The construction industry needs skilled tradespeople and not enough young people are entering the workforce with the skills we need right out of school. However, training the workforce poses significant time and financial challenges.

Chris Bybee and his company, Interplay Learning, are working to address those challenges by bringing an immersive VR training platform to the trades. Chris joins The Morning Huddle to talk about what his company and others like it are doing to close the skilled trades gap in our industry.

Transcripts:

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00:00
Speaker 1
We need to get back to work. And work is one of the ways.

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00:03
Speaker 2
That we contribute to this country, that.

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00:06
Speaker 1
We grow our gdp, we grow our tax base, we contribute to each other effectively. We help finance our national security, our homeland security, our infrastructure.

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00:15
Speaker 2
I had key employees that really wanted to be leaders in the company, but they didn't want to have any ownership.

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00:21
Speaker 1
In responsibility that way. So I just had to start researching.

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00:25
Speaker 2
Out and figuring out, well, how do I market my company?

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00:28
Speaker 1
Go to your local school board for one hour twice this year. And if you can have even just 10 or 15 employers show up and do that at the same school board every single month, there's two contractors filling out a little card to give your 30 seconds at the podium that says, I need your help and we have great jobs. Eventually they will hear you. But if everyone just did two hours a year, that's how we change this. Stacy, how you doing this morning?

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00:51
Speaker 3
I'm doing great.

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00:52
Speaker 1
She loves it. I ask the question every time. She's like, I'm fine, dude, just a little much.

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01:01
Speaker 2
And I say to that owner, I said, so you're not willing to invest in yourself, you're not going to invest in yourself. You're going to invest in companies you have no control over, whereas your company you control and you don't have the confidence to pour the money into that. When things are busy and they're looking for their GC friends to sit down and negotiate a project on a GC and a fee, and they're more excited about building the project and then all of a sudden the model, the market swings and now the developer market is going to go out and they're going to hard bid the same project to two or three different GCs. And that's where it starts going down.

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01:44
Speaker 1
It's morning huddle time. Good morning. I've got Chris with us and Stacy with us this morning. Good to see you both. Stacy, how are you today?

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01:53
Speaker 3
I'm doing great. A little shout out to my new intern, Lexi. So hopefully she logged on today, but she's going to be helping us with some of the morning huddle activities throughout her internship this summer with me.

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02:05
Speaker 1
Wonderful help is something we need.

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02:08
Speaker 3
Definitely.

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02:10
Speaker 1
Thank you. That's. That's great news, Stacy.

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02:13
Speaker 2
It's great.

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02:14
Speaker 1
Chris, how are you this great?

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02:16
Speaker 2
I'm great. Yeah. Thanks, Chad. Thanks, Stacey, for having me on.

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02:19
Speaker 1
Yeah, it's our pleasure. So Chris Bybee is the Director of Strategic growth for Interplay Learning and he's Interplay Learnings and is a company that has designed immersive sort of virtual reality training experiences for the skilled trades. So there are ways to create faster educational paths. I'm going to let Chris describe this a little bit more. Chris, talk a little bit about the company and maybe a little bit more on your background so our audience has a sense for sort of who you are.

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02:52
Speaker 2
Yeah, no thanks, Chad. No, you nailed a lot of it. Yeah. So as Chad mentioned, I'm Christopher Bybee. I serve as Interplay Learning's Director of Strategic growth. Really looking at new markets, new opportunities, and the more interesting thing is really what Interplay does. And as Chad mentioned, we're. We're trying to be the global leader of on demand career trades training. And how we do that is we do that via simulations.

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03:16
Speaker 1
So.

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03:16
Speaker 2
So I think the simplest way to put it is think of a video game. Instead of shooting a bad guy, we swap out that with troubleshooting a rooftop package unit or fixing a toilet. And we're really trying to bring this simulated environment, which allows for very scalable training, to the next generation of worker. We're trying to equip contractors, educators, workforce development programs with a tool to really meet that next generation of worker and train them up in a faster way. So excited to dive in and really appreciate you all having me on.

