Name: Navigating 2025 with Cornerstone Galaxy: A New Era of Learning with AI & Immersive Technology
Uploaded: 2025-03-18T18:30:48.231Z
Duration: 54 min 13 s
Description: Navigating 2025 with Cornerstone Galaxy: A New Era of Learning with AI & Immersive Technology

Transcript for "Navigating 2025 with Cornerstone Galaxy: A New Era of Learning with AI & Immersive Technology": Okay. We're gonna go ahead and get started. We have a fantastic demo day planned for you today. Navigating 2025 with Cornerstone Galaxy, a new era of learning with AI and immersive technology. My name is Jenny Kate Purcell, and I'm on Cornerstone's field marketing team. Before we begin, I'm gonna cover just a few quick housekeeping items. We'd like for today's session to be as engaging as possible, so we do encourage you to use the attendee chat. if you have any questions, please put them in the q and a window. If you see a question that resonates with you, go ahead and give that a thumbs up. That basically upvotes the question. We'll have some time, to answer your questions, and we'll prioritize the ones with the most votes. Today's session is being recorded, and the recording will be emailed to you within a few business days. So with all that covered, we have a lot to explore today, so I'm gonna go ahead and pass it over to Jaime and Rachel, our presenters, to introduce themselves and kick things off. Excellent. Thank you. Thank you so much. So my name is Jaime Losantos. I'm really happy to to be here. I'm the product marketing manager for Cornerstone OnDemand Learn, and I'm talking to you guys from Monday, actually. So it's around 10:30 in the in the evening, so kind of a late call for me. But, anyway, I'm sure this is gonna be fun and a lot of excitement coming. So, Rachel, you wanna go ahead and introduce yourself? Thank you, Jaime. I'm Rachel Rutherford, senior solution consultant, outside of Austin, Texas, and I will be walking you through the demonstration today. Joining me is also Dana McCoy, one of my colleagues, and she will be answering your questions in the q and a, live as we go through the demo today. Okay. so in the next five to ten minutes, I'll give you guys a short intro to what we're gonna do today and tell you a little bit about Cornerstone OnDemand Galaxy and and and learn. Now, essentially, I like to cover a few things, but mostly, I really enjoy telling customers how we actually help some of their peers, companies such as yourselves, how we help them grow, beat their competition, and essentially shine in in the marketplace with with Cornerstone Learn. Now the fact is that over 70% of our customers are actually midsize or smaller customers. Right? So we do have a large install base of customers who are already on Cornerstone Galaxy. So they're using already using our Warfar's agility platform in in various ways. More importantly, most of them, and possibly many of you, are actually in Cornerstone Learn. So using some components, one or more components of Cornerstone Learn. Most of them possibly in learning management. Right? But, again, many of them are using Cornerstone Learn for different things. Like, for example, we have customers using, extended enterprise for customer and partner training. Companies such as large companies such as Samsung, but also our own cornerstone foundation is using extended enterprise to make that happen, right, to monetize training, to make sure customers are understand, your own products as a company, and they stay compliant and adopt your products the way they should, and so on and so forth. All the customers such as, for example, DHL or Sky in Europe or at US Bank in The US or United for that matter are using it, for example, our learning experience company that's part of Cornerstone Learn. That's to deliver a a a full blown experiential learning to their entire workforce. Right? So, again, many ways to use and expand the use of Cornerstone, expanded the user cornerstone learn. So in this context, I think, the good news is that many of these companies are actually using Cornerstone. To transform the way they work. Most importantly, transform their their own companies, to grow and transform the the their own companies. Right? But now, this, of course, means a number of things, but, essentially, it means dealing with, serious challenges that, as a company, you need to face where you're growing at a fast clip. Right? So challenges connected to your own workforce, right, for whether, you know, you're able to retain your top performance, whether you're able to keep them engaged and productive. So those are challenges that many of you on the phone so on the on the call also we know very well. But also challenges connecting to your own team. So whether you're part of a char, LND or you're a line so business line owner, you will experience, issues with, in upscaling, with compliance, and so on and so forth. But even more so in delivering the learning and the content that your teams, your company, and even your extended enterprise needs. Right? Finally, I think that the the most serious challenges, and and this happens no matter the size of your company, have to do with the fact that how learning is actually delivered, how how it happens. Right? Many of you will possibly have different, a complex HR technology landscape with different solutions from ourselves and from some of our competitors possibly. Now that is typically an issue, when it comes to delivering, an a full blown, learning experience. Right? And now that's