Name: The Future of Enterprise Learning: Introducing Workday Learning, Powered by Sana
Uploaded: 2026-04-15T04:46:04.981Z
Duration: 1 h 8 s
Description: The Future of Enterprise Learning: Introducing Workday Learning, Powered by Sana

Transcript for "The Future of Enterprise Learning: Introducing Workday Learning, Powered by Sana": On the future of enterprise learning. We have a lot of people registered to join us today, so we're gonna give folks a minute or two to, to get in and get settled. We will be starting shortly. Another quick hello to everybody who has joined over the last couple seconds. Very excited to have you all here today for, our webinar on the future of enterprise learning. We're gonna wait about another thirty seconds, let some more people, join us in the webinar, and then, we will dive into today's content. Alright. Why don't we get rolling? So, hello, everybody. Good morning, good afternoon, good evening, depending on where in the world you're joining us from. Thank you so much for joining us for today's webinar on, the future of enterprise learning. We're very excited to, share some information, with all of you today about, our new product, Workday Learning powered by Asana. John, if you can move forward. Excuse me. Need to start with our product statement. We are going to be making a handful of future looking statements today. We're gonna talk a lot a lot about what our our vision and our strategy is for, integrating the Workday Learning and the Sonoran products. Some of that work is future. Some of it is in place already. As always, with a product statement, please make any buying decisions based on currently available functionality. Some housekeeping items. First off, this webinar is being recorded. Everybody who registered will be emailed, the recording, within about forty eight hours of the time we finish up today. Your microphones are muted, and you can't chat with us live, but we absolutely encourage you to ask us questions. You'll see, the right hand side of your, your panels, you'll see a q and a button. You can click on that and submit questions at any time. We will be answering them throughout the course of the webinar, and then we should have a little bit of time towards the end to answer a handful of those out loud as well. Similar, we've got some resources for you. Another one of the those icons or buttons on the right side of your panel says resource that says docs. So we've added some additional information. You can click on that and look at that information at any time. And lastly, towards the very end of today's presentation, when we stop for q and a, we're also gonna be launching a survey. We absolutely would love your feedback, so please do fill out the survey if you can. I will remind you when that is launched and how you can go and fill that out when we get to the end of today's presentation. We got three primary presenters today. I'll start by introducing myself. My name is Michael Goldberg. I'm the outbound product manager for Workday Learning. I've been in that role for about five years. I just hit my ten year anniversary at Workday earlier this month. Very excited to, to be here and present. Let me turn things over to John to introduce himself. Thanks, Michael, and congrats on hitting the ten year. That's a big milestone. John Lexoff, vice president at Sana, delighted to be here with you all today. Over to Charlotte. Actually, Charlotte is still off stage, so I'm gonna introduce her on her behalf for the time being. Charlotte is one of our you can see in her title, one of our principal, visual storytelling. Charlotte will be joining us on stage in about twenty minutes or so, and she's gonna be leading the demonstration. Along those lines, let's talk a little bit about our agenda. Excuse me. Pretty straightforward agenda. We're gonna start after this slide. I'm gonna turn things over to John, who's gonna give you an introduction on that future of enterprise learning, and, and the the genesis and how Workday and Son have come together. John and I are then gonna have a little fireside chat, a little back and forth on sort of where we see the market heading and and some trends. I'm gonna talk you through, sort of the high level vision and strategy, of bringing these two products together. Charlotte will join us on stage, and she will walk through a demonstration. After the demo, I'll wrap things up with an actual road map slide and give you a sense of when we're gonna start delivering on these pieces of the integration. One slide on key takeaways, and then we will get to both, some, additional information and next steps. We will launch the survey, and then we'll do some q and a as well. So on that note, John, I'm gonna, hand it over you to, talk us through the first part of our agenda. Thanks, Michael. Hi, everyone. Again, John Lexa, part of the Asana team and now a part of Workday. It's great to be here with you all today, to talk about this exciting new chapter between Asana and Workday and how we're reimagining learning together. I think what we're getting to build now is is genuinely one of the the most meaningful things that we can work on, and also some of the most exciting work that's happening in this space. For those of you who are unfamiliar with Sana, where our mission has been since founding in 2016 to expand human potential through transforming how we learn and access knowledge. Workday exists to enable future of work and move businesses forever, forward. And by doing so, they can power over 10,000 customers to date and 65% of the Fortune 500. Improving work is truly both of our DNA and which is why I'm so excited that we've had a chance to join forces today. And there's honestly no better time than now. One of the things that we like to say is we're at this moment where you can put a Leonardo da Vinci in your pocket. And this is a figurative, statement. However, in some ways, it's not really a metaphor. We live in a world where with AI, we can give everyone access to a personal tutor, with the the depth of humanity's best experts. And not only that, AI can do real work and take action for us. So we're no longer talking about incremental upgrades, but a fundamental re founding of how organizations are wired, how they're run, how work gets done, and ultimately how people learn and are enabled to do their jobs more effectively. That said, some of you might relate to this. Enterprise learning still doesn't feel like it's living up to this opportunity. When I speak with a lot of HR and l and d experts and leaders like yourselves, I keep hearing these things. First is fragmentation. Knowledge is scattered across a dozen different tools and systems, and it creates a disconnect, for learners as well as l and d teams who are having to work through this to enable their teams. The second is personalization. We all know that learning works best when it's tailored to the individual, takes into account their background, their skills, where they are along their journey and their career. But often said, but this is often simply not realistic given that l and d teams are stretched thin and content creation oftentimes becomes a bottleneck, and the business moves so fast that content becomes outdated. And