Linda Schwaber-Cohen: I'll start with a quick introduction of me. I'm Linda Schwaber Cohen, the VP of Marketing here at Hone, and I'm calling in from Seattle.
A bit about me. I was a school teacher actually before moving to career, to a career in tech in l and d and customer education. Which is why I'm so very passionate about the work that we do here at home in democratizing employee development. So it's gonna be a fun one today. Really excited that you're here with us.
Thanks for joining. Tom, you wanna introduce yourself?
Tom Griffiths: Thanks, Linda. Hi everyone. Thanks for being with us. Tom Griffiths, co-founder and CEO here at Hone. I've been building Hone the last few years really with a mission of democratizing access to world class learning experiences for everyone in the workplace.
When it comes to things like leadership management and people skills, those human skills are all important in the age of AI. And we're gonna talk about how we're. Using AI to teach those skills with Hone AI. In a [00:01:00] moment for me though this story goes back a lot further to the 1980s growing up as a little kid dating myself a little bit.
But would love if anyone recognizes which movie from the eighties this is from. Drop it in the chat see if anyone gets it. It was one of my favorite movies. I think there were two actually. And Angela's got it in seconds. Yes. Stephanie wasn't Chris. And yeah, Andrew knew that there was a sequel.
So this was a movie I was obsessed with in the eighties. It's about a robot that gets struck by lightning and becomes sentient, befriends humans and is trying to figure out the world. And it just really sparked a love of robotics and AI for me. That led to me going to study computer science and then machine learning and AI at grad school many years later.
- One of my favorite scenes in the movie actually though, is where Johnny Five, this robot picks up an encyclopedia and is able to scan through in just a few seconds, flicking through the pages, learning [00:02:00] everything in just a matter of seconds. So it was really an example of super learning where someone could just ingest a ton of information immediately, and I just thought that it was so cool and wondered maybe one day, could I do that?
Or could humans do that? And so. Today is a big one for me because we're able to introduce a new kind of learning experience powered by AI and the passion I had for that, but also we believe can truly create an easier path to super learning for people where they're able to have a more accessible, impactful learning experience.
And so wanted to share that full circle moment for me and my call back to the 1980s movie short circuit.
Linda Schwaber-Cohen: Lots of short circuit fans on the line today, Tom,
Tom Griffiths: yeah. Love it. Before we jump in, let's just take a quick step back. Folks may be familiar with Hone already but we're gonna talk about Hone AI today.
But of course, Hone the platform is a much broader ecosystem than just our AI offerings. We're known for our live online cohort based [00:03:00] classes, of which we have one of the largest libraries in the world covering things like manager development, senior leader development and universal soft skills across the organization.
We deliver those in small groups, in cohorts, privately, or in a public rotating schedule we call membership with expert coaches. We have a network of amazing coaches across the world that deliver these live classes and now also do one-on-one coaching as part of the learning journey. So now that we're adding AI learning experiences to the mix, it really is an all in one development experience that we'd love to partner with you on to design different experiences for your learners.
So that's home and we're proud to work with hundreds of top tier companies that really invest in people development and show measurable upskilling as a result of these blended programs.
Alright, let's dive in two halves of the presentation today. First, we're gonna survey the landscape of employee development as it [00:04:00] stands on the brink of this new AI era. And look at the opportunities that AI presents for upleveling, our ability to do effective employee development at scale. And then of course, we're gonna dive into Hone AI.
One of the biggest breakthroughs we've ever had here at home that we're excited to share in a demo for the second half of the call. So, Linda, let me pass it back to you for the survey of the landscape.
Linda Schwaber-Cohen: Yeah, I can't wait. I'm excited. So I know we're all here because we care deeply about employee development.
And I've been scouring industry reports lately, and one thing is clear employee development is having a moment. So I wanted to share a little bit of this research with you so you could see what I've seen. There are a few things that are driving this moment. I think first of all, skills are changing incredibly fast.
This is definitely not the first time you've heard that. On this slide, Tom, can you just click to the next slide? On this slide you can see we have two stats. One is [00:05:00] really more top down. It describes an executive or a global workforce view, and the other is really bottoms up and shares how workers are feeling today around skills.
Skills and how quickly they're being disrupted. So. We can see that nearly half of all workplace skills are projected to be disrupted by 2027 and 51% of US workers agree that their skills will become obsolete in the next five years. So these are from the World Economic Forum, from the Global Labor Market Conference, this feeling of disruption.
