Feb. 3, 2026

a Big Influencer

a Big Influencer
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Dr Nazneen Razi discusses how she went from corporate executive to a key influencer. We will discuss how she is giving back for high impact. AND what steps you can take to pay it forward and help others.

NEXT! is broadcast live Tuesdays at 9AM ET and Music on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). NEXT!  is viewed on Talk 4 TV (www.talk4tv.com).

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Now, I have someone who I've known for quite a

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while and actually we wrote a book together.

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We went to school together, and we.

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Have a lot of history and I feel like we're

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going to learn a lot from this conversation today. Nazanine Rozzie, doctor,

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Nazneine Rozsie and myself got our PhDs together in Lyle, Illinois,

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Chicago area and wow, we went like every other weekend

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for years and then. Nazanine has had some wonderful, wonderful

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career experiences as chief chro for numerous Fortune fifty companies.

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Right now, she's doing some work with a healthcare organization.

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She was with Blue Cross, Blue shield for a long

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period of time, and she's doing some really interesting things

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around the world. She started a school in India for

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underprivileged children. So nasnine is one of these just great

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contributors to society and just a wonderful individual. You were welcome, naznine,

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and I'm so glad you could take the time to

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come on board.

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Don't you look cheery?

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Yeah?

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Hi, so, Linda, thank you, Thank you for inviting me

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to this show of yours. I'm really glad to be

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here and contribute. It's exciting to see you again. As

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you you know, you and I go way back. We

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we were in the cohort together the PhD program and honestly,

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if I look back to those days, that was foundational

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for me, you know. Ye the g program taught us.

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I think it wasn't just a credential. It was that

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you think about it, you know, it gave us the confidence.

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We were both we didn't know where we were going

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to go at that point, and we did two big things.

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We were at one company and then we moved up

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and for me it was the launch pad. It was

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sort of the springboard to getting into CHR ro roles

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for the first time. It was the the twenty years

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following the PhD program, I think we're sort of the

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highlight of my career. In those two decades, I was

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chro O at major companies and worked with several leaders.

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You know, I worked with eleven CEOs and if you

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think to me, that's eleven leadership lessons, you know, you're

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looking with eleven lenses. And each CEO brings a different culture,

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different characteristic and so it was really an exciting Those

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were exciting times as well, right as I.

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And remember because we were in that class together and

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you were doing so much work with leaders and I

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was too. Globally, we wrote that book, Winning with trans Winning.

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With trans Global Leadership. I thought it was a great book.

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I know, and McGraw hill published it. It took us

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a year, but we enjoyed the experience.

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We enjoyed the experience the time.

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It was selling in Asia big time, and you know.

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Yeah, world, Yeah, And I was teaching a lot of

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I was using it for a lot of speeches and

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stuff around the world, and you know, and that, and

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and remember we had a survey in there for how

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you could tell a local leader from a trans global leader.

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And a lot of people use that. That was pretty exciting,

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and they still do.

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I mean I still use it.

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It's yeah, me too, It too great.

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I think it's a great resource.

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I do too.

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We wrote it, but we did a lot of research

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on it.

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So we did.

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We did everybody's input in that right.

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We made that PhD go to work.

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We did, we did all the research on it.

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So so tell me, so what are you up to now?

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Tell me about this nasnim Razzie school that you started

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in India.

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It's so interesting.

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Yeah, so I can pivot to that. I what happened is,

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you know, there were there were two large initiatives in India.

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The first one was a mentoring programs. So a professor

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at Columbia, you know, and I and a partner at

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McKinsey we sort of curated a mentoring program for college

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students in India and that was very exciting, you know.

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And then we've moved, it's evolved. We have close to

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one hundred mentors and we now you know, have gone

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beyond just colleges. We've got high school students that we

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mentor we build their soft skills, leadership skills, you know, communication, collaboration,

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all of those things and that was our initiative. And

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we also have MBA students now that we work with. Wow,

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it's yeah, that's exciting. But the one that's most exciting

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that you referenced, you know, it Goes is a school

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that actually my great grandmother started and then I restarted

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the school and it really takes young women and girls

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and takes them off the slums. This is in a

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little town in Hyderabad. It's called masher Abad and it's

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very underprivileged and you know, it's impoverished the area. It's

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very slummish even today. And so we put two hundred

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and fifty women I mean actually five hundred women and

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girls through the program each year and they graduate. Yeah,

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and it's all free, you know, we don't charge them anything.

