Beyond Copilot- How to Make AI Transformation Actually Stick with Femke Cornelissen [MVP]

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Yeah, I come back to the M365F and podcast where we explore Microsoft's 65 AI co-pilot digital

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transformation and the people sharing the future of work.

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Today's guest believes something many organizations still struggle to understand digital transformation

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isn't about deploying technology, it's about changing how people work.

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Joining us today is theme co-cursor.

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We've technology transformation officer at Wontell, one of Netherlands leading Microsoft

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partners.

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And also I have reached the second influential woman in tech.

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Yeah, it's taking so much, yeah, that's true.

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Yeah, I think every day, Facebook and work with the organization looking to move beyond

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simple rolling out Microsoft 65 or co-pilot and Steve, she helps them redesign work itself,

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aligning people, leadership, culture and technology to creating listing transformation.

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Today we'll explore AI adoption, Microsoft co-pilot, change management, organization, behavior,

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leadership, and why successful transformation, start with people, not platforms.

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Yeah, thank you.

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Welcome to the M365F and podcast.

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Hi, thank you so much.

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For this script in the beginning, but yeah, thanks for having me.

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I'm really excited to be here and thanks for the advice and well, what an introduction.

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It was a long introduction.

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Yeah, you have done so much.

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So can you tell us about your journey, how we can do seconds influential woman in tech and

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especially what was the Microsoft ecosystem to do with it?

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Yeah, well, it's interesting.

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Well, I really like sharing knowledge.

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I think the same as you, but a lot of the community with nice is your knowledge around M365

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and everything was new, but also what we're learning from building and creating.

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So I am now 12 years in Microsoft space.

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I started as a market here in tech company.

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So a really different part, really interesting to start in marketing and then actually doing

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different kind of roles from sales to also some technical roles as in share of Portland

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sales and but also migration, consultants, I did some developments as well.

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So it's interesting to look in the kitchen in different areas in tech company.

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But what I really like the most is what have I learned and when I'm talking a lot with different

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kind of customers, it always was things that I've I have seen in more customers at the same

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questions and then I started to create content around it.

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I need to say in the beginning, it was really scared doing that because I always think I'm

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the only one who are going to read it and I need to say in the beginning, it was the only

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one who read it was sometimes myself.

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But by starting creating, doing even more sharing my knowledge, sharing what I think about

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some solutions and why I think it's good but also why it's not good.

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Yeah, it grows really fast.

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And now, yeah, years later, I think almost like three or four years later, before I really

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started with doing that kind of things.

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It's exploding.

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And that's really nice because I think it's really good that you are not based in one area

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that you have seen a lot of things learned from a lot of different kind of backgrounds

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that I had, not only in tech, but also as a photograph or my own business years before

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that.

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And you have a different kind of field than a lot of people normally see in organizations.

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So it's nice.

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And I think that everything coming together, like storytelling, making pictures around it,

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but also sharing what I see in the markets and what is actually changing in the market right

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now.

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And well, I like to zoom in, but also like to zoom out.

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And I think that's not, wow, I think a lot of people try to do it, but it's not always that

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everyone can do and seeing it.

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So, yeah, I think that's my impression.

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Yeah, I see also you are often on conferences, on podcasts, live streams, on podcasts,

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on, and you do a lot of content creation.

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And you also be the chief transformation officer at Vortel.

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So how do you, yeah, do you do your normally day looks like, or in the more, yeah, well, my

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day looks like, well, I wake up and say, hey, this is so funny, my day looks like, oh, I think

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a lot of people are thinking that I absolutely, what do you say, like going to conferences

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speak a lot and creating a lot of concerts or anything, but well, that's more hobby, I would

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say.

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Of course, I get the support for the company that I work for, that they support me to do that,

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but it's, it's, it's a hobby and it's not my actual real job.

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I think sometimes I get some time for it.

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I'm just, like, like, now we doing this podcast, but, yeah, my, my real day looked like they're

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really different.

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So I, I am, if the people don't know, we had a chief transformation officer at Vortel, and

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that means that I am transforming our, our, our own organization.

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So we're doing is, as every organization, we focusing on, on AI.

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And what does it think we see now in, in our organization?

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So a lot of people exploring AI and using AI in different kind of ways, even in a technology

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company, but my role is, what is the strategy of the organization and how can we translate

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strategy in the, different kind of AI initiative that we have and are we doing the right things

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at the right moment because now, AI, we can solve everything, we think and we think everything

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have priority.

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So doing the right things with the right people, making the best results, that's my role.

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Yeah, so, so you, you are not purely in technology in, in your role, you are also as the organization

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or transformation.

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Yeah.

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So I'm not, I'm going to build anything by myself at the moment.

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So that's, that's not what I'm doing.

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I'm having a team who are doing communication adoption, but as well, creating at the agents

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or supporting people to create by themselves, but I'm supposed to offer that away.

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And, and, and when you look a little bit back, what experience, your, your leadership style?

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I really like that people are like being really innovative by themselves and I also like that

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people are, well, people on different kind of teams, they have the knowledge.

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I can say to you, okay, you need to do this on this way and your process is changing and

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this is the way you need to work now.

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But it's way better to have people around you who have the actually reading on it so about

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that, that, that area.

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So it's good to let them be the one who are responsible for the ages that we create, but

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also responsible for the, for the process that we are redesigning and that they are being

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a part of that.

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So it's interesting as, as you think about leadership style, it's interesting to show them

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what we want to go.

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But let them think how we can solve that and how we, how we come there.

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And that's saying, okay, from day one, this is what we build.

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And now is this the new way of working?

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I don't think that's, that's, that's, that's all work.

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And actually we, we see now, I say to a lot of people, we're living in a sort of popcorn

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machine, everything changing all the time.

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And what we build today, tomorrow can be like way different because of our new solutions

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out or things that happening that we are building already that Microsoft brings now as, as

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a stand that or brings us out of the books, you just don't like that.

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So we're living in a world that we need to understand that all the AI tools are changing,

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the alarm changing, the skills that we make need to change, the, but as well, the solutions

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that we build that everyone is building the same kind of solution.

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So the other thing is as well, we need to think about who are ES and organization.

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The way thing that we, that is really, is interesting is that we are as an organization,

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what is our strategy around it?

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And how can AI add on helping to get that, get that done?

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Yeah, when, when I look so, so many companies have invested millions in, in Microsoft 65 and

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that I, and yeah, they, yeah, I think they have a little bit stril to realize the business

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well.

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You, why, why not?

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Yeah.

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Why so many translation projects fail from your perspective?

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Yeah, that's really interesting.

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I think because everyone is creating their own way of working.

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So if you don't have any strategy, no one absolutely know what you are doing.

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And as I said, I think everyone can create their own way of working like from personal perspective.

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So you can do it in your co-pilot or your co-work or even maybe in clause.

