We Are PoWEr Podcast
The We Are PoWEr podcast spotlights voices and perspectives that need to be heard. Our weekly podcast, with listeners in over 60 countries, delivers PoWErful conversations that inspire, challenge, and empower... from personal life stories to business insights and leadership lessons.
We share diverse experiences, bold discussions, and real solutions. Whether you're looking for career advice, topical themes, or stories of resilience and success - this is where voices spark change.
We Are PoWEr Podcast
AI Efficiency, Advocacy and Taking Action
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On this week's episode with Matt Carroll, CEO at Nimble Approach, we explore how inclusive leadership, AI adoption and early-talent pathways create real outcomes in tech and consulting.
Matt has advocacy at the forefront of his mind and has worked to collaborate to make the tech space a safe inclusive place for everyone. On this episode Matt shares how small, consistent actions can shift culture and the importance of taking ownership within your own career.
You'll hear:
• Why inclusive teams drive better outcomes
• Ai efficiency and how it can accelerate careers as well as the challenge's
• Ai in education and social mobility
• Apprenticeships and early talent pipeline
• Turning ideas into action with clear priorities and ownership
• Allyship versus advocacy
• Balancing work, health, and family to sustain pace
Find out more about We Are PoWEr here. 💫
Hello, hello, and welcome to the We Are Power Podcast. If this is your first time here, the We Are Power Podcast is the podcast for you, your career, and your life. We release an episode every single Monday with listeners in over 60 countries worldwide where you'll hear personal life stories, top-notch industry advice, and key leadership insight from amazing role models. As We Are Power is the umbrella brand to Northern Power Women Awards, which celebrates hundreds of female role models and advocates every year. This is where you can hear stories from all of our awards alumni and stay up to date with everything MPW Awards and We Are Power. Well, hello, and today I am joined by Matt Carroll, CEO of Nimble Approach, newly, and we'll come to that in a short while. But also on our Northern Powerman Awards Advocacy List 2025.
SPEAKER_01:Thank you.
SPEAKER_00:Wearing the badge, not quite the advocacy badge, but we'll forgive you. But just tell us what is it that really motivates you to be a strong advocate for equity, inclusion, diversity, whichever acronym we're working on these days, right?
SPEAKER_01:It's a good question. I think first and foremost, it's the right thing to do. I think you see the benefit from it, just having inclusive teams, um, diverse teams that bring different ideas and perspectives to the work that we do, especially in the industry we're in, which is consulting. It's it's just really important we get that diverse uh range of ideas and views. Um and I think there's a there's obviously challenges with the the the number of women in technology and and more diverse groups as well. And I think I'm in a fortunate position to be able to make an impact. So being able to do that and and see the outcomes is really important to me.
SPEAKER_00:And you've had lots and lots of senior roles until recently. You were at Accenture, you're now at Nimble Approach. Uh, what was it that drew you to make a decision? Uh, and why did it feel like the next chapter, I suppose, next adventure?
SPEAKER_01:Yeah, and as you say, I was at Accenture for 12 years, so quite a good uh length of time in a variety of roles, different roles, leading and growing teams. And that's the thing that's really appealed to me. I'm a very people-centered person and really enjoy building teams that deliver really good things for our customers and society as well. And this opportunity just came up where there was a much smaller organization, Nimble Approach, really great team. It's about 100 people, 120 people. Um, and very similar to Accenture in a way, it's technology consulting. So we we help our customers um drive digital products and services, we help them uh make them better, we get them to market quicker and more efficiently. And that just building new teams to help that grow, I think, was something that really appealed to me. So I thought, let's go for it.
SPEAKER_00:And what have you seen so far? Because you must be that's quite hands-on, is it as well? Like, I mean, we're a micro-micro team, but considering coming from sort of a a global multinational organization to a team of a hundred, that's quite exciting, right? Based over in Sheffield, so still northern HQ, right?
SPEAKER_01:We've got offices here in Manchester as well, and in uh Leeds. And I think it's it's very different in one way, but it's very same in other. At the end of the day, we're all people uh type organizations, so we work with people, and on that respect, it's just the same. So we go in, there's a lot to do, there's a lot of good stuff, everyone's got really good ideas of how we can grow the business and make a difference. And I think some of the relevant topics here around uh women in technology with uh International Women's Day coming up, we're having some really good uh uh discussions and thoughts on what we can do there. So I think no matter the size of the organization, you can still make an impact, uh, both for our customers but also in society. So looking at what we can do there, taking what I've learned over the last 12 or so years and beyond, um, and just making sure that we've given the right foundations for growth, both for our customers and our people.