It's really being felt no matter who you are, and it's touching every industry, and CHROs are really taking notice. So as a result of this, what we're seeing is a shift in CHRO priorities. They're prioritizing employee development, and since leaders and managers are really at the forefront of. This change and this disruption in a lot of ways, right?
They're the change agents within an organization. CHROs are starting there and research re recent research from Gartner, from SH rm, from Accenture, so [00:06:00] a few tiny research organizations out there. No, these are the big ones. They all say that the number one priority. In 2025 for CHROs is leadership and manage manager development.
But this moment, I called it a moment, right? It's really not temporary, it's the new normal. And employee development is a business imperative and here's why. I think what we're seeing today is. Constant workplace disruptions. We'll often hear about technology disrupting something that we do. But this is a different landscape.
This is just the disrupted workplace. And there's a few things that are behind that disruption, I think. Of course, we're all here to talk about AI. The speed of AI disruption and innovation is rapid which is contributing to these growing talent gaps. We've seen talent gaps for a while, especially as the generations change, but it's getting, they're getting bigger and bigger.
And then on top of that, we're completely changing people's work environments. We had. Obviously [00:07:00] everybody went home for covid or many of us did. And now the new cycle has been dominated by return to office mandates. I live in Seattle, so it might be ex extremely amplified here in Seattle, but. We've heard about it everywhere.
And on top of that, you have macroeconomic unpredictability, right? The new cycle hasn't been really busy lately, so companies wanna be safe. They're pushing for profitability, productivity, they're looking to see how they can improve efficiency. So all of these things are really impacting the employee and they're up against a lot and they're feeling it.
And then. In addition, with all of this disruption, it's actually never been harder to capture employee attention. We've got Slack messages, texts, spam people, double screen their meetings. Right? How often are you talking to somebody and you know they're not even paying attention to you? I double screen my screen.
Sure. No one is
Tom Griffiths: double screening on this webinar.
Linda Schwaber-Cohen: Nobody's. I double screened my favorite [00:08:00] TV show, right? I'm playing like a game at the same time as actually watching this TV show. And that's something I truly enjoy. Not compulsory e-learning, right? So who knows if when we actually get employees into development activities, they're actually focused or they're multitasking.
And it's really just quite hard to stay focused with endless distractions. So, it's a real challenge and. I'm just gonna say one more thing about this. We're conditioned to have all of our information at our fingertips at all times, so dedicated development time is really hard to carve out. I'm sure you all feel this.
James says he's quad screening. Double screening is 2020. That's a new one. I've seen it. I'll get my iPad out, another tablet out. We'll make sure that we have the whole ecosystem set out. But here's the kicker. When we do employee development. We get employees into development. We're actually not even sure it's working.
So let's take a moment to hop into a poll. I'm [00:09:00] curious. This group, we've got a couple hundred of you here. If you haven't joined Mentee Meter yet, go ahead into mentee.com. How confident are you that your development programs are preparing employees and leaders for the future? So we've got some results trickling in going up.
That's good. Are you extremely confident? Are you not at all confident? We're at 2.3. I'll give you all another couple of seconds, but I'm gonna wager that this is not good. If three is the center where you're maybe somewhat confident. We're below that right now. And the good news is you're not alone.
Despite investing hundreds of billions of dollars, hundreds of billions of dollars, I was reading a Josh person report last week. $340 billion are invested in employee [00:10:00] workplace development every year worldwide. So hundreds of billions of dollars. We're not confident it's working. And again, this is a universal trend.
This is Gartner. This is McKinsey saying that only 36% of CHROs think their leadership development programs are preparing leaders for the future. Over on the McKinsey end of this, we have 25% of training initiatives deliver measurable impacts. So we are working so hard. We're not sure it's working, and that feels like a recipe for a new kind of disruption.
So I'll pass it over, Tom, for you to tell us a little bit more about the learning and development landscape and how it's been changing.
Tom Griffiths: Yeah. Thank you, Linda. Sobering stats for sure, but it's not like we all haven't been trying. I think many of us, myself included, got into this space because of the promise that technology can bring to education.
And how each new technology wave, whether it's the internet or online video [00:11:00] or video conferencing brings a new modality and a new opportunity. To strive towards the utopian ideal of a learning experience that reaches everyone whenever they want it, that's personalized to them, and delivers measurable outcomes.