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03:48
Speaker 1
No, it's. It's our pleasure. And. And if I'm not mistaken, Stacy, isn't there some personal connection that you have to. To Interplay or at least.

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03:59
Speaker 3
Yeah, my boss at the time, Mark Jury, who's now with Mark Jury Associates, he, me and him sat down with Interplay maybe like six years ago, and you guys were kind of in preliminary stages and more on the residential end than commercial. But since then, and you'll get into it, I mean, they've made so many great improvements. He just gave me a demonstration a couple months ago, so it's pretty impressive. So you'll get to see it.

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04:28
Speaker 1
It's definitely an exciting time for technology of all kinds. It's an exciting time for technology in the building industry. And, and for all the ugliness that Covid brought us, one of the things I think Covid did bring us, at least in the building industry, is a willingness to embrace technology out of necessity in a way that didn't exist before. And I'll be interested to know, did that propel the growth or the sort of the. I don't know, did that change. Did Covid change in any way the trajectory of your business?

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05:03
Speaker 2
Yeah. No, no, entirely. I think you nailed it on the head. I think the, you know, the construction industry generally tends to follow second on some of these technology changes. Right. And yeah, and I think what we saw was contractors and educators got comfortable with the idea of online remote learning out of necessity, like you said, through Covid. And where were able to step in, and I think where VR and other augmented technology is able to step in is really by creating those lifelike field like environments in that technology world. So you reduce materials cost entirely. Right. You no longer need lab space to teach your guys. You also don't have to worry so much about safety. So you can put them in an environment that's safe and they can practice.

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05:49
Speaker 1
If you electrocute yourself virtually, you're going to be okay.

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05:52
Speaker 2
We're working on that. We're working on a way to really put this should. Yeah, exactly. Right. But you know, I guess in summary, I think it was overall a good thing, I think for the construction industry, for virtual reality in general. And were excited to help fill that gap in kind of that time.

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06:12
Speaker 1
That's cool. So, so by way of additional play in just to kind of get everybody's head wrapped around exactly what this looks and feels like, I'll apologize in advance for our audio only audience that may be listening to this via Spotify or Apple music or Apple PODcast or what have you, but I'm gonna play a, what is it, a little less than a minute video clip that kind of goes through what this looks like and feels like. And, and Stacy, coming away from that, I'm gonna ask you obviously to do what you do so well, which is to, you know, work with the audience and capture any questions that we can bring back with the last ten minutes or so.

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06:52
Speaker 3
All right, sounds good.

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06:53
Speaker 1
Awesome. All right, cool. Let's check this out.

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07:42
Speaker 2
Cool.

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07:43
Speaker 1
All right, so for those who are joining audio only, what just occurred was you can actually see this experience in action where you have somebody with the VR and you'll talk about some of this technology itself. But with a VR headset is the best, as I can describe it, and a couple of hand controls actually going through the process of messing with electronics. Not electronics, but appliances, you know, H vac units, you know, things along those lines. And so which I think is really impressive and it's exciting. I'm going to ask Chris, what's the goal with this whole movement speaking maybe a little bit less about interplay at this point and maybe more as a spokesperson for the movement that might be VR and construction training?

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08:38
Speaker 2
Yeah, that's a good question. And I think VR is. I'll make a quick comment about VR and then I'll tie it all back to your main question. But VR is a part of our technology. It's an important part, but it's not the crux of it really. The simulations are which can be delivered on VR, desktop, tablet. And why that's important is because that allows this tool to be a one to many scalable solution. And when you look at kind of the more professional workers, so, you know, desk jobs, they've got a lot of tools like Masterclass, LinkedIn learning, where this idea of one to many scalable solution has worked very well from a teaching standpoint.

