Empower Employees, Scale Business & Protect Institutional Knowledge With AI (Mason Duchatschek Show)

Name: Empower Employees, Scale Business & Protect Institutional Knowledge With AI (Mason Duchatschek Show)
Uploaded: 2025-06-25T19:18:06+00:00
Duration: 27 min 27 s
Channel: Workforce Alchemy

Workforce Alchemy

6/25/2025

Empower Employees, Scale Business & Protect Institutional Knowledge With AI (Mason Duchatschek Show)

Summary

In this conversation, Derek Crager, founder of Practical AI, discusses voice-based AI tools designed for hands-free, real-time industrial support. He emphasizes the importance of addressing downtime as a knowledge problem and how to use AI to simplify training and troubleshooting for technicians. The discussion covers the significance of institutional knowledge, the role of AI in scaling expertise, and the future of voice AI in workforce support. Crager advocates for a practical approach to AI adoption, focusing on simplicity and empowerment rather than replacement.

Takeaways

- Derek Crager emphasizes the importance of addressing downtime as a knowledge problem.
- AI allows technicians to receive real-time support hands-free.
- Simplicity in technology adoption is crucial for effective implementation.
- Institutional knowledge loss poses a significant threat to companies.
- AI can enhance training and onboarding processes without adding headcount.
- AI should empower employees rather than replace them.
- Companies should avoid jumping on technology trends without a clear purpose.
-The future of voice AI is promising for workforce support and training.

Chapters

00:00 Introduction to Pocket Mentor and AI in Industry
05:46 The Importance of Knowledge Retention
11:49 Addressing Institutional Knowledge Loss
17:01 AI's Role in Workforce Support
22:15 The Future of Voice AI and Practical Applications

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Transcript

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00:00Imagine if your most experienced technician could be in 10 places at once, even after

00:04they've retired or left the company, or if training, troubleshooting, and real-time support

00:09didn't require an app, login, or wait and hold, just a phone call.

00:13Today's guest, Derek Crager, has made that possible.

00:15He's the founder of Practical AI and the creator of Pocket Mentor, the world's first

00:20voice-based AI mentor designed for hands-free, real-time industrial support.

00:25Derek has a unique perspective in systems thinking, pattern recognition, and human-centered

00:30AI design.

00:32Before founding Practical AI, Derek led large-scale training and support initiatives for industrial

00:37teams at Amazon.com, where he witnessed firsthand the high cost of lost institutional knowledge

00:44and the growing urgency to empower frontline teams more effectively.

00:48Now, with Practical AI, he's helping manufacturers, OEMs, and field service companies eliminate

00:54downtime, retain hard-earned knowledge, and scale training without adding headcount or

01:00complexity.

01:01His mission's clear.

01:02Make AI practical, personal, and instantly useful, especially for people who don't sit

01:07behind a desk.

01:08If you're leading a team that installs, maintains, sells, or supports complex systems, you don't

01:13want to miss what Derek's got to share with us today.

01:16Derek, welcome to the show.

01:17Oh, thank you, Mason.

01:18I feel like you put me on a pedestal.

01:21I hope I can live up to all your words.

01:22Appreciate that.

01:23So you say that downtime isn't just a maintenance problem.

01:27It's a knowledge problem.

01:29Can you explain what you mean by that?

01:31Absolutely.

01:32There's been a skilled trade shortage for 30 years.

01:35I mean, we've been living with it so long, it's become generational.

01:38It's become part of us.

01:40I spoke to a manufacturer just last week, and he said, we don't even know that we're working

01:45handicapped because we've been doing this for so long.

01:48So there's not enough people performing skilled trades.

01:51So that's part of it.

01:52And so what has happened is that we start bringing in individuals that, and we make a promise

01:58to themselves and to us that we're going to train them, but we're already sure we don't

02:03get the chance to.

02:04So that knowledge gap is that portion of when those new people come in, those new employees

02:09come in, and they want to do well.

02:11They want to perform.

02:13They want to solve the problems and earn the money that they make.

02:17And so that knowledge gap happens when they don't have that information, then they're just

02:22stuck putting their hands in the air.

02:24And the result is operational downside.

02:27Interesting.

02:28So what is PocketMentor, and why is it such a breakthrough for industrial teams?

02:32Thank you for that.

02:33PocketMentor is a hands-free...

02:36You covered it quite well early, so it looks like my marketing slicks are paying off.

02:42PocketMentor is a hands-free...

