June 2, 2026

How to Find Your Human Edge in the Age of AI

How to Find Your Human Edge in the Age of AI
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Join Divya Parekh and Dilip Chetan as they explore how professionals can thrive in an AI-driven world. Instead of asking what AI cannot do, Dilip introduces the Defensible Zone framework—where natural strengths, human expertise, and market demand intersect. Discover practical strategies to navigate career uncertainty, adapt with confidence, and create lasting value without chasing so-called “AI-proof” skills.

Beyond Confidence is broadcast live Tuesdays at 10AM ET on W4WN Radio - Women 4 Women Network (www.w4wn.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Beyond Confidence TV Show is viewed on Talk 4 TV (www.talk4tv.com).

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WEBVTT

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The topics and opinions expressed on the following show are

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solely those of the hosts and their guests, and not

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be directed to those show hosts. Thank you for choosing

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This is Beyond Confidence with your host w Park. Do

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you want to live a more fulfilling life? Do you

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want to live your legacy and achieve your personal, professional,

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and financial goals? Well? Coming up on voparks Beyond Confidence,

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you will hear real stories of leaders, entrepreneurs, and achievers

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who have stepped into discomfort, shattered their status quo, and

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are living the life they want. You will learn how

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relationships are the key to achieving your aspirations and financial goals.

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Moving your career business forward does not have to happen

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at the expense of your personal or family life or

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vice versa. Learn more at www. Don't Divpark dot com.

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And you can connect with div at contact at divopark

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dot com. This is beyond confidence and now here's your host, Divpark.

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Good morning listeners, and it's Tuesday morning. Just wonderful to

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be here with you, and I want to share a story.

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So I was talking with one of my clients and

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they were talking about the interview that they were going

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to go for around how you can focus on A

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as a tool. But the key is it's not about

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looking at artificial intelligence as a tool, but as something

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that you can train, something that you can show how

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to think. Even though AA has reasoning capacity, it's still

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what goes and what comes out. And as we were talking,

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she used to impact Visibility Matrix from my book and

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her interview went really, really well. So if you're looking

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to get ahead in your life at AI, if you're

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thinking how do future prove your career, than our book

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The AI Agency is for you, so be sure to

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get a copy of it. We look forward to supporting you,

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reach out, let us know, and today we will be

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talking about AI itself with her guest. Welcome the lib.

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Thank you, Dvia, thank you so much for having me

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on the show.

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Absolutely so it's a pleasure to have you on the show, so.

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Pleasure to be here the lib.

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Do you have a moment that you recall from youth

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or your childhood when someone or something left a positive

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mark on you. Yeah.

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Actually, the one story comes to mind this was I

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was I was studying in South Dakota. I was doing

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my master's in computer science, and that was the time

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when I had gone back to school. I was working

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for a while, had gone back to school, and I

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remember a time when my you know, uh, we were

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pregnant with twins and my wife delivered. This was during

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like exam time, so I was I had to shuffle

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between attending class you know uh, and and and being

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there for my family. And I remember a time when

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my professor calls me aside and he goes, I heard

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that you had babies, and I'm like, yeah, I did.

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And then he says, I don't want you to come

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to class anymore. And I thought he's going to drop

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me off. He's like, no, please, I need this, and

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he goes, no, I I didn't mean like drop out

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of the course. I mean you don't have to come

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to class, and he takes a post it note, he

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scruples his phone number this was back in the day.

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We didn't have we were just beginning to have cell phones.

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And he writes down a phone number and he goes,

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this is my home number. Anytime you're ready to learn,

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call me. I will come and teach you. I know

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what the responsibilities are of a father and you got

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to be there for your family. I mean, that was

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like a shout out to Professor Doug Goodman at the

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University of South Dakota. But I thought that was one

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of the nicest things anyone has ever done to me.

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He did not Yeah, he didn't make me go through exams.

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He gave me an assignment that I could do from home.

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Imagine working from home back in the day.

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So yeah, So it's fascinating. It always touches my heart

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when we talk about someone you know, who has left

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that beautiful moment in your life, and how generous that

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is is, how kind that is just understanding and it

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makes you feel so good and that is important. And

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I invite each and every one of our listeners to

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go ahead and do, like, you know, one kind thing.

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And since you're talking about that, it's so beautiful. Like

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one of my friends, Melanie, I want to give her

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a shout out. She has a nonprofit head out and

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she's helping so many people that it's amazing that you

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little things that we can do can leave such a huge,

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huge impact and lasting impact on people's lives. So, as

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you finished with your masters and with young ones, where

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did your life take you?

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It was quite challenging at the time. I'm an immigrant.

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I moved from India at the time, and I'm talking

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more than twenty five twenty six years ago, and yeah,

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it was. I ended up finding a job at Oracle

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in the Bay Area, and I had to make that

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move from South Dakota all the way to Oracle, and

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I did that, and uh yeah. From then on, I

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worked at with companies like Oracle, Salesforce into It, at Lassian,

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I was there during the I p O and then

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of course more recently at Meta and Google. But then I, uh,

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it was it was quite a journey because I started

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with the user being a usability engineer, to getting into

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insights and and then ending up in product strategy. And

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then finally when I joined Meta, AI found me and

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and then I got into some very interesting projects that

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I never thought I would do. Like one project that

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comes to mind is a project that I did where

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I wanted to study the impact of social media on

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the welfare and safety of women in India uh and

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and it was white revelatory, you know what they go

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through in terms of social media and the pressure of

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social media. I got to work on reels, improving their

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recommendation and ranking, and then at Google I started working

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on AI infra, so got really deep into it. But

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the journey was fantastic. And my wife and Ivy opened

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a preschool about sixteen years ago and that's been going along.

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She's the CEO and director and I'm the finance guy,

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and yeah, doing our bit for our community.

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That's fantastic. So talking about that, what are some of

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the lessons you've learned along being in the corporate world

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that you would pass on to another tech people.