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And they learn computer science skills, they learn the trades

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like tailoring, henna design, and actually they have been given jobs.

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And you know, one thing I realized, talent is everywhere,

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but opportunities are not everywhere.

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And that's what a great statement.

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Yeah, it's it's interesting. You know when I go back,

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I go back for the commencement and I see these

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young girls and they are so different from when you

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see them at the inception of the program. So it's

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very gratifying.

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Oh, I bet it is. And what kind of opportunity

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have they Are they able to find jobs? Yes they are.

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Yes, most of them end up with, you know, really

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decent positions where they can make a living. I mean,

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these are young girls who would never have had that opportunity.

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And for those who cannot read and write, you know,

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we have the computer literacy classes, and then for those

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who cannot read and write, we teach them the trades.

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Either way, we make sure that they're gainfully employed that's

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the idea. Or even if they are not gainfully employed,

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they have the ability to be employed you know, in

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the future. So it really does uplift the society in

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the community, and that's very rewarding.

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Oh that's what's the percentage of people that.

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Do they end up learning how to read and write

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as I go through the program?

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Or or is it actually not a goal?

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No? No, that isn't necessarily the goal, you know, the goal.

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For those who have some degree of education, we teach

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them the computer you know, computer science courses, want Excel

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and were just basic stuff that they can use and they.

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Can do that without having to reader write well.

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That's most Do those those have fundamental they have basic

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fundamental literacy skills. Yeah, so this is giving them a

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little bit more advanced technical skills. Yeah, technical competencies.

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Right. Oh, that's good.

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So the last time you and I talked, you know,

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we do go back to Benedictine from time to time,

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although I haven't I haven't been been back there lately.

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But you were going to retire. So what happened?

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And then I find out you've got this great job

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again and you're doing all this other stuff. So give

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me your story.

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Well, you know, I left HCSC, which was an eighty

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billion dollar company, and at the time I thought I

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would sort of semi retire. Even then, I hadn't planned

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to retire. So I started my own consulting company and

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for five years I did that. I loved it. I

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loved the diversity of my clients. You know, my clients

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were higher ed. I worked with Universe STU of Illinois

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in Chicago. I worked with not for profits like World

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Education Services and Candid, and I also worked for profit

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the Honest Company. So I did a lot of consulting.

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More are those honest companies around these days?

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I know you're right about that, and then I also

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amped up my learning, you know, I doubled down on

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learning and I tried my hand again back at academia.

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And so I am still senior faculty at the Josh

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Person Academy. So we run these sessions and every Friday.

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We started before the pandemic. In fact, the next session

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is coming up and it's all about AI. I don't know,

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if you're watching, the Davos takes incredible what they are

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doing with AI. And then the intersection of HR and

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AI is becoming a big deal. So the next breakout

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session that I will be leading beginning next month is

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around HR and artifical intelligence. And it's made my life easy.

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You know, it's so simple, it's actually so fascinating.

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So didn't you go to Deavos at one time? I

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did go to it.

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I thought, so, yeah, I remember that one an experiences.

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Business trip of my life. I went with the CEO

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and I was chosen. It was great they could take

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one a senior executive and so that was a wonderful experience. Actually,

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I did get to see Jane Goodall and you know,

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listen to some of these peak Adam Grant and some

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of the big CEOs. But I was watching Davos again

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with some nostalgia going time, and you listen to the

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CEOs of today, you know, listen to Jensen Huang who

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talks about He says, it's so simple AI if he

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doesn't require to program. If you don't know how to program,

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just ask Chad GPT show me how to program or

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program you know the website, teach me how to use

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chat GBT. It's really if you think about it, and

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you know it.

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Is because even I can use it me too.