something with which, Cornerstone Learn can also help. Right? So you might be thinking that, you know, transform is a big word in in the this context. Right? You might say, well, well, I'm a midsize company. I'm doing learn just fine. I'm growing just fine. And my only concern when it comes to learn or development is essentially upscaling my employees, making sure they're compliant or certified or recertified when that happens. Right? Or for that matter, to monetize my partner training. So I don't see the need for a transform project as such. Well, the reality is that, you know, by not, expanding beyond possibly your current use of learn or expanding to the full potential of learn, there are certain risk you will be facing. Risk connected, as you can see on the slide, to actual employee attrition. Right? It's hard to keep your top performers connected, engaged, and productive, and more importantly, as part of the company within the company where you're possibly not offering them the best options in terms of learning, internal mobility, engagement, training, and so on and so forth. Right? Same thing happens for you as a as a a business owner, whether you're in HR or learning and development, or, again, as I mentioned before, as part of a business lineup being a business line owner. Now you might struggle to meet the business needs of your internal clients if you don't have you you don't, expand the use of your current learn learning platform. And, again, of course, this applies to our own learning platform, but applies to any other platform, any talent management platform as such. And finally, I think as I mentioned before, this is also key. Another risk you're facing by not expanding the use of your learning platform is that you're limiting the engagement and visibility of your own effort throughout the company. So, I mean, all of these could be valid, reasons to expand the user of Cornerstone Learn, but the the the real reason, I think, is is simpler than that. So the reality is and, again, this is shown by our own research, by analyst research that's publicly available in our resource corner. The reality is that, the companies who use Cornerstone to its full potential typically perform better on a from a from a growth standpoint than their peers in the same industry. So that's something that's that's that alone should drive you to to make that a move on to that transformation. So what does that actually mean? Right? Again, transformation can be mean many many different things. But in this context, it can essentially boils down to three things. So companies who actually engage in that, transformation, companies that expand their user Cornerstone, essentially, help, the company grow and their people grow, right, by providing them, additional internal mobility options, providing them with, additional promotion, options, and then driving it, as you might imagine, further engagement and retention. Now the same thing happens when it comes to the actual delivery and operation of the the HR and and l and d team. Right? Now with the use of Cornerstone OnDemand, you can actually put bring together your learners and experts. So as part of your company, right, you will have, as part of your company, possibly many subject matter experts. You will have people who can actually coach and mentor all the people. Well, that you can actually manage and and run within your entire company, which, of course, brings up your efficiency efficiency and visibility as a function. Right? So it helps you, hopefully, get a seat at the table. Right? And finally, and I think this is also key this is also key, It can streamline so using Cornerstone learn to its full potential can streamline your your the learning experience for your entire company, customers, partners, and so on and so forth. Again, regardless of where you're actually using Cornerstone, so you're using learning management or not. Okay? So this is something that could also apply if you're using some other learning solution. K? You could also be using Cornerstone Learning in that in that context, right, or one of the components of Cornerstone Learn. K? So with that, with that very brief and fast introduction, I'll leave you with Rachel who will tell you how that's actually done. Thanks for your attention, for your time, and I hope you enjoy the rest of the session. Over to you. Thanks, Jaime. Alright, Yvonne. So in our session today, what we're gonna do is we're going to explore, learn and learning experience through the lens of a case study, or use case of an organization that had struggled with adoption, engagement, and retention primarily due to a decentralized learning structure. But these challenges really impacted things like their compliance training. It resulted in the loss of institutional knowledge. It led to leadership training gaps and some widespread soft skills deficiencies. So we're gonna talk today specifically about how upgrading to learn, including that learning experience along with leveraging the LMS, was able to transform their approach by providing a hyper personalized learning experience, immersive leadership and soft skills development, real time insights into skills gaps, and expert curated, created content that Jaime Losantos had mentioned. So we're gonna show how each of these challenges were addressed, with elements from the solution. So the first challenge we're gonna explore, that they had faced was a, lack of adoption and engagement, due to that decentralized and fragmented learning