19 [Customer] Maggie Partsi, Transurban

[00:00:07] Hi everyone and welcome to the CoLab Live where we speak to a different VideoMyJob user every quarter

[00:00:14] to give you insights into how they successfully

[00:00:17] leveraging video and their talent to brain strategy.

[00:00:20] Now I'm Megan, the product marketing manager here at VideoMyJob

[00:00:23] And I'm Bowden, the customer success lead.

[00:00:25] And we're so excited because in this session

[00:00:29] we'll be talking to Maggie Patsy from Transurban and she's our guest for today's session. Hi Maggie

[00:00:35] Hey Megan, I'm Bowden. How are you both going?

[00:00:38] Yeah really really good, really really good.

[00:00:41] Now before we get stuck in, I'm just going to do some housekeeping.

[00:00:45] So there is a chat function for everyone that's dialed in today

[00:00:47] so please feel free to post any questions you might have for Maggie

[00:00:51] and we'll monitor those and answer the questions during the session.

[00:00:56] But yeah, look, I just wanted to sort of call out

[00:01:00] you know firstly thank you so much for joining us today Maggie

[00:01:03] before we get started I just wanted to share with our guests that

[00:01:06] you know when I first had this idea of creating this community initiative

[00:01:11] before I even knew what CoLab was going to be about

[00:01:13] you were one of the first people that I reached out to.

[00:01:15] So I got in touch because you know of the amazing work that you guys are doing at Transurban

[00:01:22] and I loved what you guys were doing in the space

[00:01:24] and so at the time we sat down for a written Q&A

[00:01:27] so I'm like even more excited because we actually get to have you on our live show today.

[00:01:33] I'm excited too, don't worry, it's not just you.

[00:01:38] So look without further ado Maggie I'll just jump straight in can you

[00:01:43] yeah and can you introduce yourself to our guests

[00:01:46] tell us a little bit about your role

[00:01:50] and the core mission of your team?

[00:01:52] Yeah absolutely so my name is Maggie

[00:01:54] I'm the Marketing and Diversity Equity and Inclusion Lead at Transurban

[00:01:58] so it's a very two-pronged role

[00:01:59] you've got marketing on the one side which is everything from your digital content

[00:02:03] metrics, video marketing, communication strategy

[00:02:07] all that kind of creative interesting stuff

[00:02:09] and then on the D&I side as well looking at diversity inclusion within our teams

[00:02:14] how can we get more diversity throughout the company

[00:02:17] really promote our motto of everyone belongs

[00:02:20] and really tie that into the content that we're posting and promoting

[00:02:24] so my background is digital marketing and strategy and copywriting

[00:02:28] I did have a short foray as well in HR and recruitment

[00:02:32] which kind of got me to really think about the employer brand perspective

[00:02:36] and things like that

[00:02:38] having worked at tech companies, startups and now at Transurban

[00:02:41] which is really exciting because we get to do quite a few interesting things

[00:02:46] and I sit within their people and culture team

[00:02:48] working closely with marketing, social media

[00:02:51] and also the talent acquisition stuff

[00:02:55] Yeah that's a wonderful set of experiences to bring into this role

[00:03:01] and into this space in general Maggie

[00:03:03] so what made you explore a video solution

[00:03:06] and what led to the implementation of Video My Job?

[00:03:10] Yeah so I guess it's been quite evident

[00:03:13] you know the play button is one of the most compelling call to actions on the internet

[00:03:18] it's a very engaging sort of format

[00:03:20] you know people get to view it

[00:03:21] especially as you know everything's going online and digital

[00:03:25] and has been for many many years now

[00:03:26] you know we need to think outside the box

[00:03:28] how can we do something that's a little bit different to what everyone else is doing

[00:03:32] obviously you know we've still got text and imagery and things like that

[00:03:35] but we've just found video is probably the most engaging and interactive format

[00:03:40] I love that, the play button is the most compelling call to actions on the internet

[00:03:44] if that's your work

[00:03:46] It just makes you want to click it doesn't it

[00:03:49] because it's just that anticipation of what am I going to see you know

[00:03:52] it lures you in

[00:03:54] It is so true, that is so true

[00:03:57] Maggie so can you share with us specifically

[00:04:00] you know like how you're using the platform

[00:04:03] to solve for your use cases within Transurban?