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It's very intuitive and I just have to talk to

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the computer and it gives you all. And you know

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the best part about HR for us, you and I

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as we coach and we you know, we prepare executives.

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There's so much data at your fingertips. I don't have

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to go to a compensation expert. I can get benchmarking

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data anytime anywhere. I mean, it's really amazing. And you

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look at best practice information, what our company's doing, it's

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all there. It's there for you to grab anyway. So

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I did that for about five years. Going back to

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your question, I did try my hand at retiring. So

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last year I said, okay, I think I'm going to

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take a break and six months, that's that's all I

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could handle. You know, I was. I was bored to

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the point of distraction. I'll tell you of doing nothing

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and just.

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Well, you have a second home on Aker.

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We do.

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Yeah, so you think you could have entertained yourself up there,

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but no.

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No, no, I had to keep moving. And you know

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it's not to me, it's not it's not a necessity.

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It's a choice. It's a correct choice. And I do

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believe that. You know, careers don't expire. You know, work

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doesn't expire. You just need to keep doing what you like.

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And I like it, and you know the best part,

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so going back to it, I did go back to

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being a CHR. And I'm back to being a CHR.

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Oh again. Right, It's different because I'm working for a

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company that's extremely mission oriented, have a very compelling story,

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and you know, the whole idea is to provide access

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to healthcare. You know, we hear so much about nursing

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homes and treatments in nursing homes. It's all about quality

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of care where the people are the center, and so

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making sure that people are kept out of hospitals and

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when they do leave hospitals, are they getting the care

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they need? So it's all it's a not for profit.

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Love the CEO. He's brilliant but compassionate. It's just a

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very nice story. And you know, it's the most fulfilling

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part of my part of my career. So the last

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decade's been quite interesting. As I said, I gave myself

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the permission to explore. You know, Okay, let's explore. Five

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years I did the consulting thing, which I loved, and

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you know, kept my feet wet in academia. I go

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back to be you. I go back to Benedictine University

234
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for guest lectures and I've done that a few times.

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And so yeah, and now I'm being a CHR O

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or again, believe it or not.

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What do you see?

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Do you see any significant differences between you know, like

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ten years ago when you were a CHR O versus

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what you're confronting now what you see now?

241
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Yeah, and I think some of it. I think the

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evolution of HR has been pretty profound. I think the

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biggest the biggest change that I saw was the pandemic. Right.

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It completely altered people's habits and ways of working. We

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have now given people the license to work from home.

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In the past, that never happened. We always had to

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I had to trek into downtown, drive two hours, sometimes

248
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in the snow, and get into the city. Now I

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don't have to do that when I want to. But

250
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it has been a discovery. And so when we were

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doing the breakout sessions, you know, the sprints that I

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do Friday mornings, we meet with global leaders and we've

253
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been doing this. This is my twentieth sprint, so I've

254
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done this nineteen six week program and every Friday morning

255
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we get a group of hr people together and it's

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a breakout.

257
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And where are they from?

258
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Nasny and where are the over them all over all

259
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over the world.

260
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From China, India, Australia, and then your Europeans. You know,

261
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there are lots of folks from Paris and Germany, and

262
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of course a lot of US folks as well. So

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we have a group of about twenty twenty five in

264
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each of these breakouts, and we have discussions on relevant topics.

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As I said to you this time, the coming session

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is all about AI and it's the blueprint of how

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you transfer from you know, static processes to more dynamic

268
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kind of you know, workflows, and so it's a whole

269
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different to me, it's a whole different hr function and

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I think we have we create a lot of value now.

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And I see the other thing I find is I'm

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making informed decisions now, much better decisions, not just because

273
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of my experience, but because of the information that's available

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to me.

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And your fingertips.

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Fingertips, it does make a difference. And you know, the

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question is everyone grapples with what's going to happen to

278
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the future. Right going to see less jobs. I think

279
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it's going to be different jobs, not necessarily. I think

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people will behave differently. When you look at the next

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generation and the next generation, you know, the iPad and

282
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now the AI generation, it's they're all they think differently,

283
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they wry differently, and so the generational divide is we'll

284
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start to close. I think it will start to get

285
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you know, people of all generations are getting into the

286
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habit of using technology in a in a very positive

287
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way productive.