And so we've seen over the past 25 years, different waves of technology drive different waves of learning and development approaches, whether it was the original kind of online universities or the first MOOCs microlearning. Live online learning. Again, each brings a new advantage and opportunity, but I think that those stats show that we're still falling short of a learning experience that truly works effectively at scale for everyone.
Linda Schwaber-Cohen: I love this slide because it can often feel like nothing's changed, but when you look at it laid out like this, we've actually really reinvented. Learning and development several times in the past 20 years. So those of you who have been in this field for a number of years, I'm sure have felt these changes [00:12:00] over and over again.
Tom Griffiths: Yeah, absolutely. And credit to Josh for putting this together. And rightly, he champions that we are now, of course, in a new era with a new technological breakthrough that enables new kinds of learning and development experiences. And so gen AI. Large language models are the ma like mega trend of our time, and I think actually bigger than the breakthroughs that we see on the slide.
Probably on a par with kind of the original internet. And so this time it does feel different having played with so much of this technology for so long and been steep now for seven years in the different things that work well and don't work so well in learning. I truly believe that we're able now to create much more of a.
Ideal learning experience that is scalable on demand, personalized, interactive, using some of the incredible breakthroughs that keep coming in this space. And so we'll show you our contribution to that with hon AI in a moment. The way that we break [00:13:00] down employee development here at home or the kind of phases thereof, is these three buckets.
The first is discovery. Of course, you want to get each person the right experience at the right time based on their needs and career aspirations or business goals. So that discovery experience. Then there's the learning experience itself. Whether that's, the modality or the personalization or, the level of the content.
And then finally there's the application step where you take what you learn in an intervention and apply that so that you get a, behavior change and a business change that results in good outcomes for the organization and the individual. And I think as we'll see we can make contributions across these layers with AI.
And we certainly need to, because despite all of that technological progress and innovation, we still, as the world stands today, see some significant problems in each of these phases. I.
Linda Schwaber-Cohen: Yeah, and I like that breakdown. We're certainly not the first [00:14:00] people to break down employee development and we won't be the last.
But what I like about this particular breakdown is the way that you can really think of AI's contributions to each of these buckets. And I wanna start by talking a little bit about content discovery. We're living in the superstore era of content. Here's a loo scape, right? And this is just a fraction of content providers out there.
Hundreds of content providers, millions of content modules available for purchase that doesn't include anything that you're building in-house for your employees as well. And employees feel overwhelmed. It's content overload. And they're not engaging with content in a lot of situations. So we're creating these content graveyards and training might live in certain places, and we've done a lot of great work to try and solve for this.
And again, I don't wanna underscore I don't wanna like undercut that by any means. There's been a lot of great work to help really solve for content discovery, and I'm sure many of the folks on this line are on, on the front lines of doing that work. But. [00:15:00] The truth of the matter is when we create these content graveyards, like training might live here, but growth isn't happening.
And what's really cool about AI is that one of the really prime use cases for AI in l and d and in employee development is that AI can help us create even more content really fast. Everyone can create content. Your CFO, your CEO, your vp, your whoever it might be, can create content whenever they want.
Quickly, and that's actually unbelievable and groundbreaking. But for this particular problem, it's actually going to make it worse and lead to more overwhelm. So content discovery is really something that we're thinking about and really wanna solve for as we launch into this AI realm.
Tom Griffiths: Thanks, Linda. Yeah. Stepping to the next phase of employee development, the actual learning experience itself, there's many facets to it, but one of the ways that we dimensionalize this at our home is thinking about scalability of an experience and then [00:16:00] its effectiveness. And one of the reasons that we started the business in the first place was that we saw in the market this.
Uncomfortable trade off between the modalities that scale down here in the bottom right, like webinars or relearning videos but don't necessarily engage people enough to create an effective behavior change. Then in the, on the left hand side to towards the top left, you have deeper live experiences that can be engaging and effective, like, deep training experiences or.
Coaching, but those can be hard to scale, whether that's because of budget or logistics or the depth of content. And so we started Honed to try and live over here in the top right. Pairing the best of both worlds of scalability and efficacy, using the live online, cohort-based model where we're able to both scale the access to people and also create bite-size, but engaging live experiences.
I feel like we've done that really well, built an incredible catalog there, and we see the outcomes [00:17:00] on both of these dimensions be successful. What's really exciting about AI is that it allows us to also further, you develop that top right quadrant of an experience that can scale, but also be personalized and effective.
