Hello, my name is Donna Bailey, and I'm here to present a number of responses and comments to questions relating to women's issues in the Veterans Health Administration. Before I do that, however, let me say that over 56 percent of VA employees are women. Currently, only 7 percent of these women are in key senior executive positions. I think it's safe to say that women still face some obstacles in achieving top-level executive positions. We went around the country and asked VHA staff to address this issue and received a variety of responses. We asked, is there a glass ceiling, and if so, what steps could be taken to break the barrier? And yes, there is a glass ceiling in VA, although, again, we may not want to talk about it, but VA, even less in the corporate world, cannot afford to have a glass ceiling. We simply have got to recognize marriage where it is and take advantage of it. Historically, the VHA has made an attempt to recruit the very best. It has established educational training programs as well as assessment centers to assess individuals with high potential. Let's listen to comments about these programs. And in 1978, as a panelist addressing the Civil Service Reform Act, I actually made a recommendation which ultimately was adopted by VHA where we would use the assessment center process, and that gave everybody an opportunity to compete for associate director training programs and ultimately become directors in the VA system. The turning point in my career was actually entering the graduate education program. It used to be called GEP. I was 27 years old and the VA offered me a great opportunity. The VA set a goal for me to become a director long-range. With that goal and opportunity, I developed a strong sense of loyalty to this agency which made me buy into staying for the number of years that I've stayed. And some of us have personal reasons for supporting women. You see, I'm a high school dropout. I finished half the 10th grade. I was 16. I rested my birth certificate like I was 17 and joined the Marines. One lady's school teacher, the only person who took a personal interest in me, she finally got me into taking the GED test and I went on to NC State to get a degree in mechanical engineering and to Duke University to get a master in hospital administration. The only way I can ever pay this lady back is to helping young people, especially females and minorities, on the way up and I've been very fortunate. I've been able to help a lot of them. The only way they can ever pay me back is to do likewise. We're now in the 90s. Perhaps the biggest change taking place is the attitudes of male staff members toward women on the move and those who have already made it. Not too long ago, it was hard to find men willing to talk like this. Well, as a matter of fact, I'm one of the few VA managers fortunate enough to work for the female CEO. And I can tell you, it is a rewarding experience and one that many of you will have in the future. For example, when people like my daughters reach leadership positions and one of them is a naval aviator on the top of her flight class and the other a medical student at Stanford, when people like that become leaders, we will all have to get used to the idea that leadership is a matter of ability, not of gender. I think there's no doubt that women have the capabilities to be top executives in any organization. The issue isn't gender. The issue should be who can do the job the best. Well, I think it doesn't matter if my associate director is a woman or a man. I think that's the most critical factor. You've got to be objective about the skills of the person in the position that you're working with. I mean, I've been working with women in virtually all of the positions I've had in the VA. I had Marjorie Quant as a boss for many years. And regardless of what you think about Marjorie Quant, believe me, I knew she was my boss. If we can agree that women do indeed belong in senior executive level positions within VHA, how do we get them there? We received a variety of opinions on this question, and they're all worth listening to. Well, first of all, I think any executive should be a mentor. I think you need to find out how you can help people achieve their personal goals and their professional goals, make sure they're involved in activities that enhance their skills and abilities, and to guide them in the direction of applying for programs that may achieve those goals. You must have a comprehensive and realistic career plan. That's critical. Women in minority must be dedicated and committed to move ahead, and you got to have a plan to do that. After all, your plan is a roadmap to your success. We take a job, we do a good job at it, we get promoted, we gain credibility, but there's not a lot of planning. Men plan out their careers. They look out and they say, I want to be a director in five years. They take steps to make sure that they go through each of the check marks. And our organization requires a great deal of checks, and if you don't jump the hoops, then you sometimes don't get the credibility of having gone through the career ladders per se. So I think we as women need to learn from men in planning out what we want to do when we take a job, accept it, but always ask the question, what's next? I always feel that you lead by example, and I certainly have tried to set an example in hiring and promoting women and minorities to key roles in the Veterans Administration. Primarily, I think hard work and doing good work that helps management do its job is the key. We concentrate too much on the higher levels in the organization, and we need to start doing this at a lower level so we can develop these career leaders throughout their career. I have always had the expectations of those people that served under me, as well as myself, to identify those people with the skills and the intelligence and the demonstrated ability to meet the challenging management decisions that we must face every day in the Veterans Administration. So in a nutshell, I would say no and grow. A part of knowing is informal learning as well as formal learning, choosing role models and mentors. When that is done and when one continues to grow, then I would suggest that women should challenge the system in order that it will be more responsive to them. The women who obviously have talents and expertise that we could use are afraid to try to move up the ladder. The organization is waiting for these individuals to self-nominate themselves, and we end up at a stalemate. I'm convinced that the most important route to show women that leadership and management is available to them is to provide them with executive medicine or leadership VA, which gives them the opportunity