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Okay, tech tech type lessons, I would say, I think

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what's really important is for every tech person to understand,

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especially now, kind of get into that futuristic mode. The

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two things. One is try to really understand what's going

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on right now, what the implications are of technology, especially AI.

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And the second thing that I think would serve anybody

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at any time is the art of introspection. So you

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want to sit and think about the kind of questions

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you just asked, which is, you know, what am I

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doing here? Where did I come from?

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What is me? Like?

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What is I know? It sounds a little metaphysical, but

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it's basically you're trying to get stock of who you are,

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the role that you're playing, and what is unique about you.

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And that is extremely important because today we're seeing AI

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creeping in and taking over part of what might be

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people's identity. Understanding that and preparing for that, I think

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is super critical, especially in an age when there's so

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much misinformation about AI coming from multiple sources, including you know,

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some of the most powerful people that are like, oh,

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by the end of the year, it's very likely you

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won't have a job really, or you know, things like

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it's coming. It's going to take over everything that you

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know and everything that you are, and where's the reality

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there and what can you do to position yourself? So

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I think if you if you have to talk about

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one word, it's going to be introspection.

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Introspection, and that's powerful because so many times what happens

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is that most tech people they want to work for

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the name brand companies those top seven companies. So I

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want to work for Meta, I want to work for Google,

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I want to work for Oracle. So you have had

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a chance to work for most of the big name companies.

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What would you tell there are a lot of young

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professionals who go through runs and runs of interview and

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then sometimes they don't get through that. From your experience,

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what are some of the things that they could prepare

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for the interviews so that they can get that job

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in the big name companies.

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That's a that's a pretty pretty interesting question because I

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don't know if there is one secret sauce that will

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land you an interview and much less a job. But

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I can tell you what I went through and share

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my experience. One is, don't don't get intimidated by the

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name of the company. I think it's about you understanding

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what you are bringing to the table. Uh And and

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I think the first place where you know, I've been

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on both sides. I've interviewed and built teams in these companies.

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And one of the things I see is like people

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approached this with as they're coming in, there's so much

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impost syndrome, and they're like, oh, you know, I'm interviewing.

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I remember the very first time, you know, I lived

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in Vermillion, South Dakota, and I don't know if anyone's

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been there, but uh, it's not a big city. Uh.

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The tallest structure at the time was our school's tower,

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the siren which would go off when tornadoes stuck.

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Uh.

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And and there was one structure that became taller than

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that was when the McDonald's opened there, and the McDonald's

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arch was taller, and we were all pretty mad at it.

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But that's not the case in the Bay Area. I

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come in from an interview at Oracle and and I'm

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seeing the headquarters that Redwood Shores, and it's a pretty

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imposing structure, you know, those buildings, the lake I think

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they called it. They still call it Lake Larry after

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Larry Listen. Uh, but that's a that's a pretty pretty

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impressive site for somebody that comes out there for the

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first time. And then the thing that took me was feared,

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like I am going to work here, no way. Yeah.

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And so the first thing I'd say is like, not

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face that, like, not get into that mode. The second

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thing I would say is be truthful, be yourself very

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important because I see so now everybody is building their

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resume is with AI. It's really hard to tell who's

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done what. But I can read the AI on the resume.

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I think people are like, oh no, this is so clever.

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No one can tell.

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No.

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You look at like two hundred resumes. The two hundred

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first resume you can tell exactly with sentences were doctored

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by AI, which is not You don't need a machine

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to do that. And third and most important, if you

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don't make it or if you don't get a callback,

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note that it's not you. Currently, a lot of the

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big companies, they have really reduced the size of their

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recruiting teams and you have to go through machines to

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even fall for your resume to fall into the hands

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of a recruiter, and I did. I wrote a little

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post about it where I wanted to hire somebody who

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I knew back from a company I worked at, and

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this individual is incredible, right fit for the team, everything

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was perfect. I wanted that person to to start interviewing,

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so I reached out to the person. I said, look,

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I got a great opening. You know, it's fantastic in

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my team. Why don't you come join? And he was

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very excited. He sens his resume and within hours he

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gets a rejected and he's he doesn't know what to

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make out of it. He's like, sends me an email

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a couple of days later, going I don't know what happened,

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but I got rejected within hours of sending my resume.

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I talked to my I talked to a recruiter and

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she was like, I don't know what happened. I never

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saw it. And so it's understand that even with of course,

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long story short, I made him apply again. I physically

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had email the resume, showed it to the recruiter, and

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then forwarded to hiring team. He went in through all

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the interviews, he as the interviews, and he's working in

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the company now. But the point being that many times

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it's not you. The system's really large. We're trying to

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make sense of everything, and if you don't make it,

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it's okay. There are other companies and there are other chances.

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So it's not one and done.

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No, those are some great points that live. And let's

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flip it because as I work with a lot of

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my clients also, like you know, a lot of people

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are in HR and especially now with ats with your

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applicant tracking system. As you said, people are preparing resumes

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with AI, and now we have AI systems that are

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reading those resumes. So when we flip the side and

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when we are looking from an HR perspective, what can

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they do? Systems do not overlook those talents.

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I want to be a little brutal here and say

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hire more people because it's not about laying I think

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I think we over indexed on the power of AI

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and it's not as good as a lot of people

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say it is. I know this because one I was

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working on the inside, but also importantly, once I broke

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out of the corporate world in started my own gig.

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I work with AI, I write, I have it right code,

254
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I build products I don't know, twelve thirteen hours a day,

255
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and I can tell you it's you know, the types

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of mistakes it makes, the types of you can give

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it different kinds of personality, depending on you know. It

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could be a two year old throwing a tantrum. It

259
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could be a sort of a snake oil salesperson just

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saying everything you do is so amazing and you're so great,

261
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and there's you know the world is blessed to have you.

