Technology
HR Besties: AI Anxiety
In this episode of HR Besties, the hosts dive into the humorous yet alarming world of AI in the workplace, sharing a shocking story about an AI note taker that recorded more than just a business call....
HR Besties: AI Anxiety
Technology •
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Interactive Transcript
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Hey, big boy.
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It's my say.
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It's an interesting way to start off the pod, right?
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Wow, hello.
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This is an amazing story that came from a friend of the pod.
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And let me just say, all three of us were probably in tears when we heard the story,
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but also not surprised.
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Okay?
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Not surprised.
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In the slightest.
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So the friend was on a call with a potential client.
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They always use their AI note taker to make sure that they're getting everything.
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Because of course, you know, I know we, us elder millennials on this podcast, we like
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to take notes, but having the AI note taker helps because I miss things or I'm also a
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terrible speller.
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So it records, you know, the conversation and helps.
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So when you want to send like an email post conversation, you have your bullet points,
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all nights, an organized thanks AI, taken my job again.
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Okay.
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So my friend goes and proceeds to pull up the conversation from the call the next morning
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to write a nice thank you email.
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Let me summarize what we talked about, right?
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And they realized the recording was so much longer than their, you know, 45 minute phone
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call conversation.
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And he was like, Oh crap, it actually recorded this guy like a whole rest of his four to
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five hour day, right?
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Once again, no big deal.
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I don't need that part.
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I'm going to scrap it.
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However, immediately after that 45 minute call, the AI turns to, hey, big boy.
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And rolls into what's your dream video?
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Customize and enjoy your filthy results.
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The AI is powerful and actors sometimes are getting their cut and getting their clients
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filling.
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Build like what?
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I'm sorry.
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Oh my gosh.
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So this man proceeded to get off the phone and immediately jump on a porn website.
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And the AI don't take her call at all and help suffer.
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What I liked about this is sometimes you hear stories and you'll hear things and it'll
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be like a friend, whatever.
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And you're always like, that really happened.
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I mean, they brought receipts.
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My parents were visiting.
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And so I was out to dinner with my parents and I started laughing.
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Of course, everyone's like, what's so funny?
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I'm like, no, no, no.
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And then of course, everyone's even more like, no, no, really what's funny.
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But they could screen shots of it.
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It was so, I was laughing so hard.
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Like it pivots very quickly and very explicitly.
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And yeah, it was real.
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It's pretty epic.
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Wow.
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How did that happen though?
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Like they left the browser open.
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I mean, you know, like how?
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I guess.
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Like it just, I'm just not that I'm nervous.
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But I'm just curious, you know, I started using AI for some of my calls again, and it
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discloses it because I would look down sometimes and look at my call notes and it would say,
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hello, and then I'd look at my call and that was it.
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That was the whole call.
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The date.
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Yeah.
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And in my husband joined manager method as chief customer officer earlier this year.
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And I feel like, you have call notes.
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And I would be like, oh, well, we had a great
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conversation.
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Hello.
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It was just hard.
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I was trying to think back to all the details.
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I find it helpful, you know, one I always make sure it's disclosed.
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So if anybody doesn't want to, I'm like, yeah, no worries.
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I'll just, hello, yeah.
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Back again.
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But I saw this and I was like, oh my gosh, because they use the same note taker.
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But I think they maybe use in the free version.
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Like normally it cuts off.
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So I'd never seen anyone's conversation continue.
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But I was laughing so hard.
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Well, in my brain went into like crisis mode.
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So I'm like, HR brain goes, oh my God, they're on their work computer and they're looking
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at poor.
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Mm-hmm.
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Mm-hmm.
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Like instantly after a call.
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Yeah.
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That would give me cringe.
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Like if someone has a call with me and then they go straight into that, could I work with
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them?
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Like did I have that effect on them?
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Like what, what is that?
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Do they like judgment?
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I mean, I'm a silly goofy girl.
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So like if I had a call with them again, I'd be like, hey big boy.
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Oh my God.
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Oh, I would.
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I would.
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I know we're going to Vegas soon.
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And we'll play other games.
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We're not playing poker because I'll laugh.
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Jamie, I mean, oh my God.
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I got to pair of bases.
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Jamie keeps it real.
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I love it.
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Yes, unfortunately, 100%.
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Did we ever learn how that finished?
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Well, I mean, we didn't get the transcript of him finishing.
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Oh, I would love to see that.