Because oftentimes, certainly with legacy modalities, not only is there this trade off, but also none of them really provide in the moment personalization in a way that knows you. And, doing that at scale. And so, we're excited to show how we're even further pushing. The pairing of those two modalities to create incredible blended learning experiences across live human interaction and AI in that top right quadrant.
Linda Schwaber-Cohen: Yeah, and this provides an opportunity as well when it comes to application. So. It's news to nobody here. I'm sure that learning requires regular reinforcement. You have to apply it, you have to be reminded of what you learned. You have to have opportunities to practice. And this [00:18:00] graphic crossed my desk last week and I thought it was just perfect for illustrating this point.
On the top line, you have professional athletes. They train constantly. They're regularly preparing to perform. And then they perform every so often and they do it well in the workplace. Most of the time, employees are expected to perform 99% of the time and take that one training day. To learn with intentionality when what they really need is an environment where there's room to learn and practice over time.
That continuous reinforcement in the flow of work available when they need it so that they can find what they need back to that discovery point, but also it's being surfaced to them at the right time. Lastly, it's flexible and it gives employees choice on how they most enjoy being engaged in this way.
So, lots of opportunity when it comes to application and that AI in particular can unlock so.
Tom Griffiths: Yeah, [00:19:00] exactly. And so to revisit the frame of these three phases of employee development, AI can help across the stack, across the process, right? Finding relevant and timely content. That's context aware.
Knowing what you're doing at work and how you're doing it, and where there's gaps. It can improve the experience, making it more personalized and interactive and adapt to where you are at in that particular moment, and then ultimately support you in the flow of work. Integrating those new behaviors or knowledge in a continuous way so that, you're not taken away from the floor as much as a professional athlete, but you're able to be supported throughout your day and roll.
And we're seeing some interesting point solutions pop up across these different use cases. But I think what we've tried to do with Hone AI is. Link them together and provide a coherent journey that does all of these things in one experience, again, linked to our wider live ecosystem. So we're getting close to being able to show you that.
I think we just wanted to quickly take a [00:20:00] quick final moment to recognize that
Linda Schwaber-Cohen: A dance break. A dance break.
Tom Griffiths: Yeah. Very good. Yeah, that, that marriage or that dance right between the human interactive experience for learning and the AI because. We do things better than AI. AI does some things better than us and to create an effective, maximally impactful learning experience. You want to have elements of both, especially when it comes to the human skills that we're trying to impart for this next phase of the workplace. And so we've created a blending, a blended learning ecosystem that captures instructor-led classes and coaching combined with.
AI support and AI learning experiences and AI coaching, that really is a unique combination. We think to deliver those learning outcomes and then business
outcomes.
- AI
Linda Schwaber-Cohen: is amazing. It helped us create this image, this beautiful image that you see on your screen right now. But I think we all know that there's a limit to where we want AI to go in our [00:21:00] employee development lifecycle.
And we all know the value of human connection, right? Social learning is fun. Seeing other people's struggles, hearing their unique perspectives is really important. It's grounding. It helps people relate to others. There's a layer of accountability to other humans that you don't get when you're just interfacing with technology.
And also I think people n need that blend as well, because sometimes talking to a machine can be a little bit too impersonal, right? I was just on the pHone, I with one of my favorite AIrlines. Can I please speak to a representative? Right? You're like representative, representative. There's just, there's these experiences that you just want human intervention and I think it's so important to recognize that and ground ourselves in that blend.
So launching this poll as we get ready to showcase Hone AI, I'm just curious, how much are you using AI for HR and l and d today? So. Extensively, it's deeply ingrained, [00:22:00] frequently, occasionally, rarely, never. You haven't done anything yet. Maybe you're just starting to think about it. It looks like most people are in the middle zone, right?
We can see that curve forming here, where most people are really occasionally using it, and I think still in the exploratory phase. For those of you who are looking for the poll, it's on Menti meter. You can click on menti.com and type in that code to get to it. But yeah, I think overall what we're seeing is that we're in a phase of ex exploration, figuring out where we can adopt AI best.
And I'm excited to showcase how AI will do that. You ready, Tom?
Tom Griffiths: Let's do it. Thanks Linda. So I'm just gonna flip the screen share over to Hone AI. And take us to the main event. We couldn't be more excited to unveil our brand new Hone AI. Today. Hone AI is a cutting edge voice, first [00:23:00] AI coach that upskills you and your team in the flow of work.
