>>WELCOME EVERYBODY
TO THE NEW MAY SESSION OF THE
WOMEN LEADERS IN ACADEMIC
RESEARCH, EMPOWERMENT OF
UNDERREPRESENTED RESEARCHERS
AND WE ARE SUPER EXCITED TO BE
HERE TODAY TO WELCOME YAEL AND
SUSAN, YOU WILL HEAR MORE ABOUT
THEM SHORTLY AND I WANT TO TURN
IT OVER-- I ALWAYS PROMISE THAT
I WON'T TALK THAT MUCH -- JOHN,
YOU CAN MUTE PLEASE. THANK YOU.
I CAN RECOGNIZE THE VOICES,
WHICH IS PART OF OUR TOPIC
TODAY.
SO WE ARE REALLY HAPPY THAT
DR. BENSOUSSAN IS HERE AND I'M
GOING TO TURN OVER IN THE
SECOND TO JOCELYN, OUR
CHAIRWOMAN FOR THE LECTURE
SERIES. BUT BEFORE WE GET
THERE I WANT TO SHARE SOME
FUTURE SPEAKERS AND PANELISTS
ANNOUNCED ON THE WEBSITE BUT WE
ARE VERY EXCITED TO ANNOUNCE
JANICE NEWSON, FROM EMORY WHO
WILL TELL US VERY COOL THINGS
ABOUT GLOBAL IR. JUDY WAWIRA
GICHOYA SUPER SPEAKER WITH
INCREDIBLE VOICE ON AI,
INFORMATICS AND IR, AND SOME OF
THE OTHER ETHICS RELATED TO AI,
I REALLY LOOK FORWARD TO
HEARING HER SPEECH AND SHE IS
AN AMAZING SPEAKER, HAVING
HEARD HER SPEAK RECENTLY.
AND THEN WILL HAVE A PANEL OF
SPEAKERS, RENEE CRUEA EXECUTIVE
DIRECTOR OF THE ACADEMY OF
RADIOLOGY RESEARCH AND
BIOMEDICAL ENGINEERING RESEARCH
AND SUZANNE LEBLANG, JEAN
EBERLY STACK, EXECUTIVE
DIRECTOR OF SIO AND LUNN
JEANETTE SAVIC, A NUMBER OF
THINGS INCLUDING PHYSICIAN
SCIENTISTS AND STARTING TALK
TUESDAYS, A COOL LECTURE SERIES
FOR THOSE INTERESTED IN EARLY
CAREER RESEARCH, CHECK IT OUT
THIS SUMMER. TUESDAY EVENINGS.
I PROMISE TO SHUT UP FOR A
LITTLE BIT JOCELYN TAKE IT
AWAY.
>>JOCELYNE: HELLO THIS MOTHER
CELEBRATE ASIAN-AMERICAN,
NATIVE HAWAIIAN, AND PACIFIC
ISLANDER HERITAGE AND IN 1977
THE US CONGRESS COMMEMORATED
THE HISTORY AND CONTRIBUTION OF
ASIAN-AMERICAN COMMUNITY HERE
IN THE US, THE SAME MONTH IN
WHICH THE FIRST JAPANESE
IMMIGRANTS CAME TO THE US IN
1843 AND WE COMMEMORATE THE
COMPLETION OF THE
TRANSCONTINENTAL RAILROAD ON
MAY 10TH, 1869. A MAJORITY OF
THOSE WORKERS WHO PLAY THOSE
RAILROAD TRACKS WERE CHINESE
IMMIGRANTS THIS IS WHY THE
AANHPI HERITAGE MONTH IS IN MAY
AND A QUOTE WE WANTED TO SHARE,
OUR ATTENTION TURNS TO BETTER
UNDERSTANDING THE DIVERSITY OF
THIS PORTFOLIO. WE CATEGORIZE
AA AND NHPIS AS A SINGLE GROUP
IT MASKS THE DIVERSITY OF
LANGUAGE, CULTURES AND CUSTOMS
OF THE MANY COUNTRIES AND
REGIONS THAT ARE REPRESENTED
ARE IN FACT THIS MONOLITHIC
VIEW OF AA AND NHPI -- ... >>
DR. WOOD: IT IS A BIT OF A
CONUNDRUM BECAUSE THE MORE YOU
LABEL CATEGORIES YOU WANT TO
CELEBRATE AND POINT OUT,
HERITAGE AND DIVERSITY THE MORE
YOU LABEL AND IN GENERAL THINGS
MAY GET DILUTED. NIH IS
ADDRESSING THE LEADERSHIP
DISPARITY GAP-- THIS IS FROM
SENIOR NIH LEADERSHIP IN A
DIRECT QUOTE FROM THE WEBSITE,
"AA AND NHPI INDIVIDUAL
REPRESENT ALMOST 20% OF THE NIH
WORKFORCE HOWEVER THE
REPRESENTATION SENIOR
LEADERSHIP POSITION LAGS BEHIND
THE PERCENTAGE OF THE OVERALL
WORKFORCE.
>>JOCELYNE: SO KAMALA HARRIS
WAS SWORN IN AS THE FIRST
MULTIRACIAL AMERICAN,
INDIAN-AMERICAN,
ASIAN-AMERICAN,
AFRICAN-AMERICAN, AND FEMALE
VICE PRESIDENT OF THE UNITED
STATES. YOU MAY FIND WHEN YOU
WALK INTO A ROOM THAT YOU ARE
THE ONLY ONE WHO LOOKS LIKE YOU
OR HAS YOUR LIVED EXPERIENCES.
MY MESSAGES WALK IN WITH YOUR
CHIN UP SHOULDERS BACK KNOWING
THAT YOU ARE REPRESENTING THE
VOICES OF SO MANY PEOPLE WHO
ARE PROUD THAT YOU ARE IN THE
ROOM. WE ARE ALL IN THAT ROOM
WITH YOU. YOU ARE NOT WALKING
IN THAT ROOM ALONE TO THE
CHILDREN. OF OUR COUNTRY
REGARDLESS OF THEIR GENDER OUR
COUNTRY IS SENDING A CLEAR
MESSAGE, DREAM WITH AMBITION
AND LEAD WITH CONVICTION AND
SEE YOURSELF IN A WAY THAT
OTHERS HAVE EVER SEEN BEFORE.
WE WILL APPLAUD YOU EVERY STEP
OF THE WAY. BEAUTIFUL QUOTE.
>>EINSTEIN UNDERSTANDS THAT WE
NOT ONLY MUST LEARN TO TOLERATE
OUR DIFFERENCES, AND WE MUST
WELCOME THEM AS RICHNESS AND
DIVERSITY WHICH LEADS TO TRUE
INTELLIGENCE.
>>DR. WOOD: AI DATA DIVERSITY
IS STRENGTH. WE CANNOT CHANGE
ANYTHING UNTIL WE ACCEPTED SAID
CARL JUNG AND BETWEEN STIMULUS
AND RESPONSE THERE IS A SPACE
AND IN THE SPACES OUR POWER TO
CHOOSE OUR RESPONSE. IN OUR
RESPONSE LIES OUR GROWTH AND
OUR FREEDOM. VICTOR FRANKEL.
>>AI SCIENCE NEEDS DIVERSE
DATA IN THE FACILITY REAL-LIFE
EXAMPLE OF BIAS AI, IN WHICH A
ROBOT VACUUM CLEANER IN SOUTH
KOREA SUCKED THE HAIR OF A
WOMAN SLEEPING ON THE FLOOR.
THE NON-DIVERSE TEAM INVOLVED
IN THE TRAINING DATA COLLECTION
AND ANALYSIS TO BETTER CONSIDER
THE SCENARIO OF PEOPLE SLEEPING
ON THE FLOOR, ALTHOUGH IT IS
VERY COMMON IN SOME CULTURES.
LOOKS LIKE HER HAIR WAS EATEN
AS SHE SLEPT.
>>THERE IS A RECENT ARTICLE
PUBLISHED BY THE WALL STREET
JOURNAL JUST THIS MONTH,
DISCUSSING BIAS IN AI. IT IS
EASIER AND CHEAPER TO ADDRESS
BIAS FROM THE BEGINNING THEN
TRY TO REMOVE IT LATER, BUT
MANY COMPANIES LIKE SYSTEMS,
PROCESSES AND TOOLS FOR DOING
THAT.
THEY FOUND THAT AI SYSTEMS
HAVE BEEN FOUND TO BE LESS
ACCURATE AT IDENTIFYING THE
FACES OF DARK SKINNED PEOPLE,
PARTICULARLY WOMEN; TO GIVE
WOMEN LOWER CREDIT CARD LIMITS
THAN THEIR HUSBANDS AND TO BE
MORE LIKELY TO INCORRECTLY
PROTECT THE BLACK DEFENDANT
WILL COMMIT FUTURE CRIMES THAN
WHITES.
WE NEED BETTER GUARDRAILS AND
STANDARDIZE FRAMEWORKS.
>>SO NIH ALL OF US RESEARCH
PROGRAMS SIX DIVERSE DATA.
THERE ARE MANY OTHER RESEARCH
GROUPS THAT HAVE SHOWN THE
POWER OF VERY LARGE COHORTS FOR
BIOMEDICAL DISCOVERY. >> DR.
WOOD: RECENTLY IN NATURE THERE
WAS A PAPER ON AI DIVERSITY AND
THE CRISIS THAT WE ARE IN. WE
ARE FACING A DIVERSITY CRISIS.
IF IT IS NOT ADDRESSED PROMPTLY
FLAWS IN THE WORKING CULTURE OF
AI WILL PERPETUATE THE BIASES
THAT OOZE INTO THE RESULTING
TECHNOLOGIES WHICH WILL EXCLUDE
AND HARM ENTIRE GROUPS OF
PEOPLE AND ON TOP OF THAT THE
RESULTING INTELLIGENCE WILL BE
FLAWED, LACKING VERY SOCIAL
EMOTIONAL AND CULTURAL
KNOWLEDGE.
