WEBVTT 1 00:00:00.080 --> 00:00:03.960 You are listening to CEOs, you should know an iHeartRadio. Of course. 2 00:00:03.960 --> 00:00:08.000 My name is Billy Harfash. We have a very special guest this week, 3 00:00:08.119 --> 00:00:12.919 and I am excited to talk about this because the future of our communities really 4 00:00:13.119 --> 00:00:16.800 it boils down to one thing, and that is education. I have the 5 00:00:16.839 --> 00:00:23.039 Provost and Chief Academic Officer of the University of Phoenix, mister John Woods. 6 00:00:23.039 --> 00:00:25.160 Mister Woods, welcome to the show. How are you today, Hi, 7 00:00:25.280 --> 00:00:28.160 Billiam great, thanks for having me. Well, I'm happy to chat with 8 00:00:28.199 --> 00:00:31.320 you, and you know a lot of us out there listening today have heard 9 00:00:31.359 --> 00:00:34.479 of University of Phoenix, but I want you to dig into some of the 10 00:00:34.560 --> 00:00:39.840 details. Why is the University of Phoenix different than some other universities and colleges. 11 00:00:40.240 --> 00:00:44.399 I think it's a special institution, Billy. We were founded in nineteen 12 00:00:44.479 --> 00:00:48.960 seventy six, and the best of my knowledge at the time, and maybe 13 00:00:49.000 --> 00:00:54.719 even still to this day, the only institution that would built for working adults. 14 00:00:55.159 --> 00:00:59.280 So not built for a lot of different audiences or a variety of different 15 00:01:00.200 --> 00:01:06.319 folks seeking education, really built specifically for one particular audience, the adults who's 16 00:01:06.359 --> 00:01:10.879 working by looking to advance their education while doing so when I was reading about 17 00:01:10.920 --> 00:01:14.840 you, mister Woods, and reading about the University of Phoenix, what stood 18 00:01:14.840 --> 00:01:17.000 out to me as a couple of things, And I want to start with 19 00:01:17.599 --> 00:01:23.840 this. Your office really defines student learning outcomes that make sure that they align 20 00:01:25.079 --> 00:01:30.640 with employer expectations. So we're talking about career relevant academics here. And to 21 00:01:30.799 --> 00:01:34.599 me, in a lot of the interviews and a lot of the conversations around 22 00:01:34.719 --> 00:01:38.200 education that I've had, I always go back to we need to make sure 23 00:01:38.319 --> 00:01:42.200 that our curriculum, that our classes, that the programs were offering in the 24 00:01:42.359 --> 00:01:47.200 end will make sure that this person gets a job, because that's what we're 25 00:01:47.239 --> 00:01:49.799 trying to achieve here. Talk to me about those learning outcomes and how the 26 00:01:49.879 --> 00:01:55.760 University of Phoenix is really aligning tomorrow's workforce. Yeah, there's a long history 27 00:01:55.760 --> 00:02:00.439 here of what we've done to better serve working adults than the lineup with the 28 00:02:00.519 --> 00:02:04.359 things that employers expect them to be able to know. When we were first 29 00:02:04.400 --> 00:02:09.240 founded, our founder, doctor Spurling, he wanted a different education for working 30 00:02:09.240 --> 00:02:15.520 adults and he wanted to better serve employers. He hired faculty who were practitioners 31 00:02:15.560 --> 00:02:20.759 in the fields. We offered programs would help students get ahead in their careers. 