SPEAKER_00:And it strikes me just what the way you've just described Nimble approach is it's almost the magic maker in some respects as an organization. Maybe take that, maybe we need to do some branding.
SPEAKER_01:Yeah, I was thinking that's a good it is the magic because we are, as I say, we're a people-based business, so we've got some really good people across product, uh, people that help design products and user experiences. We've got really good engineers that help develop the product and test it. And we're obviously getting into data and AI a lot more, might get onto that shortly. But it's a really interesting time in that in that space where we're using data and AI to and it will change the way I think we work and live. Um, but we are there to help our customers get there as well.
SPEAKER_00:And well, let's look at AI actually. We we had a webinar recently, you know, what will AI replace my job? And actually, the first question uh my guest answered, Kara, she said, Well, actually, we shouldn't look at how will it replace my job. We should look at how will it make it better. Yes, and how will it take maybe some of the mundane stuff out so I can cope and sorry, I can concentrate on on the good stuff that I might not have got to.
SPEAKER_01:Yeah, and a lot of our uh customers are looking at how do they um help their customers, which is our us. Um so a lot of the work we do is how do you how do they get there with their technology and uh data and AI enablers. But I think I I don't know about you, but I've certainly used it a lot more. And we also at Nimble kind of practice what we preach, so we do a lot of AI-driven development, we've made it a lot more efficient. So our software engineers now use AI tooling to help um be more efficient in getting to the outcome. We use it in our research, so I use it personally day every day now to help accelerate what we're doing, and I think it's it's more of that that we'll do. I think there's some really interesting use cases as well that are really impactful. Um, we're talking to somebody last week around education and how that can be transformed and help solve a lot of the social mobility challenges we've got as well. Um, if you look at education today, and my son's just going through his 11 pluses, and we've got fortunate enough to get him a tutor, but there's a lot of people out there that are not as fortunate as that. Whereas AI, I think, has the potential to get into the hands of people that can't necessarily afford private tutoring. And it's now at the level I think where it will make a difference. So I think there's some really good use cases, and that just being one of them.
SPEAKER_00:And you talk about using it every day. I've definitely have been all in on it for sort of a good sort of maybe not even a year, but eight to ten months. But it's because it starts with Chat GPT, doesn't it? And then, you know, that's that is the the sort of or or co-pilot if that's your organization. But what's the one thing that you maybe use AI for now that you weren't a year ago in your in your day-to-day, I suppose?
SPEAKER_01:Yeah, a lot of research. So um, if I am meeting a a client, I will do a lot of research. So you probably use perplexity or another tool like that, where we're just really understanding the business, look at the accounts, look at what the problems are that that that the business is facing and seeing how we can then help them. So I look a lot for research. Uh, we're just writing a new blog post and almost white paper at the minute. So we're using that to say, is this good? How do how would you make it better? Um, so yeah, using it for that mainly research purposes.
SPEAKER_00:Yeah, it's it's it's it's the the ultimate guide, isn't it, for the curious individuals, right? But I think you've got the the key I found is you can't, it's not taken at the first iteration that comes to you. You've got uh train.
SPEAKER_01:You do, and I think I think at the minute, and hopefully this will still be the case, is you you've still got the human creativity, and I think you can clearly tell when things are written by um AI. It is harder, but you can still tell that there's not a human element to it. So I think that human element and then how AI will enable or augment the human, I think it's gonna be really important.
SPEAKER_00:Yeah, and it and it is gonna be an evolution, isn't it? It's gonna it'll be interesting in a year, a year down the line, where we'll be at. It is because it's it's every day, isn't it?
SPEAKER_01:It is, and um with between the the roles I had three months gardening leave, and I spent a lot of time just learning about the different perspectives. And you've got Demis, who's the CMO for uh CEO for um Google Deep Mind, you've got Emodi at Anthropic, and they are saying that artificial general intelligence isn't that far away in the next kind of two to three years at the most, if not sooner. There's a really good article, actually, it's quite a long article, so again, put that in chat BT and and make it shorter, but just on some of the challenges that society might face and how we might tackle it. It's quite important, I think, to have a point of view on and how we might shape that and prevent some of the kind of risks that they're calling out.
SPEAKER_00:And if you had a magic wand, unlimited um budget and resource, what would you do with it? What would you develop? What bit of AI would you develop, or what would you like AI to be doing for us?
