Name: Redefining L&D with Workday Learning, powered by Sana
Uploaded: 2026-08-25T17:16:25.770Z
Duration: 59 min 48 s
Description: Redefining L&D with Workday Learning, powered by Sana

Transcript for "Redefining L&D with Workday Learning, powered by Sana": Hello everybody. Wanna thank you all so much for joining us today. Good morning, good afternoon, or great evening, depending upon where in the world you were joining us from or if you happen to be watching a replay of this recording at some point after the live session. We're very excited to have you here today for our webinar on redefining learning and development with Workday Learning powered by Sana. Couple bits of, logistics to get through before we get into the the heart of our presentation. First thing to understand is that, this presentation is being recorded. The recording should be emailed out to all of you who registered for this session, at some point shortly after we complete. From a Q and A perspective, you will notice that your your microphones are muted, so you can't actually speak during the session, or raise your hand or anything along those lines, but we do wanna hear from you. You should see on the top right of your screen, a Q and A button or a link. You can click on that and submit questions at any point during the course of this presentation. We will be answering questions in writing as we are presenting and then we do have some time set aside at the end to answer some questions out loud as well. And lastly, when we get to the q and a, we're also gonna launch a survey. It is very quick. It's about three questions long. We really do appreciate your feedback. It is how we make sure that when we do these types of webinars, we are covering the right content, that we have the right presenters, that the logistics are proper, that you can hear everything, and so on. So, please do take just a minute of your time to fill out that survey while we're going through the q and a at the end of today's webinar. I do have to put our product statement up here. We are going to be talking about both live functionality and future functionality on today's presentation. We'll be very clear when we are talking about roadmap, and as always, any actual purchasing decision should be made on currently available functionality as the roadmap is always subject to change. Alright. We're done with the, the administration. Let's do some quick introductions. My name is Michael Goldberg. I am the outbound product manager for Workday Learning, now Workday Learning powered by Asana, and we'll be talking a little about that name as we go through today's presentation. I've been at Workday a little bit over ten years. I've been about thirty five years or so in the in the learning space, and I'm coming to you from my home office in Colorado. While I am kicking this off, your main presenter today, I'm very excited to be with is, from Accenture. Dev, why don't you just take a minute to introduce yourself? Thanks, Michael. Yeah. Hi, everyone. I'm Dev Nelor. I'm a corporate solutions architect at Accenture overseeing learning and certification technology. I'm working from Bangalore and been with Accenture for about eighteen years now. Excited to talk about this, Wanko. One yeah. Great. Thanks, Dev. Dev will be rejoining us soon. I have a couple of slides I'm gonna go through upfront just to set some context. But the bulk of today's presentation will be, dev telling Accenture story and then us having a little fireside chat, towards the end as well. Before we get to that, our agenda, just said, we're gonna I'm gonna I think I have two slides to go through some, introductory sort of context setting. Gonna turn it over to dev to tell you, their story. I am gonna talk a little bit about road map, where we are headed past what we've already released. I think that's also only about two slides. And then we'll wrap up with a a bit of a fireside chat between dev and myself and then, any of the questions that you've submitted as well. By way of context, really wanna take a a bit of a step back or go back in time about nine months or so. We made the announcement, September last year at Workday Rising in San Francisco. Workday made the announcement of our intention to acquire Asana. That deal closed in the middle of November, and so, our friends from Asana have now been part of the Workday family for, you know, about, about nine months now. We get questions about why we did this. What was the the driving force behind the acquisition? The reality is the driving force there were two different things to talk about there. The first is, while today's presentation is about learning, specifically our learning product, the main reason we Workday decided to acquire Asana really was not about learning. It was about Asana's overarching AI platform and technology, their agents and tutors that are already built and were world class, their modern user experience. From the very first day we made this announcement up through today, all of our press releases, and you've seen probably heard the term the new front door to Workday, that's the role that Sana will play across all of Workday. However, Sono also had a product called Sono Learn, and as part of the acquisition, that now became part of the Workday family as well. So given that we have Workday Learning, which is turning ten years old, next month, we launched Workday Learning in September 2016, we inherited a new learning product and we had to figure out what that meant for the future of learning. As we were able to start talking to our our new colleagues from Asana and understand what their expertise was, what their product specialized in, We know what Workday Learning has always specialized in. It became clear very quickly that while, yes, there is some overlap, of course, the two things that we really specialize in and built our products for were actually complementary to each other and not overlapping. So, again, decision was pretty simple to say, we're not gonna replace Workday Learning with Sono Learn. We're not gonna replace Sono Learn with Workday Learning. We're gonna take the best of what each of these products knows how to do already, bring them together, and create a next generation industry leading AI driven learning platform, and we've renamed that from Workday Learning to Workday Learning powered by Sonna. I won't read all of the bullets on this slide or on the next one, but the two things when I say that we did that were our expertise on the Sonna side, all about AI and modern user experience. AI for the content creation component, the authoring bit, AI tutors, AI coaches, AI agents, search, reporting, all driven by AI capabilities. Workday learning, on the other hand, has really had two benchmarks from day one. The first is it's part of Workday, which means learning is embedded at the core and tied to talent and skills and skills cloud and the career hub and the talent marketplace, but also onboarding, recruiting, journeys, help, article search, all of the different components of Workday because it's the same product. We just focus on the learning features. And those features really specialize in compliance, which is the driving reason why any company needs to invest in a learning management system. So, you know, that's how we made the decision to move forward with the Workday Learning powered by Asana name and product, and this is what we hope to achieve. These aren't features. I'm gonna get to the actual road map and features after Dev's presentation, But these are the big picture goals and really the opportunities we see. I've already talked about one of these things, transforming the experience. Workday has never really had the best user experience in the world. It's perfectly fine, and all of Workday works the same. But we were