1 00:00:15,210 --> 00:00:18,290 Welcome, everyone. Jonathan Kirschner here along 2 00:00:18,290 --> 00:00:21,810 with my sidekick Joynesson. And we're here on a podcast 3 00:00:21,810 --> 00:00:24,650 about leadership. And on this podcast, we talk 4 00:00:24,650 --> 00:00:27,770 about all things leadership. And we're delighted today to 5 00:00:27,770 --> 00:00:32,810 have Gideon Rosenberg on the call today from Tel Aviv. 6 00:00:33,360 --> 00:00:37,800 And Gideon works for a little small company called NVIDIA. 7 00:00:39,160 --> 00:00:42,480 If anybody's heard of NVIDIA, it's this small little $4.5 8 00:00:42,480 --> 00:00:47,320 trillion in growing organization that is ushering in heralding, 9 00:00:47,560 --> 00:00:53,200 accelerating the future through AI and, and, and many other 10 00:00:53,200 --> 00:00:56,920 things. So Gideon is just fantastic to 11 00:00:56,920 --> 00:00:58,440 have you here. Welcome on the show. 12 00:00:59,560 --> 00:01:01,640 Thanks for having me. All right. 13 00:01:01,920 --> 00:01:05,800 So, so Gideon, I mean the first question you know, we we have 14 00:01:05,800 --> 00:01:11,040 burning curiosity about is, is really just you and maybe you 15 00:01:11,040 --> 00:01:15,640 could share a little bit about yourself and your journey that 16 00:01:15,640 --> 00:01:18,720 brought you up to up to where you are right now. 17 00:01:19,760 --> 00:01:24,680 And then we have about a billion more questions. 4.5 trillion 18 00:01:24,680 --> 00:01:28,000 more questions. Yeah. 19 00:01:28,000 --> 00:01:32,760 So I, I won't go through all my career, but about 15 years ago, 20 00:01:33,040 --> 00:01:36,600 a little over 15 years ago, I joined a small company called 21 00:01:36,600 --> 00:01:38,520 Mellanox Technologies here in Israel. 22 00:01:38,880 --> 00:01:46,080 And at the time we had about four hundred 450 employees and 23 00:01:46,080 --> 00:01:50,880 worldwide and we were valued at around $700 million on the stock 24 00:01:50,880 --> 00:01:55,520 market on NASDAQ. And, and you know, we, we went 25 00:01:55,520 --> 00:01:59,960 through this amazing trajectory from the time I joined, you 26 00:02:00,240 --> 00:02:03,080 know, shortly afterwards, we, we acquired, we started acquiring 27 00:02:03,080 --> 00:02:06,400 companies and you know, growth started to happen. 28 00:02:06,920 --> 00:02:08,880 We hit a few speed bumps along the way. 29 00:02:09,600 --> 00:02:15,400 But then in 2019 we were acquired by, by NVIDIA that the 30 00:02:15,400 --> 00:02:19,480 closing happened in 2020. And ever since, you know, we 31 00:02:19,480 --> 00:02:23,960 joined forces and, and things have gone, you know, really, 32 00:02:23,960 --> 00:02:27,120 really well, obviously. And I joined originally as as 33 00:02:28,120 --> 00:02:31,000 deputy general counsel and got a legal background. 34 00:02:31,040 --> 00:02:35,480 That's what I do let M&AS and, and the sort of things that you 35 00:02:35,480 --> 00:02:39,160 would expect. And then about four years ago, I 36 00:02:39,160 --> 00:02:41,440 also became head of HR here in Israel. 37 00:02:42,200 --> 00:02:45,280 Just just help us understand like what's it like inside 38 00:02:46,560 --> 00:02:53,640 NVIDIA and and and and how is it as as a, an employee, as a 39 00:02:53,640 --> 00:02:58,760 leader and and what is your sense of what makes it 40 00:02:58,760 --> 00:03:03,360 distinctive? Yeah, it's a good question. 41 00:03:03,360 --> 00:03:06,880 I think overall, look, it's it's been a very good experience, 42 00:03:06,880 --> 00:03:10,880 right? It's it's we've joined exactly, 43 00:03:11,360 --> 00:03:14,520 you know, an opportune moment in time in the last five years. 44 00:03:14,520 --> 00:03:19,880 It's been amazing. But I think what's, you know, 45 00:03:19,880 --> 00:03:23,600 you mentioned Jensen, Jensen's leadership style is different 46 00:03:23,600 --> 00:03:27,920 than what I'm, I've seen in the past with other CE OS, not 47 00:03:27,920 --> 00:03:34,280 because, and, and for me, it's mostly on the side of he's a 48 00:03:34,280 --> 00:03:36,320 very empathetic person, all right. 49 00:03:36,560 --> 00:03:40,720 He really genuinely cares about his employees. 50 00:03:40,720 --> 00:03:43,720 And that's not to knock my previous CE OS I work with who 51 00:03:43,880 --> 00:03:45,480 also cared about their employees. 52 00:03:45,920 --> 00:03:50,720 But Jensen's taken it to this new level for me personally. 53 00:03:50,720 --> 00:03:55,800 And I, I see it in the actions that he takes and the way he, 54 00:03:55,840 --> 00:03:59,960 you know, he cares about each and every one of his employees. 55 00:04:00,200 --> 00:04:04,080 And so that I think trickles down obviously within the 56 00:04:04,080 --> 00:04:08,360 organization. And we, we focus on, on that. 57 00:04:08,400 --> 00:04:12,440 So Jensen likes to say, hey, you come to NVIDIA to do your life's 58 00:04:12,440 --> 00:04:14,560 work, right? And that could sound a bit 59 00:04:14,560 --> 00:04:16,839 pretentious because what does that mean, right? 60 00:04:16,839 --> 00:04:19,279 You know, is NVIDIA the only company where you could do your 61 00:04:19,279 --> 00:04:21,240 life's work? No, that's not what you really 62 00:04:21,240 --> 00:04:25,000 means, but it means you should be doing something work that you 63 00:04:25,000 --> 00:04:28,760 think is meaningful, right? Not that just we at NVIDIA think 64 00:04:28,760 --> 00:04:30,920 is meaningful, but you individually. 65 00:04:31,240 --> 00:04:34,480 And So what that leads to is people that are doing hopefully 66 00:04:34,480 --> 00:04:39,640 jobs that they're interested in. And if they're not satisfied, 67 00:04:39,720 --> 00:04:43,200 they should look to find another job within the organization 68 00:04:43,360 --> 00:04:45,360 because there are other opportunities. 69 00:04:45,720 --> 00:04:48,680 And I'm a great example, All right, Suddenly, you know, from 70 00:04:48,680 --> 00:04:52,640 legal, I've moved to also doing HR, which I never thought I 71 00:04:52,640 --> 00:04:55,640 would do in my life, right? I don't think anybody around me 72 00:04:55,640 --> 00:04:57,080 thought I would do ever in my life. 73 00:04:57,080 --> 00:05:00,400 And and that was a big, you know, bit of a leap of faith on 74 00:05:00,400 --> 00:05:03,440 behalf of leadership, including Jensen, to give me that role. 75 00:05:03,440 --> 00:05:08,320 And you know, and it's, it's paid off for me, hopefully also 76 00:05:08,320 --> 00:05:12,360 for the company, but that's sort of a vision here, right? 77 00:05:12,360 --> 00:05:16,480 You can do different things. And I think that's sort of a 78 00:05:16,480 --> 00:05:20,080 core part of our how we do business certainly. 79 00:05:20,440 --> 00:05:22,560 I love that. I think we also read that the 80 00:05:22,560 --> 00:05:25,400 Jensen's a big proponent of learning from mistakes in a 81 00:05:25,400 --> 00:05:27,560 public way. And I imagine that connects to 82 00:05:27,560 --> 00:05:29,280 this. You know, if something's not 83 00:05:29,280 --> 00:05:32,680 working in your role or even professionally for you, there's 84 00:05:32,680 --> 00:05:35,320 opportunity to learn from that and and find something that's a 85 00:05:35,320 --> 00:05:37,800 better fit. So I'm curious, Gideon, you 86 00:05:37,800 --> 00:05:41,520 know, with with your HR hat on and with NVIDIA being at this 87 00:05:41,520 --> 00:05:44,440 pivotal moment, really building the foundational technology for 88 00:05:44,440 --> 00:05:47,560 the future, how does that forward-looking mission 89 00:05:47,560 --> 00:05:51,240 translate into like how the company actually thinks about 90 00:05:51,240 --> 00:05:54,080 developing its own people, like the HR people strategy? 91 00:05:54,800 --> 00:05:57,920 Is there like an NVIDIA way to managing talent? 92 00:05:57,920 --> 00:05:59,840 How do you how do you own that hat? 93 00:05:59,840 --> 00:06:03,760 Because that's a big, big hat. First and foremost, obviously 94 00:06:03,760 --> 00:06:05,960 we're, we're looking for the best talent out there, all 95 00:06:05,960 --> 00:06:08,720 right, we're looking always to find and then that's across all 96 00:06:08,720 --> 00:06:10,440 disciplines. It doesn't, you know, it's not 97 00:06:10,440 --> 00:06:13,400 just a tech people, right? And it's, it's our operations 98 00:06:13,400 --> 00:06:16,880 team, it's our finance team, it's our legal team, it's the 99 00:06:16,880 --> 00:06:19,760 marketing team, everybody we're looking for the top talent. 100 00:06:20,200 --> 00:06:24,160 And, and we mentioned Jensen before and I think one of the 101 00:06:24,160 --> 00:06:27,280 key attributes for him when he's looking and know what he's 102 00:06:27,280 --> 00:06:31,200 looking for, his executives, he's looking to, to hire the 103 00:06:31,200 --> 00:06:35,200 best humans, right? So it's not just about your 104 00:06:35,200 --> 00:06:39,840 skill set in, in your technical capability, but it's also how 105 00:06:39,840 --> 00:06:45,120 you are as a human being. And I think that's, that's an 106 00:06:45,120 --> 00:06:48,560 important, you know, distinction, especially for a 107 00:06:48,560 --> 00:06:51,640 company that's leading the AI revolution. 108 00:06:51,760 --> 00:06:55,560 And so we want to make sure that the, you know, the human element 109 00:06:55,600 --> 00:06:58,280 is is maintained. And so we're we're really 110 00:06:58,280 --> 00:07:02,000 focused on that and, and trying to ensure that our employees are 111 00:07:02,000 --> 00:07:04,920 always challenged. We give them, you know, full 112 00:07:04,920 --> 00:07:07,000 authority to do things on their own, right. 