BENEATH THIS VENEER OF, OH, AI
IS THE FUTURE AND WE HAVE ALL
THE SPARKLY, NICE THINGS, BOTH
AI ACADEMIA AND AI INDUSTRY ARE
FUNDAMENTALLY CONSERVATIVE. AI
IN BOTH SECTORS IS DOMINATED BY
MOSTLY MIDDLE-AGED WHITE MEN
FROM AFFLUENT BACKGROUNDS,
ATTACHED TO THE STATUS QUO AND
80% OF AI PROFESSORS WERE MEN
BLACK INDIVIDUALS MADE UP JUST
TWO POINT 5% OF GOOGLE
EMPLOYEES AND 4% OF THOSE
WORKING AT FACEBOOK AND
MICROSOFT SEVERAL YEARS BACK.
AI IS BIG, OR BAD, OR GOOD, OR
ALL THE ABOVE. STEPHEN HAWKING
SAID SUCCESS IN CREATING
EFFECTIVE AI COULD BE THE
BIGGEST EVENT IN THE HISTORY OF
OUR CIVILIZATION, YOU ARE THE
WORST ARE THE WE JUST DON'T
KNOW, SO WE CANNOT KNOW IF WE
WILL BE INFINITELY HELP BY AI,
OR IGNORED BY IT AND SIDELINED,
OR CONCEIVABLY DESTROYED BY IT.
TODAY WE WANT TO WELCOME DR.
YAEL BENSOUSSAN, WHO WILL
PRESENT LEADING LARGE NIH
FUNDED CONSORTIUMS, LOTS OF
LESSONS LEARNED. WELCOME DR.
BENSOUSSAN.
>>DR. BENSOUSSAN: HI EVERYONE
I THINK WE NEED PERMISSION TO
SHARE MY SCREEN OR IN MY EARLY.
>>DR. WOOD: WE WILL DO A
LITTLE INTRO.
>>SO IS A VERY IMPRESSIVE
MOMENT DR. YAEL BENSOUSSAN IS
CHIEF OF THE LARYNGOLOGY
DIVISION AND ASSISTANT
PROFESSOR IN THE DEPARTMENT OF
ORAL ARCHAEOLOGY HEAD AND NECK
SURGERY AT THE USF HEALTH
MORSANI COLLEGE OF MEDICINE SHE
DIRECTS THE USF HEALTH VOICE
CENTER, THE FIRST OF ITS KIND,
AND SHE IS HIGHLY TRAINED AND
SKILLED INVOICE, SWALLOWING AN
UPPER AIRWAY TREATMENT AND SHE
IS ALSO AN AVID PROPONENT OF
MULTIDISCIPLINARY CARE AND HAS
LED MULTIPLE PATIENT EDUCATION
INITIATIVES AROUND TRACHEOTOMY
CARE.
SHE COMPLETED MEDICAL SCHOOL
AT THE UNIVERSITY OF MONTRÉAL,
SURGICAL RESIDENCY AT THE
UNIVERSITY OF TORONTO, AND
FELLOWSHIP LARYNGOLOGY, VOICE,
AIRWAY AND SWALLOWING DISORDERS
OF THE UNIVERSITY OF SOUTHERN
CALIFORNIA. DR. YAEL BENSOUSSAN
BACKGROUND ALSO INCLUDES
DECREASING SPEECH PATHOLOGY.
SHE OBTAINED ALSO AND MS
CONSISTENT LEADERSHIP AND
INNOVATION SYNTHESIS OF HEALTH
POLICY, EVALUATION AND
MANAGEMENT AT THE UNIVERSITY OF
TORONTO WHERE SHE APPLIED AI
TOOLS TO LARYNGOLOGY. HER TEAMS
ARE INTEGRATING AI WITH INVOICE
RESEARCH, IN THE CONTEXT OF
HEALTHCARE DIGITIZATION AND AN
DATA-DRIVEN CARE. PASSIONATE
ABOUT OPTIMIZATION OF HEALTH
SYSTEMS EFFICIENCY AND
ALGORITHMS OF CARE SHE IS
BUILDING BRIDGES WITH MULTIPLE
PARTNERS TO INTEGRATE
TECHNOLOGY TO OPTIMIZE QUALITY
OF CARE.
DR. BENSOUSSAN HAS SERVED ON
THE VOICES COMMITTEE OF THE
AMERICAN LARYNGOCOLOGICAL
ASSOCIATION AND WAS AWARDED, --
-- SHE'D RECEIVED A GRANT FOR
THE BUILDING OF THE BRIDGE 2AI
PROGRAM.
>>SO TODAY DR. BENSOUSSAN WILL
TALK ABOUT THE BRIDGE 2AI
PROGRAM, , PROGRAM FUNDED ITS
FIRST CONSORTIUMS FOR DATA
GENERATION PROJECTS IN 2022
WITH THE GOAL OF BUILDING
LARGE-SCALE MULTIMODAL
DATABASES THAT ARE ETHICALLY
SOURCED AND AI READY TO FILE A
RESEARCH. GATHERING
MULTIDISCIPLINARY TEAM SCIENCE
IS NOT AN EASY TASK MANY
CHALLENGES IN TERMS OF SOCIAL
ENGINEERING NEED TO BE
ADDRESSED AND NAVIGATED TO
OBTAIN TANGIBLE RESULTS. DR.
BENSOUSSAN WILL SHARE HER
EXPERIENCE IN COLLATING THE
BRIDGE 2AI VOICE CONSOTRIUM IN
HIS FIRST YEAR OF FUNDING AND
REVIEW DO'S AND DON'TS OF TEAM
SCIENCE.
I'M EXCITED THANK YOU FOR THAT AND
I WANT TO GET TO MY IMPORTANT
LESSON SO I WILL GO RIGHT AHEAD
AND GET INTO THE SUBJECT. NICE
TO MEET YOU EVERYONE. AS THEY
MENTION I AM THE COPRINCIPAL
INVESTIGATOR OF THIS LARGE
PROJECT CALLED BRIDGE 2AI AS A
BIOMARKER OF HEALTH.
DIVING RIGHT INTO IT OUR
LEADERSHIP SKILLS, ARE THE
INBORN OR ACQUIRED? THAT IS A
GOOD QUESTION. YOU HAVE A NICE
COUPLE HERE WHO THEY JUST GOT A
BABY, CONGRATULATIONS YOU JUST
GOT A LEADER! OUR LEADERSHIP
SKILLS ARE YOU BORN WITH THEM
OR DO YOU GET THEM FROM
EXPERIENCED?
THIS IS A QUOTE FROM COLIN
POWELL, THE PREVIOUS SECRETARY
OF STATE. HE ACTUALLY DISAGREES
LEADERSHIP SKILLS ARE ACQUIRED.
EFFECTIVE LEADERS ARE MADE NOT
BORN AND THEY LEARN FROM TRIAL
AND ERROR FROM EXPERIENCE.
I KIND OF AGREE WITH THEM BUT
I DO THINK THERE ARE SOME
GENETIC PREDISPOSITIONS. LET'S
SEE THIS QUOTE FROM SOMEONE
NAMED ISAAC BENSOUSSAN, MY DAD.
IF YOU'RE GOOD AT WHAT YOU DO
AND PASSIONATE ABOUT WHAT YOU
DO, OTHERS WILL WANT TO BUILD
IT WITH YOU AND HE SAID IN
FRENCH BECAUSE HE IS FROM
SPEAKING BUT I WILL GO FOR THE
TRANSLATION. MY DAD IS AND WAS
A WONDERFUL LEADER AND
IMMIGRANT FROM MOROCCO WHO WENT
TO FRANCE AND CANADA, HE WAS
NOT A RESEARCHER NEVER LED
MULTI-TRADITIONAL NIH GRANT FOR
WHATEVER HE DID HE WAS A LEADER
IN WHAT HE DID. HE GOT TO
CANADA AND RIGHT AWAY HE GOT
TOGETHER ALL THE SEPHARDIC
JEWISH COMMUNITY AND BECAME THE
PRESIDENT OF THE SEPHARDIC
JEWISH COMMUNITY. IN HIGH
SCHOOL HE BECAME THE PRESIDENT
OF THE UNION OF HIGH SCHOOL
TEACHERS.
WHAT WAS IMPORTANT THAT HE DID
IS THAT HE HAD A DESIRE TO MAKE
A CHANGE AND I DO THINK THAT I
INHERITED THOSE SKILLS OF
WANTING TO MAKE SOMETHING
DIFFERENT, TO OPTIMIZING TO
MAKE A CHANGE IN PEOPLE AROUND
YOU.
WHAT DO I COME FROM? YOU MADE
A NICE LIST OF THE THINGS THAT
IN THE PAST. BORN AND RAISED IN
MONTRÉAL AND I WAS A SINGER FOR
SHORT AND EXCITING CAREER. THAT
I DID MED SCHOOL AND DID MY
RESIDENCY IN ENT AND FELLOWSHIP
IN ENT WHICH IS THE LARYNX, THE
THROAT AND THEN I DID A MASTERS
IN SYSTEM LEADERSHIP AND
INNOVATION, AND HAVE THREE KIDS
AND ONLY ONE HUSBAND THAT YOU
CAN SEE HERE ON THE RIGHT, WHO
I REALLY LOVE.
UNIVERSITY OF
TORONTO BY PEOPLE FROM MEDICAL
BACKGROUNDS-- WE HAD TO BE
TRAINEES FOR MEDICAL BACK IN
AND WE WERE TAUGHT BY DIFFERENT
HEALTHCARE LEADERS, AND FROM
POLITICIANS AND ALSO FROM
BUSINESS AND INDUSTRY LEADERS
ON HOW TO INTEGRATE INNOVATION
WITHIN HEALTHCARE SYSTEMS.
THAT WAS REALLY A WONDERFUL
EXPERIENCE.