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Yeah.
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As persons like, if this person's doing that between meetings, that could be always check
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your settings.
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It's like we've talked in the past about checking your LinkedIn privacy viewing settings.
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You know what we're talking about?
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And you want to have those private just go and look at that.
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But also your AI note taker settings or maybe just what you're doing generally.
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Yeah, like toggle off that.
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Keep on indefinitely.
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Yeah.
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Right.
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You know, like follow me through my day.
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Oh, gosh.
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It's not perfect people.
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They're still.
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They're still working out some bugs.
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Well, perfect said way though.
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Thank you so much, Jamie, because today we are talking about AI anxiety.
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So all things AI, everyone is quietly and loudly freaking out about AI at work and its
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effects, right?
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What does it mean for your job?
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What does it mean for your work day, your future, right?
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All of that.
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And so we're going to turn that inside out a little bit as our hot topic.
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But first we are going to have some cringe corporate speak brought to us by Ashley.
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And then we are going to end with some questions and comments as we always do.
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So that is our meeting agenda for the day.
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What do we think?
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Sounds solid.
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Yeah.
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Sounds great.
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No agenda, no agenda.
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All right.
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So we're good.
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We can continue this meeting.
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What do you got?
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Ashley, cringe us out some more.
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Well, I mean, we have felt sufficiently cringe.
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So I could say big boy as that.
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But we've already done big boy.
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What do you do big boy pants?
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We did that.
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And you know, early on a very early episode.
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But this one's appropriate, which is, I know just enough to be dangerous.
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Have you all ever heard this?
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Yes.
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Yeah.
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And I've used to.
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Me too.
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What context?
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I feel like in HR, you do know just enough to be dangerous, right?
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I mean, you know people's addresses.
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You know their salary.
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You know when they've gotten in trouble.
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You know a lot about the people's.
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Yeah.
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And for me, I think I've used it in a context of because we support across all functions
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and we hire talent within the business.
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Like we really know, we should know about our industries, the functions, all of that.
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Yeah.
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The business model.
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Everything, right?
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So I've known, you know, other people's jobs better than they can do them.
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Like just flat out.
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I could, there's so many jobs I could, I know I could, I could do it just because I've
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hired it.
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I've designed them, you know, some roles, right?
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So I've used it in the context of someone's talking about something technical.
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I've supported so many global engineering teams.
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And it's like, hey, look, I know just enough to be dangerous.
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And the fact that I know you're bullshit in me or like I know how that works.
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You know, I know the process on that, like literally, you know, so I know how jet engine
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works, like things like that, right?
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I was like, I know just enough to be dangerous, you know?
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I wrote the job description before AI, okay?
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Exactly.
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That's a tip that I actually think is helpful if you're in like, whether it's HR recruiting
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talent management, wherever recruiting falls in your organization.
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But it's talking in individuals, not just leaders, but the people that do the job and
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saying, like, what are things that you think I should know as we put together job descriptions?
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Or what do you think, what would be helpful?
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Like this can be cringe and non cringe, like many of our terms.
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I actually think it's non cringe.
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If it's funny and you're like joking with someone, you say that, like, okay, and not just
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enough to be dangerous.
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And you say it with that tone.
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It's like the how you say it.
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When I was a lawyer, I have to say sometimes the most challenging situations where people,
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many people go to law school and like, I no longer practice law.
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And I do this, which is like, you know, still kind of involves it.
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But some people have completely different roles.
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But people that went to law school that have a lot of agree, love to tell everybody that
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they went to, you know, that they were, that they went to law school.
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Or it's like, I went to Emory.
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Hey, wait.
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He's like, hey, hey.
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It's oddly specific.
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You've never said love for the record.
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Or the person that's like, oh, I went to a med school for two years and two years and,
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you know, dropped out.
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Like everyone's like, I know, you know, Bingo card, gotcha.
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People would say that.
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But it wasn't really.
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People would not try to say that and know if it would be dangerous.
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Most people, the cringe to me is when people are like, I know this because I went, you
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know, went to law school.
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Like, okay, well, they're okay.
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There you go.
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You know, and again, it's about talking to the other person and just trying to relate
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to them and not come in like, I know all about you.
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If you've lead with curiosity, I think this can be completely non-crunch.
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I agree.
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You just make it kind of cheeky.
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You know, you share it something the other day, Ashley, about how when you were working
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with young brands, I think, right, you did time in a restaurant.
