so first off I'd like to share our Safe Harbor notice um just to note that um I may cover off on some forward-looking or um statements or features um so please note that um decision decisions um to purchase software should not be made um based on these forward-looking statements um but given that employee growth and development is a is a new product with service now um we we like to show showcase not only what we have in the product today um but also share what's coming as you all know today's session is a part of the live on service now um EV um series which is a curated event that helps connect you um with service now experts like myself and other peers that can help you deploy your products and um achieve value a lot faster so we hope that you'll join us um um for another webinar webinar or some of our other 360 exchanges um so please feel free to scan the QR code or um use the link that's been posted in the chat to to look for other events so as I mentioned just a few housekeeping thing items before we get started um to save time um we're putting the Q&A at towards the end of the session however please feel free to utilize the Q&A button at the bottom of your screen as we go throughout the webinar we're going to be sharing a ton of information with you um so at towards the end we'll um um start answering some of those questions and for all questions and answers throughout this session we will plan to um to post a document with along with the recording and that will be shared with you on our community site so please um don't fret if we aren't able to get to your question um we will provide a response um in written form um to all of those um along with that recording please note also that after the event you'll be prompted for um to to complete a a um a short survey um thank you in advance for your feedback but we we really want to make sure that we're providing value to you um as we're doing these webinars all right so a little bit about myself so as I mentioned my name is leonda Hart and I'm joined by my colleague Christine French who will be helping out with um the Q&A we're both product managers or I should say outbound product managers that support our new and exciting employee growth and development solution and as outbound product manager a big part of our role is to help enable not only our our sales um colleagues but our partners as well as educate our customers on our product offerings so we're kind of the liaison if you will between the folks that are building the product um and those that are selling it our agenda today um although it looks short it's pretty jam-packed because our first thing we're going to do is give you an introduction into employee growth and development um I'll also go through a quick demo of the product um and then we'll wrap up with um how you can get started and kind of what some of those next steps are if you're um wanting to learn more about um our employee growth and development solution and then again we'll we'll um wrap up with Q&A so before I begin um um I definitely want to talk about the service now platform today so for um for those of you out there that are current service now customers whether you have it service management HR Service delivery customer workflows or using any of our other Solutions we want to give you a heartfelt thank you um for utilizing um our Solutions and being allowing us to be a trusted partner um with your organization but I wanted to start out also by talking a little bit about the service now platform overall so here at service now we help our customers reduce costs and drive growth with our intelligent platform for in toin digital transformation it doesn't matter the size of company or what industry you're in we can help accelerate transformation anywhere within or across your businesses and ecosystems and we do that if you start from the bottom of this slide um we basically do that by um you'll see notice that there's a third party or I should say any system or thirdparty systems row there our customers can use and continue to use any system third-party system service now we just give you a better way to utilize those products and those Solutions we don't make you choose right so we're able to um have our customers say yes to business decisions that help reduce cost and drive growth with an intelligent platform for digital business and we do that by taking a platform and digital first approach that helps to create organizational posture for today and drive efficiency and growth for the future the service now platform offers a fresh layer of simplicity so we sit on top of all of your processes within an organization and we help you to extend your ecosystem you can grow your top line and protect the bottom line and everything in between because at the heart of IT service now empowers you to do three things first we're delivering simplified experiences that empowers everyone inside and outside of your organization so whether it's your employees your customers Partners Distributors um you know anyone basically we provide a simplified layer of Engagement that unifies data from every system across your organization and what we do is we present it in an intuitive and intelligent user experience that makes it easy for your employees and others to learn use and adapt so there's NE no need to rip and replace any of those existing systems and more importantly you're able to benefit um Downstream from these from this solution second we enable purposeful full automation which means we can take the digital sprawl across your Enterprise and deliver an automated intelligent system of action we're taking the load and burden off your employees and driving real and measurable business outcomes for every part of your business globally at scale driving efficiency and reducing cost across your organization the third way that we do this is we also provide organizational agility we provide a low code platform I like to say low low for low code or no code