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I don't know what you're using, but everyone is creating their own personal productivity

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that not, maybe not need to be a personal productivity thing.

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It needs to be, for example, like a team way of working.

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So you need to create an agent for it in, for example, co-pilot studio or in FoundV.

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So why you don't have business value is because everyone is creating their own way.

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You don't have any synergy in your organization in your way of working.

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So you want is you want to have like a data platform with the right data on it that people

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can build on the same data platform.

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And that there is synergy from what these people is doing and these people, there is actually

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matching with each other and can come back with feedback and make your company even

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better on the other way around or all the people that are there.

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So what you're seeing is, first of all, you had a process with a lot of people there, but

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now you're going to see that AI is evolving and that and everyone is doing that by

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them say, if you need to redesign your organization and that's not easy, sometimes this year to

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create a new organization and build it from scratch, then redesigning an organization

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that people in it will know really good how it needs to be.

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And I think that's the best way that they do it and it will be inspired about what are

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the possibilities for my AI as well.

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And how, yeah, I would say they have the different ways to work all the people, but how can

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you put this in a strategy that creates the value?

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What's your tips here?

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Yeah, from my perspective, it's always start with the CEO Saturday.

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This is the way to go.

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This is important for our organization.

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This is where we're going to.

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And then you need to think about an AI console or an AI team that says, okay, when we have

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from the CEO, this is the way to go.

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What are the initiatives that we are one of the teams that we need to focus in right now

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to get there?

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So you put the CTO, the C-H-R-O, G transformation of course, and the CEO together in one room,

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and you have like every week a discussion about what is to that solution and what are you,

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how do you get the best opportunities there?

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Then you have an transformation team that can be an team that you, an actual, not really

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an actual team, but you can have like a virtual team that you create there.

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But people are actually really in a job.

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We say, okay, you're helping with the adoption, with the communication, you help with building,

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you are helping with the different kind of projects that we want to launch and you give

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people their response, we're going to be there as well.

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You can think about having in every team that you have, that you make one person responsible

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as well for the transformation because, well, it's really good to have people there.

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You are not, you cannot do anything, everything at the same time.

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So let's go to have more people in everything that are there as well responsible for picking

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up the rights or opportunities that are aligning with the strategy that you have as an organization.

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And your whole organization needs to know what the strategy is.

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And we can say that everyone knows that, but I can give you on a favor, the thing that

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most of the organizations don't really, well, from leadership perspective they know.

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But if you, yeah, when you have everything aligned there, then you're going to start with

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training and adoption and saying, okay, this is how you can build your own agents.

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But this is also the policy that we have as an organization and this is how we see this

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from security wise.

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And then you also go to see that people are going to change in their role.

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And let's where to see a role, role is really important because you get people who are going

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to be the owner of the agents from not only the agents that then need to make it even better

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and get better responses, but also that the data is always up to date.

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And a lot of people are planning that part, so they're creating a, just for themselves,

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but it's probably for a team creating their own number.

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And the role was actually not changing because, well, they make something and it changes

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with the organization and then it's, okay, oh, we can all use it, but well, that we need

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to update the data and get better results.

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No one is doing that.

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So it's, I think, a really interesting way to think about from strategy to have a team

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to say, okay, this is the first few use cases that we need to pick to have a transformation

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team.

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Well, by what adoption and creating everything would also get your team on board from no organization

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side.

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And success stories.

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It's also needed.

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We have some success stories to get other people involved.

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And one of the things that I have learned, so I learned and talk about it.

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One of the things that I have learned is that everyone wants to create something and

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wants to do something.

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So how can you keep your people really still creating, being innovative, don't stop because

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you're saying, okay, it needs to be come from the upside.

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You also have to from, from, from themselves to up that people still can create things and

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that it's not stopping and liking it and saying, okay, I don't know if I'm still can make

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my own agents.

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So yeah, good policies and round is everyone knows where it stands, who is responsible.

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And if I'm creating an organogram with agents and people, so make it really visible.

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And I need to say I'm not that far yet, but we are exploring death now.

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Yeah.

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Has AI fundamentally changed change management?

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What do you see?

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Yes, change management is absolutely neat is and and I think not it's a cool turkey.

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I think it's more culture thing than it's technology.

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So the culture thing is is that that's the mindset needs to change.

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And the mindset is the process that that people understand that we can add on everything

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that we want to do.

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And if you really have real value, then we are back why are we don't kind of value is that

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you need to design your organization.

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It absolutely needs if you want to get at want to stay in front, you need to redesign.

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Interesting.

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Can what, what, what, what, what, what thing you why do employees resist new technology?

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Well, I think a lot of people don't know what you can do and also are scared, I think that

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it will take over the job or that everything will change or that, well, of course, everything

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will change.

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But I think a lot of people don't actually know what's happening with their own role.

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So it's good to involve them and let them see what it actually do for them.

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And set off, okay, this is, you are always going, is going away and well, the agents take

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up or I don't believe that I think we're going to create even more roles.

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And if people really click in and see, okay, but this is now that I don't have to do anymore

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with a lot of administration tasks, something like that, but I can even give more as vice

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of our customers, for example, and being more present when I'm there, then people will

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see it.

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Yeah, interesting.

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What did you think, what's the biggest culture by year we have actually companies?

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The culture, what do you say, sorry.

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The culture barriers, the biggest.

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Yeah, now I think what we see at customer as well is I think also leadership is changing.

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It's, it's an interesting thing to think about that, for example, you always have on Friday

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doing a report and giving updates and saying how it's going in organization.

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You have middlemanishments who are saying to the people how they were reporting as well.

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So a lot of things on the reporting side, but as well, that people need to learn that they

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have their people and their agents that they need to work together and that these things

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are changing from that perspective.

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That's a culture barrier.

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I take a lot of people don't understand that we need to, the dual quality and the people

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are even more important and that the task and all that kind of ways will change with,

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in a right way, with the agents there.

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I think a little bit, when we have all these, yeah, the leaders, they have self changed

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their, seeing changed their rules, but they also have the job to trust around the AI.

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How should leader do this, how they can go trust?

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Yeah, that's a really good question.

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I think when you want to build trust, you need to share where you want to go as an organization,

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but also ask people to think with them.

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So ask them how to solve it, what are the best, what are the opportunities that we have

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with AI.

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And trust is as well, I think when people are using AI, they need to understand why am I

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using in this system?

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Is it secure?

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Well, all that kind of thing, so I think that's really important.

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And I think you need to make like a framework for the organization.

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So a framework in this is, for example, personal productivity, this is what you can do in

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it, this is the standard of our organization.

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For instance, what are you doing with our data?

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Be clearer about it, what kind of data you can share and what kind of AI to.

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And what is the thing that you could open and what is the thing that people have no idea

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right?

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And I'm saying everyone would understand it, but it's not everyone is doing their own way.

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If you close it, people will find a way in other AI tools because they think, well, I can

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buy it by myself.

