive way. 188 00:09:05.460 --> 00:09:09.840 It's not-- there are certainly elements of it that are out 189 00:09:09.840 --> 00:09:13.000 of our control, but as leaders, what we have to do 190 00:09:13.000 --> 00:09:15.440 is harness it for good. 191 00:09:15.440 --> 00:09:18.000 Harness it for the positive things. 192 00:09:18.000 --> 00:09:21.620 And we're learning it. 193 00:09:21.620 --> 00:09:22.980 We're in process with it. 194 00:09:22.980 --> 00:09:25.680 So if, depending on where you sit 195 00:09:25.680 --> 00:09:28.220 with AI will be how you walk into that class. 196 00:09:28.220 --> 00:09:31.160 Maybe you walk out with a different opinion. 197 00:09:31.160 --> 00:09:36.200 Yeah, but no matter what, if we're not engaging with AI, 198 00:09:36.200 --> 00:09:38.200 we will be left behind. 199 00:09:38.200 --> 00:09:44.880 And we will be using resources in a way that isn't 200 00:09:44.880 --> 00:09:46.960 the best use of the resources. 201 00:09:46.960 --> 00:09:49.540 Do I say, "Hey, here's my AI friend." 202 00:09:49.540 --> 00:09:52.770 I don't necessarily say that, but I'm also honest. 203 00:09:52.770 --> 00:09:54.610 If I use AI to help me with something, 204 00:09:54.610 --> 00:09:56.130 it's part of the learning process. 205 00:09:56.130 --> 00:09:56.610 (Carolyn) Got it. 206 00:09:56.610 --> 00:09:56.910 (Wendy) Yeah. 207 00:09:56.910 --> 00:09:57.830 (Carolyn) Got it. 208 00:09:57.830 --> 00:10:01.310 So what kind of person do you think will get the most out 209 00:10:01.310 --> 00:10:04.070 of being a part of your class? 210 00:10:04.070 --> 00:10:07.950 (Wendy) Curious, somebody who's curious. 211 00:10:07.950 --> 00:10:11.950 I like to say that I sit in the middle of people and process, 212 00:10:11.950 --> 00:10:13.650 right in the cross section of that. 213 00:10:13.650 --> 00:10:15.990 We have people who are very process focused. 214 00:10:15.990 --> 00:10:18.050 They're really good at change management, 215 00:10:18.050 --> 00:10:20.575 but not necessarily the people part of that. 216 00:10:20.575 --> 00:10:21.950 If you've got somebody who's only 217 00:10:21.950 --> 00:10:25.290 focused on the people part of it, you miss out on the process. 218 00:10:25.290 --> 00:10:28.390 I think this class sits right at the intersection of it. 219 00:10:28.390 --> 00:10:30.990 And I hope that the takeaway for people 220 00:10:30.990 --> 00:10:33.470 is that they can practice something that's 221 00:10:33.470 --> 00:10:35.370 outside of their comfort zone. 222 00:10:35.370 --> 00:10:38.890 For people who need process, we will talk about frameworks. 223 00:10:38.890 --> 00:10:43.710 We will talk about things like Kotter's 8-Step Model, 224 00:10:43.710 --> 00:10:48.390 the ADKAR Model, the Unfreeze, Change, Refreeze Model. 225 00:10:48.390 --> 00:10:49.890 (Carolyn) Can't do it without Lewin. 226 00:10:49.890 --> 00:10:50.598 [Carolyn giggles] 227 00:10:50.598 --> 00:10:55.020 I sometimes get asked, what's the best model to use? 228 00:10:55.020 --> 00:10:57.715 And I say, the one that you'll use. 229 00:10:57.715 --> 00:10:58.340 (Carolyn) Amen. 230 00:10:58.340 --> 00:10:59.000 (Wendy) Right? 231 00:10:59.000 --> 00:10:59.380 (Carolyn) Amen. 232 00:10:59.380 --> 00:11:01.540 Some projects don't call for an eight-step model. 233 00:11:01.540 --> 00:11:02.082 (Carolyn) No. 234 00:11:02.082 --> 00:11:04.060 (Wendy) Some call for a three-step model. 235 00:11:04.060 --> 00:11:07.500 But don't treat a three-step model project 236 00:11:07.500 --> 00:11:09.940 with an eight-step model and vice versa. 