[00:04:08] Yeah absolutely so since I started just over a year ago now

[00:04:11] we've done so many different things

[00:04:14] initially you know I did an analysis of the current content we were putting out

[00:04:17] there wasn't really too much marketing video focus

[00:04:21] so I really wanted to implement that

[00:04:23] we started by creating a use test case

[00:04:27] so basically I tried to find an area of the business that was really interesting

[00:04:30] really stimulating to audiences

[00:04:32] and I went out to our traffic control room

[00:04:35] which is kind of the center with all these large large screens

[00:04:38] and everyone can kind of see what's happening on the roads

[00:04:40] and we've got operators in there sitting making sure everyone's safe on our roads

[00:04:44] and if there's any issues anything happening they call the incidence response team

[00:04:48] and you know there'll be things like car breakdowns

[00:04:51] or you know the other day there was just a giant pig on one of our roads

[00:04:54] so we kind of did a bit of an animal rescue

[00:05:00] Just a usual Tuesday

[00:05:02] Yes, yes I thought it was just such a fascinating part of the business

[00:05:05] that you know a lot of people don't know about

[00:05:07] so I went down to there and did a whole bunch of filming

[00:05:10] got a lot of people talking about what they do there

[00:05:12] how they do it you know what a day in the life of looks there

[00:05:16] and then really put together a few videos

[00:05:18] one full video a few snippets for social media as well

[00:05:22] and then once that content was created

[00:05:24] I really wanted to look at you know the metrics

[00:05:26] and analytics and how do we actually measure it

[00:05:28] because a lot of the time you know

[00:05:29] you'll get to be really creative

[00:05:30] and create this amazing piece of content

[00:05:32] you put it out there and then it kind of just flows off into the ether

[00:05:35] and people just forget about it

[00:05:37] but I found actually measuring the results

[00:05:39] is such a great way to prove that you know this actually had an impact

[00:05:42] so we measured things like engagement

[00:05:45] you know your reach impressions clicks all those things

[00:05:48] but we took it one step further

[00:05:49] that actually measuring conversions to applications

[00:05:52] so we put the videos on seek on our career side

[00:05:55] on LinkedIn and then we looked at how many people

[00:05:58] actually applied who had interacted with that content

[00:06:00] and then how many people we actually hired based off that

[00:06:04] and then from the D&I perspective as well

[00:06:06] you know we tried to feature some of our really really amazing women

[00:06:09] that work in that space

[00:06:11] and then look at you know gender diversity as well

[00:06:14] in those applications

[00:06:15] and we actually had quite a successful case

[00:06:17] we ended up hiring I think three women into those roles

[00:06:20] where previously there was you know not many at all

[00:06:24] and then after that I guess we just used that case

[00:06:26] to bring to the business to really show

[00:06:28] you know this is the video content we created

[00:06:31] this is the outcome we had obviously raised the brand awareness

[00:06:34] through that reach

[00:06:35] but it also converted to some really quality hires

[00:06:38] that we were able to hire in a reduced time frame as well

[00:06:41] so yeah having something like that to showcase to the business

[00:06:44] is a really great way I found of actually showing them

[00:06:47] what we can do rather than you know just saying

[00:06:49] oh yeah let's make a video you know it'll be great

[00:06:52] yeah yeah wow that is that's amazing that you guys had

[00:06:56] had yeah that you had the foresight to do that

[00:06:59] but then also that you know measuring that and being able to take that back to the business

[00:07:04] incredible yeah yeah I think it's wonderful that you've been able to bring those

[00:07:09] meaningful outcomes to life because there's so much in the world

[00:07:12] that can sometimes just be like a vanity metric

[00:07:16] but you're presenting things that actually have a real impact on the business