SPEAKER_01:Yeah, I think it's in those use cases where like the education, where I think you can make a big um benefit to society where it's been where it's a problem in the past because they haven't had access to it, or um again on the topic of women in tech, a lot of the challenges we've had is around biases and and some of the risks going forward with AI is that it's trained on that data. But I think conscious of that, you can change that and and make remove some of those biases. So I think healthcare is another one, and and these use cases that are just gonna make a big benefit for society and how technology and data and AI is gonna ultimately help change that. So I think it'd be in that space.
SPEAKER_00:And I think it's how we make it, we continue to make it inclusive as well. I think it's one of those things. How do you, you know, I think for you know, early doors when the verse voice activated, like Alexa or whatever came up, there's certain things that we're obviously trained on male voices, so it wasn't, you know, that wasn't working. But you talk about inclusive, let's talk about inclusive leadership, right? So um we talk about this a lot. We talk um what do you think it what it looks like in a day-to-day role as a CEO?
SPEAKER_01:Um, I think it's not just as a CEO, I think uh I've kind of lived my career in this way as well. Um and I've been fortunate to have strong people that kind of push me in this way as well, and it's important to have mentors, people like yourself that kind of uh make people more aware. I think um it's about giving platforms to people to be able to shine and do the best that they can to their ability, and you find that if you're not aware of it, that biases come in and they're not able to have that platform to do the the best job they can. So as a CEO and we're actually just on our leadership meeting earlier talking about International Women's Day, and I think it's making sure that our leadership team or my leadership team is promoting that within as well. It's a very much behavioural mindset and making sure that people are not felt left out of the conversation, so it's actively including them in it, it's giving them the platforms, it's encouraging them, it's mentoring them. And I always go out of my way to make sure that there's an open door if people want to talk to me about this or have ideas of what we could do better, then come and speak to me.
SPEAKER_00:What do you do with those ideas? Because often it's sometimes you you're you're you're someone who's proactively supported women in tech, which we've talked about, whether it be Pride Networks, Afro-Caribbean communities, you know, you've enabled, you know, sort of um this um participation for organizations who've worked in. So you get an idea. How it's hard sometimes, isn't it? You try you're leading a business and an agile business at that. How do you make sure that those ideas get sort of acted upon or put, you know? We always talk about it. My husband gave it the name the snack fridge. We put it in the snack fridge and we'll go to it later. Where do you how do you manage all that? Because you must have so much innovation and and ideas within your organization.
SPEAKER_01:Yes, and uh, I think it's at the end of the day, it's always priorities. So, what what will you prioritize your time and what do you prioritize your time on? I think it's just you have to elevate it and make sure it's important because again, coming to outcomes, which is what we always try and get to, is what is the outcome we want to achieve, which is better outcomes for our people, for our societies and organisations. So, actually, by prioritising this, I do firmly believe that you get better outcomes, you get more diverse uh thought, um, which is really important for our clients and and people. So, I think prioritizing it action-oriented, which I think is a real key thing uh that we talk about here, is not just saying it, but actually doing it.
SPEAKER_00:And that's one of your mantras, isn't it? It is, it is some people, uh yeah.
SPEAKER_01:So it gets attributed to many people. I think uh Michael Jordan is one of the ones that it's more attributed to, which is some people wish it would happen, some people want it to happen, others make it happen. And the key difference there is that uh they're taking action. Like people that wish it or want it, they don't really take action. And I've always lived by this um kind of hard work ethic is is related to it. But actually, if you want something to happen, you're gonna have to go make it. Nobody's gonna do it for you. And I always try and teach out with uh I led our apprentice team and um analyst and apprentice team and accents, so 500 newly graduated people or career changers, and there's so much talent in there. And one of my key things was just take uh ownership of your own career, and if you don't see something that you don't like or you want to change something, then just go and do it and and really push for it. And there's some really good people that have come along the way that are outstanding in their field now and really motoring on through their careers and and life, and it's by taking that can-do attitude and and making things happen.
SPEAKER_00:And am I right in thinking you used uh the suffragettes' ideas of deeds, not words, to turn it in uh turn a talk into action? I th I yeah, I think so.
SPEAKER_01:As ever, you there's a lot of people out there that just talk the talk, and I think there's some really good talk out there, but it doesn't mean anything until there's action. And it's so easy, I think, to prioritize if you really want to do it and make a difference. There's a lot of small actions, it doesn't have to be massive, and that's one of the differences with Nimble. It's a small organization, but we can make a big impact still, and it's just about doing small things more consistently. And I think it's the same in old life, isn't it? I talked to my son at the minute, he's really keen to want to be a footballer, etc. It's all about consistency, practicing consistency.