32 00:02:21.280 --> 00:02:24.800 We've evolved over the years as we look at where we stand today, 33 00:02:24.879 --> 00:02:31.360 we don't offer any programs that don't lead to above average job prospects according to 34 00:02:31.439 --> 00:02:37.080 the dure of labor statistics, which I think is really part and parcels who 35 00:02:37.120 --> 00:02:40.360 we are. And then to your point about what students learned in those programs, 36 00:02:42.000 --> 00:02:46.000 We've mapped all of our programs so that each course, in every single 37 00:02:46.080 --> 00:02:53.680 program teaches students at least three skills that are required by employers, and a 38 00:02:53.719 --> 00:02:55.759 lot of mapping has been done to figure out what those skills should be. 39 00:02:57.319 --> 00:03:01.639 We've mapped those skills to find that they're in job postings, to find that 40 00:03:01.680 --> 00:03:09.280 they're in job descriptions that are posted by employers looking to hire people, they're 41 00:03:09.319 --> 00:03:15.360 in the beer of Labor statistics data sets, and so in every single course 42 00:03:15.439 --> 00:03:19.599 someone takes, they're going to learn at least three skills that are really important 43 00:03:19.639 --> 00:03:23.319 for the job they have to do upon completion. In this way, a 44 00:03:23.439 --> 00:03:29.360 student can learn skills and accumulate those skills as they go and maybe be able 45 00:03:29.360 --> 00:03:32.319 to progress in their career or do more in the job they're as they go 46 00:03:32.439 --> 00:03:36.719 and not wait till the end, which is really important. Speaking right out 47 00:03:36.719 --> 00:03:40.400 of John Woods, he's the provost and chief academic officer at the University of 48 00:03:40.400 --> 00:03:45.360 Phoenix. In a John, what kind of feedback do you get from employers? 49 00:03:45.360 --> 00:03:47.199 You talked about how you gather all that data together, all that information 50 00:03:47.199 --> 00:03:52.960 about what they're looking for, But when they hire a University of Phoenix graduate, 51 00:03:53.360 --> 00:03:55.319 what kind of feedback over the years have you gotten like, oh my 52 00:03:55.400 --> 00:04:00.520 gosh, this candidate was really prepared. What sets universe see Phoenix graduates apart 53 00:04:00.719 --> 00:04:05.319 well Anecdobley, We get those stories all the time. More scientifically, we 54 00:04:05.360 --> 00:04:14.000 do employers surveys. We've got industry advisory councils that serve to help us evolve 55 00:04:14.039 --> 00:04:17.759 our programs, and they meet regularly year round to help us do that. 56 00:04:18.199 --> 00:04:24.680 We survey our alumni and we ask our alumni specific questions about how well prepared 57 00:04:24.800 --> 00:04:29.680 they felt the University of Phoenix education made them. So we're always looking at 58 00:04:29.720 --> 00:04:32.839 that data. We've got, as I said, some great stories from different 59 00:04:32.879 --> 00:04:40.120 faculty, students, employers, industry advisory council members who all tell us what 60 00:04:40.160 --> 00:04:45.439 we're teaching really hits the mark and helps our students advance, And it really 61 00:04:45.560 --> 00:04:47.839 is a mix of are we getting those stories, are we getting that great 62 00:04:47.879 --> 00:04:53.519 feedback, and are we also collecting the data from those different sources that tell 63 00:04:53.560 --> 00:04:56.879 us the same thing. So we're always making adjustments to try and be better 64 00:04:56.920 --> 00:05:01.079 in this regard. As I'm hearing you speak about the University of Phoenix and 65 00:05:01.199 --> 00:05:06.639 your goals, I just kind of am laughing inside because I'm thinking of myself 66 00:05:06.680 --> 00:05:12.360 as a college student when I went to university and I had this moment like 67 00:05:12.639 --> 00:05:15.399 halfway through my junior year, like, oh my goodness, I'm doing this 68 00:05:15.480 --> 00:05:19.199 all because I need to get a job after this is all done. And 69 00:05:19.279 --> 00:05:23.920 I had all of these courses from all over the place, and I really, 70 00:05:23.959 --> 00:05:26.439 if I was being honest with myself, I wasn't sure where it was 71 00:05:26.519 --> 00:05:30.480 going. And I don't think that the classes I was taking was necessarily directing 72 00:05:30.560 --> 00:05:32.839 me down a career path. So it's really nice to hear that the University 73 00:05:32.879 --> 00:05:39.160 of Phoenix is doing something different to make sure that your students they know what 74 00:05:39.199 --> 00:05:43.360 the next step is. I think that's so important when we talk about education. 