[00:07:19] and then tying them back to the use of video

[00:07:22] which kind of leads me to my next question

[00:07:25] what are the adoption challenges that you faced in getting people to use video my job

[00:07:31] and creating videos in the first place

[00:07:34] yeah so I think with everything that's new people will always have a little bit of apprehension

[00:07:38] you know well they're like well we've never done this before

[00:07:40] and what we're doing kind of works so we might as well just stick with it

[00:07:43] so I feel like introducing something new no matter what it is is always a little bit difficult

[00:07:47] so I think yeah providing that use case was really really great

[00:07:50] we were quite lucky that the people within the traffic control room were really into it

[00:07:54] and you know a lot of them actually wanted to get on camera but obviously not everyone is like that

[00:07:58] so I think presenting those stats to show that it worked

[00:08:02] I always say as well you know we're not aiming for Titanic we're aiming for TikTok

[00:08:05] so don't worry it doesn't have to be super high quality production

[00:08:09] you don't have to you know give an Oscar-winning performance

[00:08:12] I can help with scripting I can help with filming

[00:08:14] and of course if someone's not comfortable being on camera

[00:08:16] they can always just nominate someone else in the team to be part of it

[00:08:20] you know we want it to be genuine and authentic

[00:08:22] we don't want to you know tell them what to say

[00:08:23] and we also don't want to force them to be on camera if they don't want to

[00:08:26] so it's just about finding those people that actually are interested

[00:08:30] and do want to do that and then just working together with them

[00:08:33] making sure that they feel comfortable on the day as well

[00:08:35] and I found also letting them know as well you know we can do as many takes as we want

[00:08:39] you don't have to nail it first go you know we can stay here until you're happy with the outcome

[00:08:44] and then yeah as people kind of ease into it they kind of get a bit more relaxed

[00:08:48] they get a feel for it and yeah once we kind of see the results as well it's really good

[00:08:52] and we've actually had people then interview saying oh I saw you in that video

[00:08:57] and that was really cool and it becomes a bit of a talking point in the actual interview process

[00:09:01] and it helps candidates feel more comfortable with their person that they're meeting as well

[00:09:05] because they've already seen them in some content so yeah so guess a bit of a win-win for everyone

[00:09:11] actually just to go off script a little bit I just wanted to dive into that a little bit

[00:09:16] Dave from Aggie because I think what you're describing there is that some people actually

[00:09:23] understand what's in it for them at the individual I'm sure everybody is bought into the company

[00:09:27] mission the the organizational goals which is essentially you're trying to win the battle

[00:09:32] to attract top talent to bring that to your organization are you coming across people who

[00:09:38] connected that individually in a way that helps them overcome you know their maybe's

[00:09:43] reluctant a little bit to get on camera yeah absolutely and it's just so gratifying as well

[00:09:49] seeing people that are initially a little bit scared but they get on camera and a lot of people

[00:09:52] afterwards say you know I'm really really glad that I did that because it kind of pushed them

[00:09:56] out of their comfort zone and you know it got them a bit out of their day-to-day job you know

[00:10:00] most people aren't on on camera you know every day it's not part of their roles they're

[00:10:04] getting to do something a little bit different break up the day um we've actually found has been

[00:10:08] yeah quite quite gratifying and you know definitely it brings them closer to our to our business

[00:10:14] you know vision and model and makes them feel more part of what we're doing yeah thanks amazing um

[00:10:22] you do mention uh so you know video job ads seems to be the core focus of of what you're

[00:10:28] doing specifically with video my job are the is are the other use cases within that sort of

[00:10:34] space Maggie that you use um the the platform um to to solve for other use cases within your business

[00:10:41] yes absolutely um so at the moment we're working on building out a communication strategy

[00:10:47] um for our talent pools and candidates and we're very much going to be incorporating video into that

[00:10:52] um we've also already incorporated it into our candidate comms so for example as they are

[00:10:56] about to go into an interview they'll receive a video with the team that they're actually

[00:11:00] going to be meeting um that way it gives them a bit of a heads up on these are the people