288
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You know, the truth of the matter is that we

289
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wouldn't have been able to do that what we're doing

290
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right now five years ago. You know, I'm sitting in

291
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North Carolina, You're sitting outside.

292
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You know.

293
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I remember when I was at HP and they had this.

294
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We had to go to this big room, you know,

295
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and I was one of the biggest technology yeah, and

296
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you know, and we'd have to have all these screens

297
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and have to get hooked up and all these engineers

298
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to talk to somebody in another part of the company.

299
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And now, I mean it's basically.

300
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My iPad and your iPad and I know, you know,

301
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here we go right, so simple and it.

302
00:17:26.920 --> 00:17:30.000
Is yeah, and you know, I have every I have

303
00:17:30.119 --> 00:17:34.119
Chad GPT and GROCK and deep sea everything. I go

304
00:17:34.200 --> 00:17:36.720
to every engine I can and just try to get

305
00:17:36.759 --> 00:17:39.440
them to do my job. You know. It's really uh,

306
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the whole notion is it's it's uh you know, uh.

307
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To me, it's cognitive you know, escalation. It's right to me,

308
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it's Chad GPT is my friend now right right.

309
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Don't you wish we had it When we were doing

310
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all our PhDs, you know, and our mass juice degrees,

311
00:18:00.680 --> 00:18:02.839
we had to go to the library and Master's was

312
00:18:02.920 --> 00:18:06.039
worse because we had to go to those index cards.

313
00:18:06.359 --> 00:18:11.160
Oh yeah, oh yeah, we're aging ourselves, Linda, I know, well.

314
00:18:11.319 --> 00:18:15.039
But people haven't figured out you know that we're you know,

315
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and yeah, what are the goals of this show?

316
00:18:18.559 --> 00:18:21.079
Is to show people like us are you know, we're

317
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not you know, we used to be old years ago

318
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and people are doing incredible stuff, like you're contributing so

319
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incredibly to society.

320
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Yeah. Yeah, and you know, doing multiple things, you know,

321
00:18:35.559 --> 00:18:39.440
keeping ourselves excited. I love performing arts, go to the theater

322
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all the time, you know, right, we get our kicks

323
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out of different things. You and I both have you

324
00:18:44.039 --> 00:18:45.000
traveled so much?

325
00:18:45.559 --> 00:18:47.519
I do? Yeah, I love that.

326
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But that's you know, I'm into organizational culture, you know that,

327
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you know. I mean, that's that's what we did when

328
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we did our PhDs. And it's so interesting to go

329
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to other countries and you know, see the cultures and

330
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how people do things. And you know, personally, I'm not

331
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going to see the artifacts around particularly, you know, it's

332
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just hanging out with the people and learning how they

333
00:19:08.200 --> 00:19:12.559
do stuff is really really incredible. So I have another

334
00:19:12.640 --> 00:19:15.680
question for you. What are you seeing the differences in

335
00:19:15.720 --> 00:19:18.880
the students today that you're interacting with.

336
00:19:19.480 --> 00:19:24.640
The students you mean the HR students, well, the ones

337
00:19:24.680 --> 00:19:27.559
that you're teaching and also the ones that you're working

338
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with the new people coming in.

339
00:19:30.680 --> 00:19:33.480
You know, what are you seeing some of the differences there?

340
00:19:34.079 --> 00:19:38.279
I you know, I find it fascinating because they are

341
00:19:38.319 --> 00:19:41.440
so in some respects, they're so ahead of the game.

342
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In some respects. They have to them it's second nature.

343
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You know. We had to learn. I had to learn

344
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to do some of the things, and it takes it

345
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took time for them. They grew up with it. So

346
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it's fascinating to watch them throw a presentation together and

347
00:19:58.200 --> 00:20:01.480
no big deal, you know, right, well, everything comes out

348
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and it's so and they were really fast at it.