that leads to the third point, which is around the admin. The operational overhead just keeps growing, and it's constantly pulling l and d teams away from the work that actually matters, the strategy, the tactics for deploying learning at scale. So if we're serious about learning, being the lever that moves everything else forward, things need to look a little bit different. And that's exactly what we're here to change. Here's what I see that shift look like. One size fits all is giving away to something that's genuinely personalized and contextual. Siloed content creation is evolving into something collaborative and truly AI powered. L and d subject matter experts and and technology working together to keep knowledge current and useful. And lastly, a fragmented manual, operations workflow or administration is being replaced by something that's much more scalable and automated. So we're not fumbling around with multiple different reports or having to set and assign learning in a manual way. Much of that can be automated using AI. These aren't distant aspirations by any means. A lot of them are actually happening right now, and this is exactly the direction that Workday and Sana have been building towards together. With Sana as part of Workday now, we can deliver something that neither of us could do alone. Workday brings the enterprise infrastructure that leading organizations already trust, for most of their the the most important workforce data that you can have, the kind of deep reliable data that makes real personalization and governance possible at scale. Sana brings AI native learning built from day one around intelligence and interactivity, and it's a fundamentally different idea of what a learning experience should feel like. And together, we're building towards what we think is the future of enterprise learning. Now I'm gonna hand it over to Mike to help kick off our fireside chat. Let me, share my screen. And, yeah, John. Let's let's start a quick chat, and and let me start here. You know, in your your comments, you mentioned AI being a fundamental shift and not an incremental upgrade. Well, we've got a lot of HR and and learning and development leaders on this call. What would your advice be to them about how they should be thinking about this moment, how to prepare for the changes in their organization, and and really what's different about this shift than some of the other shifts we've seen in in technology in the past? Sure. That's a good question, Mike. And, you know, first, I would I would approach it with almost this idea that you can have a blank canvas, and I don't mean that to be to be misleading in any way. I think it's important that we dream of what a future world could look like where we're all enabled to do essentially anything that we want. You know, and we've seen that over the last few years that the cost or the unit cost of knowledge is going down quite dramatically. Essentially, anyone in the world can access, information very quickly, you know, and that started with Internet and search and has only progressed exponentially with large language models. So first step, I think, is just to to start with the blank canvas and ask yourself, how do you think learning and development should work within our organizations, and what's that future state that we want to have? And then start to equip yourself by experimenting with different tools, speaking with others, learning yourself on on how to best leverage this technology, and and start to experiment and see what works given your culture and your needs and your strategy. And then last but not least, I think it's important to to understand the urgency and and to move quickly with speed. And part of that is is just due to the pace, to answer Mike's question around what makes this different this time, the pace at which language models are improving, and that unlocks us to create an access technology that's remarkably faster, more efficient than before. And by moving with speed, you can you can start to to harness that capability and and be on top of it, and and progress with it. Wonderful. Fantastic. Thank you for all that insight. You know, another quick question. There are, a number, really a ton of of AI companies out there. What is it that made Sana in your in your mind unique? And and maybe more importantly, what is it about the marriage of Workday and Sana that made that such a, a a smart and important decision for us to make to bring Sana into the Workday fold? Yeah. You know, I think speaking from the perspective of of building Sana and and, you know, joining before we had a a mature product and taking that product to market and getting to work with larger and larger companies, we realized the importance and built a lot of respect for companies like Workday, that over the last twenty years have handled data for 75,000,000 active users, 65% of the Fortune 500 and served over a trillion transactions. And what we're seeing when we when we see AI start ups and and companies coming in and and looking to innovate in this space is the importance of having that structure and that scalability and governance and trust, with companies that Workday has is something that you can't you can't just buy that. Right? That's not something that comes, you know, effectively for free. You can't just call an API and get all that trust. So I would, I would encourage everyone to to think through how how to to bring that trust into the organization and what partners can provide that, that's that's what got us very excited about the opportunity to partner more deeply with Workday is we could combine the best of both worlds. We could lead with our AI and build that on top of Workday's infrastructure to ensure that we can uphold that trust and commitment that they've given their customers. Yeah. You know, Mike, I thought maybe, I could ask you a question. Sure. That's alright. So so you're closer to the customer side at at Workday than anyone. And, you know, you we just we just heard about you celebrating your ten year milestone. You've been here quite some time. So you've accumulated a lot of great experience. What are you actually hearing from from L and D and HR leaders right now? And do you feel like there's a sufficient level of urgency? Yeah. You know, it it's a good question. I mean, the short answer is there is. The urgency is absolutely there. It is it's always gonna be slightly different based on, you know, industry and, the the eagerness and the ability to be an early adopter versus a fast follower versus a little more conservative when we have these big technology shifts. But, you know, I'll say this. We we made this announcement about this acquisition on the first full day of of we're deriving when we were in San Francisco in September. And within about two hours of the announcement, we started we we meaning the the the learning product team started meeting with customers who are already on-site at deriving about what does this mean, you know, when we when we barely had any information to to give them. And that, that pace of conversation with customers and and with prospects, and with industry analysts and and everybody who's part of the ecosystem, it hasn't stopped or slowed down. And