to go back to school and take courses in management. Women have studied hard, they've prepared well, and in addition, they often have traits which make them very desirable in the modern world, traits such as sensitivity and compassion. We just heard a number of excellent suggestions and remarks. However, the fact remains that there are still very few women in executive positions. Are there stumbling blocks? I do feel I've experienced some obstacles along the way, in particular, for myself it's been in the area of mobility. In advancement for the VA, it's essential that you move two different levels of medical centers. I find that as a result, I've had to make some decisions on my personal life, which I find to be both stressful and also expensive. There is an increasing trend for dual career families in today's workforce, and I think you're seeing that trend in the VA. One of the issues that we deal with is the demand on our time since we both work, but probably the bigger issue that we have dealt with and will continue to deal with is mobility. As you move up in VA, there is a mobility requirement, but I have to say this is not just an issue for women, this is an issue for men also. I hear my colleagues, my male friends, repeatedly stating that they won't apply for a training program or they won't make a move for a promotion because it will ruin their wives' careers or it's very disruptive to their families. And I think the VA, if they're going to reach out to the real stars in the system, they need to look at the mobility issue. An example of that is when Colleen did her training in Richmond recently. We were separated for almost a year. Separation is almost inevitable when you have mobility as an issue. You either have one person doing a lot of commuting or both people commuting when you choose a neutral site to commute from. So it's a hardship, A, on the commuters and B, because there is a family separation. Now, we're both from Navy families. We're used to separation. We grew up as products of successful marriages that were built around long periods of separation. So it's easier for us than it is for some people. But that is a big issue, and that was a tough time even for people who were prepared for it. I think that the organization should be more flexible. Maybe in five years or 10 years down the road, mobility wouldn't be a question for me. But that's not the question that the organization asks. They say, are you mobile? And if the answer is no, then the doors are closed. I think a critical aspect of this transition is that we don't delay the transition by stereotyping males into certain roles, that we don't have an unconscious bias towards male in certain roles because we've always only seen males as deans, or only always seen males as chairman. So I think it's important that we recognize the role of women, the potential for women in these roles. And I think it's important we recognize at an early stage in their careers so that women with administrative leadership capabilities can showcase those and have opportunities to develop those early on. So at this point in time that we need to get women actively involved in being on committees and running committees and being section chiefs and service chiefs because it's from that pool that women will rise to the highest ranks in the organization. We've heard a comment on stereotyping. And yes, we do sometimes do it unconsciously. Equality is another sensitive issue for women. And guess what? Women executives can't really afford to be less than outstanding in their performance. Average performance can really be perceived as being poor performance and be used to explain why women should not be in executive positions. So in this sense, I think that there's still some striving for full equality for women in VHA. I think for right now, what was said about Ginger Rogers is still true for VHA women executives. She did everything Fred did, only backwards and in heels. Traditionally, men play a very dominant role in medicine. Statistically, though, 50% of applicants in medical school are women. Still, we find ourselves with very few women in executive medicine positions, such as chairpersons, deans, or chiefs of staff. Let's hear what physicians have to say about that. Clearly the VA will need more women physicians as well as female physicians in the role of chief of staff as we continue to develop our position in national health care and develop appropriate treatment programs for the increasing number of female veterans. For me as a physician, I've always said that I really had three jobs. Besides the volunteer work I wanted to do, I was a wife and a mother and those are for many people full-time jobs and sometimes I feel like they were more than full-time jobs. At the same time, I had been a physician and wanted to continue to be. One of the things I don't think the men had to contend with when I applied to medical school, every single interviewer who interviewed me asked me if I thought it was fair that I was taking up a place in medical school that a man could occupy and that that man would have a better chance of practicing medicine than I did. And of course, I said, well, sure, I think it's fair. I think I'm going to be a good doctor and I think I have every right to be here. And I think I'm going to practice just as well and just as hard as any of my male colleagues. And I hope I have. So if one of your colleagues says something which is an obviously a biased remark, call them on it. You don't have to do it in a public forum, but you can call them later and say, you know, that remark kind of bothered me because it didn't seem to be fair and seemed to be biased against women based on their sex and not on an individual attribute. Any time I hear that, I get, I'm worried about it and it bothers me and I needed to call and share that with you. And I think that if we all stand up and do that and if we provide a good role model that we never let that enter into our decision making or our behavior, that we will help counteract any prejudice which exists. We asked a senior executive to summarize her experiences and feelings as a female executive. And this was her response. Your question reminds me of a time, I guess now a year and a half ago when Jeannie Norman and I got together to have lunch and to talk about the need for a program in the VA that would focus on women in the organization. As you might expect, we talked about our own successes and the fun we had and in many ways the richness of the VA as a career. But there was a sort of pause in the conversation and I said to her that there'd also been some very lonely times and recounted the stories in the early days of my joining the VA when there were really only one