349
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And so I think learning is and they're learning is

350
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very different. They don't like to put, in my view,

351
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like to put in a lot of effort either. But

352
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we had we had no chanes, right, It comes easy

353
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for the most part. And I think I do think

354
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that the work culture is evolving to where I feel

355
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that in the future, even if they're less jobs, I

356
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think the solution is going to be less work in

357
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terms of you know, your work day, your work week

358
00:20:40.200 --> 00:20:45.519
will be shorter, and your playtime will be longer. You know.

359
00:20:45.839 --> 00:20:49.359
I think we will give ourselves the license to play more.

360
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And I see that work life balance is going to

361
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shift with the newer generation. I see that, you know,

362
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there's a lot of that. They uh, they would like

363
00:21:01.160 --> 00:21:03.599
to do more of the playing and the working and

364
00:21:03.640 --> 00:21:06.480
the studying. But but it's a different kind of studying.

365
00:21:06.799 --> 00:21:09.559
Really, yeah, it is. I think it is a different

366
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kind of study. I mean, I remember when we were

367
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doing the thing.

368
00:21:12.640 --> 00:21:16.960
I'm sorry, yeah, good, good that I disappointed. I don't

369
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think people read enough. I really think, you know, because

370
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of the distractions that are out there. I find that,

371
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you know, people, the students don't read as much as

372
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we had to.

373
00:21:30.480 --> 00:21:34.200
Yeah, that's interesting, that's interesting, I say. I mean, I

374
00:21:34.200 --> 00:21:38.960
don't read up hard books anymore. I read everything online online,

375
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you know.

376
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And frankly, I read it on my phone because you

377
00:21:41.960 --> 00:21:42.880
can download books.

378
00:21:42.880 --> 00:21:46.039
Me too, me too. And I like that podcast I

379
00:21:46.079 --> 00:21:50.200
love listening to podcasts. To the problem is, there's too

380
00:21:50.279 --> 00:21:51.839
much out there. How do you distill?

381
00:21:52.400 --> 00:21:55.160
That's right, don't I don't know how you distill. I

382
00:21:55.200 --> 00:21:58.200
really don't. And but I do.

383
00:21:58.039 --> 00:22:01.359
Love having stuff on my phone because if I've got downtime,

384
00:22:01.799 --> 00:22:04.079
I mean, I'm just making this up. I'm sitting in

385
00:22:04.119 --> 00:22:07.519
the car and traffic and stuff like that. Not supposed

386
00:22:07.519 --> 00:22:09.400
to be doing this while you're driving, but you know,

387
00:22:09.680 --> 00:22:12.480
you got your phone there and it's easy. You know,

388
00:22:12.559 --> 00:22:14.279
you're in a doctor's office, you don't have to be

389
00:22:14.400 --> 00:22:16.119
lugging a book around with you.

390
00:22:16.119 --> 00:22:19.240
You know. I like that me too.

391
00:22:19.880 --> 00:22:22.599
Yes, And you know you can listen to you can

392
00:22:22.839 --> 00:22:26.200
with your earphones on, your earbuds on. You can watch

393
00:22:26.359 --> 00:22:28.440
stuff too. It's fantastic.

394
00:22:28.839 --> 00:22:29.759
It is fantastic.

395
00:22:30.000 --> 00:22:33.599
So what do you see as the jobs of the future, nsnine?

396
00:22:33.920 --> 00:22:36.400
Because I just want to build on something that you said.

397
00:22:36.559 --> 00:22:40.000
I do not think it will take away jobs, certain

398
00:22:40.079 --> 00:22:44.680
kinds of jobs. It will, but I'm not seeing that

399
00:22:44.720 --> 00:22:47.519
it's going to. I mean, there's still lots of need

400
00:22:47.720 --> 00:22:54.200
for healthcare professionals, technical professionals, you know, trying to get

401
00:22:54.200 --> 00:22:55.720
somebody to fix your electric rid.