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In it, you know, and this is a fantastic idea.

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Why why aren't you writing books about it? And just

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kind of that fake sort of pumping you up stuff

265
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that AI does so much and the times when it

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goes you should do this, and I'm like, but I

267
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already told you I didn't, and it goes I didn't

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read anything you sent me. I'm like, why am I

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sending you information if you're not even reading it. I'm

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supposed to tell you to read it. Yeah, that kind

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of stuff, And it's not as it's not nearly as

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good as you think it is. And what has happened

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now to your point of view is people are writing

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resumes with AI and AI systems are reading it, so

275
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it's actually your your hiring funnel is just a conversation

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between two AIS, and that's kind of scary.

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It is scary. And the thing is that, as you

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mentioned that AI is still nascent, because if you kind

279
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of think about it, it's still a toddler. The expectations

280
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are huge, and that's where building those metacognitive skills that

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I talk about in my book is super important because

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as you talked about, you know, being brutal or like

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you know, if you're having an honest conversation, it is

284
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what you put in, that's what it comes out. Because

285
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you've been an automation and all that venues to do

286
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the coding, you know, you have to have API and

287
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you have to connect so many multiple things. So similarly

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with this, to get that thing out of AI, it's

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important that if you're bringing in a tool, because a

290
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couple of things that I've seen with a lot of

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different companies, either they've invested so much money in the

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AI tool and it's not working and that's the reason

293
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people lay off. Or another is that they're thinking that

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AI is the solution for everything, and now we need

295
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to lay off people to find the money to bring AI.

296
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So it's about bringing the two things together. So you

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talk about that, the wrong question is what can I

298
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do that AI can't? So what is the better question?

299
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The better question is for you to understand where you

300
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stand and what's unique about you and about the people

301
00:18:13.359 --> 00:18:18.039
in your company. I think one of them, again, I'm

302
00:18:18.039 --> 00:18:19.920
going to be really honest with you here is I

303
00:18:20.039 --> 00:18:22.240
think I think it's not a smart thing that companies

304
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have done to lay people off the minute they got

305
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AI in their hands and This was funny because even

306
00:18:30.559 --> 00:18:33.440
a few days ago I got a there was a

307
00:18:33.480 --> 00:18:36.400
business owner who was talking to me, and the first

308
00:18:36.480 --> 00:18:40.200
question he started, he's new to this company and they

309
00:18:40.240 --> 00:18:42.720
brought him on as a sea level exact. The first

310
00:18:42.799 --> 00:18:44.680
question he's asking me is can you come in and

311
00:18:44.720 --> 00:18:47.680
help me identify about twenty percent of the workforce that

312
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I can lay off? And I told him, like, what

313
00:18:50.519 --> 00:18:52.319
makes you think you need to lay off twenty percent?

314
00:18:53.640 --> 00:18:56.880
That's so it's not about you know, oh, here are

315
00:18:56.920 --> 00:18:59.079
all the skills that I can do right now. And

316
00:19:00.400 --> 00:19:03.680
people are now being considered as like a subset of

317
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They're just a grouping of skills. So if I can

318
00:19:06.599 --> 00:19:09.680
do eighty percent of your skills, that's good enough and

319
00:19:09.759 --> 00:19:12.279
we can lay the person off. But I'm saying it's

320
00:19:12.319 --> 00:19:15.599
the other way around, like augment AI with what the

321
00:19:15.640 --> 00:19:18.720
person's already doing, upskill the people and then get three

322
00:19:18.759 --> 00:19:21.000
times of productivity from them that you are getting right

323
00:19:21.039 --> 00:19:24.799
now because they're capable of doing it, they're capable of learning.

324
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There's so much that one of the sad things that

325
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has happened is companies pigeonhold you into these little positions

326
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and employees start believing that that's all they are, and

327
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which is kind of sad because they're like, all I

328
00:19:37.920 --> 00:19:39.920
do is this, and I'm like, no, but you can

329
00:19:39.960 --> 00:19:42.519
do this and this, and they're like, no, not really,

330
00:19:42.559 --> 00:19:44.839
this is all I do. This where I have my experience,

331
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this is my job title, this is my job responsibility,

332
00:19:47.720 --> 00:19:51.319
and that's all I can do. And I want to

333
00:19:51.359 --> 00:19:54.000
push back on that, saying, you know, everybody is capable

334
00:19:54.000 --> 00:19:56.920
of doing so much more, and unfortunately they're not even

335
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given a chance to defend themselves against AI or to

336
00:20:00.559 --> 00:20:03.240
prove that they can use AI to better themselves and

337
00:20:03.599 --> 00:20:06.440
increase the productivity. They're laid off before they know what

338
00:20:06.559 --> 00:20:10.440
hit them. And and I think it's coming back to

339
00:20:10.440 --> 00:20:13.039
the companies, to be honest, I think they're realizing that

340
00:20:13.839 --> 00:20:16.039
and and that's why one of my friends that are

341
00:20:16.119 --> 00:20:18.960
laid off about three weeks ago gets a call back

342
00:20:19.160 --> 00:20:22.799
from from her manager and he's like, could you at

343
00:20:22.880 --> 00:20:25.400
least work as a contractor doing the same job? And

344
00:20:25.440 --> 00:20:28.759
she goes, why what's going on with you people? You

345
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lay me off, you take away everything, and then you

346
00:20:32.319 --> 00:20:35.279
want me back in, but this time without the benefits, Like,

347
00:20:36.279 --> 00:20:37.519
what's the thought process there?

348
00:20:37.920 --> 00:20:42.200
It's really haphazard what's going on? So as you've mentioned that,

349
00:20:42.279 --> 00:20:44.799
you know, like the other question is to like find

350
00:20:44.839 --> 00:20:46.880
out what are your sweet spots, what are your strands?

351
00:20:47.480 --> 00:20:50.079
So when you talk about those strends and all that,

352
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how can people go about it?