75 00:05:43.639 --> 00:05:46.319 Yeah, you and me both, Billy. I can remember as an 76 00:05:46.399 --> 00:05:51.720 undergraduate student feeling a little lacking in direction myself, and I've got kids now 77 00:05:51.759 --> 00:05:59.160 going through the process of selecting or in college one of them, and I 78 00:05:59.240 --> 00:06:04.439 think college is an amazing experience for particularly for our younger people, the seventeen 79 00:06:04.480 --> 00:06:09.000 to twenty one year old who can kind of go about things a little bit 80 00:06:09.040 --> 00:06:14.279 differently and discover that path learn what they're interested in, and then pursue it. 81 00:06:14.319 --> 00:06:18.079 Before working adults who's you know, maybe looking to make a change or 82 00:06:18.399 --> 00:06:23.959 advance their career, they're feeling maybe a little bit topped out in their career. 83 00:06:24.079 --> 00:06:28.360 They need something a lot more specific, a lot more directives, and 84 00:06:28.439 --> 00:06:31.959 they need a confidence that what they're being asked to learn is in fact the 85 00:06:32.040 --> 00:06:39.199 important and relevant and will help them get ahead. So higher uccasions pretty diverse 86 00:06:39.319 --> 00:06:43.560 it in that way. For us, we're looking for the most specific, 87 00:06:44.399 --> 00:06:50.560 most direct, most really valuable pathway for our students to be able to apply 88 00:06:50.720 --> 00:06:55.720 that knowledge right away as they're learning it on the job and maybe impressed the 89 00:06:55.759 --> 00:06:58.959 boss and and you know, get a different job, a better job, 90 00:06:59.079 --> 00:07:01.560 or get a new project that they might not have otherwise been able to get. 91 00:07:01.720 --> 00:07:05.759 Because the skills that are learning build upon each other and they're more transparent 92 00:07:05.959 --> 00:07:10.759 both the learner and the employer as they go again, not having to wait 93 00:07:10.879 --> 00:07:13.839 four or five years until you're done to say I'm ready to get hired, 94 00:07:14.319 --> 00:07:16.720 but with the skills they learn along the way, I'm ready to do more 95 00:07:17.000 --> 00:07:19.759 the next day. Making a lot of sense on the air right now, 96 00:07:19.759 --> 00:07:24.439 I'm speaking that John Woods of the University of Phoenix. This is CEOs. 97 00:07:24.480 --> 00:07:27.600 You should know. My name is Billy Harfas John. You know you talk 98 00:07:27.639 --> 00:07:30.199 about those jobs. I mean, we all are always talking about jobs here 99 00:07:30.199 --> 00:07:34.759 in the state of Arizona, in America in general. It's no surprise to 100 00:07:34.800 --> 00:07:39.920 my audience and certainly no surprise to you that the current trends in business and 101 00:07:40.000 --> 00:07:44.800 technology they're changing, and they're showing that the way employees work. We're talking 102 00:07:44.800 --> 00:07:49.079 about where we're talking about when even how they work have and are continuing to 103 00:07:49.279 --> 00:07:55.800 change almost month over month. This thing is evolving and what our business culture 104 00:07:55.879 --> 00:08:00.399 looks like for the future. So somebody in your experience, you've been in 105 00:08:00.879 --> 00:08:05.720 academia for a long time, job placement at the highest levels, executive levels, 106 00:08:05.480 --> 00:08:09.600 where is this thing going? I mean, are we going to be 107 00:08:09.639 --> 00:08:13.199 working from home? Now? A lot of us seemingly forever. Is this 108 00:08:13.240 --> 00:08:16.199 the new career path? What kind of changes do you see in the next 109 00:08:16.199 --> 00:08:20.560 