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So can you build trust?

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Is it clear and what you want?

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What you don't want?

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And what is the right way to use for your organization, but also business, productivity

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or personal productivity, I would say?

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Team AI, we are talking more about, for example, co-pilot studio, building your agents for your

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team, but also enterprise AI.

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You can think about the solutions that you want to sell to your customers or AI solutions

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that you are building or the gold mine of your gold that you say, okay, this is something

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that we want to create from enterprise perspective.

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And there is no owner there, but well, this is something that we're building by yourself

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and you can put out collecting or get your information out of it for this kind of people.

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So it's interesting to think about that, to give clear instructions and I think that will

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help.

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So you think you have to give clear instructions, so what did you think about the people

283
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do experimentation with AI?

284
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I think that's good.

285
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I think as well everyone needs to experiment to understand what it can be.

286
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So you need to know in what kind of tool and what is allowed and what is not allowed.

287
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So I think, well, let's say like co-pilot versus co-work, co-work right now at the moment

288
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is, hey, as you go, we all know that.

289
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So if you go into experiments in co-work, you will get to build.

290
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So you can also create a skill or learning in co-pilot to create the right skill for example

291
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in co-work.

292
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So you go into buildings, you go into create is, you go into talk with co-pilot, it doesn't

293
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cost you any cost anymore and then you create it with your co-work.

294
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So everything in use co-work that you have the right skill in that your cost is not that high

295
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instead of experimenting, making better.

296
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So we really need to learn where we need to do that.

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For example, as well with creating, when I'm talking about personal productivity even with

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creating for example, and power points, yeah, it's really easy to say to co-work, this is

299
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my transcript, create power points.

300
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Well, that cost you $25 or $30.

301
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I don't know, actually something just how big it is and how many data you put in, but you

302
00:23:58,000 --> 00:24:04,520
also can think about, I can upload it in my power points, in my uploaded transcripts and

303
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saved for the day today, then it's cost you nothing.

304
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So it's a way of working by learning where to your experiments, it would also be open

305
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and mind it in what other opportunities and there is an adoption or something valuable.

306
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And I think culture is also something that needs to be involved there, right?

307
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Because if you get the opportunity, experiments, be an experimental organization, I think that

308
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will help you.

309
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You can learn, or you can fall, and you can learn from the mistakes you make.

310
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And when, what did you think how does the future of workplace look like?

311
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Yeah, oh, I think all the solutions that we are building now at the moment, but each other,

312
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that everyone can build that, not everything will have their solutions one day.

313
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So everything that we think that we are unique now, probably in the upcoming years, no one

314
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is very unique, but it's a time now.

315
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And I think the difference will be, we're thinking about who you are as an organization and

316
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being your strengths in there.

317
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So that you make the difference with the people who are there and actually just trying to

318
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do that.

319
00:25:27,680 --> 00:25:36,360
You have a round AI and not only doing things faster, but also who are you as a brands?

320
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And what is the difference between other companies, building the same solutions?

321
00:25:42,360 --> 00:25:46,720
And also, I think we're going to talk more, we're talking now in this podcast, but I'm also

322
00:25:46,720 --> 00:25:53,120
thinking we're going to talk more to our systems that are brought more workflows creating,

323
00:25:53,120 --> 00:25:58,160
well, I think, and it's already there, we are building it by yourself, but when I have

324
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a meeting with you, I also want to have 23 different kind of workflows behind it, because

325
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the system needs to work for me and I don't need to wait for the next steps.

326
00:26:09,120 --> 00:26:13,760
Well, when I have a transcript and I have a team's meeting, I want the next step is that

327
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there is an offer for our customer.

328
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And do I really need to make that offer or kind of see in the transcript already that

329
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the offer is about co-piles and co-work with so many uses and there are so many options.

330
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And this is the organization and these are the people are involved in the customer who

331
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needs to decide on it.

332
00:26:35,600 --> 00:26:40,000
So your AI is going to make that as well for you in workflows.

333
00:26:40,000 --> 00:26:49,360
So I think the future will be, how can you really make impacts by creating a new process

334
00:26:49,360 --> 00:26:56,520
instead of creating new agents on top of your process that you have now?

335
00:26:56,520 --> 00:27:01,800
And the real winners will be the first one I think.

336
00:27:01,800 --> 00:27:08,280
Yeah, we have a lot of new things, I think one of this is the agent to agent collaboration

337
00:27:08,280 --> 00:27:12,120
communication.

338
00:27:12,120 --> 00:27:18,840
How will AI change collaboration and communication in companies?

339
00:27:18,840 --> 00:27:22,000
Interesting, a lot I think.

340
00:27:22,000 --> 00:27:26,840
So we're talking about how can we change our processes, but also we need to think about

341
00:27:26,840 --> 00:27:31,560
how can the change our way of communication with each other.

342
00:27:31,560 --> 00:27:35,840
And I always need to think about the way that we are going from the server to the SharePoint

343
00:27:35,840 --> 00:27:42,520
or working with teams and we need to start it with creating our team schools and well,

344
00:27:42,520 --> 00:27:47,800
I don't want to go to the office or just want to go to the office and all the things there

345
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we need to have new ones.

346
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We need to understand that we have a new way of working created there.

347
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And the same will happen now.

348
00:28:00,200 --> 00:28:06,120
We have AI only involved in that and we need to make the right decisions when AI is doing

349
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something.

350
00:28:07,120 --> 00:28:10,200
So one of the things, for example, is meetings.

351
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When you have a meeting, you want to have something that already prepared you front of.

352
00:28:13,720 --> 00:28:17,800
You want to have send it to all the people where you are to talk about, this is not something

353
00:28:17,800 --> 00:28:19,600
that you need to do by human.

354
00:28:19,600 --> 00:28:21,000
This is what AI can do.

355
00:28:21,000 --> 00:28:25,520
It also gives you a genna, it also gives you some information how long it takes, it gives

356
00:28:25,520 --> 00:28:31,040
you what would the facilitator agent, it gives you also some information about what I already

357
00:28:31,040 --> 00:28:39,880
talked about or you can give you notes afterwards but also heads up what you need to do in the

358
00:28:39,880 --> 00:28:42,160
future.

359
00:28:42,160 --> 00:28:47,480
So I think, well, the next step is more, do we still need to have all this kind of meetings

360
00:28:47,480 --> 00:28:51,200
or can already AI decide some of this?

361
00:28:51,200 --> 00:28:55,160
Do we still need to be part of the human?

362
00:28:55,160 --> 00:29:00,400
And what kind of decisions really need to be taken by us?

363
00:29:00,400 --> 00:29:02,400
Yeah.

364
00:29:02,400 --> 00:29:11,040
I think a little bit, what I find really interesting, I think my coffee machine that has now a button,

365
00:29:11,040 --> 00:29:14,800
it's AI button, I don't know what it's really do.