lagging in terms of being more modern, being more personalized, contextual, giving users the the experience that they expected based on how streaming applications and other cloud applications have evolved over time. So Asana provides that new experience layer for us. It also introduces the whole concept of content creation as part of our learning platform. That's something Workday Learning never did. We made the assumption you acquired, created, authored, sourced content from lots of different places, and then you brought those all into Workday. Now you can still do those things, but also author content using the AI, driven content creation as well. And then on the outside of this slide, really taking advantage of the other sonic capabilities around search, analytics, insights, and allow you as our customers who are using multiple parts of Workday to let the machine and the machine learning do the really heavy lifting in terms of sifting through your data, finding trends, finding opportunities, finding red flags, providing recommendations and reports back to you as administrators and users of the system so then you can take action and spend your time with each person doing the thing that they're best doing rather than sifting through the data. So those are the opportunities. That's why we got to where we are today. What I wanna do at this point is invite Dev to come back and join me on stage, and, walk through Accenture's story, how they became a Workday customer, how they decided to make this sleep and join us in Workday Learning Power by Sono, and how they're using it. I'm gonna drop off stage, and I'll rejoin you as soon as Dev is done. Thanks, Dev. Thanks, Michael. Okay. Hi, everyone. So we're here not to talk about tech features, but to talk about what it actually takes to transform learning at world's largest professional services firm. So, again, I am Dev Nelor. I lead global learning and certification technology at Accenture sitting at the intersection of HR and CIO. So my job is to make sure the tech we deploy actually serves our people, not just the compliance requirements. So before I get into how, I wanted to try and take some time to talk through some basic facts. Right? Let me just switch the slides. Okay. Cool. So to start off, we have 799,000 people at Accenture. Right? Every industry, geography, language you can think of, about 1,300,000 completions a month, 110,000 courses, and a team of 2,000 learning professionals keeping it all running in one platform with a very short runway to get it right. So at this size, complexity is just the baseline. The real question isn't whether a platform can keep up with our numbers. It's whether it was designed for one of them. Right? So before we even looked at platforms, we had to make a few foundational decisions about how Accenture wants its people to learn. Gonna switch. So one of the first decisions we made was we will not get content. It was a very deliberate choice. Right? We would not have any audience restrictions. There wouldn't be any rules that say you can only see this if you're in this role. Right? Our people are busy professionals, and they know what they need to go. So we made a choice. Only required training basically gets assigned. Global ethics and compliance. Everything else is open. So learners expose freely based on their own need and ambition. So, again, this sounds very simple, but for an enterprise our size, it's a significant governance and architecture decision. It meant that the platform has to support both open access and the compliance rigor simultaneously. And workday learning part by Sana is the first platform that let us do both without compromising either. So what exactly does workday learning part by Sana mean? Right? Because this isn't just a new LMS that has basically come up. So what we deployed isn't an LMS replacement. I wanna be clear about it. This is an experience acceleration strategy built on Workday's trusted data foundations. Right? Workday is our system of record, compliance certification, reporting, assignments, HCM integration. All of these become nonnegotiable at our scale. Right? Sana is our AI experience and intelligence layer, personalized learning journeys, AI powered content creation, learning search across all of the entire learning ecosystem. So together, they give us something we've never had, the enterprise rigor with a consumer grade AI experience, and, critically, one data model, one governance framework without any sync lag or fragmentation. So the reason this works because we were very deliberate about which layer does what. Let me show you how we thought about the architecture. The key insight that shaped the architecture is this. Workday and Sana are not competitors in our ecosystem. They are complements. And understanding which layer does what is critical to getting the deployment right. Workday handles what enterprises can't compromise on. Compliance, auditability, HCM integration, and the scale. Right? Sano handles what legacy platforms have always challenged with. Right? Which is engagement, personalization, modern authoring, AI tutoring, etcetera. So what this gave our learners is a personalized learning, search across all of the internal content. Right? Learning embedded in the flow of work, which was very critical for us. Right? Now for our admins, enterprise compliance anchored in Workday, right, with Sun actually accelerating content creation and engagement. And most importantly for content authors, it was faster refresh cycles tied to skills. Right? So AI could create content, do translations, and knowledge checks faster than before. So the bottom line we kept coming back to internally is this is not a tech decision. It's a learning strategy decision, and the tech finally caught up with the strategy. So knowing the architecture is one thing. Right? Getting it deployed across 800,000 people is another. So let me walk you through the decisions that actually made this whole piece work. So I'm gonna spend some real time here. Right? Because this is where most enterprise deployments either succeed or fail quietly. Let me walk you through four decisions that shape our rollout. First and foremost, governance. Zero compliance incidents post launch. So before we touched a single configuration in Workday, we completed all our responsible AI assessments. And before we went live, we worked through our internal security and change governance processes so that all of it kinda ties up very neatly. Now at the surface, this all sounds very bureaucratic. Right? It actually isn't. At the scale of Accenture, one compliance incident post launch isn't an inconvenience. It actually becomes a headline. Right? And getting governance right before go live meant that we could actually launch with confidence and not with caveats, if that makes sense. The second focus area was phased rollout. 