SPEAKER_00:What team, Matt?
SPEAKER_01:We are a united on so really good weekend. Last good few of last weekend.
SPEAKER_00:Take it while you got it. I'm an Evertony. You know, it's a challenge, it's like a roller coaster. Um, when you just talked about uh the apprentices and the career changes, your eyes lit up. And and I know you've been heavily involved with um Girls You Code, Tech She Can, Great Organization, Cyber Girls, so many of these what is it about emerging talent, early careers, talent that fills your cup, so to speak?
SPEAKER_01:I think there's so much talent out there, and I think, especially in uh based in Manchester, there's a lot of growth that Manster's one of the fastest growing cities in terms of that early talent, especially in tech and digital, which is where I am. I think, and this is becoming more important, I think, with AI as well, is that there's just so much new creative ideas that are coming through that quite often they're overlooked. Um I can't remember what's the acronym, is it HIPAA, whereas highest paid individual that kind of has a say? So I've always been conscious of that and made sure, again, that inclusivity, it's not just kind of diversity, but everyone is included, irrespective of where they are. And I think certainly more relatable as well, it's quite easy to you need to target quite a broad audience. So having younger people, and not necessarily younger people, but it are career changers as well, people that have been in different environments and different industries, you get a lot of new perspectives coming through, which is all what inclusive is about. I think with AI and the new technologies, quite often, I think historically you you went into a field, you built up a kind of a skill set and a knowledge around a particular tool and technology. That's no longer the case anymore. People in universities and or not even universities school, just people in younger in life that are really curious about some of the new technologies can pick this up and they're leaps and bounds ahead of anyone else in some of the organizations. So I think it's untapped potential if we don't do anything with it. So that's why I've always been an advocate of how do you get younger talent into technology and then more specifically, how do you be become more diverse in that?
SPEAKER_00:And you've talked about potentially um AI making it easier or easier and harder, I think.
SPEAKER_01:Easier and harder.
SPEAKER_00:Yeah, how do we because we always talk about the how do we overcome the barriers in this? How can we get, you know, without doubt, we need more uh women in tech, we need more underrepresented communities in tech, more you know, social mobility factor. How how can we remove some of those barriers? We talked about AI being a potential positive, but obviously everything comes with a another side to it.
SPEAKER_01:It's obviously a big risk out there that AI, especially with artificial general intelligence, that you get a challenge of how do you does that remove some of the entry-level jobs that we typically saw as a route into technology? And I think there's some big questions that organizations have to take some accountability for and some of the governance aspects that we're looking at. And we we were talking about this last week in in Nimble is like what is the AI governance work that we need to do and help our clients to make sure that things like this will progress in the right way for society. Again, it's about action. I think, as we said, there's a lot of uh risks to AI in terms of it impacting entry-level jobs, but again, the opportunity, I think the back to the kind of the apprentices and the analysts coming in through early talent, they've just got so much uh creativity, and what the AI tooling provides is a way to get that more visible and to market a lot quicker. So I think you'll see a lot more ideas in the public space that we haven't seen before because the tooling is now there to be able to do that, and that's what AI and data is all about is how do we get things to market quicker? So I think there's a huge opportunity to start to understand some of this talent and the ideas and the creativity that's coming through. Um but it's about taking action, it's about giving the platforms, which is why we need people in leadership um capacities to really empower people and provide those environments.
SPEAKER_00:And and through, I know you've done a lot of work with universities and communities as well, so we've talked about, but what do you think you've learned most about that maybe the corporate environment doesn't give you? Because sometimes straight from those um talent voices, it's fearless, I suppose, isn't it?
SPEAKER_01:Sometimes it is, and um it's a really good question. Hard question, actually.
SPEAKER_00:But um it's not mission easy this match.
SPEAKER_01:So I think the in terms of the I think it's beyond universities as well. I'm one thing that I have noticed a lot, a lot of our apprentices are very good, and I think that education system will change a little bit. I certainly when my sons get there, I think I would be recommending kind of the apprentice route group route, the apprentice route for them. Because I think there's a lot of opportunity when to get into the corporate environment sooner and to kind of augment your learning with that. I uh did an MBA back in 2014, I think it was, and the I did that on the job, and the ability to apply that learning to my role was like fundamental for realizing it, if you like the value from it. So I think it's important that we bring corporates and education system together. It goes beyond university, and I think especially in their gender and inclusivity, that's why we do a lot or have done a lot in the past with like cyber girls, girls who code, um, code, how of code. A lot is going into primary schools and secondary schools to really drive the understanding of what roles in tech. So there's a lot of misunderstanding, there's a quite a broad number of roles in technology that people can play beyond just coding.