02:44You just have your Bluetooth in, and you make a phone call.

02:47Just like if I was calling Mason and saying, hey, I'm changing the oil in my car.

02:52Can you talk me through it?

02:53And Mason would be there and talk me through it.

02:56That's where PocketMentor comes in.

02:58And you mentioned it's not an app.

03:00It's not internet-based.

03:01You don't need a laptop.

03:02You don't need a tablet.

03:04Because any technician that is looking at work instructions on a tablet or a computer,

03:10they're using their best tools, holding the instruction rather than listening and doing.

03:15And it's the performing that we get paid for as technicians.

03:18So PocketMentor, just a phone call, the technician goes up, scans a QR code on the machine.

03:24The machine says, hi, I'm Mike with PocketMentor.

03:27I see you're on Op 1 today.

03:29What can I help you with today?

03:30And it's conversational.

03:32And it just walks them through with their hands-free to hold the tools that they need

03:37to get that job done.

03:38I think some people are intimidated by it when they hear about AI.

03:41And my experience has been that it's pretty easy.

03:43But for those that are kind of hesitant and maybe dipping their toes in the water, they

03:47think it sounds all complex and whatnot.

03:49And it sounds like you've gone the exact opposite direction.

03:52I mean, just a phone call.

03:53No app, no login, just a phone call.

03:55Why was that simplicity so important to you?

03:57And how does it really change the adoption of this new way of doing business?

04:02Yeah, absolutely.

04:03It's the simplicity that makes things happen.

04:06If you look at Google.com, they were what?

04:09And they still are.

04:10One box and a search.

04:12They do one thing.

04:13They do it well.

04:14I spent time at Amazon.

04:15But in the early days of Amazon, we're talking 1990, 95.

04:20If you were around in the 90s, you knew that Amazon was just another company.

04:24There was nothing, nothing at all special about Amazon.

04:27Up until a point, Jeff Bezos got to his development team and said, hey, I want one-click purchase.

04:32And his dev team shouted back, well, we can do 11.

04:36He goes, no, no, one-click.

04:38They go, oh, Jeff, we got it down to eight.

04:40That's as few clicks as we can go.

04:42And Jeff says, no, I want one-click, one-click.

04:45So that went back and forth until guess what?

04:47Amazon got one-click purchasing.

04:50And in the retail world, I think Amazon, last time I checked, owns 57% of all retail sales because of the simplicity of it.

04:59So I learned from this, learned through history, and quite frankly, I like things that are simple.

05:04I believe in, if anybody knows the name Richard Feynman, the physicist, he said, if you can't explain it to somebody like they're five years old, then you don't know it well enough yourself.

05:15So this intersection of knowledge and AI, I just had this epiphany last year, Mason, that through a simple conversation bypasses all the technology.

05:27The best technology around is that which you can't see.

05:31Kind of like our automated thermostats in our hallway that we have.

05:35What do we do?

05:36We say, hey, Nest, Google, Alexa, whoever we're talking to, you know, set the temperature to 68 degrees.

05:42And it's just that easy.

05:43We have made that accessing knowledge on the shop floor as easy as that.

05:49You know, it's funny when you talk about simplicity, and I respect your commitment to that.

05:54And that's a lot easier said than done.

05:55It's been my experience that things are exponentially more complex on the other end to make things simple.

06:01And that's why people don't.

06:02And the fact that you've taken the time to deal with the complex to make it simple, hats off to you.

06:08Can you walk us through maybe a real-life example of how people use your technology in the field to solve problems on the spot?

06:14Yeah, absolutely.

06:15Absolutely.

06:16Just want to say that, yeah, the technical side on the back end, if everybody could do it, then, I mean, everybody would be doing it.

06:23And I'm fortunate to find this niche and some good developers to work with.

06:28A good use case example is onboarding a new employee.

06:32Onboarding for most companies is, you know, just go work with John or Janet for X number of days or hours, and they'll show you the ropes.

06:41Well, John or Janet isn't even a trainer.

06:45You know, they're just on the job themselves.

06:48They're going to walk along and only explain things that just, I don't know, through happenstance they come across during the day.

06:57And so there's no actual onboarding going on.

07:00So the onboarding program that I built at Amazon, which the feather in my cap there is I use segmented learning to build Amazon's highest rated employee onboarding training program ever.

07:12And I did that with a lot of people.

07:14I think I counted about 100 people, just thousands of people hours going in to create the training and have it available as close to instant as possible.