or two executive women in central office where I was then and after several hints I realized that the women in the organization really didn't even go to lunch together at that time. I had the same kind of an experience when I was about to go to the assessment center and realized that my boss didn't want to talk to me about it because he really didn't even see it as a serious endeavor on my part. The good news is that I think this has really changed in recent years. I've seen many, many women in the organization reaching out to one another to help and to mentor and I'm very encouraged by that. I've always been very impressed by the strong bonds between the men in the organization and not always sure that the women also had a time to feel a part of that. I'm encouraged and hope that we can make the women in the organization feel a part of this marvelous VA family too. To paraphrase Malcolm, the great-granddaddy of VHA, VA cannot afford to have a glass ceiling. We simply must recognize merit where it is and take advantage of it. Fortunately, glass can easily be broken. All it takes is a little effort from all of us. Before we close, I'd like to leave you with this final message. I guess I'd like for our directors and Chiefs of Staff to go back home and really look at their environment. Is there something they can do differently? Don't go back and say, none of that applied to me. My hospital is perfect. Women out there are seeking information about how to change and it's an opportunity for directors and Chiefs of Staff to help make those changes possible. Timing couldn't be better for women. And to be a part of it, a director and Chief of Staff to feel, it's got to be exciting.


It's been quite a long project so far, I suppose, to get us going. First of all, a little bit of context about the university. There is a great challenge of managing the research outputs at Oxford because it's quite a large university of over 5,000 research active staff. We've got over 5,000 research students, so it's a research-intensive university. We're not entirely sure exactly the number of articles that are produced each year. We reckon somewhere in the region of 16,000. Coupled with this, the institution is highly devolved, so a lot of decision making is devolved to the academic divisions and departments rather than being a top-down structure. Now the relevance to ORCID is that we had a person identifiers group because the problem across the university of identifying individuals was becoming quite critical. And we felt that we had to pull people together from different units around the university to try and resolve some of these problems with using the initiatives that are ongoing, ORCID being one of them. So this group was pulled together. It was led by the Bodleian and we had representatives from all the relevant groups around the university, including student administration and legal services. And we decided that ORCID is probably our first action because it was coming onto the global scene quite significantly at the point that the group was set up. Seemed a bit like a quick win. So we put a proposal to one of the university subcommittees, the Research Information Management Subcommittee, that we should start moving with ORCID at the university. That is a committee that's chaired by the Pro Vice Chancellor for Research and includes some academic representatives as well. So it was important to get that by in. And Research Services was one of our key stakeholders in the work that we were doing. It was decided at that point that our approach should be very lightweight. The reason being that the control and ownership of personal information we felt very strongly was should remain with the academics, again sort of mirroring this devolved model that we have at Oxford. We were also advised by legal services that we should involve as little personal information as possible with any connections that we were making. And one of our other considerations when going forward with ORCIDs was the value proposition for authors, basically the what's in it for me. And this is the model that we came up with, extremely lightweight. What we wanted to do was we wanted to link people's Oxford account with ORCID. And so we created a model where the user can log into their personal account using single sign-on at the Oxford end and they can either request a new ORCID or link an existing ORCID. And all the information that would be sent to ORCID was their name and their email and their affiliation and that was it. That would be picked up at the ORCID end where the person can then confirm that they want to associate their ORCID with their Oxford account and that is then sent back to Oxford where the connection is made back in our core user directory or COD. Very simple, very lightweight and we felt that would be more acceptable than trying to go heavy-handed into this and gaining control of people's ORCID accounts. So that was the plan and we felt quite happy with that and it meant that the author retained all the control. We were not going to go creating accounts on behalf of all our authors, it was up to the author to actually initiate this. And the timing was perfect because just at the time that we were getting going with this, the JISC, which is a major funding body in the UK for such matters and ARMA, which is the Association of Research Managers and Administrators who were scratching their heads about personal identifiers, they came up with a little project and were offering a bit of money for a number of institutions to pilot ORCIDs to get it going in the UK. There are short projects, so just a matter of months and Oxford was fortunate enough to be successful in our application for funding. The intention at this point, because we felt we were moving quite quickly with ORCIDs, was to focus on the soft areas of the implementation, so the rollout, the promotion and the publicity. In fact, what happened was we got quite, I won't say bogged down, it's perhaps too strong a term, but we got quite engrossed in examining what we called the triangulation of ORCIDs because Oxford is a symplectic user and there are implications for connecting ORCIDs from our symplectic instance as well. I'll come on to that a bit more later. One of the main outcomes of the JISC ARMA ORCID pilot projects was sharing experiences with other UK institutions who were also trying to do the same thing at the same time. One of the major outcomes of the whole project, which again I'll talk about a little bit later, is the JISC Consortial Agreement with ORCID for the UK. This is what took up an awful lot of time for us at Oxford. We wanted to link ORCIDs to our CUD, core user directory as I mentioned, but we also are symplectic users and