AI in Learning: How Technology is Shaping the Future of Employee Development Cornerstone Connect Live

[00:00:10] This is William Tinkup and Ryan Leary, and we are broadcasting live from Cornerstone Connect in Orlando, Florida with Craig on.

[00:00:18] Craig?

[00:00:19] Yes.

[00:00:20] Tell us a little bit about yourself.

[00:00:21] Yeah, well thank you for having me on the show and looking forward to having a little conversation here.

[00:00:27] But Craig Lutz, I'm currently the Director of Learning and Development at GANET.

[00:00:32] I've been in the L&D space for 20-plus years at several different organizations.

[00:00:38] So Chief Learning Officer, is that still a thing?

[00:00:42] There is a Chief Learning Officer yes.

[00:00:44] Okay.

[00:00:44] I'm not there yet.

[00:00:45] But you know what I'm talking about, right?

[00:00:47] At one point because it was...

[00:00:48] No, not him. He thought you were talking about him.

[00:00:51] Well, it goes with the, I forgot the guest name.

[00:00:55] No, no, no, yeah, fair enough. No, fair.

[00:00:58] Because at one point there was a real push.

[00:01:02] Josh Burson used to have an event for CLOs.

[00:01:05] And it was just for CLOs and it was a real thing.

[00:01:08] And then it kind of died out a little bit because learning...

[00:01:11] I don't know, it kind of felt like it got placed on the back burner.

[00:01:15] Now, not so much.

[00:01:17] Now it's on the front burner.

[00:01:19] Right, yeah.

[00:01:20] Very much so.

[00:01:21] So how has your job changed since you've been at GANET?

[00:01:26] So I've been there for about a decade now.

[00:01:28] And when we first started there was a focus on trying to bring our learning online, foundational learning,

[00:01:38] building out just a learning system.

[00:01:40] Right.

[00:01:41] And then just getting learning content online versus in the classroom and moving people all over the country.

[00:01:47] All that comes into the logistics of that.

[00:01:50] And so that was really the first initiative.

[00:01:53] And it makes me think back a little bit to when I first got started in L&D,

[00:01:58] I was doing a lot of classroom training and instructor-led training

[00:02:01] and five weeks in the classroom, eight hours a day, all of that.

[00:02:07] And right about at the time when e-learning and virtual classrooms started to take off

[00:02:13] and just kind of jumped right into it and said, well this is going to be something.

[00:02:16] You know, we had the dot-com boom and the internet boom and this is just the next in line.

[00:02:21] Right.

[00:02:21] And how was this going to impact my future?

[00:02:24] Because I was fairly young at the time so I had a lot of runway ahead of me.

[00:02:29] And so as I typically do I just kind of said well the best way to figure this out is to just jump in and try it

[00:02:35] and take some courses, go to some conferences, do the things that you do to build those skills.

[00:02:41] But that really set me up for that success to be able to go to an organization

[00:02:47] that was looking to go in that direction and get them started down the road.

[00:02:52] And it's been a good journey and a lot of growth in this area over the years,

[00:02:55] especially as the technology has changed, how people learn has changed,

[00:03:00] the fact that people need skills more quickly today.

[00:03:06] Everything is just in hyper mode.

[00:03:09] Right.

[00:03:10] Years ago you would have days to figure things out or even weeks, months, whatever.

[00:03:15] Maybe years.

[00:03:16] Yeah maybe years.

[00:03:17] Not anymore.

[00:03:18] That's like seconds.

[00:03:19] Right.

[00:03:20] You know, you gotta make that decision.

[00:03:21] What do you mean you don't have an answer right?

[00:03:24] So go back, this is what we do with all guests on the Practicers Corner,

[00:03:29] go back to 15, 18 years old, what'd you want to be?

[00:03:32] Yeah, I will tell you I never saw myself in the career that I am in now.

[00:03:37] Right.

[00:03:37] When I first started out in high school, trying to figure out where I was going to go to college,

[00:03:42] what I was going to major in, I landed in accounting.

[00:03:45] Ah.

[00:03:46] And it seemed like that would always be a job that was needed.

[00:03:49] 100%.

[00:03:50] And you know I did enroll, I was doing accounting and I realized I just didn't want to be

[00:03:56] in a world where the rules were always changing and just working with numbers all the time.

[00:04:01] So you joined learning.