113 00:07:07,000 --> 00:07:14,240 Everybody can be what we call a pick right in person pilot in 114 00:07:14,240 --> 00:07:17,280 command of the mission, the specific mission that they're 115 00:07:17,280 --> 00:07:19,520 given, right? And it doesn't it could be a 116 00:07:19,680 --> 00:07:23,000 junior employee who owns that mission that can tell, you know, 117 00:07:23,080 --> 00:07:26,080 a senior leader, hey, this is what we're doing type thing. 118 00:07:26,080 --> 00:07:32,240 And and and that conversation is is acceptable right to to within 119 00:07:32,240 --> 00:07:34,000 our. So you can just blast through 120 00:07:34,000 --> 00:07:36,920 hierarchy with with that clarity of role. 121 00:07:37,160 --> 00:07:41,760 Like if I if I am pick right then then I can. 122 00:07:42,240 --> 00:07:44,000 Doesn't matter where I sit on the totem pole. 123 00:07:44,840 --> 00:07:48,920 Yeah, I mean, obviously with with some things, but yeah, 124 00:07:50,000 --> 00:07:52,800 yeah, I mean, that's the idea. We're empowering our employees 125 00:07:52,800 --> 00:07:57,680 to do their their job and to to drive missions to drive our 126 00:07:57,680 --> 00:08:01,120 success. And you know, that's that's key. 127 00:08:01,120 --> 00:08:03,880 So we want to, and I and I mentioned this before, we want 128 00:08:03,880 --> 00:08:08,840 to make sure that our managers are, are thinking about this 129 00:08:08,840 --> 00:08:11,520 concept, right? That every morning, All right, 130 00:08:11,880 --> 00:08:16,080 you need to, to remember that your employees make a decision 131 00:08:16,200 --> 00:08:18,640 to come work, right? They wake up in the morning, 132 00:08:19,200 --> 00:08:22,160 they open their eyes and they go, Yep, do I get work today? 133 00:08:23,280 --> 00:08:25,280 And that happens every day, right? 134 00:08:25,280 --> 00:08:27,600 It's not a one off decision, right? 135 00:08:27,600 --> 00:08:30,520 They made a decision to join NVIDIA, which is great. 136 00:08:30,520 --> 00:08:32,559 And then every day they need to make that decision. 137 00:08:32,799 --> 00:08:35,559 So that's a mindset that we're trying to, that we've instilled 138 00:08:35,559 --> 00:08:39,679 in our, our, our managers that you need to be focused on, on 139 00:08:40,000 --> 00:08:44,680 the employee success and their desire to continue to work for, 140 00:08:44,720 --> 00:08:48,560 for the company. And that's that's not always the 141 00:08:48,560 --> 00:08:50,920 way people think. That's such a beautiful thing. 142 00:08:50,920 --> 00:08:55,800 I, you know, coming into this, call it, you know, I'm just a, 143 00:08:56,520 --> 00:08:59,240 I'm just a, a consumer of the Wall Street Journal at 144 00:08:59,240 --> 00:09:03,240 MarketWatch and barons and, and various publications. 145 00:09:03,240 --> 00:09:07,280 And, you know, I see Jen sang and his, his black leather coat. 146 00:09:07,280 --> 00:09:09,920 He's always smiling. He's holding up like a GPU or 147 00:09:10,440 --> 00:09:13,040 posing next to a robot. The first thing that comes to 148 00:09:13,040 --> 00:09:18,840 mind is, is, is visionary innovation just just leading the 149 00:09:18,880 --> 00:09:22,040 future? And then you, when you, when you 150 00:09:22,040 --> 00:09:25,200 take that into the broader context of what you're seeing in 151 00:09:25,200 --> 00:09:29,400 tech, right, whether it's it's Meta, Google, Microsoft, and, 152 00:09:29,400 --> 00:09:35,840 and you look at the, the, you know, continuous stream of cuts 153 00:09:35,840 --> 00:09:40,720 and riffs and it's just, it's your, your where your mind 154 00:09:40,880 --> 00:09:45,200 would, you know, ultimately the conclusion it would arrive at is 155 00:09:45,640 --> 00:09:54,560 that this is a cutthroat tech first, human second environment. 156 00:09:54,560 --> 00:09:58,080 And what I'm hearing from you is that that actually it's, it's 157 00:09:58,160 --> 00:10:01,480 human 1st. And I didn't know that that that 158 00:10:01,800 --> 00:10:07,680 everybody views Jensen is as this incredibly empathic human 159 00:10:07,680 --> 00:10:10,200 first leader. That's that's really amazing to 160 00:10:10,200 --> 00:10:11,640 hear. Yeah. 161 00:10:12,280 --> 00:10:13,600 Yeah. Again, I don't know how it is in 162 00:10:13,600 --> 00:10:17,800 other companies and I, I so I don't really reference them, but 163 00:10:17,800 --> 00:10:22,960 I say, you know, in general we are a small company relatively 164 00:10:22,960 --> 00:10:25,240 speaking in terms of the size of our employee basin. 165 00:10:25,760 --> 00:10:28,520 So which is why we're, we're growing at a fast-paced and, 166 00:10:29,000 --> 00:10:31,200 and, you know, we're, we're playing catch up with some of 167 00:10:31,200 --> 00:10:33,720 the, the other large tech companies. 168 00:10:34,440 --> 00:10:39,120 But yeah, we've, we've always put our people in, in, in front. 169 00:10:39,280 --> 00:10:44,360 And, you know, Jensen is is is right there with, you know, 170 00:10:44,360 --> 00:10:46,200 that's his one of his key mantras. 171 00:10:46,720 --> 00:10:49,640 That's amazing. I mean, so, so Joy and our our 172 00:10:49,920 --> 00:10:53,280 podcasters a a new role we've taken on recently, but we're 173 00:10:53,280 --> 00:10:56,720 also leadership experts and leaders ourselves. 174 00:10:56,720 --> 00:11:00,680 So I'm the CEO of Air enjoys our SVP of leadership solutions. 175 00:11:00,880 --> 00:11:03,600 You're obviously leader. I think we can all sort of level 176 00:11:03,600 --> 00:11:08,080 set that like one of the hardest things in leadership is managing 177 00:11:08,080 --> 00:11:12,080 the polarities, right? The, the sort of the opposites 178 00:11:12,080 --> 00:11:14,160 and the tension that's created between these opposite. 179 00:11:14,160 --> 00:11:18,200 So on the one hand, you've got like people leadership and, and 180 00:11:18,200 --> 00:11:23,520 human first leadership and the empathy that we all have and, 181 00:11:23,520 --> 00:11:26,800 and, and compassion. And then on the other pole is 182 00:11:26,800 --> 00:11:31,760 like the like cold hard business results and performance. 183 00:11:32,080 --> 00:11:35,760 So driving performance and driving, you know, human 184 00:11:35,760 --> 00:11:39,360 engagement and human motivation through the relationship and 185 00:11:39,360 --> 00:11:42,040 through empathy. And sometimes these can come 186 00:11:43,040 --> 00:11:47,840 into tension with each other. I find that personally to be the 187 00:11:47,840 --> 00:11:50,760 hardest challenge being a leader, period. 188 00:11:51,360 --> 00:11:54,400 The best leaders I know have figured out how to sort of 189 00:11:54,760 --> 00:11:59,720 negotiate between these two competing tensions. 190 00:12:00,000 --> 00:12:01,640 I'm just curious. I mean, it's, it's sort of an 191 00:12:01,640 --> 00:12:06,360 abstract, you know, kind of concept that the notion of this 192 00:12:06,560 --> 00:12:09,960 polarity. But you know, Gideon, like any, 193 00:12:09,960 --> 00:12:14,920 any any thoughts on that, any observations or anecdotes of how 194 00:12:14,920 --> 00:12:19,240 you've seen that manifest within NVIDIA? 195 00:12:20,000 --> 00:12:24,240 Yeah, look, at the end of the day, it's not easy working in 196 00:12:24,240 --> 00:12:26,440 NVIDIA, right? It's not, You know, I don't want 197 00:12:26,440 --> 00:12:29,960 to paint a picture that says it's all great and everybody's 198 00:12:30,160 --> 00:12:32,400 happy all day long. Right, no stress. 199 00:12:32,920 --> 00:12:38,120 It's a it's a difficult world that we work in. 200 00:12:39,160 --> 00:12:42,520 It's very competitive. We want to make sure that we're 201 00:12:42,520 --> 00:12:44,760 running faster than our competitors. 202 00:12:45,160 --> 00:12:49,440 And Jensen is a very demanding leader and rightfully so. 203 00:12:49,480 --> 00:12:51,240 That's why he's successful, right? 204 00:12:51,600 --> 00:12:56,960 The fact that he can balance both driving the business to the 205 00:12:56,960 --> 00:12:59,120 cutting edge of technology that we're at. 206 00:12:59,560 --> 00:13:03,320 And that's cutting edge across all organizations, right? 207 00:13:03,320 --> 00:13:08,760 Not just the the GPU's and not just the software, but also 208 00:13:08,760 --> 00:13:11,640 operations and others were, you know, we're, we're trying to, 209 00:13:12,480 --> 00:13:15,360 you know, create things that weren't created in the past, 210 00:13:15,360 --> 00:13:17,680 right, With technology that doesn't necessarily exist. 211 00:13:17,760 --> 00:13:18,880 You're creating the future, right? 212 00:13:18,920 --> 00:13:21,360 Right, right. You're making sci-fi real. 213 00:13:21,600 --> 00:13:25,680 Challenging and you can balance that with with with the fact 214 00:13:25,680 --> 00:13:29,720 that he's just very empathetic, but at the same time, he's very 215 00:13:29,720 --> 00:13:33,320 demanding. And when he's not happy, he's 216 00:13:33,320 --> 00:13:35,600 not, you're aware that he's not happy. 217 00:13:35,960 --> 00:13:37,960 And that's I think that's fair, right. 