366
00:29:14,800 --> 00:29:22,720
Yeah, it's a fed labeled AI inside, cool.

367
00:29:22,720 --> 00:29:24,480
You did it test it, yes.

368
00:29:24,480 --> 00:29:29,440
Yeah, I have clicked the button, but I don't know what's different to be for.

369
00:29:29,440 --> 00:29:41,920
Oh, I'm not not a barista, but I think for a barista, the biggest change in what AI

370
00:29:41,920 --> 00:29:48,280
do, but I think it's the biggest actually, it's for knowledge work.

371
00:29:48,280 --> 00:29:53,280
How did you think knowledge work will transform?

372
00:29:53,280 --> 00:30:00,040
Well, fun thing when you're talking about barista, I know some people who are making applications

373
00:30:00,040 --> 00:30:07,440
about how many coffee they drink at a day and if they, how many like coffee beans.

374
00:30:07,440 --> 00:30:13,200
I was, yeah, some of that you can take them out, I don't know, it's actually that.

375
00:30:13,200 --> 00:30:18,200
Or then you have a ring where it's all your sleep data and those you can analyze, how

376
00:30:18,200 --> 00:30:21,960
many, well, that's the first thing I don't need to think about when you have an AI and

377
00:30:21,960 --> 00:30:25,160
bottom of your coffee machine.

378
00:30:25,160 --> 00:30:30,840
But was knowledge work, yeah, I think everything, round knowledge work will all change really,

379
00:30:30,840 --> 00:30:32,680
really, really fast.

380
00:30:32,680 --> 00:30:35,680
I think I already doing at the moment.

381
00:30:35,680 --> 00:30:42,440
And yeah, think about an AI who, different panel, the eyes, but you need to really think

382
00:30:42,440 --> 00:30:47,760
about what are the things that I do on the piece and how can I be, what, what do I want

383
00:30:47,760 --> 00:30:49,280
to be in the future?

384
00:30:49,280 --> 00:30:54,440
How can AI help me to get there and one of the things that it's that I actually doesn't

385
00:30:54,440 --> 00:30:57,000
have to do anymore.

386
00:30:57,000 --> 00:31:00,880
And that you can think about personal perspective, personal productivity and I think that's

387
00:31:00,880 --> 00:31:06,560
a lot of the things that a knowledge worker is doing, but also working together with your team.

388
00:31:06,560 --> 00:31:11,120
And what are your KPIs in your organization and how can you come there?

389
00:31:11,120 --> 00:31:16,840
Yeah, I think knowledge worker will change and normally, and the things that I've seen

390
00:31:16,840 --> 00:31:21,400
in the future is that we are going to see even more connecting the dots there.

391
00:31:21,400 --> 00:31:25,160
So you have your CRM data, you've already used it.

392
00:31:25,160 --> 00:31:27,320
Like I don't go to a dynamic system anymore.

393
00:31:27,320 --> 00:31:32,960
I asked questions, how many opportunities are there, this customer gave me an advice to

394
00:31:32,960 --> 00:31:37,560
handle, what are the next, the talking points that I need to talk with.

395
00:31:37,560 --> 00:31:42,720
But also you can think about more data coming together, for example, from your marketing

396
00:31:42,720 --> 00:31:51,200
perspective or so I think the whole way of working with chains and you get anything more

397
00:31:51,200 --> 00:31:58,320
analyzing data, getting their data is available, getting more opportunities that AI is analyzing

398
00:31:58,320 --> 00:32:00,120
it for you.

399
00:32:00,120 --> 00:32:04,960
But I think we as a human need to learn how to do it well.

400
00:32:04,960 --> 00:32:09,960
And don't always ask the questions that we analyze this.

401
00:32:09,960 --> 00:32:14,400
Well, we really need to learn how to get the best results and create good skills for

402
00:32:14,400 --> 00:32:15,400
it.

403
00:32:15,400 --> 00:32:19,240
Yeah, skills is a good topic.

404
00:32:19,240 --> 00:32:21,760
You are in a leadership position.

405
00:32:21,760 --> 00:32:28,480
What skills do model leaders need and what will you say which becomes obsolete?

406
00:32:28,480 --> 00:32:34,640
Yeah, well, one of the things that I would say, I think everyone will recognize this, everyone

407
00:32:34,640 --> 00:32:36,120
has a lot of good ideas.

408
00:32:36,120 --> 00:32:44,080
But nowadays everyone has even more good ideas because they put it in the AI system, they

409
00:32:44,080 --> 00:32:48,680
get things back that you think about, oh, well, this is a good idea and this is my idea,

410
00:32:48,680 --> 00:32:50,200
for example.

411
00:32:50,200 --> 00:32:56,360
So I think, first of all, I get a PowerPoint presentation once a week and someone needs to

412
00:32:56,360 --> 00:33:01,360
work like 40 hours to get a really nice PowerPoint presentation and send me to it over and

413
00:33:01,360 --> 00:33:04,760
told me the story why this is a good idea.

414
00:33:04,760 --> 00:33:09,680
And now I get like sometimes 10 PowerPoint presentations in the same style with the same

415
00:33:09,680 --> 00:33:14,920
idea with the different, well, everyone can do even more and have good ideas because of

416
00:33:14,920 --> 00:33:16,320
the AI system.

417
00:33:16,320 --> 00:33:18,640
So I think that we work in.

418
00:33:18,640 --> 00:33:25,800
So I think the thing that we need to learn is how can we, what is the intention of the things

419
00:33:25,800 --> 00:33:27,920
behind it that people are creating?

420
00:33:27,920 --> 00:33:29,120
Why aren't they doing it?

421
00:33:29,120 --> 00:33:33,240
So we need to have the skills and really have to communicate and ask you more about the

422
00:33:33,240 --> 00:33:37,240
use cases, not only in giving a life, asking about the uses.

423
00:33:37,240 --> 00:33:38,240
Why are we doing?

424
00:33:38,240 --> 00:33:39,240
Why is this helping us?

425
00:33:39,240 --> 00:33:41,320
Why are you creating this PowerPoint?

426
00:33:41,320 --> 00:33:43,960
What is the intention behind it?

427
00:33:43,960 --> 00:33:50,200
So even more of the communication skills will be more important, I think.

428
00:33:50,200 --> 00:33:55,680
And because everyone has so many ideas, how can you say to other people that they are

429
00:33:55,680 --> 00:33:57,280
really good ideas?

430
00:33:57,280 --> 00:33:59,840
But this is something someone is working on.

431
00:33:59,840 --> 00:34:09,080
So I think the goals and responsibilities for the teams will be more, need to be clear

432
00:34:09,080 --> 00:34:11,480
because everyone can create everything.

433
00:34:11,480 --> 00:34:17,040
And it could be, for example, that your finance departments have a good idea for yourself

434
00:34:17,040 --> 00:34:18,040
the park, right?