there's a possibility to link your symplectic account with ORCID and we decided that we wanted to make it as simple as possible for our users and for them only to have to link once. We were looking at ways where people could link either via the CUD or symplectic and the connection would be made with both systems. At that point, not every member of the university was a symplectic user. If we made the link via symplectic, it meant that we would miss out half of Oxford's academics. If we went via the CUD, then people who had a symplectic account wouldn't be connected with ORCID. This is why we were trying to get this one-stop link there. We came up with a number of options. First one was the trivial option. I'm not going to go through these in great detail, but just to show the complexity of what we were looking at. The first one was the trivial option where we just linked the CUD to ORCID and the second one was where we separately linked the CUD to ORCID and symplectic to ORCID. We felt that option would be confusing to academics having to link twice. Then the second option is the Oxford pages were master or elements became master. Finally, we had these two options, full synchronization and single callback. I'm not going to go into all the gory detail of that, but the outcome of all this investigation was that we decided to go for the very first option, the simple link. The reason that we did this at the time was we had standard membership of ORCID and to get two separate links to ORCID we were going to have to increase to premium membership, which was a significant jump in the cost to the university and the university at that point was not prepared to pay the extra cost. Also, we were thinking about the confusion to our academics having to make two links. We felt that if they linked their symplectic to ORCID, they then would be under the impression that they had linked themselves to Oxford and would then question, why do I have to do this twice? We decided to take the easy route and the technology, the link between Oxford and the Cod was set up and was working fine. We were very pleased to be able to do that. At the end of the JISC armor project, we were really pleased to hear that ORCID was talking with JISC about a consortial agreement for the UK because that in one fell swoop resolved the cost problem if we wanted to set up more than one link with ORCID and we knew that the university would be happy with the current membership that we were paying. All of this had to fit in with a parallel project that we're doing, a big open access service design project. So at the same time that we were considering all the links to ORCID, we've been thinking about how we're going to design a whole one-stop shop service to cover open access at the university. The driver for this, as some of you may have heard, is that the research excellence framework, the new version of the research assessment exercise in the UK was mooting that it might want ORCIDs for submissions to the next breath. So this is where the overlap came and we're having to think about the service that we offer to academics to try and simplify their submissions. What they have to do in order to be compliant with the next breath. So this all came nicely together. So the JISC national consortium which was only announced a couple of weeks ago, well less than that perhaps 23rd of June, is fantastic for the UK because certainly for the University of Oxford we now have, we'll be getting premium membership of ORCID at the same price pretty well that we were paying for standard membership and this is great because it opens up the possibilities there of dual links should we want to take them up and it's very likely that we will at some point in the future. For the moment we've just got the one link from the Cod to ORCID. So progress so far, we've got the JISC consortium agreement and Oxford has already signed up for that. The technical development for linking Oxford ORCIDs via the Cod to ORCID is all set up and working which is great. We have produced publicity materials and some guidelines for authors so instructions which are ready to roll there and we're just starting our training programs for library staff and beginning to roll out further to academics. The Oxford ORCID link was released only in May so it's all pretty new for us still and the advocacy and communication strategy is being planned so we've got a few early adopters I think we've got about 130 odd links at the moment so it's tiny but we want to make sure that people understand what they need to do, why they need to do it and basically why they should link their ORCID with Oxford rather than going just getting an ORCID. This is the what's in it for me question. So I think generally why authors should have an ORCID is beginning to gain traction because people are becoming a little bit more aware of it via their publishers when they're submitting a journal article and so on and I think they're beginning to learn that their friends have got an ORCID so that they they want to go and get one as well so the the idea of it you know helping to distinguish them from other people with the same name to get credit for their work and that is getting going. I can't say it's common knowledge yet but it is getting going. I think we've still got work to do there to help people understand what ORCIDs are and what they're for particularly issues like you know it's not a password it is very much something which should be publicised and made public and the benefits to authors for having their own ORCID. As I say I think it will become a much more common place and people have heard of them very soon. I know that OUP Oxford University Press has included ORCIDs in their submission system so people will begin to see it around a lot more. However why they should link it to Oxford at the moment is a difficult one to sell. We know the benefits within the libraries and information systems we can see the future benefits here for sort of you know making life easier for all of us in people not having to enter information twice being able to uniquely identify people in different systems and so on but that sort of thing is not going to benefit our authors tomorrow. We've got a lot of work to do before that will actually become a reality but we do want to get people going as soon as possible creating those links so we can then build the reality. It's a bit of a chicken and egg situation I think. We've got to think carefully about how we push this out so that we can start that ball rolling and get that sort of nudge effect where everybody else is doing it so everybody wants to join in. I think one one tack might be to get people new people as they join the university and new researchers and