especially when we talk about employee workflows um because the only Conant today is change and your business needs to be able to Pivot and adapt quickly while continuing to push the boundaries of innovation so from the SE suite and down our intelligent platform has AI built in built in to provide speed and visibility and to connect your entire Enterprise and ecosystem so we're pointing everyone in the same direction to solve problems together and faster so why did I want to talk a little bit about our platform as a whole it's because with service now um employee growth and development is a part of our employee workflows so you may be familiar with some of our other Solutions like HR Service delivery from an HR case and Knowledge Management standpoint you may be um um familiar with our workplace Service delivery and legal service delivery so employee growth and development is a seamless extension of the service now platform and workflow capabilities that many of you are already leveraging leveraging today so what we're looking to do is is is is create um a more seamless um workflow for your talent development needs so when we think about employee growth and development we've again we've been um for many of you out there and thanks again we've been your trusted partner um from hire to retire from employee Journeys whether it's onboarding or offboarding employees so now we're actually extending ending into Career Development and we aim to be your trusted partner for career development as well so with um with employee growth and development we're providing a single portal um for all of your talent management and development needs so for example today we're going to talk a lot about um this new exciting um solution that we're providing and again it's going to be a a way for you to continue to leverage and get value out of your Ser the service now platform but also get value out of um any other solutions that you're utilizing um for your talent development needs we're looking to help you transform and um the career development Journey for your employees so let's take a look at why we actually got into this this business and why we believe it's a a big challenge for for organizations today so in today's economy leaders are facing immense pressure to do more with less um we you know to drive the attention and to deliver on business growth initiatives at the center of this is your PE are your employees and your people they're becoming incre increasingly frustrated disengaged and dissatisfied with the amount of work that they're taking on in their lack of career growth and opportunities so right now after low pay and lack of career development pardon me right now um after low pay and lack of career development being the second most common reason that employees actually leave their jobs over overwhelmingly 94% of employees or workers say that they would stay at a company longer if their employer invested in their careers the traditional Career Development approach isn't working and this is why 66% of leaders believe career paths are not compelling for many employees today and if companies don't change um to make things better for their employees it will ultimately lead to higher attrition which we we totally don't want um and it will also cost organizations with over um cost organizations with an average of 10,000 full-time employees upwards of $16 million per year just to replace these employees the um and this is based on a report from Gartner actually so I'm curious to hear from from others and we'll we'll do a poll in a moment um on what some of your concerns are but now that companies have tried to solve the problem in the past um you've invested in multiple systems different talent and learning systems and according to OCTA the average company now has more than 80 different that's eight zero 80 different employee facing systems that their people need to interact with and that number has jumped by more than 40% in the past five years yet the problem still exists and it's leading to higher employee frustration and that's due to a number of reasons right there's difficulty with navigating all of these disparate systems systems where do I go if I need to maybe you have multiple Learning Systems where do I go to um to enter um to to um in or any type of career growth um initiatives employees are not knowing where to go or where to take action and there's no ability for them to track that career progression against what their career aspirations may be additionally from when you look at it from a manager lens managers also face their own set of challenges when it comes to helping their employees grow and that can include you know struggling to get employees to drive their own career growth you know have providing that guidance difficulty on per personalizing those development plans with relevant learning and training content for their employees and honestly having a lack of V lack of VI visibility my text won't say that today lack of visibility into individual employee skills and capabilities so as a result of these challenges leaders find themselves confronted with lower employee satisfaction due to the lack of career progression and frustrating Talent experiences they also find it difficult to identify emerging Talent needs and gaps and there's no visibility into Workforce skills so let's talk about how service now is helping organizations to um to deliver personalized and guided career Journeys so one way that we're doing that here is with we call a single career Hub that's embedded in employee Center Pro it helps the seamlessly connect all of your disparate Talent systems employees are intelligently guided or what would I like to say they're prompted um through their Career Development and they're able to access this digitally via any um means so whether it's a collaboration tool such as teams or slack um if it's Mo their mobile device or desktop or even um the chat the chat feature so from the moment an employee