[00:04:02] So I joined learning to solve that problem, right?

[00:04:06] Really what I did was I went from accounting and finance to technology because of course

[00:04:11] technology I really felt was the future.

[00:04:15] And so I switched schools, switched majors, went and enrolled at the time Penn State

[00:04:21] had a fairly new program, Information Science and Technology.

[00:04:25] And I enrolled in that program and from there interestingly enough my first job out of

[00:04:30] college was at a bank.

[00:04:33] My goodness.

[00:04:35] And you know you come out of college, you just want to have a job, you take what you can get

[00:04:39] and you work your way up through organizations, you get your foot in the door.

[00:04:42] But then I had a chance to get in with a technology company and I was doing a lot of

[00:04:49] work that was related to my degree and then somebody came along and said,

[00:04:54] hey look we found that you're real good at what you do but you're also good at

[00:04:57] helping others and teaching others and we'd like to talk to you about a

[00:05:02] They tricked you.

[00:05:03] The role in learning and development.

[00:05:04] They tricked you.

[00:05:05] And the rest is history.

[00:05:06] They tricked you.

[00:05:09] They gave you a bunch of compliments, maybe some more money and they just

[00:05:12] tricked you into this.

[00:05:13] Got me hooked.

[00:05:14] Now how did you get to Penn State?

[00:05:16] So I was born and raised in Northeast Pennsylvania so I grew up a

[00:05:21] Nittany Lion fan so that probably had a little bit of something to do with it.

[00:05:24] Where at in Pennsylvania?

[00:05:25] A little bit south of Scranton Wilkesbury area, right around the Hazelton area.

[00:05:29] In Montgomeryville, Montgomery County.

[00:05:31] So that's down by Philadelphia?

[00:05:34] Up north of Philly so we got like, it's from you, so Allentown, Quakertown and then me.

[00:05:40] I'm down that way often.

[00:05:41] There's an airport down there.

[00:05:42] I fly in and out of.

[00:05:43] I've never been to that airport.

[00:05:46] Ryan knows most of Pennsylvania and New Jersey based on where he fishes.

[00:05:52] Yes.

[00:05:52] If there's a lake I know it other than that.

[00:05:54] It's farmland.

[00:05:56] Yeah.

[00:05:56] So how did you get, how did you, okay so job after the bank, what was the job after the

[00:06:02] bank, technology company, what was after that?

[00:06:05] Technology company and then after that was another technology and data company.

[00:06:11] Right.

[00:06:12] And at this point were you in learning?

[00:06:14] And I was still in learning.

[00:06:15] Yep.

[00:06:15] Got it.

[00:06:16] That would have been the second position I took in learning and then that landed

[00:06:20] me where I am now with an organization that's news journalism marketing advertising.

[00:06:25] But I got into that space within our sales organization that really, you know we sell

[00:06:31] PPC and SEO and websites and advertising so that was also part when I say a technology

[00:06:38] company, that was a big part of the technology.

[00:06:41] Right.

[00:06:41] The first company I worked with was the original domain name registrar.

[00:06:44] The company has been bought several times and doesn't exist anymore but that's where

[00:06:50] it started, got into websites, got into digital marketing.

[00:06:54] Yep.

[00:06:54] All those types of things, yeah.

[00:06:55] What was the name of the company?

[00:06:57] The, it was an internet, internet?

[00:06:59] No, it was network solutions.

[00:07:01] NetSol.

[00:07:01] Yeah.

[00:07:02] Yeah.

[00:07:03] I knew, yeah, I knew NetSol really well because I bought a bunch of domains.

[00:07:07] There you go.

[00:07:09] Yeah.

[00:07:10] Because there was no work solutions but their domain was in ETSOL.

[00:07:13] Yeah.

[00:07:14] Originally, yeah.

[00:07:15] He was a domain flipper.

[00:07:16] Still is.

[00:07:17] Still is.

[00:07:18] Buy those domains and resell them.

[00:07:21] I've done well.

[00:07:22] See, get real creative and get these names that I know people are going to want.

[00:07:26] Yeah.

[00:07:27] Yep.

[00:07:27] If anybody's looking for Clear Channel Park or Clear Channel Field, just kidding.

[00:07:34] So once you got to, what was the original role?

[00:07:37] So I was, really I started out as a learning and development manager.