[00:11:03] you're going to meet have a look um and then like I was saying before they feel more comfortable in

[00:11:07] that interview um and it's just a really engaging way to interact um also internal communications

[00:11:13] as well really sharing those you know inspiring employee stories to help with internal mobility

[00:11:18] um because it's such a large business you know someone will be working in one team on a different

[00:11:22] floor and they won't know very much about what the other team is doing and then they kind of

[00:11:25] see a video around what they're doing and what they like about it and you know each team I

[00:11:30] feel like has its own little individual mini culture so having internal people find out about

[00:11:35] that as well has really helped to get them interested in those internal roles and move

[00:11:39] people into secondments and other opportunities outside of their teams um social media of course

[00:11:44] is always a great one putting little snippets on linkedin and facebook things like that

[00:11:49] really building that brand awareness and then you know to the next phase of actually

[00:11:52] building brand advocacy where people not only recognize and you know see our brand but

[00:11:57] they're also advocates of the brand they genuinely enjoy the content that we're putting out and

[00:12:02] they like engaging with it yeah amazing it's um it seems to that there are kind of three elements

[00:12:10] to to the strategy on one hand with things like job ads you're you're trying to attract that

[00:12:15] top talent to your organization you're effectively making a promise to the marketplace

[00:12:20] of talent um then there's the convert stage so what what happens to them when they arrive

[00:12:26] within your ecosystem do do they do they get the promise delivered when they arrive and

[00:12:32] is it consistent with the message that you've put out but then what you said there too about the

[00:12:37] internal piece that that's effectively the retain stage because because when you've got

[00:12:42] when you've got those people in your organization they're starting to

[00:12:47] make those connections you're moving them towards that kind of loyalty and advocacy

[00:12:53] piece where that then moves back to your your attract and retain right that's how you get

[00:13:00] you know I always say marketing shouldn't stop you know when they start it's an ongoing process

[00:13:05] even throughout onboarding and afterwards we're actually creating a bit of a myth

[00:13:09] busters series at the moment as well sort of busting submits around transurbant what we do

[00:13:14] because you know while we are yeah so well I was going to say while we are a top ASX listed

[00:13:19] company there are still people out there that don't actually know what we do you know we'll

[00:13:23] have people asking you know are you in leon melbourne or you know are you a bus company which

[00:13:27] obviously we we actually had one candidate come in and say oh I caught a transurban bus on the way

[00:13:33] here and all that's not possible we don't run buses so it's just about you know correcting

[00:13:39] those preconceived notions that some people might have and really yeah providing the correct

[00:13:45] information around what we are and what we do you know we're not just a toll road company you

[00:13:49] know we build and operate roads that are safer and smarter you know we're doing things like

[00:13:54] testing automated trucks and you know seeing how our roads actually communicate with these

[00:13:58] driverless vehicles so it's just so great to be able to actually put all that content out there

[00:14:03] as well um and yeah really get our message across in terms of who we are what we do

[00:14:08] and why it's a great place to work

[00:14:11] driverless vehicles hey

[00:14:16] well I guess they kind of that segues quite well into um you know because you've spoken a little

[00:14:22] bit about what you're doing so can you tell us a little bit about um what wins you're getting

[00:14:27] from all these amazing initiatives that you guys have put into place um and yeah just incorporating

[00:14:33] video into your strategy yeah absolutely so that goes back to sort of that measurement metrics

[00:14:40] looking at you know how is the content performing you know we get metrics from LinkedIn from Seek

[00:14:45] you know within our ATS as well we look at things like that engagement I was talking about

[00:14:51] but then also you know the conversions into how many applicants how many female applicants

[00:14:55] you know how many hires um so I usually do a quarterly report each quarter I report back

[00:15:00] to the business with some of those stats and it's really great to see some of those you know

[00:15:05] increases for example you know last last quarter we had 188 percent increase in applications and

[00:15:11] actually around 200 percent increase in females that are applying for our role and then actually

[00:15:15] of those converting into hires as well um so I'll usually do a presentation back to each

[00:15:21] business unit that the video was created for after we've launched the video campaign and