has a career aspiration such as becoming a team lead or maybe moving into a senior role role um of their current role employees will be presented with skills that have today the skills that they have today but it will also show the skills that they need to grow into that new role so what are those skill gaps that they need to get to the next level employees can then turn these aspirations into tangible career path conversations with their manager and they can collaborate on personalized and trackable growth plans that has defined development activities so as you you'll see a few of these that are highlighted on the slide um such as mentoring and opportunity Marketplace which is our internal Mobility solution that we'll talk a little bit more about but these Solutions will help the employees reach their career goals and with the recommendations I'm pardon me with the assistance of AI recommendations there will also help employees and managers have more informative informative career conversations so as an example a growth plan wouldn't be complete without related learning content our employee growth and develop Vel M solution helps to create relevant learning content from your existing Learning Systems so while we're not looking to be an LMS or learning management system we're looking to be an lxp or learning experience where we're helping to consolidate all of your content from multiple Learning Systems so you may have Cornerstone udm LinkedIn um and and others with our solution we're able to proactively prompt learning activities to the employees in the flow of work work and we hi the complexities of which system that employee needs to go to in order to take that learning course so what we're aiming to do is to eliminate the FR frustration of employees who feel you know the frustration employees feel when they're having a search across multiple systems so as the employee actually completes those learning activities new skills are are validated and captured and updated on their employee profile which helps them progress towards their career goals all of our Aid driven skills intelligence data which is built directly into the service now platform and I'll take a moment here to say many of you may have or may be familiar with the the acquisition that we did of hitch um going on two years ago now we've since rep platformed that skills intelligence technology and it's powering our employee growth and development solution so that AI uh skills intelligence data is actually woven throughout the entire career development experience and we're seamlessly surfacing this to employees and managers at the right time in the flow of work so surface down further enhances the talent development experience with Innovative generative AI or what we call now assist capabilities um and this includes helping to generate one-on-one talking points for growth conversations with their manager helping to automate the validation of skills proficiencies that managers need to do for their team and also to help do mentoring matching um some summarizations for for employees that are looking to have a mentor and we'll talk more about all of these Solutions here um in a moment but ultimately what this results in is higher employee satisfaction better performing teams and lower attrition and we're also helping to um leaders make those smarter Talent decisions to drive business growth as well so by capturing and validating employee data as part of the career development experience managers and leaders can now use these Talent insights to better understand the talent that's within their organization and make smarter Talent decisions that drive business growth back in I believe the Tokyo release we released a manager Hub so now with the addition of employee growth and development within manager Hub managers actually will have the have visibility into their team skills so they can now look to where their employees are today and where they want to grow in the future and be able to align the right work with them and determine what employees need to be upskilled or reskilled addition additionally um leaders will be able to gain insight into their overall Workforce um in the future with leader Hub so later in the fall we'll be releasing um what we're calling leader Hub which um will allow leaders to quickly identify any emerging Talent needs or gaps in relation to the larger business transformation initiatives that they have and then you'll be able to a augment those existing teams with the right Talent so our Aid driven recommendations will also assist managers and Leaders with the most informed decision possible so that they can um kick off the necessary recruitment onboarding intell internal Mobility or talent development workflows that they need to achieve those initiatives so I'm going to pause there before I go into telling you a little bit more about what employee growth and development um utilizes and and what our vision is overall but before I do that I want to launch a quick poll and bear with me so on for this poll I want to we want to ask um you know what talent development concerns do you have today and it is multi- Select so you can um select more than one um you can also select all of the above but is it you retaining your top talent is it you know upskilling and reskilling your your Workforce especially as um generative AI has taken over um and we're having to CH you know um train employees to use it responsibly is it increasing the adoption of existing Talent Development technology which is why you're joining our our live on service now webinar today or is it providing internal growth opportunities for your employees um a lot of times employees can you know they they don't want to necessarily lead the organization but they may want to um you know um move into a different role or or um um a skills adjacent role as an example just to do something different or is it visibility into your employees current skills and capabilities as the