353
00:20:53.359 --> 00:20:57.680
I think there are It's really important for like I said,

354
00:20:57.680 --> 00:21:00.680
you start with your introspection, right, and and then you

355
00:21:00.799 --> 00:21:04.880
start by by seeing where you know you're able to

356
00:21:05.119 --> 00:21:09.160
have that. What is it that you that you are

357
00:21:09.200 --> 00:21:12.079
doing right? What is the value that you're giving? And

358
00:21:12.160 --> 00:21:15.000
this is for people and even businesses right, how clearly

359
00:21:15.039 --> 00:21:18.920
and uniquely valuable is whatever it is that you're bringing

360
00:21:18.960 --> 00:21:21.960
to the table If you're not able to articulate that

361
00:21:22.119 --> 00:21:24.160
just and I'm not talking about bringing stuff on a

362
00:21:24.160 --> 00:21:26.640
resume now, this is this goes beyond, This goes much

363
00:21:26.680 --> 00:21:32.319
deeper right where you're really sitting down and you're going, okay,

364
00:21:32.480 --> 00:21:35.480
you know, bare bones, right, let's get real about it.

365
00:21:35.720 --> 00:21:38.839
What am I bringing here? What is if if I

366
00:21:38.839 --> 00:21:41.119
if I am not working for the steam or for

367
00:21:41.160 --> 00:21:44.720
this company tomorrow, what are they missing that only I

368
00:21:44.759 --> 00:21:48.039
could have brought? And And if the answer is a

369
00:21:48.079 --> 00:21:53.119
frightening not really much, that's you're identifying the problem right there.

370
00:21:53.279 --> 00:21:56.799
Is you're not bringing unique value and nobody knows. And

371
00:21:57.640 --> 00:22:00.000
more importantly, you may think you're bringing value, other people

372
00:22:00.200 --> 00:22:03.559
may not notice that. So the first job is to understand,

373
00:22:03.640 --> 00:22:07.440
take stock of that, do an audit on yourself, a real, sincere,

374
00:22:07.680 --> 00:22:11.640
honest audit. And if I don't exist tomorrow in this company,

375
00:22:11.680 --> 00:22:13.920
what are they going to miss? The second thing is

376
00:22:15.319 --> 00:22:18.480
if somebody else comes in, like if the company is

377
00:22:18.559 --> 00:22:20.720
hiring me, if somebody else comes in and says, look,

378
00:22:20.759 --> 00:22:22.799
I can do whatever it is that Thelip is doing

379
00:22:23.720 --> 00:22:28.119
for fifty percent the price, and the company goes, yay,

380
00:22:28.160 --> 00:22:30.119
I can hire two people now for the price one.

381
00:22:30.839 --> 00:22:34.240
Then it's it's only a money game. And if you're

382
00:22:34.240 --> 00:22:38.359
stuck in the money game, you're losing. The company needs

383
00:22:38.400 --> 00:22:41.519
to go like, yeah, it doesn't matter. You can be

384
00:22:41.640 --> 00:22:45.079
one tenth of what the lip's bringing. But I want

385
00:22:45.160 --> 00:22:48.039
I still want this person because he's bringing this kind

386
00:22:48.039 --> 00:22:51.759
of value. Right, I'm using myself as an example. And

387
00:22:52.279 --> 00:22:56.759
how much of the value you're bringing is transferable versus

388
00:22:57.240 --> 00:22:59.960
are you clinging to it? Now? This is the skin

389
00:23:00.119 --> 00:23:03.880
very part for people. And I heard this just your

390
00:23:03.880 --> 00:23:06.720
timing couldn't be better. It's almost like we talked about this.

391
00:23:07.559 --> 00:23:10.319
I promised we didn't for people who were watching, but

392
00:23:11.240 --> 00:23:16.519
it's like this person was coming and saying, I'm afraid

393
00:23:16.559 --> 00:23:20.000
to share anything with people because people are taking away

394
00:23:20.119 --> 00:23:25.160
the credit for my job. The environment has gotten really

395
00:23:25.200 --> 00:23:29.599
toxic where no one trusts nobody, and I have a

396
00:23:29.720 --> 00:23:33.880
manager who's trying to steal my credit so that you know,

397
00:23:34.079 --> 00:23:38.799
this person can remain longer in the job, and that

398
00:23:38.920 --> 00:23:42.920
limelight stealing has become so commonplace in companies that I

399
00:23:42.960 --> 00:23:46.119
would be like, yeah, I don't know if being in

400
00:23:46.160 --> 00:23:49.079
a toxic environment is good for you. I know you're

401
00:23:49.119 --> 00:23:52.200
really afraid to quit your job and go someplace else

402
00:23:52.240 --> 00:23:56.720
because you're afraid you'll never find a job. But also,

403
00:23:56.960 --> 00:23:59.000
this is an important thing I want to tell everybody

404
00:23:59.119 --> 00:24:01.599
is take stock what the job is doing to you

405
00:24:01.960 --> 00:24:04.559
and the qualities that your job is bringing out of you.

406
00:24:05.359 --> 00:24:08.200
If it is going to make you a jealous, nervous

407
00:24:09.319 --> 00:24:13.880
reck who is afraid to even share the like, if

408
00:24:13.880 --> 00:24:16.920
it is giving you trust issues on your colleagues, your managers,

409
00:24:17.279 --> 00:24:21.440
your peers, and people that report to you, I don't know,

410
00:24:21.559 --> 00:24:23.720
you really need to think about whether you're a right

411
00:24:23.720 --> 00:24:26.880
fit in that particular position. For yourself for your well being.

412
00:24:27.799 --> 00:24:30.440
I had a doctor who told me that it's just

413
00:24:30.519 --> 00:24:36.279
a job and you may forgive it. Your blood pressure

414
00:24:36.319 --> 00:24:42.119
won't the VIAH I think you muted.