sort of take it from there. We're also looking at working with some early adopters within our pilot departments who were part of the open access pilot that we've just finished and we're beginning to roll out so that's a cohort of people that we could target. One critical driver that has come on stream just in the last month is that the welcome trust a significant funder will be requiring oxfords and orchids on grant applications from the first of August this year so actually we've got quite a job to do over the next month to make sure that all people who are going to be applying for welcome trust funding in a month's time have an orchid and know what it is and why they need it and are aware of how they can link it to Oxford so that's our first priority. As far as the next ref goes at the moment it's not stated that it will be a requirement for the next ref but were hefkey to require all submission needs an orchid for all the applicants there then that will be a huge driver for the UK. Now as I say it's not a requirement yet but this is the sort of thing that we can float to academics to say you know it may be a requirement and this is the level that the discussions are at and so you know it's a good idea to get an orchid and link it to Oxford. Now we've still got a lot of work to do although we've got that link there we still have some requirements there one thing which we're using as one of our selling points to authors is that on their orchid account if they link their oxford account to their orchid account their affiliation to Oxford displays on their orchid account and it's verified there because otherwise if you manually put in your affiliation you could in theory type in anything so you get that nice verification which appears on your orchid account we would like it to appear a little bit more prominently on their orchid account but that's you know that's something which we can talk about in the future with the orchid people who've been hugely helpful I should say and so that's that's our unique selling point to authors at the moment which isn't much but I think it's important to some of our authors. Our requirements still we're thinking about the symplectic triangulation and we're considering now that we've got premium membership having those two separate links to orchid what we need to do is clarify to authors that they are separate links and they need to make both of them so that's something which we may do in the in the near future we will be creating orchid symplectic accounts for all members of the university before too long we think because of the open access service design outcomes we need to think very carefully about how we're going to use orchids within the open access program and research data management activities there is a lot going on at the moment and we need to consider how we would integrate orchids into all of those activities so this is where we are at this precise moment I took a paper about orchid integration to the renamed subcommittee I mentioned before which is now the research information management and technology subcommittee and these were the questions that I asked of that committee first of all just to note the status quo of where we've got to and to endorse a plan of action so basically to approve that we would concentrate to begin with on the Wellcome Trust applicants which is a bit of a no-brainer we've got to do it that they were happy with our current communications activities that we are undertaking that we need to draft an orchid at Oxford strategy we need to know where we're going with this because even though we've got that connection it's a question of well what do we do now and then we want to scope further orchid integration and the outcome of that have a roadmap for implementation so we want to run this as a mini project a sort of fast and furious project in the autumn where we will engage a number of staff not new staff but current staff working in this area to work on questions such as how do we integrate orchid with our institutional repository what are the options for saving orchids underneath the repository will we include orchids for non-oxford authors within our repository if we do how do we do that the REOX protocol what are the requirements for that and how do we comply with that for data exchange things like symplectic for importing orchids from the CUD and orchid into symplectic how do we do it we also need to look at other factors such as HEASER the higher education statistics agency which the university has has a requirement to deliver a return every year on statistics for the university which are then built into a UK picture they have already included orchids in their list of data fields I don't think they're mandatory yet but chances are that they will be at some point as I've already mentioned the HEFQ requirements that's something which we need to take into account and the research councils UK have a system called research fish for reporting outcomes from research projects and orchids have been included in there again I don't think they're mandatory at the moment but we need to be prepared in case these external bodies decide that orchids should be mandatory so we want to put together a scoping project to cover all of these questions and to provide answers for those questions so that then we can have a clear roadmap as to what we're doing across the university to integrate orchids not just with the institutional repository but across the piece and that's a quick canter through what we're doing at Oxford and where we've got to it doesn't answer all the questions but hopefully that will then give some room for discussion now so I'll hand over back to Paul


If Jalen's good, they're going to be great. If Jalen isn't good, they're not going to be good and they're going to find another quarterback. You trust him or Dak Moore? Dak's been around longer, hasn't he? Bigger moments? Give me Jalen Hurts right now. Wow. I mean, this year, like from start to finish. Even last year, this Philly team surprised everybody, even making that playoff. But they got ran out of town by the Bucks. We knew coming into the year, every week, he could be the best runner on the field. We knew that at any point. You know what I liked about Jalen the most this season? Blue, the Colts mascot did the thing. Jalen just scored a massive, massive touchdown. Took that game over. So in the game. Game one. He just scored a massive touchdown. Just immediately humps him back and then just walks away. Like, let me mock this mascot real quick and then just get out there. Mentally, I think he's ready for the big stage. Oh, yeah. And I think like. He played a badminton. Obviously, that's college, but he looks like a 10-year vet out there.