culture, learning structure. So this client came to us with multiple compliance and learning solutions and multiple content providers. They had internally created content. They had third party content. And having these disparate systems led to difficulty in not only getting out compliance training in a seamless fashion, but employees really struggled to find resources they needed to do their job and develop it into their role, and they had to go to different places to get information to be compliant or do that job. So this really led to some frustration and lack of adoption, lack of engagement, and even some compliance completions issues. From an LND and HR perspective, this caused the team to spend a lot of time directing people, where to go to find resources, and there was an additional administrative burden of managing all these solutions rather than focusing on strategic learning and development programs. So here we are now in, the Learn solution. Now Learn was originally designed to be a content aggregator with an enhanced AI driven learning experience. So learn can bring in content from your LMS, or any other content or compliance platform, third party content providers that may kind of sit out there on the Internet, your Internet. And, basically, it'll universalize the learner experience, creating one place that they can go to for all of their learning seamlessly, of course, helping aid in adoption, and helping improve your content investments. So here on this home page, they can really easily and readily see and engage with their assigned compliance or development training, again, harnessing the administrative power of the LMS that you have today, and can also get insights into, content that the AI is driving them towards. So they get this daily AI driven hyper personalized content recommendations. And these are derived not only from, the skills that they've indicated they want to develop, which we'll talk to and show later, but also from the actions the learner takes within the experience. What have they searched for? How are they engaging with the content? What type of content are they engaging with? Are they liking it? Are they bookmarking it? Are they dismissing it? Every action they take is going to inform the AI on what content the learner is most likely to engage in based on past behavior. So it's gonna serve up an experience really tailored to that individual. Now as they explore the content, they can also share content with their team. If they're a manager in this case, they can share it very easily and quickly with their direct reports. They can bookmark any content, and it'll show up right away within their bookmarks here on the right hand side. And, again, kind of keeping everything all in one place for them, at their fingertips. Now if learners want to find resources that they need to be, say, more productive in their job or develop specific skills for current or future roles, the AI powered search will allow them to find those resources, across those disparate content providers or systems. So if I attempt to search for customer service, not only is it going to, pull up the individual pieces of content that align to that keyword, but also skills that align to that keyword and then the content that rolls up into that's those skills, that align to that particular keyword. So, for example, if I wanna engage with one of these pieces of content here, whether it be in a course or an assignment, compliance content or development content, everything is housed in what we call a smart card. So the smart card is really just a universal wrapper for all content regardless of where it comes from, regardless of the format, really helping create some familiarity and muscle memory, of course, aiding and adoption, for learners. So most of the content can be played in line so the learner doesn't have to be redirected to another tab or window. They can engage with content through, again, likes, sharing, ratings, and probably most importantly, commenting on the content. Now for the client in question, having people be able to ask, say, the l and d team or the creator of the content questions about the course or the resource, eventually led to improvements in productivity and enhancements to their training methodology because it opened the door for that two way communication between the content creator and the learner. The learner could get real time assistance, could get real time feedback, and typically ask questions that could help other learners. Now the other challenge, related to this that the clients faced, you know, particularly as it pertained to productivity, adoption, engagement, was that they were a heavy Microsoft Teams user, and they wanted their folks to be able to find resources while they engage with colleagues in Teams, through chat or the teams within Teams. So the learn experience was built for, learning in the flow of work. So in this case, the learner has full parity to the desktop version of learn from Teams. They can access their assigned training, those AI driven recommendations, search, even curated collections of training. Everything that's offered in the learn experience can be accessed through Teams. So they don't have to stop what they're doing to find that learning. They can just do it here. They never have to log in, quote, unquote, to the actual learning experience. They could actually do all of their learning engagement right from Teams. Teams isn't the only way learned experience can be accessed. Learn