07:23Now, we knew that didn't exist then, but today with PocketMint and this VoiceAI interface, a new employee can come in.

07:31We can give them the workbook for the packet, their welcome packet that they normally get, whether it's digital or paper-based.

07:40There's a QR code on the cover.

07:42They scan the QR code.

07:44They have their Bluetooth in, and they just start asking questions.

07:48It starts off, hi, welcome to fill in the blank here.

07:51Welcome to Workforce Academy.

07:52This is day one, and I just want to start with, how do you feel?

07:57How's your first day going so far?

07:59Is there anything I can help with?

08:00Then the conversation begins.

08:02And as they go through, just like our onboarding packages, our SOPs, whether we do it in-house or we have a third party like Workforce or somebody that's out there, they go through the sections.

08:13The pocket mentor, the AI in our case, will interface through this anthropomorphized conversational voice and just speak and support, and they're patient.

08:24And they have this one-on-one conversation that they can keep their headphones on all day long, and they're digging in deep not only what to do, but why to do it.

08:33Is there two-way training with that?

08:36Because from a company's perspective, I could see where that would be incredibly valued.

08:39Because as an employer, that gives me some degree of quality control that I know that my new employees are consistently getting the correct information and that they're getting all of the information.

08:48And so I don't have employees going out there, well, no one told me this or no one told me that because no one told them this or no one told them that.

08:56So I see that the problem that you solve there.

08:58As far as the employee goes, how do they typically respond to – do they feel it's impersonal at all?

09:04Oh, or actually, I could even see – does your system actually train the AI about what questions or concerns people have as a result of conversations?

09:14Like if new questions come up from employees, is it interactive to that point that it learns and comes up with those, or is that an assumption that it's not ready for yet?

09:21No, it's that continuous learning.

09:24It gets better over time.

09:26So, yes, the questions that come through, just like we started throwing those FAQs at the bottom of all our webpages because we anticipate a certain number of questions are going to be consistent across usually 80% of the customers or clients that come in, we can do the same thing.

09:42So part of our intake with the company is to find out their purpose.

09:46We want to address and meet their purpose.

09:48Sometimes it's just walking somebody through the geographic where the rooms are.

09:53Other times it's a full immersion in the onboarding itself.

09:57So there is that Q&A, and there's ways to check off.

10:00If the company wants to know, did this onboarding person actually learn something or did they have all their questions answered about, let's say, Chapter 1 in the 10-chapter onboarding manual, then we record those responses and we document them and we save them.

10:17We can transcribe them, email them.

10:19We can send them and connect in the database however the employee wants to review that, whether it's by name or by time or anonymously, they have access to that information.

10:31So if they see a pattern or we find patterns that come up just running the data, then we do.

10:37We just add that in the web type of scenario.

10:40We just add another FAQ to that point.

10:43So that is an amazing application of AI because AI excites me, which is why I was looking forward to our conversation today.

10:49And I'm not afraid of it.

10:50I'm actively diving in to learn more things, and it can almost be a little bit overwhelming.

10:54It's almost like drinking from a fire hose.

10:56And I really love your practical, useful approach to utilizing this.

11:02Everything you're saying makes sense.

11:03So let me make sure I understand this.

11:04So as a company, and just in this particular example, as an employer, I know that I can enhance the quality of my onboarding process to make sure that every new employee hears everything that I believe is important for them to hear.

11:16So they don't ever have to say, well, no one told me because maybe no one did tell them.

11:21And you have the ability to document that.

11:23You also have the ability to find out beyond the assumptions that new employees will want to know this or they'll want to know that or we want them to know this or we want them to know that.

11:31You can go beyond that based on their feedback of questions that they ask that you might not have anticipated that others may have in the future.

11:38And you can prepare for that and enhance your AI delivery of that information, all automated.

11:43All automated.

11:44And there's a phrase that I like, single source of truth.

11:48Are you familiar?

11:49Expound on that.

11:50Okay.

11:50So single source of truth for the listeners that are out there, it's having one copy of the information, not multiple copies.

11:57My time at Amazon, we discovered that two thirds of all the wiki documentations out there was out of date and shouldn't even have been available.

12:07But it was just through attrition of knowledge.

12:09So single source of knowledge means that if you make a change to what you're teaching or training on, you only make one change.

12:17You don't have to say, well, I changed it here.

12:20So let me change it in this workbook and that workbook and plant two and plant three.

12:24And the neat thing about using PocketMentor in this scenario is that the companies, also there's money savings because they're not printing something new or they're not revising printed material.