40,000 users, zero surprises. We did not flip a switch for 800,000 people to see what they're learning powered by Sana. Right? So what it was was a structured early adopter release targeting around 40,000 users, specifically to surface real world friction before general access. And what we learned was edge cases in content visibility, authentication flows that need a little bit of refinement. None of these sound catastrophic, but all of them would have been amplified at full scale release. Right? So my suggestion is the early adopter phase is not a soft launch. Consider that as a structured intelligence gathering exercise. Treat it that way and the general access launch becomes an on event. The third critical aspect is embed, don't bolt on. Meaning, one login, one date data flow. What I mean by that is from the beginning, we held something very core to our learning and tech principles. Right? Sana had to live inside Workday and not link to Workday. What it means is our people don't see that they're switching platforms. The completions, credentials, skills data, all of it flow natively. Their managers see learning signals in Workday dashboards. There is no sync lag, no reconciliation end of the month. And when you bolt a learning platform on, you tend to inherit a lot of friction between those systems. But then when you embed it, the friction disappears and so does the reason for people to disengage. So it was very critical that Workday learning powered by Sana kind of comes up as a singular system rather than two separate platforms. And last but one of the most important one is stakeholder pacing. Right? What I mean by that is we need to make sure that we limit surprises at all levels. At Accenture, we move fast, adapt quickly, and reinvent continuously. So regular check ins with leadership, Workday, and Sana help us stay aligned and avoid any surprises. One thing to remember is large deployments will always have challenges. The key is making sure stakeholders hear about them early, not after the fact. So transparent transparency actually builds trust, if I really summarize it. Awesome. So before I move to the next one, I think one of the most important things people tend to keep asking us is when we talk about this deployment, where does content actually fit? Right? What happens when AI can create content? That's where Sana create change the conversation in ways we did not fully anticipate. Gonna switch to the next slide. Okay. So one of the most important things that we started to kind of figure out was it isn't the tech itself. Right? It's the conversation that has been sparked because of this release. The initial questions from our learning teams were exactly the right ones. How do we ensure quality? How does instructional design fit in? What governance do we need? Right? And our response was simple. The learning professionals remain in control. Sana create only accelerates work, but the accountability for quality review and publishing stays within each of those teams. So once our team members got hands on experience in the sandbox, the conversation quickly shifted. It become less theoretical and more about practical feedback and opportunities. Right? Now the biggest realization that kinda came out of this was that if content can be created faster, our biggest constraint is no longer development capacity. Right? The conversation moves from governance to prioritization, quality standards, and life cycle management. And for us, that is where the real value lies. Right? It allows learning professionals to spend less time building content and more time focusing on higher value work, curation, quality of content, right, Skills development and learning strategy. So the question is no longer how do we create courses faster. The question becomes how do we create the right learning experiences with the right quality and impact. So tech was the catalyst. The real transformation is in process governance and how we define the role of future of learning. Awesome. Now now that it's shift in thinking, right, from recording learning to driving it, And that is exactly what's shaping where Accenture kind of is looking to move forward with. So we're not standing still. We have three things live on our road map. Right? First is deeper AI integration. The goal is for the platform to surface the right content before the learner knows they need it. It's really, really critical. Right? The second thing we're focusing on is agentic course development at Accenture. So we're actively powering towards AI powered authoring at scale and a learning agent within our agentic platform. A tutor and a recommender capability that basically guides employees to grow skills at a point of need inside the tools they already use. So they don't have to go between tools to kind of get the learning they're looking at. And what they're learning powered by Sana kind of really enables that critical piece in this puzzle. The third is we continue to encourage and actively ask our third party content providers to move to Cloud Connect for learning. Why? Because it provides standardized integration, seamless tracking, and no more point to point custom maintenance. Right? So the thread connecting all three is we're moving from a platform that records learning to a platform that drives it. And that's the shift, and the best part is it's kind of available now. So before we get to questions, these are the slides I had. Right? You can find us at Booth A 1 in the Workday Rising Expo all week. Stop by to connect with Mark, my colleague, for a deeper look at the platform, architecture implementation, and rollout strategy. So that's it for me. Thanks again for the opportunity. Back to you, Michael. Hey, Dev. Before you leave, the stage, first of all, thank you for the presentation. We got, one great question, that maybe it makes sense to answer right now just after you're done with your presentation. We got a question asking what design tools and software for authoring your team was using. prior to Sono or maybe that you will continue to using now in addition to Sono? So, Accenture, we use quite a few. I'll be honest. There are so many teams that use quite a lot of these authoring tools. We use Articulate. There is a, Domino Claro. And in some cases, we also use Adobe Captivate. Again, it's I would say this is very user like, the learning professional dependent on what they choose. Now once Sana comes in, I think, do these tools go away? Maybe, maybe not. Because each of these tools specialize in one certain thing. How Sana kind of reduces the time to go live. I think the other tools might give more flexibility in terms of customizing and something special they would bring in. So we we plan to kind of have at least a few of these in how we move forward, Michael. Wonderful. Thank you so much, Jeff. Thanks. Just a reminder, I saw we just got one more question come in. We will answer that one in a little bit. Please do feel free to submit additional questions. We're gonna have plenty of time to answer those. I'm gonna take you through, a little bit of the the vision and the future road map, and then, Dev and I are gonna have a quick little chat, and then we'll get to any other questions that have been submitted at that point. By way of the the the vision and the road map, the first thing we wanna point out is that, this whole journey moving from workday learning to workday learning powered by Asana has actually already begun. We started out by by creating essentially a three phased approach, or three updates. The first of those, was actually already delivered to production, in June of this year, June 26, specifically. So any customers that have already, made the upgrade from Workday Learning to Workday Learning Power by Asana or who have just purchased Workday Learning Power by Asana from scratch already have those capabilities, in production. The things we focused on first were really the big picture items and some of the stuff, frankly, the dev has already talked about. That includes the ability to embed the Asana content creation or authoring tool inside the Workday flows. So as a learning administration or we have a new role that's basically called a content manager, you have the ability to log in to Workday from their launch, the Son authoring capability. You don't log in again. It's the same user account, just with a new role added. Go through the entire authoring process, the review, the collaboration, the translation if you need to do that, and then publish that back into learning where a learning admin can figure out how it's gonna be used in the catalog and what courses and programs it'll be part of. So the AI authoring is already embedded. We've also already embedded what's