[00:07:44] And that was really, you know, just to get back to the fact that coming in and getting

[00:07:49] started really it was kind of almost like a company that had been around for a while

[00:07:53] but in this particular space it was kind of like let's build something new.

[00:07:58] Wow.

[00:07:59] Let's do it different.

[00:08:00] Was it classroom, was it classroom based when you first heard it?

[00:08:03] Yes.

[00:08:04] And it was very democratized.

[00:08:05] It was, I mean a large company and training in different pockets.

[00:08:09] So we were trying to also centralize it at the same time.

[00:08:12] Did you bring everybody into one building to train or you flew?

[00:08:17] So we would bring them to, we often like to bring them to headquarters or another

[00:08:21] one of our larger properties.

[00:08:23] So it wasn't always the same place but we tried to regionalize it but people

[00:08:28] were moving around.

[00:08:29] Oh yeah.

[00:08:29] The amount of effort that took back then.

[00:08:31] Oh my God.

[00:08:32] Yeah.

[00:08:33] They could be Hercules.

[00:08:33] Yeah.

[00:08:34] Just to get people in one place and do the logistics.

[00:08:37] Yeah.

[00:08:38] You know with all of the get flights and the hotels and all that stuff.

[00:08:42] You pay more to the agency to get your people there.

[00:08:45] Yeah.

[00:08:45] Than you actually pay for the training.

[00:08:47] Well, kind of, you obviously know this way better than we do.

[00:08:51] People's attention span in an eight hour course.

[00:08:56] You know, it's, you got them for a couple hours maybe.

[00:09:00] Maybe a couple hours in the morning.

[00:09:01] Maybe a couple hours in the afternoon and the rest of it is they're looking at you

[00:09:05] and going.

[00:09:06] Well, and they're there for five days.

[00:09:08] So they're off the desk for five days.

[00:09:10] Yes.

[00:09:11] And then they need five days to recover from the trouble.

[00:09:13] Or we're like at a conference and we're on our phones trying to check into

[00:09:17] email.

[00:09:17] Oh yeah.

[00:09:18] We're paying our attention to other things because business is still going on

[00:09:20] and so because you're just a wait and disconnected too much.

[00:09:25] You're trying to stay connected.

[00:09:26] Well I think that model, I mean first of all that model, thank God we're

[00:09:29] not really doing that model anymore or as much because I think it created a lot

[00:09:35] of anxiety for people because of jobs.

[00:09:38] You're helping them do their jobs, you know, the next part of their job.

[00:09:42] So it's a good thing.

[00:09:44] However, their job job that they're getting paid for things are moving

[00:09:48] and things are going on and the work's being done.

[00:09:51] Right.

[00:09:52] And the time out of that job is really lost opportunity cost.

[00:09:55] That's right.

[00:09:55] Good call.

[00:09:56] And so we want to make sure that that time that they're being developed is

[00:10:01] time that is effective and is going to help them.

[00:10:06] Oftentimes you fly people in and you get them into a classroom and you're

[00:10:10] there five, six, eight hours and you're just giving them instruction

[00:10:13] and you try to put a little bit of activity around it to keep their

[00:10:17] attention.

[00:10:19] You know it really doesn't align to that 70, 20, 10 where a lot of the

[00:10:25] learning that sticks is the learning that is not the formal learning.

[00:10:30] It's the experiential learning, right?

[00:10:31] Right.

[00:10:32] And so it's like give me enough that I can get a mindset of what it is

[00:10:37] that I need to do and how I need to do it.

[00:10:38] Throw you into it.

[00:10:39] And then put me into that environment so that I can practice that

[00:10:44] with coaching and then as I'm doing that, then I'm getting better

[00:10:49] at it and then my ability to recall that information because not

[00:10:53] only did I just hear it or read it, but I was able to apply it and

[00:10:57] then not was I was not able to just do it once.

[00:10:59] I was doing able to do it repetitively.

[00:11:03] So what's the director of learning?

[00:11:05] Yes, right?

[00:11:06] What are you thinking about now?

[00:11:08] What's next for you in your organization for learning?

[00:11:13] Well, it really is, you know with the changing landscape and

[00:11:17] you know ever since the pandemic came in, we would I like to say

[00:11:22] some you know some parts like my position wasn't a big change.

[00:11:25] I was working remotely for the entire time I've been with the organization.