[00:15:26] then also the quarterly reporting back to the business itself but yeah it's really nice to actually

[00:15:31] see the the results because sometimes you know you're creating something and you're kind of like oh I'm

[00:15:35] not sure if this is gonna work but then you know you imagine it ends up doing really well and it

[00:15:40] just kind of validates those assumptions that you had to begin with yeah amazing and Maggie sorry

[00:15:46] just um you know just for our guests out there that are listening as well when you're doing

[00:15:52] videos for your job ads are you doing it for every you know because I'd hate for you know somebody

[00:15:57] on here to think that they'd need to do it for every single job ad like what how are you

[00:16:01] how are you differentiating that what are you yeah what's your strategy around that

[00:16:07] yeah absolutely you know we don't want to create a video for every single role because I

[00:16:10] feel like we just be making video content and that would that would be our whole lives

[00:16:14] and we wouldn't get home till midnight um so how I worked around that rather than doing role

[00:16:20] specific videos I've been creating meet the team kind of videos so it'll be a video about that

[00:16:25] specific team and each team will probably have you know 20 different areas that they're actually

[00:16:30] hiring for and then that one video can be used across all those 20 roles and in those videos

[00:16:34] really get to know the team the team culture what they like about working there what they do

[00:16:39] on a day today and also is a really great way of showing how people actually collaborate

[00:16:43] together within that team um and then we can use that for for multiple roles around the business

[00:16:49] yeah and I found it's a lot more interesting and engaging as well because if you're just creating

[00:16:52] a video that talks about the role you know the candidate already see the job description they

[00:16:56] can already read about the role we're really trying to show the you know behind the curtain

[00:17:00] kind of things like a look a day in the life um show things that people just wouldn't see until

[00:17:05] they start in the business so I think it's so important for people actually see that before

[00:17:10] they join so they know exactly what what they're getting into so we can make sure that it's

[00:17:14] right for both parties um and we've had a lot of success with retention and in that as well

[00:17:20] so is it fair to say that in what you're kind of doing is actually building up a content library

[00:17:27] which gives you that opportunity to kind of recap reuse that's an important point I think

[00:17:33] that you made that it's not always about filming new content all the time right

[00:17:38] absolutely yeah so we've got a meet the team youtube channel on our trans-urban youtube check

[00:17:42] it out um so it's got all our team footage in there um and yeah absolutely when we've got

[00:17:47] new video footage that we need to create we can always combine it with old footage we can mix and

[00:17:51] match um I'll just jump in and edit it around um so yeah it just means every time we're not starting

[00:17:56] from scratch we've already got a really fantastic library of content we've also got some great b-roll

[00:18:01] of you know things like teams collaborating some of our assets you know our roads our bridges

[00:18:07] the habitat filter which we've got which is really really cool um so yeah it's great to

[00:18:11] already have that there which means yeah it just saves time when you're creating new content

[00:18:16] yeah awesome and there was also another interesting comment that you made earlier about

[00:18:22] the the different sources of data that you're using to show the results from this

[00:18:27] and in working with a lot of our customers I do get a lot of questions about that

[00:18:31] because those those data sources don't always talk to each other now I don't want to get you to

[00:18:36] spill your own secrets here on you know on a public broadcast but in looking at those disparate

[00:18:43] sources of data what do what maybe what are your recommendations that you could give to our audience

[00:18:48] on how you bring those together what systems are used to create those coherent insights that people

[00:18:55] can you know draw uh value from because it can be difficult pulling all that together from

[00:19:01] all these difficult sources right yeah absolutely and the last thing you want us to be looking

[00:19:05] across you know 20 different platforms and then you know before you know what a week's

[00:19:09] gone past and you've only got one metric um so I would say it's really great to have

[00:19:15] it's really great to have an ATS that kind of pulls all of that into it or even a CRM

[00:19:20] or a CRM within that ATS so there's a few things you can do there's some really great

[00:19:25] ATSs out there we use Workday which to use that properly needs an inbuilt either plugin or a CRM