402
00:22:56.160 --> 00:22:58.759
You know, well, the trades are going to get really

403
00:22:59.400 --> 00:23:02.920
much bigger, much right. I think you will see a

404
00:23:03.000 --> 00:23:08.599
shift in the colleges and their focus. You know, it's

405
00:23:08.640 --> 00:23:12.319
gonna you can't have AI fix your plumbing. You know

406
00:23:13.200 --> 00:23:18.400
so like to, but you can't, you don't want. But

407
00:23:18.880 --> 00:23:21.240
I do think that the shift. But I also think,

408
00:23:21.359 --> 00:23:24.720
like you point out, you know, the human touch is

409
00:23:24.759 --> 00:23:28.279
still going to be needed, the consulting, which is why

410
00:23:28.640 --> 00:23:32.160
from an HR perspective. You know, we need to build

411
00:23:32.279 --> 00:23:36.240
those compassionate skills, the skills and how do you take

412
00:23:36.279 --> 00:23:40.519
care of folks and you know, how do you manage

413
00:23:40.599 --> 00:23:44.279
in environments that are downtrodden or how do you do

414
00:23:44.359 --> 00:23:48.759
those things? I mean, I do think technology isn't necessarily

415
00:23:48.799 --> 00:23:51.599
going to or AI or whatever it is. The next

416
00:23:51.640 --> 00:23:58.319
generation isn't going to be isn't going to take over

417
00:23:58.400 --> 00:23:59.599
in a negative way.

418
00:23:59.680 --> 00:24:02.880
I think, right, it's not going to teach you compassion,

419
00:24:03.400 --> 00:24:06.279
it's not going to teach you empathy, it's not going

420
00:24:06.319 --> 00:24:07.279
to teach you caring.

421
00:24:07.640 --> 00:24:07.680
No.

422
00:24:08.880 --> 00:24:09.920
And I don't know about you.

423
00:24:09.960 --> 00:24:12.000
I don't want to get into any political stuff, but

424
00:24:12.480 --> 00:24:15.720
it just seems like we we're at a.

425
00:24:15.759 --> 00:24:18.839
Rough time in life in society.

426
00:24:19.000 --> 00:24:23.240
You know, people are it seems not as compassionate and

427
00:24:23.319 --> 00:24:24.799
not as empathetic.

428
00:24:24.319 --> 00:24:27.039
With others as they perhaps or we could be.

429
00:24:27.160 --> 00:24:30.240
And maybe this is a cusp to turn some things around,

430
00:24:30.720 --> 00:24:32.680
get people more engaged with each other.

431
00:24:33.279 --> 00:24:36.079
I mean, if you think about how much energy, the

432
00:24:36.160 --> 00:24:39.240
new data centers that are coming up because of technology,

433
00:24:39.599 --> 00:24:43.480
the investment in the infrastructure, correct, all of that is

434
00:24:43.519 --> 00:24:47.079
going to happen. The results we have to be better outcomes,

435
00:24:47.440 --> 00:24:51.680
better outcomes in healthcare, better outcomes and productivity. There's going

436
00:24:51.720 --> 00:24:55.119
to be an expectation for change in a big way.

437
00:24:55.559 --> 00:24:55.759
Right.

438
00:24:56.559 --> 00:24:59.519
Elon Musk same thing at Davos. He was talking about

439
00:24:59.559 --> 00:25:03.119
how children aren't going to be taking care of their parents,

440
00:25:03.160 --> 00:25:06.960
so he's creating robots. So, I mean that's a whole

441
00:25:06.960 --> 00:25:09.599
different wave. I mean, think about it. Years from now,

442
00:25:09.960 --> 00:25:12.599
you're going to have a robot cooking for you, cleaning

443
00:25:12.640 --> 00:25:16.519
for you, doing all these wars, getting the mail, I mean, right,

444
00:25:16.759 --> 00:25:19.279
garbage out. You never know, you know, things are going

445
00:25:19.359 --> 00:25:22.240
to be very different. We could never have predicted. My dad,

446
00:25:22.519 --> 00:25:24.720
you know, passed away twenty years ago. If he came

447
00:25:24.759 --> 00:25:26.480
back today, you wouldn't recognize the world.

448
00:25:26.559 --> 00:25:28.119
I mean, it's an interesting point.