BECAUSE WHEN I WAS YOUNGER AND
WHEN I WAS IN MED SCHOOL, I DO
NOT WANT TO BE A RESEARCHER
BECAUSE I THOUGHT THAT ALL
RESEARCHERS WERE LIKE THIS ON
THE LEFT. I THOUGHT THAT
RESEARCHERS WERE PEOPLE WHO
WERE STUDYING MOLECULES, AND I
WAS A BIG EXTROVERT AND PEOPLE
WHO KNOW ME DEFINITELY KNOW I'M
NOT AN INTROVERT AND I WAS
BORED UNDER THE MICROSCOPE. I
CANNOT SEE MUCH OF BEING A
RESEARCHER, AND IDENTIFIED LIKE
THIS BIG INTROVERT PERSON,
SURROUNDING MYSELF WITH PEOPLE
AND I UNDERSTOOD WITH HIS
MASTERS THAT THERE IS MORE THAN
ONE WAY TO MAKE AN IMPACT OF
CHANGING SCIENCE AND HEALTHCARE
DEPENDING ON YOUR PERSONALITY.
SO SOME OF THE PEOPLE WHO MADE
BIG CHANGES ARE RESEARCHERS WHO
STUDY BASIC SCIENCE AND MAKE
GREAT ADVANCEMENTS OR GREAT
INNOVATION. SUMMER CLINICIANS
OR SURGEONS THAT CAN IMPACT IF
YOU LIKE THE TIME BUT REALLY
HUGE IMPACT ON PEOPLE'S LIVES.
WE KNOW THAT PUBLIC HEALTH
PEOPLE CAN MAKE A HUGE IMPACT
ON HEALTH SYSTEMS. WE LEARNED
THAT DURING COVID. THEY CAN
FUND THE PROJECT AND MAKE A
HUGE IMPACT. REGULATORS,
ADVOCACY GROUPS, AND WHERE I
FIND MYSELF IS REALLY THE
LEADERSHIP IN THE HEALTHCARE
SYSTEM INNOVATION.
ONE OF MY MENTORS THAT I
REMEMBER, AND THAT REALLY
PUSHED ME TO GO INTO MY FIELD
AND TO DO THIS MASTERS IS A
SURGEON CALLED DR. JONATHAN
IRISH, IN TORONTO AND HE WAS
IN CHARGE OF A PROGRAM CALLED
CANCER CARE ONTARIO. IN CANADA
AS YOU KNOW THE HEALTHCARE IS
PUBLIC AND CENTRALIZED. LINDA
LOOKED AT REALLY CENTRALIZING
HOW CANCER CARE WAS GIVEN AND
TO DO THAT THEY SAID WE NEED
DATA. SO HE PUT TOGETHER A
WHOLE INFRASTRUCTURE TO GET
DATA FROM PEOPLE HAVING CANCER
DIAGNOSIS AND LOOKING HOW LONG
IT WOULD TAKE FOR THEM TO BE
TREATED.
AND BASED ON THAT THEY SENT
PEOPLE WITH CANCER TO
HIGH-VOLUME CENTERS WHERE THERE
WAS EXPERT CARE. AND WHEN
DOING THAT THE REALIZED THAT
THEY COULD INCREASES SURVIVAL
RATE BY MORE THAN 10%, AND HE
TOLD ME YEAH BY SWITCHING TO
HIGH-VOLUME CENTER CARE WE
SHOULD INCREASE SURVIVAL BY
MORE THAN 10%. CAN YOU IMAGINE
HOW RICH I WOULD BE IF I SOLD A
DRUG THAT COULD INCREASE
SURVIVAL BUT 10%? IT WOULD BE
INSANE. AND IS WHAT FOR HIM
HEALTHCARE LEADERSHIP WAS. AND
AS OF THIS POSITION I COULD
IMPACT THE PHILOSOPHER DAVID IS
A GOOD HEALTHCARE LEADER I
COULD POTENTIALLY AFFECT
MILLIONS OF PEOPLE AT A TIME.
TODAY WE'RE GOING TO TALK
ABOUT THE BRIDGE 2AI PROGRAM,
THE CONSORTIUM AND THE TEAM AND
THE PROGRESS IN THE 10 LESSONS
I HAVE LEARNED THE HARD WAY IN
THE FIRST YEAR OF COLLATING
THIS PROGRAM AND A LITTLE BIT
ABOUT THE PROGRAM. WE TALKED
ABOUT COLIN POWELL WHO SAID
THAT LEADERS LEARN FROM TRIAL
AND ERROR AND EXPERIENCE. THIS
DEFINITELY HAS BEEN THE BIGGEST
EXPERIENCE AND CHALLENGE TO MY
LEADERSHIP SKILLS THROUGHOUT
THIS YEAR.
THE MISSION OF THE BRIDGE 2AI
VOICE CONSOTRIUM WAS A PROGRAM
ANNOUNCE ABOUT TWO AND HALF
YEARS AGO AND THE GOAL IS
REALLY TO BUILD LARGE-SCALE
DATA SETS THAT ARE AI READY.
THE NIH REALIZED THAT THERE WAS
A LOT OF DATA CAPTURED WITHIN
NIH PROGRAMS BUT THAT WAS NOT
USABLE BECAUSE IT WAS NOT AI
READY OR BECAUSE ETHICALLY WE
CANNOT REUSE THE DATA FOR
MACHINE LEARNING MODELS. SO THE
GOAL REALLY IS TO BUILD NEW
FLAGSHIP MILD MEDICAL AND
BEHAVIORAL DATA SETS. ALSO
GIVE BEST PRACTICES IN TERMS OF
ETHICAL AND FAIR PRINCIPLES,
AND BILL RESOURCES THROUGH
SCIENTIFIC COLLABORATION. THIS
IS THE MISSION.
WHEN THEY PUT IN THE
OPPORTUNITY OUT AND WE WERE
TOLD YOU CAN APPLY, WE WERE
TOLD TO APPLY WITHIN SIX
DIFFERENT TEAMS TO MAKE IT
SIMPLE. SO THERE IS A TEAM IN
SCIENCE BRING EVERYBODY
TOGETHER, A TEAM IN ETHICS, A
TEAMBUILDING TOOLS, A TEAM
ACQUIRING DATA, AT A TEAM
TEACHING FUTURE RESEARCHERS HOW
TO USE THE DATA SETS WE WERE
CREATING.
THE TEAM TO START WITH IS SIX
TEAMS WORKING TOGETHER, ALL OF
THAT TO PREPARE THE DATA IN THE
FIRST PHASE OF THE BRIDGE 2AI
PROGRAM AND LATER ON AFTER FOUR
YEARS WILL GOING TO MODEL
DEVELOPMENT AND MODEL
EVALUATION SO THIS WAS THE
CHALLENGE.
ANYBODY WHO IS PART OF THIS
PROGRAM OR PROGRAM OFFICER
KNOWS WHAT I'M TALKING ABOUT.
THEY CALL IT A SOCIAL
EXPERIENCE AND WE OFTEN CALL IT
A SOCIAL EXPENSE BECAUSE WE
WERE ASKED TO APPLY IN SIX
MODULES FROM DIFFERENT
BACKGROUNDS OF ETHICS, DATA, AI
SCIENTISTS, CLINICIANS AND THEN
WE WERE TOLD WELL YOU CAN GET
FUNDING FOR ALL OF THE TEAM OR
SOME OF IT, AND TEAMS HAVE NOT
NECESSARILY WORK WITH EACH
OTHER. BRING ALL YOUR
BEAUTIFUL MINDS AND MAKE IT
WORK BUT IN REALITY IS QUITE
CHALLENGING. THIS IS HOW WE
FEEL MOST OF THE TIME AND WE
HAVE A LOT OF FUN AT WORK WE
ENDED UP BEING FOUR-FUNDED
TEAMS PLUS TWO TRANSPLANTED
TEAMS THAT HAVE BEEN WONDERFUL
TO CREATE A FULL PROJECT.
THIS IS A PROJECT CALLED
BRIDGE 2AI VOICE, VOICE IS A
BIOMARKER OF HEALTH. THIS IS
OUR TEAM SO MY COPRINCIPAL
INVESTIGATOR IS PROF. -- FROM
CORNELL UNIVERSITY AND THIS IS
JUST DELETE PEOPLE OF OUR TEAM.
OUR FULL TEAM HAS 15
INVESTIGATORS FROM 12 DIFFERENT
UNIVERSITIES ACROSS CANADA AND
THE UNITED STATES. WE ARE ONE
OF FOUR FUNDED GDPS OVER FOUR
YEARS.
OUR MAIN GOAL IS TO BUILD A
HUMONGOUS DATABASE OF 30,000
HUMAN VOICES FROM FIVE
CATEGORIES OF DISEASES LINKED
TO OTHER HEALTH INFORMATION
CALLS TO FEEL VOICES AS A
BIOMARKER OF HEALTH AND FOR
VOICES TO BE USED IN FUTURE TO
HELP SCREEN, DIAGNOSE, TREAT
DISEASES, AND POTENTIALLY EVEN
LOOK AT TREATMENT OUTCOME
MEASURES FOR DISEASES.
THE GOAL IS ALSO TO REALLY
FOCUS ON THE ETHICS OF IT AND
THE DIVERSITY, AND THAT IS WHY
A LOT OF YOU ARE HERE TODAY.
WHEN WE LOOK AT OUR SUBGOALS OR
OUR MILESTONES, ONE OF THE
MAJOR THINGS IS TO CREATE A
NETWORK OF STAKEHOLDERS ARE
REALLY THE PEOPLE WHO WILL BE
INVOLVED IN THIS, DEVELOP THE
STANDARDS OF HOW WE COLLECT
ACOUSTIC DATA -- THAT IS OFTEN
NOT STANDARDIZED, TO DEVELOP
THE TECH AND INFRASTRUCTURE.
YOU CAN IMAGINE THAT EVEN
SHARING DATA BETWEEN ALL OF
THESE INSTITUTIONS IS VERY
CHALLENGING. AND ALSO TO
DISSEMINATE THE KNOWLEDGE THAT
WE GATHER.
THIS IS OUR TEAM AND HOW IT IS
STRUCTURED. THE SIX DIFFERENT
TEAMS. THE SIX DIFFERENT COLORS.