12:37They're not, they don't have to worry about audits.

12:40They are auditing the single source of truth rather than trying to audit all the manuals that are out there stuck in some desk.

12:47Right.

12:48Wait a minute.

12:48We've got a new hire in plant three.

12:50Well, I've got a onboarding package here somewhere.

12:54Oh, here's one.

12:54What's this?

12:55Two, 11?

12:56Yeah.

12:56Oh, what the heck?

12:57I just, you know, just give it to them so we have something.

12:59So that single source of truth is important because the dynamics of AI can take all that knowledge and then format it into a scenario that is digestible to that one human that's coming in.

13:14There's the scenario one size fits all.

13:17Well, you know, that's like 1980 speak.

13:19One size fits all.

13:20The model that we're at today is one size fits one.

13:24And you're touching upon that.

13:25That experience is one-on-one and tailored to that specific use case.

13:31So we can address the individual and then the individual through their communication, AI will pick up the language connection and align the AI's language with that human to convey all the information that the employer wants to convey.

13:46Talk a little bit about institutional knowledge loss.

13:50How big of a threat is that for today's companies and what happens if they ignore it?

13:55Yeah.

13:55Institutional knowledge loss.

13:57On the late terminology on, let's say, a manufacturing floor, we call it tribal knowledge.

14:02It's that knowledge that is not written down.

14:05Or actually, in the Amazon scenario I marked off, it's knowledge, we're just overwhelmed with so much knowledge, we don't know where the good knowledge is.

14:14So we lose knowledge because it's hidden amongst the wings.

14:19Businesses grow because they learn and improve, learn and improve, and they iterate through all these times.

14:26If they can only handle so much knowledge, they're working from a snapshot rather than that continuous improvement.

14:33So if you have, in the case of, let's say, a subject matter expert working at a facility, and that could be a blue collar or white collar, it doesn't matter.

14:43Once that person leaves, they take all that unwritten knowledge with them.

14:47And I say unwritten, but in the cause of large organizations, maybe they have their own wiki chain or their own internal documentation that they work from.

14:57And when they go, beep, IT takes everything that they created and it disappears with the employee.

15:03And when that knowledge has left the company, all the value of that knowledge also leaves the company and the company suffers.

15:10So many leaders are struggling with workplace shortages.

15:12That's no secret.

15:13How can voice-first AI help them scale expertise without adding headcount?

15:18Well, we band-aid our problems through hiring extra people.

15:23If something that, if we had, let's say, 10 SMEs, 10 mics that knew everything involved, then 10 would be enough.

15:33But we hire 15 because, you know, let's be honest.

15:38We're hiring people that are nothing more than flashlight holders sometime just to make our books look good and to have somebody to cover second shift, ninth shift, weekend shift, because the truly skilled people, you know, are tenured to day shift and that's it.

15:54So that's the value of that.

15:57AI is not here to reduce headcount, but it can improve our processes and improve our knowledge availability without adding, let's say, an entire training department.

16:10It's here to augment what we're already doing and to make sure that we get the full value, the full ROI on what we invested in.

16:18Because that's how business works.

16:20We put our lineup out there and if we say we need 10 people per shift and we hire 10 people per shift because, you know, the scales said that will work, the equations balance out.

16:33But in real life, in that pragmatic, practical sense, 10 people don't cut it.

16:39We learn that too late.

16:40So with AI and this knowledge support, we can educate all 10 of those people to perform as they were hired to perform and truly how they want to perform.

16:50I'm still rattling in my brain is the thought of the importance of institutional knowledge.

16:55What's the biggest mistake companies make when trying to digitize institutional knowledge and how can they avoid it?

17:01Honestly, I think they try to do it from the top down effect.

17:04They try to capture the knowledge without speaking and involving the people doing the work.

17:10And that's where we have a voice interview function for documenting that travel knowledge and documenting knowledge before a key employee leaves.

17:21And then we just turn that undocumented knowledge into documented knowledge through recording and transcription.

17:27And then now the AI actually has a larger database to work through.

17:32So I know that your goal is to build an AI that serves people instead of replacing them.

17:36I get that.

17:38But what do you say to people who are scared and might not believe you?

17:40I mean, when you start talking about, oh, we're going to digitize all this institutional knowledge,

17:44then I can't help but think that there aren't some employees out there saying, gee, if you're going to digitize all the stuff I've got in my head, what value am I?

17:50I'm easily replaceable.