We've really combined. Hundreds of thousands of hours from the past few years of experience that we've got doing live online instructor led training with a robust deep catalog of curated frameworks and management theory plus cutting edge voice to voice AI models to create a new kind of learning experience that we'll show you in a moment.
And we believe solves many of the problems that we were identifying earlier. It's actually three experiences in one that relate interrelate, but are worth calling out distinctly. The first and probably the most innovative is what we call AI led training. You've heard of instructor led training or ILT virtual instructor led training or VILT.
This is AI, LT where the AI is actually speaking to you in a conversation that's typically a seven to 10 minute [00:24:00] interaction where you are able to learn a new skill through an interactive conversation. We'll demo that momentarily, but what's neat about it is of course, it's context aware and personalized and will be able to validate by the end of that conversation that you can demonstrate that skill, which is not something that I've seen done anywhere.
In any of the other modalities for these kind of interactive soft skills. The second. Product offering as part of Hone AI is what we call AI practice. This is a deeper opportunity to again, continue to speak and converse with the AI model to practice a real world scenario that gets you prepared for that real world scenario before you go and walk into it.
Whether that's on easy mode or hard mode, it's up to you. But again, it's context aware and knows your team, your company, and can really make that feel like a real world practice. Finally. Then the third experience that ties everything together is our AI coach. This is more of a [00:25:00] text first experience where either in Hone or in platforms like Slack, you're able to chat interactively.
Two, the Hone AI, again, that's trained on our research backed frameworks and deep body of knowledge about leadership, management, and people skills. It can then solve your problem and also recommend further learning experiences as well as hold you accountable for the commitments that you're making in those other learning experiences, whether they're AI based or live and human based.
So let's take a look. I'm gonna show you a sequence of four videos that show elements of those experiences. We're really looking at a Hone AI lesson based around feedback. I. What you're gonna see is Shane on our team taking one of these Hone AI lessons around feedback. And, he's speaking, he's interacting on this particular topic 'cause it's of interest to him or he's been assigned it like you would assign an e-learning class.
But of course we've got [00:26:00] dozens of other skills and lessons that he could have chosen from. So let's roll the video.
Hone AI: Hi Shane. I'm Hone AI. I'll be guiding you through today's session on feedback. Feel free to jump in with questions anytime. This is a conversation ready to get started? Yes. Today we'll dive into the critical role of feedback.
Our agenda includes one, discussing the importance of providing feedback. Two, reviewing the SBIW feedback model three, applying the SBIW model using a real world example. You'll provide now a question for you. Can you enumerate why giving feedback is important?
Shane: Yeah, I think it helps that people understand where they need to learn and grow.
Hone AI: Great point. Feedback indeed improves learning and skill development. Let me add a few more reasons. Feedback motivates and engages by reinforcing positive behaviors and correcting errors promptly. Consistent feedback fosters trust and promotes fairness. It facilitates communication, [00:27:00] encouraging dialogue, and understanding.
Any questions about these points?
Shane: Yeah. Could you tell me more about how it fosters trust?
Hone AI: Absolutely. Trust is built when feedback is consistent and fair. When individuals know what to expect from feedback processes, they are more likely to trust the feedback and use it constructively. This trust is crucial for open communication and collaboration.
Anything else you'd like to ask?
Shane: No, that's helpful. Thank you.
Hone AI: Now let's look at the SBIW model.
Tom Griffiths: Alright, so what did we see there? Well, this was Shane having a really interactive conversation with a voice AI holding AI. It was also employing multiple instructional design best practices. Of grounding the theory in Shane's world by asking him for real world examples and allowing him to ask questions back to go into deeper [00:28:00] parts of the framework that he might not understand or had questions about.
So it's truly adaptive in that way. It also used multiple modalities, right? There were visuals there. As well as the sound and the interaction. So there's multiple ways for people to kinda learn in whichever modality kinda lands best for them. Yeah. Yeah. Go for it. One, one last thing for me.
This really does. Present a new kind of learning modality in the world of EDU education technology. Somewhere between an automated AI training class and an interactive e-learning somewhere in the middle. As we've been designing for this, we've used principles from both, and it's just really exciting, especially when you experience it, just how magical and different it is and how it feels personalized to you.
While being available, any time on any skill that you want.