called the personal AI tutor. That is an end user tool. So when a learner is consuming a piece of content created in Asana, they have a private tutor available to them that they can engage back and forth with the content. They can ask you questions, ask for more information. They can ask the course to quiz them to make sure that they are tracking and following. A couple of really important distinctions, and I see we've already got a question that just came in about this at perfect timing because I was gonna answer it anyway. The personal AI tutor can only provide information back to the learner from the data that is in the course or the content that is in the course. So the personal AI tutor does not reach out to other items in the catalog, to other items in the company, certainly doesn't go outside of Workday. It just uses the source materials that were used to create the course to provide information. There are other tutors, we're gonna talk about what's coming next, and agents that do have the ability to go outside of what is in the course. But the personal AI tutor, the reason we call it personal, is it's one to one between the learner and that particular content. The the two other things that we have delivered already in this first phase are actually new new visuals and new user experiences, one for learners and one for administrators. We have modernized the learner homepage. It's actually not just one page. It's the homepage, the discover, the the the search, and the consumption pages. So they all have a a modern look and feel. They all look a little bit more like Sana, frankly, but more importantly, they are modernized to look like the other parts of Workday and just a cleaner look and feel for for a modern Internet application. We have also created a new admin view that's called the admin hub. Those of you that use lots of different parts of Workday have noticed we've moved to sort of a hub strategy across Workday, and we've made the learning hub, look the same with a with a sidebar on the left with different menus that you can slide in and out, and the ability to switch different tabs on the hub to view content, to manage content, and to launch the authoring capability. One more thing to say about what we've already delivered, those two new views, the modernized home page and the admin hub, all Workday Learning customers, all we have about 4,400 customers on Workday Learning. They will all get that even if they are not using the Sonic capabilities. The personal AI tutor, the Sono authoring, and the things in the second and third column, which I'll get to next, those you need to actually have licensed Workday Learning powered by Sono four, but all 4,400 plus customers will get the new views. They'll be opt in for twenty six r two, and then they'll become the default views for twenty seven r one. I know we've gotten a lot of questions coming in the road map, which is fantastic. So let me get through what we are doing next, and then we will, we'll move on to a quick little fireside chat. You can see the second column, has a bit of a date range on it. It says q four twenty twenty six. We don't have a specific date yet. We are targeting somewhere in the probably the mid to end of November, beginning of December. For those of you in The United States, probably between Thanksgiving, in The United States and then Christmas. We won't do it all the way at the end of December. It gets too close to the holidays, and that gets complicated for a lot of reasons. But there are a few important things coming in the in the second phase. The first is, building out, our next tutor or agent that we are calling the ask me anything tutor. So if the personal AI tutor is the is the relationship between one person and the one sonic course they're taking, the ask me anything tutor is the relationship between one course and the and the whole catalog one person, excuse me, in the whole catalog. As an end user, that could be a learner or a manager. You can basically use natural language and whatever language you speak or or or write in and query the catalog. You can ask things like, I'm contemplating a lateral job change, or there's this post open on our internal job portal. Can you look through the catalog and find me the right courses and material so I can get up to speed and be the best candidate for that job? And it will either produce back a report, a search result, or a learning plan based on what you ask it to give you. So, again, that ask me anything tutor will look at everything in the catalog. It still doesn't look outside of Workday, so it's not gonna go to YouTube and third party sites. It'll look for the content that you have put inside your learning management system. The, second thing that's coming in the, in the next phase is what's all integration with Sono Live. So Sono Learn comes with its own sort of virtual meeting and interactive tool. It works sort of the same way that things like Teams and Zoom, and we're using Goldcast today do in terms of you can create virtual instructor led sessions and people can sign up and you can, teach material virtually, but it is designed, like everything in Asana, to be much more interactive than that. It comes with a wide variety of what we call interactive cards that you can use for engagement, to have your end users communicate with each other, communicate with the instructor, play games, do icebreakers, or actually collaborate on projects together inside the Sonalive environment. The the the bullet at the bottom of that slide mentions, AgenTek reporting and insights. You may be familiar with the term called the analytics agent. That's actually not a learning feature. It's actually a Workday wide feature. It's part of what we call Sonic Core or Sonic Enterprise. But we will be making the analytics agent understand learning information. So you can use the analytics agent from anywhere in Workday, and it will be able to provide learning information back to you assuming you ask it learning information. If you look at the, the the third column on our slide, oh, sorry. I wanted to talk about tracking model alignment. One other thing that we're doing, this is very important. We we're we've now reached a place where we have about four different types of content that can be sitting inside the Workday learning environment. There is content you build yourselves. That's probably in either SCORM or ASCC format. You may have content from third party content providers. You'll have the content that you build in Asana, and then you may have things like video, with interactions on them. We need to make some changes behind the scenes. This isn't really an end user feature, but we need to make some changes behind the scenes to make sure that we have the exact same data model for each of those different types of content so that when you're doing reporting, it's apples to apples, the same data fields, the same values inside those fields, and so on. If you look to the the third column, it says q one twenty twenty seven. It may frankly wind up being in q two. Our our goal is to try and get it out there in the first three months of 2027. We won't have a specific date for that until the end of this year, but two very important things coming there. One of those is an administrator agent. So instead of focusing on learners and managers, we'll be building an agent that your learning admins can use so they can perform sort of those bulk processing tasks, through an agent, again, by asking questions and giving it commands in in their natural language. We're gonna focus at first on bulk tasks like scheduling, enrollment, assignment, and content, management. Over time, the admin agent will learn how to do more and more of things. We need to make a, a minor update to the Workday mobile app to make sure it