Scale Skills-Based Learning with Canvas Career by Instructure

Welcome, everyone. Thanks so much for joining this live session. My name is Karen Heider, your host. I'm gonna turn things over now to Benjie to get slides up and running or your sharing of your screen up and running. Go ahead and introduce yourself and begin. Right on.

One moment as we get the old screen share up and running. Karen, thank you so much for that introduction. Hi, folks. Good morning for me here in Los Angeles, California. I suspect good morning for most, but depending on where you're coming from, maybe good afternoon.

Thank you so much for having me. It's a pleasure to be here. My name is Benjie Messenger Barnes, and I am a solutions engineer specialist at Instructure. And I'm gonna keep the introduction at that because we don't have a ton of time together here, and I wanna ensure that we get to everything in an unhurried pace, if you will. Today, folks, we're gonna talk about and we're gonna take a look at Instructure's newest product, Canvas Career, which is our new LMS purpose built for professional learning.

First, I'll take a few minutes to kinda set the stage and give a tiny bit of background and context of where Canvas Career came from and some of the guiding values towards its ongoing development. Then we'll spend the majority of our time taking a tour, taking a look at Canvas career in action. This is demo day after all. And then I really look forward to some discourse during and discourse, especially at the end here in this Air Meet session here with some q and a, and then I'll make my way on over to one of those lounge areas later in case folks wanna continue the conversation there. And by the way, speaking of discourse, please feel free to pepper things into the chat throughout.

We love a lively chat. Maybe it's ideas, thoughts, reactions. Love a good affirmation or two if you wanna put those in there. If it's a question, I do encourage folks to use the q and a area here in AirMeet. Now fair warning.

I, am I'm not a very good multitasker, So it might be the case that I don't really even notice things popping up in the chat or q and a, or it might be the case that I do, but, I'm not in a position to really oscillate back and forth between demo and q and a or demo and chat. So, one, thank you for your understanding. And please know that if I don't acknowledge your addition in chat or q and a, it's for no other reason than my own failure to multitask. And please don't let that stop you from going ahead and putting things in the chat or q and a. I'm hopeful that my colleague, Britney, will be joining us anytime soon, and she might be able to engage folks a little in there.

But I wanted to make that note, and now we can kinda set the stage a little bit. I suspect folks can agree that there was a time, was a time, when skills evolved gradually. Job roles remain relatively stable, and training programs could be updated occasionally. Think, you know, copy paste with a few adjustments here and there. And I suspect that many folks on the line would agree that that time has come and gone.

You know, internal talent development, as important as ever, maybe even more important than ever, and I think the most salient challenge now is helping people develop quickly enough and productively enough to remain effective. So a little data to back this up from reports by McKinsey, World Economic Forum, and yours truly at Instructure. If three quarters of employees don't feel confident in their ability to adapt over the next five years, you know, that's concerning because when folks don't feel prepared for change, they are less likely to embrace it when it inevitably comes. From the employer perspective, most organizations are already experiencing skills gaps or expect to experience them soon. So this is very much a now and not a later problem.

And those skills gaps are real business growth issues as it's keeping our businesses from transforming as they need to to adapt to this rapidly evolving economy. So big picture, organizations like ours are increasingly recognizing that our ability to execute on our business strategy is contingent on our ability to develop talent, retain talent, and create that pipeline of talent internally. So, okay, if that's what we need to do, what are we up against? And for Instructure, in our conversations with our business and government customers, we consistently hear three themes emerge. One, skills gaps or skills recognition gaps or both are wide. The capabilities organizations need evolve rapidly, and it might be the case that workers don't have the skills skills gap.

It also might be that they do have the skills, but it's not easily visible to employers, a skills recognition gap. But either way, a gap exists and it's widening. Secondly, employees are increasingly expecting that the development opportunities they do are going to be an Amazon like, a Netflix like, an Instagram like experience where everything is personalized and relevant to them. And in an age where we have, you know, a million distractions vying for our limited attention, if if we fail to create a sufficiently engaging learning experience, we kind of all but guarantee that our learners, our employees are gonna fail to be successful in our programming. And third, we gotta justify the cost.

Right? Leaders expect proof. Show me the receipts. Executives wanna understand how their investments in l and d contribute to that retention, contribute to that productivity, and, of course, business outcomes. So, you know, no small task for our l and d teams on the line here. Right? You're expected to move faster, personalize more, and demonstrate your impact.

