The Corporate Bartender - The Human Side of AI (aka Nicole Does Stuff With Robots) with Nicole Yue

Speaker A: What's up everyone? And welcome to the Corporate Bartender. AI is everywhere these days. Companies are adopting it, folks are trying to leverage it, and it's kind of hit or miss. Businesses are seeing mixed results in the dreams of replacing folks with all kinds of robots isn't as shiny as it was a year ago. If you're wondering how to tackle the AI problem in your world, you're in the right spot. We've got Nicole Yuey on the show today. She's the founder of people process and AI. She has 30 years of experience on the people side of business and she was Lori's AI teacher. Stick around, we'll talk about it. This conversation was a jam and I know you're gonna dig it. So buckle up tcbers, grab your favorite cocktail and let's get right on into it with Nicole Ewey on today's tcb.

Speaker B: Welcome to Skyteams, the Corporate Bartender, where we gather some of the best HR and people leaders to discuss what's happening on the people side of business. Join the bartenders, Eric and Lori as they interview some of today's most innovative thinkers. Share tips, tricks and tools while enjoying some good old fashioned community and as always, laughing a lot. Now pull up a stool, belly up to the bar and join us for the Corporate Bartender.

Speaker A: Welcome everybody. It's Wednesday and you know what that means. It is your favorite day in mind. It is Corporate Bartender day. It is the 20th of May, 2026. 2026 is almost half over.

Speaker C: M crazy.

Speaker A: I mean, wow. The blistering speed at with at which this year is progressing despite all the weirdness in the world is mind boggling. But Ruby, you know what that means. The year is almost half over. So it's almost pumpkin spice time. Yes, it's your favorite time of year.

Speaker D: It's either matcha time, fenty matcha or pumpkin spice latte.

Speaker A: This is the 240th time that we've convened this group of awesome people and I am excited about today's conversation. We've got a guest. She's the person that you do not recognize in your little Brady Bunch view. Her name is Nicole and she does things with robots and we're going to talk about all the things that, uh, Nicole does.

Speaker E: That sounds much worse than it really is.

Speaker A: This is the clickbaity part of the poor of the show. Nicole. Okay, Nicole does stuff with robots and she's gonna share it with you and tell you how to do stuff with robots too. She's the founder of a company called People Process and AI and, uh, Lori has actually been a student of hers, as has Stacy Hollander. So they're going to talk about that experience and what was, what that was like. And, uh, we'll get into all sorts of applications for AI. We're going to learn some vocabulary, we're going to learn. We're going to learn a lot today. Because Nicole is one of these persons, I will tell you, not just doing stuff with robots. I'll tell you what it is. She is an AI transformation strategist. She helps organizations move from being curious about it to actually doing stuff with it, to transforming your organization with the assistance of said robots. She's got nearly 30 years of experience in strategic program management and org change. And like most of us, she spent the first 15 years behind the HR curtain in that talent management, talent acquisition space. She, uh, she brings practical people first perspective here. Um, but she's been there, done that, got the T shirt. So she knows what she's talking about. So I didn't warn her, but if she's done her homework, she knows what to expect. We like to dance people onto the show. Nicole. So let's give Nicole a warm TCB welcome, shall we? There it is.

Speaker F: She's right there dancing right out of the gate. David. I love point dancing. That's kind of one of my favorites.

Speaker C: Glad Nicole's here. And is it Nickelo or Nicole? Which do you prefer?

Speaker D: What?

Speaker A: Okay, making fun of my typo. Uh, there. And I'm gonna fix here in real time. Nicolo.

Speaker E: Okay. I'm like, I didn't know there was a Nicklo. I didn't see it.

Speaker F: That's your. That's your dance name, I guess.

Speaker A: Yeah. Ok. That is your dancing opportunity. You know, I've missed David because he busts my chops like not many other people are willing to do. So, uh, thank you, David. You'll now note that it's spelled correctly. I did that for you.

Speaker C: Well done. Real time. The listeners to this would have never known.

Speaker B: Right?

Speaker A: So I really appreciate you bringing attention to it. That's perfect.

Speaker E: Okay, now I see the slides. I was on the wrong place.

Speaker C: You were really confused then.

Speaker A: I don't know what I was looking at the gallery.

Speaker C: Yeah.

Speaker E: What are you talking about?

Speaker A: Oh, uh, Nicole, thanks for being here with us today.

Speaker E: Absolutely excited to be here.

Speaker A: Well, we like to start with an origin story question. So when you were a wee, tiny baby, um, I don't imagine this is what you thought you would be doing with your life, especially because robots weren't even a thing outside of Star wars and all the Star stuff. So, yeah. Ah, tell us a little bit about what you wanted to be and how you got here, how it started, how it's going.

Speaker D: Yeah.

Speaker E: So kind of a funny story. So I'm a military child and I grew up all over the world, was born in Germany. And, um, so I thought I was going to go be a diplomat. I actually studied international affairs in Russian in college and went and lived in St. Petersburg, Russia, and studied over there. And, uh, yeah, then I was like, that's. That's not probably going to be the rest of my life. And I really like this Colorado place that I moved to for college. So I think I want to stay here instead of moving to, like, the far reaches of Siberia because, you know, early in the State Department, you do not get the plum assignments. And I'm like, no, I think I'm going to stay here. So can you.

Speaker A: Can you say something in Russian? So we get picked up by the whatever, scraping the web for listening for Russian things,

Speaker E: Which is. What do you want me to say? Uh, that is what I always say when people ask me that question. Uh, because I'm like, what do you want me to say?

Speaker A: That's all I know.

Speaker E: That's a good one. It literally means until we see each other again. So it's actually a very good way to say goodbye.

Speaker C: Nice.

Speaker E: Yeah. So I had to. All of a sudden it's like, oh, God, what am I going to do with my life? I studied to be in business. I don't know anything about this. And, uh, so I actually started in international sales, uh, because at least that was the national. Right. And then I moved into recruiting. And so I started recruiting in the year 2000, uh, back when it was like, you're looking through, you're searching the baby Internet to go find things. And I was monster.com career builder. And I was like, what was it? Advanced Internet recruiting strategy. Certified heirs. Certified. For those of you who've been in the talent management world for a long time. I was like, oh, my God, that was the peak. Like, I can stalk people like nobody's business. Uh, Even now, like 20 years later, it's like, oh, I know how to find people.

Speaker C: Were there help? Were you past the help wanted ads stage at that point?