435
00:34:18,040 --> 00:34:22,960
And even the way it routes because they have now they feel they've been able to create

436
00:34:22,960 --> 00:34:27,040
all kinds of ideas that they think they need to help with.

437
00:34:27,040 --> 00:34:37,280
Yeah, I think also what actually happened, like the EU, UAE, I act, there's a lot of stuff

438
00:34:37,280 --> 00:34:46,520
that happen, but they're especially for leadership, they become liability for the AI, so they're

439
00:34:46,520 --> 00:34:51,320
personally can be.

440
00:34:51,320 --> 00:35:04,760
So how do you think leadership can be here getting more secure here?

441
00:35:04,760 --> 00:35:06,080
What have they to do?

442
00:35:06,080 --> 00:35:12,920
Because I don't know, have a better IT guy, some sort team or all.

443
00:35:12,920 --> 00:35:19,680
Yeah, interesting is that because, well, you're talking about AI, UAE, AI, and I think that's

444
00:35:19,680 --> 00:35:20,680
really important.

445
00:35:20,680 --> 00:35:30,000
But you also need to think about what is the best data in my organization and what do we need

446
00:35:30,000 --> 00:35:36,040
to be, yeah, needs to have theirs that no one can touch or no one can do something with

447
00:35:36,040 --> 00:35:37,040
it.

448
00:35:37,040 --> 00:35:40,960
What is the thing that we can actually build on?

449
00:35:40,960 --> 00:35:47,360
But as well, I think again, the clear instructions need to be there.

450
00:35:47,360 --> 00:35:50,240
Yeah, let me think.

451
00:35:50,240 --> 00:35:55,920
You say, what is the more the leadership need to think about?

452
00:35:55,920 --> 00:36:02,480
I think it's good to have not only, I think leadership need to know what are the new things

453
00:36:02,480 --> 00:36:09,680
where we stand, what is the market heating on and not only IT department.

454
00:36:09,680 --> 00:36:17,000
This is, I think we see AI as a thing that it needs to be in the IT department and someone

455
00:36:17,000 --> 00:36:20,080
is responsible from IT.

456
00:36:20,080 --> 00:36:21,880
It's not anymore.

457
00:36:21,880 --> 00:36:27,760
You have more people involved in the different kind of teams who are responsible there, but

458
00:36:27,760 --> 00:36:32,440
also getting in a position that they can say, this is what we need and this is responsible

459
00:36:32,440 --> 00:36:34,760
way.

460
00:36:34,760 --> 00:36:39,360
So putting on, for example, in short baking, I'm just five co-pudders, yeah, you need to understand

461
00:36:39,360 --> 00:36:40,360
why.

462
00:36:40,360 --> 00:36:51,080
You need to understand what is happening with the other them or using a cloud somewhere

463
00:36:51,080 --> 00:36:57,160
or, well, I think everyone needs to learn it and also need to know what are the consequences

464
00:36:57,160 --> 00:36:58,640
around it.

465
00:36:58,640 --> 00:37:14,040
Yeah, we have, I think we start with quality data and AI creates so much quantity and how

466
00:37:14,040 --> 00:37:25,840
and they all can build now their own agents, their own citizens and stuff and how, yeah,

467
00:37:25,840 --> 00:37:36,880
I don't know how will you go all this, how can we go there as a, yeah, be safe or be careful

468
00:37:36,880 --> 00:37:37,880
or be...

469
00:37:37,880 --> 00:37:40,800
Yeah, I think you need to make it feasible.

470
00:37:40,800 --> 00:37:46,120
So for example, when we talk about our organization that I work for, we have 12 hundred agents

471
00:37:46,120 --> 00:37:51,680
there and we have 500 people who are working there.

472
00:37:51,680 --> 00:37:57,240
So we have a lot of agents if you say instead of like human.

473
00:37:57,240 --> 00:38:03,320
And I think there are a lot of agents who have no odor and no one who is responsible for

474
00:38:03,320 --> 00:38:04,320
it.

475
00:38:04,320 --> 00:38:09,640
So, yeah, you will see if people are creating agents and being curious, it's fine that they

476
00:38:09,640 --> 00:38:14,480
are, people are doing that, but you also need to have a policy, for example, if they have

477
00:38:14,480 --> 00:38:20,920
their first day of working, you want to let them create an agent because they're learning

478
00:38:20,920 --> 00:38:26,160
from it, but also the policy that you need to delete it.

479
00:38:26,160 --> 00:38:31,360
And the other way is like, for example, if we're using co-pilots in meetings, yeah, you see

480
00:38:31,360 --> 00:38:36,400
is that people have meeting transcripts, for example, and then after 30 days, they're

481
00:38:36,400 --> 00:38:42,640
deleting all the recordings because their data are exploring and, yeah, people say, okay,

482
00:38:42,640 --> 00:38:47,720
we can delete it after 30 days, but what if your co-pilot doesn't work anymore with that

483
00:38:47,720 --> 00:38:48,720
data?

484
00:38:48,720 --> 00:38:52,600
You always want to have the data because you're building on that.

485
00:38:52,600 --> 00:38:59,240
So, it's all with making appointments with your team in how you weigh off working, we're

486
00:38:59,240 --> 00:39:00,240
coming back in.

487
00:39:00,240 --> 00:39:01,240
This is what we want.

488
00:39:01,240 --> 00:39:02,240
This is what we want to achieve.

489
00:39:02,240 --> 00:39:05,440
This is where we store our recordings or our data.

490
00:39:05,440 --> 00:39:10,960
So our co-pilot can still work with it.

491
00:39:10,960 --> 00:39:17,040
And yeah, I think a lot of people are maybe selfish, that's it, because they are doing

492
00:39:17,040 --> 00:39:20,440
everything by themselves, creating something for themselves.

493
00:39:20,440 --> 00:39:26,240
But if you can look at the broader perspective as an organization, then I think then you win,

494
00:39:26,240 --> 00:39:27,240
yeah.

495
00:39:27,240 --> 00:39:35,560
I think a lot of teams build their agent to agents systems, but they're, yeah, I think marketing

496
00:39:35,560 --> 00:39:36,560
entails.

497
00:39:36,560 --> 00:39:45,480
Also, they have, communicate, the video thing, this is be the future.

498
00:39:45,480 --> 00:39:55,480
They can only bring that AI talk to another here and how can we be safe?

499
00:39:55,480 --> 00:40:01,000
That's not, I don't know, that's not become bias in all the systems.

500
00:40:01,000 --> 00:40:03,200
How did you have it?

501
00:40:03,200 --> 00:40:09,960
Well, bias is something that is also something from the owner of the agents.

502
00:40:09,960 --> 00:40:15,400
So you need to, well, I think it's, when I'm, I'm a lot of talk about the

503
00:40:15,400 --> 00:40:19,520
solution in our organization, and say, this is something that I really like, and this is

504
00:40:19,520 --> 00:40:24,360
something that I, our, our confidence all need that, then you will see that in every

505
00:40:24,360 --> 00:40:28,960
output, it will give bias that the customer needs that solution.