the the urgency, and I would also say the energy and the excitement is it's tangible. It's undeniable. Both, frankly, for what Sana will mean overall the Workday's future, with the whole agent platform, but more applicable for today's conversation about what Sono Learn will bring to Workday's, learning solutions. And the AI, you know, the AI is a big part of it, of course. I don't I don't think anybody who is in a a decision making role at a at a company these days cannot can afford to ignore AI. Now it will mean different things to different organizations in terms of where it will add value, where it will add speed to innovation. But, what we've seen in our conversations and in our world is that the the ability to add the the AI based authoring, the AI tutor, the enhancements to search and analytics that they are gonna bring are super exciting for Workday Learning's existing customers. And along with that, frankly, for the first time in many years, the ability for us to fundamentally change the the experience layer, of Workday Learning, but, again, other parts of Workday, I think is also super exciting. We all know that, the ability to have a more more modern, more intuitive, more personalized, and all of that driven by AI experience is something that all Workday customers will will appreciate. I'll have one note of one other question though. Lot of urgency, lot of excitement. But there's also I wouldn't go so far to call it a fear, but there are genuine concerns for some organizations about what that impact of AI will have, and in particular, in the training space around compliance more than anything else. You know, John, in your previous notes, you mentioned this sort of, foundation of trust around Workday's ability to manage security, at scale, and globally. And I think the combination of of the AI tools and the capabilities that Son is bringing to us, but that trust we've built with our customers and that the really strong under met, underlying fundamentals and architecture that Workday has is a really good combination. It also is gonna allow our customers to adapt AI and bring it into their business on their schedule, their time frame with their resources, when it makes sense, and when they think it's gonna add value to, to their organization and their customers and their stakeholders. That makes sense, Mike. And and and I think that importance around the trust and and ensuring that, everyone is on board and that there's a plan in place and that is thought through when we're adopting AI is incredibly important. On on a on a parallel track, you know, I'd I'd be curious to hear on the innovation side, what would you say is, like, the capability that when customers see it for the first time just really, like, stops them in their tracks It's something that's jaw dropping. Yeah. That's a that's an easier question to answer. And I'd I'd say there are two. You know, since this acquisition was announced and and our teams have started working together, I've had the chance to sit in and and even participate in a number of Sonalan demonstrations. And I love that, you know, your organization, both prior to the acquisition and now, you tend to start demonstrations of your environment with what you call Sono Live, with your virtual sort of meeting or virtual classroom environment. And it's a fantastic way to to start those kind of conversations and demonstrations because it immediately makes the audience part of the presentation rather than being spoken to or presented to. And then all of the various cards and interactive experiences that can be housed in SonAlive, really tend to get those conversations, flowing. I I would say in almost every one of these customer meetings I've had, you can almost hear and sometimes actually hear, you know, side conversations start about customers already thinking about how they would use that in their environment, both for just full scale virtual instructor with training sessions, but also for other different types of of interaction. So that's one. That's a big wow factor. And the second, it should be no surprise to anybody. It's the it's the AI authoring capability. Both because that's just an amazing tool set all on its own, the ability to just so rapidly and effectively create content from existing source materials or templates. But in particular, for our existing Workday learning customer base, I'm sure many of the folks on this call use Workday learning already, and they know that we've never had the ability to create content as part of our platform. So the ability to now add the authoring capability, the the assessment capability, both sort of predictive assessments and just exams along with that is a is a big win. So I I think those are the two things that they're not the only ones, but they're the two biggest things that I think, open eyes and and and give you that wow factor as we as customers start to see what, the future of our product looks like. Thanks, Mike. I have to say, I'm actually kind of excited now after that pitch. Yeah. And I think that might be a perfect segue. We've talked a bit around where the market is going and what we believe is possible. So shall we perhaps look at what this looks like in in in practice? What do you say? Yeah. I think I think we should. Absolutely. So, let's take, some of this commentary and make it real. And and what what will this look like in practice? You know, actually, during your your opening comments, John, the very first question that I saw come into the chat was, is this new thing, what we're calling work day learning part of Asana, is this replacing work day learning? Is it a new product? So let's just talk about that right off the bat. The short answer to that question is that Sono Learn is not replacing Workday learning. Workday learning is not replacing Sono Learn. What we are doing is taking the best of both worlds. We are literally bringing these two products together and taking the the aspects of each that each was built from the ground up and excels in and bringing those into a new, a new learning platform from Workday moving forward. So it will use both of the existing, architectures and feature sets. Existing Workday learning customers will have the ability basically to upgrade to the to the to the new Workday learning powered by Sonoskew, so will existing Sonoskew customers. And as new customers come on board, what you'll be purchasing from us is this new combined product. You know, if you if you look at the the bullet tool on the bottom of this screen, it's pretty clear, you know, what Sana is bringing to us is all of this incredible AI functionality and that experience layer. We're gonna talk a little more detail about the editor and that ability to do the collaborative authoring. I'll talk, some depth, and you'll see in the demo what that tutor looks like, and a little bit of that search as well. And then what we'll keep moving forward from the Workday learning side is the what you see in sort of the right hand side along the bottom. All of the, the campaign functionality, the the deep focus on compliance, scale and segmentation, across, across countries, across business units, no matter the the size or the complexity of an organization. This