Speaker E: Thank God we were. Yes. There were Internet job postings things. And I was dealing primarily with, with, you know, technologists at that point. So I learned technology, I learned all the recruiting stuff. Then I started working in applicant tracking systems and eventually, uh, made my way to Comcast and so I've been in the cable world, as many of us are, uh, for about the last 15 years. And so I did a bunch of time in Talent Comcast, and then pivoted over to more strategic initiatives and program management and got a chance to check out the world for a while. So it's been fun. And then. And then I got laid off. And like, so many, um, especially if you're in the Denver area, you know, Comcast just cut the entire west division, which is where I spent the first 10 years of my career at Comcast. And so I had gone to work for Philly, and I was doing privacy sustainability, working with, for those of you who know, the amazing Tracy Baumgartner, who's a cable pioneer in Denver. Absolutely amazing. Um, so working with some really awesome people. And then I got laid off. And, uh, I took the class that I now teach that Lori and Stacy were in. I took this class and I was like, oh, my God, this is gonna fundamentally change the way that we do work. And started when, you know, we worked primarily by facts, I mean, international sales. It was like, great. Yeah. I would type out of something on my computer, then I would print it and fax it to Asia, because that was how we operated back then. We had a shared email account for seven people.

Speaker A: Oh, my God, I remember.

Speaker E: Yes. And I'm like, you know, I say, it's like, I'm not as young as I look. Please just say I look young. Everybody go, oh, yeah, don't like your age.

Speaker A: Thank m. You maybe says that all the time.

Speaker E: Yes. And so it was one of those things where it's like, I've seen the changes. I watched the technology changes. And, uh, my first recruiting job for knowledge workers was people, process and technology. And I was like, y', all, the equation has changed. It's people, process, AI. Uh, and that is. Is what I named my company after. And I was like, this is going to fundamentally change things. And this is going to take a lot of work to get people into this new way of working. And what is that going to look like? I don't have all the answers, but I'm ahead of a lot of other people and want to have. And fundamentally, my purpose is to help people, connect people, the processes and how we use AI because, you know, we say, like, you don't want to make a broken process faster. Someone said like, oh, yeah, don't pave the cow path. And I was like, I'm so using that again. Um, so you don't want to pay the Cow path, But you also want to enable people with the technology. Uh, in the relaunch episode, you guys were talking about, like, okay, well, everybody wants me to know all this stuff, and then how the. How the hell am I supposed to do that and develop that skill? And companies aren't teaching their people this. And so I'm trying to get out there and help companies help their people. So that is my mission for the, as I'm calling it, the legacy building portion of my career.

Speaker A: I love it. It's funny, I have a client who, um, they're looking for someone. They're trying to fill a position, and the leader is like, I want someone with deep AI experience. And I'm like, what, weeks?

Speaker F: What do you mean?

Speaker A: Since 2024? What does that even look like? Um, so, Nicole, granted, you had an opportunity to make a choice about what you wanted to do next, and you chose this. That's a pretty big. All chips to the middle of the table move. What was the. The catalyst for you? What made you go, this is the thing?

Speaker D: Yeah.

Speaker E: Um, well, for one, it's like, I'm looking. Project management will always be there. If I had to go back, I could, but I was like, I am. I, um, feel passionate about this. This feels like something that is just such a sea change that I'm like, why wouldn't I want to be a part of this? You know, it's like I've. I'm not going to say I'm always an early adopter. I mean, I had to wait till the iPhone 4 came, um, before I

Speaker A: switched, but BlackBerry was hard to give up.

Speaker E: Oh, my God, I loved that tactile screen. Yeah, no, that I was. It was very hard to go to a touchscreen. Um, but it is one of those things. Like, this is undeniably amazing and has so much potential. And so it was like, yeah, I see the potential. And I feel like not everybody sees the potential. A lot of people are going to see, this is a pain in my ass. Uh, this is one more thing I gotta learn. And this is gonna take my job. And this is gonna. And I'm like, guys, they still need the humans. We need the humans, and I want to help the humans. And so, you know, us Gen Xers are. We're a little crunchy and crusty and

Speaker A: nobody remembers us anyway.

Speaker E: I know we're left out of every survey, but it's like when we were Gen X, I mean, like, we all rode our bicycles around the neighborhood and come back when the streetlights are on, and that kind of thing, which means we did things by hand, we have the experience. And this is what I keep telling all my friends is like, hey, you have judgment and, uh, context. And by the way, you can't do anything with AI without good context. If you don't get. That's where you get the AI slob. If you don't give it good context. And so those of us who have been in the career world have judgment, we have relationships, we know how to do things. And so that is how we train the next generation. That's how we decide what roles are going to be. Like, when Lori brought her team to my class, I was like, oh, my God, you were the most brilliant HR leader I know, because you get it. Well, it's true. Everybody.

Speaker F: It was funny, uh, when we did that, the relaunch, uh, and we were talking about, we were gathering, you know, from our community, like, what do you guys want to talk about? What do we. What are we interested in? And, and, you know, and AI is everywhere. And, um, it sort of dawned on me, like, I better get my shit together here, because I'm using it like Google, and that isn't probably going to get me anymore, right? And so. And because, you know, me and my team, you know, we. We lead talent, we lead leadership, we set the kind of the cultural norms. In large part, we influence, Influence that. And so I was like, we have to be participating in this. We can't just say, oh, it's for technology, and they're off doing whatever they're doing. And so that was the impetus. And, and I, I had seen you speak at different events and, and kind of talked about the work that you were doing, and it was really intriguing. And honestly, I was like, But I still don't really get it. I don't really get it. It's the whole big piece of the pie of you don't know what you don't know. And I'm like, I gotta. I gotta get in there, right? And so I offered it up to the team. And every. Everyone on my team was like, yes, let's totally do this together. And it. And it was really helpful because, I mean, we had study group after, right, to come together and be like, okay, did you get to this piece? And what was this piece? And because it was very new, it was a lot. And then as we got rolling in it, and, you know, Stacy can chime in here. She's. She's on the, on the call here too. Um, we started applying things and, and you know, you. You were always Preaching the work on your work, right?

Speaker E: This.

Speaker F: Don't, don't spend your time on hypotheticals. Work on your work. And, you know, and you have to experiment a little. But, but it created some discipline for us to do this because you don't have extra time ever. Yeah, extra time out later, right? So we had a, a way to work through it and to practice things and, and we would create some stuff and be like, holy crap, this is amazing.

Speaker A: So Lori and Nicole question, because I have a little peek behind the curtain, see how the sausage is made. What goes on in Nicole's class? It's, it's fundamentally different than going on LinkedIn learning and taking, you know, your entry level AI class, right? The, the ideas behind it and the way Nicole, you get folks to attack problems, it has its own lingo and a process associated with it. So before you guys get too deep into what you did and what you accomplished, set the stage, right? Because it's it. And, uh, I know this was a big deal for Lori because she was like, whoa, I never even thought about it like this. And like I said, there, there are specific terms. So either one of you talk about how that setup happens and what the process is for the class.