506
00:40:28,960 --> 00:40:33,440
So this is also something that we need to learn from human perspective that you need to

507
00:40:33,440 --> 00:40:40,160
create a new chat or a new agent and build it on from scratch with the rights, the rights

508
00:40:40,160 --> 00:40:41,160
documents.

509
00:40:41,160 --> 00:40:46,480
And this is actually really why you need to create your new agents and not always go to

510
00:40:46,480 --> 00:40:51,720
your co-pilot or your code work because it has bias and it is also having different chat

511
00:40:51,720 --> 00:40:56,960
and busy, I can't have the same because, well, you do something and you ask a question that

512
00:40:56,960 --> 00:41:02,920
they, well, you know that they know that you want that answer, like, and they will give

513
00:41:02,920 --> 00:41:03,920
it to you.

514
00:41:03,920 --> 00:41:04,920
So that's bias.

515
00:41:04,920 --> 00:41:12,400
Also, clear, clear, uh, problems saying, okay, you are a marketer or you are an influencer

516
00:41:12,400 --> 00:41:17,240
or you are a sales director or you are a CEO, what would you do?

517
00:41:17,240 --> 00:41:19,480
And you have no knowledge around this.

518
00:41:19,480 --> 00:41:25,040
Um, that, that little thing is already helping, but also having the right data included and,

519
00:41:25,040 --> 00:41:30,320
and, and say, start from the beginning and don't look at my profile who I am now and

520
00:41:30,320 --> 00:41:33,440
what I already sell, uh, send to you.

521
00:41:33,440 --> 00:41:39,040
You can make a really different than, uh, than, than, the bias is something that, um,

522
00:41:39,040 --> 00:41:43,440
yeah, that, that is something that, that you as a human, probably, are responsible for

523
00:41:43,440 --> 00:41:45,240
to check.

524
00:41:45,240 --> 00:41:51,480
Uh, and what would you think, uh, which role does, uh, play as transparency?

525
00:41:51,480 --> 00:41:55,480
Transparency, which role?

526
00:41:55,480 --> 00:42:03,000
Um, um, well, I think transparency, yeah, it's interesting.

527
00:42:03,000 --> 00:42:08,080
Uh, to think about transparency in, in, in, what are, what is AI using?

528
00:42:08,080 --> 00:42:13,320
What are the, what kind of data it used from the web or from your organization?

529
00:42:13,320 --> 00:42:18,000
But also transparency in what you're building in your organization and where you want to

530
00:42:18,000 --> 00:42:20,280
go to in, in the future.

531
00:42:20,280 --> 00:42:26,640
Um, only when you are transparent, people will all line and have an idea of, okay, just

532
00:42:26,640 --> 00:42:27,640
what I also want to build.

533
00:42:27,640 --> 00:42:30,160
And this is what I helping our organization with.

534
00:42:30,160 --> 00:42:38,680
So transparency in everything is really, uh, needed, um, but we, I think we not, not always

535
00:42:38,680 --> 00:42:44,600
know everything because the solutions go so fast that we also searching for things from

536
00:42:44,600 --> 00:42:47,680
Microsoft perspective, for example, what is this?

537
00:42:47,680 --> 00:42:48,680
Why is it open?

538
00:42:48,680 --> 00:42:49,680
Why is it closed?

539
00:42:49,680 --> 00:42:51,440
What is, what will affect?

540
00:42:51,440 --> 00:42:53,240
What is the LLM out there?

541
00:42:53,240 --> 00:42:54,760
What are they doing with the data?

542
00:42:54,760 --> 00:43:00,040
Uh, so I think that's a role for partners who helping with the cost, helping with the,

543
00:43:00,040 --> 00:43:05,600
uh, things that around data governance and the security and also what is doing with all

544
00:43:05,600 --> 00:43:09,200
the data that we put in our agents.

545
00:43:09,200 --> 00:43:15,440
Um, so yeah, transparency is, is needed, but I think there's also a role for a partner to

546
00:43:15,440 --> 00:43:16,800
helping in that.

547
00:43:16,800 --> 00:43:17,800
Yeah.

548
00:43:17,800 --> 00:43:19,840
Um, but that's interesting.

549
00:43:19,840 --> 00:43:28,600
Can you a little bit tell how did you personally use, um, um, a co pilot in, in your daily

550
00:43:28,600 --> 00:43:29,600
work?

551
00:43:29,600 --> 00:43:30,600
Yeah.

552
00:43:30,600 --> 00:43:31,600
Oh, sure.

553
00:43:31,600 --> 00:43:32,840
So I share my day today.

554
00:43:32,840 --> 00:43:33,840
Yeah.

555
00:43:33,840 --> 00:43:36,720
So I have, I think eight different meetings today.

556
00:43:36,720 --> 00:43:40,320
So that's my, uh, thing that, uh, that happens.

557
00:43:40,320 --> 00:43:46,880
Um, so all the transcript out of that I used and say, okay, give me my personal task that

558
00:43:46,880 --> 00:43:51,800
I need to do later on and put it in my agenda for the upcoming week.

559
00:43:51,800 --> 00:43:53,720
And also I go on a vacation.

560
00:43:53,720 --> 00:43:58,960
So some of the things I know that is, uh, is, uh, is something that you need to think about,

561
00:43:58,960 --> 00:44:00,640
okay, when can I do it?

562
00:44:00,640 --> 00:44:06,760
So I also asked what is the priority, uh, put it in order of a priority, put it in my agenda.

563
00:44:06,760 --> 00:44:12,720
So I did that with co works and my whole full agenda is full for the front of my vacation,

564
00:44:12,720 --> 00:44:18,400
but also, uh, after my vacation because it doesn't have any priority at the moment.

565
00:44:18,400 --> 00:44:21,440
So that's one of the things that I use a lot.

566
00:44:21,440 --> 00:44:26,920
Another thing is that I always love to share that practices that, that this one is like,

567
00:44:26,920 --> 00:44:32,720
I was in Barcelona a few weeks ago and I was there with, uh, uh, a few customers of us.

568
00:44:32,720 --> 00:44:35,000
I was there a half day, so I wasn't long.

569
00:44:35,000 --> 00:44:41,600
Uh, I did a presentation with Microsoft at an, uh, an event and then I had like a half hour

570
00:44:41,600 --> 00:44:43,200
of it, five customers.

571
00:44:43,200 --> 00:44:46,960
So I put facilitator, you know, and I asked different kind of questions.

572
00:44:46,960 --> 00:44:49,520
So what do you think about the event?

573
00:44:49,520 --> 00:44:51,680
What are your next steps that you're going to do?

574
00:44:51,680 --> 00:44:54,480
And what do you think about the organization that I work for?