is a very high level slide. Let's talk about this maybe in a in a little bit more detail. And I'll start with, the parts of the new combined Workday learning powered by Asana that will be coming forward from what Workday learning is like as a standalone product today. And while there's a lot, the most important part of this slide is really the the first bullet at the top and the bottom bullet over here at the bottom. You know, the thing that has always made Workday learning unique in the learning industry is that it is not a standalone learning management system. You you can't use Workday learning without being a Workday HCM customer. And that means not only does workday learning inherit everything from the the accounts of the users, but all the business processes, all of the security segmentation, all of the reporting infrastructure, all of that sort of internal architectural stuff. Workday learning just inherits from Workday because it's already been set up at the HR level. But it also means that as we have built out features in Workday learning over ten years, they're not just native to learning, there is built in connectivity between learning and all of these other components of the of the Workday suite. The most common and obvious of those are the links between learning talent, which use skills as that sort of fundamental connective tissue, but we link learning to the career hub and the talent marketplace and gigs, but also to other parts of Workday, including onboarding, including journeys, help, and articles, search, and extend, and prism, and so on. And we wanna make sure that we preserve all of that, also true of our our connections to our content providers on our cloud connect for learning. So as we move from work day learning into work day learning powered by Asana and combining these, all of those connections to the rest of work day stay in place. As does our ability to to not only continue to support complex regulatory environments, but really double down in that area. We made an announcement, last November, about our plans to become a validated environment for learning. I know not every customer on this call will will know that term, but it's very important for highly regulated, environments in companies, things like data science, biotech, health care, manufacturing, and pharma. Couple of the other things that are referenced on the screen, at least in the short term, Workday will continue to be where unified reporting is done, for both Sana and and workday learning completed content, and then the the single space where we will manage your content libraries and so on. This is the parts of workday learning that will move forward into the new workday learning learning powered by sauna platform. Let's talk about the things that you're gonna get from the Sono side. You know, the we're gonna start here because the the real power of AI first learning isn't really the technology. It's how it changes the day to day experience for the different users of the system, for learners, content creators, for admins, even for managers and instructors. So if we start on the learner side, within the Sono capability, every single learner is supported by a very personalized AI tutor. It starts by understanding who they are. It understands their role, the skills they have, their career goals, all of that information that Workday stores and you've trusted Workday to store for you on the worker profile. So the AI tutor will meet them where they are, when they need it. And as they are consuming content, they can interact, with the system, ask it questions, ask it to test them, really get a a personalized experience through the same bit of content that other people are taking as well. That also includes things like personalized learning paths that are continuously built and adjusted based on your progress through one or multiple pieces of content, as well as the ability to seamlessly move between self paced learning and live instructor led, learning through that Asana live, capability I mentioned a little bit ago. So very excited to take that that AI tutor and bring that into the combined Workday and Asana learning experience. Second, we'll move on from the learner and talk about the content creator. Great learning experiences don't happen by accident. They they sometimes depend entirely on how fast, how easily, and how effectively content can be created and maintained, so kept up to date and vergent as well. So, you know, what's on a reimagined from the ground up for creators is the ability to work side by side with an AI editor agent that helps transform existing ideas, documents, and expertise into engaging learning experiences, and and being able to do that at a pace, frankly, that, the industry just has never seen before. You know, you can do this either from scratch or you can do it by taking existing materials like SCORM files and PDFs and and presentations, or even just notes and transcripts and things along those lines, feed those into the Asana engine, and the output of that will help you structure content, create, cohesive, coherent, instructionally sound, interactive content using all of the AI tools and interactions and what Sonic calls cards, that are part of that the the consumption experience. We would never suggest that the AI authoring capability removes humans from the process. What it does, however, is allow the your, you know, your L and D experts, your subject matter experts, those people steeped in in training methodologies. It allows them to spend less time with a rote creation because the AI engine will do that for you and allows them to spend more time reviewing it, editing it, making sure it's instructionally sound, and most importantly, meets the instructional needs of the business and whoever the audience is for that particular piece of content. The third group, that will be impacted, is your administrators. You know, a lot of the discussion around AI, both within Workday, but just in the industry overall, has been around agents. So one of the things that we will look to do as fast as we can is build an an a learning administrator agent that can or will be able to automate a lot of the operational backbone of learning. You know, the things that you do today as a learning admin, enrollments, assignments, managing all of your compliance, which includes retraining, expiration date certifications, scheduling for ILT and VALT sessions, allowing a lot of that to move to an agent to automate those processes for you. Again, there's always a human involved to review and make sure it's doing it properly. And that, again, will allow administrators to spend less time on the, the sort of those day to day repetitive tasks and more time focusing on getting the right content to the right people and the right audiences at the right time, focusing on the compliance and regulatory needs of the business, and then spend more time looking at the results, you know, looking at the analytics, flagging risks, understanding where there are opportunities either to address problems and challenges, or more importantly, to add value, to add new training, new initiatives, and things that will make the company more successful, save it money, reduce retention, excuse