Speaker E: So. Okay, so I don't know, like, Lori, do you want to start? And then I'll also. Because I would love to hear your, your take on it. Because, like, I talk about this all the time, so I would love to hear your take on it.

Speaker F: Yeah, so when, when I heard you talk about workflows, right? You design workflows, and I'm like, cool. What, what is that? I don't, it seems good, but, but thumbs up, but what? Exactly, right? And so, you know, and I knew, like prompts, right? You write prompts and then it gives you answers and you. Right, But I was like, I don't, I don't really quite get it. And so when, when we started talking about.

Speaker E: Right.

Speaker F: And it's a cumulative, you know, kind of effort. It's a, it's a AI black belt, right? So it goes through and you build, right? And you learn. But what I came to understand is that it's a, it's a, it's a set of prompts that creates a workflow that then you can repeat, right? So you, you, you, you set up your, your prompting to give you a workflow so that you set up a workflow for evaluating a corporate policy, right? And then you tweak that, uh, workflow to make it operate the way you want it to, and then you can Apply it to different scenarios, and then you can find a workflow for a different kind of thing. Right. Like, Stace, you can talk about how you guys have used it for, you know, recruitment and, um, you know, communication materials or whatever those things are so that. So the workflow is the kind of the. The thing that creates the interaction so that you can work with it in a. In an iterative way. I don't know if I'm saying that well, but that's.

Speaker E: No, but I love this because I'm like. Because it's like. No, you get it, you know, and that's what. So the way that I learned AI and the way that I teach it is really that you want to have an interactive experience. If somebody. If you're just like, consuming slides doesn't. Doesn't give you. Get you anywhere. But one of the challenges is the fact that we have that blank page syndrome. And what I talk about is that, like, writer's block exists, editor's block does not. So if you have something to help get it going on a particular topic, um, then you're in a response mode and the AI is pulling the information out of you, but also supplementing with all of the things that it has access to on the worldwide Internet. And so you can put together expert information with what you want to do, and you come up with something that is so much more powerful than you sitting there trying to figure this out on your own. It gives you. And I talk about this a lot with, like, how many people here are extroverts? We got a lot of HR people, so probably a fair number of extroverts. Which means you okay? Not okay. I'm taking a lot of no's then. Okay, never mind. Um, but one of the things that I very specifically remember from a training is they talk about as extroverts. It's an. It's an energy thing, but it's also how do you process ideas? An introvert wants to process, process, process, and then they will verbalize. An extrovert is like ping pong. Um, you know, we love to go back and forth with somebody with ideas. Well, now I could do that without having, you know. Yeah, I know. I was saying, like, this has saved my husband's sanity because I can have the conversation with someone else that's living in my computer. You know, me and the robot have some amazing. I. Claude was my first AI boyfriend. And Claude and I have some very deep philosophical conversations about, uh, anything I need, whenever I need it. You know, I mean, I have done you know, I'm driving between Silverthorne and Denver and I'm literally dictating. Here's what is on my mind and all these things I need to deal with. So I need you to help me come up with a plan and a logical approach for this. And I will, uh, for, you know, minutes at a time and then stop, you know, unclick the dictation button. It takes all that in and then it starts processing and helping me to do these things. But it's because I think in terms of workflows and so the course that. So I teach a couple of different things. But the workflow black belt is what I consider to be the foundation. And that's what Lori and Stacy went through. And we start with simpler problems. We look at like, what are inputs and outputs. And then we start getting into goals and plans, critical thinking involving experts. Then we start getting into like, okay, what does the process look like? What does the process look like if you take every person to the process and have AI be that person and not that person, but role in a process, what would happen if you could bounce this across multiple experts to solve a problem, but you could do it in 20 minutes, maybe an hour at the outside. Yeah. Ah, the full day.

Speaker F: That was really cool. In that context of you. You give in the workflow, you assign Claude or your choice, you know, LLM of choice, a role. Right. And then you give it parameters of what do you want it to help you with. And then it can, it can pass it along to the next phase of I need an expert for this part of it. And you work through that and when you're ready, then it moves you to the next expert and you've set up however you want that to go. But that, but then it, it also gives you this layer of. Now create a communication guide for this audience. Create a change leadership roadmap for introducing this change into the organization. Right. And so, I mean, um, it's just this beautiful stuff coming out and it's high quality work.

Speaker E: And that's the point I like to make to people. Yes, there is AI slop out there, but when a human is in the loop, and human in the loop is so incredibly important, but when human is in the loop, that also means it is not quality that you would not let go out. So if you don't compromise your standards, then it's not going to be AI slot because you know better.

Speaker F: Yeah, yeah. Can I ask what. Oh, sorry, yeah. Ah, David.

Speaker C: I, um, feel like I was left hanging. Lori, a moment ago. When you said, stacy, tell us about how you've been, I was just gonna

Speaker E: say like, stacy, how have you guys used it?

Speaker C: I can't wait. Because some of the things that you're responsible for. It sounds like I'm really curious, so

Speaker D: I, yeah, I'd be happy to share. So with recruitment, right, you get hundreds of resumes and we're as, we're going through and looking at all of these and trying to figure out what's the fastest way I can decipher this information and get a summary over to the hiring manager. So creating prompts where we could load in, um, 20 resumes and the job description and say, summarize this for me. Put it on a chart, it pops it out and we're like, yes, this is not something, this is something that would have taken me so long to do. And of course we look at it and review it and insert our own, um, comments and things like that too. But it makes it a hell of a lot easier and a ton of time.

Speaker C: So where does ATS end and AI begin? Or are you finding some embedded AI solutions within some of the ATS tools? Or have you got that far with any of the ats?

Speaker D: So Laurie, you can speak to this too, but like within our ats, it's the AI that's within it isn't the best. Not yet anyway. So we're just kind of getting into the middle of that and playing around with what we can to help us be as efficient as possible. Another place where I found great benefit to it, uh, just from just general process and things that you're like, ah, do I have to really do this right now? Job descriptions.

Speaker E: Yeah. So I was wondering when that was going to come up.

Speaker D: You help and, um, pointing out where there might be gaps. We have competency based career ladders within cable labs. So loading that in along with job descriptions and talking about the same, the level we're looking at, what are we missing? What are our blind spots to consider? Um, we're all really good at behavioral interviewing and teaching our, um, employees about that. But AI kind of helps take it to the next level when we get really specific about what the role is. So, um, also sharing that with our interviewers, that you can use that as a tool, uh, is something that's really important.