218 00:13:38,280 --> 00:13:43,480 At the end of the day, he expects us to deliver and he has 219 00:13:43,480 --> 00:13:47,520 high expectations from us and we need to meet them. 220 00:13:47,520 --> 00:13:51,360 And sometimes, you know, that happens that easier and 221 00:13:51,360 --> 00:13:55,280 sometimes it it doesn't. And you know, we have to strike 222 00:13:55,280 --> 00:13:57,240 that core, the right, the right balance. 223 00:13:57,760 --> 00:14:01,440 But overall, you know, it's it's and it's very difficult, right? 224 00:14:01,520 --> 00:14:04,520 So. And is it like, how does it all 225 00:14:04,520 --> 00:14:06,920 work? Meaning it like you could see 226 00:14:06,920 --> 00:14:10,240 this being like a disaster, like from a culture standpoint, and 227 00:14:10,240 --> 00:14:13,520 yet it works so beautifully. My, my, my hypothesis would be 228 00:14:13,520 --> 00:14:19,400 that, you know, clear is kind and the, and the more clear you 229 00:14:19,400 --> 00:14:23,800 are about your expectations and the norms, you know, whether 230 00:14:23,800 --> 00:14:27,680 we're going to be a hardcore working culture or it's just 231 00:14:27,680 --> 00:14:33,080 this is going to be like, you know, a big party, it almost 232 00:14:33,080 --> 00:14:35,400 doesn't matter. It's how clear you are about 233 00:14:35,400 --> 00:14:38,120 what the expectations are. I mean, would you say that that 234 00:14:38,120 --> 00:14:42,000 that is is part of it? I think it's, it's all right at 235 00:14:42,000 --> 00:14:46,080 the end of the day, when there's a very clear mission message 236 00:14:46,200 --> 00:14:50,720 from your leadership as to what it is that's expected and how 237 00:14:51,120 --> 00:14:55,400 it's expected to happen, then, you know, everybody can work 238 00:14:55,400 --> 00:15:00,400 towards the same mission. And I think we have, you know, 239 00:15:01,200 --> 00:15:05,640 this ability, obviously success has, has helped, right. 240 00:15:05,640 --> 00:15:09,240 So when you're successful and the company's doing so well, 241 00:15:09,520 --> 00:15:13,120 everybody's, you know, on board, it's much easier to get 242 00:15:13,120 --> 00:15:17,640 everybody on board on the mission and work harder and, 243 00:15:17,880 --> 00:15:23,160 and, and enjoy the work itself, even though we have people that 244 00:15:23,160 --> 00:15:27,000 work really, really hard and it's, and that's not easy over 245 00:15:27,000 --> 00:15:29,680 the course of time, but people have been with us also for, for 246 00:15:29,720 --> 00:15:34,440 many, many years. And so they, they, they enjoy 247 00:15:34,440 --> 00:15:38,680 the environment it and, and understand it most of the time, 248 00:15:38,680 --> 00:15:40,440 right. It's not always perfect, but 249 00:15:40,440 --> 00:15:42,760 it's most of the time people are very clear. 250 00:15:43,120 --> 00:15:46,760 And the fact that Jensen's such a visionary, it's just very, you 251 00:15:46,760 --> 00:15:50,520 know, obviously helpful. We all understand visual, but 252 00:15:50,560 --> 00:15:55,200 he's very adept telling us the vision in in ways that are very 253 00:15:55,280 --> 00:15:59,440 clear to us, very simple, right? And it's not, you don't have to 254 00:15:59,440 --> 00:16:01,240 be a tech person to understand the vision. 255 00:16:01,320 --> 00:16:02,720 You ought to just need to listen. 256 00:16:02,920 --> 00:16:04,560 And he's making it very, very clear. 257 00:16:05,040 --> 00:16:07,560 And so that just drives everybody to see the success 258 00:16:07,560 --> 00:16:09,720 that we've we've achieved. No, that's it. 259 00:16:09,720 --> 00:16:11,920 That's a. In addition to all the visionary 260 00:16:12,400 --> 00:16:15,920 leadership skills and and innovation that that clear 261 00:16:15,920 --> 00:16:19,840 communication is itself I, you know, I think of a pretty big 262 00:16:19,840 --> 00:16:22,480 superpower. It's rare to have leaders. 263 00:16:22,480 --> 00:16:25,120 That are able to be so big picture and also so detail 264 00:16:25,120 --> 00:16:26,120 oriented. No, it's usually a. 265 00:16:26,120 --> 00:16:28,960 Trade off like you're saying, you know, one over index that 266 00:16:28,960 --> 00:16:32,440 the expense of the other to be able to have both is is is 267 00:16:32,440 --> 00:16:36,640 pretty unique. So so Joy and I and we talk a 268 00:16:36,640 --> 00:16:39,800 lot about leadership and air. The way we define leadership, 269 00:16:39,960 --> 00:16:43,160 obviously, is that we're actualizing a clear and 270 00:16:43,160 --> 00:16:46,640 compelling vision through others, right? 271 00:16:46,640 --> 00:16:50,520 So if you're doing it through yourself, you're that's you 272 00:16:50,520 --> 00:16:52,880 might be a great contributor, you might be building something 273 00:16:52,880 --> 00:16:55,880 incredible. You can still be a pioneer, an 274 00:16:55,880 --> 00:16:57,760 innovator, but you're not a leader, right? 275 00:16:57,960 --> 00:17:01,440 The leadership it the the the requirement is that it's through 276 00:17:01,520 --> 00:17:08,480 others now others for the vast history of the world, all the 277 00:17:08,480 --> 00:17:10,280 history of the world is been people. 278 00:17:11,440 --> 00:17:15,880 But you know, we're now approaching a point where others 279 00:17:16,200 --> 00:17:19,240 at where we have to take into account AI as part of that 280 00:17:19,240 --> 00:17:22,040 others and especially that sounds really abstract. 281 00:17:22,520 --> 00:17:28,480 And it's hard to really like, you know, to think of that as 282 00:17:28,480 --> 00:17:34,200 true when AI, when we associate AI to a sort of chatshu BT or or 283 00:17:34,360 --> 00:17:36,360 Gemini terminal that you're chatting with. 284 00:17:36,720 --> 00:17:42,320 But when we have robots sitting next to us, you know, at at the 285 00:17:42,320 --> 00:17:45,240 boardroom table or in our office. 286 00:17:45,560 --> 00:17:47,200 Which Gideon? Might already have and just 287 00:17:47,200 --> 00:17:50,800 can't say. I think it's going to start to 288 00:17:50,800 --> 00:17:54,520 come very real. So you know, I, I guess you 289 00:17:54,520 --> 00:18:02,360 know, Gideon, like what what are your thoughts on how AI is going 290 00:18:02,360 --> 00:18:11,680 to impact leadership and teams? And when I say AI, not just AI 291 00:18:11,680 --> 00:18:16,120 as we know it right now now, but you know where the puck is going 292 00:18:16,120 --> 00:18:19,160 and as far as embody the AI and robots like that human. 293 00:18:19,160 --> 00:18:22,400 Robot interaction. If you will. 294 00:18:23,040 --> 00:18:25,400 Yeah. So, so I, you know, obviously 295 00:18:25,400 --> 00:18:28,520 I'd love to be able to tell you that I know what's going to 296 00:18:28,520 --> 00:18:31,280 happen. But but because we're we're 297 00:18:31,280 --> 00:18:35,880 living through this revolution together, think I'm going to 298 00:18:35,880 --> 00:18:39,080 take my cue all from from the visionary himself, and that's 299 00:18:39,080 --> 00:18:44,120 Jensen and make it clear. I don't think that yeah, we're 300 00:18:44,160 --> 00:18:46,680 we're heading towards where a world where nobody's working, 301 00:18:46,920 --> 00:18:49,720 right. I think we shouldn't fear AI in 302 00:18:49,720 --> 00:18:53,200 that respect, because we're not going to lose our jobs to AI 303 00:18:53,200 --> 00:18:55,280 necessary. We're going to lose our jobs to 304 00:18:55,720 --> 00:18:58,800 the people that know how to use AI better than us. 305 00:18:58,800 --> 00:19:01,760 All right. So that's, you know, that's the 306 00:19:01,760 --> 00:19:05,920 key issue here. And I think we all need to 307 00:19:05,920 --> 00:19:09,240 harness the power that is AI, right? 308 00:19:09,560 --> 00:19:12,960 And it's just an infancy, right? But we need to harness that 309 00:19:12,960 --> 00:19:18,000 power and understand it. And each of us, whether in our 310 00:19:18,000 --> 00:19:22,040 professional world or our personal world and you know, 311 00:19:22,040 --> 00:19:25,600 we'll, we'll see where there's going to be AAI agents, multiple 312 00:19:25,600 --> 00:19:28,200 ones that will help you do your job better, right? 313 00:19:28,240 --> 00:19:31,760 And they won't replace you. They'll help you, right, to do 314 00:19:31,760 --> 00:19:34,640 things more efficiently. You'll be able, I think to focus 315 00:19:34,960 --> 00:19:40,960 on bigger picture matters rather than the the mundane work that 316 00:19:40,960 --> 00:19:43,800 we all have to do as part of our regular jobs, right? 317 00:19:44,320 --> 00:19:49,320 And so I think that's the world And, and obviously some, some 318 00:19:49,320 --> 00:19:53,760 jobs are going to be omitted and but new jobs will be created. 319 00:19:54,680 --> 00:19:59,600 Things that we don't know yet what they will be will happen, 320 00:19:59,600 --> 00:20:01,800 right. If you look back, this always 321 00:20:01,800 --> 00:20:05,160 happened during revolutions of technology, right? 322 00:20:05,160 --> 00:20:09,520 We, we used to have folks that I'm not old enough to remember, 323 00:20:09,520 --> 00:20:11,880 but I've seen them in movies that operated elevator. 324 00:20:11,880 --> 00:20:13,320 Yeah, the manual. Elevator. 325 00:20:13,520 --> 00:20:14,760 Yeah. Well, that that. 326 00:20:14,760 --> 00:20:20,080 Used to be and and it's no longer right right and there's 327 00:20:20,080 --> 00:20:24,840 millions of examples of similar city you know jobs that they 328 00:20:24,840 --> 00:20:28,520 were that have changed over the course of mankind right and so 329 00:20:28,560 --> 00:20:32,520 we'll we'll get there there'll be newer jobs than we just right 330 00:20:32,680 --> 00:20:37,360 a few years ago nobody knew what a influencer was better times. 