me, increase retention, reduce turnover, and all of those things that you are looking for with not just a learning system, but with an HR platform. So having said all that, as promised, we are going to go into the actual road map, give you some timelines for when we are gonna deliver on all the things that I and John have been talking about over the last twenty minutes or so. Before we do that, what we'd like to do is have me stop talking about this vision and have Charlotte actually show some of it to you. Charlotte, the floor is yours. Perfect. Thanks, everyone. It is a pleasure to meet you. As Mike said, my name is Charlotte McLaughlin. I am part of our product marketing team here today, and I'm excited to share with you what this combined experience of workday learning powered by Sonar is going to look like for you. So with that, Mike, I'm gonna ask you to stop sharing the screen so I can share mine. Okay. So if you could just confirm in one moment that you are seeing my screen. I can both see and hear you, so hopefully, our attendees can help. So let's start with a demonstration of what they're learning powered by Zana. One of the key new year initiatives here at Acme Solutions is to improve new hire attention, and organizations do this by embedding the company culture from day one. We're gonna start as an instructional designer who is tasked to create a new course that more accurately explains the culture through an engaging learning experience to those new hires. So let's see how you'll do this. In our future learning administrator experience targeted for June 2026, for both legacy Workday Learning customers and those of you with our new Workday Learning powered by Sana SKU, it's easy for you to view the entire catalog of learning content. You see both content maintained in Workday Learning and Sana created content. But your main goal today is to create that new onboarding course. In the past, this meant working with multiple teams and tools taking weeks to get one course created. Now with the create capabilities from Sana doing the heavy lifting, you do it in minutes. One example of this is how we help our client, Polestar, save fifteen hours of instructional designer time per course. You can use documents here like our onboarding PDF guide or school content that includes details like the missions and the value of Acme in our AI assisted course creation. Then through a conversational UI, you create that course. Behind the scenes, Sana's AI indexes the document and converts it into a complete lesson outline using the best of learning science. Sana's AI content agent gets you about 80% of the way there, but you can add other elements that make it unique for your company. And through our interactive authoring experience, you review what other value added elements you would like to include in this course. This includes adding other additional cards like a reflection card or even a slide scale card and AI role play. And once you're happy with how this course has come together, you submit it to an administrator for review and approval. And that's it. The content is created. But now it's time for a learning administrator to make it accessible for the right audiences. With the ability to have instructional designers and administrator experience separated, this is going to allow you to make sure the right people are creating the right content. But back in that administrative learning hub, Logan, our administrator, sees a new Sana learn created lesson for her to review and publish and add to a course. This will be a new content type available for workday learning powered by Sana. As an administrator, you see content created from across the organization. This gives you the ability to democratize learning content creation, but with the oversight to ensure content is relevant and appropriate. As you publish the AI assisted lesson to create a course, you add additional course details to help you take advantage of the entire Workday platform. Here is where you'll add various other elements like security, topics, and even skills, taking advantage of the Workday Skills Cloud. This means you'll still be able to surface content in various other connected experiences, like onboarding plans, journeys, and the career hub. You'll also see that this course contains that new lesson type for Asana content. This means you can blend Asana content side by side your other content that you use throughout other courses to take advantage of various other Workday lesson types like our new on the job training activities. It looks good, so you publish it to Workday, and now it's available for her to use within the Workday powered new hire learning campaigns. But as learning content creation progresses, you can con continue to update the content by taking advantage of other powerful Workday learning features such as the ability to add it to a campaign or assigning it as a prerequisite or equivalencies, especially important for those of you in highly regulated industries. And even better, it will support a unified reporting, giving you insights to monitor learning activities impacts over an organization through a single dashboard with all relevant reports and actions intuitively organized in a single place. By bringing together the power of workplace administrative capabilities with Sana's comprehensive content creation functionality, we scale your learning teams. So they spend their time curating and creating more personalized learning experiences. But now, let's switch gears. Let's, from an administrator, and see how learners can leverage the best of Asana and Workday together with engaging personalized learning experiences. You're rolling out a new technology at Acme Solutions, and you're assigning training. Here is where you, as a learner, log in to Workday and you see your reimagined learning home and some of that required coursework. This could be automatically assigned based on a Workday learning campaign, mass enrolled, or even those manager enrolled assignments. For example, you have a course to help you expand your soft skills. This course is an example of a blended course that includes a video and a sauna lesson. Without video lessons, you have the options to speed them up or slow them down. Beneficial for those times you need to get the learning completed quickly or if you wanna have time to take notes. And if necessary, you can turn on transcriptions and captions in these videos. This meets both ADA and five zero eight b guidelines. Then with AI powered recommendations, you also see other courses that can continue to help you upskill and reskill throughout your entire career journey. But even with the ability to create content for yourselves, we know there are times you will use external content. With our cloud connect for learning, this external content becomes visible right within your catalog. For example, you've also been assigned a course to help you with coaching. However, this is one from one of our cloud connect for learning partners, Open Sesame. This gives you the ability to either create or find the content that is best for your organization and your industry so you can fully enable your learners. However, today, your focus is completing