Speaker C: Are you using it as a first stage screener? Because some of the bigger tech companies are literally having an agent serve as a initial means of contact, which, you know, uh, uh, my head explodes thinking about not. Not because I'm resistant to the Technology. I grew up in technology. It's all I've known for 30 years in different companies. But since recruitment is the first point of contact with a company's culture, a sense of how things work there, and you have an AI agent representing the interests of a company, so. But hopefully you haven't gone that far.

Speaker A: David, it sparks a question. I've been thinking about this too. Isn't that essentially the same? An evolved version of keyword filters that went into the initial ATS's that would blackball a resume if it didn't have the right stuff in it.

Speaker C: I'll let this close answer that I have a point of view on it, because I'm sure AI, even though we know it doesn't have a human nuance to. Is powerful enough to where it can go much further into discernment.

Speaker G: Sure.

Speaker C: Layering questions based on how responses are provided as opposed to. Yeah, just a simple parsing or an ats, uh, looking for keywords. Which now sounds so, um, minimalistic.

Speaker A: Well, and I remember when, when that was a thing, a new thing, and we. The company I worked for had brass ring and it was terrible.

Speaker E: Oh, I used to work for them. Yeah.

Speaker A: I worked for keyword filtering.

Speaker E: Yeah, it was. That's fair.

Speaker F: And so, David, we, you know, we're. We're small. Cable Labs is a small company and we don't have massive recruitment. Right. We have sort of waves of positions that, that come open. So we don't, we don't use an ATS that has to daily vet for 40 positions. Right. So we have a much more personalized kind of process, which is why it was incredibly time consuming. Right. To do this. And you can only focus on reading resumes for so long until your eyes cross.

Speaker A: I found that to be about three glasses of scotch.

Speaker E: I used to like printing them out because somehow it was easier when they were on paper and then they just went into one stack or the other. That was my process. And. Yeah. Totally unsustainable. Uh, horrible practice. Oh, my God. It was easier. Yeah. It doesn't scale, but that's the thing where I think. So, David, I'm curious if what you heard was, you know, doing that front end screening to narrow the pool, because right now it's the unfortunate consequence. And I went back to, like, what people were talking about, um, on the relaunch episode is, you know, it's like getting in. It really requires network. And that's everything that I do in my business is through my network and organizations and industry. And because then it's People you know and when you come in as a known person I think it's a very different thing. But I'm wondering David, have you been hearing that people are using it for resume screening or actual like interactive inter video interview? Which are you referring to? Just for my clarity.

Speaker C: Both depending.

Speaker E: Okay.

Speaker C: Uh the company in their interest in looking for early ways to now parse through an AI capability and I facilitate a monthly uh, HR leadership forum for big tech HR leaders. So their introducing some pretty esoteric and aggressive progressive things like early stage uh interviewing in which they stage it in a way to say this is what you'll experience. So they give the candidate a heads up and try to warmly introduce it in uh but their advantage is it's recorded and now they can have those recordings be summarized in some sort of and comparatively reference. And where it really gets crazy is when the candidate is representing him or herself. Now this is, we would think this is pretty far out there but we.

Speaker F: Yeah probably next week.

Speaker C: But they, the candidates are representing themselves through their own form of an AI agent. They probably think well they'll consider me really cool for this software gig if I represent myself in this way. So I mean the uh, handcuffs are offended when it comes to uh, usage uh and in um building it in to um the recruiting process in a variety of ways it's yeah well and

Speaker F: I think that that's also going to depend. I think you pointed to it in the beginning. It's the first contact with a company in terms of a field of their culture and what they value. And so those changes, I mean those choices that an uh, organization makes are, are on purpose or not hopefully they're paying attention. Those choices that they make are going to set a tone because I, right. Like I, I work with a gal um, that I was a her mentor for a while and she is going through the job search process and she had a fully automated interview with AI and she was like no thank you. I don't want to work for a company that doesn't even want to hear my voice.

Speaker E: Right.

Speaker A: It has me imagining now like how many robot to robot interviews can agentic Eric do. If I was looking for a job I could deploy my agent to go do the first pass interviews with the company's AI.

Speaker F: I mean well and it's nuts.

Speaker E: I've talked to people at ah, I'm trying to remember, I think, I think it was Turnberry Group and one of their guides was telling me like yeah, you don't even know if the people especially in the technology field and where you have a very international relationship. And he's like, I don't. Like, sometimes I worry if I'm even talking to the right person, because you don't know if they're sending someone else to the interview. And then we hear, like, the person who showed up on day one is not the person that we actually interviewed. So there's been some of that on the human side. That's a little questionable. Um, but I would also say one. One thought that I'm having, as we're talking about this is, you know, having a recording. I do record a lot of my calls. And that's actually very helpful because then it's like, okay, what have I, uh. Like, this would be where I think we're coming out of this. What have I missed? Like, did you pick up anything that I haven't thought of? And then, because I do my. Any proposal I make. And also in the education, I do custom for a company, I build in their context and what is important to them and what pacing works for them. I flip around. I mean, for cable labs, I'm actually flipping the content. I'm not covering what the parent company wants me to cover on day one because I'm like, nope, that is going to scare the cr. You know, it's like, no, no, no, no, no. I literally called session one last week, opening the lab. We're just going to consider what is possible. We'll start building things next week, but I want you to consider what's possible. And. And I want you to observe your work over the next couple of weeks. And when we get back together, I want you to have an idea and a written sop, because I'm giving you a workflow to help you create your sop. I want you to come with an SOP and the resulting document, and we'll look at creating an agent for that. But I want you to do the human side first.

Speaker A: So we've talked about workflows and sops, and we use the word agentic a couple of times.

Speaker E: Yep.

Speaker A: I would love it because I know Lori went through a process kind of unexpectedly while she was in the middle of your class. It was around refining a travel policy.

Speaker E: Yes, that's the example. I know.

Speaker A: Yeah. I would love it if you guys would talk about that, because that was one of those sort of fortuitous. Like, the planets aligned when Laurie was in the middle of a learning experience, and. And there was a, like, a golden opportunity to build a workflow. So talk a little bit about travel policy workflow.

Speaker F: Yeah. So we had, we had a really outdated, you know, five or six year old travel policy that wasn't really a policy, it was kind of a memo. And a lot of questions were coming up. And um, you know, and I was talking to our COO about, hey, we should probably look at this. And I'm like, well, hang on, I, I have homework to do for the class I'm taking.