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Yes.
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Like to really understand it.
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And I went to Jet Engine School when I was with GE Aviation.
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And I went to the school and, you know, spent a couple of weeks learning how that, once
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I did that, other jobs, I asked, like, please, let me go through the onboarding.
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Like please, if I can, if it's not unionized, let me work the line.
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You know, let me touch the, you know what I mean with super, whatever, right?
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But like, let me like experience that.
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And I think it makes all the difference to help you know enough to be dangerous.
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Yeah.
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It is all fun and games when you're working on a contract.
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And to you realize that the reality of that contract is technology that's going to make
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someone have to understand orders at the drive-through.
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And what a skill set, you know, I learned skills in law school.
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There's no skill I learned stronger than Ronda at the KFC in Louisville that I worked with
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who was like school and me on the drive.
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I mean, trying to teach me, but she was really schooling me on how to take the drive-through
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orders, understand them, get things ready at the same time and talk.
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I mean, that was, that was a skill.
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I can't not agree more of like just trying to take a second, walk in people's shoes to
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the extent you can.
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I think that makes HR dangerous.
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I kid there, but like, that is so important for not only like, I think executives need
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to do that, but also HR.
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I mean, it is so enlightening.
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I feel like it helped me not only with employer relations, but like recruiting.
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It helped me when I shadowed because once again, I've worked in healthcare for
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the last 11 years.
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I'm not clinical.
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But I learned enough to understand and know what questions to ask.
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It's extremely helpful.
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And I suggest every person on the C-suite or HR, if they can, be a part of onboarding
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or trainings or even a day in the life of.
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Love that.
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Oh, understanding the job is so important, but our jobs are changing.
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Ha, shift to the hot topic there.
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I don't know if that was very smooth or not.
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But today, all things AI, artificial intelligence, anxiety, like it's real.
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People are feeling it.
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I mean, we are reading it, right?
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I mean, there's so much out about it.
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Our DMs are full of questions on this.
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All the brands are talking about it and promoting it.
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I mean, it's a thing.
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It's definitely a hot topic, but you're not overreacting if you have anxiety about AI.
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I mean, it's just human, right?
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So are you all, you all are hearing this, right?
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Absolutely.
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I mean, I think Ashley made a joke.
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At the last conference, we went to in March about how you can't go to a conference these
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days, any conference without hearing AI, AI, AI powered, AI this.
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And so it's everywhere.
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I mean, it's in our face whether we like it or not.
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Ashley saying, right, you're hearing it's hot.
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Yeah, it's hot.
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I feel like the longer now that we as a general public have worked in HR and they're
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worked in AI in the workplace or had it be a topic.
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I mean, there are plenty of people that are like, oh, AI's been a thing for decades.
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But for a lot of people, AI's been something over the last six months, year to year.
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So like, it's really like for a lot of people, chat, you be T.
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And it's interesting because I do feel like the more that we learn about it, the more anxious
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it has made us because I think when it first started, I'd be at leading training sessions,
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I was like, well, who's use chat, you be T and like people like, like, almost nobody
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had.
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And so walking them through how you can use it and all the guardrails of things of like,
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you know, this is why you don't put confidential information.
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But now that I think people are seeing the powers of it and how it's changing and it
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does seem to be everywhere.
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There's, there's just such anxiety about it.
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And I actually think it's anxiety from people that are worried about job loss, but also
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leaders who I think are masking their anxiety and uncertainty for like their approach
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often is like, well, you know, we need to have a strategy and be strategic with HR.
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I think if you were to ask a lot of sea level leaders, like,
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what is your AI strategy exactly?
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I think a lot of people just don't know.
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Exactly.
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I mean, I really feel like that is what is driving the anxiety, right?
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Just the lack of position from brands, the lack of communication to the workforce.
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Right.
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So what I'm seeing a lot of is some brands are taking an external position on AI.
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Right.
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They're saying yes to AI.
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Let's promote AI, but internally, crickets.
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And in the absence of information, people are going to fill in, you know, the worst.
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They just are, you know, what I mean?
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So instantly, like to your point, Ashley goes to job loss.
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Like that's the thought.
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Like AI is going to replace us, right?
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Well, and I think if you couple that like right now, we are seeing the highest
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unemployment rate since the pandemic.
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And it was a lot of these tech companies that did large layoffs.
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So people are like, well, it's AI.