Hi, I'm George Cow and I'm here with one of my clients, Padma Gordon. I'm excited to be talking with her about what some of the things she's learned in our work together that might also benefit you as you build your authentic business. Hey, Padma. Hi, George. Thank you for being here and doing this. You're so welcome. So let me start with your bio so that those who are watching can have a sense of what kind of business you're building and then we'll get into some of the tips and lessons and perspectives. So okay, I'm going to read it from your site and we're going to include the link to your website and the notes for those watching can go and take a look. Padma Gordon is a spiritual guide, embodied mindfulness counselor. She's also a movement educator. She's a mother, a writer and a lover of life who skillfully invites people to deepen their connection to body, heart and soul. I love that. Padma has been in practice for over 10 years in her private practice and draws from a variety of modalities including contemplative movement practices, hypnotherapy, mindfulness and embodiment. Also somatic gestalt, self inquiry and radical truth telling. That's a lot of modalities that you kind of weave together skillfully for your clients and a lot of clients love working with you because of this integration. So I know there are others watching this who are also wanting to build a transformational practice. What advice might you share with them, some encouragement that would spur them along? Great. Let's see, what would I say to you all who are starting your practices? Well, the first thing and I feel like something that I've deepened into in working with you George is really just be consistent. Be consistent in your content creation. Be consistent in putting yourself out there. Just putting out information and content and really I feel like being generous, giving away your content and trusting. It's like it's offering yourself to the world, to the clients who are going to really resonate with you and benefit from your work. So I feel like the consistency and the, yeah, just taking, take consistent action and while you're taking consistent action, really believe in yourself even when it seems like, oh, is this really working? And I don't know, just really believe in yourself because what, what you're thinking has everything to do with what you're creating and what you're magnetizing. So let's say those are two main things. And you've created a variety of content. You've done videos. You've created image quotes. You've written, of course. Do you have any advice to people, which one to pick or what's been your experience with these different ones? That's a good question. I did videos for a whole year. I did videos. I created lots and lots of videos and I feel like that's a great way to put yourself out there. Short videos. They need to be short. They either need to be short as in like a minute and a half to two minutes or they need to be in a whole other category of length, like 10 minutes, something where you're actually giving, giving more than just a little blip. I think people really like images. I mean, as I think about, I've recently in the last several months started doing with your help, George, Facebook ads and posting a variety of things and boosting them rather through Facebook ads. And I think people really like images, like images with just a little quote that we're all so busy and people are just looking for a little bit of inspiration to sort of lift them up and help them keep going. Something that touches their heart, something that it's like a little bit of nourishment. So I would definitely use images with quotes on them that are either your own quotes or quotes from somebody who's inspiring. And how do you create your images just so that folks can know what tool you're using? I've been using Pablo, so just like finding an image and it's really easy to use and then you can just put a quote. There's also places where you can find quotes from all sorts of famous writers and philosophers. And so it's all pretty, pretty accessible and can be fun. It's a creative expression also. Yeah, totally. That's great. And when it comes to your writing, which you've been doing for a while and has this has a lot of meaningful meaning for you and of course for the people who read it. What guidance do you have there? What have you written about? You've written about so many different things, but have you noticed what tends to get more of a more of an interest from your audience? Yeah. I think there's a lot in the title. It's really important, the kind of title that you put and something that maybe gives them, gives them, what do I want to say, like something they can do, like something that they can apply. And also that your writing is relatable. Share from your own direct experience. Be vulnerable. Be transparent. I mean, I will often write about things like experiences I've had in different relationships, whether intimate relationships or my relationship with my daughter, who's 11, and I share what happened and also what I learned. I feel like it's really important to bring home the lesson that you got some kind of insight. And this is what helped you because we're all human. We're all sort of like fumbling through in the dark. And so it's good to know that other people are having the same experience. So I think people really want to want to feel like, oh, yeah, you went through that.  