Right? No small feat. So if this is kinda setting the stage here, what does success look like in this environment? And the folks that we've spoken to who have experienced the most success typically focus on three priorities in response to these three challenges. First, they build reskilling programs that evolve quickly. They create development experiences that focus more on relevance than compliance, but experiences that really help an employee who's going through it understand what they're learning and how it connects to their goals, their career growth, and their success, and, of course, by extension, the success of the business. And third, they establish clear visibility into real time outcomes so that leaders have the evidence they need that the investments they're making in L and B are leading to the measurable results that they expect.

So with these challenges in mind, with these priorities in mind, I mean, this is exactly what catalyzed the creation of Canvas careers that this internal talent development and retention and pipeline creation is no longer a weakness, but really a competitive advantage for folks. And where did Canvas Career come from? It did not come out of thin air. Folks on the line and, you know, if I could see all of you, I'd say, raise your hand or whatnot. But you may very well have heard of Instructure before. Mean, I hope you've heard of Instructure before.

Perhaps you used Canvas in college or even before. Maybe folks in the audience have children who are using Canvas in school. Right? After all, Canvas is North America's number one learning management system for k 12 and higher ed. And for the longest time, we've had folks in the business and government space using Canvas for their talent development effectively. And it kinda felt a little like putting a square peg in a round hole.

Right? Using something built for semesters and grades, something very course centric, ultimately, something very academic feeling could and did and does work for the needs of our business and government customers. But to us, it was clear we could be serving them better. So we took fifteen years of global instructional experience from that massive footprint in k 12 and traditional higher ed to figure out, you know, exactly what drives user engagement, what keeps people in a platform and progressing, and what motivates them to cross the finish line. And we use that to build Canvas Career and to build it on the backbone on the same underlying digital infrastructure as Canvas. And in so doing, folks who use Canvas Career, they get the same reliability, scalability, interconnectivity, accessibility, privacy, and security that has made Canvas the best LMS in the world for fifteen years.

And on top of that, we tailor made Canvas career for this skill centered learning. Right? We stripped away some of that traditional academic bloat. We leveraged design elements to promote engagement from adult learners, and we put that into this agile, mobile friendly, mobile first learning environment optimized entirely for the habits of working professionals. So that's the preamble. That's the context.

That's the motivation behind this whole Canvas Career things. I think it's time for us to log in and see Canvas Career in action. And so I'm gonna oscillate to a new desktop here where I am now, assuming the role of Michael Johnson, a learner inside of Canvas Career. And right off the bat, you can see we've really created a learner dashboard that's meant to be simple, agile, nimble, and surfacing the information that our adult learners want right here, right now. Here's where you are.

Here's where you're going, and here's what's next. Right? So whether it's a one off course in introduction to customer relationship management, we see our progress bar. Whether it's leading project teams and stakeholders as part of a larger project management certificate, we see our progress bar, and we know that that motivates folks to lean in further. And I'll say that I, Michael Johnson, at the organization in which I work, I am one, a new hire, making my way through my new hire onboarding program. I also gotta make sure to learn the CRM of my organization.

So I'm in a CRM course. And for me, as part of my career development, I think that attaining this project management certificate is gonna help lead to more career opportunities internally. Maybe it's something I consulted with my manager about. So these are some of the learning engagements in which I'm engaged now to both enhance my career and the business outcomes of my organization. And something that was very intentional, and that we heard a whole lot from our customers was our adult and professional learners, right, they may be doing learning in bite sized chunks between meetings or or during their commute.

They really need to be able to learn on their own schedule and be guaranteed that they're gonna be successful in each step that they take. And so what we wanted to do was, for instance, leverage right here in the dashboard what's next in each course. If I, Michael Johnson, if I got thirty minutes in which to do some learning, I wanna use, like, twenty nine minutes and fifty eight seconds of it actually learning. I wanna spend time figuring out where I left off. So when we surface the next learning item right here for one quick resumption of learning, and we put what the instructor of that course or the designer of that course estimates the time to complete will be because I know I've got thirty minutes between meetings.

And I don't know if anyone else in here is like me. I really don't leave like leaving things undone. I like if I start something, I really wanna tie it off and finish it. So I got thirty minutes to go. I think, you know what? I can do the CRM reporting tools page in thirty minutes, and I'll leave this project management assignment for later.