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09:18
Speaker 2
And our kind of single truth that we believe in is that the one to many skills training platform is really the tool and solution to the global skills gap problem. So you have to have some sort of training tool that is deployable across geographies, meets learners where they're at to really solve this skills gap we're seeing. And it equips the contractor with a tool that's deployable in that sense, it gives the learner a tool that's smart and complex and allows them to learn at their own pace. So ultimately I think that VR simulations in this broader scalable solution just allows for the construction industry to really combat the global skills gap, if you will.

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10:01
Speaker 1
Right on. You know, and I know you follow the morning huddle. So you know that in our past two episodes we've been really talking about that skills gap. We talked with Amy Rock, who's developed this, your program inside Prince George's County Public Schools that's being emulated by other school systems. Really talking about how do we get the young people involved. There's something that's designed to, you know, address the total personnel count problem that we have. Right. And you know, leading then into the conversation that we had last week, you know, with Mark Perna, who was talking about generations in the workplace and what are we doing to engage youth and young people. Now you're talking about bringing VR to bear as a training tool, as a way of helping to close a skills gap.

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10:53
Speaker 1
But another thing that I can't help thinking about is how that actually plugs in with the youth aspect that both Amy and Mark were with us talking about for the past two episodes. So to what extent, I guess, do you feel like in addition to addressing the skills gap and bringing technology to where people are, do you have any reason to believe that this is helping in any way to attract more young people?

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11:22
Speaker 2
Yeah, definitely. I Mean, you know, one funny story that I like to tell and it's one of our customers who has said it is, and he's a big believer interplay and kind of the broader, you know, simulation technology is, you know, the challenge is we try to recruit these 18 year old, 19 year old guys or girls into our program. They've spent the last eight, ten years of high school or middle school using an iPad, learning on the computer and they show up on day one, we put a 65 year old guy in front of them to teach them. Out of a textbook.

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11:51
Speaker 1
Right, with a chalkboard.

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11:53
Speaker 2
Yeah, exactly. And you know, a little bit of a funny story and you know, no shame against the 65 year old instructor. But I, I think, you know, where we can step in is really as a supplemental tool and whether it's us or, you know, another simulation or VR provider, I think it just, it allows you to almost make the trade sexy again, if you will, for lack of a better word. And so I think you're exactly right. You're spot on there.

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12:18
Speaker 1
Well, and you said that word, that story illustrates it well. Where I think what happens is the educational system has actually done a pretty nice job of integrating technology into young people's experience, whether that is, you know, partial virtual classroom environments or, you know, fully immersive experiences that they're going through. You know, virtual. Yeah, virtually as a part of, you know, their college curriculum or as a part of their, you know, tech school curriculum and things like, I mean, certainly I'm here on location today at Penn College, which is a Penn State affiliate in Williamsport, Pennsylvania, long story, but I'm up here hanging out and one of the, I mean their facilities are absolutely amazing. I'm not getting paid to say that, but they're really spectacular facilities in terms of, you know, technical education.

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13:12
Speaker 1
And, and yeah, now here they go into the workforce and the tech, There's a tech drop off.

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13:18
Speaker 2
Right.

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13:18
Speaker 3
It.

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13:19
Speaker 1
Shouldn't it be the opposite, you know, shouldn't it be like, all right, now I've graduated, now here comes the real stuff.

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13:24
Speaker 2
Yeah.

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13:25
Speaker 1
And you know, anyway, so I do think that there's, you know, kind of a strategic advantage that an organization could get by embracing this type of, you know, technology as a way of attracting more of that young talent that has, you know, kind of come up with a technology background. So fit this all in with apprenticeship programs. Help me understand where all that fits because I think, you know, we all know that apprenticeship programs are critical. Is this going to replace apprenticeship what happens?