575
00:44:54,480 --> 00:44:56,360
Three questions, five customers.

576
00:44:56,360 --> 00:45:03,400
On my way back to, uh, to the, the airport, I asked co-quited, okay, I want to have an email

577
00:45:03,400 --> 00:45:08,160
for our sea level, uh, tell them what happens on these events.

578
00:45:08,160 --> 00:45:10,920
There it was with all the insights.

579
00:45:10,920 --> 00:45:16,280
After I asked make an email for all the account managers of the customers and tell them what

580
00:45:16,280 --> 00:45:21,480
are the next steps because I know now what are the next steps after this event.

581
00:45:21,480 --> 00:45:26,960
Uh, I, uh, send an email to our marketing and make a blog post around it, what they think

582
00:45:26,960 --> 00:45:29,400
about, where they'll, how to, why they are likes.

583
00:45:29,400 --> 00:45:33,680
It's hard to work with, where they'll, but also what are the next steps that people really

584
00:45:33,680 --> 00:45:39,200
need to know about and what happens in the, uh, event space, where I was.

585
00:45:39,200 --> 00:45:45,480
I made some pictures with the customers, so I have, yeah, so the things that I use is, is

586
00:45:45,480 --> 00:45:52,840
how can I make something small as like, uh, five minutes call with the customer, how can

587
00:45:52,840 --> 00:45:59,680
we create a lot of noise, uh, and not only noise, but also impacts on the next steps.

588
00:45:59,680 --> 00:46:05,280
And I, I do that a lot with every podcast that I make, with every contents that I make.

589
00:46:05,280 --> 00:46:11,480
It's, it's a search for even even more, uh, and making new content around it and also,

590
00:46:11,480 --> 00:46:13,680
uh, inform my colleagues.

591
00:46:13,680 --> 00:46:23,040
Um, um, when, when we stay at, at co-pilot, um, there are so many tools, uh, like, uh, co-pilot

592
00:46:23,040 --> 00:46:31,840
studio, co-pilot inside M6-X5, uh, yeah, we also have also the other stuff like AI factory,

593
00:46:31,840 --> 00:46:35,960
but, but what, what, what did you, uh, use most and why?

594
00:46:35,960 --> 00:46:40,000
Yeah, though all the easiest way is, is co-pilot will go work.

595
00:46:40,000 --> 00:46:48,320
And of course I, I've made a few of my few agents there, um, Nora is, is one of my agents

596
00:46:48,320 --> 00:46:55,480
and a fa is one of my ages, so I make a human name around it for as well, analyzing and, and,

597
00:46:55,480 --> 00:46:58,200
creating task and, and that kind of things.

598
00:46:58,200 --> 00:47:02,000
Um, but, um, yeah, what are you use most?

599
00:47:02,000 --> 00:47:06,240
Yeah, I, I need to say I don't use wanting most.

600
00:47:06,240 --> 00:47:09,040
It's my start points for the whole day.

601
00:47:09,040 --> 00:47:13,720
So I never ever going any more in my inbox on my email.

602
00:47:13,720 --> 00:47:16,720
I start points is co-pilot.

603
00:47:16,720 --> 00:47:21,520
Um, and I do the same with creating a power point.

604
00:47:21,520 --> 00:47:27,160
I, most of the time, okay, I can do that from power point itself, but I also can start from,

605
00:47:27,160 --> 00:47:28,760
uh, co-pilot itself.

606
00:47:28,760 --> 00:47:32,560
So I think for me is, um, it's the other way around.

607
00:47:32,560 --> 00:47:39,000
It's not what are you using a lot, but it's, it's my, yeah, I say UI for AI.

608
00:47:39,000 --> 00:47:40,000
It's really there.

609
00:47:40,000 --> 00:47:45,960
It's my reference point to go to the different kind of agents that are in my M25 co-pilot

610
00:47:45,960 --> 00:47:46,960
as furtious.

611
00:47:46,960 --> 00:47:53,360
Um, yeah, I wanna, uh, answer all my emails are there in, in concepts, put it on there

612
00:47:53,360 --> 00:47:58,880
or, um, um, make, uh, let me coach, for example.

613
00:47:58,880 --> 00:48:04,560
I also do a lot about my role and the people accidentally did I really do the right things.

614
00:48:04,560 --> 00:48:05,560
Well, I do now.

615
00:48:05,560 --> 00:48:07,800
I'll podcast with you, for example.

616
00:48:07,800 --> 00:48:11,200
Is that something that is, is, is right for my role?

617
00:48:11,200 --> 00:48:17,040
Um, uh, and then I can think about, okay, we'll, I do it next week again or another, we'll

618
00:48:17,040 --> 00:48:18,760
do any to focusing on other things.

619
00:48:18,760 --> 00:48:25,680
So, uh, it's also, uh, really good in, in, in, in, in, uh, your, uh, your task, but also in,

620
00:48:25,680 --> 00:48:30,600
in coaching and, and, and helping you, uh, I, growing your, uh, your position.

621
00:48:30,600 --> 00:48:31,600
Yeah.

622
00:48:31,600 --> 00:48:37,320
Um, um, and when we think about the adoption co, and by co-pilot, there we have, I think

623
00:48:37,320 --> 00:48:43,160
for Microsoft two programs, uh, I think they have really the same name, but, uh, uh, there

624
00:48:43,160 --> 00:48:47,280
are one is the adoption framework champion.

625
00:48:47,280 --> 00:48:48,280
Yeah.

626
00:48:48,280 --> 00:48:51,320
And the, uh, the co pilot, chantians.

627
00:48:51,320 --> 00:48:54,920
So what did you think about the, these, these programs?

628
00:48:54,920 --> 00:49:01,480
Well, I think it's, it's nice that there's a program and as you can learn from it and, uh,

629
00:49:01,480 --> 00:49:07,280
it's good to have a framework somewhere, but I think what we said already is, it's, it's

630
00:49:07,280 --> 00:49:13,080
like, uh, a popcorn machine that we in and we see a lot of this, that we are thinking about

631
00:49:13,080 --> 00:49:17,920
away of an outcar or something like that is awareness, desire, and all that, stability

632
00:49:17,920 --> 00:49:18,920
and reinforcement.

633
00:49:18,920 --> 00:49:27,000
And I still believe that's really good, but the, uh, uh, uh, the knowledge is keep popping

634
00:49:27,000 --> 00:49:28,000
up every day.

635
00:49:28,000 --> 00:49:29,440
So it's, don't stop anymore.

636
00:49:29,440 --> 00:49:34,480
So I think adoption needs to be something that you need to invest in every day and it's

637
00:49:34,480 --> 00:49:36,040
not something that stops.

638
00:49:36,040 --> 00:49:40,100
And a lot of this kinds of things are something that stops.