237 00:11:09.940 --> 00:11:11.372 People get worn out. 238 00:11:11.372 --> 00:11:12.580 (Carolyn) So it's very much-- 239 00:11:12.580 --> 00:11:15.740 much like with AI, it's about choosing the right tool 240 00:11:15.740 --> 00:11:16.780 for the job. 241 00:11:16.780 --> 00:11:20.140 So it sounds like the class gets to focus on 242 00:11:20.140 --> 00:11:22.140 what is your change initiative? 243 00:11:22.140 --> 00:11:26.740 What does it need in terms of frameworks, thinking, 244 00:11:26.740 --> 00:11:29.640 and an AI team member's input? 245 00:11:29.640 --> 00:11:30.220 (Wendy) Yes. 246 00:11:30.220 --> 00:11:33.900 (Carolyn) And so folks will then leave with an understanding of 247 00:11:33.900 --> 00:11:35.780 how to-- 248 00:11:35.780 --> 00:11:38.118 I don't know whether to say attack or embrace-- 249 00:11:38.118 --> 00:11:38.660 (Wendy) Yes-- 250 00:11:38.660 --> 00:11:39.740 (Carolyn) their project-- 251 00:11:39.740 --> 00:11:40.540 252 00:11:40.540 --> 00:11:44.580 iIn a new way and have some ways to try some new things 253 00:11:44.580 --> 00:11:45.560 and see what happens. 254 00:11:45.560 --> 00:11:46.102 (Wendy) Yeah. 255 00:11:46.102 --> 00:11:51.580 I think anytime we as leaders have the opportunity 256 00:11:51.580 --> 00:11:56.000 to try out a new tool, build a new muscle, we need to take it. 257 00:11:56.000 --> 00:12:00.500 We are welcoming early-career people into our companies. 258 00:12:00.500 --> 00:12:03.298 They're graduating from schools far and wide. 259 00:12:03.298 --> 00:12:04.840 How are we going to prepare for them? 260 00:12:04.840 --> 00:12:07.960 They might know more about this than we do, 261 00:12:07.960 --> 00:12:09.840 and we have to accept that. 262 00:12:09.840 --> 00:12:13.560 And so how can we use our team members to the best advantage? 263 00:12:13.560 --> 00:12:15.620 This is one of the ways we can do it too. 264 00:12:15.620 --> 00:12:17.100 (Carolyn) So is there a way that I 265 00:12:17.100 --> 00:12:19.700 could create-- so let's say that I have a team that 266 00:12:19.700 --> 00:12:23.300 is undergoing change, and I have a few of these really 267 00:12:23.300 --> 00:12:24.620 smart newbies. 268 00:12:24.620 --> 00:12:26.300 And I have some folks whose hair is 269 00:12:26.300 --> 00:12:30.960 closer to color than mine that are perhaps a little skeptical. 270 00:12:30.960 --> 00:12:33.540 And then I have some wonderful, curious, creative folks 271 00:12:33.540 --> 00:12:34.740 in between. 272 00:12:34.740 --> 00:12:41.740 How would I use AI to reach each of those parts of my team? 273 00:12:41.740 --> 00:12:43.380 (Wendy) Yeah, great question. 274 00:12:43.380 --> 00:12:47.620 I would go into AI and describe my team as exactly that. 275 00:12:47.620 --> 00:12:51.870 Using the right kind of prompts in AI is everything. 276 00:12:51.870 --> 00:12:54.130 If you're using it as an extension of Google 277 00:12:54.130 --> 00:12:56.950 to be a search tool, I mean, that's one way you can use it. 278 00:12:56.950 --> 00:12:59.990 But really, when you give it context and a challenge, 279 00:12:59.990 --> 00:13:01.870 it's- it- it eats it up. 280 00:13:01.870 --> 00:13:06.850 Like, literally it eats it up, and it can help you see things 281 00:13:06.850 --> 00:13:07.950 within each of those. 282 00:13:07.950 --> 00:13:09.890 So you might learn how you have to talk 283 00:13:09.890 --> 00:13:12.130 to your early-career professionals who 284 00:13:12.130 --> 00:13:15.310 come in with a technical understanding of this, 285 00:13:15.310 --> 00:13:17.170 but maybe not the context. 286 00:13:17.170 --> 00:13:19.730 And then your more seasoned employees 287 00:13:19.730 --> 00:13:23.490 who have all of the context but might be afraid of the tool 288 00:13:23.490 --> 00:13:24.770 or of the change. 