integrates with Slack, Salesforce. Content from Learn can even be surfaced on someone's browser while doing a Google search. And, of course, everything can be accessed on a mobile device through the mobile app, which has a % parity with what you're seeing today. From an organizational perspective, this is really helpful in that no matter where they're engaging with the content, you're able to report off of that engagement. So whether it is looking at clicks or likes or shares or it's looking at course completion data, no matter where they're engaging with that content is is going to lead into or inform that reporting. So next up, we have our second challenge, that the client came to us with, which was, they were experiencing a loss of institutional knowledge from retirements, from attrition. They were growing rapidly, and so they had employees moving from one role to another without, and and leaving their wisdom behind, so that the next person who was hired into the role didn't have access to that institutional knowledge. In some cases, the folks leaving had decades of experience and expertise, and all of that knowledge was just scattered across years of emails or files saved to desktops. And once they were gone, that knowledge had to be rebuilt by the new person in the role, so a lot of loss of productivity. So they really wanted a way for those long timers and subject matter experts to share the knowledge they had, especially if they were deemed as high performers. So the two things that the learn experience was able to equip them with to assist here were something, we call groups, where communities of folks can come together to share resources, ask questions, brainstorm, and then expert generated content where you can allow your experts to upload upload resources and share. So to give you a tour of what that looks like so within the context of sharing content, bringing people together around content, as mentioned. Learn provides opportunities, in the way of groups. So groups are really a way to bring the content to the people, a way for folks to teach one another, to ask questions, to share resources, to help and learn from experts. They can be around specific topics, say, about a product you're selling, a critical process, that your organization needs to ensure that folks have a good understanding of, or a topic like leadership or customer service. You can also set up groups to facilitate one on one or one on many mentorships or to facilitate preparations for certifications or even onboarding for new hires, so in the same kind of manner that you would say a learning cohort. And they can be private or public. So an example that I wanna show you here, we have a group of people learning together before taking their project management certification. So group leaders here and admins, have been able to feature content on the left. They can provide resources in these various tabs along the middle here. They can even assign training for that specific group, as is typically done with the cohort, with the structure being configurable to the specific need of the group. So any of those tabs that you see are completely configurable, in order to better best categorize content or actions that needs to happen. So here, learners can engage with the content posted specific to the group, and can, of course, ask questions specific to the content level in the form of comments, as I showed you previously. Now the nice thing about a group is it also allows for a group chat function. So this area can be leveraged to ask questions or prompt responses across the group, keeping all the members informed and engaged. So here's where you can drive collaboration, build that sense of belonging, not lose that institutional knowledge that disappears with attrition, all of which were driving factors for our client in question. Just a quick note too about things that are happening, whether it's in a group, you know, whether it's that group chat or, content that is being posted or train that's being assigned. There are in app notifications as well as email notifications that allow folks to be notified that something new, has come along, so come across their portal. Now the second half of or the other side of the coin, for the retention of institutional knowledge is really around expert generated content. Groups are typically where we see most customers allow for expert generated content, as that content can be contained within the group and easily monitored by group leaders or admins. We also see clients who allow for everyone across the board in their organization to be able to add content or resources, for the purposes of sharing knowledge. So entirely up to you which way you wanna go with that. So, typically, what we see as well is the content that is uploaded into learn, is usually in the form of resources and job aids. Things that people are gonna share to help improve the productivity of others or to get feedback on. It could also be a place for instructors or or leaders of cohorts to assign or recommended recommend training without the need for l and d to do any administrative work. So creating content, in this case, a smart card, is really simple. Content types can be locked down. So the creators can only upload or add certain types of content you see along the top. For example, most often we see, you know, URLs, PDFs, Excel docs, videos, but even polls and knowledge checks or lightweight quizzes are a really nice way for folks to ensure, not just engagement, they're