SPEAKER_00:Yeah, and I think that's it's taking that away and it's educating the parents as well, isn't it? Because again, the same thing you don't want to get all youngins all excited and they go home, they go, Oh no, you you're not gonna be a drone pilot and you're not gonna be an inventor because actually there's roles well, there's roles we've talked about, you don't even know what they are exactly.
SPEAKER_01:Exactly, exactly. If you look back 10 years, you wouldn't dream of prompt engineers and and all that good stuff. Uh and so and the pace of change will be quicker than it is today. So we really don't know. So it's really just I think beyond technology, it's curiosity. And another thing I advocate of quite highly is continuous learning. You have to stay curious, you have to keep learning because every day there's something new that's coming out, so you have to stay relevant.
SPEAKER_00:And that's where I think mentoring can really come into play as well, because as a mentor, or you can learn just as much from your mentee as you can, can't you? And you're like, oh my god, I did not see it through those lenses.
SPEAKER_01:No, and it's really important. Again, that breadth of uh kind of open-mindedness, making sure you're getting different perspectives. I I've got a number of mentors myself, I mentee people, I think it's such an important role to play. Um coaches, I think the whole um kind of ecosystem of people to support you and and help you grow is really important.
SPEAKER_00:And sometimes it's as simple as just having someone's back, isn't it? It's a bit like now talking in a room about someone who isn't in that room. It's advocating. And have you, you know, so when you uh got uh your nomination through last year for uh the Northern Power Women Awards 2405 advocacy list, um what did that feel like? Because it's sometimes it's a bit like, oh that's a bit awkward. This is Northern Power Women Awards, why am I being nominated? And sometimes, if you're not aware, you don't realise this is an organization we've Always been all genders, 10 years in now for the awards. But what did it feel like?
SPEAKER_01:I was delighted.
SPEAKER_00:And um you had a few if I remember rightly. You got multiple.
SPEAKER_01:I think it's again, it's just the right thing to do. And I think you do the right thing and people recognise it and reward it. I didn't see it as a reward, actually. I thought I saw it as a again a just another platform that we can communicate and uh try and get things better in that respect. And there's some really good people I work with that we've provided that platform for, and I've seen them go on and shine. And I think those outcomes again of seeing people grow and really succeed as a result of me helping provide those platforms in some respects, and not taking credit for all of it, but I think everyone plays a part in helping to uh unlock the potential people and provide the right environment.
SPEAKER_00:So I was delighted when I and what resonates because you you you are clearly a proactive ally and advocate. What do you associate? Do you see there's a difference between advocacy and allyship?
SPEAKER_01:Um yeah, I would say advocacy, I see advocacy as being a bit more outward about promoting so doing stuff like this. Um whereas ally is similar but again more for the individual. I see the allyship is being uh listening to the individuals and understanding their perspectives, and there's a lot to gain from that as well. There's a lot on my journey over the last 10 or so years, especially where working with uh diverse people, women in tech actually, where they've challenged my way of thinking and said, Oh, that's not right. And I was like, Yeah, it's not, but what can we do about it? And they say, Oh, you can do a lot about it, just go and do it and use your capacity as a leader in an organization to make it happen. And it's been tough, you push uphill sometimes, but having people like that that really challenge you as well and are confident to challenge you, and then being able to go and take action, I think, is really important. And that's the advocacy bit, so the allyship and the advocacy in one.
SPEAKER_00:And um, talking about, like, you know, there's a lot, you've got this new role, big role, very in it, on it. Because you literally, you know, you're you're making a difference to these organizations at pace, which is exciting. Um, what do you do outside of work? What's the kickback?
SPEAKER_01:Um, so firstly, I love work. Um, I was joking with uh old colleague of mine because she was saying, Well, what age are you gonna retire? But I I don't see myself retiring. I absolutely love doing what I do, which always helps. And um, but outside of work, family, so Lucy, my wife, and two kids, Finley and Elliot, uh 13 and 10. Um, so a lot of my outside of work is is spending time together. That's taxi. Yeah, but football, running, cricket, uh, going on walks. We just love spending time together outside of of what we do, and um yeah, it's just good. I think it you need that thing that just helps you switch off a little bit. Uh mentioned uh three months guiding and leaving it. It's not until you do that and you take a step away from the day-to-day work that you realise actually other things matter as well, and health, for example, and uh so spending a lot more time in the gym as well.