fully understands the Asana course format and the personal AI tutor so you can do those within the mobile app. And then we we think about taking learning plans one step further, because while we while we want to be able to drive learning plans off of the content in the catalog, that isn't really taking advantage of what makes Workday workday, which is all of the data that exists at the HCM level. We have information on the worker profile about people's jobs, their careers, their goals, their skills, their gigs, their career plans, all of that stuff. So the idea of a hyper personalized learning plan is it takes learning information plus all of that other stuff that is on the, that's on the the worker profile and at work to HCM and drives an even more personalized learning plan to the end user. The second and the third columns, I go back to the product statement at the beginning. There likely will be some subtle changes either in the time frame or what gets delivered when. Last thing I'll say about this and then we'll get to our our chat. This is not meant to be comprehensive. We will do more than what's here. These were the big things and the things that we could define over the course of the, of the first three phases. We also wanna point out, and this is a little bit of bragging on our end, we started development, on this around March of this year. This entire three phases, we're talking about one year's worth of development from the day we started to getting all these out the door. This is a massive high priority for us. We made a big investment in Sana. Our customers are making a big investment in Workday and in AI. Very important for us to get this stuff out the door as fast as possible. So you will notice these time frames, June, q four of this year, and then hopefully q one of next year, are not adhering to the standard Workday r one and r two release schedules. We are treating this as its own work stream. We're gonna build the functionality and get it out the door when it's ready. The rest of our road map, because there's lots more that's non sauna related on the learning road map, we'll continue it here to the r one and the r two schedules. Alright. I went through a lot there. We got a lot of questions, and we wanna get to all of them. Dev, why don't I invite you to come back up on stage, and let's just do a a a quick little chat before we get to the q and a. And and I wanna start, this way. I just went through the road map for the second and third phases. Given that Accenture is already using the phase one stuff that we've already delivered, was there anything in those in those next two phases that you are particularly excited about and you know that Accenture is gonna restart using right away? I'm glad you asked, Michael. In my point, in the December update, what we're looking forward to is Sana's ability to call through Accenture's entire course library. Right? And I'll tell you why. So when that actually happens, it it no longer becomes just a search tool. Right? It becomes a fun door to AI augmented learning at enterprise scale. So for us, I think what it changes is it shifts AI from just a content factory to AI as a learning experience for an organization our size. Right? So it unlocks quite a lot of things. Imagine we have a catalog of 120,000 courses of which close to 20,000 are internal. So that's quite a lot of content that's at the fingertips of the learners. So I'm excited about that main feature. And I have to tell you, a lot of hopes are kind of resting on it. No pressure. No, pressure, we're all. looking forward to December. Yes. It. would be a great Christmas. Thanks, Michael. Let me ask you one more question, then we'll we'll get to the questions from our our attendees. You you've talked. a fair bit, both in your answer to this now and in your presentation, about the amount of content and the fact that you don't have content gating, which we'd love because a lot of our customers struggle with that. Do you expect, and maybe maybe this is too early to answer, but do you expect that the ability to now author your own content within the Sono platform will change, minimize in some way the number of third party providers and other sources you have? Do you expect some sort of consolidation there, or are you gonna continue to leave that up to the different parts of the business to do what they think is best for their needs or both? It's it's a good question. And I'll be honest, we're still kind of running through all the iterations, thinking, and thought around all of this. Right? But here's what I would kind of assume would happen. So Suna coming in, would external content providers. go away? I don't think so, Michael. And why? Because there always be content that is either too time consuming to build in house or where the subject matter, right, sits outside of the organization. So does Sana replace external content providers? I don't think so. But the interesting piece is this. Right? What Sana has actually triggered internally at Accenture, and I'm kinda thinking across the industry as well, is some very important challenges. How do enterprises like Accenture continue to leverage AI augmented learning features while respecting IP and copyright boundaries of content providers? Right? So this conversation is very early, and in my opinion, a lot of these reactions are right now very defensive. Right? Which Yeah. which is quite understandable because it's a lot of content. Someone's IP, they've spent hours, days, lot of sweat building it. So every disruptive technology triggers that, and learning is no different. So my instinct is that this would also follow a familiar pattern. This is not the first time that humans have built something where everybody started kinda getting their own IPs and contents, copyrights, all of that kind of thing. So what I would assume is in a few days, everybody will start to build those trust based partnerships, right, that move things forward. And the technology honestly becomes a very small part of the story. So the bigger opportunity is how we look at removing those barriers while respecting the IP copyrights of everybody who's involved in it. So together we grow, and that is the biggest conversation that's happening at Accenture. right now. Yeah. I really appreciate that. Appreciate the the transparency there. And I think, you know what? I get to have these conversations with a lot of customers and prospects, and we're gonna have a ton of them at Workday Rising in a few months. I I think these are the questions that nobody really has an answer to yet. We have some educated guesses, and, frankly, we have some hopes about where those guesses are and and the results are gonna land, but I think it's very much gonna be a work in progress for all of us. Right. Why don't we move on a little bit? We're gonna get to the q and a. I've been looking through them. Dev, I it looks to me like most of the questions are gonna be for me to answer, but I'll I'll I'll where that makes sense, I'll I'll ask you for your opinion on them as well. And I'm gonna try and answer the questions essentially from the bottom up in the order in which they received. I'll combine a couple. Also do wanna just remind everybody, we're gonna launch right now that quick little survey I mentioned. It's only a couple of questions. So if you could, please all answer that while we're going through the q and a, we would really, really appreciate it. I'm gonna start here. We got a couple questions that essentially asked, is Workday Learning powered by Sonra different than Workday Learning? Is it built on Workday Learning? Somebody else asked the question, can you use Workday learning without the sonic capability? So let me address all of that. The the Workday learning product that we have been selling since 