ten years. Yeah, I think work from home has become pretty widely accepted, 110 00:08:20.959 --> 00:08:24.839 obviously out of necessity. At the start of COVID, you have seen 111 00:08:24.879 --> 00:08:31.800 a lot of large organizations bring people back to their offices. I think that 112 00:08:31.879 --> 00:08:33.360 has been a bit of a stub bit of a shift, and maybe a 113 00:08:33.360 --> 00:08:39.440 bit of a surprise shift. Companies, I think are wanting to re establish 114 00:08:39.559 --> 00:08:46.639 that connection with their employer employees. I don't think that we'll see a complete 115 00:08:46.720 --> 00:08:50.919 shift to remote work. You've got those larger ones I've asked the employees to 116 00:08:50.960 --> 00:08:56.679 come back. You've got employees now able to make choices of where they want 117 00:08:56.679 --> 00:09:01.159 to work based on some key factors like work from home and if that's important 118 00:09:01.200 --> 00:09:05.840 to them. So I think you're going to see more employee choice, employees 119 00:09:05.919 --> 00:09:09.039 voting with their fee to who they want to work for, taking the type 120 00:09:09.039 --> 00:09:11.679 of work they want, the style of work, the culture of work. 121 00:09:11.919 --> 00:09:16.799 Those were choices that were not always available to employees. So we do see 122 00:09:16.799 --> 00:09:20.360 that when we ran our soon to be our third coming up in the next 123 00:09:20.399 --> 00:09:24.919 couple of months, when we run our Career Optimism Index. We see a 124 00:09:24.960 --> 00:09:31.440 big, big difference in what employers are expecting of employees and what employees are 125 00:09:31.440 --> 00:09:37.200 expecting of employers on things like professional development, the culture at work, and 126 00:09:37.320 --> 00:09:46.720 appreciation for mental health awareness and appreciation and support for training and development. There 127 00:09:46.720 --> 00:09:50.200 are a lot of gaps. I'd say, if there's one thing I would 128 00:09:50.240 --> 00:09:54.600 tell you where the world of work is headed, is that employees have ever 129 00:09:54.799 --> 00:10:01.000 more leverage and power to choose who they want to work for. You see 130 00:10:01.159 --> 00:10:05.799 very low unemployment today, but you see an incredible amount of churns where people 131 00:10:05.799 --> 00:10:09.840 are sometimes you've been willing to leave a job without a next job. Wind 132 00:10:09.919 --> 00:10:13.360 up our career optimism. And next tole is that nearly two thirds of people 133 00:10:13.639 --> 00:10:20.080 are taking kind of always on approach, so looking for that next position even 134 00:10:20.080 --> 00:10:22.679 if they're happy where they are, and many reports that they'd be willing to 135 00:10:24.240 --> 00:10:28.279 leave their job if they were unhappy, like I said, without even having 136 00:10:28.320 --> 00:10:31.240 that next job ready to start in. And you know, John, you 137 00:10:31.279 --> 00:10:35.919 mentioned the remote work and how that trend is shifting. Really, the University 138 00:10:35.919 --> 00:10:39.320 of Phoenix has been on the cutting edge for a number of years now as 139 00:10:39.320 --> 00:10:43.879 far as how we conduct classes and how we don't really need to drive, 140 00:10:45.480 --> 00:10:48.279 park our car, walk into a building and sit at a desk in order 141 00:10:48.279 --> 00:10:52.759 to get an education. University of Phoenix has been doing something different for a 142 00:10:52.840 --> 00:10:56.039 number of years, and that's online learning. Where do you see the direction 143 00:10:56.039 --> 00:11:00.519 of the University of Phoenix as far as online learning goes? And I'm assuming 144 00:11:00.559 --> 00:11:05.200 you're seeing more and more people adopt that model. Yeah, many folks will 145 00:11:05.559 --> 00:11:11.799 remember that when we started serving working adults, we were campus based in nineteen 146 00:11:11.879 --> 00:11:18.759 seventy six. We were one of the first institutions to have fully online programs. 