Linda Schwaber-Cohen: Yeah. I'm just so excited. I I feel like one of the things that's really meaningful about this to me is that it's grounded in this [00:29:00] learning science and real frameworks. It's not it's, it has great flexibility, but it's designed with a structure so that you can trust that a real lesson is being delivered rather than just a casual engagement with.
Bt which might be generic, which you can't monitor in terms of like what is being delivered. So it's really exciting.
Tom Griffiths: Exactly. And so for our next experience, imagine that Shane continued the conversation. The honing AI taught him about the SBIW feedback model, which I'm sure everyone here knows, but if you don't that stands for situation behavior.
- Impact and what's next? And he's, they asked him for an example of a person on his team turned out to be Marcy that he wants to give that feedback to. And now Hone AI is gonna walk him through that framework as it applies to his situation.
Hone AI: Now, let's role play. Could you deliver the situation and behavior portion as if you're speaking to Marcy?
Shane: Hey Marcy, I noticed that you're [00:30:00] always late to staff meeting.
Hone AI: That's a good start, but let's refine it to avoid generalizations like always. How about Marcy? I've noticed you've been late to the last three staff meetings.
Shane: Yeah. Hey, Marcy, I noticed that on Monday you were 10 minutes late to staff meeting.
Hone AI: Well done. Now let's focus on the impact. Describe the effects of the behavior on the team, the business, or you personally. Now, I'd like you to role play the impact step as if you're delivering the feedback to Marcy. Ready,
Shane: and as a result of you being late, we weren't able to get to everything we hoped, which impacts the overall productivity of the team.
Hone AI: That's a great way to highlight the impact. Now let's move to the final step Now the way forward. Open the floor to a conversation, ask for Marcy's thoughts and work together on next steps. I'm curious, how do you think opening the floor would benefit Marcy?
Shane: Yeah, I think it helps her getting involved in the solutions.
Hone AI: [00:31:00] Absolutely. It encourages Marcy to take ownership and fosters a collaborative approach. Let's role play this part. How would you invite Marcy into the conversation about the way forward?
Shane: I'd just love to check in how this lands for you and if you can think of anything that I can do to help support you and making sure that you're on time to our staff meetings in the future.
Hone AI: Great approach.
Tom Griffiths: All right. So you could see there that there was a real world role play that was very interactive. But it was actually coaching Shane as he was trying this out to make sure that he was applying the framework correctly rather than too broadly and giving him another go at the parts that he didn't get right the first time.
So by doing that, it means that Shane is obviously supported in developing the skill, but we can also validate. Or verify by the end of the session if someone makes it through, that they've demonstrated that skill. And again, that's not something that's [00:32:00] necessarily easy with e-learning where you've just got a quiz to check knowledge or even a live class where there's not enough time to go around everybody.
This really is a one-to-one personalized experience. Built on all of the framework and theory from home. There was a great question on the chat about is this just built on home or has it also got the model trained more broadly on other information across the internet? It's the latter.
So, we tune and train on top so that our frameworks and rigor are top of mind. But there's also information more broadly available as well. I saw someone also in the chat say that they do this kind of thing with chat GT, but this is better because of that framework input and we totally agree.
The other thing that makes this inherently different from a more general model is the context and personalization that you can bring to it. So we're able to work with our customers to understand. Both the [00:33:00] company and the learner so that the information, and, sorry, the experience can be even more personalized.
And so let me show you that.
Hone AI: Now. Let's consider how Marcy might react based on your experience. What are your thoughts?
Shane: Yeah, I, she's pretty conscientious person but I do think she'll be a little bit defensive. She'll both know that she's late, but I think she'll also be defensive based on our past interactions.
Hone AI: That's understandable. Given your disc profiles. Remember to be direct yet empathetic. Emphasize Hones value of compassion. Seek first to understand if Marcy is defensive, listen and validate her perspective, ready to commit to delivering this feedback.
Shane: Yeah. Actually, could you say more about her disc profiles?
I forget what her disc profile is.
Hone AI: Sure Marcy's profile is S steady, patient, and supportive. Those with an S profile appreciate a warm, sincere approach. They may need time to process feedback and respond best to encouragement with your CD [00:34:00] profile. Focus on clear direct communication while showing understanding and support.
Tom Griffiths: Lots of
Linda Schwaber-Cohen: questions coming in. Tom. Lots of questions. Yeah.
Tom Griffiths: Trying to keep track. I'll try and hit a few, even if I can't name the names and then of course we'll follow up later. 'Cause they're great questions. Yeah, what you heard there was two dimensions of personalization. There was the disc profile where it knows both Shane and Marcy's.