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14:05
Speaker 2
Yeah. In the near term the answer is no. You know, we're a believer that we're not the first to come in with trades curriculum. We believe that we have maybe an additional tool to put in the toolbox, but really a reinforcing mechanism at this point. You know, we're well aware and close with a lot of the national providers of curriculum for a lot of these apprenticeship programs and where we have really fit in as a supplemental tool to provide that enhanced hands on training aspect. Do I, you know, from a bias perspective, believe eventually maybe there's a world where you could have a trade school from the Oculus? Absolutely. But we're certainly not quite there yet. And for now it's really as a supplemental tool.

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14:50
Speaker 1
I think, you know, all the organizations that are fueling apprenticeship today, they're obviously doing a world of good.

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15:01
Speaker 2
Yep.

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15:04
Speaker 1
And I think it's extremely important that they, that there comes to be a collaboration between what you're talking about, what you're doing and what they're actively doing and have been doing for decades.

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15:21
Speaker 2
Agreed.

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15:22
Speaker 1
Are you, are you in communication with apprenticeship organizations or agencies across the country?

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15:30
Speaker 2
We are, yeah. And in my mind that takes a few forms. One is we actually have worked closely with the Department of Labor and have our own apprenticeship program. We really just did that so that our content, it can easily be placed into an existing program and the standards don't have to be. Got it radically. So that's kind of number one. Number two is we work closely with you know, folks like NCCR and other curriculum providers to say how do we map to your curriculum? And then lastly is we've worked closely with a lot of associations who put all of this on. Right. And you know, the ABCs of the world. We have a close partnership with ABC and so. Exactly right. We're late to the game in terms of apprenticeship.

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16:11
Speaker 2
But we do believe that our tool allows kind of a enhanced experience for both the learner and for the ultimate employer. Right. We, our belief is that you're going to get a more a better trained, better equipped technician on day one than you would otherwise with this technology. And so really again, I think it's just another tool in the toolkit.

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16:32
Speaker 1
I think. I'm glad to hear you describe it the way that you are. I feel really any. Anytime you take technology like this and you pit it against the establishment, if you will, it's a recipe for nothing happening. So, so I, you know, but anyway, you didn't come here for a lecture for me. Sorry. I Think I heard it.

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17:07
Speaker 2
I've heard it before. Yeah. Yeah.

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17:09
Speaker 1
I think you're heading down a good path. I like that. So one of the things when you and I had a kind of a, just a, you know, get to know conversation leading up to the show that we talked about is that 72% of contractors or 70 plus percent of contractors believe that they will have trouble finding labor in the years ahead and that they're currently having trouble finding labor today. If I just anecdotally, without any hard statistics, I don't know a single trade contractor that wouldn't take more qualified, capable technicians, foreman management, you know, fill in the blank.

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17:47
Speaker 2
Yep.

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17:49
Speaker 1
Meanwhile, so they have this hard time finding labor. Meanwhile, they also believe that they're going to be growing their businesses and those two things don't mesh.

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18:00
Speaker 2
Right.

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18:02
Speaker 1
Where can what we're talking about help?

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18:07
Speaker 2
Yeah, yeah, it's a good question. And you're spot on. I mean, every contractor we talk to is feeling the exact same pain. And just one add on point is that the pain is not just from, you know, if I have H Vac Shop, I don't just feel the pain from Chad's H Vac Shop, I feel it from Amazon and every other hourly employer who's investing in education as a benefit. Right. Where I think, you know, this technology can help is do a couple things. One, it allows you to broaden your recruiting funnel. Right. You might be able to recruit someone who has less skills because you're able to train them up faster with kind of the simulated technology. You theoretically put them in the field faster in the virtual reality world than you would be able to in actual real life.

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18:53
Speaker 2
Number two is I think with this technology you're able to just get better data on what skills they're gaining, what skills they're having trouble with. And so it allows you to run, I would call a smarter shop, if you will, and know where to deploy, you know, talent across the field. So in short, I think it reduces the training time, it allows a broader funnel which just allows you to compete for talent for the world on talent as we describe it.