[00:11:28] So I just kept going to work like I always was and we were structured

[00:11:33] thankfully at the time where we had done some of this work that we were

[00:11:36] not doing things in person.

[00:11:38] So we were able to continue without big change.

[00:11:43] But as far as you know the future goes, it's you know we did

[00:11:47] not mention AI yet.

[00:11:48] I don't know how long we've been talking about it.

[00:11:50] Oh yeah?

[00:11:52] Mark that.

[00:11:53] Right here, I'm having minutes and 44 seconds.

[00:11:55] There we go.

[00:11:56] But that is something that you know is on people's minds.

[00:12:02] I think there's a fear of it.

[00:12:04] Some people have a fear of the technology.

[00:12:07] Some people have a fear of I'm not afraid of the technology

[00:12:10] but I don't know what I don't know and I'm afraid that if I don't

[00:12:16] learn and see how I can apply this to my role or how my role is changing

[00:12:21] that you know maybe down the road they won't need me anymore

[00:12:26] or what that's going to be.

[00:12:28] Fear of being obsolete?

[00:12:29] Right, you know and if there's going to be fear what we really want

[00:12:32] is FOMO which is fear of missing out.

[00:12:36] That drives a sense of curiosity to say hey I'm all in help me.

[00:12:42] And that gets into upskilling and re-skilling and that agility

[00:12:48] that is talked about often today where you can take someone that let's say

[00:12:52] is making widgets and help them how to see a career path

[00:12:59] and a learning path on how to get there.

[00:13:02] But that really comes back to there's a part that as a learning organization

[00:13:06] we have a responsibility to be able to create that environment

[00:13:11] and those pathways on how to do that.

[00:13:13] But then I also like to say you know each individual has a responsibility

[00:13:18] and not to maybe jump too far ahead here but we're kind of talking about skills

[00:13:23] and agility.

[00:13:24] You know when I think of agility I think of someone who is curious,

[00:13:31] someone who is flexible right these are characteristics of individuals

[00:13:36] that we must have to be able to meet at the middle and really move forward.

[00:13:42] You know a willingness to learn, a willingness to accept change

[00:13:45] even though it's uncomfortable and I think that's the other thing

[00:13:48] is just through all of this is helping us understand

[00:13:51] that we need to have a little grace through all of this right.

[00:13:54] We're all learning as we go and I think that's something about skills

[00:13:58] and agility is we just think well I've got to get the skill

[00:14:01] and I've got to be perfect and I've got to move forward

[00:14:04] but we're moving so fast that we're trying to change a tire on a moving vehicle.

[00:14:09] That's Michael Dell reference.

[00:14:10] Yeah and so if we're changing a tire on a moving vehicle

[00:14:14] there's going to be some bumps and some scars and some bruises along the way

[00:14:18] but it's okay and we learn from them and we keep moving forward

[00:14:22] and I think that's the big message is keep moving forward.

[00:14:26] So where do you get your inspiration and innovation thoughts of

[00:14:29] as we get this question from a lot of practitioners

[00:14:32] it's like how do they stay on top of things

[00:14:36] but it's more that's kind of a you know what there's things out there

[00:14:41] that are happening that I should probably be a part of etc.

[00:14:44] But for you you know obviously it's more inspiration and innovation

[00:14:50] ATD, what's like peers, where do you get that from?

[00:14:54] I would say it's not any one place.

[00:14:56] I think one for me personally is the FOMO.

[00:15:00] It's the fear of missing out.

[00:15:01] I like to be in on what's happening, what's changing.

[00:15:05] It's just something within me that is a drive which is a good thing

[00:15:10] and then as far as well when I have that fear of missing out

[00:15:14] and when I want to learn more where do I go right?

[00:15:18] So I'll look you know you mentioned ATD right?

[00:15:22] I'll read articles.

[00:15:24] That's a quick and easy way.

[00:15:26] Find podcasts that are aligned and sometimes it's okay to just say

[00:15:31] well I don't know which podcast to listen to.

[00:15:33] We'll start listening to one or some or an author

[00:15:36] and if it doesn't seem to be going the direction you want it to go

[00:15:39] it's okay not to finish it.

[00:15:41] I say okay put that to the side, switch it out.

[00:15:44] I started a movie last night on Netflix, Hitman.

[00:15:48] Not even halfway through it I'm like mmm I'm done

[00:15:51] and I just X'd out of it.