Speaker E: I do give homework.

Speaker F: Right. I think this will fit. Right. This experience I'm trying to learn and understand. And um, and so I was able to. Right. Create the, the workflow to give it a role of. Right. And, and so in this context, I wanted it to be an expert for compliance, uh, for nonprofits, uh, profit organization and expense reporting and, and Right. Compliance.

Speaker A: Because the rules are different. Right.

Speaker F: They're different. Right. And so what it would have taken for me to first of all think of the things that I don't know that aren't in my brain.

Speaker E: Right. Because you're not a tax person.

Speaker F: Because I'm not a tax person. And then to allow it to. So it would give me a back and forth. Is. Is this the intention or is this the intention?

Speaker E: Do.

Speaker F: To. You want, want it to say this or do you want it to say this? Right. So I'm still feeding it what works for our company, our culture, our expectations. Right. We're. Are we super lenient in this place, but we can be more strict in this place. And then it just keeps, you know, molding it into what we need it to be. Until I was, you know, and you have all of this optionality, you know, and it'll ask, do you want me to make any changes? Yeah, take out this piece and swap it out with this. Cool. And it's always very flattering. It'll always say, that's a really great idea. You're so smart for thinking of that.

Speaker A: So. But. But this isn't just you having a chatbot conversation. Right. So, Nicole, question for you in this workflow context. Um, is, is there any like, code or markdown language or stuff that you put in? It's not. Just ask it a question, wait for it to respond. It's not a conversational thing. There's an automation component to this.

Speaker E: Yes.

Speaker A: Can you talk what we call.

Speaker E: Yeah, yeah, absolutely. Starting at about the second, uh, class. Uh, so it's a nine week series or nine classes. And starting at about the second one, we start giving you workflows. And the idea is that everyone would then have a, um, library of these that you can go back to for different Purposes. And so I'm always like, stored these in a folder. Actually, this week I created a version on HTML that has all the belts in one spot. So I'll give it to you. I need. I'm testing it still. Um, but the concept is that we would have this. And so what it does is say, this is what I want to accomplish. And it lays out the language and then we actually give it. Here is the type of format that I want you to create. We say, here's what you need to do. Here's what this workflow itself will do. Here is an example. And here's the problem I want to solve. All you change is one or two sentences. Then you run it and it creates you a custom workflow that is for this task. Then you take that workflow and you run it in a new chat. And that's where you do that interaction that Laurie is talking about. The same process is used for many different types of problems, but this gives it a container and a methodology to follow. And then you get the benefit of that for any problem you need to solve.

Speaker F: And so you can add in pieces like, um, pull from best practices in the technology industry for how organizations handle this and that. Right. So then. Or, um, for some sorts of things, like I can say, tell me what Brene Brown says about this or tell me. Yeah, so. So you can. That's where the expert part comes in too. Maybe in one regard it's a tax expert. Right. But in another, maybe it's a master project manager.

Speaker E: Right.

Speaker F: And you want it to. So, yeah, it's hard to. It's hard to summarize concisely. That's why you have to give in it.

Speaker A: Well, yeah, it reminds me.

Speaker E: And it's progressive.

Speaker F: Yeah, yeah, yeah.

Speaker A: As a, as a dude who grew up super nerdy, uh, learning BASIC and COBOL and fortran.

Speaker E: Oh, yeah.

Speaker A: All these early programming languages. When I was looking at Laurie's homework. Right. Just syntactically it kind of looks like that. Like if you squint your eyes and don't think about it too much, it's kind of what it reminded me of.

Speaker E: It could be a DOS. It could be a DOS screen.

Speaker B: Yeah.

Speaker C: Yes.

Speaker A: Right?

Speaker E: 100%.

Speaker F: Yeah.

Speaker E: That is what it is designed to do because then it's talking to the computer in a way that the computer understands.

Speaker A: Correct.

Speaker E: Which is exactly what you were doing. That was a really good parallel.

Speaker F: And the, the beauty of how this jump started is, is you, you get some, um, templates essentially. Right. So I didn't have to Figure out how to write. Like, I still don't.

Speaker E: Mhm.

Speaker F: I don't, I don't write.

Speaker E: You don't need to.

Speaker F: I have no idea. Not a clue. Wouldn't know the first thing. But I've got these, these templates. And then I can say, all right, now I can customize, I can pull this piece out of here and I can put it with this one. And then I just have to change what problem am I trying to solve, right? Or, you know, and then you load in. Here's the context to your point, right? About um, this is, this is what I need you to use in order to go through this workflow. Um, so in just a quick. Another example on the recruitment side, I played around with, um, taking the job posting that we had, giving our core value behaviors, giving our competency matrix, and then giving it a resume and saying, customize an interview guide for me where it was able to compare. Here's the resume information, here's the job description, here's all the other stuff. And it finds, right, here's, here's all the things that show up as gaps that you're going to want to ask questions about. Here's all the things that are very well aligned, that are a very good match for this. Here's some language that you might want to probe into for behavioral. Because you don't, you don't. You're not seeing it in what they're writing. So you need to ask these things, right? So it, those are the kinds of things where it's all of these multiple pieces and comes out so quickly. And then, and then you modify it based on what you know you need to do.

Speaker E: Right?

Speaker C: That's a classic example. I often use the term, if it's used well, like you just described, Lori, um, that AI can get you 80% there. Then you need the 20% human intervention, 100% rounded out. Get the nuance. Right. And all the other considerations. Here's another example. M. I assume this is something you guys are running into or aware of is the use of AI for leaders in the field when they run across certain conditions in managing people to where they now have access to, to this chat bot in which they can say, here's what I'm dealing with, with one of my.

Speaker E: What do I do?

Speaker C: Yeah, and so they're the first point of intervention. And of course they've been, uh, heavily programmed for all these conditional things which can include this one. We recommend you go directly to your HR representative. But still, um, there is that condition that's Happening especially for larger companies that maybe are rethinking. Do we need a HR business partner for every circumstance? So that's of an interesting dynamic that's starting to take shape too.

Speaker E: Well, if we think back though to. So I used to work in recruitment process outsourcing and we know that there's been a lot of like HR bpo. And so if we think about that, you know, a lot of this has been outsourced to call centers and centralized and things like that. So it's, it's similar to that, maybe requiring fewer humans for basic questions. But there's been so much HR self service over the years that I kind of would think like this goes into that, that goes, that stuff can go into like maybe that lane. So it's like, you know, when do it. Because I mean think about it as an HR leader who's like running around trying to deal with everything to include like this person has body odor. I mean like does anybody remember those conversations? That was where. That was where sending a call center home was a huge win because you don't get those high school complaints.