289 00:13:24.770 --> 00:13:29.610 Because I'm used to doing my job this way and I'm tired, 290 00:13:29.610 --> 00:13:32.450 and this is going to take a lot of energy from me. 291 00:13:32.450 --> 00:13:36.890 So I can have AI help me with that from a management 292 00:13:36.890 --> 00:13:38.593 and leadership perspective. 293 00:13:38.593 --> 00:13:39.510 (Carolyn) I love that. 294 00:13:39.510 --> 00:13:40.052 (Wendy) Yeah. 295 00:13:40.052 --> 00:13:42.290 (Carolyn) So it sounds like my best use of the course 296 00:13:42.290 --> 00:13:46.290 as a student would be to come in with an idea for a change 297 00:13:46.290 --> 00:13:48.870 initiative and work through that. 298 00:13:48.870 --> 00:13:49.700 Is that accurate? 299 00:13:49.700 --> 00:13:51.200 (Wendy) I would say that is accurate 300 00:13:51.200 --> 00:13:53.880 because the benefit is also learning from other people's 301 00:13:53.880 --> 00:13:54.860 change initiatives. 302 00:13:54.860 --> 00:13:57.180 We know some things are more confidential than not. 303 00:13:57.180 --> 00:13:58.740 You have to decide what to bring. 304 00:13:58.740 --> 00:14:00.760 But the benefit of this class is you 305 00:14:00.760 --> 00:14:02.720 bringing a real-world problem. 306 00:14:02.720 --> 00:14:04.860 It doesn't matter how big or small it is. 307 00:14:04.860 --> 00:14:09.460 If it's enough for you, bring it in, and let's practice it. 308 00:14:09.460 --> 00:14:10.680 Let's work through it. 309 00:14:10.680 --> 00:14:12.623 And let's try some things. 310 00:14:12.623 --> 00:14:13.540 (Carolyn) I love that. 311 00:14:13.540 --> 00:14:14.060 (Wendy) Yeah. 312 00:14:14.060 --> 00:14:15.518 (Carolyn) I think one of the things 313 00:14:15.518 --> 00:14:17.240 I like the most about this class format 314 00:14:17.240 --> 00:14:19.520 is that it really does encourage people 315 00:14:19.520 --> 00:14:23.680 to take what they're learning back into their own environment. 316 00:14:23.680 --> 00:14:27.780 And say, it's kind of like being able to test drive a car, 317 00:14:27.780 --> 00:14:29.840 but for a longer period of time. 318 00:14:29.840 --> 00:14:31.760 How do I make this work? 319 00:14:31.760 --> 00:14:37.080 And so the idea that coming in with a use case already in mind, 320 00:14:37.080 --> 00:14:38.880 can set them up for success. 321 00:14:38.880 --> 00:14:42.060 I think most people feel like they have to do the class first, 322 00:14:42.060 --> 00:14:42.560 and then. 323 00:14:42.560 --> 00:14:45.260 But this feels like a different way of thinking. 324 00:14:45.260 --> 00:14:46.300 (Wendy) It is. 325 00:14:46.300 --> 00:14:48.910 It's a "let's try it as we go." 326 00:14:48.910 --> 00:14:52.990 You learn to ride a bike by riding a bike. 327 00:14:52.990 --> 00:14:55.090 It's not always pretty in the beginning, 328 00:14:55.090 --> 00:14:56.290 but you learn your balance. 329 00:14:56.290 --> 00:14:57.540 You learn what you need to do. 330 00:14:57.540 --> 00:14:59.590 It's very much the same here. 331 00:14:59.590 --> 00:15:02.090 I don't want this to be a high-risk environment. 332 00:15:02.090 --> 00:15:07.090 I want people to come and try to learn from one another as well. 333 00:15:07.090 --> 00:15:08.970 Experiential learning is great. 334 00:15:08.970 --> 00:15:11.710 And then if you're coming with other people 335 00:15:11.710 --> 00:15:14.590 from your workplace, you've got a built-in support 336 00:15:14.590 --> 00:15:17.830 group, community of learning within your own company. 