17:51That can be scary for a lot of people.

17:53How do you respond?

17:54That can be scary, absolutely.

17:56One, I'll say that if your job can be replaced by AI today, then you probably don't love your job.

18:03It's because AI is only really taking the roles of that monotonous, repetitious task.

18:09I think it was public broadcasting that had a spot on, let's say, let's call it the 19th piece when we needed operators,

18:17human operators to literally take a cable and put from the caller to the receiver for every call that was made in North America.

18:24And there was a time when the computers came in, you know, big old computers back in the 80s, but they replaced the operators.

18:32And what they found out is that even though operators were being displaced, there were new jobs that were created as a result of this ability to perform more efficiently,

18:43that all these operators ended up having jobs and even better careers, many of them, because of that.

18:49So that's a real world scenario back in the day.

18:53Today, leverage AI to empower yourself.

18:56You can do it at the individual level or your employer.

18:59You can do this with your employees.

19:01You can empower your employees.

19:02And an empowered employee is irreplaceable.

19:06And AI is just one more tool in the toolbox to leverage.

19:11See, I agree with you.

19:12I think that embracing this and utilizing it as an employee or a business owner is like top fuel to a dragster.

19:19I mean, it makes you faster.

19:21It makes you more capable, more valuable.

19:23But it's a jump for some people to make when, hey, I'm valuable in this company.

19:29And when there's a problem, people say, oh, just go ask Joe.

19:32He's got the answer.

19:33Well, Joe feels pretty good because he has the answer.

19:35He's got value in the company.

19:36It's harder to get rid of old Joe when he's the go-to source of what was your term, the single source of truth?

19:41Joe's institutional knowledge might be the single source of truth.

19:44And Joe knows that, which is why he's got job security feels pretty good.

19:47But you take that away, that's a way different feeling for Joe.

19:51I get it.

19:52I'm interested to see how our society transforms from Joe's the single source of truth to Joe might want to utilize AI to find other ways to contribute value to the organization and accelerate the learning of those around him.

20:06It's a fascinating time to be watching this and observing this.

20:09And I'm curious, where do you see the future of voice AI going next?

20:15What's the future of this, in your opinion, short-term and long-term?

20:18Maybe like in terms of customer service, support, training, that type of stuff, sales.

20:22What do you see the future?

20:24What's the short-term future and what's the long-term future?

20:26Because there's a lot of people there.

20:27I believe if we forget the past, we relive it.

20:31And so those of us that are old enough to remember when the internet came around, the internet first made its public debut in 1989.

20:37And I had my hands in the till way back then in 1993.

20:44I had an online retail shop and I sold product on five different continents.

20:48I closed down in 93, to be honest, and everybody's going to laugh and laugh at my expense.

20:53I thought I had saturated the market for what I was selling because in 1993, only geeks, nerds, fill in the blank, technical people were getting online.

21:02And it really wasn't until 2006, Mason, when the mobile phone started having internet and browser capability, that suddenly it became adopted worldwide.

21:15And we went from less than a billion users to 6 billion users and seemingly overnight.

21:22The future of AI, it's a tech wave, just like the internet wave was.

21:26And we're going to have the same early adopters and late adopters and those that excel and new companies are being created, like the internet created.

21:36And there's going to be companies that we would think were Fortune 500, they're going to die.

21:41And all I have to do is throw out the name Yahoo out there, if anybody knows the history of Yahoo.

21:46They were once the biggest company on the internet, but they didn't utilize it correctly.

21:51And now they're just kind of like an also rant.

21:53So the future, I'm thinking you're immediately getting me to think of Blockbuster video.

21:58Yeah, there you go.

21:59I remember going in the video stores and like internet, why would anybody, they like, and I saw a speaker, I went to an event and they did research in Blockbuster.

22:07And they said that people actually like to go and look at the boxes and like, and it's like, I can look at a preview of the movie on the internet.

22:14Like, but it's easy for us to look back with the benefit of hindsight and say, gosh, it was obvious.

22:19But that's because we have the benefit of hindsight.

22:21But at that point in time, those people were thinking, we're Blockbuster.

22:25We're, you know, who's this Netflix company?

22:27What are you talking about?

22:28And now with the benefit of hindsight, it's obvious.

22:30But I'm curious what, if you're looking into the future, what you see, and I appreciate you sharing that.

22:35If a CEO or an operations leader is listening and they want to prepare for the future of workforce support, where should they start?

22:42And what should they stop doing immediately?