poll comes in I'm seeing a few things is it all of the above so we have a a good mix quite honestly I I see um just about everything is above 50% you know retaining your employees you know upskilling and reskilling the workforce to drive those business initiatives as as I wait for the poll to slow down I'll I'll just read out a few of them we also have good um a good number of you that says having visibility and employ current skills and capabilities is a great is a is a is a big initiative all right so now we have about 60% participation I'll just in the poll and show you um what those results are so as I mentioned it's all across the board but the top ones are employee retention upskilling and reskilling the workforce and visibility into those employees your employees current skills and capabilities so we're going to talk about how um employee growth and development or EGD for short um it's can help with that so I'll stop sharing those results and um and let's talk more about what our vision is for EGD so our vision overall for employee growth and development is to deliver a talent experience that not only helps employees develop and grow in their careers but also support organizations to Future proof their Workforce to deliver on those critical business outcomes that you have so for example as I mentioned your organization may have an initiative to quick upskill employees on how to responsibly use generative AI within your organization to support your customers um we're seeing that here even at service now so so let's talk about how we can do that and what what um capabilities we have so this view here um shows you the entire scope of employee growth and development and I'll break down this slide for you but this is why I wanted to have the Safe Harbor slide because or the Safe Harbor um notice because employee growth and development was actually released in Fall of 2023 it became available generally available to our customers and that fall of 2023 was our Vancouver release and with that release last September um we um delivered a lot of capabilities and we've continued to release capabilities here with our latest release here with Washington DC so this release for EGD or I should say EGD overall includes development experiences so if you stop start at that top layer we um have development experiences such as employee career Hub um Team development hub for managers and we'll soon be releasing organiz an organizational um development Hub called leader Hub um for Business Leaders and all of these experiences are delivered today via our employee Center Pro um solution next in the middle there we have growth plans um in development work flows and might move my little cursor there in development workflows we we have growth plans which allow employees to basically build out a plan that guides them through um what steps they need to take to achieve um any aspirations that they set these development workflows um pardon me the development workflows are going to be expanded to include those initiatives that I just mentioned in a future release where as an organization you can have an an initiative to upskill um all of your employees on generative AI as I mentioned um to help support the business needs and you can roll that out to all of your employees those development workflows are supported by um various development activities so um today we have learning so as I mentioned The Learning Experience solution and I'll talk we're going to show that here in a moment but with that learning experience solution you're able to consolidate all of your multiple um learning content from your learning management systems and provided in an in an experience layer for your employees we also have what we call aspirations so aspirations are basically allowing the employees to set a a desire and be able to track that and have um various um task and activities um surface up to help them achieve that aspiration we also have um in the platform today conversations so being able to have um guided conversations between managers and employees you know um giving suggested talking points as to what um what they should talk what employees and managers should talk about as they try to go that employee tries to reach that new career goal and we're excited that um to say that we have um um internal Mobility so we call it opportunity Marketplace but essentially allowing your employees to be able to um um strive for or have visibility into internal jobs that are within your organization and be able to have a development plan to get there you'll notice on with the asteris again these are for future releases but um we we're planning to expand on our opportunity marketpl um to include gigs and projects we understand that a big part of employees career growth Journeys is maybe doing a short-term project or assignment um internally to be able to gain um new skills or to help out with the business the business initiative so that will be coming in our fall um 2024 release as well um here today we we have mentoring as well so I have the ability to sign up to be a mentor or if I um if I'm looking for um um a mentor I can you know enroll in I'll show you this in a moment but you'll be able to employees will be able to actually um say that I'm looking for someone that has great um presentation skills I want to you know level up on on my communication and presentation skills our mentoring app will allow them to connect with folks that are willing to to be a mentor um and help them achieve those those new skills and then you'll notice there's some additional ones here to the right that says like coaching and other experiences a big part of what we're providing with employee growth and development is we want to be able to provide an overall Talent Development um not only help you with your talent development strategy but we want to provide an overall Talent Development solution so as a customer you can you know um we like to say crawl walk or run um so you may