AND IN THE MIDDLE THERE IS
SOMETHING CALLED A PLAN FOR
DIVERSITY AND. IT IS REALLY
IMPORTANT THAT EVERYTHING WE DO
THAT WE INCLUDE DIVERSITY THAT
OUR TEAM OF RESEARCHERS THAT
THE DATA THAT WE CAPTURE IS
DIVERSE AND COMES FROM
UNDERREPRESENTED POPULATIONS TO
MAKE SURE THAT OUR MODELS ARE
ACCURATE WHEN WE BILL THEM.
SO AS YOU CAN SEE DIVERSITY IS
AT THE CENTER OF WHAT WE DO.
WHAT WE DO IS GO FOR ACOUSTIC
DATA COLLECTION. WE REALLY TEST
ALL THE DIFFERENT SMART PHONES,
IPADS, MICROPHONES AND WE ARE
TRYING TO BUILD SOMETHING
SCALABLE TO MAKE SURE THAT WE
CAN CAPTURE VOICE WITH LOW
RESOURCE SETTINGS, FOR IT TO BE
SCALABLE AND FOR THE PEOPLE TO
BE ABLE TO USE IT, NOT ONLY
RESEARCHERS AND ACADEMIC
INSTITUTIONS.
OUR TEAM OF STANDARDS WORK
WITH DATA INTEGRATION WITH
SOMETHING CALLED FHIR, FAST
HEALTHCARE INTEROPERABILITY
RESOURCES. WE HAVE AN AMAZING
TEAM OF DATA SCIENTIST AT
LOOKING HOW TO INTEGRATE VOICE
COMPARED TO CT SCANS FOR
EXAMPLE OR COMPARED TO VITAL
SIGNS.
OUR GREAT TEAM OF ETHICISTS
ARE FROM CANADA; I AM ALSO
CANADIAN, I HAVE A BIAS TOWARDS
CANADIAN PEOPLE. AND THEY ASK
A LOT OF ETHICAL QUESTIONS AND
LEGAL QUESTIONS ABOUT VOICE.
HOW DO WE COLLECT VOICES IN AN
ETHICAL MANNER? IS IT HIT HIT
BY IDENTIFIER? CAN WE IDENTIFY
VOICES? CAN WE CLONE YOUR
VOICE? CAN WE SHARE YOUR VOICE?
WHO HAS OWNERSHIP OR YOUR
VOICE? HOW DO WE STUDY IT WE
CANNOT SHARE IT? THOSE ARE GOOD
ETHICAL QUESTIONS THAT THEY ARE
ASKING AND WE ARE GOING TO BE
TREATING BEST PRACTICE
GUIDELINES ON IT.
OUR TEAM AT CORNELL IS
DEVELOPING THE TOOLS. WE ARE
DEVELOPING AN APPLICATION TO
COLLECT VOICES ACROSS ALL
DISEASES, BUT ALSO THE
INFRASTRUCTURE TO SHARE THE
DATA AND FOR RESEARCHERS TO BE
ABLE TO DOWNLOAD THE DATA. AND
THEN WE ARE SUPPORTED BY
FEDERATED LEARNING WHICH IS A
TECHNOLOGY THAT ALLOWS TO SHARE
DATA WITHOUT NECESSARILY
SHARING THE DATA SO REALLY TO
OPTIMIZE DATA PRIVACY.
BASICALLY THE MODEL UPDATES ARE
TRANSFERRED, AND MULTIPLE
INSTITUTIONS CAN BENEFIT FROM
MODEL UPDATES AND HAVE THEIR
MODELS LEARNED WITHOUT HAVING
THE ACTUAL DATA. SO REALLY
OPTIMIZING THE WAY WE SHARE THE
DATA WHILE PROTECTING THE
PATIENTS.
OUR APPROACH GOES FROM QUALITY
TO QUALITY. THAT IS VERY
IMPORTANT FOR US THAT ALL THE
VOICES WE COLLECT AT THE
BEGINNING IN THE FIRST YEAR ARE
DONE IN ACADEMIC INSTITUTIONS
WITH CLINICALLY VALIDATED DATA
BEFORE WE SCALE UP. A LOT OF
PROJECTS THAT HAVE COME UP WITH
VOICE AS A BIOMARKER GETTING
THE CHALLENGES OF INACCURATE
DATA, OR NOISY DATA OR MESSAGE
DATA THAT BECOMES VERY HARD TO
ANALYZE A WE ARE STARTING IN
OUR UNIVERSITIES AND THEN
EXPANDING OVER FOUR YEARS TO
PEOPLE AT HOME.
WE ALSO COLLECT MORE THAN
VOICE. WE COLLECT CT SCANS,
VITAL SIGNS, VALIDATED
QUESTIONNAIRES, AND EVEN WHOLE
GENOME SEQUENCING. AS YOU CAN
SEE WE ARE JUST INCREASING IN
COMPLEXITY AND THAT IS ALL
GOING TO MAKE SENSE WHEN WE ARE
GOING TO TALK ABOUT HOW TO MAKE
ALL THAT WORK TOGETHER, AND HOW
TO MAKE ALL OF THESE PEOPLE
WORK TOGETHER.
AND THIS IS A PLAN FOR
DISSEMINATION TO PROMOTE WHAT
WE DO IN TERMS OF TEACHING
PEOPLE ABOUT VOICE DATA,
TEACHING RESEARCH ABOUT HOW TO
USE VOICE DATA, AND WHO WILL BE
THE STAKEHOLDERS AND WHO WILL
BE THE PEOPLE WHO WILL BENEFIT
FROM WHAT WE BUILD IN THE
FUTURE. AND HOPEFULLY THE
PERENNITY OF OUR PROJECT AS
WELL.
THIS IS OUR PLAN FOR DIVERSITY
AND INCLUSION AND LOTS OF
COLLABORATIONS ARE MADE WITH
GROUPS THAT ARE UNDERSERVED,
UNDERREPRESENTED, TO MAKE SURE
THEY ALSO CONTRIBUTE TO THE
DATABASE AND ALSO THE
RESEARCHER FROM
UNDERREPRESENTED COMMUNITIES
PARTICIPATE IN WHAT WE DO.
AND WHAT WE DEFINE SUCCESS OF
OUR PROJECT. THE GOAL IS TO
DEVELOP RESEARCH FOR THE
COMMUNITY, TO FEEL VOICES AI
RESEARCH BY DISSEMINATING
CLINICALLY VALIDATED VOICE DATA.
WE HOPE IT WILL HAVE A LOT OF
DERIVATIVE PRODUCT AND
ALGORITHMS TO ANSWER TANGIBLE
CLINICAL QUESTIONS THAT WILL
NOT BE DEVELOPED BY US BUT BY
OTHER RESEARCHERS BECAUSE THIS
DATA IS MEANT TO BE OPEN SOURCE
AND AVAILABLE. AND WE HOPE TO
BE ABLE TO GIVE BEST PRACTICES
TO THE COMMUNITY IN TERMS OF
STANDARDS, ETHICS, TOOLS AND
PROTOCOLS.
SO VERY QUICKLY. I AM SURE
THAT IF YOU FOLLOWED UNTIL NOW
YOU SEE THAT THERE ARE PROBABLY
SOME IMPORTANT CHALLENGES,
BECAUSE ALL OF THAT
THEORETICALLY MAKES A LOT OF
SENSE BUT HOW DO YOU DO IT?
THE CHALLENGES OF TEAM
SCIENCE, SOME OF THE
CHALLENGES, THAT WE CALL SOCIAL
ENGINEERING HERE. ALL THESE
PEOPLE HAVE DIFFERENT
BACKGROUNDS. THEY SPEAK
DIFFERENT LANGUAGES. NOT JUST
FROM THE BASIC TERM OF LANGUAGE
BUT AN ETHICIST DOES NOT USE
THE SAME TERM IS A DATA
SCIENTIST FOR EXAMPLE. THEY
HAVE DIFFERENT PERSONALITIES.
WHOEVER HAS BEEN AN AMAZING
POSITION YOU KNOW PERSONALITIES
MATTER. PEOPLE HAVE DIFFERENT
INCENTIVES.
WHAT IS COMMON IS THAT ALL OF
THESE WONDERFUL PEOPLE WORKING
TOGETHER HAVE ONE SINGLE
PASSION OR AT LEAST ARE JOINED
BY THE SINGLE PASSION, WHICH IS
THE DESIRE TO MAKE A CHANGE.
AND IN THIS CASE A DESIRE TO
REALLY USE VOICE AS A
BIOMARKER, AND TO SOLVE THIS
COMMON CHALLENGE USING VOICE
PROCESS AS A BIOMARKER AND I
CAN SAY WHEN I WROTE THIS
GRANT, I READ SO MUCH ON TEAM
SCIENCE. THERE IS A NATIONAL
CANCER INSTITUTE THAT HAS A
FIELD GUIDE ON COLLABORATION
AND TEAM SCIENCE. THERE IS A
LOT OF INFORMATION FROM THE NIH
THAT HAS HAS BEEN PUBLISHED BUT
THERE IS NOTHING THAT PREPARES
YOU FOR THIS DEEP DIVE INTO
TEAM SCIENCE. IT IS ALWAYS
HARDER THAN IT LOOKS AND THANK
GOD WE HAVE A FEW GUYS ARE
WONDERFUL, BUT REALLY GOING IN
THE FIELD MAKES A BIG
DIFFERENCE IN WHAT WE LEARN.
SO TO GIVE YOU A QUICK
OVERVIEW OF WHAT WE HAVE
ACCOMPLISHED IN THE FIRST EIGHT
MONTHS. SO FROM A TEAMING
PERSPECTIVE JUST PUTTING THIS
INFRASTRUCTURE TOGETHER FROM AN
ADMINISTRATIVE, FINANCIAL
INFRASTRUCTURE, TAKES TIME.
THAT IS WHAT WE HAVE BEEN DOING
AND WE DEVELOPED CONSENT ACROSS
ALL INSTITUTIONS, DATA SHARING
AGREEMENTS AND WE HAD A
WONDERFUL INAUGURAL VOICE AND
POTION THAT WE WILL TALK ABOUT.
FROM A STANDARDS AND TOOLS
PERSPECTIVE, OUR TEAM DEVELOP
AN APP FOR DATA COLLECTION, A
CLOUD INFRASTRUCTURE WITH NIH
PARTNER, AND ALSO THE STANDARD
FOR VOICE DATA.