And so let's dive in. One click. I'm in there. I'm learning the content. And, again, you can see how streamlined this interface is that I know where I am, where I'm going, and what I need to do.

And I'm actually gonna zoom out just a little bit to the entire course progress to again show how simple and agile this is. I know what I've done. I know where I'm going. I know what's next. And for you, the designers out here, the L and D professionals, they wanna make a note that, of course, there's such a variety of content that we might put into Canvas career.

Maybe it's a page. Maybe it's an assignment. Maybe it's a file. Maybe it's a link. Maybe it's an assignment.

Maybe it's an assessment. Maybe it's a SCORM file. Maybe it's an LI for one of our hundreds of partners in the LTI network with customizable and flexible completion requirements from, hey. All you gotta do is view this page, and it will be marked as complete. This, you're gonna have to manually mark as complete.

This assignment, have to submit. Or maybe to proceed beyond this unit, you need to take and score at least some benchmark threshold on this assessment. But the idea here is you can create this totally flexible and customizable learning path for your folks. And so I'll hop into the, you know, what is the CRM page, right, the intro page to this whole thing. And on this, right, we've got text.

We've got pictures. We've got files. We got links. We got things you can download. We even have a Canvas Studio video that folks watch and then engage in discourse with each other with these time stamped comments.

All of this to boost engagement, their success, and your business' success. I may have mentioned earlier that Canvas Career is meant to be skill centered, and we'll touch on skills momentarily, and AI enhanced throughout. And we know that folks are are keen to leverage AI intentionally, responsibly, and effectively. And so I'll draw our attention to the top right corner of the screen where I see this Ignite AI icon. And here, the idea is to surface these study tools in context to support my learners.

It's meant to be kind of a quick check to ensure that I'm understanding the material at hand and I'm making adequate progress. I'll make a note about the model here verbally, and then we'll take a look at the nutrition facts associated with it. But this model is drawing from content on this page and this specific course. It is not drawing on content for the greater Internet. So you're not getting that unverified, unvetted information into the model.

You remain the subject matter expert here. And this is just an opportunity for me to make sure I'm understanding the material here in context. I'm not going to another platform. And so I'm more likely to be successful. I'm more likely to advance my career and help with your business outcomes.

Whenever we use AI in Canvas Career or the greater instructor learning ecosystem, we surface what we call AI nutrition facts. We wanna be transparent as possible about what's going on behind the scenes here. What's the model we're using here? Is it trained with user data? No. What you put in is yours. What comes out of it is yours.

Are we selling your data to third parties? No. Of course not. But really beyond what the actual answer to these questions are, it's the fact that we're asking and answering them transparently and opening openly with you because we know you wanna use AI effectively, intentionally, and responsibly. So one way in which we can help our learners be successful. Another draws on that evidence we had from fifteen years of, learning management in the k which is learning happens best when it's active, not passive.

And so among other things, you may notice some green and red highlighted text here on the screen, and this is part of the capital n notebook in Canvas Career. An opportunity for me as a learner, if I see something that I'm thinking, hey. I need to remember this for later, or this is really important, or I'm unclear on this. Maybe I need to ask someone or ask my instructor. With just a highlight and a click, I can go ahead and add this to my notebook scoped here to the page, scoped to the entire course, or scoped to my entire account to do a couple of things.

One, makes the active learning. Two, keeps me here. Right? I'm not using some third party other platform to take my notes. I'm not experiencing that visual or cognitive friction that's likely to make me not proceed, and it creates this repository of high value information that's gonna keep me coming back to Canvas Career later. Active learning.

And I'm gonna make a note here to some items on the road map because Canvas Career is alive and evolving, and I wanna give a big shout out to our product team who is so good at listening to our customers and helping the product evolve to meet their needs. Learning is best when it's active and not passive. Learning is best when it's collaborative and not in isolation. And so on the road map are one, peer to peer conversations in which I might highlight some text here. And instead of only putting it in my notebook, I can choose to engage in discourse and dialogue with other members of this course or maybe other members of a cohort so that we can really discuss it, whether it's I as a learner who motivates it or whether it's the instructor who prompts the the learners to have that discourse.