337 00:15:17.830 --> 00:15:20.530 If you are coming in and don't know anybody, 338 00:15:20.530 --> 00:15:22.590 you get to know people from other companies. 339 00:15:22.590 --> 00:15:25.870 And you can build a broader community of learning. 340 00:15:25.870 --> 00:15:28.510 None of us are experts at this. 341 00:15:28.510 --> 00:15:31.790 I teach this and I get stuff wrong all the time 342 00:15:31.790 --> 00:15:33.630 because it's "humany." 343 00:15:33.630 --> 00:15:37.590 So it's making sure we understand 344 00:15:37.590 --> 00:15:40.430 what we're trying to get out of it, setting 345 00:15:40.430 --> 00:15:43.770 some of those personal goals for ourselves, and share it with me. 346 00:15:43.770 --> 00:15:46.090 Because I want to know those things, too, 347 00:15:46.090 --> 00:15:47.720 as the person leading this course. 348 00:15:47.720 --> 00:15:48.820 (Carolyn) So you're going to put training wheels 349 00:15:48.820 --> 00:15:49.960 on my bike at first? 350 00:15:49.960 --> 00:15:50.340 (Wendy) I for sure am. 351 00:15:50.340 --> 00:15:52.380 (Carolyn) Make sure that I can get through the-- 352 00:15:52.380 --> 00:15:52.920 (Wendy) I for sure am. 353 00:15:52.920 --> 00:15:53.560 (Carolyn) the basics. 354 00:15:53.560 --> 00:15:55.602 (Wendy) Unless you love scab knees. (Carolyn) No. 355 00:15:55.602 --> 00:15:57.580 All the time, and rough elbows. (Carolyn) No. 356 00:15:57.580 --> 00:15:59.180 Let's put some training wheels on 357 00:15:59.180 --> 00:16:00.600 and let's learn to ride together. 358 00:16:00.600 --> 00:16:01.360 (Carolyn) I love that. 359 00:16:01.360 --> 00:16:01.900 Yeah. 360 00:16:01.900 --> 00:16:05.340 So one of the things that I have been asking folks 361 00:16:05.340 --> 00:16:07.460 through this series is to share a little bit 362 00:16:07.460 --> 00:16:08.900 of their own journey. 363 00:16:08.900 --> 00:16:12.420 So what are the favorite things first 364 00:16:12.420 --> 00:16:14.420 that you've learned for AI? 365 00:16:14.420 --> 00:16:17.180 And then my follow-up question is going to be, 366 00:16:17.180 --> 00:16:19.500 wow, what will you never do again? 367 00:16:19.500 --> 00:16:22.180 (Wendy) Ooh, gosh, OK, I'll start with the first 368 00:16:22.180 --> 00:16:25.260 because that seems to be easier. 369 00:16:25.260 --> 00:16:26.260 Let's see. 370 00:16:26.260 --> 00:16:30.300 For me, the journey started with "No." 371 00:16:30.300 --> 00:16:32.380 I'm an HR practitioner as well at this time 372 00:16:32.380 --> 00:16:34.340 when I started using AI. 373 00:16:34.340 --> 00:16:39.020 "No," if get AI to be doing the job that is my job, 374 00:16:39.020 --> 00:16:41.380 I'm going to get eliminated. 375 00:16:41.380 --> 00:16:44.540 That's a fear for a lot of people. 376 00:16:44.540 --> 00:16:46.490 For me, it's a reframe. 377 00:16:46.490 --> 00:16:50.890 What does AI doing some things for me open up 378 00:16:50.890 --> 00:16:55.530 for me to put my time and energy towards the priority 379 00:16:55.530 --> 00:16:57.190 of my organization? 380 00:16:57.190 --> 00:16:59.170 And that's what it did for me. 381 00:16:59.170 --> 00:17:01.450 I started with something so simple. 382 00:17:01.450 --> 00:17:06.430 Which was draft me a job description for a scientist, 383 00:17:06.430 --> 00:17:10.877 one in a life sciences oncology company. 384 00:17:10.877 --> 00:17:12.710 (Carolyn) For those of you who aren't aware, 385 00:17:12.710 --> 00:17:14.390 drafting job descriptions-- 386 00:17:14.390 --> 00:17:14.890 (Wendy) Oh! 387 00:17:14.890 --> 00:17:16.869 (Carolyn) Yeah, it's a great cure for insomnia. 