AND AFTER EIGHT MONTHS, WE NOW
HAVE PROTOCOLS ACROSS ALL
COHORT SO WE HAVE PROTOCOLS
VETTED BY A LOT OF EXPERTS IN
THE FIELD, EXPERTS FROM
NEUROLOGY, EXPERTS FROM
RESPIRATORY DISEASES, FROM
VOICE DISORDERS, FROM PEDIATRIC
DISORDERS, LOOKING AT ALL THE
WAYS THAT PEOPLE CAPTURE VOICE
DATA FOR THESE DISEASES AND
REALLY OBTAIN A CONSENSUS ON
THE PROTOCOLS THAT WILL WILL BE
USING AN WE ARE STARTING
FEASIBILITY STUDIES TOMORROW,
JUNE 1, TWO DAYS. WE ARE VERY
EXCITED ABOUT IT.
FROM THE ETHICS STANDPOINT WE
HAD A NICE STAKEHOLDER FORUM
WHERE WE INVITED PEOPLE TO
SHARE THEIR IDEAS, THEIR
CONCERNS ABOUT ETHICS, TO
IDENTIFY ETHICAL ISSUES, AND
THAT WAS VERY INTERESTING AND
EYE-OPENING TO SEE WHAT THE
ACTUAL PATIENTS AND WHAT THE
STAKEHOLDERS THINK ABOUT VOICE
AND HOW IT CAN IMPACT OUR
HEALTH.
AND OBVIOUSLY THEY ALSO HELPED
A LOT IN THE WAY THAT WE CAN
SEND PEOPLE AND THE DEVELOPMENT
OF OUR PROTOCOLS.
WE HAD A WONDERFUL INAUGURAL
VOICE AI SYMPOSIA WERE
REGATHERED 130 STAKEHOLDERS
INVESTED INVOICE BIOMARKERS IN
DC. MAYBE SOME OF YOU ATTENDED
AND IT WAS TRULY MAGICAL. WE'RE
GOING TO TALK ABOUT IT MORE
LITTLE BIT IN OUR LESSONS
LEARNED.
SO LET'S TALK ABOUT LESSONS.
IT ENDED UP BEING 10; IT IS
ALWAYS NICE TO HAVE A GOOD
NUMBER. SOME OF THEM MIGHT BE
INTUITIVE, BUT I WILL TELL YOU
THAT SOME OF THEM ARE LEARN THE
HARD WAY. HOPEFULLY IT CAN GIVE
SOME INSIGHTS TO SOME OF YOU ON
THE CALL.
SO THE FIRST LESSON IS, IT IS
EASY TO LEAD A COMPANY THAT AN
ACADEMIC CONSORTIUM. I HAVE
NEVER BEEN AT THE HEAD OF THE
COMPANY, BUT MY HUSBAND DOESN'T
HAVE A LOT OF FRIENDS WHO ARE
LEADING A COMPANY AND I ALWAYS
TRY TO ASK THEM FOR ADVICE. IT
ALWAYS SEEMS A LOT EASIER. WHY?
WHEN YOU THINK ABOUT IT, IN A
COMPANY LEADERSHIP STRUCTURE IS
CLEAR. THERE IS NO
COLEADERSHIP, MPIS, MULTIPLE
TEAMS AND NO PI. FOR THIS
PARTICULAR GRANT WE WERE TOLD
THAT THERE IS NO OVERALL PI
JUST CO-PIS, GREAT IN THEORY IN
ACADEMIA BUT IN THE COMPANY
THERE IS A CLEAR STRUCTURE EASY
TO UNDERSTAND.
REPORTING. IN A COMPANY PEOPLE
REPORT TO ONE BOSS. IN ACADEMIC
CONSORTIUMS IT IS SO
COMPLICATED; AS A RESEARCHER
YOU REPORT TO YOUR SOLUTION, TO
YOUR CHAIR, YOUR DIVISION
CHIEF, YOU CAN REPORT TO YOUR
NIHPI, SO IT BECOMES WAY MORE
COMPLICATED.
YOUR SALARY IS DEPENDENT ON
EFFICIENCY OF WHAT YOU
ACCOMPLISH AT WORK IN A
COMPANY. IN ACADEMIA, NOT AT
ALL. YOUR SALARY DOES NOT
CHANGE IF THE PROJECT IS
SUCCESSFUL OR NOT.
IN TERMS OF IDENTITY, COMPANY
IDENTITY YOU CAN HAVE STRONG
THINGS OF BELONGING TO A
COMPANY VERSUS IN ACADEMIA YOU
HAVE MULTIPLE IDENTITIES,
MULTIPLE INSTITUTIONS ARE --
AND TO FEEL THAT YOU BELONG TO
A COURSE OPTION IS ACTUALLY
VERY DIFFICULT.
LOCATION, IF YOU WORK IN THE
SAME SPACE IT IS EASIER TO
COLLABORATE AND FOR ACADEMIC
CONSORTIUM THAT IS A LOT OF
GEOGRAPHICAL HETEROGENEITY AND
ZOOM RELATIONSHIPS AND THE GOAL
OF THE COMPANY MOST OF THE TIME
IS TO MAKE MONEY VERSUS
ACADEMIC CONSORTIUM GOALS TO BE
MULTIPLE, PUBLISHING, RESEARCH
MISSION, A GRANT CHALLENGE.
WHAT IS REALLY COMMON IS THE
FEELING OF ACCOMPLISHMENT THAT
SHOULD BE THE SAME IN BOTH.
AND THAT COMES TO INCENTIVES.
IT IS NOT LIKE IN A COMPANY
MAKING MONEY. WHAT IS IT IN
ACADEMIA? YOU HAVE TO
UNDERSTAND THESE INCENTIVES.
ACADEMIC INCENTIVES ARE GRANTS,
PUBLICATIONS, PROMOTIONS,
TENURE, RAISES, AND ALWAYS
THINK ABOUT OTHERS.
HE BECAME A WORKING WITH THE
SECRET CRUSH AND YOU WANT TO
KEEP WORKING WITH THEM OR GOING
TO FREE TRIPS OR CONFERENCES.
BUT JOKES ASIDE IT IS IMPORTANT
TO UNDERSTAND PEOPLE'S
INCENTIVES. DIFFERENT PEOPLE IN
THE HIERARCHY OF THE GRANTOR OR
CONSORTIUM HAD DIFFERENT
INCENTIVES.
ME FOR ME I AM ONE OF THE PIS,
AND I GET A LOT BACK IN THE
PROJECT SUCCESSFUL VERSUS ONE
OF THE STUDENTS WHO IS ON IT
DOES NOT GET DISINCENTIVES.
FOR HIM PUBLISHING IS MORE
IMPORTANT OR GETTING HIS PHD IS
MORE IMPORTANT.
LESSON TWO. GET TO KNOW YOUR
PEOPLE EARLY. IT SEEMS SIMPLE,
BUT IT ACTUALLY TAKES A LOT OF
WORK TO GET TO KNOW YOUR TEAM.
RIGHT? WE ARE IN ZOOM MEETINGS
ALL DAY, OFTEN WITH A LOT OF
PEOPLE AND IT IS HARD TO GET TO
KNOW PEOPLE, ESPECIALLY
REMOTELY. WHY IS IT IMPORTANT
TO GET TO KNOW YOUR PEOPLE? TO
DEVELOP MEANINGFUL
RELATIONSHIPS WITH THE TEAM.
(VIDEO FROZEN). -- I ALWAYS
SAY THAT IF WE WORK TOGETHER IT
IS BECAUSE YOU CAN HELP ME
ACHIEVE MY GOALS AS MUCH AS I
HELP YOU ACHIEVE YOUR GOALS.
OR ELSE IT IS A RELATIONSHIP
NOT WORTH IT, IF IT IS NOT A
GIVE GIVE RELATIONSHIP.
AT THE END OF THE DAY IF YOU
MANAGE TO DO THAT IT WILL MAKE
YOUR PROJECT MORE SUCCESSFUL.
THIS IS MY FAVORITE LEADERSHIP
BOOK. THIS PART OF THE TALK IS
USUALLY INTERACTIVE. MAYBE BY A
RAISE OF HANDS, YOU CAN TELL ME
IF YOU HAVE EVER READ THAT
BOOK. LET ME SEE IF YOU HAVE
READ THAT BOOK, RAISE YOUR
HAND, OR IN YOUR HEAD. THIS IS
THE BEST BOOK ABOUT LEADERSHIP.
IT IS ACTUALLY A BOOK ABOUT
RELATIONSHIPS AND ABOUT LOVE,
CALL THE FIVE LOVE LANGUAGES
THE BESTSELLER. I READ THAT
DURING MY LEADERSHIP MASTERS,
MY LEADERSHIP CLASS.
AND WHAT IT TELLS YOU IS
REALLY THAT EVERYBODY DOES
THINGS BECAUSE THE WAY THEY
WERE RAISED THE WAY THEY
PERCEIVE THINGS. THERE ARE FIVE
LANGUAGES OF LOVE. ACTS OF
SERVICE, GIFT OF GIVING, WORDS
OF AFFIRMATION, QUALITY TIME,
PHYSICAL TOUCH. WHAT IS
IMPORTANT FOR PEOPLE IS THAT
THEY ARE DOING A GOOD JOB BASED
ON WHAT THEY THINK BUT I THINK
THEY ARE NOT DOING A GOOD JOB
BECAUSE THEY ARE NOT DOING A
GOOD JOB BASED ON WHAT I THINK
A GOOD JOB IS TO REALLY
PERCEPTION IS KEY. AND GETTING
TO KNOW EVERYONE'S LOVE
LANGUAGES AND EVERYONE'S
PERSONALITY WILL HELP YOU
UNDERSTAND WHY THEY ARE DOING
SOMETHING GOOD OR WHY THEY ARE
NOT PERFORMING THE WAY THEY
NEED TO BE PERFORMING, OR NOT
DELIVERING THE WAY THEY NEED TO
BE DELIVERING.