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19:17
Speaker 1
Okay, so I'm gonna, I'm gonna, I hope not upset you when I say this, but I. So circa March 2020, right? Let's take everybody back to March 2020. No, let's not go back to March 2020. But, but I certainly experienced as a parent of three young children, two of whom were in school at that time. I remember virtual school. And I got to tell you, I don't Think there was a lot of school occurring. Yeah. You know, during that time. Our opinion, the picture we have now of online school, I mean, it's not very positive.

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20:00
Speaker 2
Right. So.

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20:02
Speaker 1
So as we sort of work our minds to embrace this idea of virtual learning, you know, with what we're talking about here, help me understand why this is not going to suck.

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20:17
Speaker 2
Yeah, no, it's a good question. And I think we've gotten all of that pushback. You know, I think the fundamental difference is the field like learning. Right. The simulations and there's some good data about the media recall, which really just means how much do you remember compared to desktop learning, when it's about 75%. So you're actually, you know, interacting with a desktop versus the simulation. You recall about 75% of what you learned via desktop. You recall about 90% what you've learned via a simulation. So our belief is it's just better. You know, it's like saying, you know, you're driving a, you know, a dinged up old car. In reality, what I think we're offering is kind of a new Chevrolet. Chevrolet. Right.

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21:02
Speaker 2
It's where I think there's a difference between kind of what we saw through the pandemic and that kind of zoom based online learning and the technology you see with simulation. So the last thing I'll note is we will never claim to replace on the job training. Hands down, that will always be the best form of training. What's challenging is there's typically, you know, one or two apprentices per journeyman, and that's hard to scale as you think about growing your business. So this is just a tool to both allow for better recall and be allowed to scale faster.

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21:32
Speaker 1
Yeah. I gotta tell you one other thought that I'll have, I'll kind of layer into this. I've heard dozens of times about one key roadblock is reliable transportation every single day for people to get to classroom environments. Young people, 18, 19, 20, you know, that kind of range, not uncommon, that they don't have reliable transportation. I had an old school VW GTI I would not call reliable at that time, you know what I'm saying? So, you know, I can relate. I think everybody, you know, at that age is potentially challenged. I think if there's a way to augment some of their education by bringing them an education at home that actually works.

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22:19
Speaker 2
Totally.

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22:19
Speaker 1
That actually really does work. There's something cool to be done here. I'm going to bring back Stacy. I'm sure she has amassed some questions and we can kind of hear more what the audience wants to cover because I could probably geek out going down all rabbit hole.

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22:41
Speaker 3
So Chris Blake from Pivot Workforce, he had a couple questions. We already answered the NCCER question, but can you confirm what trades you're actually currently working with?

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22:53
Speaker 2
Yeah, good question. So we serve the H VAC plumbing, electrical markets. All of those roll up well into a nice facility maintenance catalog as well. And then we also serve the mult. Stacy, as you noted earlier, we have our roots on the residential side. We've done a lot of good work over the last year to move more into the commercial side. So you'll see more commercial service, more commercial install content both in the catalog and coming.

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23:21
Speaker 3
And then what big like commercial contractors are you currently working with?

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23:27
Speaker 2
Yeah, good question. I won't, maybe I'll just leave it at the ABC relationship. I just don't want to name drop anybody without permission. But we do have a great relationship with ABC and several ABC chapters and a number of ABC contractors. We are working closely with a guy named John Morris through ABC Ohio Valley to both fit within their apprenticeship program and to sell through to all of their or a lot of their contractors as well.

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23:56
Speaker 3
And then could you walk us through like you're a first year apprenticeship program or apprentice, just say plumber, electrician, what does it look like? You log into your system and can you just kind of visualize that somehow for us?

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24:12
Speaker 2
Yeah, sure.

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24:13
Speaker 3
Yeah.