[00:19:31] built into it um there's a few different tools that you can use for recruitment marketing where

[00:19:35] you can measure like Bimary or Gem um Phenom is another one just depending on your ATS and what

[00:19:41] plugs into it I would start exploring some options um the CRM really helps to measure email marketing

[00:19:47] if you're doing that really looking you know email click-throughs and subscribes you know opens

[00:19:52] um and with some platforms you can even set up the automated sort of marketing so it's an if

[00:19:56] and then models so for example if someone's open this email you know they'll receive this

[00:20:00] email tomorrow or if they don't you can set up all those rules and that's where that marketing

[00:20:04] you want to meet and really really sets in which is really fantastic so it just depends on what your

[00:20:09] business has and what the budget is I guess at the end of the day um but there's definitely some cool

[00:20:13] things that you can do that sort of pull pull it all together into the ATS to make it a lot easier

[00:20:18] to have everything there in a one kind of content hub yeah brilliant and um what are the what are

[00:20:26] the audiences that you typically report to I mean there's obviously your management but

[00:20:32] are there any other audiences that uh generally uh you know interested to hear more about your

[00:20:38] results and actually come back to you with kind of leading questions on what other things that they

[00:20:42] want to say who do you generally have to talk to yeah absolutely so generally it's the business

[00:20:48] unit that we're creating the video for so we have a very big focus on tech and engineering

[00:20:52] um because those are some of our critical areas with really hard to fill roles

[00:20:56] the areas where we really need to push for that gender diversity but not just gender also

[00:21:00] cultural diversity diversity of thought we want to get as many different types of people in there

[00:21:05] so typically they are my stakeholders as well and you know even before I create a video I'll have a

[00:21:11] briefing session with them to really understand what we're trying to get out of it you know what

[00:21:14] is our goal what are we aiming for what are we trying to achieve with this content and then

[00:21:19] kind of sort of sets the expectations there and then and then I decide based on that which

[00:21:25] metrics will be most interesting to present back to that specific team um so yeah it's really

[00:21:29] interesting it's a bit different between different teams so I think just having that briefing before

[00:21:33] you kind of start is really important as well because you don't want to get all the way to the

[00:21:37] end and you're showing these great metrics and the team's like oh well actually we didn't want to

[00:21:40] know about the converted high as we wanted to know about the impressions or we wanted to

[00:21:44] know about the clicks so yeah it's great to set it out from the outset and then

[00:21:47] loop back into it at the very end again yep yeah great yeah um I just want to do a call

[00:21:54] to our audience please we've only got a um we've got a couple questions at Lef and Maggie but if you

[00:21:59] do have any questions or if there's anything you wanting her to elaborate on or if you've got

[00:22:05] any questions for please do pop it in the chat um so that she can get to those um otherwise I'll

[00:22:11] I'll let you go with the next one yep no worries um the I guess the other thing that I think

[00:22:16] I guess our audiences would be most interested in based on the other sorts of interactions

[00:22:21] that I have with customers across our customer base um is coming back to that individual motivation

[00:22:26] piece um that we spoke about that I touched on earlier with you um are you so I mean there's

[00:22:34] there's different personalities who are more likely or less likely to get on camera um

[00:22:38] but coming back to that individual motivation piece what what other advice can you give

[00:22:43] to the audience around that when it comes to making sure that people understand the reason

[00:22:48] why they should get on camera and also as an individual what's in it for them to do it

[00:22:55] yeah absolutely look it's an amazing way for them to build out their own brand you know once

[00:23:00] they're in this video they're really talking about what they do perhaps they're a leader

[00:23:04] perhaps they've just undergone some training it's a great platform for them to actually get

[00:23:07] their name out into the audience um you know and really build up that brand for themselves

[00:23:12] which is a great way of marketing you know it'll help them in their career in future

[00:23:16] it'll be a great test case it's something outside of their day today it shows that versatility

[00:23:21] it shows that they're willing to be part of something like that but I think more to the fact

[00:23:26] the the main thing is that they're going to get some really great new team members because of