[00:15:53] I'm like you know what it's okay.

[00:15:55] I don't have to finish this movie.

[00:15:57] It's okay sometimes we have to give ourselves the permission

[00:15:59] to think that way.

[00:16:02] And as we're sitting here talking that seems a little odd

[00:16:04] that we would have to say that but human nature sometimes

[00:16:07] doesn't always...

[00:16:09] The Clayton Plate Club.

[00:16:11] We were taught that unfortunately.

[00:16:14] So Ryan what else?

[00:16:16] Well I was so okay so the differences between when you started

[00:16:22] and learning to now.

[00:16:25] What is the major major difference?

[00:16:27] Obviously classroom burst digital and all of that.

[00:16:30] But in the learner, in their mind

[00:16:34] what is the big difference that you need to accommodate?

[00:16:37] I think well one thing is fastest things are changing.

[00:16:41] We know human nature doesn't always like change

[00:16:45] and now it's happening even faster and faster and faster.

[00:16:49] By the way you didn't like it.

[00:16:50] Let's speed it up a little bit.

[00:16:54] I think that's a barrier to get over.

[00:16:56] And then you mentioned before and I like to explain it this way

[00:17:00] but attention spans can be an issue.

[00:17:03] Sometimes we say well in a classroom

[00:17:06] but let's just stop and think about what we do on a daily

[00:17:09] activity.

[00:17:10] Everyone walks around with this device in their hand

[00:17:12] all day long.

[00:17:13] And if we leave that device behind

[00:17:15] we will delay ourselves 10, 15 minutes

[00:17:19] to go back and get that device because we can't imagine

[00:17:22] not being able to get through the whole day

[00:17:24] because our calendar and our access to so much of what we need to do is there.

[00:17:29] And so we sit around and we have these social apps like Instagram

[00:17:34] and they've got these little videos on there

[00:17:36] and you can sit and go through reels, right?

[00:17:38] I do the same thing with reels by the way

[00:17:40] like okay that doesn't make me know I flip through it.

[00:17:43] But those reels are so short

[00:17:44] and we have trained ourselves to that content we're consuming

[00:17:49] because that's what that is, it's content, right?

[00:17:51] It's made by content curators.

[00:17:53] People making a lot of money just making

[00:17:54] I call them silly videos sometimes but they're making money doing it.

[00:17:58] I followed a guy on TikTok last night

[00:18:00] that's just really funny.

[00:18:02] But you know we get it and it's short

[00:18:04] and we move on and we get it and it's short

[00:18:05] and it's like we realize that's how we're building muscle

[00:18:10] in our mind to react that way

[00:18:12] and then when we have to learn something

[00:18:14] we can't learn it that quick.

[00:18:15] We're just, you know, can't handle it I'll say.

[00:18:21] You know it's funny because it's changing the wiring

[00:18:23] in our brains, right?

[00:18:25] I can scroll through stuff for an hour or two.

[00:18:29] The next day I'm not sure I can remember who said what

[00:18:34] or where it was.

[00:18:34] It's just all kind of floating around there, right?

[00:18:37] And sometimes I'll send something I want to keep

[00:18:39] to my wife or something.

[00:18:41] Just so I know how to get back to it

[00:18:43] because I know I'm going to reference it.

[00:18:45] Yeah.

[00:18:46] Why are you sending me?

[00:18:47] You don't have to watch it.

[00:18:49] I just need to be able to know

[00:18:50] this is basically my way of saving.

[00:18:53] But I do look at the profile and like I'll remember

[00:18:56] and I read it to myself and then I forget it.

[00:18:58] Oh, I never look at the profile.

[00:19:02] I can't remember anybody in the name.

[00:19:03] It's like there was the threads account

[00:19:05] that was going to tell people yesterday

[00:19:07] when we were talking about it

[00:19:10] and it's a really, really dark threads account

[00:19:12] and I was going to tell people about it

[00:19:14] and I'm like, I can't even remember the name of it.

[00:19:16] It just comes up and I read it.

[00:19:18] Are you screenshot those things so you remember the name?

[00:19:21] Yeah.

[00:19:21] Little trickster does all screenshots.

[00:19:24] But to get back to, I think,

[00:19:28] just overcoming human resistance to change sometimes

[00:19:31] and some people are more accepting of it

[00:19:34] and open to it than others.