want to start out small maybe you're you're not quite ready to to have a skill-based focused organization um but what's um but what's really important to say about EGD or employee growth and development is that all of these development experiences workflows activities and Integrations is all supported by that skills intelligence layer that's at the bottom there um as I mentioned um the technology that was acquired by hitch um and rep platformed um on the service now platform all of these experiences will will be powered um by that skills intelligence layer um and you'll see this here in a moment when I go into an actual demo so with that I'm I'm gonna um stop my camera and stop sharing for a moment and um and I'll be able to and I'm G to walk you through the various components of employee growth and development and so that you can really get a a feel a look and feel for for what we're looking to deliver and how we're help um looking to help you with your talent development strategy so bear with me just a moment here okay and I'll ask Rue or Aisha can you see my screen here yes EXC thanks R so employee growth and development um overall I'm currently logged in as an employee and as I mentioned it's an extension of our employee experience layer that we deliver today with employee Center so as an employee anytime I need to find information or um maybe I'm I'm looking for a knowled a potential policy a benefits policy or maybe um I've been assigned I need to put in a request to um have new software uploaded to my my laptop or put in a a travel request or any type of question I have the employees um service center is the the first place that I'll go to find that information today I'm course using it via desktop but it could absolutely be Via Mobile or or other means but as an employee um and here I'm logged in as Emily as an employee when I log in I have um you know access to find information um I can actually view tasks that are due um as well as get um you what we' like to call targeted communication um present it to me on things that the organization wants to alert me um tell me about but when we think about it from a career development standpoint you'll notice here on the mega menu that I have a drop down that says your career and this is where we have um all of the pieces of employee growth and development to help with your employees um Talent Development needs so the first thing um is that when an once an employee um is you know we're of course getting all of this information from your um your HCM Solutions so we're populating this employee um profile and career Hub Based on data that we're getting not I should not say not only from your HCM solution but it could be from multiple systems right and we're presenting it in a Consolidated view for that employee the first thing you'll see here is that Emily actually comes to what we call a careerhub um which is kind of where she gets an overview of all of the things that she can do um to progress in her career it's important to note as we look at career Hub you know um a few things that you'll notice here is there's a get started button here so a big part of what we do when we do the initial implementation of EGD is that we all of your employees um profile data um and but we also allow your employees to update their their profiles with their um with their skills information so as an example you'll see here in this getting started we're asking the employee to update their proficiency levels and skills so we already know a lot about the employee based on that employee information that we we've initially brought in we know their job we know their job level we know what skills the organization deems required and I'll talk a little bit more about that in a moment but we also want to engage the employees so as an example for employees that are already um a part of the organization um we want them to be able to go through and and and take a look and be engaged with what their their skill set is so they can actually upload their resume um or they can um um do a connection via LinkedIn to um to pull in their additional um if there's like it's a new course that they've taken as an example but as they continue to look at career Hub this is really kind of their One-Stop shop into all of their their talent development needs a big part of service now overall is to ensure that we are proactively prompting employees and nudging employees to take action so we're able to do that as you can see here there's suggestion here for Emily to set an aspiration this this actual suggestion or nudge if you will can come in multiple formats she can get a text message she can get a teams chat um as well but we want to get you know regularly engage the employees to take action and and really take ownership um of their their careers as I continue to look down employee um the career Hub I'm sorry a few things that you'll notice as well is that um if I look at the growth section here Emily has the ability to set an aspiration as I mentioned an aspiration can be multiple things and I'll walk you through this here in a moment but it can be an aspiration to move to a different role but it could also be an aspiration to gain a new skill or maybe um you know um learn you know learn learn learn a new skill gain a new skill learn a new skill or even um something as simple as um maybe um as I mentioned creating or um improving my communication skills so so employees can set an aspiration and then we'll give them a guided plan to get there you'll also notice here on the right hand side that Emily has the ability to see what her skill range is and I'll go into this in a moment as well but at a quick glance she can see skills that she's gained skills that are currently in progress um that she's working towards and she can also see that there what her her blind spots are so she can see that she has two skills um that she needs to work on and and this data is coming from from multiple sources right it could