Speaker C: Right. But from benefits questions to other types of policy questions that yes, did have those early rather rudimentary types of use. So it was a natural extension for the examples that I gave. And that allows them to, yes, still have their center of excellence for these larger companies. Uh, they did have a way of screening down, uh, the need for, you know, basic responses could be provided.

Speaker E: So I know. Well, and how many times did you call and get a horrible answer that made no sense or they couldn't find the right information and you're trying to get a benefit benefits question answered. Right. So I just went back to the documents.

Speaker C: Right. Inconsistent representation which is a risk to the uh, company.

Speaker F: Yeah, yeah. And that's where I think the, the swing to we're going to automate everything and we can cut our workforce by 20% and then they swing the pendulum and then it's like, ah, uh, this is crap. We need, we actually need more people to be able to do this. Well, right, that's, and it's, it's kind of a, a whiplash situation. But I think, I think while there is certainly spaces where job, there'll be fewer jobs for humans to do because of AI. I think the, I don't know, the, the big scare of like what half the jobs are going away because of automation. I don't think it's going to get that extreme. Right. Because

Speaker E: they've been talking about this since the 50s, you know, that like, oh, all the home automation is going to make, you know, the homemaker's life so much easier. Yeah. That didn't really happen the way that they thought that was gonna go.

Speaker A: So.

Speaker F: Yeah.

Speaker E: Well, I'm just saying, you know, a lot has changed.

Speaker A: I think about it a lot like this. I mean I remember coming up in HR at the time of the business partner when this was the new model. Right. I entered the HR world as a generalist and.

Speaker E: Mhm.

Speaker A: You know, back, back at the tail end of personnel. Right.

Speaker E: I was just gonna say when it was personnel administration.

Speaker A: Right.

Speaker E: Yeah.

Speaker A: So this business partner thing, I was super jacked about it. Right. I went to business school and that's. I thought if you implement that correctly, best seat in the house. It was terrifying to old school HR people who came up as personnel generalists because they did not have business savvy, they couldn't read a P L. They like, they didn't, they didn't do anything beyond move this piece of paper from left side of desk to right side of desk. So it was completely terrifying. And here we are, you know, almost 30 years on. HR is still here. It looks different. There's, there's BPOs now and we outsource a lot of stuff and we have, you know, centers of excellence. David mentioned. Right. We have places where employees go for stuff that used, they used to go to just quote unquote HR for um. This is kind of the evolution of that in my brain. Like AI enables can enable HR departments to do things that it just couldn't do before because it was too busy dealing with benefit requests that taken in. Yeah.

Speaker F: Now. Yeah.

Speaker A: Well we've talked about that forever.

Speaker F: Yeah. But what's interesting and, and Nicole, you had an uh, article you published or that you shared as part of your newsletter that was kind of looking at a survey of like whatever 95 of companies have deployed AI.

Speaker A: Mhm.

Speaker F: And like 25% of those employees know what the hell to do with it. The rest of them. Yeah.

Speaker E: And that's the thing, is that companies aren't training people.

Speaker F: It's huge.

Speaker D: Yeah. I'd like to, I would suggest that.

Speaker C: Go ahead. Sorry, Stacy.

Speaker E: Have at it. Good.

Speaker A: Stacey.

Speaker D: David, you, you have to have a little bit of patience and you have to get in there when you're really digging in on, on something. Like I've spent hours going back and forth with the thing to the point I've had to put in my settings. Help me stop overthinking.

Speaker E: Smart.

Speaker D: Because I'm m going down the rabbit Hole. Everyone here who knows me well know that's, that's a problem for this girl. So it helps me out a lot. And at uh, one point it actually Claude said, uh, no more Stace, we're not doing it.

Speaker E: M. So you go on because. And it confirms like your instincts are

Speaker D: good, you've got this right. And so on and so forth. But it can take a while if you're going deep on something and if, if you have the patience for that and if you can be really nail down how explicit you need to get in your prompting, the better your responses are going to be. Um, it's, it can be really exciting.

Speaker F: And that's the secret sauce of getting it to where you can, can, you can repeat. Right. You can use it, uh, over and over. You don't have to recreate the wheel every time. And that's what.

Speaker E: And the other thing I will tell you is, you know the workflows that you guys were using. And so like we said, this is a progressive thing and your AI, you start to establish that relationship. You can put guardrails in like I have friends who are ADHD and they're like, stop. You, like stop giving me other things you can help me do. I need to stay on task. And so that is part of the thing with the workflow is it is a five step thing. So it, or a six step or a seven step, whatever it is that's going to take you through this process. So it knows the last step is always producing a final deliverable for you. So it will go through. I need to do this and then this and then this and then this and then we can do the final deliverable. But it keeps you on tame and I think that's an important thing.

Speaker A: You got it, David, what was your question?

Speaker C: Well, um, I was about to share. I'll still share, but I. We've been referring to Claude quite often. I think what makes Claude such a useful partner is it has this almost warmth of language.

Speaker E: Yes.

Speaker C: In its interface which can't draw pictures for though.

Speaker E: No. I go back to chat GBT for those.

Speaker A: Yes.

Speaker C: Yeah, fair enough. But what I was going to just offer, uh, up, uh, is there's such an acceleration of this technology for business and societally to where I can. We can point to when the commencement speakers are making their speeches now and if they reference that AI is going to be the technology solutions of the future, they've been booed. Have you heard this story?

Speaker A: No.

Speaker E: Yes, heatedly.

Speaker C: Yeah, they're getting, I mean you can

Speaker E: just gen Z is actually one of the most resistant.

Speaker A: That was in your article, Nicole.

Speaker E: Yes, it was. And it was, to be fair, I was commenting on, on a, ah, on an Indus industry study. And that study is showing Gen Z will actually subvert the work of the AI because so many of them are afraid that they're going to lose their jobs, that they're not going to have careers. And so like in the class, one of our things we, we were diving deep on, like, does this look like, uh, what does this mean? What does this mean for our children? You know, none of us want the work world to just go away. Like, no, we have a vested interest. But let's look at this the right way. It's like, okay, people who are proactive, they compound their advantage. People who are not, are actually subverting their, their capabilities, you know, and, and

Speaker C: you're the adult in the room saying these things. And the reason why it's so accelerated this time a year ago, I can assure you there was not the booing, uh, in the commencement speaker moments. That's how rapidly it's uh, pushed its way in in so many different forms. We're talking about it excitedly, you know, reserve with some reserve along the way, but it is so powerful. But you know, they're, they're um, valid concerns.