MY OTHER QUESTION EARLY ON TO
TRY TO UNDERSTAND PEOPLE I WORK
WITH IS, WHO DO YOU REPORT TO
AND WHAT IS YOUR ROLE? WHO IS
YOUR BOSS? THAT IS REALLY
IMPORTANT. PEOPLE WILL HAVE
DIFFERENT INCENTIVES BASED ON
THE ROLE AND WHO THE REPORT TO
AND WE ALL REPORT TO SOMEONE.
THAT WAS A REALLY GOOD EXAMPLE
I LEARNED IN MY LEADERSHIP
CLASS. JUST A CASE STUDY HERE.
THIS IS DR. D. CISION, ELECTED
AS THE NEW QI LEAD FOR THE
DEPARTMENT OF MEDICINE AND HER
GOAL IS TO DECREASE READMISSION
RATES. SHE'S GOING TO DO
EVERYTHING TO PROVIDE GOOD CARE
AND SHE'S GOING TO TELL
RESIDENTS DON'T DISCHARGE MY
PATIENTS TOO FAST. THE GOAL IS
TO PREVENT READMISSION RATES
AND MAKE SURE SHE GETS GOOD
CARE.
IN THE FOLLOWING YEAR DR. D
CISION IS NOW ELECTED AS CHIEF
FINANCIAL OFFICER FOR THE
HOSPITAL BECAUSE SHE HAS A LOT
OF GOOD SKILLS. HER GOAL
BECOMES TO INCREASE SURGICAL
BUSES THEY CONVERT TO SURGICAL
DOLLARS.
SO WHAT DO YOU THINK SHE IS
GOING TO DO? SHE'S GOING TO TRY
TO TELL RESIDENTS HEY GUYS, WE
NEED TO DISCHARGE PEOPLE FAST.
SO THE WAY SHE ASKED WILL
CHANGE BASED ON WHAT HER ROLE
IS IN HER INSTITUTION OR
ORGANIZATION AND WHAT HER BOSS
WANTS HER TO DO AND WHAT YOU
GET INCENTIVIZED FOR.
SO UNDERSTANDING YOUR TEAM,
THEIR INCENTIVES AND WHO THE
REPORTER AND THE ROLE IS REALLY
IMPORTANT.
WHO ARE YOU? WHERE ARE YOU
FROM? WHERE YOU GOING? SO
UNDERSTANDING PEOPLE WITHIN
THEIR OWN JOURNEY WILL REALLY
HELP YOU GET A TEAM THAT WORKS
TOGETHER BETTER, BECAUSE YOUR
TEAM IS NOT ONLY THERE TO
COMPLETE THE GOAL OF THE
CONSORTIUM. THEY ARE THERE TO
HAVE HER OWN ASPIRATIONS.
ALWAYS DO THESE EXERCISES WITH
PEOPLE I WORK WITH.
WHAT DO YOU WANT TO BE IN FIVE
YEARS? THIS IS A MONKEY SAYING
BUDDY, I AM JUST TRYING TO MAKE
IT TO FRIDAY. SO AM ALWAYS
SURPRISED WHEN I ASK THIS. FOR
EXAMPLE I WAS WITH MY TEAM AND
MY CLINICAL TEAM AND I ASKED
SOMEBODY I WORK WITH I THOUGHT
THEY WANTED TO BE CLINICIAN AND
I SENT THEM MORE PATIENTS AND I
WAS SENDING MORE PATIENTS AND
THIS PERSON TOLD ME, YOU ARE
TERRIBLE MANAGER BECAUSE I WAS
SENDING THE MORE PATIENTS. I
DID NOT HEAR WHAT THEY WANTED
TO DO.
SO REMEMBER THESE ANSWERS WHEN
ASSIGNING TASKS AND GOALS TO
MAKE SURE THEY ALIGN WITH WHAT
YOU TEAM MEMBER WANTS TO DO.
THIS IS -- PEOPLE ARE
WONDERFUL, ETHICIST AND
RESEARCHER WHO WORKS WITH US
AND HOPEFULLY HE DOES NOT MIND
ME PUTTING HIS FACE HERE IN THE
NIH INTERNET BUT THE GOAL IS TO
ALIGN PERSONAL GOALS WITH
PROJECT GOALS WHICH WILL BE KEY.
SO THIS JC-- HE IS A WONDERFUL
ASSISTANT PROFESSOR AND HIS
GOALS ARE TO OBTAIN FUNDING AS
A PI, TO BUILD A NETWORK IN
ACADEMIA AND TO DEVELOP
EXPERTISE IN AI ETHICS.
MY GOAL IS A PI OR LEADER IS
REALLY TO FIRST OF ALL OPTIMIZE
HIS FTE, IF I DON'T HE IS GOING
TO FIND ANOTHER GRANT AND HE IS
GOOD TO BE PI AND ALL HIS
EFFORTS WILL GO THERE AND HE
WILL DELIVER MUCH IN OUR GRANT.
I WANT TO MAKE SURE THE
FUNDING GOES IN HIS NAME AND
GETS ALL THE CREDIT TO FURTHER
HIS CAREER AND I HAVE TO
OPTIMIZE INTRODUCTION TO BUILD
HIS NETWORK THAT IS HIS GOAL
AND IF I MANAGED TO DO THAT AS
A TEAM LEAD THAT HE WILL BE
REALLY HAPPY. HE WILL STAY
WORKING WITH US AND HE WILL
FEEL VALUE IN STAYING WITH US
CONSORTIUM.
JC, I THINK HE IS LISTENING
I'M GETTING TEXTS FROM HIM.
HOPEFULLY WE'RE STILL FRIENDS.
LESSON THREE. CONDUCTING AN
EFFICIENT MEETING IS A
DIFFICULT AND I LEARNED THAT
THE HARD WAY. WHEN WE STARTED
WORKING TOGETHER THERE WERE
MILLIONS AND MILLIONS OF
MEETINGS; MOST OF US GOT WHAT I
CALL MEETINGITIS, AN
INTRACTABLE PROBLEM CAUSED BY
AN ABUNDANCE OF MEETINGS. I
TOLD MY RESEARCH ASSISTANT AND
PROGRAM MANAGER THIS MEETING
WENT HORRIBLE. WHY? I DID NOT
EVEN UNDERSTAND. EITHER
EXAMPLES OF MEETINGS THAT WENT
PERFECTLY AND OTHERS THAT WERE
TERRIBLE, A WASTE OF
EVERYBODY'S TIME.
I STARTED STUDY WHAT MAKES A
SUCCESSFUL AND UNSUCCESSFUL
MEETING, I HAVE NEW RULES. IF A
MEETING HAS NO AGENDA I DON'T
GO. OUT TO ALL MY PEOPLE THAT
THERE IS NO AGENDA DON'T GO OR
CALL THE PERSON WHO CALLED THE
MEETING SAY, WHAT IS THE AGENDA?
OR ELSE I CAN TELL YOU THAT
NOT A LOT OF THINGS GET DONE
WITH THE MEETING WITH NO AGENDA.
I HAVE LEARNED THAT MEETINGS
HAVE TO HAVE A DEFINED PURPOSE,
AND AGENDA AND THE PERSON WHO
CALLS THE MEETING RUNS THE
MEETING AND THERE HAS TO BE
ACTION ITEMS AT THE END AND
SOMEONE BEING RESPONSIBLE FOR
THESE ACTION ITEMS REALLY MAKES
A DIFFERENCE. SO IT SEEMS
SIMPLE, BUT AFTER HAVING MORE
THAN 12 MEETINGS A WEEK FOR
THIS CONSORTIUM, THIS IS WHAT I
DO TO MAKE SURE THINGS GET
DONE WHAT I TELL ME THING TO DO
AND I TELL PEOPLE THAT AFTER 10
MINUTES OF MEETING YOUR WONDER
WHAT YOU ARE THERE, LOG OFF AND
TELL PEOPLE NICELY, HEY GUYS I
HAVE ANOTHER MEETING TO RUN TO.
EVERYONE'S TIME IS VERY
VALUABLE.
STARTING WITH A BLANK PAGE AT
THE BEGINNING OF THE MEETING I
LEARNED IS A BAD IDEA. I REALLY
WANT EVERYONE'S OPINION. HERE
IS A BLANK PAGE. EVERYBODY GIVE
YOUR OPINION AND IT LOOKS LIKE
A GREAT IDEA BUT IN PRACTICE IT
GOES EVERYWHERE. I HAVE LEARNED
TO COME IN WITH A 50% COMPLETED
DOCUMENT, ASK PEOPLE FOR THEIR
ADVICE, AND BE READY TO
FINALIZE THE PLAN BUT WE ARE
TALKING ABOUT IT. THAT IS BEEN
VERY HELPFUL.
I HAVE LEARNED THAT MEETING
ATTENDANCE REFLECTS TRUST,
EFFICIENCY AND THE FEELING OF
PURPOSE. THERE WERE SOME OF
THE MEETINGS WHERE I SAW PEOPLE
STOP SHOWING UP. I LOOKED AT
MYSELF AND SAID WELL, SOMETHING
IS GOING ON. WHY DID THREE OUT
OF 10 PEOPLE NOT SHOW UP IN MY
MEETING? WHAT DID I DO WRONG?
OUR MEETING TOO OFTEN? PROBABLY
AND MAYBE THE MEETING HAD NO
PURPOSE IN THE LAST MEETING WAS
INEFFICIENT; MAYBE I FORGOT TO
SEND AN INVITE AND THAT IS ON
ME. OR MAYBE THIS MEETING COULD
HAVE BEEN AN EMAIL. SO ASKING
YOUR TEAM ABOUT THE FREQUENCY
OF MEETINGS IS KEY AND IT SEEMS
SIMPLE, BUT MEETINGS CAN KILL
PEOPLE. THERE IS DEATH BY TOO
MANY MEETINGS. IT EXISTS AND I
AM A DOCTOR AND I CAN TELL YOU.
IS REALLY IMPORTANT BECAUSE
THAT IS WHEN YOU SHOW PEOPLE
THAT YOU ARE RESPECTFUL OF
THEIR TIME AND THEIR EXPERTISE.