And, similarly, the introduction of cohorts in Canvas career. I'm gonna talk about users and people and the organizational hierarchies we aim to mirror, but these cohort models allow supervisees and supervisors and direct reports to have this community together, to post information, resources, have dialogue, exchange information, and that folks can go back to later and use AI to help find the answer to their questions and get the models that they need. And so all of this, AI, notebook, peer to peer conversations, cohort based learning, All of this is well and dandy, all in service of supporting our learners in their upskilling career advancement and boosting your business outcomes. Now I mentioned that I, Michael, I I'm keen to, advance my career internally. Right? I spoke with my manager.

I had this aspiration towards a promotion, and I'm doing some work towards that. And not only am I just completing coursework, I'm making my way through this learning material, I'm acquiring skills along the way. And my knowledge of the skills that I'm acquiring and my manager's knowledge of the skills I'm acquiring, that's really gonna bolster my conversation there. In Canvas Career, that acquisition of skills, that amassing of skills in a repository happens in a place called, well, SkillSpace. So here I am in my SkillSpace where I have all of my skills broken down by which course I'm in and taking and from which these skills came with level indicator pills if I have acquired that skill already and none if I'm still working towards that skill in this course with these level indicators.

And clicking on any one of these is gonna reveal a couple of things. So for instance, you know, maybe I have an aspiration for a more leadership role in the sales organization. And so I'm taking a course called professional sales techniques, and I'm thinking that being good at value proposition articulation, that's gonna be really important for me in my advancement in that organization. And clicking on it will tell me in which course I'm learning it right now and course recommendations that I might want to pursue if I wanna further enhance my learning there. And this is one way in which both Canvas Career realize that the aspiration to be learner and skill centered, but also makes that learning personalized and relevant to me.

I'm interested in learning this skill. How am I gonna do it? How am I gonna close my own skill gaps to realize that career aspiration I have? And so for any specific skill, we have the recommendations here, and those are all curated, at the bottom for all course recommendations. So far, we've been speaking a lot about courses, understandably. Right? It's a learning management system. We think that people take courses, but we also have heard loudly and clearly from our customers that they have high impact resources that live outside of a course.

And we'd like to separate from a course so that they're more agile, more nimble, and might make a greater impact to folks. And that's where we have what we call collections. And I'm gonna head to the browse tab in my learner dashboard here. This is in beta, not even in GA yet, so to be released soon. And and the vision is eventually to have a Netflix style recommendation engine recommending one off things like a file, decoding inspirational leadership, the thirty second value prop video, or maybe it's the anatomy of a perfect follow-up email, or identifying your influence style, or the secret to having influence.

These one off resources that I might be interested in for the very same reasons I'm interested in courses, but we're separating them so they're more nimble, agile, and can make that impact for me. So it might say, hey. You recently finished this other course. You might wanna do an added view of of a perfect email. Or maybe you just acquired the skill.

Would you like to further enhance that skill by doing this activity or resource? And for me, these were recommended and curated from some collections that my manager made available to me. The emerging leaders resource suite. I said, hey. I think I have an aspiration towards leadership. They said, alright.

Take a look at some of these resources. Impact and influence for business leaders if you're trying to move your way up in the sales organization. And, of course, my new hire onboarding resources, the information and resources that shouldn't really live in a course, but we wanna make sure that our new hires have on hand as they do their orientation. And so all in all, I hope we're seeing how this kind of nimble interface is really gonna promote a learner's engagement and success, by extension, your business outcomes. So we've taken a look.

If you remember that slide with those three challenges, we've really attended to that middle challenge so far, that that engagement, that personalization, and that relevance. And I'm actually gonna go to the if you remember the one on the right, it was the we need receipts. We need to know that our investments in learning and development are having an impact. And so we need to have that clear line of sight into the data to show that return on investment. That's gonna happen on the e wall.

Data and insights dashboard here, right, gives you the immediate receipts for whatever metrics are gonna be important to you. Maybe it's course completion rate. Maybe it's skill attainment. Whatever it is, it's gonna service that information here so that you have a clear line of sight into the activity happening in your instance. And if this isn't the data you need, AI in the right place at the right time for just what you need, we can build a new custom dashboard building from either a predefined widget library towards which I and other administrators can add and or using Ignite AI to have a plain language chat to generate the charts, infographics, graphs, tables, data, whatever it may be to surface the information you need to prove that effectiveness using any of the datasets available to you.

Alright. Thank you. One moment. Furthermore, soon to be released is the idea of report subscriptions in which you can generate, in the same way, specific reports that you want sent to specific stakeholders at specific times so that they get the information they need automatically instead of having to go fish it out. More on that momentarily.