Personality so it can adapt the coaching and learning to that. Do you have to put those in? No, you don't. It can start out of the box just fine. But the more context you choose to give it the better, more tuned it can be. And so it's really up to the individual. I. And the organization, what you input.
There was also a mention of Hones value of Seek First to understand then to be understood. Of course, Shane works at Hone, so it's bringing in Hones value, but if this was your company, it would bring in your values, your leadership principles to reinforce those all important frameworks from the company.
And so it's really cool that it can be [00:35:00] contextual and reinforcing in that way too. Finally, one thing we would do in every home learning experience, whether it's a live class, a one-on-one coaching session or an AI learning experience, is get the learner to make a commitment and then follow up on that commitment.
And so I'll show you that as we wrap up here.
Hone AI: Anything specific in mind you'd like to discuss further?
Tom Griffiths: No, that's helpful.
Shane: Thank
Tom Griffiths: you.
Hone AI: Glad to hear. I'll email you a script of what we discussed for your upcoming conversation with Marcy. When do you plan to deliver the feedback?
Shane: Probably deliver it in our regularly scheduled one to one tomorrow.
Hone AI: Perfect. I'll remind you about the script tomorrow and check in afterward to see how it went. Thanks for your time. Good luck with your conversation. Session is now complete. Have a great day.
Tom Griffiths: So, yeah, there you hit it. Wrapping up, taking the commitment, and then making its own commitment to follow up with Shane both through the script that he can use for his conversation and to check in to see [00:36:00] how it went.
That's when this immersive voice-based experience would transition to more of a text-based experience. And so to show you that this is a snapshot of Hone AI integrated with Slack, where, you know, in a few days time. It's checking in with Shane to say, Hey, how did that conversation go with Marcy? Took it pretty well, but it felt like there was still some lingering trust issues.
Can you help with that? Now, the AI coach experience here in chat is trained to be immediately helpful. It's not gonna ask you to go do another lesson or class before it gives you something you can use. And so it gives a bit of the context or a framework of emotional bank account. Write in the chat, but then also recommends some deeper experiences.
If you want to go to a Hone live class or an AI practice session, it gives you the option to do that as well. And so that's what I meant earlier by the AI coach, tying everything together and moving people along their learning journey. Thank you for all of the [00:37:00] questions in the chat.
We'll definitely follow up with those just given time. We'll wrap the demo there, but love the engagement here. I. That was feedback. Of course, there are dozens or hundreds of other skills that Hone offers. And these learning experiences along with our other life classes support that skill development and.
Our broader ecosystem is all woven together to create a live class plus coach powered experience that is then interspersed with these AI learning experiences. And so I saw a question earlier. How do those two things integrate? Well, you can put it in a couple of different directions. You can either do the live class where you learn together.
And then an AI practice where you get that judgment free, multiple repetition practice experience. Or you can flip it like a flipped classroom where you learn the theory from an AI lesson like Shane was there. And then you come together [00:38:00] in a more discussion like live experience with other people on the same learning journey to help each other out and learn from each other's struggles and support each other as you make steps on that leadership journey. So we're really still experimenting with how these two things interact. But again, to the dance, we believe that the two kinds of experiences combined really do create the best learning outcomes. And that's where Hone is really a leader. Both on the live interactive side and now with Hone AI.
Yeah. So if you would like to try Hone AI or share it with your company we would love to have a conversation, give you the demo and give you access. This is gonna be rolling out in the coming weeks and months to our customers. If folks have membership as ho as part of Hone it's gonna be coming part of membership which is really exciting to, again, intertwine with the different learning experiences.
And if you're new to Hone, then we'd love to. Walk you through the entire platform and show you any elements that are interesting. [00:39:00] So with that, Linda, I'll give you the final word.
Linda Schwaber-Cohen: Yeah, that was great, Tom. Thank you so many great questions in the chat. Thank you all for your questions. I know time is tight, but I can promise you that you'll hear from us and we'd be happy to answer them.
I saw some questions about security. I saw some questions about. How can I get access? So we'd be happy to share more info. I just wanna thank everybody for joining us. Hop into our home hq.com/demo page if you'd like to learn more, and we hope to see you soon at our next webinar. Take care.
Tom Griffiths: Thanks, Linda.
Thanks everyone. Really appreciate it. Looking forward to chatting.