fun, but also a way for folks to, kind of get a bead or get a read on how people are responding or engaging with the content that's being put there. So for this particular group, if I wanted to add just a link to the Project Management Institute's website, all I have to do is throw in the URL, and then I can leverage our a r AI companion to write a title for me. I can get multiple options if I wish. It can also write a description for me. And, again, this is based on the scraping of the site. I can edit that if needed or I can just keep on keeping on. If it is a document that I'm uploading, it can also the AI can also pull out a title and description for those types of content as well. I can have the AI generate some tags, makes it easier for search. And then I can submit, the content into, in this case, this particular group. It is marked as private to this group, and then that way it'll only be shared here. And then once I create this particular card, it will then show up right here in alignment with all of the other content that has been shared with this particular group. Alright. So for that particular challenge, we saw the groups and the expert generated content really help democratize learning, taking some of that on it off of the l and d team, by getting a better understanding also of what content is being created by those experts. So l and d is able to run reports, to find out what is that expert generated content, what is the content that's being put out there by our folks, and help understand where they might wanna create more organizationally sanctioned content around a certain topic, or provide some additional assistance organizationally, around maybe a topic or a certain resource. And then we actually see expert generated content as one of the largest adoption drivers of the learn platform. You know, people wanna be able to leverage resources that other successful peers and leaders have developed, and it's really a shortcut to better understanding how their jobs, how to do their jobs and be more productive. And clients typically see the most engagement with this type of content as well. So something really powerful to leverage if your organization allows it. So the third challenge our client was facing was really around gaps in leadership skills that was fueling attrition and, of course, led to declines in productivity. The organization was facing some rapid growth, and they had new managers moving into leadership roles who were really underprepared and under equipped with the emotional intelligence skills to lead with candor and empathy. They saw new hires and even long term employees leaving the organization due to having untrained leaders step into roles without the development they needed to be successful. So one of the ways that learn, can address that challenge is through what we call, discover. So discover is a way for the learning and development team, you know, your training teams, potentially other subject matter experts, to curate what we call channels or academies. Think of them as advanced playlists if you use our LMS. They provide groupings of organizationally aligned leadership training in in our use case. But, generally speaking, with this discover page, you can set it up to really, nudge learners towards specific skills important to the organization or tailor to specific jobs, departments, roles, or even products. And these can be displayed based upon a user's role or department, for example. So it can be very specific and tailored to user. Now channels are a way of boosting productivity, by really helping people find what they need around a certain topic more quickly. And in the example of our client, they had gotten feedback from their employees, that they were drowning in resources. The resources were spread all over the place. They didn't know where to start when looking for training, or things they needed to do their job. So the discover page helped them organize content for their folks so they could find it more easily, in one place, and it was specific to the individual in their role. So we take a look at, this leadership framework channel as just as an example. You can see that here it is a collection of, training and content that is promoting business critical leadership skills and capabilities. And in this case, it's dedicated to helping folks upskill in certain areas, in leadership, like how to create clarity, how to work together, how to execute for success, you know, all values, of leadership specific to the organization. So when building the channel, you know, in addition to be able being able to say, these are the skills that this channel is going to, develop or enhance. Here's the variety of different topics. Excuse me. When building the channel, the, you can also leverage the AI to curate channel content for you. So when setting up a channel, you can tell the AI, hey. I want, you to find me or recommend me content based upon skills, topic areas, even types of content, maybe only videos, maybe only courses. And then the channel owners can quickly go in and accept or reject the AI recommended content. And once it's accepted, it just goes right into this page into a section, and it keeps the channel fresh without having to rebuild or build or add new content from scratch on a regular basis. So what I've seen clients do is build out a channel with the most important topics and content, get the AI to recommend some content, and then they go in maybe once a month to decline or approve that AI