be based on her current role as a customer service agent um there their you know their required skills they recommended skills but there could be some skills that she she may not have or um enhanced skills that that her organization wants her to have so she can work create a plan to work on those in addition to being able to see that information um a big part of what Emily can do as well is create growth plans um to help her get to that to achieve those goals so a big part of um of that is you know growth plan could be something that she keeps to herself you know maybe there's something she wants to do to to uplevel um on her own but she can also have a com a plan that she works with with her manager that she gives visibility to um in with her manager and they can work on a plan together so again maybe it could be moving into a senior or team lead role as I mentioned earlier as well um we have the ability to present um internal um job opportuni so giving her visibility into opportunities internal opportunities that she can move to but what makes it even better um with eg with employee growth and development is that we actually have a matching um um algorithm so the system is intelligently looking at what her skill set is today and it's actually giving um her suggestions on what may be a good match um based on her skills so you can see here based on the role maybe based on the aspiration that she sets to gain new skills but also based on her current skill set and it's presenting those job those internal job opportunities to her um and you you'll notice here that she can also see what the what that match analysis is and be able to see that and we'll we'll take a deeper dive in that in a moment as well as she continues to look at this this this single pain here for her Career Development you'll notice as well that she can see any learning achievements that she has so again a big part of our um our experience layer is being able to present and um promote um information to employees so in this case the training and development department is is actually um highlighting an effective leadership certification course that um that employees can take um but at any time Emily can actually see not only the courses that she's currently working towards um but she can also see courses that may have been assigned by her manager or um by the talent the the talent and development the training department um but she can see an an overall Consolidated view of all of these courses so remember we're aiming to be um we're providing that learning experience layer so where she can actually work on multiple courses um from multiple Learning Management Systems all in this this um single place and track that and the last piece that I'll point out here is that she has the ability to see um conversations that she may have not only with her manager but maybe with her um if she's working with a mentor she's able to track those conversations um overall but let's dive into a couple of different um ways so you can see how how this system helps to guide that um guide Emily so bear with me here one way that we can do that is by um creating an aspiration so as I mentioned an aspiration can be um multiple things so it could be her moving to a new role it could be mastering a new skill um exploring other interest area or something else and in this instance let's just simply say that she she wants to you know she's working on her 2024 goals and Beyond and she's looking to move into a different role what EGD will do is it will actually give her a few options here it's it's asking her what direction do you want to move in one of the things it's showing her is hey do you want to um take a step in your current field you know and if so here are some great matches based on on what we know about you um is showing her roles skills adjacent roles if you will it's also giving her the option to try something new so you know based on her current skills profile and her experience it's saying hey maybe you should consider marketing or maybe going into sales and being a solution consultant and it's showing her what those details are as well and lastly it's also showing um what's being featured by the company so remember with internal Mobility um our opportunity Marketplace will allow um um your organization to promote um different roles so you know may it may be um she may be a good match for roles that she hadn't even thought of in this particular case let's just simply choose um she may want to become a sales manager and she can view details and and go more but again it takes her through a guided journey of what that is so as she says she wants to become a skills pardon me a sales manager she ask a few descriptions you'll notice right below that that the system is like I like to say automatically showing her what skill set is required for this particular role it also ask her if she's you know when does she hope to achieve it and she can set a timeline but she's not she's not required to do so so as she continues through that required Journey again she can determine if she wants to share this aspiration with her manager um or if she wants to um you know kind of have it as her own own initiative for now um but in this case let's say she has an upcoming growth conversation with her manager Maria and she wants to go ahead and create that aspiration so what will happen here is that once she creates that aspiration she um she can have a a conversation with her manager Maria and in that growth conversation pardon me with that in that growth conversation she and Maria can actually talk about what the um what that actual um that that plan looks like so with that um a big part of that conversation is that Maria may ask um um or recommend to Emily that she creates a growth plan and when she goes to create a growth plan that growth plan will actually take her through a a step a step-by-step guide like we just saw with aspiration but really what happens here is it it really