388 00:17:16.869 --> 00:17:17.452 [Wendy laughs] 389 00:17:17.452 --> 00:17:19.050 (Wendy) It is. 390 00:17:19.050 --> 00:17:21.170 So let me just give you hard and fast numbers 391 00:17:21.170 --> 00:17:22.630 for those who love numbers. 392 00:17:22.630 --> 00:17:25.930 Normally that would take me an hour. 393 00:17:25.930 --> 00:17:29.770 And that's even if I'm copying and pasting for somewhere else. 394 00:17:29.770 --> 00:17:31.790 I was like, let me just try this. 395 00:17:31.790 --> 00:17:34.850 It seemed innocuous enough. 396 00:17:34.850 --> 00:17:37.530 In three minutes, I had something 397 00:17:37.530 --> 00:17:41.670 that was I would call 75% of the way there. 398 00:17:41.670 --> 00:17:45.760 It had some of the key things that job seekers would 399 00:17:45.760 --> 00:17:48.120 be looking for in a job posting, and that I could 400 00:17:48.120 --> 00:17:49.780 turn into a job description. 401 00:17:49.780 --> 00:17:53.340 Great, because science is different. 402 00:17:53.340 --> 00:17:58.400 Yes, but you can start from this more generic place. 403 00:17:58.400 --> 00:18:00.210 Well, then what that allowed me to do, 404 00:18:00.210 --> 00:18:01.960 if that took three minutes, and let's just 405 00:18:01.960 --> 00:18:04.760 say it took 15 minutes to tighten up and get 406 00:18:04.760 --> 00:18:05.940 to the right place. 407 00:18:05.940 --> 00:18:08.280 I've just saved myself 45 minutes 408 00:18:08.280 --> 00:18:10.880 that I can then go to the strategy for employment 409 00:18:10.880 --> 00:18:11.760 branding. 410 00:18:11.760 --> 00:18:15.480 I can then go to the strategy for sourcing. 411 00:18:15.480 --> 00:18:19.120 That is where my expertise is better used. 412 00:18:19.120 --> 00:18:23.240 And so that would be one example of where I started. 413 00:18:23.240 --> 00:18:26.960 Where I'm at now... 414 00:18:26.960 --> 00:18:30.440 My brain is creative, so I sometimes 415 00:18:30.440 --> 00:18:32.960 have a harder time getting all that creativity 416 00:18:32.960 --> 00:18:37.800 to get narrowed down to a place that students can hear it. 417 00:18:37.800 --> 00:18:41.240 I teach undergraduate as well as adults. 418 00:18:41.240 --> 00:18:44.950 And so undergraduates need things condensed down. 419 00:18:44.950 --> 00:18:48.750 And also they need things in their, 420 00:18:48.750 --> 00:18:51.030 I won't say their vernacular, but I 421 00:18:51.030 --> 00:18:54.010 want to know what do they think is cool in terms of TV shows. 422 00:18:54.010 --> 00:18:55.698 If I'm going to go use an example, 423 00:18:55.698 --> 00:18:56.990 what TV show are they watching? 424 00:18:56.990 --> 00:18:59.030 And help me find it. 425 00:18:59.030 --> 00:19:04.010 I could draft a whole class based on The Bear. 426 00:19:04.010 --> 00:19:06.290 I decided not to because of the language. 427 00:19:06.290 --> 00:19:06.950 [laughing] 428 00:19:06.950 --> 00:19:08.470 (Carolyn) Probably a good call. 429 00:19:08.470 --> 00:19:12.490 (Wendy) But I used AI to say I'm teaching this concept. 430 00:19:12.490 --> 00:19:13.790 I've watched The Bear. 431 00:19:13.790 --> 00:19:16.950 Pick out five clips for me that I could use. 432 00:19:16.950 --> 00:19:18.450 Again, I ended up not using them, 433 00:19:18.450 --> 00:19:21.150 but I do the same thing for The Office. 434 00:19:21.150 --> 00:19:22.750 I've watched all of them. 435 00:19:22.750 --> 00:19:24.390 Friends. 436 00:19:24.390 --> 00:19:25.610 Things they're watching. 437 00:19:25.610 --> 00:19:27.610 I've watched all of them, and I can think of it, 438 00:19:27.610 --> 00:19:30.710 but I can't figure out where it's at. 439 00:19:30.710 --> 00:19:33.170 That's another example of something I do just recently. 