I also made a mention of we really wanted the organizational hierarchy of your institutions reflected here within Canvas career, and that's what happens in here, the people area. And in this case, there are a couple additional user information fields that are really important to try to mirror that hierarchy. Organization, organizational role, department, not pictured yet, team. And I wanna show how this is gonna help us to scale our activities to meet the needs of a quickly evolving needs of our employees. So let me, hop into my, filters here, and let's, you know, maybe it's our new hires.

Right? Our twenty twenty six new hires. Let's apply that filter for folks. And you know what? I I don't need to include the admin here, so let's do just the learners. Okay. So here's our twenty twenty six new hires here, and I wanna quickly, in bulk, do a couple of things with them.

I would like to enroll them in a course. How about the welcome course? Right? The welcome aboard, mission, strategy, and values. Maybe I want to enroll them in a program. Maybe it's the new hire onboarding program. Maybe I'd like to give them access to that collection of high impact individual resources with our new hire onboarding resources.

And you can see that through this filtering and through those user fields, we can take these bulk actions so we're not doing this one by one in the user interface. We're not pouring over spreadsheets, but we can do it at scale, saving you valuable time and helping you be nimble here. You may have also seen this leader drop down, and that is also an action we can take of assigning someone a leader. In this case, Sarah Jackson. And what this means is that when Sarah Jackson and or anybody else I choose to be a leader here, when they hop over to their data and insights dashboard, they will see information only about the folks for whom they have been assigned a leader.

So for instance, you might give your CRM administrator insight into the CRM course and all the people taking that CRM course. Whereas the direct supervisor might see that progress, but they'll also see the progress of their direct reports in the new hire onboarding program. It's a way to give your strategic partners, internal, external, whoever it may be, intentional visibility into those outcomes without giving them any sort of system wide administrator access. So that's the leader, functionality there. And this was great.

Right? We could do it one by one. It was great to take some both actions, but, hopefully, the wheels are spinning and folks are thinking, well, how can we automate this even more? Well, two ways. One, I suspect folks might be using a Workday or some other HRIS system, and we have an integration out of the box with a lot of those HRIS systems so that these users and their organization, their role, their department, their team, their leader, automatically a part of that provisioning when those users are automatically provisioned. And then two, with automation rules, we can automate that which I just did in bulk but manually. So for instance, suppose someone has an attribute change from individual contributor to manager.

Let's give them access to that emerging leader's resource suite or a new manager's library of resources. And inactivity threshold. Hey. If I got any of my learners out there who haven't logged in in two weeks, let's send them a little email and make sure to invite them back. Or anybody who is dubbed a twenty twenty six new hire, a twenty twenty seven new hire, a new hire at all.

Give them access to those new hire resources, enroll them in a course, assign them a leader, put them in the program. You get the sense here, which we can do right now manually and soon with Ignite AI. So, again, you can have that plain language conversation to help you scale your activities and to evolve at the speed of today's workforce. And last but not least, I wanna attend actually to the first of those challenges we spoke about before and the first of the foci that our most successful customers have focused on with this, how can we create learning and development opportunities quickly and nimbly? And this is where AI surfaces again in the context of content creation. And so I have already gone through having a little bit of a conversation with our Ignite AI course creator.

And the content creator lives at the course level where you can make a single page, a single assignment, a unit, assessment, multiple units, all the way up to creating the entire content for a course. And so that's what I did here. And I said, hey. You know what? I recently attended a sales webinar. The retention advantage, turning loyal customers into your best sales team.

It was absolutely phenomenal. I have a transcript as a PDF. Listen. I could email this transcript around and hope that people read it, but I think I'd like you, Ignite AI, to take this transcript and turn it into a course in which folks are engaging with material and doing assignments and assessments. So I can assign it as optional learning for the folks in the client relations and sales certificate program.

Okay. And so, you know, then the Ignite AI model says, hey. But would you like to title the course? How many units are you thinking? This is what I'm thinking about. Does that sound great? And say, you know what? That that sounds great to me. Let's go ahead and let's do it.

And so let's take a look at what the model generates. It says, okay. Well, here are the units that I think would be appropriate for this course. You know, unit one, building rapport and trust with these learning objectives, onboarding excellence, etcetera, etcetera. And I wanna make a note here about the AI in this moment and the AI in general.