recommended content. And then maybe every six months to a year, they might go in and adjust the content that they have, put into the channel. You can also allow for contributors, like subject matter experts, to contribute resources and content to the channel, and then the channel owner can approve or reject the publication of that contributed content as well. So you can get some collaboration. Now the client that we were working with also wanted to provide longer format learning paths for their new leaders. And the learn experience gives you the ability to build what we call pathways and journeys, which allow for those more cohesive learning and development paths. So to give you an example, a pathway, simply put, is a way to string together smart cards. Right? A a ring a way to put content together in a nice and easy, path. So these pathways can include all types of content, either currently housed in the LMS, like curriculum, tests, events, as well as additional content types that promote engagement while the learner is going through the pathway. For example, you can include activities to check on someone's knowledge and retention of what they learned, such as polls and quizzes like you see here. You can do, projects where the learner needs to actually submit work that they've done as output from the training that can be evaluated or graded by someone. And then you can use URL smart cards to direct them to other areas of the solution, even across modules like setting goals and performance or initiating check ins with your managers. You can do all of that within a pathway in these smart cards. Smart cards can also be progressively unlocked, meaning learners might need to complete a certain training before moving forward with the next smart card or training. And you can also do things like allow folks to test out and maybe skip training, based upon how they've tested out of, of a prior smart card. And then things like badges can be aligned with pathways, these longer format development pathways. And, again, learners can ask questions and make comments specific to the overall pathway or journey, the overall development path. And then very quickly, for some of that even longer format, development paths, you can also create journeys. And journeys are very simply stringing together multiple pathways so that folks have very distinct, maybe topics or areas that they are going to, complete before they move on to the next. And you can see that here. So in the case of our client, these learning paths were really helpful for the development of their new leaders, but they also wanted to be able to leverage the immersive, VR content that we offer, through our content subscriptions to really develop, reinforce, and allow leaders to practice emotional intelligence skills in a safe environment. So this is an example of one of our virtual reality immersive learning courses. And I wanna play you a quick video of the course so you can see how they were able to leverage it. Alright. So our immersive content focuses primarily on soft skills and emotional intelligence development through interactive virtual reality and AI. And it allows for emotionally realistic role play simulations that provide real time feedback to increase confidence and knowledge retention, again, in that safe environment because you're just interacting with a virtual human. Now our courses can be taken either, with a headset or just on a desktop without the need for any kind of VR headset and can be launched directly within that smart card environment. So in this example, courses, this one's focused on effective feedback and similar they want to add it to, and then the virtual human will give us an introduction into the topic at hand. Let's continue. Establishing trust is essential to giving effective feedback. If the person you're giving feedback to feels they're part of a collaborative discussion, they will be more receptive to what you're saying. In this module, we'll focus on four strategies you can use to build trust. Establishing psychological safety, using reflections, normalizing experiences, and seeking to understand the situation. So after the explanation, the virtual human will launch into the practice conversation, giving the learner some options on how to best respond. Here's my status report for this week. Thanks for this. How are you doing? That isn't the best way to initiate a feedback conversation. While it may put me at ease, it allows the conversation to go off topic. Let's try that again. Here's my status report for this week. I'd like to talk with you about your status report. Is this a good time? That's a great way to start a conversation in a psychologically safe way. Asking So as the learner goes through the course, the virtual human will give them feedback for each of their responses and help guide them to the best response for this particular situation. And then once the course is completed, the learner receives a score based on their responses. And if their score is low, they can repeat the course until a positive score is attained. So our client was really interested in the VR training, as it's four times faster to train someone than using traditional elearning, and learners are 16 times more likely to recall information due to the interactive and conversational nature of the content, but also given the safe environment for them to make mistakes while learning how to boost some of those emotional intelligence skills. And, finally, our final challenge from this