440 00:19:33.170 --> 00:19:34.990 I that sounds a little bit silly. 441 00:19:34.990 --> 00:19:37.470 It saves so much time and allows me 442 00:19:37.470 --> 00:19:39.947 to prepare in a different way for my students. 443 00:19:39.947 --> 00:19:42.030 (Carolyn) Now I can focus more on the conversation 444 00:19:42.030 --> 00:19:43.128 around what we just saw-- 445 00:19:43.128 --> 00:19:43.670 (Wendy) Yeah. 446 00:19:43.670 --> 00:19:46.130 (Carolyn) And less on the technical, "Oh my goodness. 447 00:19:46.130 --> 00:19:47.190 Where is that?" 448 00:19:47.190 --> 00:19:47.790 (Wendy) Yeah. 449 00:19:47.790 --> 00:19:52.970 The thing that is the "Oh, I don't think so moment," 450 00:19:52.970 --> 00:19:54.350 (Carolyn) Yes. 451 00:19:54.350 --> 00:19:56.270 (Wendy) Not because it can't do it, 452 00:19:56.270 --> 00:20:00.590 but because I don't trust yet of where things are coming from, 453 00:20:00.590 --> 00:20:03.630 are things like if I'm going to research 454 00:20:03.630 --> 00:20:08.530 employment laws in Colorado, I'm not going to use AI for that. 455 00:20:08.530 --> 00:20:11.010 I have to go to the source, even if it's difficult. 456 00:20:11.010 --> 00:20:14.990 Now, what I might do, is put a link from whatever website 457 00:20:14.990 --> 00:20:18.310 I go to at the state of Colorado and ask 458 00:20:18.310 --> 00:20:20.950 AI to summarize it for me. 459 00:20:20.950 --> 00:20:23.770 Ask AI what are the things that changed in 2025? 460 00:20:23.770 --> 00:20:27.310 What are the changes that are going to happen in 2026? 461 00:20:27.310 --> 00:20:29.350 But I'm going to the source and then 462 00:20:29.350 --> 00:20:31.810 using AI to help me with that. 463 00:20:31.810 --> 00:20:35.550 (Carolyn) So it's more asking it to do between the lines 464 00:20:35.550 --> 00:20:37.090 or highlighting for you. 465 00:20:37.090 --> 00:20:37.590 (Wendy) Yes. 466 00:20:37.590 --> 00:20:38.750 (Carolyn) As opposed to-- 467 00:20:38.750 --> 00:20:40.970 (Wendy) So when it comes to legal advice, 468 00:20:40.970 --> 00:20:42.350 I'm not going to go there. 469 00:20:42.350 --> 00:20:44.160 (Carolyn) Lawyers around the world are breathing easy. 470 00:20:44.160 --> 00:20:44.300 (Wendy) Yes. 471 00:20:44.300 --> 00:20:44.800 [laughing] 472 00:20:44.800 --> 00:20:45.980 (Carolyn) Yes. 473 00:20:45.980 --> 00:20:48.140 (Wendy) They also are breathing a sigh of relief 474 00:20:48.140 --> 00:20:50.460 that I don't come up with my own legal advice. 475 00:20:50.460 --> 00:20:50.540 (Carolyn) Amen. 476 00:20:50.540 --> 00:20:51.440 I think we all are. 477 00:20:51.440 --> 00:20:54.780 (Wendy) Thank you for that But I also 478 00:20:54.780 --> 00:20:58.080 think that we can use it in ways to help our brain. 479 00:20:58.080 --> 00:21:00.940 I think one of my original fears is that it's 480 00:21:00.940 --> 00:21:03.020 going to minimize my brain. 481 00:21:03.020 --> 00:21:07.900 Because I hear sometimes detractors calling it "dumb it 482 00:21:07.900 --> 00:21:08.660 down." 483 00:21:08.660 --> 00:21:13.760 I think if I'm asking it to be my brain, that ain't it. 484 00:21:13.760 --> 00:21:15.920 That was an academic term. 485 00:21:15.920 --> 00:21:17.420 That ain't it. 486 00:21:17.420 --> 00:21:20.522 I'm using it to help my brain expand. 487 00:21:20.522 --> 00:21:21.480 (Carolyn) Tell me more. 488 00:21:21.480 --> 00:21:22.022 (Wendy) Yeah. 489 00:21:22.022 --> 00:21:26.900 So if I'm having it make decisions for me, 490 00:21:26.900 --> 00:21:28.740 it can do that. 491 00:21:28.740 --> 00:21:30.660 It absolutely can do that. 492 00:21:30.660 --> 00:21:32.140 Where's the empathy? 