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24:13
Speaker 2
I mean it's similar to, you know, many other kind of learning management systems. You'll have a dashboard which shows your, it's like kind of your home base. Right. And you're able to see how many points you've acquired, what courses you have do that are upcoming. Who on your team has more points than you? So we have a little bit of a competitive flair. From there we have our catalog and from there, you know, you're able to do the simulation. So you have access to all the catalogs. And in those catalogs we have what's called learning paths, which is really just an organized way of putting all the simulations together or video courses to say here, let's walk through H Vac Fundamentals 1 and we kind of take a walk job run approach where we show you some videos, kind of teach theory.

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24:58
Speaker 2
We'll then show you a video of the simulation with One of our SMEs talking about, hey, here Stacy's what you're going to do in the simulation. And then we actually Put you in the simulation. And we have a couple different levels of that where we first it's kind of like training wheels, very guided, and then it moves to kind of a more advanced where we really test your knowledge and recall.

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25:16
Speaker 3
Nice.

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25:17
Speaker 1
I could imagine there as an organization, let's say I'm an electrical contractor that makes this investment in having VR technology be a part of our program. I could imagine there's a big potential fail point of us as an organization not knowing how to manage this particularly effectively. I hear things like learning paths and I, I absolutely agree that's sort of a well established best practice for self guided training types of courses or. Yeah, self guided. Is there. If I'm an organization wanting to implement something that incorporates at home simulation learning, what kind of advice would you have for that organization?

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26:18
Speaker 2
Yeah, that's a good question. I think ultimately you have to show outcomes to the learner. Meaning, I mean ultimately the biggest challenge we have is people don't love to do training. Regardless if it's this cool training or your traditional training. People like both the contractor likes their employer to be in the field and the likes their employee to be in the field. And the employee when they're not working, doesn't necessarily want to be doing virtual training.

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26:47
Speaker 1
Right. They hate getting, they hate not getting paid to train.

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26:50
Speaker 2
Yeah, right, exactly. And so I think either you have to pay them for that time or you say, hey Chad, here's your learning path. Once you complete this and you've got six months of experience, here's the promotion that you'll be eligible for. And so once you tie training, the outcomes and skills achievement, I think there's just so much more buy in. And it's all about this cultural shift of education being embedded in the workplace and less of a check the box of, oh yeah, we did our safety training this month too. No, let's ensure that Chad is gaining skills in developing his career.

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27:22
Speaker 1
Love it.

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27:22
Speaker 2
Yeah.

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27:23
Speaker 1
One of the things that, in addition to the, I think those are fantastic points, one of the things that I would wonder if you've seen is when an organization kind of assigns a director of training, you know, training director, even if they're a small organization and that training director wears other hats, you know, making, you know, somebody in a leadership capacity accountable for following through and you know, making sure that the people who are supposed to be doing this are doing this. I can't tell you how many people, how many contractors I've talked to who've told me, you know, there's nothing I can do, like, it's amazing to me that I'm trying to offer these guys free money and they don't complete their training. It's crazy to me type of stuff. And anyway, training directors, what's your take?

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28:13
Speaker 2
Yeah, no, I mean, we've. That's another. Another observation we've had that you have to have someone who is responsible for it, and it doesn't. You know, a lot of organizations are not big enough to have a director of training. And so maybe it falls on the, you know, the person who handles all the hr, or maybe it's the owner. But I think, yeah, as an owner of the business, you have to do the ROI math. And we've done a lot of the math ourselves where you show when we add one guy and we get him in the truck, we're gonna drive $200,000 of revenue per year. Right. When you start to really peel back the layers, you can start to justify some of these investments as an owner. But you're totally right.

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28:51
Speaker 2
You have to assign someone who is responsible for these technicians or employees, you know, doing the work.

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28:58
Speaker 1
And I know our good friend Mark Drury, whose second call out in one show.

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29:02
Speaker 2
Mark.