331 00:20:37,960 --> 00:20:39,840 Right. No, there were. 332 00:20:39,840 --> 00:20:41,680 Influences, they just weren't all that right. 333 00:20:41,720 --> 00:20:45,040 And I think there's there's this whole world that we just don't 334 00:20:45,040 --> 00:20:47,440 understand yet, but we know it's going to happen. 335 00:20:48,160 --> 00:20:50,720 And that's why we, you know, obviously video we're we're 336 00:20:50,720 --> 00:20:52,920 investing in that. We're investing a lot of time 337 00:20:52,920 --> 00:20:56,960 and effort in getting the right tools and, and making sure 338 00:20:56,960 --> 00:21:01,120 people are educated about AI and understand where it's going and 339 00:21:01,120 --> 00:21:06,600 where we also want to bring it to so and, and make sure that 340 00:21:06,600 --> 00:21:09,280 they can thrive in that environment of AI. 341 00:21:09,560 --> 00:21:12,720 And I think that'll be a game changer for where people want to 342 00:21:12,720 --> 00:21:15,400 work. It will be based on all right, 343 00:21:15,400 --> 00:21:17,800 what's, you know, it's not just beauty salary. 344 00:21:17,840 --> 00:21:20,600 It's not going to be just, you know, what do we do? 345 00:21:20,600 --> 00:21:23,640 We have a nice cafeteria. It's it's what's my working 346 00:21:23,640 --> 00:21:27,480 environment from an AI perspective, you know, not just 347 00:21:27,480 --> 00:21:30,160 my desk and my chair. Is it a comfortable chair or 348 00:21:30,160 --> 00:21:30,960 not? Right. 349 00:21:31,000 --> 00:21:32,640 There's obviously going to be obvious stuff. 350 00:21:32,640 --> 00:21:36,320 It's going to be basics of what AI tools we have and whoever has 351 00:21:36,320 --> 00:21:39,440 the better AI tools, you know, might attract better child. 352 00:21:40,680 --> 00:21:43,960 I love that. Example of the the elevator 353 00:21:43,960 --> 00:21:49,600 operator. Because, you know, his job did 354 00:21:49,600 --> 00:21:56,480 go away, but he didn't necessarily need to go away and 355 00:21:56,480 --> 00:22:00,200 become obsolete. Like he probably learned some 356 00:22:00,200 --> 00:22:04,240 different skills and is working in a different position 357 00:22:04,280 --> 00:22:07,360 somewhere. Or not if he chose not to learn 358 00:22:07,760 --> 00:22:10,760 different skills. So it's not as simplistic as 359 00:22:10,760 --> 00:22:13,960 some of these, like very sort of negative dystopian, you know, 360 00:22:13,960 --> 00:22:16,880 pictures were like 90% of the jobs will be done and like we're 361 00:22:16,880 --> 00:22:19,720 just going to be like laying back on a beach chair with a 362 00:22:19,720 --> 00:22:22,680 large Diet Coke or something with Ubi and just. 363 00:22:22,880 --> 00:22:26,240 Collecting money from machines that do our work. 364 00:22:26,760 --> 00:22:30,400 I mean it. Sounds like your position is, is 365 00:22:30,400 --> 00:22:34,240 more of that that yes, jobs are going to change and, and 366 00:22:34,240 --> 00:22:39,160 probably pretty significantly, but our ability to adapt and 367 00:22:39,160 --> 00:22:45,360 learn AI skills is going to be, you know, really essential for 368 00:22:45,360 --> 00:22:49,280 for anybody who wishes to have a, a successful career in the 369 00:22:49,280 --> 00:22:50,480 future. Yeah, and and. 370 00:22:50,480 --> 00:22:54,880 Gideon, we don't typically get HR and legal experts the two in 371 00:22:54,880 --> 00:22:57,080 one. So I'm, I'm curious what your, 372 00:22:57,320 --> 00:22:59,760 what, what is your perspective of like what are some of the 373 00:22:59,760 --> 00:23:03,520 ethical and legal questions that we as leaders that organizations 374 00:23:03,520 --> 00:23:07,040 should be thinking about asking themselves as we go into this 375 00:23:07,040 --> 00:23:09,480 kind of unchartered era of disruption? 376 00:23:10,680 --> 00:23:13,040 Sure, there's, I think there's going to be so many of those. 377 00:23:13,040 --> 00:23:17,720 And I'm, I'm not necessarily an expert at in, in, in this. 378 00:23:17,720 --> 00:23:21,400 And so I'm, I'm going to say, look, there's at, at some point 379 00:23:21,400 --> 00:23:24,360 we need to figure out people working on this is how do we 380 00:23:24,360 --> 00:23:30,880 avoid bias and privacy issues that are arising from, from AI, 381 00:23:30,880 --> 00:23:34,720 right, from, you know, and that's going to be a key item, 382 00:23:34,720 --> 00:23:37,040 right? GDPR compliance or, or, or 383 00:23:37,160 --> 00:23:39,480 privacy compliance rules that happen. 384 00:23:40,040 --> 00:23:44,880 And another key area will be it's already is right, 385 00:23:45,000 --> 00:23:49,040 copyrights, IP rights in general, who's going to own the 386 00:23:49,040 --> 00:23:51,520 IP? And, and there's already case 387 00:23:51,520 --> 00:23:55,400 law that's starting to, to materialize there, but, but I'm 388 00:23:55,400 --> 00:23:59,480 not sure that it's, you know, it's, it's it, it's still at the 389 00:23:59,480 --> 00:24:03,320 nascent part. Does, does the AI own it? 390 00:24:03,480 --> 00:24:05,720 Does the company that that created it? 391 00:24:05,720 --> 00:24:07,560 Who? But we haven't gotten to the 392 00:24:07,560 --> 00:24:09,840 point where employees are going to say, well, wait, this is 393 00:24:09,840 --> 00:24:12,640 mine, this is yours. And, and things of, of that 394 00:24:12,640 --> 00:24:14,640 nature, you know, that'll work itself. 395 00:24:15,760 --> 00:24:19,120 Job displacement concerns, obviously, you know, and how we 396 00:24:19,120 --> 00:24:24,680 support on the reskilling or, and their, their skill sets. 397 00:24:25,960 --> 00:24:29,160 And from an HR perspective, I think there's going to be how 398 00:24:29,160 --> 00:24:31,200 are we going to keep the level playing field, right? 399 00:24:31,240 --> 00:24:35,520 How are we going to make it fair in terms of hiring people, 400 00:24:35,560 --> 00:24:36,640 right? Because there's going to be AI 401 00:24:36,640 --> 00:24:40,200 tools screening resumes not already existed, you know, and 402 00:24:40,560 --> 00:24:43,080 things of that nature, right? And, and it's not just going to 403 00:24:43,080 --> 00:24:45,880 be that, right, It's going to be the next level will be all 404 00:24:45,880 --> 00:24:47,720 right. There's going to be an AI tool 405 00:24:47,720 --> 00:24:50,600 that will do your focal review for you, right? 406 00:24:50,600 --> 00:24:53,760 I'll write the focal review for the manager, it'll write the 407 00:24:53,760 --> 00:24:55,960 self-assessment for the for the employee. 408 00:24:56,320 --> 00:25:00,960 How do we make sure that that we keep that while the tools going 409 00:25:00,960 --> 00:25:03,320 to be very useful? How do we make sure that the 410 00:25:03,320 --> 00:25:06,720 managers are still focused on the performance and not just 411 00:25:06,720 --> 00:25:09,200 relying on the AI to tell them their performance? 412 00:25:09,200 --> 00:25:12,040 All right, we're going to have the same things in schools, 413 00:25:12,040 --> 00:25:16,200 right, kids, parent teacher conferences are become really 414 00:25:16,200 --> 00:25:19,320 interesting. And so, you know, this is all 415 00:25:19,320 --> 00:25:22,520 applicable to to to the real world outside of work. 416 00:25:22,520 --> 00:25:25,880 I know we're focused on work, but yeah, and I think obviously 417 00:25:25,880 --> 00:25:30,920 cybersecurity issues are going to pop up with the use of AI and 418 00:25:30,920 --> 00:25:36,960 how are we going to protect the company and employees and and 419 00:25:36,960 --> 00:25:41,680 organizational data and all that from sophisticated AI 420 00:25:41,680 --> 00:25:46,040 cybersecurity attacks, right? That's, you know, we've all 421 00:25:46,040 --> 00:25:49,600 seen, you know, things happening already, right, with generative 422 00:25:49,600 --> 00:25:52,400 AI videos and things, deep fakes. 423 00:25:52,720 --> 00:25:54,960 Yeah, makes exactly. And all that stuff. 424 00:25:55,440 --> 00:25:57,640 So it's going to be it's not going to be boring. 425 00:25:57,720 --> 00:26:02,400 And you see the point is we were making earlier, lawyers aren't 426 00:26:02,400 --> 00:26:06,440 going to be replaced, right? Some work that lawyers do will 427 00:26:06,440 --> 00:26:12,440 be replaced, but it's going to be a long time before we have AI 428 00:26:12,440 --> 00:26:15,440 figure out ethical AI. All right, so. 429 00:26:16,440 --> 00:26:19,000 Yeah, I'm just picturing like chat bots suing each other now, 430 00:26:19,000 --> 00:26:22,360 so. It's not a little bit all away 431 00:26:22,360 --> 00:26:23,000 from. Us. 432 00:26:23,080 --> 00:26:26,920 We'll get there my. Agent is suing your agent, 433 00:26:28,240 --> 00:26:29,840 right? Right. 434 00:26:29,960 --> 00:26:32,600 And I've created an agent to represent my agent. 435 00:26:32,720 --> 00:26:37,640 Oh my gosh. So legal, ethical, maybe just 436 00:26:37,640 --> 00:26:43,800 for a moment to, to just touch on philosophical implications. 