493 00:21:32.140 --> 00:21:34.340 Where is considering all the people 494 00:21:34.340 --> 00:21:37.180 in the distant corners of the organization? 495 00:21:37.180 --> 00:21:40.180 And how is it helping me build trust? 496 00:21:40.180 --> 00:21:43.570 I think another thing we can learn through activities 497 00:21:43.570 --> 00:21:45.890 is there are a significant number of levers you 498 00:21:45.890 --> 00:21:48.290 can pull for change management. 499 00:21:48.290 --> 00:21:53.690 If you pull them in the right order, and you respond well, 500 00:21:53.690 --> 00:21:56.290 you build trust. 501 00:21:56.290 --> 00:21:59.710 If you pull them in the wrong order, 502 00:21:59.710 --> 00:22:03.410 your trust level will fall dramatically. 503 00:22:03.410 --> 00:22:05.430 It's like the game of chutes and ladders. 504 00:22:05.430 --> 00:22:06.450 (Carolyn) Yes. 505 00:22:06.450 --> 00:22:09.390 And once that fall has taken you back to the beginning, 506 00:22:09.390 --> 00:22:10.745 it is a long haul. 507 00:22:10.745 --> 00:22:11.370 (Wendy) It is-- 508 00:22:11.370 --> 00:22:12.730 (Carolyn) to try to get back up to-- 509 00:22:12.730 --> 00:22:13.050 (Wendy) It is a long haul. 510 00:22:13.050 --> 00:22:14.342 (Carolyn) where you want to be. 511 00:22:14.342 --> 00:22:17.427 (Wendy) My parents used to tell me when I was a teenager, 512 00:22:17.427 --> 00:22:18.510 "We've lost trust in you." 513 00:22:18.510 --> 00:22:19.930 And that would be the worst thing 514 00:22:19.930 --> 00:22:22.170 they could say to me because I knew how hard it 515 00:22:22.170 --> 00:22:23.850 would be to earn it back. 516 00:22:23.850 --> 00:22:27.870 And so I, in using AI as a thought partner, 517 00:22:27.870 --> 00:22:29.850 I think about that a lot. 518 00:22:29.850 --> 00:22:32.150 (Carolyn) So if I can just summarize a bit, 519 00:22:32.150 --> 00:22:34.570 it sounds like coming into the class, 520 00:22:34.570 --> 00:22:37.690 I need to bring my own empathy, and I need to bring my own 521 00:22:37.690 --> 00:22:39.350 "humany" perspective. 522 00:22:39.350 --> 00:22:39.930 (Wendy) Yeah. 523 00:22:39.930 --> 00:22:43.680 (Carolyn) And I should have an idea of a change affecting 524 00:22:43.680 --> 00:22:44.758 my organization. 525 00:22:44.758 --> 00:22:45.300 (Wendy) Yeah. 526 00:22:45.300 --> 00:22:49.040 (Carolyn) But I need to not be afraid to basically find 527 00:22:49.040 --> 00:22:50.180 a new partner. 528 00:22:50.180 --> 00:22:53.200 Not a new way of doing this, but a new partner, 529 00:22:53.200 --> 00:22:55.460 as I work through change initiatives. 530 00:22:55.460 --> 00:22:59.420 (Wendy) That's, thank you for summarizing it in that way. 531 00:22:59.420 --> 00:23:02.320 I think the other thing I would say is if the "humany" 532 00:23:02.320 --> 00:23:07.680 part of this isn't your thing, come prepared to have it be part 533 00:23:07.680 --> 00:23:10.620 of this and learn from someone who is more. 534 00:23:10.620 --> 00:23:13.200 And maybe you can be a good partner 535 00:23:13.200 --> 00:23:15.580 to that person who struggles more with process, 536 00:23:15.580 --> 00:23:18.200 or the way to do it, or what lever to pull. 537 00:23:18.200 --> 00:23:21.400 So I think we can learn from one another in that way as well. 538 00:23:21.400 --> 00:23:23.620 (Carolyn) I am very much looking forward to this. 539 00:23:23.620 --> 00:23:24.790 Wendy, thank you so much. 540 00:23:24.790 --> 00:23:25.540 (Wendy) Of course. 541 00:23:25.540 --> 00:23:26.100 Thank you. 542 00:23:26.100 --> 00:23:37.200 543 00:23:37.200 --> 00:23:40.250 [audio logo] 544 00:23:40.250 --> 00:23:42.000