Wow. And you went through that too. Okay. I feel, I feel better. Like I'm my human more so that we can become more accepting of our, of our humanness and make more space for us to make mistakes and learn about ourselves, learn about life. Yeah. That's great, great advice. I'm wondering if somebody is thinking, how do I know? First of all, how do I dare be vulnerable? Number one, but number two is how do I know when it's too vulnerable or, you know, any guidance there from your own experience? What have you seen to be a good way of doing that? That's a good question. I mean, I think especially on social media, I see, I see and have seen lots of people sharing and sort of in their process on Facebook. And I am not someone who's choosing to do that as just in terms of who I am. I feel like it's, it's more useful. It feels useful to be vulnerable and show that, that you made it out the other side. Unless you want everybody's input about, you know, how to get through a hard time. And if you're putting yourself out as a professional, that might not be the kind of most useful position to take. So I think it's like, it's like, are you, is it just be clear what you're doing? Are you putting, are you sharing as a way to say, Hey, I'm human, I, I struggle. And this is what helped me to get through it. This is what I leaned into in myself. These are the tools that really supported me as I went through this bumpy period of, you know, going through a divorce or dealing with the death of a parent or whatever these human challenges that we come up with or that we, that we live through. So yeah, I feel like it's really important to sense into what is your intention when you're putting yourself out on social media, especially. And I also publish things on medium and Thrive Global. And yeah, I think that the most important thing is to just be real, just be real and also show, like give people, give people something they can hold on to, like, all right, this is, this helped. You made it through that. I can make it through this. Yeah, that's great. So speaking of helping others get through it, that's the part of the work you do. And I'd love to, as we kind of end this conversation, can you share with people more about this integration of these different modalities that you do and how you invite people to work with you? Okay, great. Thank you for asking. Yeah, I feel like in my work with people, I assist them to really find their way home, like if you want to find your way home to yourself and feel good in your own skin and know who you are and learn how to really trust yourself at the deepest level, that's kind of what I help people with. And in doing so, we ferret out the places where the inner critic is showing up and where self-sabotage is occurring and places where we really, where we're still believing we're someone from the past. So we take time to unhook from past conditioning, past beliefs, I'm not good enough, I can only do this, I'm only worth this, these kinds of limiting beliefs. So we free ourselves from limiting beliefs and we land in the present time experience of who we really are and how to walk as our radiant whole selves.  And that said, there's a lot of pragmatism to that too, creating structures, doing practices, sort of like how to navigate the life has an expanded component and a dropping in component and also, okay, so am I going to bed at the same time every night? Am I eating good food? Am I taking time to slow down and really tend to myself and create balance in my life? So I work on all those different levels with people. Very good. And you are able to work virtually with people. They don't have to come to your Bay Area office. And one other thing before we go is one of the things that's unique about your work is you bring in a lot of somatic wisdom. What does that mean? I mean, I think a lot of people probably have heard of it, but how do you define that or how do you give us some perspective on that? Great question. Yes, I do work virtually with people and somatic wisdom is being able to feel what's happening in my body. The body is sending us signals all the time. Simple thing. Oh, I'm hungry or I'm thirsty or I need to rest or what have you. So because a lot of us, especially with all the computers and all the engagement that we that we do, it's a lot up in our heads. And so we are we are more than our we are more than our heads. We are also our heads and we are more than our heads. So how to really include a deeper sense of knowing that comes from literally what am I sensing in my body? What is the feeling? What is the physical sensation of hunger?   And so these this is information that we can use to respond to ourselves and people and things in our lives. Beautiful. So those watching this, if you're interested in learning more from Padma, I will put the links in the notes of the video that go to her Facebook presence, as well as her writings on our website and also Thrive Global.  So I could just send people to your website, I'm guessing. Yes. Yeah. And you know, contact her if you are interested. And you have a couple of online courses. So we'll we'll put the links to that too. Great. Yes. Thank you. Yeah. So anything else, Padma, before we head out? Yeah, all I would say is be kind to yourself. Love yourself, take take time to really tend to yourself as you're doing your work. And because really, I think what what people respond to is what we're transmitting, as well as what we're posting and doing, where they're responding to the feeling. So the feeling of what you're putting out is really important. And also that whatever you're thinking, project, project the positive because matter follows thought. So think good, think good thoughts, intend, intend for the highest good for one and all. Wonderful. That's a great way of ending this conversation. Thank you so much, Padma. Thank you, George. Thanks for your great questions and all your positive energy. Thanks.