449
00:25:28.599 --> 00:25:31.119
Yeah, And so you think ten years from now, we

450
00:25:31.240 --> 00:25:35.000
probably will have all these robots living around us and

451
00:25:35.039 --> 00:25:38.200
doing all the things that we do that we don't enjoy.

452
00:25:38.440 --> 00:25:40.440
Right, all the dirty work that we don't want to do.

453
00:25:40.519 --> 00:25:43.240
And we actually we used that passage in one of

454
00:25:43.279 --> 00:25:46.279
our books or something that we wrote with you know,

455
00:25:46.400 --> 00:25:48.759
a technology is going to take over the stuff that

456
00:25:49.160 --> 00:25:52.480
the dirty, boring stuff that you don't want to do. Exactly,

457
00:25:53.000 --> 00:25:55.359
just look at a car today, a car is a

458
00:25:55.400 --> 00:25:59.960
sophisticated machine. You know, thirty years ago you could drive

459
00:26:00.079 --> 00:26:02.279
it in there was a mechanic. You know, it wasn't

460
00:26:02.319 --> 00:26:05.240
necessarily considered a great you know, you know, it was

461
00:26:05.319 --> 00:26:07.200
very much of a blue collar job. And you know

462
00:26:07.279 --> 00:26:09.440
people could crank this or pull the oil or whatever

463
00:26:09.440 --> 00:26:11.839
they did. I have no idea now, you know, you

464
00:26:11.880 --> 00:26:14.920
bring them it's a it's a it's a big computer.

465
00:26:15.839 --> 00:26:16.279
It is.

466
00:26:16.960 --> 00:26:22.000
It is expensive computer, a big, expensive computer that better work,

467
00:26:22.920 --> 00:26:27.279
better work, and you need somebody fairly sophisticated to uh

468
00:26:27.319 --> 00:26:28.279
to work on it.

469
00:26:28.680 --> 00:26:32.519
So Nesanine, in your experience, what what kind of what?

470
00:26:32.519 --> 00:26:35.160
What do you what are some words of wisdom you

471
00:26:35.200 --> 00:26:37.279
can pass on to people that may be looking at

472
00:26:37.279 --> 00:26:41.079
this show, who may be you know, like our age

473
00:26:41.359 --> 00:26:44.799
or or younger, or maybe at a point in their

474
00:26:44.839 --> 00:26:47.599
career where they're like, you know, okay, I don't know

475
00:26:47.640 --> 00:26:48.440
what's next for me.

476
00:26:48.599 --> 00:26:51.680
How How how do you keep your vibrance and you're

477
00:26:52.839 --> 00:26:54.240
definitely vibrant.

478
00:26:54.640 --> 00:26:57.440
It's a good question, I would say Number one, you know,

479
00:26:58.079 --> 00:27:02.200
make sure that you have a you have purpose as

480
00:27:02.240 --> 00:27:05.400
your north star, have a compelling you know, anchor you

481
00:27:05.519 --> 00:27:10.200
whatever you're doing into purpose and then be optimistic, passionately optimistic.

482
00:27:10.599 --> 00:27:16.440
Don't unduly burden yourself with problems, because that's no fun,

483
00:27:16.480 --> 00:27:19.880
you know, enjoy life, and to me, that's an important thing.

484
00:27:19.920 --> 00:27:24.200
And teams, I think we should be recognizing the power

485
00:27:24.200 --> 00:27:26.839
of teams. Individual genius is fragile.

486
00:27:28.240 --> 00:27:28.680
Statement.

487
00:27:29.240 --> 00:27:31.400
Think about it compared to the wisdom of teams. You know,

488
00:27:32.000 --> 00:27:34.920
what you can achieve with people, it's really really important.