Speaker D: Yeah, yeah, I think something that, I'm sorry, I know we're running on time here, but um.

Speaker F: Go ahead.

Speaker D: Lori and I ran into someone on the team that you're working with right now, Nicole this morning said, hey, oh yeah, what'd y' all do yesterday? And I, uh, if, if it's okay for you to share what you're doing. She shared the LinkedIn process and what you're working on, helping them, how to kind of future think about their skills and stuff. Would you mind?

Speaker E: Yeah, no, absolutely. Uh, so we designed a prompt and it's a workflow, but it takes you through. All you do is you paste in your LinkedIn profile. So FYI, if your LinkedIn profile is super generic and not have a lot of information, ah, it comes up very generic. But if you have been building yours over the last 30 years of your career, it comes up with some stuff like, hey, think back to this. This, like this work that you did in international has led you to understand relationships and different types of people and then this part of your career and it really talks about like you have been building your skills throughout your career. I am happy to send Lori and Eric. I will send you a copy. Let's. I'll send you A copy. And we'll. We'll put that out there. Um, I can publish it on the page or something and, and get a link. Yeah, absolutely. I'd love to. It was. It's a nice little. And it comes out in my branding. It's all, like, navy and cute and. And that's the thing with all these workflows now. Your Claude cowork or your Chat GPT Codex. And I try to be LLM independent because, FYI, I was all about ChatGPT last year, and this year it's all quad. And Claude was my first AI boyfriend, as I mentioned earlier. You know, I start meeting Claude go way back. And so it's like they leapfrog each other all the time. So I never want to tell anybody, like, this is the one, because it's going to continue to change. But now if you have Cowork or Codex or even, I think, think copilot agents could do some of this. It'll start producing. It'll produce you an app. It'll produce you a website. You can have an HTML that does things. I created my own CRM that I literally said, hey, here's some screenshots of what I want to do. I would need you to create this. And I spoke it into existence, and it is a fully contained HTML of my CRM of what's going on in my sales pipeline, you know, and it's. As someone who's never sold before, it is blowing my mind.

Speaker A: Freak. Nicole.

Speaker F: Exactly.

Speaker E: If you know me, I am not a coder. That's what I tell people. I have never coded a single, uh, line of code in my life. Eric, you're ahead of me on that, you know, but I can produce something real damn pretty to include my entire website. I came up with the content I worked with, you know, and then I'm like, here's my branding. And then I want it to look like this. And I created web pages I used to. Originally. I would have had to pay somebody thousands of dollars to do that. For small businesses, that's a huge win. There are so many opportunities here, so I'm just. I'm excited. And Stacey, I have an idea for you for, uh, recorded interviews and having an additional reviewer of the AI who was not in the room, but may see something that the reviewers missed and be like, an additional perspective. Um, I was thinking about that. I'm like, oh, we should talk about this. Yes, yes.

Speaker A: So I could go on for another two. This conversation has been amazing. And I, uh, just want to say Laura had. Had Put a couple things in chat and she put an NPR article referencing what David was just talking about, about the booing. Um, and she has a question for you, Nicole, which prompts me to my segue here. Um, do you do closed classes in companies or is it open enrollment or both? And, and how much does it cost? Is there pricing on your site or is that a mystery to talk to you about?

Speaker E: No, absolutely not a mystery at all. Um, I do both open cohorts. I actually started one last week. If I have enough interest, like I could start another one next month if we need it. Um, but I also do it within companies. Um, like I've got four people from a global engineering, uh, firm in my current cohort and they're like, okay, we want to test this out and then we want to use this for our champions. And so we're going to put them through this program. But let's take a look at like what it, what resonated the most and what do we need to add? And so I take you all the way from touch this stuff to I can create my own agents in a nine session program. And you also get office hours every week. So you can just think through like, hey, how would you approach this? And we, we talk through things like that on office hours. And so the, the pricing for that is on my website. And um, so yes, I can absolutely do that. And I work with companies.

Speaker A: Where, where do we find you on the worldwide interwebs.

Speaker E: It is www.peopleprocessai.com.

Speaker A: awesome. And you're on LinkedIn as well.

Speaker E: I, of course am on LinkedIn. I would love to connect with everybody and frankly, I would love to join the TCB community if have me because that's uh, like you're my people.

Speaker A: That's Lori's jam. She's in charge of the list. She is the big bouncer at the door.

Speaker D: Yes,

Speaker E: I've got some, some favor, uh, with, with the bouncer.

Speaker A: Indeed.

Speaker D: That's right.

Speaker A: Nicole. Thank you, Nicole. Yui, everybody. This has been super fantastic. And it's so funny, Laurie. It reminds me of back in like 2020, 2021 when we had Evan Mayhew on.

Speaker E: Oh yeah.

Speaker A: And he was talking about AI and everybody was like, what the are you talking about?

Speaker D: What is this?

Speaker F: You're saying this is like voodoo.

Speaker A: People were like, it's never gonna happen. And he's like, listen to me, people. Within five years. And here we are. It's about five, six years. Yeah, we had him on and uh. Wow.

Speaker E: Yeah, it's funny oh, there you go.

Speaker A: Yeah.

Speaker F: Oh, that's funny. He.

Speaker E: He actually guy.

Speaker A: He messaged me today. I'm like, oh, the Internet and the universe is vibrating in series here.

Speaker D: Yeah.

Speaker F: I just wonder. I wonder what ads are going to come up on Facebook now since I've been sitting here. Yeah, it's gonna be all eavesdropping.

Speaker E: Yes.

Speaker A: Oh, my gosh. This has been fantastic. Thank you so much. Lori. Ruby, anybody? Any final sort of questions or thoughts here? Um, anything you want to put in front of Nicole before we move on to last call?

Speaker F: That's a lot.

Speaker D: I'm, um, I'm energized by it and I've been really diving into it probably the last like six months and really elevating the work. And I'm just now using it. Um, I'm developing a team development session, um, and integrating a lot of components and it's just really powerful. And now I'm getting down to, okay, how do I want to coach the leader on what to say at the beginning of the session? So it's all these extra things that I couldn't do capacity wise before. So it's almost like. It's just I'm doing the same amount of work. Work, um, but it's deeper and more strategic, more thoughtful and connected. Um, I don't know. So I'm excited. And, um, I want to take your class.

Speaker E: I love hearing that and I would love to have you in my class. I do this as a cohort so that people can have good conversations. That is half the fun. Whether it's your work team or whether it's your. You're meeting new people. I mean, like, I have people who had a conversation in yesterday's class and now they're planning like an offline get together to share experiences. And I'm like, yes, this is what we want. Share.