starts to become magical right because it not only says hey here's um your aspiration to become a sales manager but this is really where the the work begins because the system is going to automatically pull in all types of learning courses um suggested activities like maybe getting a mentor or um or taking um um you taking different um initiatives to get to obtain these skills so you'll see here that it shows her the skills that are required it tells her what's already what she already has so she's well ahead of the game um but it then it also um suggest additional um skills that she may um need to work on so she can select additional ones if needed as she continues to go through this this wi this guide is also going to pull in as I mentioned those additional activities so the system is going to intelligently recommend um learning courses again from those multiple LMS systems that you have that will allow her to gain those related skills that are needed so notice it automatically selects courses she can deselect if she wants or she can search for more but it's automatically showing her what skills she's going to gain um or learn by taking this learning course as she continues through that it's going to provide additional ones so it's making suggestions on additional activities that she can continue um to help track her progress and the last step could be um something that happen can happen um um as well and that's for her manager or even maybe a mentor to actually validate skills on her behalf once she's taken that course it's important to note that within our learning experience solution we do have the ability to do um U have like career assessments or exams so to ensure that employees are actually gaining that knowledge but you can have other validation um validation methods as well so in this case she wants to go ahead and create that growth plan and in this instance is going to consolidate all of that detail for Emily and again she won't have to automatically um she won't have to you know try to keep up with this this is where the power of the platform really comes into play because it's going to automatically alert her when she needs to take action so again it could be via teams or via chat or via a task um that shows up but you'll see here that this development plan or growth plan pulled out pulled in all of those activities that we talked about so there's learning courses there's check-ins with her manager um and then basically she can set a date a due date or she can have it kind of you know um if there's not a not a specific date she doesn't have to set that but once she launches that plan then she and her manager Maria can can actually have those continuing conversations about it so that's a quick quick I know it's a lot that I showed but um but a couple other things I want to briefly show as well um it's important to note that with employee growth and development when you look at it overall um you have all of these capabilities embedded in the solution Al together you can may you may choose to to to when you think about crawling you may want to just start with learning consolidating all of your learning management content in a single simple simple paint of glass for your employees to see and be able to discover so you can absolutely do that or maybe you want to just you know um start with rolling out a mentoring program as an example and I want to quickly show you what a um one of our mentoring programs look like here so as a as a A mentee or a mentor I can actually go in and set up preferences um initially so maybe I um I want to be a me um I want to be a mentor and this is the skill set that I have of course based on my role and my experience so I can um um volunteer to opt into a mentor program but I'm looking at it now from the Viewpoint of Emily so she was looking for um she's looking for mentor to gain new skill sets the system is going to automatic um it's like to say automatically um is going to automatically um suggest mentors to her that are a great match based on what her preferences are and she can actually scroll through and and decide to connect with them right here within the platform as well but she's able to track that um that that whole mentoring relationship um within the um the platform as well but you'll notice here that it also gives her her those intelligent suggestions on you know do you want to level up your skills or do you want to have a conversation with your manager it's giving her those suggestions um to on how to have make the most out of this mentoring relationship so just to come back I know I covered quite a bit there I want to go back over to our um to our slides here time goes really fast so going back um what I've shown you was quite a bit but when we think about employee growth and development overall um we're we're hoping to help your your organization Drive retention and growth by delivering an orchestrated Talent Development experience within service now and we we hope that that will help improve retention by making it easy for employees to self-drive their Career Development from a single place so one way when you think about it as an employee I may not know what other opportunities are out there um again within EGD we're able to present suggestions to those employees on different um internal jobs that are available or make suggestions based on their current skill set based on what we know about that employee but we also want to help you know fuel fuel business growth um for your organization by helping you to retain grow and develop highly skilled individuals that are aligned to your business goals and ultimately we want to make smarter Talent decisions help you make smarter smarter Talent Decisions by gaining insights into your capabilities and Workforce so one of the things I didn't get a chance to show today but we're we're hoping that you'll you'll reach out to us for for more information is um within manager Hub today we have the ability for managers