that required course on that new technology your team is to use. In your mixed channel course, Asana created content, you see the content broken down into various different chapters. With these chapters, you can embed placement tests to check knowledge and content retention. But let's say you don't fully understand a topic. This is where such as how to create a funnel. You open your AI tutor and you ask Sana to explain it. The embedded AI tutor means learners get instant in context clarification and support without ever having to leave the platform. It's like you have a highly adaptive personal coach that helps you learn better. Our AI tutor then also recommends some follow-up actions to your question. This includes a quiz to make sure that you've retained what you just learned. These personal knowledge checks will break down the concept of questions answered correctly and incorrectly and be able to spotlight any areas of improvement. Once you successfully then completed your learning, you're able to move right back into and complete any other necessary courses. As you continue to advance your career, you will acquire update skills And then from there, continue on your own enablement by seeing areas like what is popular in your role. By bringing together Workday's ability to assign content based on the rich HR transactional data and with Sana's AI powered learner experiences, we will amplify learning engagement right from day one. So that is a demonstration of how we're bringing together the power of Workday and the power of Sana together to create this new learning experience. So with that, I'm gonna turn it back over to Mike and John to kind of bring us in for the day. Thank you so much, Charlotte. Let me reshare my screen. Alright. So, hopefully, you've all, enjoyed the the demonstration. Our our team has been, addressing your questions. I think there are well over a 100 of them already submitted. We will not get to all of them today, but we promise we will get to as many of them as we can, and and we'll continue to, respond to those in writing as we as we finish up the last bits of this presentation. I am gonna get to the actual road map and talk about some delivery, but we wanna make clear that this strategy we put together and the vision that Charlotte just showed you in the demo, none of this is theoretical. We wanted to give you a sense of what this looks like for organizations that are already using these capabilities. So we've got a a couple of examples here. You know, and those of you who have been in the learning space for any any amount of time know that there are a number of different ways to measure ROI and value in learning. It can be anything from, you know, decreased amount of time spent creating content and managing versioning content. So that would be a a value for the actual learning professionals. But it could also be things like higher compliance rates, fewer accidents, or incidences based on the compliance training, on the job. It can be, an increase in engagement, and and increases engagement very often lead to increases in productivity, decreases in turnover, and things along those lines. So here's a as a handful of very specific examples. So, the University of Minnesota Physicians, they found that, compliance reporting that used to take admins four hours now takes them only twenty minutes. They use automation to both create and then deliver the reports who send them out to the people who need to see them, and then allows the learning admins to take that extra three and a half hours a week to then focus on other higher value work rather than fiddling with and trying to maintain and get the right information and the reports they need. If we move over to to Wegmans, Wegmans, those of you not familiar with Wegmans, they are a supermarket company based in the, the the Eastern Part of The United States. They run, over 550 learning campaigns every single night. You know, we have customers who use only fifteen, twenty campaigns. Wegmans is not the largest. We have we have some customers who run over a thousand, but they were really good example of an organization that has a lot of different type of audiences because they have all the people who work in their markets. They have, of course, all of the people who work in the corporate offices, but they also have distribution networks, the truck drivers, and the people who ship materials to the different stores. They have, different roles within the store, everybody from the cashiers to the stock people to the people who work in different departments, whether that's the deli or the bakery and whatever it might be. So there are a lot of different audiences that only different content, which is why they have over 550 that run up every single night. And that is a type of scale that simply wasn't possible without either AI tools or the the audience builder, and engagement builder tool set that Workday Learning rolled out a couple years ago. If we look at AllCell, their biggest, sort of value output was around the reduction in time in in creating content. So this was very much for their authors. They found that the the AI authoring capability of of Sana, decreased their time by 98%. So that is in a a massive amount of savings, and they now allow those subject matter experts to do other things. Again, a lot of this is time savings. A lot of other people focus on higher value tasks, rather than engaged in the minutia of building content. And one one more example here, Polestar on the bottom right. For them, it was all about engagement. They matter engagement. They they measure engagement in a couple of different ways. This particular step was really around, taking their existing mandatory or compliance training and making that training simply more engaging and interesting by using the sonic capabilities. So it was content people had to take anyway, but what the engagement showed was that, first of all, everybody finished it, but people were eager to do it sooner and not wait till the last minute. People were were able to go through it faster and pass the first time because they were engaged while they were taking. So less time for the individual end users to spend retaking content or or failing exams, less time needed to be sending out reminders and chasing down people who are lagging in their compliance because people were motivated, to engage and get things done earlier on in the compliance cycle. So, again, just a couple of examples. But let's get to sort of the the meat of the of of the timing and the road map because we know this matters, and we've already seen a lot of questions about it, come through as we've been presenting. So sorry. This slide, represents this calendar year. This is a 2026 slide, and you can see that we've broken down deliverables into sort of two windows this year. Before I actually talk about the the two windows on the screen, let me also make one other point. June and if if beyond, you can assume that means sort of between mid to late November and December as we leave the second window. Those two windows are not, in conjunction with Workday's standard r one and r two release schedules. We are aware of that, and what we will tell all of you is the the rest of