437 00:26:46,000 --> 00:26:51,520 When we are starting to, as AI becomes a more accurate and 438 00:26:51,520 --> 00:26:56,160 increasingly more accurate prediction machine and, and 439 00:26:56,160 --> 00:27:01,840 people continue to delegate their human thinking to AI. 440 00:27:02,240 --> 00:27:05,080 Do you have any fears or concerns that like we're just 441 00:27:05,080 --> 00:27:10,480 going to kind of degrade our our human intelligence and and just 442 00:27:10,480 --> 00:27:14,200 become kind of like, again, I that I that picture of the, the 443 00:27:14,200 --> 00:27:16,200 person sitting back. Oh, in Wally chair. 444 00:27:16,240 --> 00:27:20,800 Yeah, in Wally, you know, and electric chair like that, that 445 00:27:20,800 --> 00:27:22,680 takes you through the the cafeteria. 446 00:27:24,880 --> 00:27:28,600 Yeah, I don't share those concerns per SE because you 447 00:27:28,600 --> 00:27:32,400 know, all technology throughout history, everybody said, well, 448 00:27:32,400 --> 00:27:35,480 technology is going to make you duller for like a better word, 449 00:27:35,480 --> 00:27:36,360 right? I guess like the. 450 00:27:36,360 --> 00:27:38,760 Calculator people thought right so. 451 00:27:39,120 --> 00:27:42,240 I remember when I used the W yeah, when I used the 452 00:27:42,240 --> 00:27:45,160 calculator, when I, I moved to the states at the at the young 453 00:27:45,160 --> 00:27:47,600 age and everybody in the classroom turned around and 454 00:27:47,600 --> 00:27:50,280 said, what are you doing? And I was like, I don't know, 455 00:27:50,280 --> 00:27:51,760 just using a calculator, What's the big deal? 456 00:27:51,960 --> 00:27:53,160 Why couldn't I use the technology? 457 00:27:53,160 --> 00:27:55,000 But apparently it was frowned upon it so great. 458 00:27:56,840 --> 00:28:01,040 And I did not know that. And so, you know, I think did 459 00:28:01,040 --> 00:28:04,400 the calculator make, no, it made my life easier. 460 00:28:04,880 --> 00:28:08,160 Not sure that I needed to know, you know, how to do long 461 00:28:08,160 --> 00:28:11,000 division in my head. Turns out I do know how to do 462 00:28:11,000 --> 00:28:13,600 it, but it's only to a certain degree of numbers, right? 463 00:28:13,640 --> 00:28:17,280 But you know, technology is going to make our lives better. 464 00:28:19,800 --> 00:28:23,960 People that will want to continue to educate themselves 465 00:28:23,960 --> 00:28:26,360 will continue to educate themselves. 466 00:28:26,720 --> 00:28:29,720 People that want to just coast through life will coast through 467 00:28:29,720 --> 00:28:31,800 life irrespective of the technology. 468 00:28:31,800 --> 00:28:34,960 We have search engines galore today, right? 469 00:28:34,960 --> 00:28:39,160 We could find everything there, you know already. 470 00:28:39,160 --> 00:28:43,040 And so it's just a question of how you use it and how you want 471 00:28:43,040 --> 00:28:45,440 to, you know, Excel. I think it's actually the 472 00:28:45,440 --> 00:28:49,680 reverse AI will be a more of a level of your leveler in in the 473 00:28:49,680 --> 00:28:52,280 playing field, right, because it's available to everybody. 474 00:28:52,800 --> 00:28:56,520 All right, you could everybody can use ChatGPT or or the likes 475 00:28:56,880 --> 00:29:00,760 and it doesn't matter where you are in the world, you can use it 476 00:29:01,440 --> 00:29:05,880 right. And that'll help, I think change 477 00:29:06,080 --> 00:29:10,360 things around a bit and and make sure that people are across the 478 00:29:10,360 --> 00:29:14,240 world are, are, are playing on this as an equal footing as as 479 00:29:14,240 --> 00:29:16,280 possible, right. There's always going to be some 480 00:29:16,280 --> 00:29:19,320 changes, but an advantages to people that have more money 481 00:29:19,320 --> 00:29:22,000 because they'll be able to buy better solutions. 482 00:29:22,000 --> 00:29:26,480 But it'll work itself out also. And I think, you know, people 483 00:29:26,480 --> 00:29:29,120 need to learn how to use it and they won't be lazy. 484 00:29:29,160 --> 00:29:31,720 Then they'll be lazy. Yeah, it's great. 485 00:29:31,720 --> 00:29:35,400 I love that you brought it back into like the context of, of 486 00:29:35,800 --> 00:29:39,400 the, the, the larger trajectory of history, because this isn't 487 00:29:39,400 --> 00:29:42,840 the first time that there's been like a radical innovation. 488 00:29:44,840 --> 00:29:48,240 And and you're right, like at each point, if you think about 489 00:29:48,240 --> 00:29:52,960 the computer, the Internet, you know, the mobile phone, probably 490 00:29:52,960 --> 00:29:55,680 even, I don't know, the typewriter of, you know, there's 491 00:29:55,680 --> 00:29:59,720 that and that gut reflexive like, oh, this is going to make 492 00:29:59,720 --> 00:30:04,080 us, you know, Dumber when in fact it can, it can make us like 493 00:30:04,240 --> 00:30:11,800 leapfrog where we were joy. And I talk to a lot of CHROS and 494 00:30:11,800 --> 00:30:14,840 heads of talent, talent management, talent development, 495 00:30:15,600 --> 00:30:19,280 leadership and organizational development, organizational 496 00:30:19,280 --> 00:30:28,960 effectiveness. They're all a little on edge as 497 00:30:28,960 --> 00:30:31,640 far as like, you know what, what do they need? 498 00:30:32,080 --> 00:30:37,880 What should be their priority right now when they think about 499 00:30:37,880 --> 00:30:41,400 preparing their organizations for the future? 500 00:30:41,400 --> 00:30:46,880 In some ways, like you could argue that the, the CHRO role in 501 00:30:46,880 --> 00:30:51,560 particular is going to be increasingly like one of the 502 00:30:51,560 --> 00:30:54,000 most important roles in an, in an organization. 503 00:30:54,000 --> 00:30:59,240 That's, that's my perspective because I don't know who, who, 504 00:30:59,240 --> 00:31:03,080 who's going to be the determiner of, of, you know, our mix 505 00:31:03,080 --> 00:31:09,320 between robots and humans and the implications that might have 506 00:31:09,320 --> 00:31:13,880 to culture and to workforce planning and all these things. 507 00:31:13,880 --> 00:31:21,160 Like so much is going to be rolled up into HR that may have 508 00:31:21,160 --> 00:31:25,840 previously been relegated to other functions within tech 509 00:31:25,840 --> 00:31:27,480 divisions or. Yeah, like IT. 510 00:31:27,640 --> 00:31:33,040 Or so I'm just curious, like what advice, you know, Gideon, 511 00:31:33,040 --> 00:31:40,520 would you have for CHROS and and people leader professionals 512 00:31:41,280 --> 00:31:45,720 right now, you know, in terms of thinking about and planning for 513 00:31:45,720 --> 00:31:49,040 the future? Well, I don't want to be 514 00:31:49,040 --> 00:31:53,280 presumptuous to say that I can give advice to all CHROS, but in 515 00:31:53,280 --> 00:31:55,960 if I'm looking at it from my personal perspective and saying, 516 00:31:55,960 --> 00:31:59,760 OK, well, what what should we do is it's quite simple, right? 517 00:32:00,040 --> 00:32:03,360 You got to embrace AI. The change is coming, right? 518 00:32:03,360 --> 00:32:06,600 There's no point in fighting it. It's going to happen, right? 519 00:32:06,600 --> 00:32:09,640 And I think going back to what we said earlier, right, it's not 520 00:32:10,000 --> 00:32:12,920 the question of replacing people. 521 00:32:13,600 --> 00:32:19,560 The job is understanding. Now, how do we adapt our people, 522 00:32:20,000 --> 00:32:24,880 how do we grow their skill set into using AI in a more 523 00:32:24,880 --> 00:32:27,920 efficient way to make our company more efficient, right to 524 00:32:27,920 --> 00:32:32,760 do to get better results because we're not going to replace all 525 00:32:32,880 --> 00:32:34,640 roles, right? They will be. 526 00:32:34,640 --> 00:32:37,160 So you can identify certain roles where you go, OK, there's 527 00:32:37,160 --> 00:32:41,960 no real added value in a human spending time on doing this 528 00:32:41,960 --> 00:32:44,080 task, right? I can automate it, but guess 529 00:32:44,080 --> 00:32:47,200 what I was automating cast well, way before AI, right? 530 00:32:47,200 --> 00:32:49,480 It all goes back. There's there's nothing new 531 00:32:49,480 --> 00:32:51,760 here. There's just new technology, 532 00:32:51,920 --> 00:32:54,000 right. So we've automated, you know, 533 00:32:54,720 --> 00:33:00,920 worlds before or automated the way we create automobiles, 534 00:33:01,080 --> 00:33:03,440 right. So, you know, that was a 535 00:33:03,520 --> 00:33:05,600 breakthrough. And so we're always going to 536 00:33:05,800 --> 00:33:11,200 want to drive automation in our, in our organizations and AI will 537 00:33:11,200 --> 00:33:15,520 help us in that. And we will lift our employees 538 00:33:15,560 --> 00:33:19,360 and help them become, you know, you've said it before, 539 00:33:19,360 --> 00:33:21,600 superpowers, right? So they'll have superpowers. 540 00:33:21,800 --> 00:33:24,080 AI will give them superpowers that they had before. 