2016, still exists. As I mentioned earlier, I think we have about 44, 4,500 customers. Workday Learning powered by Sonna, for lack of a better word, is essentially an upgrade from Workday Learning to Workday Learning powered by Sonna. It's an upgrade, and that that does mean extra cost to get all of the sonic capabilities, the authoring capability, the personal AI tutor, and then all those things I mentioned in phases two and three and beyond. Nothing in Workday Learning has changed. It is essentially the same Workday Learning product with all of the sonic capabilities added to it. So if you use Workday Learning, you're not losing anything. It is also important to understand that that upgrade is not mandatory. Any customer that already uses Workday Learning can continue to do so and can choose to make that upgrade when it makes sense for their business. And that's based on yes. Again, there are costs, but also resources, and you need to have a need and business cases for those additional features in order to make that investment worthwhile. So you can continue to use Workday Learning, you can renew Workday Learning, and then add Sonra when you want to. If you are a net new customer who does not purchase learning from Workday at all yet, what we are selling moving forward is Workday Learning powered by Sonra. So if you don't use learning at all, you'd be buying the new combined product rather than buying what we're now calling the legacy product. So I hope that clears up the, how we're selling it. I just saw as I was saying that will the upgrade be required eventually? I'm gonna give you the most transparent answer I can. We don't know. And when we say eventually, I I think it is our hope that some number of years down the road, that won't be a question anymore because every one of those existing 4,000 plus customers will have done the upgrade on their own time, and new customers will have bought the new product, so we will never have to make it mandatory. So very much to be determined, I think, is the the best answer to that question. Next question I wanna address, says, does Workday Sonos support different certificate designs for individual courses? So, I'm gonna change that question just slightly and and answer it this way. The Sonos authoring capability allows you to author using three different models. You can just build from scratch. You can literally build from a white screen as if you were using an authoring tool like Articulate or Captivate or something along those lines. That's the least common. The most common way is to take existing content materials like PDFs and SCORM courses, things that already exist, essentially ingest them into the Sono engine. You could some people call it sonifying them, and then using that source material to create a Sono course that then adds all the interactivity and the cards and the things you wanna put onto it. Sato also comes with, more than a 100 templates. So preset sort of layouts, but also subject matter templates. In any of those three scenarios, you absolutely have the ability to basically give Sonnet instructions on your brand and design guidelines. You can have more than one, or you could say every course has to use these particular brand design guidelines, and then the Sonnet AI engine will adhere to whatever instructions you have given it. So back to the way the question is worded, if you wanted to have different designs for individual courses, you can do that. You could have the same time for every course. That is entirely up to you. The most important part is you do have the ability to basically influence what those designs will look like, and and the Asana engine will adhere to that. Next question up says, will there be a need to migrate any content to rebuild in Son Insona versus maintaining it in Workday Learning? So the answer to that is maybe. And and there's another question that asks this later up, which is, is the Sono format the same as Certascor or AICC? So these two questions I'm gonna answer together. The Sana format is not, SCORM or AICC. It is a native proprietary format. It is a Sana format. So the answer to this question that's up on the screen is if you have existing content, let's say, in a SCORM format or in a PDF or a PowerPoint, and you want to create a Sonic course from it, that term I just used a minute ago, sonifying it, essentially converts it from whatever format it's in to the Sono format, and then Sono maintains it in that, in its native format. It doesn't change the SCORM course that you started with. It basically takes that, leaves it as is, and then copies it into the Sono format for moving forward. So it's a native format that uses their technology. That's what the AI tutor knows how to use as well. What we have done in in learning is added a new lesson type that's basically called sauna course, so that we understand the new format. And then that new course, once it's published from the authoring tool back to an admin, they can add it to courses, they can add it to programs, they can assign it, they can make it mandatory, they can make it optional, it can be campaigned, it can be all of those things. We treat it the same as any other lesson, but it stays in the native format. In terms of migrating, what we'd say is this. There is no reason to suggest that any customer will need or want to take a 100% of their existing content and migrate slash convert it into the Sono format. Part of the exercise in making this move should be figuring out which pieces of content or topics in your existing library would benefit from the the Sono format because it would benefit from the interactivity from the tutor and which things don't need that. So there's gonna need to be some thought in that change management behind the scenes to make that decision. You also don't have to make it all at once. You can sonify things whenever you want to along the way. Also wanna point out that when you are done creating something in Asana, you can actually publish it back to a PDF format if you want to. And while this is not yet in place, it is on our road map to allow you to take a sonic created course and publish it or export it back to a SCORM format. So that's road map. The PDF format is there now. Very important to understand that if you do that, if you take a sonic course and export it to one of those other formats, it loses the SONA bits, it loses the interactivity, the AI tutor doesn't work, it is creating a standard PDF or SCORM format. Customers do do need to do that because we have customers that use multiple LMSs or they use the PDF or SCORM formats for other distribution mechanisms beyond the the core learning product. I think I just answered about four questions in one, during the course of that answer. Got a question for Dev. So, Dev, why don't we turn this one over to you, about what you found during implementation? When the prospect is the return, I found mission critical. You cannot get it wrong or fixed later. I think the most important thing for us that we could not go wrong was when the content actually gets released, our people basically get caught between authentication and things like that. Right? In the sense, at our scale, we had to kind of configure it for 40,000 users. So we were very, very clear in terms of who gets access to what kind of courses. So it it was a very controlled release. So that that was the main thing that kind of ensured that we never really kind of, experimented quite wide, if that makes sense. One of the things that also came up that we cannot get it wrong is WCAG. So Accenture kind of believes in accessibility in all content, not just web pages and everything, but also learning content. Right? So every single piece of content that's built by AI, human, whatever it is, goes through a rigorous process of