SPEAKER_00:And are you someone who sets goals? Like whether it be from fitness, whether it be from a a leisure, whether it be from that quality time with Lucy and the kids. What is it? Do you do you are you good at that?
SPEAKER_01:Uh I do it. Am I good? Probably not as good as I should be. Yeah, I think she'd say otherwise, but I think so. Yeah, you have to set goals, not necessarily to like to achieve it, but to have a path towards it, and the goals will change. So I'm I'm not one for having firm goals. And it's quite interesting, actually. Uh, ex CEO of the organisation I used to work for said like the the times are gonna change, so don't look too far ahead, just look at how far you've come, and that will tell you whether you're on the right trajectory. And I've always used that as like looking back, am I growing? And if you're growing and succeeding, then the goals will kind of come anyway. Um, so yes and no.
SPEAKER_00:Um, do set some goals, but flex, agile, always agile nimble. Uh nimble, there you go. You should that's a good name for a business, that what kind of leader uh when people are looking back, will they say that you are uh authentic?
SPEAKER_01:Um and it's one of our values at Nimble as well, and was at Accenture. I think authentic leadership is really important. The the type of work we're doing, I don't think will change with AI. It'll be people based, people-centred. So building teams, you have to have that work ethic and you have to have the authenticity. Um, and if you have that, then people will follow you and people will build um build their own teams as well. That's what's really good and what I've enjoyed. Certainly I've become more senior, is the people that I've been leading are now leading their teams, and and those values kind of flowing through. And you see some of the successes that the more junior people are having now. So I really get a buzz of of that as well.
SPEAKER_00:And rumour has it that uh at a social event or party, you are the last human stand in. Why is that, Matt? Is it FOMO?
SPEAKER_01:A little bit. Um, but I I think again, like we're at work so much of our life, uh, having fun at work is really important and just that team spirit. And generally we build teams that I'm just I love working with. So if we're out um celebrating or on a night out, then I'm generally the last one standing.
SPEAKER_00:And at one of these events, you're out with friends, family, dinner, party. How do you describe what you do to your friends? Because sometimes the closest to you have no idea. They still don't think Chandler on Friends, right? Still, you know, bless him.
SPEAKER_01:It is, and uh, my son's just got into friends as well, so he's dad, this you um it's really hard because tech consultancy is quite a buzzword, but at the end of the day, we just help people solve their complex problems. So uh it might be we want to get a product to market quicker or something done more efficiently. We go in and help them. So it's just help people.
SPEAKER_00:Magic maker. Yeah, that's what you are. Now, Matt, I'm gonna ask you to dive into our power jar. Our power jar is a question that one of our fantastic previous guests has given an beautifully scribed, or neatly typed, shall I say, uh, for you. So let us see what your power jar of fun says.
SPEAKER_01:If your life were a TV series, what kind of character would you be?
SPEAKER_00:Ooh, are you uh are you a detective? Are you a superhero?
SPEAKER_01:I knew you were gonna say that. Um don't know which one though.
SPEAKER_00:So somebody that And what powers will that superhero have?
SPEAKER_01:Uh the ability to fix things. I think it's similar to what like just getting stuff done, that type of superhero.
SPEAKER_00:Deeds, not words. Deeds, not words. It is 100% a uh a whole mantra that I live by. Because we can all talk, can't we? We can. We can all talk and we can always say woulda, coulda, shoulda, all those kind of things, but actually we're in the north of England, home of the suffragettes, it's all about deeds, not words. Thank you for being such a great advocate and ally and supporter of early talent because it's crucial and it's important, creating opportunities, creating environments, and equally changing the world for these businesses coming through. Congrats on the new role. Thank you. Great to see you and look forward to following all your successes and getting you involved in more fun.
SPEAKER_01:Exactly. Thank you very much.
SPEAKER_00:Thanks, Matt. Subscribe on YouTube, Apple, Amazon Music, Spotify, or wherever you get your podcasts. Leave us a review or follow us on socials. We are power underscore net on Insta, TikTok, and Twitter. We are power on LinkedIn, Facebook, and we are underscore power on YouTube.