147 00:11:18.559 --> 00:11:24.440 Those online programs eventually grew to be a majority of our student enrollment. 148 00:11:26.600 --> 00:11:31.279 Pre COVID, we were seeing that trend increase. People not wanting to deal 149 00:11:31.320 --> 00:11:37.519 with traffic, people not wanting to deal with the lack of flexibility of going 150 00:11:37.559 --> 00:11:43.159 from work to school and spending three four hours in a classroom on a weeknight, 151 00:11:43.519 --> 00:11:46.879 and so online was growing even before COVID, and then obviously with COVID 152 00:11:46.919 --> 00:11:52.919 it became even much more widely accepted. Our programs, I would say, 153 00:11:52.960 --> 00:11:58.240 continue to evolve. There's online education, but there are many different ways folks 154 00:11:56.960 --> 00:12:03.440 can build and deliver online education. The evolution for us of most recent times 155 00:12:03.960 --> 00:12:09.039 is to move into competency based online education, and these are programs that give 156 00:12:09.080 --> 00:12:15.960 students even more flexibility, even greater agency to navigate through the curriculum, to 157 00:12:16.039 --> 00:12:20.600 go a little bit more at their own pace. And that's a big evolution 158 00:12:20.720 --> 00:12:24.080 for us. We've built of our programs now in a competency based model. 159 00:12:24.960 --> 00:12:31.879 They're also even more affordable, and so we've always been pretty I think competitive 160 00:12:31.440 --> 00:12:39.000 in terms of our our pricing of programs. For their competency based programs are 161 00:12:39.039 --> 00:12:43.360 even lower priced and someone can get their MBA, for example, in our 162 00:12:43.399 --> 00:12:48.519 competency based version in about eleven months. For I believe it's about eleven thousand 163 00:12:48.559 --> 00:12:54.480 dollars. And so for the person who wants flexibility, affordability, value to 164 00:12:54.559 --> 00:13:00.759 learn from faculty who our practitioners in the field, we're really good fit. 165 00:13:01.080 --> 00:13:05.840 And you know, I think people make choices based on what they're looking for, 166 00:13:05.120 --> 00:13:09.879 and if those are some of the things that appeal to them, they'll 167 00:13:09.960 --> 00:13:13.279 choose us. Well, we know that you're dealing with adults here. Adults 168 00:13:13.279 --> 00:13:16.200 are busy. Adults are also sometimes parents, and they have a job, 169 00:13:16.240 --> 00:13:20.080 but they also want to up their skills and they want to get further their 170 00:13:20.240 --> 00:13:24.200 education process. So these competency based programs, it's my understanding that they really 171 00:13:24.240 --> 00:13:28.279 help with timing. In other words, you can go as faster as slow 172 00:13:28.320 --> 00:13:31.960 as you want. Do I have that correct? Yeah, you can really 173 00:13:31.039 --> 00:13:35.519 vary your speed in a competency based program. As I said, you can 174 00:13:35.559 --> 00:13:41.000 finish in as quickly as eleven months. You can go a little bit longer 175 00:13:41.039 --> 00:13:45.039 if you want. Some of our students take breaks. The thing about the 176 00:13:45.039 --> 00:13:52.519 competency based programs and they have a slightly higher work requirement as an entrance requirement. 