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AI took their jobs.
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And then you also have a lot of these recent college grads can't find entry level jobs
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because they're being replaced by AI supposedly.
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So that just contributes to the fear and the anxiety.
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Well, if you're in nature for those that are listening that are in HR or even those
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that aren't, but are like, I sense this, okay, what do we do about it?
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How do you handle AI anxiety at work?
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Like what are your steps?
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If you're sitting there in corporate or any other type of organization,
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and you're seeing the media on this and maybe, maybe you're hearing this from your
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teams, maybe you're just sensing it from your teams.
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But what would you do about it?
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I would normalize it that it is a thing.
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Hey, some of you may be anxious about the effects of AI, right?
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I mean, I think we have to have the conversations internally.
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It's not enough, you know, to rely on your employees,
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reading your investor report or whatever, you know, what I mean?
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Like you need to have the conversations internally.
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If you're a business, if it's not coming top down, you as a leader
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can have those conversations with your employees in the sense that, hey,
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we, we, some of you may be anxious about the effects of AI.
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We, we don't have a strategy as a business right now,
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but when we do, I'll share it or we do have a strategy.
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And here's what it means for you.
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Or here's what it doesn't mean for you.
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Like we actually need to start talking about it.
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If you're an individual contributor, ask your boss the question, what's going on with AI
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within the business, right?
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I mean, so I think the conversations normalizing the conversation,
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not it being, you know, some secret, you know, I think that is step one,
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is just bringing it in the forefront and just taking it head on that way.
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Whether you have the answers or not, you may not, and that's okay.
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You say that then.
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We're figuring this out together, right?
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Or this isn't, you know, going to, you know, help or support or bit,
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Jamie, thought I think AI is a tool that we can use in addition to what we have, right?
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So maybe it can help us streamline things. Maybe it can help automate processes that we have never
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been able to before. But you know from an HR standpoint, I think we are still needed
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because the human still whim in the empathy sense, the tough conversations, the culture building.
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That's not things that AI can do. To that point, see it's not about replacement. It's about
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reinforcement. It's about driving more meaning into the work that we do as human beings so that we
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can find more purpose in our work and connection with one another. And our customers like AI
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really realistically, it cannot replace that ever. And so people necessary, sorry, you'll still
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have to work with people. Unfortunately, unfortunately, like I'm so sorry, you know.
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I recommend for AI strategy for organizations and honestly, especially if you're in HR,
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ideally if you're in a position of leadership, but I think HR can bring so much value by driving
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this is a three step framework. And this is a framework as a fancy word for what you can do to
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do. Yeah, shit to do. So, but it's a three step framework that is one, what is allowed to
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what is expected in three, what is possible. And it sounds like that is those are three
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words, but it is absolutely wild. How many team members and how many organizations do not know
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one, two or three of those. And that's generally about their jobs in particular. But in the AI
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space in particular, I think it's because allowed because a lot of organizations have gone to
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the position of like don't ever use AI because you're going to put all our confidential information in
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there. And that's, you know, as some people and examples have shown that's that's a real consideration,
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but don't just manage to that. But giving examples like what's allowed, like what literally what
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tools are allowed. And that's where I think HR and IT and other teams, but those two probably leading
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the charge can lead that with internal communications. But then what's expected and what's possible
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to give people that standard because recently I've spoken with now a number of organizations that
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talk about performance reviews and they'll say, what are you hearing? I laugh as if people think
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that my conversations are all about work and leadership, which is actually probably often true
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as my kids will say I'll bring every topic like a cringy LinkedIn poster to tie back. But it is,
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what are you seeing? And I'm seeing people like, oh, we want to put AI on performance reviews.
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Okay. But if I'm a team member and I do not know what's allowed expected and possible. And all
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of a sudden this is on my performance review. What is that? What literally what does that mean?
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And so I think thinking of that framework and then for managers, how you communicate this to your
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team members, how we cascade this from the top of our organization, but also to managers and give
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examples and give examples of those individual contributors that are doing really cool things with AI.
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And maybe even people that learned hard lessons because I do think this is an area where people
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will learn the hard way if they do something that's that's not allowed. But if you take that framework
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to your organization, I think you can quell not all the anxiety, but you can really show that
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you're communicating on it. I love that. That's a really strong framework, especially the what's
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possible. Like I think that is just that could be really profound to some of your employees expressing
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that. That's where you can get I think of the shine to those people that are doing cool things.