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29:02
Speaker 1
All right, good job. But our good friend Mark Drury will enjoy hearing me say this, which is that you don't. Organizations have to break the mentality that their job is to go out and find qualified people. Now, their job is to find people who have the potential to become qualified people and then take educating their people really seriously and. And grow their own talent. If you're waiting for somebody else to train people and put them in your organization, you're going to be waiting a long time and you're going to be falling behind. So. So, look, I love this conversation. Stacy, do we have any other questions.

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29:39
Speaker 3
On the career path of things? If someone wants to get hired within your organization, how do you look for people that know the construction trades and also know VR or what kind of positions are you looking for? Because that seems a little tough.

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29:56
Speaker 2
Yeah, it's a good question. I mean, to be fair, I didn't know really anything about the H vac or plumbing or electrical industry when I started and have learned a lot. But we employ a number of SMEs, market experts, subject matter experts, who help both on the content side and then help my team on how do we go to market effectively. So I guess what I would say, really for the audience listening is, yeah, if you don't know anything about VR, but you have a passion for the trades and you Want to help on developing the next set of content for these learners? I would welcome a conversation because we're always looking for additional help to think through content or go to market strategies, really, to better serve the contractor and the employer. Yeah.

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30:37
Speaker 3
Awesome.

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30:39
Speaker 1
Thank you so much. Chris, any final words before we jump?

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30:44
Speaker 2
No, just really appreciative to be on here. I, I have enjoyed y' all show and Mark's. Mark's been a, a fun guy for us to work with. And so anybody who has Mark on status, I guess, is I'm a big fan of. Thank you guys. And yeah, thank you so much for the time.

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31:01
Speaker 1
Thank you. Real pleasure. Okay, Stacy, let's talk about what we have coming up next week. And my gosh, we're heading down the final stretch of season two. I cannot believe it.

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31:11
Speaker 2
I know.

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31:12
Speaker 1
We're, we're. It's moving fast. It really is. So, so one thing that I want to just plug real quick is that if as we're loading up for season three, which is going to get rolling in sort of early fall, if you or someone, you know, has an important story to tell about creating positive change in the building industry, reach out to me or Stacy and, and let us know. We're putting together guests. I think we have 13 or 14 shows that we'll be putting on in season three. I think we have something like six guests already lined up here in, you know, in May.

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31:45
Speaker 3
We'll probably fill up quickly. Season two filled up really quickly. So if you have any interest, we're definitely looking for, like, fun and new topics surrounding the building industry. And then we'll have some, you know, popular guests return.

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31:59
Speaker 1
No doubt. Yeah, some folks that we definitely got cut off with and said we could keep talking for, for a long time. So.

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32:07
Speaker 2
Good.

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32:08
Speaker 1
Please reach out to us on that next week along the lines of interesting topics. We've got Dwayne Gleason coming to talk about connecting digital and physical construction. Dwayne is somebody who spent the first half of his career working in the field in the trenches with a construction company, and then has spent. Spent the second portion of his career to date behind a computer screen, taking what he learned in physical construction and applying it to the digital world. It should be a really interesting discussion with one of the leaders at Trimble who's obviously a leader in construction tech. So please do join us for that.

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32:50
Speaker 1
And then finally, a reminder to everybody to, you know, just shoot Stacy a note, let us know that, you know, you want to be on our weekly newsletter that you don't want to have to try to keep up with the LinkedIn invites, and you just want to get an email that tells you what's happening and when so you can click and register with all of that. Anything, Stacy, that I've missed or that you want to add?

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33:12
Speaker 3
Nope. You got it right.

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33:15
Speaker 1
I love that. All right, so thank you so much again to Chris. Stacy, great job getting Chris here. I'm excited. You know, I'm glad that we had that conversation. I think that it'll lead to some really interesting discussions internally for our. For our audience.

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33:29
Speaker 3
Nice. Well, have a great day, and we'll see you next Tuesday.

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33:33
Speaker 1
Sounds good.

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33:34
Speaker 3
See ya.

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33:35
Speaker 1
See ya.