[00:19:36] I think attention spans because of the world

[00:19:38] that we live in and how we live our lives every day.

[00:19:40] Everything's quick, which fast food rest wasn't years ago,

[00:19:45] Burger King year way right away, all that kind of stuff.

[00:19:48] And then I think also as we're figuring this out as we go,

[00:19:55] it's how do we meet the employee where they are

[00:19:58] to provide them just in time, right sized,

[00:20:03] meaningful, relatable content

[00:20:05] that will give them the skill they need in the moment.

[00:20:08] I go back to this example.

[00:20:10] Okay, I'm not a plumber and I'm thankful for those that are

[00:20:14] because I have needs of plumber sometimes.

[00:20:17] It's just not something I find joy in, right?

[00:20:21] But years ago I had a little issue with the commode

[00:20:25] in our bathroom and I looked at it and I said,

[00:20:27] you know, I'm not going to spend $90

[00:20:29] just to have the plumber come out

[00:20:31] and then another hour and then the, you know,

[00:20:33] and I said, it looks like it's just this part here.

[00:20:35] So I took a picture of the part.

[00:20:37] I went to Lowe's and I found the part and on their website,

[00:20:40] they had this little video that showed you how to do it.

[00:20:45] Okay?

[00:20:46] Now I don't know if I could just take the part

[00:20:48] and go do it again.

[00:20:49] I'd have to go back to the video.

[00:20:51] But the point of what I'm trying to say here is

[00:20:53] I got a skill in a moment that I needed a skill

[00:20:56] and it was something I didn't even need into the future

[00:20:59] but I needed it in the moment and I was able to get it

[00:21:02] and I was able to do it.

[00:21:02] That's genius.

[00:21:03] Last question for me is it's more knowing your audience.

[00:21:09] So you have an audience of employees

[00:21:12] and there's not a cookie cutter that works with everybody

[00:21:15] so there's what, learning styles

[00:21:17] and learning differences, right?

[00:21:19] So how do you assess for kind of creating personalized

[00:21:22] experiences to get to that place

[00:21:24] where they have the skill,

[00:21:26] oh, have access to the skills

[00:21:28] and training when they need it

[00:21:30] but again, kind of in the way that they need it

[00:21:33] if that makes sense.

[00:21:34] Yeah, it does, right?

[00:21:36] Because there's a lot of training

[00:21:38] and a lot of content that you can have out there.

[00:21:41] I think what it really does is it requires

[00:21:44] a commitment to understanding

[00:21:47] and of course there's this other,

[00:21:51] I guess we'll call it a shift,

[00:21:53] but it's just kind of murky, I'll call it right now

[00:21:56] where you've got this historical way

[00:21:59] of approach to work where you're hired for a job

[00:22:02] and you have a job title and that's what you do

[00:22:05] and there's a group of skills

[00:22:07] that you need to do that particular job.

[00:22:10] But as the landscape is shifting,

[00:22:14] what we're finding is especially with AI coming on board

[00:22:17] and AI doing some of them,

[00:22:19] more can maybe do some entry level tasks

[00:22:21] or different things that you don't need

[00:22:24] is organizations have a need

[00:22:26] as they're changing fast to say,

[00:22:29] hey, I need this skill, this skill, this skill, this skill

[00:22:33] and it's very costly to have to go out

[00:22:35] and hire someone with that skill.

[00:22:37] So if we can create a way

[00:22:39] that we can create a library of skills,

[00:22:42] these are the skills that we need, right?

[00:22:45] And we're able to say,

[00:22:47] okay, as an employee,

[00:22:48] as you're working with managers and leaders,

[00:22:50] what do you aspire to, where your interests,

[00:22:53] all of that sort of thing

[00:22:54] and then create development paths to get those skills

[00:22:57] and then we're able to see what skills

[00:22:59] that those employees have so when we need those

[00:23:01] we can align people with those skills

[00:23:03] to particular projects.

[00:23:05] Now that sounds simple,

[00:23:08] but with organizations, even larger organizations,

[00:23:11] that's a major shift

[00:23:12] and a major undertaking to get to that place.

[00:23:17] Craig, this has been amazing.

[00:23:19] Yeah, I've enjoyed it very much.

[00:23:21] Once again, thanks for having me.

[00:23:22] This is pretty neat.

[00:23:23] Thank you so much.