177 00:13:52.000 --> 00:13:58.480 But the thing about comptency based programs is you're doing application based assignments that 178 00:13:58.759 --> 00:14:03.679 ask you to draw on what you're learning in combination with your work and world 179 00:14:03.679 --> 00:14:07.159 experience. And most people report it doesn't seem like a lot of busy work 180 00:14:07.200 --> 00:14:11.720 to them. These assignments seem very practical, very applicable to what they're what 181 00:14:11.799 --> 00:14:16.600 they're asked to do on the job. And in addition to the flexibility and 182 00:14:16.799 --> 00:14:20.000 being able to go faster, the student satisfaction in these programs has been really 183 00:14:20.080 --> 00:14:22.919 high. I gotta tell you we're going to finish up with this and thank 184 00:14:22.960 --> 00:14:26.519 you for being on the show today, But this last topic. I'm really 185 00:14:26.559 --> 00:14:30.879 excited to talk with you about it because I'm not sure how I feel, 186 00:14:30.919 --> 00:14:33.639 and I'm not sure how the audience feels. But here's a fact. So 187 00:14:33.840 --> 00:14:39.279 fifty two percent of American workers say they are easily replaceable in their job or 188 00:14:39.360 --> 00:14:43.679 position. Forty one percent of workers worry about losing their jobs. So if 189 00:14:43.679 --> 00:14:48.519 we go off those numbers, it's my belief that we're not talking about losing 190 00:14:48.559 --> 00:14:52.679 your job in the traditional sense, always like a layoff, we're getting fired. 191 00:14:52.919 --> 00:14:56.879 But right now we have things happening like chat GPT. I'm sure you're 192 00:14:58.120 --> 00:15:01.440 aware of an AI based programs, and it was the thought a number of 193 00:15:01.480 --> 00:15:05.720 years ago, really just a couple of years ago, that these would replace 194 00:15:05.840 --> 00:15:09.679 more blue collar jobs. And now we're getting data and we're talking to experts 195 00:15:09.679 --> 00:15:13.480 that say, not so fast, my friend. These could also be replacing 196 00:15:13.519 --> 00:15:16.360 even more so white collar jobs. When we talk about Americans that are worried 197 00:15:16.360 --> 00:15:22.080 about losing their jobs, we have to also worry about technology, which is 198 00:15:22.120 --> 00:15:24.240 a great thing to have in our lives, but it might take some of 199 00:15:24.240 --> 00:15:28.519 those jobs away. At the University of Phoenix and you, personally, I 200 00:15:28.519 --> 00:15:31.159 mean, how do you look about this? New phenomenon that the workplace is 201 00:15:31.240 --> 00:15:35.679 getting ready to experience. Yeah, I think Bill, you're onto something there. 202 00:15:35.720 --> 00:15:41.440 The studies that are written about where we see the world of work going 203 00:15:41.559 --> 00:15:48.159 by the like the Gardener Group or Forbes, they talk about the skills that 204 00:15:48.200 --> 00:15:54.519 are required regardless of the technology advance, as regardless of things like artificial intelligence 205 00:15:54.559 --> 00:16:00.960 as you mentioned, and chat GPT. There are skills that will really help 206 00:16:02.080 --> 00:16:06.679 somebody be successful no matter what happens in the world of work, no matter 207 00:16:06.679 --> 00:16:12.320 how work evolves. The skills that are mentioned things like being able to collaborate 208 00:16:12.320 --> 00:16:17.720 and work in teams, or appreciate differences in people, or be a good 209 00:16:17.759 --> 00:16:22.639 communicator. Those are sometimes called soft skills. But whenever these studies are released 210 00:16:22.759 --> 00:16:26.480 at the top of the list of what employers are expecting and hoping for in 211 00:16:26.519 --> 00:16:32.399 their workers, because they make somebody who is adaptable, who is able to 212 00:16:32.440 --> 00:16:37.879 evolve even as the world of work changes and evolves. So I guess my 213 00:16:37.919 --> 00:16:41.360 answer for that would be, not only have we mapped the technical skills in 214 00:16:41.399 --> 00:16:45.320 our programs, but we've mapped those skills which are, as I said, 215 00:16:45.399 --> 00:16:48.639 sometimes called soft skills, but they're vitally important. So if you're a student 216 00:16:48.679 --> 00:16:52.960 at the University of Menix, you'll find out where those