415
00:24:44.160 --> 00:24:50.160
So you're absolutely on spot because blood pressure will not.

416
00:24:51.200 --> 00:24:55.119
That's very powerful and as a matter of fact, just

417
00:24:55.240 --> 00:24:58.240
recently one of the very big companies they change their

418
00:25:00.200 --> 00:25:04.559
performance review parameters. And what it has done is where

419
00:25:04.599 --> 00:25:07.720
there was collaboration, now people are competing with each other.

420
00:25:09.160 --> 00:25:13.319
So that toxic environment is not doing good to people.

421
00:25:13.759 --> 00:25:17.920
And so as you mentioned that, look in it, have

422
00:25:18.039 --> 00:25:21.279
that introspection, figure out you know what you're bringing to

423
00:25:21.319 --> 00:25:24.799
the table. So, as you mentioned, it's almost like creating

424
00:25:24.839 --> 00:25:26.400
that defensible zone, right.

425
00:25:27.599 --> 00:25:30.920
Absolutely, and thank you for mentioning it. Yes, the defensible

426
00:25:31.000 --> 00:25:35.680
zone is the place where your natural affinity intersects with

427
00:25:35.799 --> 00:25:38.599
market demand and there's a part of that that a

428
00:25:38.720 --> 00:25:41.680
I can't reach. I'll just explain what that is. Now.

429
00:25:41.720 --> 00:25:45.160
Everybody has a set of, uh, you know, capabilities. That's

430
00:25:45.200 --> 00:25:47.839
everything the sum total of everything. You're capable of doing

431
00:25:48.640 --> 00:25:51.480
your job, taking the taking your dog out on a walk,

432
00:25:51.720 --> 00:25:54.680
just being able to make yourself a cup of coffee,

433
00:25:54.720 --> 00:25:57.599
every single capability. But then that there are things that

434
00:25:57.640 --> 00:26:00.400
you do well. There could be aspects of the job

435
00:26:00.480 --> 00:26:02.759
that you do really well. There could be aspects in

436
00:26:02.799 --> 00:26:05.160
your personal life that you do really well. Maybe you're

437
00:26:05.160 --> 00:26:09.400
a great listener, Maybe you're somebody who inspires and motivates people.

438
00:26:10.519 --> 00:26:12.680
Maybe you're really able to do that coding that no

439
00:26:12.720 --> 00:26:16.680
one else can seem to do. And within that is

440
00:26:16.720 --> 00:26:19.079
a natural affinity. This is why you are put on earth.

441
00:26:19.240 --> 00:26:21.039
This is what you're born to do. But maybe you've

442
00:26:21.039 --> 00:26:24.640
forgotten that. Maybe companies did not give you the opportunity

443
00:26:24.680 --> 00:26:27.680
to show that side of yourself. Maybe you're a fantastic

444
00:26:27.720 --> 00:26:29.960
public speaker and you should be on stage more, but

445
00:26:30.240 --> 00:26:32.799
no one's given you a chance, and you're not taking

446
00:26:32.839 --> 00:26:35.799
the chance on yourself. Maybe you're a great team builder

447
00:26:35.880 --> 00:26:40.200
and no one's giving you a leadership role. But this

448
00:26:40.279 --> 00:26:43.279
is your natural affinity. And I'll give a sports example.

449
00:26:43.359 --> 00:26:48.160
Is you see a player play really well, and even

450
00:26:48.160 --> 00:26:51.480
when they retire from the sport, their natural affinity is

451
00:26:51.480 --> 00:26:54.720
the sport. It's so strong in them. They never leave

452
00:26:54.759 --> 00:26:58.079
the sport. They become commentators, they become coaches, they're still

453
00:26:58.119 --> 00:27:00.279
around the sport. You can always see them attach to

454
00:27:00.319 --> 00:27:03.079
the sport. That is what I mean by natural affinity.

455
00:27:03.559 --> 00:27:05.799
Now the market demand has to intersect with a part

456
00:27:05.839 --> 00:27:08.480
of that, like market needs to pay for some of

457
00:27:08.519 --> 00:27:12.079
that affinity. And that's where you live. That's your defensible

458
00:27:12.160 --> 00:27:15.839
zone because that's the part that AI is. It's going

459
00:27:15.880 --> 00:27:18.519
to be really hard for AA to take. Now. Please

460
00:27:18.559 --> 00:27:20.839
note I use the word defensible, I didn't say safe.

461
00:27:20.920 --> 00:27:24.359
That means as AI is growing more in power, that

462
00:27:24.519 --> 00:27:26.839
zone might drink or that zone might need to move.

463
00:27:27.720 --> 00:27:29.640
And that's where you come back to the point I

464
00:27:29.680 --> 00:27:33.240
mentioned about introspecting and being aware of everything that AI

465
00:27:33.359 --> 00:27:37.640
is capable of doing, and understanding this dynamism between yourself,

466
00:27:37.720 --> 00:27:40.759
the market demand, and AI. So you keep moving to

467
00:27:40.799 --> 00:27:43.480
a place where you're safe and your value.

468
00:27:45.480 --> 00:27:48.680
Now, that definitely makes sense. So you mentioned that as

469
00:27:48.720 --> 00:27:54.400
you exited Madame Google, you created something that can help

470
00:27:54.400 --> 00:27:56.920
people figure this out. So tell us more about that.

471
00:27:58.480 --> 00:28:01.799
It started and I asked the question for myself. I said,

472
00:28:01.880 --> 00:28:04.440
what you know, it's a I don't know, call it

473
00:28:04.519 --> 00:28:07.839
midlife crisis. I sat back and I went, what have

474
00:28:07.920 --> 00:28:09.759
I done? What am I doing here?

475
00:28:10.720 --> 00:28:10.839
Is?