SO ONCE A MONTH I WILL AT THE
END OF THE MEETING ASK, HEY
GUYS WHAT YOU THINK ABOUT THE
CADENCE HERE? ARE WE MEETING
TOO MUCH? TOO LITTLE? AND WE
ADAPT.
LESSON FOUR. EMBRACING
CONFLICT IS BETTER THAN
AVOIDING THEM. AGAIN I READ
ABOUT THIS IN TEAM SCIENCE. IT
IS HARDER TO ACTUALLY DO IT
WHEN IT IS YOUR PROJECT. ONE OF
MY BIGGEST REGRETS IS TRYING TO
AVOID CONFLICT. RIGHT? WHEN I
STARTED WE WERE TRYING TO AVOID
CONFLICT. STATUS QUO IS ALWAYS
EASIER TO HANDLE. BUT THERE IS
A CONFLICT, THERE IS A REASON
FOR IT. PEOPLE ARE NOT
UNDERSTANDING EACH OTHER. MAYBE
YOU DID NOT EXPLAIN IT
CORRECTLY. BUT THERE IS
SOMETHING UNDERNEATH AND
USUALLY EVERY TIME I TRY TO
AVOID CONFLICT AND THEN IT
EXPLODED, THE EXPLOSION WAS A
CATALYST TO THINGS GETTING
BETTER. BECAUSE IF THINGS DON'T
WORK OUT IT IS FOR A REASON. IF
IT IS NOT WORK OUT YOU ABORT OR
MOVE ON. MOST OF THE TIME AND
BRING SOLUTIONS. THAT WAS ONE
OF MY BIGGEST LESSONS THIS
YEAR.
LESSON FIVE. TANGIBLE GOALS
WITH SHORT TIMELINES MAKE
PEOPLE HAPPY. ONE OF OUR
BIGGEST SUCCESSES THIS YEAR WAS
THE VOICE SYMPOSIUM, AND IT WAS
SO AMAZINGLY WELL AND I TOLD MY
PROGRAM OFFICERS THIS WAS THE
BEST EVER SHOW OF COLLABORATIVE
RESEARCH, COLLABORATIVE WORK
AND EVERYBODY CAME TOGETHER AND
PUT IN THEIR WORK. THEY WERE SO
HAPPY. THEY SHARED OWNERSHIP OF
THE PROJECT ARE -- AND I ASKED
MYSELF WHY DID HE GO SO WELL?
WHEN THINGS GO WRONG IS
IMPORTANT BUT WHEN THINGS GO
WELL IT IS IMPORTANT TO LOOK
BACK. IT WAS A SHORT TIMELINE
AND IT WAS A TANGIBLE PRODUCT,
PEOPLE COULD SEE AN EVENT AT
THE END AND THEY HAD
COOWNERSHIP OF THE WORK AND
THEY WERE HAPPY TO DO THAT.
EVEN IF YOUR PROJECT HAS
LONG-TERM GOALS, TRY TO DIVIDE
THEM IN SHORTER TIMELINES AND
CELEBRATE EVERY TIME THERE IS A
AN ACCOMPLISHMENT BECAUSE IT
MAKES PEOPLE SO HAPPY.
QUICK LESSON SIX. NOT EVERYONE
IS EQUAL FROM A TASK OWNERSHIP
PERSPECTIVE AND WHEN WE HAVE
LOTS OF LEADERSHIP IN THE SAME
TEAM, IT CAN BE DETRIMENTAL SO
I HAVE LEARNED THAT ONE TASK
BELONGS TO ONE PERSON. YOU CAN
HAVE HELPERS. BUT YOU CANNOT
HAVE FIVE PEOPLE IN CHARGE ONE
TEST BECAUSE IT DOES NOT GET
DONE; AND YOU WOULD THINK THAT
ADULTS AT MY AGE WITH NOTICE
BUT I DIDN'T, SO THIS WAS THE
LESSON SOMETHING THAT I WATCHED
HAPPEN IN OTHER GROUPS THAT I
AM PART OF WHERE I SEE THAT
THINGS DON'T WORK OUT BECAUSE
TOO MANY PEOPLE ARE IN CHARGE
OF THE SAME THING. SO LEARNING
TO HAVE ONE PERSON ACCOUNTABLE
FOR ONE TASK HELPS TO GET
THINGS DONE.
LESSON SEVEN. THAT IS A GOOD
ONE. INCOMPETENCE SHOULD BE THE
LAST ANSWER WHEN ASKING WHY A
TASK IS NOT DONE.
IF YOU HAVE EVER BEEN IN
MANAGEMENT SOMETIMES THINGS
DON'T GET DONE. IT GET YOU VERY
FRUSTRATED. AND I THINK THAT
THE FIRST THING THAT YOU THINK
ABOUT IF YOU DON'T SAY A LOT
IS, OH MY GOD THIS PERSON IS
INCOMPETENT THIS SHOULD HAVE
BEEN DONE ON TIME. WHAT I HAVE
LEARNED IS THAT THERE ARE TONS
OF OTHER REASONS WHY TASKS ARE
NOT COMPLETED AND INCOMPETENCE
IS ONE OF THE LAST ONES.
I HAVE LEARNED TO STOP AND
THINK WHY ISN'T IT BEING DONE?
NOT TOO MUCH TIME? MAYBE IT IS
NOT CLEAR, MAYBE IT IS NOT
DOABLE OR IS UNREASONABLE.
MAYBE THE TEAM DOES NOT HAVE
RESOURCES OR THEY DON'T AGREE
WITH THE TAX COURT THEY DON'T
HAVE OWNERSHIP OF THE TASK OR
MAYBE THEY HAVE OTHER COMPETING
TASKS WITH BETTER INCENTIVE
THAN WHAT I AM GIVING THEM.
MAYBE THEY DO NOT HAVE THE
SKILL SET AND SOMEBODY ELSE
WILL BE BETTER AND AT THE LAST,
LAST OPTION, INCOMPETENCE IS A
POSSIBILITY BUT USUALLY NEVER
THE CASE. YOU CHOOSE PEOPLE TO
WORK WITH BECAUSE THEY ARE
AMAZING PEOPLE. SO REALLY THE
LEADERSHIP IS KEY AND IF
SOMETHING DOES NOT GET DONE THE
WAY YOU WANT IT TO BE DONE,
LOOK AT YOURSELF AND TRY TO SEE
WHAT YOU COULD'VE DONE
DIFFERENTLY TO MAKE THIS WORK,
OR TO GET THE RESOURCES TO
PEOPLE TO MAKE THIS WORK BETTER.
THAT WAS ONE OF MY BIGGEST
LESSONS THIS YEAR.
LESSON NUMBER EIGHT. THIS IS
IN FRENCH FOR THOSE WHO
UNDERSTAND. I TRIED TO GOOGLE
TRANSLATE. IT MEANS THE GAME
HAS TO BE WORTH THE CANDLE,
PROBABLY NOT THE SAME
EXPRESSION, BUT REALLY THE WORK
THAT YOU PUT IN HAS TO BE WORTH
THE REWARDS. YOU CAN'T EXPECT
PEOPLE ON YOUR PROJECT WITH 5%
FTE TO GIVE 100% OF THE TIME
AND EFFORT TO THE PROJECT. IT
IS IMPOSSIBLE TO WHAT I HAVE
LEARNED IS WHEN YOU BUILD YOUR
GRANT, OR WHEN YOU BUILD YOUR
PROJECT OR YOUR CONSORTIUM, IS
ALWAYS BETTER TO HAVE LESS
PEOPLE WITH MORE FTE THAN A LOT
OF PEOPLE WITH SMALL FTE
BECAUSE IT IS REALLY HARD TO
GET THEIR ATTENTION IF THEY
HAVE 95% EFFORT DOING SOMETHING
ELSE THEY WON'T SPEND THE TIME
ON THE PROJECT. THAT IS REALLY
NOT WHAT YOU WANT FOR THE
SUCCESS OF THE PROJECT. AND
YOU HAVE TO THINK ABOUT THERE
HAS TO BE OTHER INCENTIVES THAN
THE FTE PERCENTAGE, FOR THEM TO
WANT TO PARTICIPATE IN WHAT YOU
BUILT TOGETHER.
LESSON NINE. WE ARE ALMOST AT
10. CLARITY IS AN UNDERRATED
CONCEPT. LARGE INSTRUCTIONS
WILL INEVITABLY LEAD TO LOTS OF
CONFUSION, AND WE ARE ALL SMART
PEOPLE AND WE ARE ALL ACADEMICS.
BUT IT GETS REALLY
COMPLICATED. AND LEADERS NEED
TO PROVIDE CLARITY. WHAT ARE WE
EXPECTING FROM EACH TEAM? GIVE
A MAXIMUM OF THREE GOALS PER
PERSON, WHAT IS THE STRUCTURE?
WHAT IS THE MISSION AND VISION?
IN MY LEADERSHIP CLASS ON
MASTERS, THAT GIVES A TASK AND
IT IS HARD TO GET MIXED UP AND
NOT GET TO THE END GOAL.
REPETITION IS ALSO UNDERRATED
AND IT IS A FIRST COUSIN OF
CLARITY. YOU HAVE TO KEEP
REPEATING THINGS, AGAIN WE ARE
ALL ACADEMICS, BUT SOMETIMES IT
GETS CONFUSING SO REPEATING THE
SAME THING MAKES A DIFFERENCE.
LESSON 10. CHECK IN WITH YOUR
TEAM OFTEN FORMALLY AND
INFORMALLY. THIS ARE TWO
EXAMPLES OF THIS IS MY IPHONE
HERE. AND ALL THE RED ARE
PEOPLE FROM OUR CONSORTIUM FROM
OUR TEAM SO WE SPEAK ALL THE
TIME. WE CHAT, WE TALK,
WHETHER PERSONAL OR WORK. THAT
IS REALLY IMPORTANT TO CHAINS
OF EMAILS ARE REALLY, REALLY
DIFFICULT FOR A LOT OF OTHER
POLITE WORDS. WE ARE HUMANS NOT
REPLACED BY ROPES FROM AI YET,
SO THAT IS IMPORTANT TO CHECK
IN WITH YOUR TEAM AND SEE HOW
THEY ARE DOING AND HOW HAPPY
THEY ARE TO BE PART OF THE
PROJECT. ARE THE STILL HAPPY?