our road map, the features that we're building for workday learning, and our new workday learning powered by Sonos queue that aren't part of the integration. So we have new stuff coming around assignments and validate environments and so on. Those things will continue to adhere to the r one and r two schedule. The integration work is being traded as its own work stream, and we will get functionality ready and release it, to a preview and then production to all customers as fast as we can and not force ourselves to adhere to the standard r one and r two schedule. Having said that, let's talk about, these two buckets, and we'll start with June. So the goal here again, when it says June, what that means is getting this functionality to preview either at the very May or the very June. So it will be in production for all customers who are ready to take advantage of it by the June. What we're really doing is reimagining sort of the starting point and a little bit of a workflow for both learners and administrators. So for learners, the the first thing you'll see is that we're building a new home page in Workday learning, and, actually, every customer will get that. Even if they haven't taken advantage of the new sonic capabilities yet, we're gonna update the learning homepage and Workday for everybody. And from that new personalized homepage, you'll have the ability to do the things you already do, which is, you know, see what's been assigned to you, see what's recommended, see what's required, search, browse, and so on. But when you find content that was built using the Asana AI, authoring capabilities and you go to launch that, it will simply open in a new window just the way content does today, but you will be directed a 100% into Asana experience. So you'll be consuming that content the way Asana designed it to be consumed, and you'll have access to that AI tutor to interact with the content while you were while you're going through, that that process. We'll be sending your progress completion data in real time back into Workday so that your transcript will be updated and managers and admins will have real time unified reporting of the content that sits in Workday and the content that has been published to Workday from Asana. Maybe the most important part of this is these third and fourth bullets on the learner section. I mentioned this earlier, but it is worth reiterating. That content that gets published from Asana and brought into Workday can also appear in an onboarding portal. It can appear in a journey. It could appear in, a career plan or a development plan attached to a a career plan. So we are treating content published from Sonnet as a new lesson type inside workday learning so that we can do all of the same things, which also includes tagging skills, putting that content into topics in your catalog, and so on. The second half of the June release is very much about admins and and and your creators or your authors. As we're doing on the on the learner side, we are actually creating a new homepage or a new view in the homepage for Workday learning administrators. We're calling it the admin hub, which is in keeping with sort of a hub strategy that many of you have certainly seen throughout all of Workday. But in that new admin hub, you will have the ability to see all of your content. There's a section that will show you specifically the content that has already been published from Asana, and there'll be a button that says create course that will essentially launch from the Workday learning admin screen. It'll launch the Asana AA authoring. And when I say launch it, being very clear here, it is a single account, so there is no need to re log in as a either as a learner or as an admin. You're just opening up a new screen. As an end user, you won't even know, frankly, that you've left what was traditionally a Workday page and moved to what's now a Asana page. It will be as seamless as possible, both moving from Workday to Asana and then moving back from Asana to Workday. So much so that in in pretty short order, we're gonna stop using those terms of Sana learn and Workday learning, and we're just gonna be talking about workflows because it is one combined product. When you're done authoring as a as a a content creator, you will basically click a button that says publish, and it will publish that piece of content directly back into the Workday catalog where you can then add the skills, add it to the catalog, add it to assignments, add it to campaigns, and so on. It's not listed on this slide, but one other thing that comes along with that, because the whole ability to create content is a new functionality for Workday users. We will also be creating a new security role and an entirely new security domain for content creators. So you will be able to have complete control over the the users in your system that need access to the authoring capability regardless of whether or not those people are also learning admins or report, reporters or analysts or whatever their role is. Part of the beauty of the authoring capability that Sana provides is it allows folks who are not admins to have access to that. It may be business leaders. It may be sales leaders. It may be, product owners who are creating content for their initiative. You will be able to give them that role using the new security domain we will create. Let's talk about some of the things we're gonna do in the back half of this year, so the the second column on this page. This is by no means comprehensive, but it gives you a sense of some of the the maybe the larger technical challenges of bringing in two products together. The first and and frankly the most important, today, that AI tutor that Sana has created only works on content authored in Sana. Well, that makes sense. Those functionalities were built before Sana was part of the Workday family. But in order for that AI tutor to really have the value we know it can and needs to for all of you, we will find a way to expand the capability so you'll get the same tutor experience regardless of which type of content or training you're using. It should do the same thing for a SCORM course or a video that it should do for the AI author courses in Sauna. I saw there were actually a couple of questions about this, while Charlotte was demoing. We will be evolving the search functionality to take advantage of the AI search engine that Sono provides so that it can it can look across, not just your content, but the entire Workday platform. If needed, outside of the Workday platform, I know there are some concerns about that. You'll have control over what sources it could search through, but it will also allow you to search contextually and conversationally rather than Workday's traditional text string search. And, of course, it will use AI to synthesize answer answers of your search, figure out the best way to provide the order of search results and the things that are most important based on the context of why you were making that search. One more example of a a very tactical thing we need to do. Today, if you publish a course from Asana, you could launch that course inside Workday's mobile app, but as you try to consume it, it would take you out