476
00:28:10.880 --> 00:28:12.519
What is going on with me? Is this what I

477
00:28:12.599 --> 00:28:16.000
wanted to be? And usually that happens you know, I

478
00:28:16.000 --> 00:28:19.039
would say closer to your fifties, but now I've heard

479
00:28:20.519 --> 00:28:23.640
some people doing that even earlier in their lives. Then

480
00:28:23.680 --> 00:28:26.200
you sit back and go, what am I doing? Is this?

481
00:28:26.240 --> 00:28:28.720
Is this really like I wanted to be an astronaut

482
00:28:29.680 --> 00:28:31.680
or you know, whatever it is when I was growing

483
00:28:31.759 --> 00:28:34.319
up and people were talking about it. I thought my

484
00:28:34.759 --> 00:28:37.480
career was going to be this special thing. Now I'm

485
00:28:37.480 --> 00:28:40.839
a cog in the wheel in a giant machine and

486
00:28:40.839 --> 00:28:43.680
the all I do is this stuff that I never thought.

487
00:28:43.880 --> 00:28:45.359
You know, this is why I'm went to college and

488
00:28:45.400 --> 00:28:49.960
got that master's and PhD and whatnot. And when that,

489
00:28:50.720 --> 00:28:54.039
when that happens, that's the honest moment when you sit

490
00:28:54.079 --> 00:28:57.519
down and go, Okay, now I'm hearing AI is coming.

491
00:28:58.200 --> 00:29:02.279
I seen I've seen AI, and it's pretty frightening. It

492
00:29:02.319 --> 00:29:04.119
can do a lot of things that I didn't think

493
00:29:04.119 --> 00:29:08.559
it can do. And I don't know what's going to

494
00:29:08.599 --> 00:29:11.640
happen to me. More importantly, I don't know what's going

495
00:29:11.680 --> 00:29:15.039
to happen to my kids, because I actually, I know

496
00:29:15.079 --> 00:29:17.039
I'm digressing a little bit, but I'll come back to

497
00:29:17.039 --> 00:29:20.200
the point. I talk. I talk a lot with all

498
00:29:20.279 --> 00:29:23.519
kinds of people, and I had a college grad and

499
00:29:23.559 --> 00:29:25.240
she came to me and she's like, I'm going to

500
00:29:25.319 --> 00:29:29.279
University of San Diego, California, San Diego, and I'm doing

501
00:29:29.279 --> 00:29:33.880
this program, and I'm being told that that program and

502
00:29:33.960 --> 00:29:36.160
my job will be obsolete by the time I graduate.

503
00:29:36.960 --> 00:29:39.519
I've not heard of anything more scary for somebody starting

504
00:29:39.519 --> 00:29:42.279
their life out. Like you work all your life, you

505
00:29:42.319 --> 00:29:44.920
do all these things to get into college, and some

506
00:29:45.039 --> 00:29:48.759
very good college, and you're being told that that job,

507
00:29:49.000 --> 00:29:52.319
that whole domain might become obsolete by the time you graduate.

508
00:29:53.200 --> 00:29:55.680
What are we doing to our young people? What is

509
00:29:55.720 --> 00:29:58.720
a message we were giving them? And all these kind

510
00:29:58.759 --> 00:30:02.799
of questions made me sit back and think about is

511
00:30:02.839 --> 00:30:05.680
there a place that we are where we are secure,

512
00:30:05.839 --> 00:30:08.279
at least in the near future, where e I cannot

513
00:30:08.279 --> 00:30:11.119
get to. So I did a sort of a ven

514
00:30:11.160 --> 00:30:14.400
diagram for myself. It's on my website and it's on

515
00:30:14.440 --> 00:30:17.839
defensible Zone dot AI and I went, Okay, maybe this

516
00:30:17.960 --> 00:30:22.480
is my defensible zone. And I said when that name

517
00:30:22.519 --> 00:30:25.079
came out, I thought it was defensive zone. I played

518
00:30:25.119 --> 00:30:29.839
around it a little bit and I said, maybe other

519
00:30:29.839 --> 00:30:33.200
people would like to benefit from this, maybe they can,

520
00:30:33.720 --> 00:30:37.119
and especially companies like small businesses that are building products

521
00:30:37.119 --> 00:30:40.599
today and they're not sure where they should be pivoting.

522
00:30:42.640 --> 00:30:45.559
And that's how that's how this whole thing came about.

523
00:30:45.799 --> 00:30:47.960
And the more I talk to people, the more I

524
00:30:48.079 --> 00:30:51.839
realized that both for individuals and for businesses, this is

525
00:30:51.880 --> 00:30:54.960
a critical concept that I think would really help them

526
00:30:55.119 --> 00:30:56.119
understand and pivot.

527
00:30:58.440 --> 00:31:00.799
So we've talked about the defensibles Z. So what does

528
00:31:00.839 --> 00:31:01.839
that do for people?

529
00:31:04.000 --> 00:31:08.480
It helps them identify that zone within themselves. More importantly,

530
00:31:08.720 --> 00:31:11.319
it tells them if they are in their defensible zone

531
00:31:11.319 --> 00:31:16.359
today or not, and if they determine that they're not,

532
00:31:17.680 --> 00:31:20.400
it gives them an opportunity to think about pivoting to

533
00:31:20.480 --> 00:31:22.240
a place where they are relatively safer.

534
00:31:23.079 --> 00:31:27.359
You also mentioned about business owners because you said that

535
00:31:27.400 --> 00:31:30.880
you know it said that intersection between where you are

536
00:31:30.960 --> 00:31:34.359
good at and what is market willing to pay. So

537
00:31:34.440 --> 00:31:38.519
how does it translate into products for businesses?

538
00:31:39.440 --> 00:31:43.400
I think it's it's really important the same parameters apply.

539
00:31:44.880 --> 00:31:49.200
The three types of defensibility I keep talking about is value, customer,

540
00:31:49.240 --> 00:31:53.200
and operational. In this case, the value defensibility is still

541
00:31:53.200 --> 00:31:57.559
the same. How clearly and uniquely identifiable easier offering? H.