[00:23:29] the work that they've put in and you know oftentimes teams will be really stretched

[00:23:33] and they've been trying to hire a particular role for you know six months and everyone's

[00:23:36] pitching in to do all this work um but if we do create a video the time to hire actually

[00:23:41] is much much less so if they do create this video they're very likely to have a new

[00:23:45] team member much sooner which means that workload will then be taken off them and they can hand over

[00:23:50] properly to this new staff member which people are often very excited about because you know if

[00:23:56] you've ever been in a team that's quite stretched you know how eager you are to get that new person

[00:23:59] on board um someone to collaborate share ideas with spread the workload um so that's often a

[00:24:05] big selling point other than that like brand yeah brand awareness but I always say you know

[00:24:12] marketing is a lot about psychology as well you know people will often remember how you made them

[00:24:17] feel rather than you know the words you're saying to them so I do always feel if I am trying to

[00:24:22] really get someone involved it's much better to actually have a catch up with them you know

[00:24:26] whether face to face have a coffee or just organize like a zoom chat or teams whatever you use

[00:24:30] really talk them through make them feel comfortable um rather than just you know

[00:24:34] sending out bulky emails saying hey do you want to be in this video which is much

[00:24:38] much less likely to get a response yeah yeah it's um it's often some advice I give to

[00:24:45] to leaders who are looking to give build stronger adoption with their people and it's just like

[00:24:50] well if there's two things if your people want more reward and recognition what better

[00:24:55] way to do it than get yourself on video number one and number two if you do want those new

[00:25:00] people in your team faster and you want them to be the best people here's your opportunity

[00:25:05] to contribute to finding and bringing those people in so yeah that's really good stuff

[00:25:10] I like the way that you are deep later that Maggie um what about you miss

[00:25:15] no I love that Maggie and look you've given us so many great little nuggets of wisdom

[00:25:20] and also you know just some really really great tips is there any last minute

[00:25:24] tips or or a tip that you want to um you know uh yeah let our audience know about um you know

[00:25:33] as they in their varying stages of um of using the platform whether it is adoption challenges

[00:25:39] whether it is you know how to yeah is there any sort of thing if they sort of going through

[00:25:44] something where they just struggling um anything that you want to sort of like pass on to to

[00:25:49] any of our guests um today yeah absolutely I think just find a few people even if it's yourself

[00:25:56] get on the video yourself find a few people in the team you know say you'll take them out

[00:26:00] for a coffee or a lunch you know just get it started because I feel like once you start it's

[00:26:04] a lot lot easier it's just doing that first I guess video or that first piece of content

[00:26:08] that's really hard but once you kind of break through that you've got the test case you've

[00:26:12] got something to show back to the business uh more people will want to get involved and it

[00:26:16] will become a lot a lot easier so just get it started get into it you know stop putting it

[00:26:21] off yeah and yeah once once you do it'll all start to sort of roll and you'll get to

[00:26:26] see the great results from it as well yeah action always facing yeah absolutely and look

[00:26:33] it's you know it's things that particularly bow within each team any team you know sort of

[00:26:37] say out but it's it just I think it's just so much more powerful coming from somebody like

[00:26:41] yourself who's not only done it but who's getting really really great results as a

[00:26:46] yep as a result of that so um thank you so much Maggie we really really do appreciate it um

[00:26:52] look if there isn't any more um questions that's come through um then I just wanted to say a massive

[00:26:58] massive thank you to you um for sharing yeah for sharing your BMJ journey with us we really really

[00:27:04] do appreciate you taking the time out um and thank you for everyone that styled in today as well

[00:27:08] we hope that you got some good insights and takeaways from the session um we will be sending

[00:27:13] out the recording of this live session um out in our newsletter at the end of this month so please

[00:27:18] keep an eye out and we also do little snippets of clips of Maggie's interview and we'll pop that on

[00:27:23] our social media um but yeah thank you so much for joining everybody and thanks again Maggie we

[00:27:28] we loved having a chat with you today thanks Maggie thank you so much for your time