particular client, was that they were experiencing, some development gaps due to a lack of insight into some widespread skills deficiencies. A lot of for them, a lot of that was around soft skills, but we've also worked with clients, who experienced the same but with hard and technical skills. So in this case, the lack of development of those skills was leading to some issues with productivity and retention because folks were struggling to keep up in their new roles, as the organization grew, and the organization really didn't have any insights into the skills gaps that they have. So in order to, address those or at least begin to address those, they started to invest their time and strategy into, the building blocks, for that which are skills. So skills really are kind of foundational data, that runs across the entire Cornerstone galaxy ecosystem. They're woven throughout learning, performance, recruiting, talent marketplace, of course, the, learn. And they are the foundation for understanding where people are in their development journey, where the organization is from a skills perspective, and where employees can move within the organization. So a little bit of background on Cornerstone Skills. The skills engine leverages an intelligent ontology of over 45,000 skills mapped to more than 250,000,000 roles. And the AI driven engine not only tags people, content, and roles with skills, but also comprehends how skills interrelate across similar jobs and roles. So when you enable skills, and you could do so today regardless of which, Cornerstone platform you're currently using, our AI will align the skills to job titles in your portal by analyzing that vast database of global job titles and descriptions I mentioned as well as some extensive market data to align those skills as accurately as possible. Once that's been done, the skills mapping can be customized to fit your organization's need, and employees can then start seeing which skills are automatically aligned to them and suggested to them based on their current roles. And probably most importantly, organizations can tag critical skills that could be mapped to specific positions and tied to specific proficiency levels so employees know which skills are critical to their role at which proficiency level and where they are in terms of their proficiency growth versus the target for the role. So this really helps employees and managers understand who might have gaps in skills for their role. If I take a look at this customer experience skill, which is critical to Catherine's customer service manager role, This is where I can see things like a description, of course, and then ratings over time. So here I can see my most recent rating as well as my, manager's most recent rating, and and I can see there's a disconnect here. So this might lead to a conversation about additional development or why there's a disconnect. For skills that folks would like to develop, they can indicate even outside of those critical roles. Say, if I want to move into another position at the organization, I can indicate here the various skills that I might want to, develop. I can add those skills really easily without doing a lot of thinking. So the AI will continue to recommend suggested skills that I might wanna develop based upon my role, based upon the skills I have, and I can just very quickly add them into my developing skills. I can also do things like, of course, rate my proficiency, and I can do that very quickly in bulk. And I can also request feedback. So I can get three sixty feedback from, other my peers, for example. I can get feedback from my manager. I can even request feedback for someone else in the organization. In this case, I'm a manager. If I wanna get feedback about one of my, subordinates, I could do that here as well. So this is really to help validate those skills, whether it's for the individual, or for someone else to assure that, the proficiency levels are in alignment. And then, of course, training can be assigned to learners based on developing skills, critical skills, and those skills gaps. And it also can drive that those AI recommendations of suggested training that I showed you at the beginning of the demo. Now managers can have a look into the skills across their entire team and have easy access and insights into those critical skills and those skills gaps, across their teams. And then administrators can also get access into gaps across the organization, maybe by department or position, or other segments of the employee population. And then finally, for a deep dive into skills, there is reporting that's included with learn, that really allows for you to see into things like, organizationally speaking, what are those skills and proficiency levels that we're seeing across the board? You know, in this case, I've got customer service is our is the most highly, aligned skill with my population. I can see the various skill levels here. Maybe this is maybe this makes sense with my employee population. Maybe it doesn't. Maybe I really need more folks that are doing data analysis. And then I can start redirecting my l and d strategy to address some of those skills gaps. With with this tool, analytics plus, you can get visibility not only into skills at a very granular level, but also a high level, to make those strategic decisions. But you can also look at things like, content ROI, what content is being used across the board, how many people are using the content, who is creating the content, if