542
00:31:58.200 --> 00:32:01.839
How clearly do you know this is a tough one. Actually,

543
00:32:01.920 --> 00:32:04.359
it's seemingly it's one of those things that you think

544
00:32:04.440 --> 00:32:07.319
is very easy, especially for companies that have been doing

545
00:32:07.359 --> 00:32:09.440
it for a while. But if I were to ask

546
00:32:09.599 --> 00:32:12.640
any company owner, what is the problem you're solving today?

547
00:32:13.279 --> 00:32:16.759
What is the exact problem you're solving today? Come down

548
00:32:16.799 --> 00:32:21.319
to brass tacks and is your solution clear and unique

549
00:32:21.400 --> 00:32:25.839
to that problem? Can people tell that what you're providing

550
00:32:25.920 --> 00:32:28.200
is a solution to the problem is clear and unique.

551
00:32:29.519 --> 00:32:32.640
The second thing is the offer customer defensibility is how

552
00:32:32.680 --> 00:32:36.160
long is it? How hard is it for customers to

553
00:32:36.279 --> 00:32:40.599
leave you. Let's say you hike your price for your

554
00:32:40.599 --> 00:32:44.839
product or service by twenty five percent overnight. Will everybody

555
00:32:44.920 --> 00:32:48.519
ditch you? Are they there with you only because you're

556
00:32:48.519 --> 00:32:52.839
the cheaper alternative? If it is so, then you're in

557
00:32:52.880 --> 00:32:55.400
trouble because AI is making a lot of things way

558
00:32:55.440 --> 00:33:02.279
cheaper today. For example, if you're talking talking to an

559
00:33:02.279 --> 00:33:08.039
accounting firm, there's this corner accountant sitting in their garage

560
00:33:09.680 --> 00:33:12.160
and they're able to produce three times the work that

561
00:33:12.240 --> 00:33:16.680
your firm is producing with like eight accountants, and they're

562
00:33:16.720 --> 00:33:19.759
able to do it faster and much cheaper than what

563
00:33:19.799 --> 00:33:22.880
your firm is charging, you're no longer defensible. It's just

564
00:33:22.920 --> 00:33:26.200
a matter of time before people find out they exist. Granted,

565
00:33:26.279 --> 00:33:28.400
they may be doing only eighty five percent of what

566
00:33:28.440 --> 00:33:31.000
you're doing, and they may be doing it fairly okay,

567
00:33:32.039 --> 00:33:35.240
but people don't care. People don't care. They're like, if

568
00:33:35.279 --> 00:33:40.519
it's good enough and it's eighty percent cheaper, I'm going there.

569
00:33:41.119 --> 00:33:43.440
Yeah. Right, what's the third question?

570
00:33:43.920 --> 00:33:46.400
The third one is operational defensibility? Is how much of

571
00:33:46.440 --> 00:33:49.319
this is sitting in your head? Do you take your

572
00:33:49.680 --> 00:33:52.640
entire business with you when you leave the door, like

573
00:33:52.680 --> 00:33:54.759
when you walk out the door of your business? Is

574
00:33:54.759 --> 00:33:57.440
it all sitting just in your head? It's a problem

575
00:33:57.839 --> 00:34:00.960
because I'm sorry to break it. You may not be

576
00:34:01.039 --> 00:34:04.680
as awesome as you think you are, and there may

577
00:34:04.720 --> 00:34:07.200
be other people with those ideas that may be executing

578
00:34:07.200 --> 00:34:10.400
them better, that maybe understanding them better. So you need

579
00:34:10.440 --> 00:34:13.320
to have processes written down that you can examine, that

580
00:34:13.679 --> 00:34:16.400
your colleagues, your peers, your people that work in your

581
00:34:16.400 --> 00:34:20.480
company can sit and examine those processes, those concepts, these ideas,

582
00:34:20.480 --> 00:34:23.559
how you're executing them, be able to measure them and

583
00:34:23.639 --> 00:34:27.280
be able to pinpoint inaccuracies and mistakes and things that

584
00:34:27.320 --> 00:34:31.280
they can improve. And I know people are afraid of

585
00:34:31.280 --> 00:34:33.840
sharing their knowledge, but unless you do it, I mean,

586
00:34:34.119 --> 00:34:36.159
it shouldn't be trust issues that are driving you to

587
00:34:36.239 --> 00:34:38.599
keep everything in your head. You're in a bad place,

588
00:34:38.639 --> 00:34:43.840
you're bad employees. So that operational defensibility is the other

589
00:34:43.920 --> 00:34:47.280
component that companies need to be really aware of, and

590
00:34:48.719 --> 00:34:51.840
that's yeah, that defines their zone.

591
00:34:52.039 --> 00:34:56.119
Yeah, absolutely. So these are some very relevant points for

592
00:34:56.199 --> 00:35:00.920
people to do a deep dive to stay element because

593
00:35:00.960 --> 00:35:04.480
as you said that, the market is changing because AI

594
00:35:04.599 --> 00:35:08.719
is changing every thirty seconds. What feature was dropped in

595
00:35:08.840 --> 00:35:11.320
yesterday and I go and take a look at it,

596
00:35:11.320 --> 00:35:15.960
it's gone tomorrow there's something new, you learn something and

597
00:35:16.039 --> 00:35:21.480
it's gone. So it's also becoming familiar with resilience that

598
00:35:21.599 --> 00:35:25.639
can handle ambiguity and uncertainty, and those type of skills

599
00:35:25.679 --> 00:35:28.639
are going to come into play even more so now

600
00:35:28.719 --> 00:35:33.039
than ever. So that we have talked a lot about it,

601
00:35:33.119 --> 00:35:35.320
is there anything else you'd like to touch upon.