Whenever AI is going to do or create or send anything in the instructional learning ecosystem, we call it human in the loop. It will not do so without the human's opportunity for no holds bar editing, addition, for deletion. Right? The model is not gonna go and do its own thing. You are always in control. In this case, I'm feeling good with what I see.

I certainly could edit or delete or add if I so chose. I'm gonna add the learning objects. I'll give it a few moments on the next tab. I've already done this in case this takes a while. And so what this does is this is gonna say, okay.

Oh, should've done this previously. It says, alright. I'm going to create a sequence of pages and assignments within each of these aforementioned units that I think is gonna best support your learners in this case. And it starts by just making a skeletal structure. So it says, hey.

I think you should have an introductory page, and then anatomy of a world class onboarding experience, personalization strategies, and then an assignment. Right? All of these are currently just blank because that's what our, customers have told us, hey. We need help getting the ball rolling. But if you want, you can go ahead and actually have the AI generate the content of any of those learning objects as well. And you'll see in a moment, it will be pretty text heavy, but it will also reflect the theming and branding of your institution, which you happen to do on a theme editor.

So if your colors are blue or red or green or whatever it may be, that's gonna show up as well. And then when we're done, we click create course. And in a matter of minutes, we've accomplished that, which would normally take our l and d team hours, days to accomplish. And here's an example of that course that I created before, and so we can see each of the units, each of the individual learning objects. And I wanna just take one moment to talk a little bit about the skills alignment.

We saw the skill space from a learner perspective as they amass those skills towards their career advancement. How did they get there in the first place? Right. We we looked at how to create the course with AI. We looked at how to add it to a program, assign it to people, assign those people their leaders. What about aligning some skills to those? Well, after I have previously uploaded the skills taxonomy to Cannabis Career and had AI scrape that to amass those into a skill repository here, which I can always add to, manually in the UI or with API, well, now it's time to align those skills to, these different learning objects.

And I can do that manually here, adding a skill. I might say active listening. I might give it a Bloom's taxonomy level, and that taxonomy level is going to inform the level indicator pill on the skills patient and learner. And or I might say, you know what, AI? Would you extract the skills for me? This is one more way in which we can accomplish this skill alignment at scale, leveraging AI to our advantage. Again, AI, not for AI's sake, but AI to meet the challenges that we spoke about earlier, to fulfill those foci that we talked about our most successful organizations, to help your learners be as successful as possible, and to help boost your business outcomes.

Folks, that was a a tour de force of Canvas career here. I wanna make sure that we have enough time to kind of pause, and take time for some questions. I did see that Britney is here. Hi, Britney. And maybe she's been answering some questions in the chat or the q and a, but now is a moment when I'm gonna take a beat.

I'm gonna look at what's been going on in the background. I might invite Karen if she wants to help facilitate, but let's take a look at what's going on here. Not seeing the questions in there. Right on. Right on.

I'm not seeing too much in the chat, so I'm gonna hang tight for a bit. I'm a former classroom teacher, so I'm very comfortable just waiting for a bit, seeing what surface is up. And then if need be, I might go a little deeper. Who knows? I'm gonna ask this question of Karen who can't respond verbally, but she might be able to respond digitally and say, I don't even know how far we, how when we go till. My schedule is all, off, so I just wanna make sure to be respectful of the time that we are and are not allotted.

Oh, I see I see something that says five minutes from seven minutes ago. Oh my gosh. Have I gone over, Karen? No way. No way. Wrap up, she she wrap up, she says.

I will happily wrap up, folks. Thank you. Thank you so much for being here. I I wanna extend a huge thanks for all the folks for your time, for making the time to be here. Time is not something we just have.

It's time something we make. We we covered a lot of ground. This is important stuff with real business implications. So I hope you come away feeling like you learned something, and and building these these flexible skills first learning programs truly drives business outcomes, and it isn't something that you should have to figure out in isolation. So, if you'd like to continue the conversation with me, I'm gonna go over to one of those lounge areas.

And if you'd like to continue the conversation with me and or, the folks at Instructure, I'm gonna try to put a stay connected. Did I do it successfully? I did it successfully. Feel free to email me. Feel free to find me on LinkedIn. Catch me in the Air Meet Lounge.

Feel free to scan the QR code. But, folks, again, thank you for your time. Thank you for your partnership, and thank you for the work that you do every day to develop your learners. And enjoy the rest of demo day, folks. Thanks so much.