digital content testing. So for us, that was also another mission critical thing that we had to get it right from the beginning. Right? So we could not kind of think about going we'll think about it later kind of thing. Thanks, Steph. We I know we are, quickly running up on the amount of time we have scheduled. I do have a couple more questions I wanna try, and get to. I'm gonna get to also I'm gonna there were two. We got a question that says, is there a cost associated to each user developing content or per content developed? The answer to that is absolutely not. The the authoring capability is essentially unlimited as is the the the streaming and the storage. So there are no, what you may have heard the term flex credits or user costs. There's none of that with the the Sono Learn capability. The the one exception to that is the Sono learn authoring capability also has a relationship with a vendor that provides audio narration and avatars. So that is a third party tool that is embedded within Asana. There are usage limitations on that specifically, but not on anything that Workday is providing to you. And and you could reach out to your account team if you want the specific details on the, the limitations on usage for the, the avatars and the and the and the audio narration. Oh, I've been told that we actually can go longer than I thought we were wrapping up at forty five minutes, so I should have time to answer all the rest of the questions. Dev, let's send one more to you. A question about how do you handle compliance other than ethics, in your model and especially given, you know, the lack of gates around content? So our ethics and compliance trainings are assigned to individuals. So while it's not gated, it's still assigned and people have to kind of take it. Right? Now that being said, does it stop others from taking a course that, let's say, there's a compliance course that is released in US? I'm sitting in India. I still have access to take that course. It doesn't stop me from doing it. But what it also means is if there is a compliance course that I'm supposed to take, it is assigned through campaigns and I end up taking it, if that makes sense. Now does Sana change any of these? I don't anticipate it will. We have not yet deployed any ethics and compliance training on Sana because, again, we are an early adopter phase, control launch, 40,000 users. Right? But eventually, when we go full general access, will we release ethics and compliance? Yes. We will. Would it change anything? I doubt because Sana still releases content through what they're learning as a course package, so it should not make any difference in how we move forward with it. Hope that helps. Thanks, Dev. Let's, let's talk about a couple more questions. I think we will have time to get through all of them. Great question here that says, what has your experience been with the external content providers now that we're using Asana? And let me actually provide a tiny bit of context back there as well. For those of you who aren't familiar with Workday Learning and and this has moved forward to Workday Learning powered with Asana, we have a product called Cloud Connect for Learning, which now has 22, delivered content excuse me, delivered integrations to named content partners. Think the Skillsoft, LinkedIn learnings of the world, and and 20 more. The conversations we've had for them dating back really to the day we announced, the acquisition of Asana a year ago, have been very interesting. Most of them, are very excited about it because in theory, if the Asana ask me anything tutor and the Asana search capabilities and the analytics and the insights capabilities are able to understand third party content just as they are internal content, whether that was created with SCORM or through Asana, that makes their content stickier. So they're very excited about having their content to be part of let me put it differently. Having the metadata about their content, the information about it be part of the AI capabilities. Where we think there will be, a a roadblock or or a, a step too far for them is it's highly, highly unlikely that any of the content vendors would allow a customer to take a course from their catalog, which has all their intellectual property, sonify it, and create a non intellectual property version of that course on the sonic capabilities. I can't say that none of them will allow us to do that, but it's unlikely because that reduces their intellectual property value. So I think there'll be a great middle ground where we will be able to extract metadata, so not just title and description, but, you know, text from the courses, text from the video and from the audio and so on so that all of the search and the tutor and the agent capabilities can include third party content in their recommendations and results. Now to be totally transparent, that is still undecided. And in the first release of the ask me anything tutor that comes out at the end of this year, third party content will not be included. We have started the process of talking to all 20 plus of our vendors, making sure what they are and aren't comfortable with. We may, in fact, have to update our contractual arrangements with them to make that a a legal distinction, but we don't believe this is part of the reason I asked Dev this question. We don't believe that Cloud Connect for Learning is gonna go away or be less valuable. In some ways, it'll be more valuable because that content will be included in the results that the tutor and the agent can look at. You just won't be able to create your own version of a Skillsoft course as an example. So hopefully that that helps answer that question. And, actually, I think there was a separate question there that said, are integrations for off the shelf learning content supported, with the AI results? So sort of the same question I just answered there. I got a question asking about, can I provide more detail about what I mentioned in terms of the, the native mobile update? Really quite simple. Asana has never had an app. They've never needed one because the content created is mobile ready, it's mobile responsive, and you can use it in any mobile browser. But a lot of Workday customers use the existing Workday app, particularly customers with large numbers of frontline workers, people, you know, in manufacturing and retail and hospitality and so on. Because the Asana content is its own format, we simply need to update our app so it understands the format so that if you take a Asana course and you load it into the try and launch it inside the mobile app, that it will run, browse, navigate. You'll be able to use the AI tutor and all of the same stuff. And we need to do that for the mobile app. It works today in the mobile browser, so you can already do that on a phone or a tablet in the browser. We just want to update the app for customers who want a 100% of the consumption experience to happen in the app. So I hope I hope, that answers that question. So I got a question, that I'm actually gonna go back a couple slides in the deck, to, to try and and clarify. Question said, to clarify, is the personal AI tutor embedded in the same as the AI tutor for all content in q four? Are these two separate agents that can collaborate together? They are completely separate from each other. And I'll I'll reiterate again, actually, I'll go back even one more slide. The thing we've already released is the person I tutor is only between the person taking the course and that one course itself. It can't look outside of the source material that was used to create that course, and for that matter, the the questions they ask and the information they get back from the course is private. It's not even reportable or viewable by admins. It is very much an add