541 00:33:24,560 --> 00:33:29,200 We just need to understand and explain to them bridge that 542 00:33:29,320 --> 00:33:33,840 concern that they have. Am I going to be replaced by AI 543 00:33:34,120 --> 00:33:38,320 or by this machine or whatever? And no, you're going to be 544 00:33:38,320 --> 00:33:42,520 working with it. You're going to use it, and 545 00:33:43,000 --> 00:33:46,640 you're going to become a better employee and enjoy your world, 546 00:33:46,880 --> 00:33:49,240 your work more because of it. Yeah. 547 00:33:50,520 --> 00:33:53,360 No, I love that. And we've been doing a lot of AI 548 00:33:53,360 --> 00:33:55,880 accelerators. So we'll work with leaders, with 549 00:33:55,880 --> 00:33:58,600 organizations to help with really the mindset shift and the 550 00:33:58,600 --> 00:34:01,320 cultural shift around what does it mean to embrace this 551 00:34:01,320 --> 00:34:04,720 technology in a way that doesn't diminish from your culture, from 552 00:34:04,720 --> 00:34:07,520 your goals, from the human centered nature of the work that 553 00:34:07,520 --> 00:34:09,679 we all value. And I'd love to hear from you. 554 00:34:09,679 --> 00:34:12,400 Gideon, you know, you shared at the top of of this interview 555 00:34:12,400 --> 00:34:16,040 that you've had an extensive background in M&A integration 556 00:34:16,040 --> 00:34:20,199 and so much of that is that blending of company cultures. 557 00:34:20,199 --> 00:34:22,080 And I almost think of AI as kind of the. 558 00:34:22,679 --> 00:34:25,239 The, I don't know, cultural. Integration that our entire 559 00:34:25,239 --> 00:34:26,800 planet is going through together. 560 00:34:27,159 --> 00:34:29,840 So I'd, I'd love to hear, you know, what are, what are some of 561 00:34:29,840 --> 00:34:33,360 the leadership challenges and maybe successes that you can 562 00:34:33,360 --> 00:34:36,480 draw upon from your M and a experience that would maybe be 563 00:34:36,480 --> 00:34:40,120 helpful as we navigate our global MNA with AI. 564 00:34:41,840 --> 00:34:45,800 Yeah, I don't. Again, AI is a tool and we need 565 00:34:45,800 --> 00:34:48,000 to use the tool. We shouldn't rely on the tool, 566 00:34:48,600 --> 00:34:49,679 right? Just rely on the tool. 567 00:34:49,679 --> 00:34:54,679 We need to, to, to use our, our abilities as, as humans to think 568 00:34:54,679 --> 00:35:00,320 and, and, and and develop and create the new environment that 569 00:35:00,320 --> 00:35:05,560 we want to work in it from an MNA perspective, obviously 570 00:35:05,840 --> 00:35:09,880 trying to blanked cultures together and different companies 571 00:35:09,880 --> 00:35:14,040 and, and the way they work is, is always the most difficult 572 00:35:14,520 --> 00:35:20,000 part of the acquisition, right. So doing acquisitions is I say 573 00:35:20,120 --> 00:35:24,280 fairly easy form is form and we, we do due diligence and we do 574 00:35:24,280 --> 00:35:27,800 everything and then most acquisitions will fail on the 575 00:35:27,800 --> 00:35:31,480 post merger integration part. I've been very lucky throughout 576 00:35:31,480 --> 00:35:34,440 my career. I've done many, many M&A 577 00:35:35,640 --> 00:35:39,440 transactions both being and including two where I was 578 00:35:39,440 --> 00:35:43,200 acquired previous company before Honey Dialogue was also 579 00:35:43,200 --> 00:35:47,160 acquired. And I think overall right you, 580 00:35:47,360 --> 00:35:50,880 you, you got it right to have the like fit and that's very, 581 00:35:50,880 --> 00:35:54,240 very difficult. It also depends on the, the size 582 00:35:54,240 --> 00:35:57,400 of the company being acquired in the sort. 583 00:35:57,400 --> 00:36:00,880 But if, if you're looking at a fairly large acquisition 584 00:36:00,960 --> 00:36:05,120 compared to your own size, then you know, there's going to be a 585 00:36:05,120 --> 00:36:08,480 lot of time and effort spent on trying to understand how do we 586 00:36:08,480 --> 00:36:12,720 mesh the teams together. And, and that's a work that, you 587 00:36:12,720 --> 00:36:17,320 know, the entire leadership has to work at and, and, and do and, 588 00:36:17,600 --> 00:36:19,960 you know, obviously I've learned through many of these 589 00:36:19,960 --> 00:36:25,520 experiences that that you got it, you got to work at it a lot. 590 00:36:25,520 --> 00:36:28,880 And, and, and nobody's going to do the job for you. 591 00:36:29,520 --> 00:36:33,120 And that's all leadership. It starts with the CEO and, and 592 00:36:33,120 --> 00:36:36,400 trickles down to, to others, But it's not just obviously the 593 00:36:36,400 --> 00:36:38,720 acquirer's side, it's, it's the acquired side as well. 594 00:36:38,720 --> 00:36:44,360 They need to, to understand the new universe that they're in and 595 00:36:44,560 --> 00:36:47,720 they have to buy into the store. You have to understand that 596 00:36:47,720 --> 00:36:51,640 it's, it's in their interest as well to to be part of this 597 00:36:51,640 --> 00:36:55,520 larger organization and they need to buy into the vision and 598 00:36:55,520 --> 00:36:59,320 all and and that sort. So we can go into examples for 599 00:36:59,320 --> 00:37:01,280 my past if you want, I would be curious. 600 00:37:01,280 --> 00:37:03,240 Because it sounds like the biggest risk. 601 00:37:03,440 --> 00:37:08,800 I love how you'd said basically that M&A is easy until the post 602 00:37:08,960 --> 00:37:11,680 merger integration. Yeah, the paperwork. 603 00:37:11,680 --> 00:37:14,560 'S easy, you know. Assuming you have the expertise, 604 00:37:15,600 --> 00:37:19,480 yeah, I guess it could all make sense on the Excel file and the 605 00:37:19,480 --> 00:37:24,760 analyst reports, you know, but then you know, the rubber meets 606 00:37:24,760 --> 00:37:31,480 the road, you know, you know, on day 2 and and it sounds like 607 00:37:31,480 --> 00:37:34,880 culture from what I hear from you, Gideon is is the number 608 00:37:34,880 --> 00:37:37,600 one. You know, it it it success 609 00:37:37,600 --> 00:37:42,240 factor or, you know, blocker to an M and a going going well. 610 00:37:42,240 --> 00:37:45,240 So yeah, I mean, it it to the extent you have an anecdote or, 611 00:37:45,240 --> 00:37:50,440 or could double click on you know what you've seen, you know, 612 00:37:50,440 --> 00:37:55,000 work really well from a culture standpoint or conversely, like, 613 00:37:55,560 --> 00:37:58,800 you know what didn't work well, Yeah, so. 614 00:37:58,920 --> 00:38:02,280 I think, I think I'll actually, what works really well is when 615 00:38:02,280 --> 00:38:06,240 the CEO of the acquiring company has a good relationship with, 616 00:38:06,520 --> 00:38:09,080 with the folks being acquired, right? 617 00:38:09,120 --> 00:38:11,800 And that always helps because they, they already understand 618 00:38:11,800 --> 00:38:13,560 each other, right? They respect each other. 619 00:38:13,880 --> 00:38:16,840 And, and that's worked really well at NVIDIA with, with 620 00:38:16,840 --> 00:38:21,680 Jensen, Everybody, you know, really respects him and he, he 621 00:38:21,680 --> 00:38:23,840 respects them. And, and that can work really, 622 00:38:23,840 --> 00:38:28,520 really well on, on the flip side, right when it, you know, I 623 00:38:28,520 --> 00:38:30,920 can give you 1 anecdote from, from the acquisition we did 624 00:38:30,960 --> 00:38:32,800 many, many years ago at Mellanox. 625 00:38:34,240 --> 00:38:36,240 It was our first acquisition. We require a company called 626 00:38:36,240 --> 00:38:39,680 fault there. And there was animosity between 627 00:38:40,320 --> 00:38:46,400 the, the, the, the companies for, for, I'm not even sure I 628 00:38:46,400 --> 00:38:49,760 wasn't part of the, the animosity because I, I just 629 00:38:49,760 --> 00:38:54,160 joined Mellanox a bit before. But there was some animosity 630 00:38:54,160 --> 00:38:58,240 between between the companies, I think over competitiveness and 631 00:38:58,240 --> 00:39:02,480 and and we're both trying to get into similar spaces and going on 632 00:39:03,280 --> 00:39:08,600 and you know, once we acquired. You. 633 00:39:08,640 --> 00:39:10,760 Start, you know, so you've done the due diligence. 634 00:39:10,760 --> 00:39:12,240 We've done everything we thought we had. 635 00:39:12,520 --> 00:39:15,440 We understood everything, right? That, that was the key issue. 636 00:39:15,440 --> 00:39:19,240 We thought we knew and we created these new form 637 00:39:19,240 --> 00:39:20,760 agreements for them, employment agreements. 638 00:39:20,760 --> 00:39:22,640 And we said we know what we're doing here, right. 639 00:39:22,680 --> 00:39:24,640 We've got these new agreements, we're going to get them on our 640 00:39:24,640 --> 00:39:28,280 paper because we wanted consistency across the company 641 00:39:28,280 --> 00:39:32,920 and we had looked through their documents and ours in the 642 00:39:32,920 --> 00:39:37,320 comparison and we felt very comfortable with what we 643 00:39:37,440 --> 00:39:39,280 provided. And we missed something. 644 00:39:40,200 --> 00:39:45,360 We missed the term that was we didn't think was critical 645 00:39:45,360 --> 00:39:48,080 because it was part of the way we did business, all right. 646 00:39:48,080 --> 00:39:53,480 So we had just a culture of of that that dealt with that issue 647 00:39:53,560 --> 00:39:56,040 without having it written in our employment agreements. 648 00:39:56,800 --> 00:40:00,480 But for them when we delivered the document, it became a 649 00:40:00,480 --> 00:40:03,720 critical issue. And no matter how many times I 650 00:40:03,720 --> 00:40:08,960 spent telling people don't worry about it, this is the way 651 00:40:08,960 --> 00:40:10,480 either. This has been our practice. 