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And HR is not monitoring everyone's emails or productivity or finding those best practices or
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what's there like that has to be communicated whether it's HR leaders or there's somehow. But when
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you can give recognition to people no matter their title may not be those title that you expect.
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But they're doing cool things in their figuring out what's possible. That is such a game changer
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for your organization. And that makes those people motivated like, oh, that's cool. People share ideas.
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Recently, I was at a conference and of course, AI, right? I mean, a big topic of discussion.
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But I chatted with a number of individuals that shared that their organizations
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have to figure it out first and won't allow anything. Right? I mean, you know, so definitely a very
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conservative position to AI, not embracing it. Right? Just like we have a team figuring this out
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in this dark room over here. Right? How this may affect our business. And in some cases, I could see,
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like depending on the industry, what they do, okay, fine, whatever. But I would say it's
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better to embrace it, learn it, then fear it. There's small things that you can do and automate
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and use. I mean, if your organization is an investing in tools and training and support and it
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hasn't taken a position still with, you know, your own work or on your team, I feel like this is one
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where since it's so wild west right now, so far, you can just ask forgiveness. I really do. You
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know, that's my, that's my position there. I wouldn't put anything, you know, confidential and
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into anything, whatever. But there's ways to automate your work, even within your current tools.
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You probably don't even know about whatever product or platform you're using. Trust me.
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There's things there you can already do. So anyway, you can help streamline so that people can
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focus on, you know, the real meaning behind the work. I mean, just go and do it. You don't have to
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get a, you know, the green light per se. You can start doing things and figuring out the AI on,
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you know, the tools you already have. But I'd ask forgiveness. I start making people's days a lot
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better and easier stat on some of those, you know, tactical things. Oh, great.
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Oh, that was a dangerous voice. Ain't just enough to be dangerous.
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A great boy. A great big boy.
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Gosh, well, we turned that inside out. Then we, I am feeling a lot less anxious already.
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About AI. Still anxious about a whole bunch of other stuff. Yeah.
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Yeah.
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Oh, any questions or comments? I have a comment of something that I love is I think AI anxieties.
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It's in a workplace. It's in it's all over the place. In one place that it can be is the villages,
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the retirement community in Florida, where my parents live. And so my mom told me she recently took
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a chat GPT class where they learned like how to access it, how to use it, how to prompt,
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you know, my mom for those that haven't heard she went to law school later in life.
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She graduated from law school or 50. And she was a librarian before that. So, you know,
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my mom is not completely a newbie to chat GPT, but she was so excited to tell me about this
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and everything that they learned. And, you know, I'll think the skills they learn and they
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talked about how to use it for your life. And so I love that. And so I do think your organization
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is not doesn't have to live up to the villages, but even to have like a lunch and learn. That's
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one that's like a nano course on tips for work and life. I think you can access for free.
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I'll include the link. It's short. It's like a few one minute videos, but just some ways they can
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use it. But sharing some of the tips I do think and reducing anxiety and it's not just for older
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team members. It's for everybody across the board. But I loved it. Love that. Yeah, I love that.
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Of course, I was like, how much did they charge? Like, what we could do? Besties, besties,
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trip down to Florida. Right? It's like, oh, tell me about that. What's the P&L for that class? But
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anyway, not a question, but a quick comment from me, piggybacking off of what you just shared.
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Actually, I think that it would be good if your employer is an embracing AI or is anti for whatever
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they're figuring it out, right? That doesn't mean you can't embrace AI in your own life, right?
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And learn it, right? I recently took a trip like, I don't know, we can have trip around Europe.
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Okay. That itinerary was courtesy of AI. But yes, it did everything for me.
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Suggested what to do, hotels to book, things I need to be thoughtful of,
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running a car there. I mean, everything. I mean, full-light to an eryry. So bad-ass.
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But that's just an example of how I personally use it. And I've been trying to learn myself.
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And so I want to incorporate more of that into my business and trying to help streamline
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some of the tactical things behind the scenes. But using it for yourself personally first,
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love. That's helped me. Clarissa is my home girl. So she explains it. Yeah, that's what I call my
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chat, GBT. But yeah, I mean, just on a hopeful note, maybe humans are not going anywhere, unfortunately.
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So people be people in still. And AI is not going to help us on all the people in people in
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intro story. That was a great example, Jamie. Oh, try not to be anxious, Basti. You got this.