602
00:35:37.760 --> 00:35:40.880
Just sort of a general thing out there, Like, I

603
00:35:40.920 --> 00:35:43.000
know it sounds scary, and I know the media is

604
00:35:43.039 --> 00:35:46.519
not helping in many cases here, but I don't think.

605
00:35:46.719 --> 00:35:51.440
I don't think it's just going to displace people. So

606
00:35:51.559 --> 00:35:55.599
have the confidence and faith in yourself, understand yourself, believe

607
00:35:55.639 --> 00:36:02.800
in yourself, and more important, like life's more than just

608
00:36:02.880 --> 00:36:07.000
this and and you know, I think you said it

609
00:36:07.079 --> 00:36:09.280
right when you started the question off with, remember a

610
00:36:09.360 --> 00:36:12.440
time when people were kind to you? Be part of

611
00:36:12.440 --> 00:36:16.880
that kindness loop. I'll just leave with one small example,

612
00:36:16.920 --> 00:36:19.960
which is I went to this coffee shop the other

613
00:36:20.039 --> 00:36:24.000
day and and I was ordering coffee and the lady

614
00:36:24.039 --> 00:36:27.840
at the counter just went, Hey, welcome to this place.

615
00:36:28.159 --> 00:36:30.039
What can I get for you? How are you doing?

616
00:36:30.719 --> 00:36:32.679
And I replied, I am doing well, thank you, and

617
00:36:32.719 --> 00:36:34.599
how are you doing? And how is your day going?

618
00:36:35.280 --> 00:36:38.239
And she just pauses for a minute and she looks

619
00:36:38.320 --> 00:36:40.679
up and goes, you know, no one's ever asked me

620
00:36:40.719 --> 00:36:46.440
that all day. And she was telling me about her life,

621
00:36:46.480 --> 00:36:49.599
like she's a mom, she's this is her third job,

622
00:36:49.840 --> 00:36:52.559
and she has two kids, she's a single mom, and

623
00:36:53.119 --> 00:36:56.199
she she was just like really thankful. Somebody paused to say,

624
00:36:56.199 --> 00:37:01.039
how's your day going? Yeah, yeah, that's.

625
00:37:00.440 --> 00:37:05.559
And asking that question, and you really said something that

626
00:37:06.000 --> 00:37:10.360
ess scary, but it's also we need to go back

627
00:37:10.760 --> 00:37:16.360
in our very recent history of one hundred plus years.

628
00:37:16.920 --> 00:37:20.880
We went from having a lot of manual stuff to

629
00:37:20.920 --> 00:37:24.559
industrial age and then we went into information and then

630
00:37:25.039 --> 00:37:28.360
internet came in and new jobs will open up. The

631
00:37:28.480 --> 00:37:33.639
key is, as you mentioned, not being afraid, learning where

632
00:37:33.679 --> 00:37:37.360
your sweet spot is and then going for developing the

633
00:37:37.400 --> 00:37:39.960
skills that will help you stay ahead of AI and

634
00:37:40.039 --> 00:37:44.119
it will so the lip where can people connect with

635
00:37:44.199 --> 00:37:48.079
you and share with us your contact information?

636
00:37:49.000 --> 00:37:52.199
I'm on defensible zone dot ai. My contact info is

637
00:37:52.239 --> 00:37:55.679
on there as well. The lipjaton dot com is my

638
00:37:55.760 --> 00:37:58.719
personal website that also will take you to all these places.

639
00:37:58.800 --> 00:38:01.039
So this is the best place to talk to me.

640
00:38:01.440 --> 00:38:05.320
Defensible Zone dot ai. It's just one word. And the

641
00:38:05.360 --> 00:38:08.519
lipschat them dot com again, delip chat them is one word.

642
00:38:09.599 --> 00:38:12.559
Okay. Thank you for joining us and sharing with pass

643
00:38:12.679 --> 00:38:19.239
your wisdom and value with our audience. Thank you one

644
00:38:19.280 --> 00:38:21.199
of the audience for being part of her show because

645
00:38:21.239 --> 00:38:24.239
without you, the show would not be possible. Reach out

646
00:38:24.280 --> 00:38:26.320
to us, let us know how can we serve and

647
00:38:26.360 --> 00:38:29.599
support you so that you can live the life that

648
00:38:29.639 --> 00:38:33.320
you deserve. And thank you on attech Genius for making

649
00:38:33.360 --> 00:38:36.840
the ship possible. Be well and take it until next week.

650
00:38:37.480 --> 00:38:40.800
Thank you, thank you for being part of Beyond Confidence.

651
00:38:40.840 --> 00:38:43.280
With your host, Diva Park, we hope you have learned

652
00:38:43.280 --> 00:38:45.519
more about how to start living the life you want.

653
00:38:45.960 --> 00:38:48.719
Each week on Beyond Confidence, you hear stories of real

654
00:38:48.760 --> 00:38:51.840
people who have experienced growth by overcoming their fears and

655
00:38:51.880 --> 00:38:56.840
building meaningful relationships. During Beyond Confidence, Dvpark shares what happened

656
00:38:56.880 --> 00:38:59.079
to her when she stepped out of her comfort zone

657
00:38:59.079 --> 00:39:01.960
to work directly with people across the globe. She not

658
00:39:02.039 --> 00:39:05.079
only coaches people how to form HERD connections, but also

659
00:39:05.199 --> 00:39:09.280
transform relationships to mutually beneficial partnerships as they strive to

660
00:39:09.320 --> 00:39:11.760
live the life they want. If you are ready to

661
00:39:11.800 --> 00:39:14.559
live the life you want and leverage your strengths, learn

662
00:39:14.599 --> 00:39:19.079
more at www dotwpark dot com and you can connect

663
00:39:19.079 --> 00:39:23.480
with vat contact at dvpark dot com. We look forward

664
00:39:23.519 --> 00:39:24.920
to you joining us next week.