ARE THEY THINKING ABOUT
QUITTING? WHY?
AND THAT IS ALWAYS REALLY
EYE-OPENING AND INFORMALLY, WE
DID THIS YEAR A FIRST SURVEY TO
THE TEAM, AND ASKING PEOPLE TO
ANSWER WITH ANONYMOUS
INFORMATION. AND IT WAS REALLY
FASCINATING EVEN FOR ME TO GET
THE ANSWER SO HERE YOU CAN SEE
THAT 61% OF PEOPLE FROM OUR
OUR TEAMS THAT I AM HAPPY WITH
HER CURRENT ROLE AND BUDGET FTE
AND 39% SAID I WANT TO GET MORE
INVOLVED AND TAKE MORE
RESPONSIBILITY WITHIN THE
PROJECT AND NO ONE WANTED TO
STOP THE PROJECT TO REDUCE THE
EFFORTS OF SOMETIMES THERE ARE
CHALLENGES AND IT CAN BE
FRUSTRATING BUT KNOWING THAT
YOU PEOPLE STILL WANT TO WORK
ON THE PROJECT IS REALLY
VALIDATING AND IT IS VERY
HELPFUL. SOMETIMES NOT AS GOOD
OF AN ANSWER BUT YOU KNOW THE
DATA IS IMPORTANT.
IN CONCLUSION COLLABORATIVE
RESEARCH IS CHALLENGING. LARGE
CONSTRUCTIONS WILL TAKE MORE
TIME TO ACHIEVE DELIVERABLES
AND SINGLE TEAMS AND
CONSORTIUMS HAVE THE POTENTIAL
OF ACHIEVING HIGH IMPACT.
THERE IS A REASON WHY NOBODY
TRIED TO BUILD A LARGE META
DATABASE OF HUMAN VOICES BEFORE
BECAUSE IT IS REALLY HARD. IT
TAKES ABOUT SIX MONTHS TO A
YEAR FOR LARGE CONSTRUCTIONS TO
LEARN TO WORK TOGETHER, BUT THE
TIME INVESTED IS WORTH THE
GOALS THAT YOU CAN ACHIEVE
COMPARED TWOS SILOED WORK.
COLLABORATIVE RESEARCH IS WAY
MORE DIFFICULT THAN INDIVIDUAL
RESEARCH AND A CALL TO ACTION
TO THE NIH WHICH DOES A LOT IT
REALLY NEED TO INVEST IN TIME,
INFRASTRUCTURE, FUNDING OF
COLLABORATIVE RESEARCH BECAUSE
IT TAKES MORE EFFORT. BUT THE
POTENTIAL IS SO MUCH BIGGER.
AND I'M GOING TO CONCLUDE ON
THESE BEAUTIFUL PICTURES. AND
SEE WHAT KIND OF EMOTIONS THEY
BRING IN YOU. DESPITE THE
CHALLENGES, THE JOY AND MAGIC
OF ACHIEVING A GOAL IS A GROUP
REALLY DEFINES HUMAN NATURE.
WHEN I LOOK AT THESE TWO
PICTURES, OF COURSE I HAVE JOY
WATCHING THOSE TWO. I HAVE A
LOT MORE EMOTIONS AND JOY
WATCHING THE TEAM WINNING THE
FIFA CUP AND IS ALSO THE FRENCH
THINGS WOULD MAKE ME VERY
HAPPY, SO SEEING A TEAM ACHIEVE
A GOAL TOGETHER AND WIN
TOGETHER REALLY DEFINES WHO WE
ARE AS HUMANS AND NOT AS ROBOTS
AND HOPE TO BE ABLE TO CONTINUE
WORKING WITH MY TEAM ON THIS
GREAT PROJECT AND HOPEFULLY
MORE COLLABORATIVE PROJECTS IN
THE FUTURE. I THINK WE HAVE
FIVE MINUTES FOR QUESTIONS.
THANK YOU SO MUCH.
>>DR. WOOD: AWESOME JOBS THANK
YOU SO MUCH YAEL. JOCELYN?
>>JOCELYNE: REPRESENTATIONS
AND SO MUCH. REALLY NICE JOB
TEACHING US ABOUT LEADERSHIP
ROLES AND REALLY INTERESTING.
THANK YOU.
>>DR. WOOD: FEEL FREE TO
UNMUTE AND ASK QUESTIONS OR PUT
THEM IN THE CHAT BOX. FEEL FREE.
I FOUND IT FASCINATING WHILE
WE ARE WAITING, YOU GLOSSED
OVER IT BUT YOUR UNIFICATION
THREAD IS BEING A SINGER IN THE
PAST AND YOUR LOVE OF MUSIC.
AND SPEECH PATHOLOGY IS MAY BE
DIFFERENTLY TRAINED APPRECIATOR
OF SOUND. SO THOSE OBVIOUSLY --
IS IT KINDA RANDOM THAT YOU
ENDED UP WITH ALL YOUR PASSIONS
AROUND YOU? OR BECAUSE YOU ARE
EMBODYING SOME OF THE THINGS
YOU SHARED WITH US TODAY? IN
BRINGING THOSE THINGS THAT YOU
CARE ABOUT THAT BRING SOMETHING
SPECIAL OUT IN YOU, BRINGING
THEM CLOSER TO YOU AND YOUR
DECISIONS MATCH THAT. COULD YOU
SHARE A LITTLE BIT ABOUT THAT?
>>DR. BENSOUSSAN: OF COURSE I
THINK I'M REALLY LUCKY BECAUSE
THE PASSION I THINK IS REALLY
THAT THE FIRST STEP-- I'VE
ALWAYS BEEN PASSIONATE ABOUT
VOICE. I AM REALLY GOOD AT
TALKING ABOUT MY PASSION AND
SHARING MY PASSION; AND I THINK
THAT IS PROBABLY WHAT ATTRACTS
PEOPLE. WHEN I PUT THE
CONSORTIUM TOGETHER I WAS A
FELLOW STARTED MY JOB AS AN
ASSISTANT PROFESSOR AND I HAD
TO CONVINCE PEOPLE REALLY
COOLER THAN ME TO JOIN MY TEAM.
BECAUSE I HAD A PASSION
BRINGING FOR MY SINGING BACKER
AND MY SPEECH PATHOLOGY
BACKGROUND I THINK PEOPLE CAN
FEEL THAT. PEOPLE TRUST YOU
BLINDLY BUT I THINK PEOPLE
TRUST OTHER PEOPLE THAT ARE
PASSIONATE. THAT IS KIND OF MY
BASIC INCENTIVE. I THINK I WAS
LUCKY TO BE ABLE TO BRING ALL
THAT TOGETHER AND PROBABLY THAT
IS WHY PEOPLE DECIDED TO JOIN.
>>DR. WOOD: THAT IS COOL AND I
THINK YOU ARE LUCKY THAT YOU
HAVE THAT COMMON THREAD, AND
YOU ARE ENDING UP IN THE PLACE
PROFESSIONALLY THAT UNITES ALL
OF THOSE PASSIONS. WE HAD ONE
OF OUR FELLOWS WHO IS IN A BAND
-- THEY'RE ON SPOTIFY. HE HE
IS REALLY AN AMAZING MUSICIAN
AND PASSIONATE BUT HE DOES. WE
HAD THIS LITTLE AUDIO AR
PROJECT THAT HE AND JAMES --
DID, HE BROUGHT A REAL
APPRECIATION OF AUDIO. HE HAD
SPECIAL KNOWLEDGE AND HOW TO
SPLICE AND DICE AND AUGMENTED
DATA FOR SOCIAL MEDIA AND IT
WAS VERY COOL TO SEE HIM IN
THAT ROLE. EVERYBODY STRIVES
TO WHERE YOU ARE AND SOME OF US
MAY NOT GO THROUGH IT IS
OBVIOUSLY IN TUNE WITH OUR
PASSIONS. WE SPENT A LOT OF
TIME NUMB GOING THROUGH OUR
DAY-TO-DAY PROCESSES AND
DECISIONS AND OFTEN DON'T
ALWAYS UNITE OUR CONSCIOUS
DECISIONS WITH WHAT WE ARE
PASSIONATE ABOUT. KUDOS TO YOU
FOR WHERE YOU ARE.
ANY OTHER QUESTIONS FROM THE
CROWD? IN A FEW MINUTES
REMAINING.
>>DR. WOOD: I WILL ANSWER YOUR
COMMENT. MY MOM RAISED ME
SAYING YOU NEED TO HAVE TWO
JOBS: ONE BRINGS MONEY, AND ONE
THAT YOU LOVE AND YOUR
PASSIONATE ABOUT. AND IF YOU
HAVE TWO JOBS THAT IS FINE. IF
YOU CAN MAKE THOSE TWO INTO ONE
JOB YOU ARE REALLY LUCKY BUT IF
NOT YOU WILL HAVE TWO JOBS.
>>DR. WOOD: YOU TALKED ABOUT
COMPANY VERSUS ACADEMIC
APPROACHES AND NOT MAKING
JUDGMENT CALLS ON ANYTHING BUT
THE LITMUS TEST FOR ME FROM
PARENTAL AND GRANDPARENT
GUIDANCE IF YOU WAKE UP IN THE
MORNING AND YOU ARE EXCITED TO
DO WHATEVER YOU'RE GOING TO DO,
IF THAT PSYCHS YOU YOU UP YOU
ARE DOING THE RIGHT THING. AND
YOUR KARMA IS THAT, AND PEOPLE
WILL WANT TO JOIN THE TEAM.
THE COMMENT ABOUT THE FIELD
GUIDE, TEAM SIZE IS VERY COOL.
THAT IS SOMETHING WE USE ON
REGULAR BASIS THE FOLKS THINK
ABOUT WHERE THEY ARE IN THEIR
CAREERS AND BE THEIR OWN SORT
OF CRITIC.