22:46Well, I think it's important to not jump on the technology bandwagon just because something's new.

22:52Don't come out with an AI strategy just because your shareholders are saying, what's your AI strategy?

22:58Because we're early on.

22:59We are very early on.

23:01It's going to take a generation to get to the point where everybody's adopted it.

23:06So I follow Saul Rashidi online, and she talks a lot about AI and its use case.

23:12And I think just earlier this week, she mentioned that have a reason, have a valid reason for what you want AI to solve.

23:19And you want to match a solution to the problem.

23:23Don't create problems just because you want to implement a solution.

23:27You don't make those decisions.

23:28You haven't made them in the past.

23:30There's no reason to make those decisions today.

23:33Just be aware of the cost.

23:35Are you buying it early and you're paying for development and creative juices and errors and reiterations and et cetera, et cetera?

23:44Or are you planning to merge your implementation at the point where it's best used for your company, whatever the role in your company is?

23:53Right now, you mentioned that you highlighted the fact that we're to the point at our company, we provide pocket mentor out here, that there's no technology needed.

24:04It's a telephone.

24:05And we've been talking to people for 50,000 years.

24:09So our technology is 50,000 years old.

24:12It's voice.

24:13We found a new way to implement something that's old and simple.

24:18And it's that simplicity that really drives the ROI in those partners that we work with.

24:24So to the C-suite that's out there, don't look to implement something just for the sake of implementation.

24:29Look back at the history of the Internet and see that even the big companies took a while to adopt to the Internet.

24:38I think there was some Fortune 500 company that didn't even have a web presence until 2000 type of scenarios.

24:44So just use what you need to use, when you need to use it, the right tool at the right place at the right time.

24:51The same thing we tell our people on the floor.

24:53Well, I love the simplicity of your approach.

24:55And I love that it makes it easy to adopt because you're not asking people to completely change their behavior.

25:02They're already comfortable talking.

25:03I mean, I look at somebody like my dad, and I remember it used to be so frustrating to sit down with him and try to walk him through how to HTTP, www, colon, front, slash, front.

25:14He's like, uh, you know, he kind of would kind of wig out.

25:18And now he can go to his phone and what can you do?

25:21Press a button and talk.

25:22How do I do this?

25:23How do I do that?

25:24How do I get to here?

25:25How do I get to there?

25:26It's taken a while for technology to catch up with him.

25:28But you're already, as Stephen Covey always says, begin with the end in mind.

25:33You're beginning with the end in mind.

25:34You've got an approach that makes it possible for people to not have to young techies to use.

25:40Anybody can talk and listen and learn.

25:42And I love your practical, simple solution.

25:46I love everything about what you're doing.

25:48And I'm really, really thankful that you spent the time to come and share your vision and what you're doing with me and those folks listening.

25:55If people want to know more about you and your company and what you're up to next, what's the best way for them to interact with you and connect with you?

26:02How do they reach out?

26:03Yeah, I appreciate that.

26:04I appreciate everything you said, Mason.

26:05I really do.

26:06It's been a good time here in the conversation.

26:09If somebody wants to connect with me, you can find me on LinkedIn.

26:13Just Derek Crager.

26:14Not many of us out there with Derek Crager by name.

26:17You might want to spell that out for him.

26:19You might want to spell that out for him.

26:20D-E-R-E-K Crager.

26:22C-R-A-G-E-R.

26:24So I get called multiple names, but it is Derek Crager.

26:29It's unique enough that you can find me.

26:31And that's a keyword search, so that makes it even.

26:34And they can also go to our website at practicalai.com.

26:37And that's practicalai, just like it sounds, all contiguous, dot A-P-P.

26:43That's Apple, Paul, Paul.

26:44So even though Pocket Mentor isn't the app, our webpage is the app that interfaces with all the knowledge and answers all your questions about the product.

26:52It's been a pleasure having you on.

26:54I've learned a lot.

26:55I think everything you talked about was fascinating, and I'm glad you spelled your last name.

26:58I speak from personal experience, Mason Dukacek.

27:01Mason's easy enough, but the Dukacek does not spell easy.

27:04So I appreciate taking the time to spell it out, and I hope people do take the time to go check out what you're doing.

27:08I think it's interesting.

27:09I think it's awesome and very, very practical.

27:11And I'm really thankful that you took the time to come visit with us today.

27:14So I appreciate you, and hopefully we'll have you on again soon.

27:18Look forward to it, Mason.

27:19You take care.