Speaker F: Yeah. Yeah.

Speaker E: Winning Charlie Shane way.

Speaker A: I was gonna say that we should transition to funny things if we're gonna drop Charlie Sheen, because that's what we do. All right. These are just dumb things from the Internet that made me laugh this week. Uh, funny thing number one, as Laurie and I are planning a trip.

Speaker E: Ah.

Speaker A: A pretty significant trip this summer to, uh, to the Nordics. This picture made me giggle. Why? You shouldn't wait until retirement to travel.

Speaker E: Oh, yeah.

Speaker A: It's a couple in a gondola in Venice and they are fast asleep. The gondolier is smiling and he's not rowing.

Speaker F: He's just sitting down and paid napping.

Speaker A: Ah, this one. This one's for Nicole. It Says programmers worried about chat GPT. And it's two guys with nooses around their necks. And then the bottom frame has one guy smiling, looking at the other one saying, mathematicians who survived the invention of the calculator. First time? First time. Oh, uh, it made me think of the guy who stood there and thought, what is this abacus thing with beads on it? What does that mean? Florida man.

Speaker E: Oh, Florida man.

Speaker A: Florida man was arrested for trying to joust a moving car with a pool noodle while dressed in homemade aluminum foil armor.

Speaker D: Yes.

Speaker F: I wonder what he was doing about 15 minutes before then. Um, he was suggesting perhaps.

Speaker A: I'm gonna go. Not even once. Meth. This one is for Ruby. And because it looks like Corey, 25, for a cat bed, she chose a dustpan.

Speaker E: I love kitties. Nice and small,

Speaker A: this one. The penultimate of the day. It's my boyfriend's birthday today, and this is the car he received from his work colleagues. It says happy birthday and then has a list of everybody's names with check boxes. And then it says has been sent by and it has names with a bunch of check boxes that is about as low as the bar can be lowered on, uh, the corporate birthday card. My favorite funny thing this week, because it's animals and it just makes me giggle. A photographer captured a weasel riding the back of a green woodpecker.

Speaker C: What.

Speaker E: AI one would hope

Speaker A: for you to decide. Reminds me of the.

Speaker F: Of the.

Speaker A: What is it? The, the, uh, getting on the back of the frog across the river and that parable. I don't know. Weasels.

Speaker E: No, I think you're talking about frogger. That was the 1980s game.

Speaker A: Uh, today's good feel story is a homegrown story. This is, uh, a Denver, Colorado story.

Speaker C: Finally tonight, the story of a young girl who's begun to see her future in a way she never allowed herself to imagine.

Speaker A: Steve Hartman met her on the road.

Speaker G: Last month in their home opener here at Mile High Stadium. The brand new Denver Summit women's soccer team went scoreless. But for one girl in attendance, it was a huge win because she found a role model. Uh, why was it so important to you to meet her?

Speaker E: I wanted to be a professional soccer

Speaker F: player when I grow up. And she was able to do that. And it really fills me with hope

Speaker A: that I'm able to as well.

Speaker G: Nine year old Hayden Stein was born without most of her right arm. So when she went to that gate and saw number 16, Carson Pickett, a player just like her, Hayden says she saw something in herself.

Speaker E: Role models make you Feel like you can do anything just like them. Her confidence has skyrocketed.

Speaker A: Parents Jonathan and Christina at school on the soccer field.

Speaker F: It's through the roof.

Speaker A: Yeah.

Speaker G: She scored three times in practice.

Speaker F: Yeah. Yeah.

Speaker G: They say meeting Carson was truly life altering. And yet Carson, uh, says it almost never happened. So the old you might not have gone up and talked to Hayden?

Speaker F: No.

Speaker D: No, probably not. I didn't want to be known as the girl with one arm that plays soccer. I just wanted to be known for the girl that plays soccer.

Speaker G: For years, Carson says she hid her arm in pictures and avoided even talking about her limb difference. Until one day, she says her mother told her she was missing an opportunity, a purpose. Carson later posted. Finding out that the journey is a lot less about myself and a lot more about the hearts I can touch along the way. So now you're the complete opposite.

Speaker D: Complete opposite. I want to meet all the kids,

Speaker F: all the families, all the adults.

Speaker D: I want to meet everyone that I can.

Speaker G: In fact, Carson has now so embraced the role of role model that this week, she surprised Hayden at her practice.

Speaker F: Hi. Carson Pickett. How are you?

Speaker D: Good.

Speaker A: Good to see you.

Speaker F: Uh, good to see you, too.

Speaker G: Carson plans to stay in touch.

Speaker F: This is really cool.

Speaker G: And maybe help Hayden find her purpose, too, because when it comes to rules, role models, it takes one to be one. You could become a role model someday for somebody else.

Speaker D: Yeah.

Speaker G: You up for that job?

Speaker E: Yes, I am up, uh, for it.

Speaker A: Okay.

Speaker G: Steve Hartman on the road in Denver.

Speaker A: Come on.

Speaker F: Every week, making us cry.

Speaker D: Hi.

Speaker F: Oh, my God.

Speaker A: You're missing out. YouTube. Stop with the copyrights. We want to share the good juju, the good love. All right, uh, our distributed cocktail today. Because I love animals and recipes for gross cocktails. This is called Barbecue Thief, and it's a riff on the beer, bourbon, and barbecue cocktail. You need a little bit of whiskey. So police in Alberta responded to the, uh, call for a theft of barbecue items. You need an ounce of honey whiskey liqueur. The cops are good sports. An, uh, ounce of barbecue water. Um, barbecue water is just watered down. Barbecue sauce. Yeah. Police were, quote, in search of a suspect described as having red hair, being short in stature, and wearing a thick coat. Little bit of orange juice. Um, the suspect was released without conditions and a full belly. And you see here in the picture, a red fox with a mouthful of hot dogs. He's got about six of them in his mouth.

Speaker E: Impressive.

Speaker A: It's not just cats that steal food off the counter. It's foxes that steal it off of a, uh, hot barbecue grill.

Speaker F: Hey, you know, sometimes your cocktails look amazing. That one I don't want.

Speaker E: No, I don't think that's gonna happen.

Speaker A: There's been so many cocktails that I'm like, that's just gross. But it fits the theme of the news article because you would be surprised. Pairing news with cocktails not as easy as you would think after six years.

Speaker B: Thank you so much for joining us today. If you had a good time and learned to think of to at today's happy hour, please share it with your friends. If you want to join our tribe, head on over to skyteam cloud tcb or email us@infokyteam.com that's s k y e team dot com. Thanks again. And remember, you've always got friends at the corporate bartender.