489
00:27:34.920 --> 00:27:37.519
No matter what AI does, it's not the same thing

490
00:27:37.599 --> 00:27:41.880
what we did collaboratively, Linda. We create a book right, right,

491
00:27:42.119 --> 00:27:45.960
we did right, which people still use we did, And

492
00:27:46.039 --> 00:27:48.680
so I think those and also humility, I think humility

493
00:27:48.720 --> 00:27:53.559
builds trust and compassion compassionate humility are really critical. And

494
00:27:53.599 --> 00:27:55.920
then of course I think learning. I mean, you and

495
00:27:56.000 --> 00:28:00.680
I both are die hard, lifelong learners. To me, it's

496
00:28:00.720 --> 00:28:04.599
always important to keep refreshed, you know, make sure that

497
00:28:04.680 --> 00:28:09.400
your brain is always active and in motion. Right, those

498
00:28:09.400 --> 00:28:11.319
are kind of the things that I think are important

499
00:28:11.359 --> 00:28:11.559
to me.

500
00:28:12.160 --> 00:28:20.000
Purpose, compassionate, empathy, learning, fantimism, and optimism and keep refreshed.

501
00:28:20.400 --> 00:28:24.319
Five great suggestions to really live by, and I.

502
00:28:24.279 --> 00:28:26.359
Think you live by them. To be honest with you.

503
00:28:26.480 --> 00:28:29.160
I hope so I hope, I do, you know, as

504
00:28:29.160 --> 00:28:32.319
I think back, I hope, I do. You know, but

505
00:28:32.480 --> 00:28:35.880
this is my final chapter and I'm enjoying it, right.

506
00:28:36.279 --> 00:28:39.359
Oh, don't say final chat chat Well, you know, I

507
00:28:39.400 --> 00:28:40.960
don't consider it as a decade.

508
00:28:41.000 --> 00:28:43.079
I mean, I'm as I said to you, sixties and

509
00:28:43.119 --> 00:28:47.400
seventies are meaningless, you know, keep going eighties and nineties.

510
00:28:47.480 --> 00:28:47.640
I was.

511
00:28:48.079 --> 00:28:51.720
I watched Warren Buffett talk the other day and he's

512
00:28:51.839 --> 00:28:55.440
ninety four. It was a if you haven't listened to it,

513
00:28:55.440 --> 00:28:58.480
it's fantastic. He talks about the ten things you want

514
00:28:58.519 --> 00:29:01.160
to think about after you reach stage of sixty. You

515
00:29:01.160 --> 00:29:05.279
should listen to it. It's amazing will four and he

516
00:29:05.359 --> 00:29:09.680
continues to you know, he continues to do wonderful things

517
00:29:10.079 --> 00:29:14.480
and innovate, which is and innovate exactly great new wonderful things.

518
00:29:14.559 --> 00:29:15.799
So yeah, it's really great.

519
00:29:15.799 --> 00:29:18.079
It's always a cool story there.

520
00:29:18.559 --> 00:29:21.279
Well, you know, I really thank you so much for

521
00:29:21.359 --> 00:29:23.839
doing this, and as meine, you know, we've we've had

522
00:29:23.839 --> 00:29:26.079
a long history and we've done a lot of great

523
00:29:26.079 --> 00:29:28.759
things together. And you're making once the weather gets a

524
00:29:28.759 --> 00:29:30.519
little better, you're making me want.

525
00:29:30.359 --> 00:29:32.759
To ply out to Chicago and see you again.

526
00:29:33.240 --> 00:29:38.079
Please do. Yeah, welcome. Yes, it was great to see you,

527
00:29:38.119 --> 00:29:39.240
and thank you for doing this.

528
00:29:39.319 --> 00:29:41.839
I agree, Yes, it'll be odd and well you know

529
00:29:41.960 --> 00:29:46.279
it runs periodically and I'll let you know. But thank

530
00:29:46.279 --> 00:29:49.279
you for coming on. It's just a pleasure. You've been

531
00:29:49.599 --> 00:29:52.480
a pleasure and you're such a wonderful friend and I

532
00:29:52.640 --> 00:29:53.319
thank you for that.

533
00:29:53.640 --> 00:29:55.880
Thank you for your friendship as well. Thanks Little Kay,

534
00:29:56.160 --> 00:29:57.720
thank bye bye now

535
00:30:17.519 --> 00:30:17.720
Yeah