that user generated content is, your biggest driver of content. Again, getting a more deep insight into some of those ROI metrics. Okay. So that wraps up everything that I wanted to share with you today. Just to summarize, we presented this the client use case where the organization was dealing with challenges due to that decentralized learning structure. It impacted compliance training, knowledge retention, and skill development, and upgrading to learn provided them with those personalized experiences, leadership and soft skills development, real time insight into skills gaps, and expert curated content. So, hopefully, you've gotten, some good value out of today's demo. I think we might have a couple of minutes. Dana, were there any questions, that weren't able to be answered? Lots of great questions. I was able to capture responses for most of them, but if there's any explanation needed in addition to what I, provided, please let us know or if there's any other questions that have come up. Great. Thanks, Dana. You've been all over the questions, so thank you so much for that. Is there anything that you think might be helpful to raise to the team even if we've already answered them or any anything that might need a further explanation or more emphasis? And if not, we can just begin the wrap up. I think the only thing to really highlight is the fact, there were a couple questions around is what we're seeing in the Galaxy or in the learning management system. And just wanna reiterate that the Galaxy is the workforce agility, platform that incorporates all of the components of the Cornerstone ecosystem. So if you are a Cornerstone customer today, you are a part of the Galaxy. So the, the tailspin content that Rachel had shared, that's accessible today. So there are various con tailspin immersive titles within the content anytime subscription. So you can leverage them whether you're accessing it via the LMS or the learner experience. Perfect. Thank you. I believe a couple questions just came through if we have a few minutes. Wanting to know if the Microsoft Teams integration works with Okta or single sign on? I could I can answer that. Yes. It does work with single sign on. So folks can leverage the single sign on to access, the learn experience through Teams. Great. And then the the skill section that was just shared, is that part of the learning experience, and is the analytics plus a part of the learning experience? The analytics plus is a part of the learning experience. The skills profile and skills component is actually a part of any of the Cornerstone products. So if you have any of the Cornerstone solutions today, that is already included, and something you can start to explore with your account manager or your client success manager today. Perfect. And is there a name for the team's Cornerstone in a interface? Good question. I don't believe so outside of just, leveraging Teams from the experience or from learn. Great. And then we got a question about if there's a a webinar or session to dive deeper into the team's integration. I don't know that we have anything planned at this moment, but I would encourage you to to get with your account management team if you have specific questions or or wanna do a deeper dive. I also saw a question come in the chat if Tailspin is included in modern compliance or professional skills. Rachel, I I know that they're included in a majority of our subscriptions, so I wanna say yes. But do you know off the top of your head? I believe they are included in professional skills. And if you get with your account manager, they can absolutely get you a list of those courses, and how to access them or how to search for them. And if you have access to ContentStudio within your your platform, which you should, and if you don't, you should have access to that. You can search ContentStudio for all of the subscriptions that in that Cornerstone offers along with the modalities, the providers, the topics, the languages, the skills associated with it as well. And I don't quote me, but I believe you can search by immerse, the word immerse, to see that in your catalog. And, again, if you're not seeing that, definitely reach out to your account manager, and we can get that enabled. Great. Great, and, wanted to thank, Rachel and Jenny and, of course, Dana for supporting the q and a. Thank you for such a fantastic session. I do want to wrap us up now to keep us to time, but before we we fully close out, if you are interested in this topic and you want to explore further for your organization, go ahead and click the get personalized demo button at the top of your screen. We'll make sure to surface this to your cornerstone account management team. If you are interested in following up and having more of a personalized discussion on how these solutions can work for your organization, and they will be in touch to follow-up with you and to discuss some next steps. And as we mentioned at the beginning, you will receive the recording to today's session within a few business days, so be on the lookout for that. It will be sent to the email address that you used to register. And this now brings us to the end of today's session. If there were a few, late questions that we didn't get to, we'll be sure to be in touch with you directly. We appreciate your time today and appreciate you joining us live. You may now disconnect and we hope that you enjoy the rest of your day. Thank you so much and thank you to our presenters. Bye everyone.