to the mobile browser. That works, but it's not a 100% optimal. So we will be updating the Workday mobile app so that you can take a Sonic course a 100% embedded in the app without having to leave the app to go out to the browser. Those are a couple of examples of some of the technical challenges, that we are planning to address for the back half of this year. The overall integration road map strategy, this is not something that is gonna linger on for multiple years. Again, this slide represents what we plan to do in this calendar year. If any of this work, drifts over into 2027, it should only be for the first couple months. The goal really is by the time we get to the 2027 r one release in in March 2027 r '1, this integration work should be complete, which is something we're very excited about. So, along those lines, and I'm sure a bunch of questions have come in while I was, saying all that, let's talk about some summary and then get to some housekeeping items here at the end. First big bit of summary. Workday learning powered by Asana, you can see right in that text, it is an exciting upgrade, and the upgrade word is very important. We got a lot of questions about this. We've already answered a bunch, but we will be crystal clear. Workday learning powered by Asana is a new SKU. It is a new product. And, yes, if you are an existing Workday learning customer, which many of you are, you will have the ability to upgrade from Workday learning to Workday learning powered by Asana. You can do that on your timeline. You can do it as part of a renewal, or you can do it whenever you want to, and there is an additional cost. As you can see in the very next item, we're not gonna talk about costs and pricing here. If you have any questions about specific costs, availability, and even things like deployment models, please reach out to your, your account teams. Probably start with your your Workday or Asana CSM, and they will be able to give you all of that information. But, again, to be crystal clear, it is an upgrade which would come at an additional cost. It is also not mandatory. You will be able to renew Workday Learning as is if you don't want to or don't want yet to take advantage of the sonic capabilities, and you'll be able to make that upgrade on your own timeline. We are also holding an another series of of webinars around this. So if you want more information or if there are other people in your organization who couldn't attend today, we would absolutely suggest you attend one of what we call our workday live webinars. But there are lots of other ways to get more information. And as we get closer and closer to delivering the actual integration features in that June time frame, you also could reach out to your account team to schedule, real demonstrations and focus just on your needs rather than in a webinar where you're sharing, this platform with with hundreds or thousands of other customers. The other thing I would like to do is we do have a little bit of time left. So, it might make sense for us to, try and answer one or two, questions that we've gotten, a lot in common. John, maybe I would turn this over to you first and see if you have any other wrap up comments or if you've seen any questions you wanna make sure we we address out loud. I think maybe, before we jump into the questions, just one short comment from my side. Thanks so much for for attending this. Coming back to the original mission around why Workday and Sana, joined forces, we see this is an exciting new chapter, and we're not going to do this alone. This is this is very much a a partnership and collaboration with you all. We'd love to invite you along, this journey, because there's so many cool things that we can do now in the learning space. Let's jump over to questions. Yeah. And, you know, maybe I'll we'll just the very first one at the top, which is actually the most recent question that came in, which is why are we only focusing on Sauna and learning, and why can't Sauna be used for the HR part of Workday? And the the answer to that is, oh, we can. This particular presentation and webinar was very specifically about the learning strategy and the combination of Workday learning and Sonae learn. The acquisition of Sonae is not just about learning. No. In fact, it's not even primarily about learning. It was primarily about Sana's AI, agent platform, what we're we're calling Sana enterprise, and the ability to absolutely use that for all parts of Workday. In our initial press release back in September and since, we've been talking about Sana as the new front door to Workday and the ability to use that experience layer and a wide array of agents across the Workday platform, very much not for learning. But that is a a separate product area, if you will, than what we've been here to talk about today. I don't know if you wanna add anything to that. It's I'm talking about your your company and the and the features you built, but I wanted to directly address things like that. You said it better than I could, Mike. Thanks for that. Yeah. Absolutely. I think maybe one other thing to talk about because I did see a lot of questions about this. We know, and I even said this in in our in the fireside chat part of this conversation, there will always be some concerns about AI about AI models, what data does AI have access to, how are we how we're being safe and secure about making sure that one customer can't see other customers' data, how the LLM models are being trained. John, I only have forty seconds or so left. You wanna provide any maybe quick thoughts about about that? Sure. Yeah. I think, security is is paramount, right, especially when we're working with customer data. And that's something, even when Sana was independent in the very early days, it's something that we've built in from the ground up with our product. And they're, you know, leveraging things like, zero data retention policies so that none of customer data is ever used to train. LLMs is important. Also abiding by all the security classifications and certifications from very early on, whether that's ISO 27,001 or SOC two, and in partnership with Workday that's been around for twenty years building a a secure and and trusted, system of record for people money data. Yeah. To round it off, I, I just wanna emphasize the importance of of the security aspect, and and I think, hopefully, you caught some of those things that I mentioned. But it's something that will continue to have to work as as models evolve and technology advances. As long as we have that as a core pillar of how we build and how we partner, then, I'm confident that we'll continue to preserve that trust. Excellent. Thank you so much, John. And as John said, for those of you who are still on online, also wanna just add my own thanks. We really do appreciate your engagement. I know we got, an an enormous number of, of questions today. We did not answer them all, but we will, provide other mechanisms both on Workday community and those other Workday live webinars to get those answers out to you. And, again, please look for the recording. And, on behalf of our whole team, including Charlotte, really wanna thank you all for joining us today. Bye, everybody.