639
00:49:40,100 --> 00:49:45,360
But when you have champions, you have some people in your organization who are responsible

640
00:49:45,360 --> 00:49:49,920
for the new days, new updates and helping others as well, so I think that's fantastic

641
00:49:49,920 --> 00:49:54,640
to do because you have people in your organization helping others there and sharing it so you

642
00:49:54,640 --> 00:49:57,940
don't have to do it all by yourself.

643
00:49:57,940 --> 00:50:00,000
So that's good.

644
00:50:00,000 --> 00:50:05,880
But I think it's, it's, well, we, we see a lot of things around adoption and co-pilot

645
00:50:05,880 --> 00:50:10,720
and I think a lot of people are training people in a way, this is the button that you can

646
00:50:10,720 --> 00:50:16,960
have and that you can choose and this is how you can transcribe or summarize your meeting.

647
00:50:16,960 --> 00:50:22,800
But then it's, I think it's way more than that you need to have like a different kind of

648
00:50:22,800 --> 00:50:28,800
mindset to start in here and this is your, how is gold as you want?

649
00:50:28,800 --> 00:50:33,360
Yeah, that's in my case like the next steps and real adoption if people understand that

650
00:50:33,360 --> 00:50:38,800
they're always changing, not only using a puzzle because they can use AI and something

651
00:50:38,800 --> 00:50:40,400
that they already did.

652
00:50:40,400 --> 00:50:44,680
Thinking about the outcome and the next steps and how you can even help your customers

653
00:50:44,680 --> 00:50:51,200
better or have better communication with your colleagues or growing as a person by yourself.

654
00:50:51,200 --> 00:50:52,600
I think that's the next step.

655
00:50:52,600 --> 00:50:54,120
Yeah, that's really interesting.

656
00:50:54,120 --> 00:50:57,680
So I have on every podcast, I have a quick fire route.

657
00:50:57,680 --> 00:51:04,440
So I asked some questions and you give us a short, short answer.

658
00:51:04,440 --> 00:51:08,920
What is the biggest AI myth?

659
00:51:08,920 --> 00:51:12,240
I want to say AI, something we see there everywhere.

660
00:51:12,240 --> 00:51:21,840
When we say AI, AI agents, I think that's, yeah.

661
00:51:21,840 --> 00:51:24,520
Hybrid or remote?

662
00:51:24,520 --> 00:51:25,520
Hybrid?

663
00:51:25,520 --> 00:51:30,840
Bit of a ball of a candle.

664
00:51:30,840 --> 00:51:42,800
What's something people are surprised to learn about you?

665
00:51:42,800 --> 00:51:45,560
So guys, a lot about me.

666
00:51:45,560 --> 00:51:51,200
Facability, I think.

667
00:51:51,200 --> 00:51:55,480
The most underrated Microsoft 365 feature.

668
00:51:55,480 --> 00:51:57,240
Workplace?

669
00:51:57,240 --> 00:52:03,360
When Microsoft comes to you and say, "Fame, you get all the resources and money you need.

670
00:52:03,360 --> 00:52:10,040
What feature will you develop?"

671
00:52:10,040 --> 00:52:16,520
Better results, workflows and combination when they do different kinds of AI tools.

672
00:52:16,520 --> 00:52:21,800
What's the best conference you ever in?

673
00:52:21,800 --> 00:52:33,080
How do you project for over then with all the new AI information?

674
00:52:33,080 --> 00:52:41,600
We use building agents to get informed.

675
00:52:41,600 --> 00:52:54,800
All workplace habits to stop.

676
00:52:54,800 --> 00:53:00,160
We still need to do that.

677
00:53:00,160 --> 00:53:04,880
And which ones to start?

678
00:53:04,880 --> 00:53:16,360
Back my agent work, close my laptop.

679
00:53:16,360 --> 00:53:19,960
Coffee or tea or energy during the development of the AI agent?

680
00:53:19,960 --> 00:53:23,160
Who inspires you professionally?

681
00:53:23,160 --> 00:53:30,880
A lot of people, but I would say, Pasu Jakal?

682
00:53:30,880 --> 00:53:35,680
Pasu is a boss on the circularised site.

683
00:53:35,680 --> 00:53:36,680
I really like it.

684
00:53:36,680 --> 00:53:46,880
Someone from leadership who takes the time, communication helps you in a way that feels

685
00:53:46,880 --> 00:53:47,880
human.

686
00:53:47,880 --> 00:53:53,960
I think a lot of people are really focusing on getting the results that I think is needed.

687
00:53:53,960 --> 00:53:58,280
But staying human, staying personal, that's what I admire.

688
00:53:58,280 --> 00:54:03,080
I saw her a few times and we have some conversations as well.

689
00:54:03,080 --> 00:54:10,400
But I like it when people are really 100% the same and can do the being themselves and

690
00:54:10,400 --> 00:54:16,240
actually can be themselves in a role that they are still in a high position.

691
00:54:16,240 --> 00:54:21,040
The best thing to be a part of the woman in tech?

692
00:54:21,040 --> 00:54:23,520
Best thing.

693
00:54:23,520 --> 00:54:26,000
Other women who uplift each other?

694
00:54:26,000 --> 00:54:27,680
Yeah, cool.

695
00:54:27,680 --> 00:54:34,920
But what's the one lesson you learn from transformation?

696
00:54:34,920 --> 00:54:38,920
Everyone has different opinion about what transformation is.

697
00:54:38,920 --> 00:54:39,920
Okay.

698
00:54:39,920 --> 00:54:46,240
Yeah, so thank you for being here and my closing question is, if listeners remember only

699
00:54:46,240 --> 00:54:52,120
one message from today, what should it be?

700
00:54:52,120 --> 00:55:01,480
One message from today, start with leadership, have the right people on board, get your strategy,

701
00:55:01,480 --> 00:55:10,480
make a policy around it, go around it, let your people evolve and also just start and

702
00:55:10,480 --> 00:55:12,120
the people experience.

703
00:55:12,120 --> 00:55:17,400
Yeah, so yeah, then thank you so much for joining me on the MC65 podcast.

704
00:55:17,400 --> 00:55:23,280
Yeah, today's conversation was a great reminder that successful AI adoption isn't measured

705
00:55:23,280 --> 00:55:28,360
by how many licenses are assigned or how many prompts are written.

706
00:55:28,360 --> 00:55:32,800
It's measured by how people collaborate, make decisions and create value together.

707
00:55:32,800 --> 00:55:39,680
Yeah, I think we explore why transformation start with culture, how co-pilot and MC65

708
00:55:39,680 --> 00:55:43,720
can become through business and progress and why leadership trust and changement are

709
00:55:43,720 --> 00:55:46,400
just important as technology itself.

710
00:55:46,400 --> 00:55:51,000
So thank you for being here and have a great day.

711
00:55:51,000 --> 00:55:52,000
Bye.

712
00:55:52,000 --> 00:55:53,000
Bye-bye.

713
00:55:53,000 --> 00:56:03,000
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