skills are being taught 217 00:16:52.000 --> 00:16:56.639 as well. You'll be measured on your attainment, your learning level against those 218 00:16:56.639 --> 00:17:03.559 skill requirements, and you'll even get to be awarded for your learning with a 219 00:17:03.559 --> 00:17:08.079 badge. People can share those badges if they want places like ZIP recruiter profiles 220 00:17:08.240 --> 00:17:14.519 or linked in profiles, and the badges are validated the data that we collected 221 00:17:14.559 --> 00:17:18.240 to measure the learning that took place. So even as the world of work 222 00:17:18.359 --> 00:17:23.880 evolves and changes, those skills will be I think we'll say durable, and 223 00:17:23.960 --> 00:17:30.200 we're trying to make them so that they're more easily translated to a student and 224 00:17:30.279 --> 00:17:33.799 to an employer. So that's understand exactly where they were learned and the level 225 00:17:33.839 --> 00:17:38.160 of attainment that was reached. The University of Phoenix is on the cutting edge 226 00:17:38.319 --> 00:17:41.839 of education. It was such a pleasure to have you on the show, 227 00:17:41.920 --> 00:17:47.079 mister John Woods. Could you just give my audience some information as someone's out 228 00:17:47.079 --> 00:17:49.359 there listening and maybe they are apparent, maybe they already have a job, 229 00:17:49.599 --> 00:17:52.440 they want to further their education, they might want to change your career, 230 00:17:52.480 --> 00:17:56.680 they might want a promotion at work and they just need some more skills. 231 00:17:56.200 --> 00:18:00.960 Where can my audience get involved and learn more about the University Phoenix. Well, 232 00:18:00.000 --> 00:18:06.440 the website has a lot of great information Phoenix Doddu. I would point 233 00:18:06.720 --> 00:18:11.880 folks specifically to one of the following things on the website, because you know 234 00:18:11.119 --> 00:18:15.880 a website, you can go just about anywhere and learn all kinds of stuff. 235 00:18:15.559 --> 00:18:19.920 Certainly, there's information about our programs, but we write an academic annual 236 00:18:19.960 --> 00:18:26.400 report that tells everybody, and I think a really clear and transparent way about 237 00:18:26.440 --> 00:18:30.160 all the things that we're doing and the success of our students our alumni. 238 00:18:30.799 --> 00:18:34.920 I would check that out. You can also go to our Career Optimism Index 239 00:18:36.160 --> 00:18:40.799 from the Phoenix website, and as I said, that shares with the world 240 00:18:40.839 --> 00:18:45.599 a lot of information we've collected about how work is evolving and how worker perceptions 241 00:18:45.680 --> 00:18:52.000 of their career prospects are changing. And that career Optimism Index also reflects what 242 00:18:52.119 --> 00:18:56.759 employers are thinking and saying. So a few places on our website to find 243 00:18:56.759 --> 00:19:00.599 out about our programs, our approach, and are really important career Optimism Index 244 00:19:00.640 --> 00:19:04.240 that we do every year, and of course you can go to Phoenix dot 245 00:19:04.480 --> 00:19:10.839 edu Phoenix dot edu for all of that and more learn about the University of 246 00:19:11.000 --> 00:19:14.359 Phoenix. Fascinating conversation. Mister Woods, Thank you so much for being on 247 00:19:14.400 --> 00:19:15.480 the show, and we'll talk to you down the road. Thanks. Billy 248 00:19:15.519 --> 00:19:19.359 appreciated the time. This has been CEOs you should know an iHeartRadio. My 249 00:19:19.440 --> 00:19:25.839 name is Billy Harfash. This has been CEOs you should know, showcasing businesses 250 00:19:25.839 --> 00:19:30.680 that are driving our regional economy. Part of iHeartMedia's commitment to the communities we 251 00:19:30.759 --> 00:19:33.359 serve. I'm your host, Billy Harfosh, Thanks for listening.