to see their entire teams um their what their current skills are and what what those skill gaps are and in we really help guide the managers to to helping their employees um you know achieve those those those goals uh with gaining those new skill sets when we look at EGD overall um these are some of the the capabilities that I I showed in a quick a quick demo um we have a single unified career Hub that Empower self-guided Career Development we're hoping to drive continuous engagement by proactively delivering learning and career activities and to-dos in the flow of work so you saw those suggestions or what I like to call those nudges for for Emily that were just presented to her we also have tailored individual career paths with actionable task and development activities so if she has an aspiration to to move to a new role we're going to help her develop a learning plan or I should say a growth plan that includes learning activities um other activities maybe such as mentoring um um as well to help her get to to that um to to be ready for that new role we also are enhancing the cre development experience with those AI driven recommendations and guidance as I mentioned um and ultimately we're hoping to provide that um that visibility and insight into employees skills and capabilities um a big part of what we do to to make this all happen is that we want to leverage those pre we want to leverage pre-built Integrations um and and really give you an a return on investment on other Investments that you've made so you may have again those multiple learning management system but is really a a poor user experience for your employees to be able to actually um you know where to go to find a course or how do if I want to gain a certain skill what do I do and what system do I go to EGD is going to help sub simplify that entire entire process for you so before I move into a few other wrap-ups and look at the Q&A I want to launch another poll um so I want to hear about your talent development strategy um that's out there see can we Rue can you help me with launching my second poll let's see if I can get there oh I have it so for our second poll here does your organization have a talent development strategy in place today um we're curious to hear you know um if if you're just starting out or if you already have something and you're kind of where you're where where are you on the on the Spectrum excellent as we car we're coming in us this it's um a majority are saying that you don't have one um and and some are saying yet you do have one I'll be curious to hear if you if you don't mind sharing in the chat um you know um kind of where are you at the beginning middle or or you well into into that Talent Development strategy there a few of you that says not yet but planning to to create one here I'll go ahead and end the poll and as I said you just sharing the results there a few of you majority are no but um there are few of you that that are and we we'd love to to continue talking with you about about what your strategies are and how we can help so just to do a quick um recap here um like we really would love to help you drive your employee retention and growth um one of our ask and and we'll be following up as well is that we'd love for you to reach out to your service now count team to dis discuss more about your talent development priorities and to learn more about EGD um today I just simply scratched the surface a little bit on it but there's you know there there's it's a very comprehensive um solution that we're providing and we believe we have you know Great Value um can provide Great Value to your organization we also encourage enage you to join our community page um so we have an EGD Community page um where you can stay up to date um we'll soon be posting a Blog on um our we currently if you go out there we have um articles on our initial release our Vancouver release um and we'll be soon posting a Blog update on all of the features and enhancements that came with the Washington release um but as I mentioned today everything I showed you with the exception of leader Hub when I spoke about leader Hub um as well as um talked about projects and gigs being part of our opportunity Marketplace everything you saw today was in there except those two so gigs and projects is coming in the fall leader Hub is coming in the fall and then we also encourage you to visit our website um for upcoming events and solution briefs so there is an employee growth and development product page on our corporate website and we have some great resources out there like white papers data sheets we have little mini demos as well um if you want to um share with your teams um as well as we have a great ebook out there um that we can we can share and as I look at the yes thank you um I can see here that um thank you Ru for posting those chat those links for me out there for those that want to go out there today but we will be providing these slides as well and then um just to also talk about what we um how we can help you accelerate your value in further goals overall we um we would be remiss not to highlight um additional resources that you have um here with within service now and that's um if you want to learn more about our service now impact which helps you to realize value faster across your business with proactive insights and prescriptive guidance and tailored training recommendations I will say that for employee growth and development we're working to get that detail out there but um but there's still a lot of great resources out there there's also training and certification information so for our partners out there we do have partner Essentials for employee growth and development and for our customers we do have an Essentials course that gives you kind of an high level overview of employee growth and development and you can also um have information for our expert Services um team as well so thank you everyone and we hope you have a great one