on to create a more personal experience in that individual course for that user. The ask me anything tutor or learning plan agent, those are sort of separate names for the same thing, those will have the ability to browse across all content and provide either search or learning plans as a result. Two totally different agents. They don't work together. They work separately from each other, but they are both simply part of the product. One is already released and one is coming in in the fourth quarter. So I hope that I hope that clarifies that properly. Question that says, can you use both Sono Live and the Teams integration? Sono Live is not going to supplant any of our existing VILT integrations that are part of the Workday learning platform. That's Teams and Zoom. It will be an additional tool that you can use, but there are absolutely no changes and no deprecation to either the Teams integration, or the Zoom integration that are that have been part of Workday learning for a bit. Question here. This is a longer question that says I'm gonna read it out loud, and I think, our administrators will put it up on the screen here as well. Looking at the the q four road map for agentic reporting and insights, AI reporting often defaults to static summaries. How are we designing these agents so they move beyond diagnostic analytics and directly trigger workflow actions, like automatically nudging managers or adjusting learning paths based on skill gap anomalies? It's a fantastic question, and the short answer is a little bit to be determined, but the way this question is written is the goal and the direction for all of the agents. Frankly, you could use this question as a summary of why we purchased Sana to begin with. The goal is to be able to use AI to go behind a static report, dashboard, or search result to let the machine do the heavy listing to take whatever you've asked it to do, actually analyze that data and provide back to you, in some cases, recommendations for actions, in some cases, if you wanted to, automatically trigger that action, probably with an approval to make sure it's doing the right thing, and things along those lines, as well as communicating to people beyond who asked it. So I can't give you really specific details or even use cases, but the way that question asked is directionally what we are absolutely moving towards is using AI to enhance the flow of work, not just to provide data, but to provide actions, recommendations, or triggers based on that data. So I think over the course of the next few months and certainly at Workday Rising, there'll be much more specifics around that. But in the short term, directionally, that is where we're headed. Deb, I think if you're still with us, we got we got one more question, we'd like to to, Ready. ask you to talk about. Yep. Son, you don't wanna put that one up on the screen? Do do do here we go. was the curious? We tested prior production deployment of Sana learn. We tried we tested quite a few things. Right? Some interesting ones is, let's say you have a quiz inside content. I'm and I'm being very candid about it. If you have quiz inside content, could you use the AI tool to answer that quiz? Yes. You could. So we went from that to we also tested how Sana would behave. Let's say if we have more than one person accessing the same content and trying to kind of go through quiz, resetting it, and all that kind of stuff. So primarily, it was on performance and getting to know Sana kind of tests what we've done within the team, but nothing beyond that. I can't think of anything else. Thanks, Dev. So, I know we're coming up on the end of our time. More questions are coming in, which means, we'll apologize, we will not be able to get to all of them today. There were a handful that are all asking, versions of the same thing. So let me see if I can just address this out loud, which is where can you get more information, which would mean more information about the road map, more information about, the agents, in particular, the future agents, like the admin agent. We've had a couple of questions about that and the analytics agent. Where can you see demos and things along those lines? So I'll give you three, three avenues there. The first is, we run another series of webinars. This webinar was under what we call looking forward with Workday. There's a whole series of webinars that are under a program that's called Workday Live. We have been running monthly webinars, that are on, this road map and integration that include demos. There there was one last week. The next one is scheduled, I think I think it's September 20. I'm remembering that date off the top of my head, but there's one basically every month. If you search for Workday Live, you can actually find, the Workday Live homepage. When you search for future demos excuse me, future webinars, you can register for those. But if you scroll to the bottom of that page, you can actually watch recordings of any past demos as well. So those are, those are forty five to fifty minute sessions. I go through some of the same content I did today, but with a little more detail. But the bulk of that is, is demo of whatever is live and visions. So screenshots and Figmas is what we call them, a future looking functionality. So that's one method. The second method is, we'd be happy to just meet with your your company one on one. So you can reach out to your account team. That means your your CSM or your account executive. Tell them that you wanna learn more, and they will set up meetings with, the sales organization to provide demos and give information. If that's relevant, they'll bring in somebody like me or someone else from the product team to come in and talk about the road map in more detail as well. The the third, mechanism to do that, excuse me, is, on our strategy road maps what's on community, basically. On community, every product area does their strategy road maps every six months. Some of you may recognize my name or voice. I've been the voice of the learning road map for about four years. We also, deliver a a series of webinars directly of the learning product. So if you search particularly in the learning hub on community and the learning user group, which is also now the learning networking hub, I think is what it's called, you can find links to a, a wide variety of different webinars and other information. So I think the those three mechanisms are the best way to learn more. What I'd like to do at this point is, is wrap us up because I know we've only got a minute left. I want to, on behalf of our whole team, and in particular, Dev, really wanna thank, all of you for joining us today. Dev, I wanna thank you so much for the presentation and for for answering some great questions and some hard questions. We really appreciate, anytime we run a session like this and we we have folks like you join us, are engaged and ask really good questions, we appreciate your ongoing support of the learning product. We know acquisitions are complicated. They complicate roadmaps, they complicate, understanding our strategy, what we're doing, and we are we never lose sight of the fact that that's complicated for you who have to implement all these things and figure out how to use them. So we absolutely appreciate your support. And as someone who's been at Workday for all ten years that the learning product has been in place, it has been really, really fun to watch our product grow and see all of the changes over the last year since this, announcement was made and where we're headed moving forward. So on that note, once again, thank you all. Thank you, Dev, so much for joining us today. We hope this has been useful for everybody, and we hope you have a great rest of your workday. Thanks Thanks, Michael. Thanks, all. everybody.