652 00:40:10,800 --> 00:40:14,080 We've been doing this. Since we've we've been founded, 653 00:40:15,200 --> 00:40:18,560 they just were not happy with just taking our word for it and 654 00:40:18,560 --> 00:40:20,960 we had to amend the contract and and wow. 655 00:40:21,040 --> 00:40:24,680 And this was a like a cultural artifact from the legacy from it 656 00:40:24,680 --> 00:40:25,560 was. Yeah. 657 00:40:26,040 --> 00:40:28,600 And they had it written in. The difference was they had it 658 00:40:28,600 --> 00:40:32,440 written in their contracts and we didn't, but we practice the 659 00:40:32,440 --> 00:40:34,880 same. So it was there was no issue. 660 00:40:34,880 --> 00:40:36,800 There was no discrepancy in culture. 661 00:40:37,000 --> 00:40:41,600 It was just the, the way it was formulated in a document or not 662 00:40:41,600 --> 00:40:44,800 in the document and it for them it was, yeah, we didn't think 663 00:40:44,800 --> 00:40:46,560 much of it. But for them it was critical 664 00:40:46,560 --> 00:40:50,200 existential. And because of the lack of the 665 00:40:50,680 --> 00:40:54,400 some animosity that was pre-existing, it became a bigger 666 00:40:54,400 --> 00:40:56,520 issue, right. And so there was a lot of trust 667 00:40:56,520 --> 00:40:59,720 issues around. So we missed that and we learned 668 00:40:59,720 --> 00:41:03,000 from that obviously for future situations. 669 00:41:03,000 --> 00:41:05,320 And we ensured that we, you know, we took a much more 670 00:41:05,320 --> 00:41:08,880 careful look at things and employment agreements and the 671 00:41:08,880 --> 00:41:12,040 way we did business afterwards in our future acquisitions. 672 00:41:12,280 --> 00:41:14,160 So you got to learn from, from your mistakes, obviously. 673 00:41:14,160 --> 00:41:16,960 And, and, and I was pretty glad that we did, but that was a 674 00:41:16,960 --> 00:41:20,600 painful mistake. And especially obviously for, 675 00:41:20,720 --> 00:41:23,160 for me, because I was legal. And I said, oh, you know, I'm 676 00:41:23,240 --> 00:41:27,000 sure I was there saying it's not a big deal, you know, don't 677 00:41:27,000 --> 00:41:28,920 worry about it. And then I have to, right? 678 00:41:29,280 --> 00:41:30,640 Worry about it. Well, when you were just. 679 00:41:31,200 --> 00:41:32,840 It's fine. I paid the price obviously for 680 00:41:32,840 --> 00:41:33,680 my own mistakes. Yeah. 681 00:41:34,480 --> 00:41:41,280 But that that's you got to be really careful with with that 682 00:41:41,280 --> 00:41:43,440 situations. You know how how you bring 683 00:41:43,440 --> 00:41:45,960 people on board, how you you make it feel comfortable, how 684 00:41:46,000 --> 00:41:49,080 you buy it and trust and it's all that trusted at that. 685 00:41:49,080 --> 00:41:50,760 At the core, it's. Trust, right? 686 00:41:50,880 --> 00:41:53,080 And that and that's trust safety. 687 00:41:53,160 --> 00:41:56,160 Yeah, you won't be creative or innovative if you don't feel 688 00:41:56,160 --> 00:42:00,480 safe so, but even like for. For creating that right culture, 689 00:42:00,480 --> 00:42:04,520 you could argue, I mean, that that there's so much involved 690 00:42:04,520 --> 00:42:08,160 in, in culture being the manifestation of our values and 691 00:42:08,160 --> 00:42:11,360 behaviors. But at the very, very core of it 692 00:42:11,360 --> 00:42:14,280 all is, is trust. Like you could have the most, 693 00:42:14,720 --> 00:42:19,360 you know, eloquent, you know, culture posters and cards and 694 00:42:20,520 --> 00:42:24,600 behavioral values, but it none of it matters if you don't have 695 00:42:24,600 --> 00:42:28,400 that sort of foundational trust in place. 696 00:42:31,600 --> 00:42:34,920 Gideon, I I want to you know, this is a podcast on leadership 697 00:42:35,160 --> 00:42:37,800 and. I want to. 698 00:42:38,520 --> 00:42:46,240 Hear a little bit about how you as a leader manage within one of 699 00:42:46,240 --> 00:42:50,840 the most amazing but also demanding organizations in the 700 00:42:50,840 --> 00:42:53,360 world. You know, how do you stay 701 00:42:53,360 --> 00:42:56,040 grounded? How do you stay focused? 702 00:42:56,400 --> 00:42:58,280 I've been so impressed throughout this podcast by the 703 00:42:58,280 --> 00:43:03,440 way of your ability to just kind of like reduce the noise and 704 00:43:03,440 --> 00:43:06,800 just be really clear and simple, like, hey, it's just a tool. 705 00:43:07,640 --> 00:43:10,160 It doesn't feel that way, you know, when you're trying to like 706 00:43:10,160 --> 00:43:14,240 chase it and understand it and you know, reading newsletters, 707 00:43:14,240 --> 00:43:16,120 like it can just become so overwhelming. 708 00:43:16,120 --> 00:43:18,320 And before you know it, you're like, this thing's like taking 709 00:43:18,320 --> 00:43:20,320 over the world. But but it's it's great to hear 710 00:43:20,320 --> 00:43:23,720 from you about like, hey, it's just a tool. 711 00:43:24,040 --> 00:43:26,880 Like you can use it to do some extraordinary things, but it's a 712 00:43:27,040 --> 00:43:28,800 tool. And don't don't lose sight of 713 00:43:28,800 --> 00:43:32,240 that. Curious if you could maybe do 714 00:43:32,240 --> 00:43:36,600 that for us, you know, in in this important domain of 715 00:43:36,600 --> 00:43:39,120 leadership, you know, how how are you staying grounded? 716 00:43:39,120 --> 00:43:45,920 How are you leading today? So if I'm being really honest 717 00:43:45,920 --> 00:43:50,480 here, which I tend to to do anyway, I don't take myself 718 00:43:50,480 --> 00:43:56,720 overly seriously. I understand that I have a big 719 00:43:56,720 --> 00:44:00,680 title, and it may seem important to fit people that, you know, 720 00:44:00,880 --> 00:44:03,560 like, oh, I'm AVP and people will look at me and go, oh, 721 00:44:03,560 --> 00:44:06,640 you're AVP, you must be, you know, very important. 722 00:44:06,960 --> 00:44:10,000 But that must. Be very important and, and I and 723 00:44:10,000 --> 00:44:16,520 I it's not true right I mean I have a lot of responsibility 724 00:44:16,600 --> 00:44:20,760 because of my title, right because of my jobs, but that 725 00:44:20,760 --> 00:44:24,520 doesn't mean that that's everything and and you know and 726 00:44:24,520 --> 00:44:28,240 and anything to me it's it's my job and I need to take it 727 00:44:28,240 --> 00:44:31,560 seriously but I don't need to take myself too seriously not 728 00:44:31,600 --> 00:44:36,320 let it go to my head that, you know I'm working you know I I 729 00:44:36,320 --> 00:44:42,240 didn't I wasn't born AVPI wasn't born AVP at NVIDIA and that you 730 00:44:42,240 --> 00:44:46,440 know I'm just that's thankfully my life trajectory has has led 731 00:44:46,440 --> 00:44:50,000 me to here, but there was a lot of hard work that that that got 732 00:44:50,000 --> 00:44:53,680 me and and a lot of luck right it's all about luck. 733 00:44:54,080 --> 00:44:59,080 So I think if I if I just whittle down to that it's don't 734 00:44:59,080 --> 00:45:01,680 I don't take myself too seriously I know my strengths 735 00:45:01,680 --> 00:45:04,840 and my weaknesses. I, I like to delegate, I like 736 00:45:04,840 --> 00:45:08,400 to, I don't micromanage. I'm, I, I'm very good 737 00:45:08,400 --> 00:45:11,440 relationship with my team. I trust them completely and I 738 00:45:11,440 --> 00:45:15,640 made sure that, you know, I know they know how to do their roles 739 00:45:15,920 --> 00:45:20,080 and remember, I'm not an HR professional, right? 740 00:45:20,080 --> 00:45:24,240 I didn't learn this, learning it over the course of, you know, 741 00:45:24,320 --> 00:45:27,120 life, but also especially in the last four years. 742 00:45:28,000 --> 00:45:31,640 So I have people that work for me or report into me or part of 743 00:45:31,640 --> 00:45:37,800 my organization that are much more experienced and have the 744 00:45:37,800 --> 00:45:41,600 expertise and our subject matter experts that I will never have, 745 00:45:42,120 --> 00:45:44,240 right. And so I, I trust in them and 746 00:45:44,240 --> 00:45:49,120 they can, you know, they teach me and they lead from, from the 747 00:45:49,120 --> 00:45:51,920 front and, and they can do their jobs. 748 00:45:52,440 --> 00:45:53,960 I don't need to do their jobs for them. 749 00:45:54,160 --> 00:45:56,560 And I think that's sort of, you know, key. 750 00:45:56,560 --> 00:45:59,080 I let them focus on theirs. I focus on mine. 751 00:45:59,080 --> 00:46:01,440 They know when to come to me. I know where to go to them. 752 00:46:02,320 --> 00:46:05,120 I love that. I you know, this idea of don't 753 00:46:05,120 --> 00:46:08,800 take yourself too seriously. It's like simple advice, but it 754 00:46:08,800 --> 00:46:12,440 but you know, I think underlying that. 755 00:46:13,320 --> 00:46:16,120 Is essentially. Humility, right? 756 00:46:17,040 --> 00:46:21,920 It, it's, it's knowing that you might be wrong, that things 757 00:46:21,920 --> 00:46:28,600 might change and that we have to put our best foot forward and, 758 00:46:28,600 --> 00:46:32,160 and, and bring it. But at the same time know that 759 00:46:32,160 --> 00:46:42,120 like things might change, right? And humility seems to be one of 760 00:46:42,120 --> 00:46:47,760 these like, I mean, it's, it's a timeless attributes, but but 761 00:46:47,760 --> 00:46:50,760 particularly important these days, right now. 762 00:46:52,200 --> 00:46:56,120 Yeah, yeah. Any other like skills or 763 00:46:56,200 --> 00:46:57,440 behaviors? Or yeah. 764 00:46:57,600 --> 00:47:01,160 Leadership attributes that like you think are going to be really 765 00:47:01,160 --> 00:47:06,640 important, you know, if you had to give advice to future leaders 766 00:47:07,160 --> 00:47:10,720 tomorrow. You know to be. 767 00:47:10,720 --> 00:47:14,240 Successful in 20-30? I really need to know, right? 768 00:47:15,320 --> 00:47:20,040 Or develop like yeah. Yeah, I, I think it goes back to 769 00:47:20,040 --> 00:47:24,120 what we were just talking about before, and that's AI, right? 770 00:47:24,320 --> 00:47:26,560 I think in order to be successful, you're going to have 771 00:47:26,560 --> 00:47:29,440 to embrace AI, right? That tool that you mentioned, 772 00:47:30,000 --> 00:47:33,520 that's the key to to anybody being successful. 773 00:47:33,520 --> 00:47:38,920 We mentioned it earlier, whoever knows how to use AI better will 774 00:47:38,960 --> 00:47:42,280 lead the charge, right? And whoever you know will 775 00:47:42,280 --> 00:47:44,520 benefit from it more than others. 776 00:47:44,880 --> 00:47:48,280 And I think that's, you know, the, the key understanding that 777 00:47:48,280 --> 00:47:50,760 I have don't be afraid of new technology. 778 00:47:51,360 --> 00:47:53,680 I'm not an early adopter by any means, right? 779 00:47:53,880 --> 00:47:57,720 I was also a little hesitant about this AI thing, right? 780 00:47:57,800 --> 00:47:59,680 And I didn't really understand it. 781 00:48:00,120 --> 00:48:05,240 And I just recommend, don't read the the white papers, don't read 782 00:48:05,240 --> 00:48:07,160 those newsletters you mentioned earlier. 783 00:48:07,720 --> 00:48:09,880 Just don't read them all. Unsubscribe. 784 00:48:09,880 --> 00:48:12,800 It's going to be a lot. Unsubscribing for me but but. 785 00:48:12,880 --> 00:48:15,040 Don't. No, you can read them as long as 786 00:48:15,040 --> 00:48:18,000 you also try it out right? So I'll let your pens dirty a 787 00:48:18,000 --> 00:48:22,160 bit and and work with with the various tools that are out 788 00:48:22,160 --> 00:48:23,680 there. Don't use it just as a search 789 00:48:23,680 --> 00:48:26,480 function. Great function, but don't just 790 00:48:26,480 --> 00:48:28,920 use it for that. Use it for the other things that 791 00:48:28,920 --> 00:48:31,600 it's there for, right, to make your life better. 792 00:48:31,880 --> 00:48:38,640 And once you start working with it, then you'll see how great it 793 00:48:38,640 --> 00:48:40,560 is, right? So children can use it for 794 00:48:40,560 --> 00:48:41,800 education, right? They can. 795 00:48:42,320 --> 00:48:44,680 It can teach them how to do solve Mac problems. 796 00:48:44,920 --> 00:48:47,120 Doesn't need to give them. It won't give them if you decide 797 00:48:47,120 --> 00:48:50,200 it right, tell them to behave in a certain way. 798 00:48:50,520 --> 00:48:54,480 It won't give them the answer. It'll show them the way, right? 799 00:48:54,800 --> 00:48:57,920 Educate them. And so we need to educate 800 00:48:57,920 --> 00:49:00,720 ourselves as leaders. And if you want to be a leader, 801 00:49:00,720 --> 00:49:03,440 you're going to have to figure out how that balance between 802 00:49:03,800 --> 00:49:07,000 technology and and the human side of things works. 803 00:49:07,000 --> 00:49:10,080 And I would just focus on on that as well, right. 804 00:49:10,240 --> 00:49:13,120 And you know, and you said humility and be humble. 805 00:49:13,360 --> 00:49:14,560 Yeah. You need to understand you don't 806 00:49:14,560 --> 00:49:16,720 know everything. That's difficult. 807 00:49:17,240 --> 00:49:21,680 And it's OK to say that even to your direct reports or to your 808 00:49:21,680 --> 00:49:24,280 team and say, look, I don't have all the answers. 809 00:49:24,600 --> 00:49:27,000 And sometimes they have answers that you won't have. 810 00:49:28,160 --> 00:49:32,560 That humility, you know, especially in, in the face of AI 811 00:49:32,680 --> 00:49:40,120 becoming increasingly more and more and more powerful the, the, 812 00:49:40,280 --> 00:49:46,960 the, the expert, right, the expert position or engineer as 813 00:49:47,080 --> 00:49:53,480 AI begins to meet that expertise and exceeded like that, that is 814 00:49:54,600 --> 00:49:59,160 existential in terms of your own identity, right? 815 00:49:59,160 --> 00:50:04,840 If I, if I, if my self esteem and my sense of self is, is sort 816 00:50:04,840 --> 00:50:08,560 of associated with the body of knowledge that I worked my tail 817 00:50:08,560 --> 00:50:16,040 off acquiring over for 810 years of education and years of, of, 818 00:50:16,160 --> 00:50:18,600 of career growth. And all of a sudden this thing 819 00:50:18,600 --> 00:50:20,760 can do it better. Do it better. 820 00:50:20,760 --> 00:50:23,160 In, in, in, you know, 15 seconds. 821 00:50:23,720 --> 00:50:25,680 That's a, that's a big moment, right? 822 00:50:25,680 --> 00:50:30,640 So humility, yeah, seems to be like a prerequisite in order to 823 00:50:30,640 --> 00:50:35,720 be able to use that and your human intelligence to actually 824 00:50:35,720 --> 00:50:40,280 like do as we've been talking about, like leapfrog into the 825 00:50:40,280 --> 00:50:45,000 future and actually become more advanced as opposed to that 826 00:50:46,600 --> 00:50:50,440 inert human on, on a, on a beach chair while I'm on the beach. 827 00:50:51,000 --> 00:50:56,000 Large soda. So, Gideon, this has been 828 00:50:56,000 --> 00:50:58,080 fantastic. We've learned so much from this. 829 00:50:58,080 --> 00:51:03,320 Is there anything that you'd like to impart upon our 830 00:51:03,320 --> 00:51:08,040 listeners before we conclude this this wonderful session? 831 00:51:09,360 --> 00:51:14,280 I think, again, going back to the first principles of just 832 00:51:14,280 --> 00:51:17,480 remember, we're all humans. We're all going to, Yeah, this 833 00:51:17,480 --> 00:51:22,080 isn't the first revolution of technology that happens in the 834 00:51:22,080 --> 00:51:23,560 world. It's not going to be the last 835 00:51:23,560 --> 00:51:26,880 one either, right? It's just that the Mason heart 836 00:51:26,880 --> 00:51:30,880 of AI it's, you know, and we should enjoy the ride. 837 00:51:31,080 --> 00:51:33,880 This is unlike any other revolution that's happened. 838 00:51:34,400 --> 00:51:39,280 The difference is we all understood on the same day that 839 00:51:39,280 --> 00:51:42,320 the world is changing, right? Every other revolution that's 840 00:51:42,320 --> 00:51:45,600 happened from a tech perspective throughout the course of 841 00:51:45,600 --> 00:51:49,400 history, it's taken years or decades for people to 842 00:51:49,400 --> 00:51:51,480 understand, right? Even including the Internet or 843 00:51:51,480 --> 00:51:55,760 the Internet existed in the 60s and 70s until it became popular 844 00:51:56,040 --> 00:51:59,440 in decades past, right? And even when it became popular 845 00:51:59,600 --> 00:52:03,400 right at the beginning, still took years until, you know, it 846 00:52:03,400 --> 00:52:06,600 became really popular and we all understood the power. 847 00:52:07,080 --> 00:52:13,200 But we all know the day that we all heard about ChatGPT, right? 848 00:52:13,520 --> 00:52:15,760 And that moment in time, we all understood. 849 00:52:15,760 --> 00:52:20,040 Well, that's it, world's changed and everybody understands it. 850 00:52:20,120 --> 00:52:24,080 And so we're just at that beginning stage and we, you 851 00:52:24,080 --> 00:52:27,960 know, embrace it, you know, enjoy the ride. 852 00:52:27,960 --> 00:52:30,920 It's going to be an amazing ride, I think for for all of us. 853 00:52:31,400 --> 00:52:35,400 And as nobody knows what the future holds, just to try to 854 00:52:35,400 --> 00:52:41,760 enjoy that ride and and embrace it and learn from it and don't 855 00:52:41,800 --> 00:52:44,800 be afraid of it and don't be afraid of it. 856 00:52:45,000 --> 00:52:48,320 Things will be wise words. Don't be afraid, Don't be 857 00:52:48,320 --> 00:52:49,600 afraid. Of it that's I'm not saying it's 858 00:52:49,600 --> 00:52:50,400 going to. Be perfect. 859 00:52:50,400 --> 00:52:52,720 I'm not saying the AI won't be used for bad things. 860 00:52:52,920 --> 00:52:55,280 It will. All technologies always begin 861 00:52:55,320 --> 00:52:59,240 bad things as well. But the benefits will outgrow 862 00:52:59,360 --> 00:53:04,560 the the negative parts of things and our lives will be 863 00:53:04,560 --> 00:53:09,840 dramatically better over the course of our lifetime by this 864 00:53:09,840 --> 00:53:12,960 technology. So Gideon. 865 00:53:13,240 --> 00:53:15,880 Thank you so much. You you've heard it from Gideon 866 00:53:15,880 --> 00:53:18,640 Rosenberg, right, the deputy General counsel and Head of 867 00:53:18,920 --> 00:53:24,760 Human resources for NVIDIA Israel, NVIDIA, the global 868 00:53:24,760 --> 00:53:28,360 powerhouse in AI, artificial intelligence. 869 00:53:28,360 --> 00:53:32,840 And Gideon's parting message is? We're human. 870 00:53:32,840 --> 00:53:34,640 Stay human. Stay human. 871 00:53:35,280 --> 00:53:42,400 Love it and and and really love the don't be scared, right 872 00:53:42,480 --> 00:53:46,480 Embrace, don't be scared. Gideon, thank you so much for 873 00:53:46,480 --> 00:53:50,840 spending the time with us and and helping us learn, grow and 874 00:53:50,840 --> 00:53:54,400 stretch and all of our viewers, and it's just been a pleasure. 875 00:53:54,480 --> 00:53:56,640 Thank you. Thanks so much for having me. 876 00:53:56,840 --> 00:53:57,360 OK.