What's up everybody last break of the night guys 2015 16 penny me prison basketball five box blaster break two random teams each number two And again class is loaded all these players are possible all stars this year guys Nikolai Jokic Devon Booker Chris Alforzinga's Janjula Russell Cronenny Towns and not to mention chances a huge vet silver that sell for big money guys Just remember no veteran base will ship but the silvers inserts short prints anything like that and then of course if it's like LeBron and Yonah Siwill So good luck guys Let's do the break here Adam Kelly down to DJ last Bob module and you got Hawks down to the Wizards Dice roll it and we got ourself snake eyes two times Good luck one Two Shawn down to Greg Snake guys now here again one and two Thunder down at the Troy Pistons So the Thunder as well as the Mavericks John with the Raptors Christopher with the Hawks Natalie with the pastures John with the jazz So the nets John with the Hornets DJ of the Wizards John with the heat Matthew the Magic Greg with the Kings Shawn the calves Adam with the Knicks Matthew the Celtics Christopher the Grizzlies John you have the Suns and Lakers Christopher with the Golden State Wars Natalie with the Pelicans Greg get the Bucks and Troll Blazers Matthew the 76er DJ of the Clippers Christopher with the Spurs Matthew with the Bulls John the T Wolves and Nuggets Adam with the Rockets and Greg with the Detroit Pistons So and if anybody wants to trade I'll give you guys about a minute if not we are closing the trade window and we are ripping All right guys All right five boxes are there guys All right guys. Good luck. All right guys. There you go five boxes These are the break right here. Good luck Gonna Steph Curry silver Sure, it probably sells pretty well They're gonna say war is gonna Christopher I've been Macklemore young Jordan Green Justice Winslow and Duran Hillyard dirt green Carl Andre August saw Patrick Beverly silver Wayne Allenton a Rakhine Christmas silver for Indiana Montrez Harrow Rookie silver Houston Rockets edition I don't Kelly with that one. I'll penny Steve all these Is it Thomas Bogot some white-type silver Marcus Cousins Dirk cheeks Offeroo Camino And the last one here. Good luck guys The Angelo Russell Kevin Looney to the old before Aaron a follow Kelly Olnick Aaron Harrison rated rookie or sorry rookie not rated John Stockton silver and a Marcus salt There you go. All those will be panicked as well couple silvers a couple silver rookies Steph Curry there Appreciate it guys. This was 15 16 painting prison basketball five box blaster break two round teams each number two number three should be posted Later tonight. If not early tomorrow guys appreciate it. Jasky's case brings calm


Welcome to episode 2 of Sportsman's Behind the Glass. We are back in our lamination department and last episode we focused on hull construction. Now it's time for us to focus on our stringer system. So let's take a look at what's behind the glass. The stringer is the spine of the boat. It sits between the deck and the hull providing the necessary support while housing all of the important components built into modern boats. Each sportsman model has a designated stringer engineered to be an exact match and provide the necessary support. All of our stringers are fully structural fiberglass parts that require no foam for rigidity. To start building the stringers we use a mold same as what we do with our hulls and it all begins with the gel coat layer. This extra added benefit provides a finished interior when you open a hatch or look inside the bilge. Once the gel coat has cured the team starts building the fiberglass layers to a specified thickness. Next composite materials are applied in strategic areas for added strength. We will finish up this part by hand laying bulk fiberglass and trimming any excess. To finish this layer the team uses special rollers to penetrate and release any trapped air for an air void free part. With the introduction of our larger models we've also developed our preparatory full-grid stringer system. A full-grid stringer system has 360 degrees of contact and support to the hull. The increased surface area brings immense hull strength on larger boats with higher horsepower requirements. Let's take a quick pause here and take a look at some of the features that are built into our stringers. As far as design goes both for our traditional stringers as well as our new full-grid stringers design very similar. What you'll find are different cavities that are designed for different things. For example this back area here this is the bilge area notice how it's completely gel coated over. It makes it really easy to clean and really nice to see whenever you open your bilge. In front of that we do have a cavity here which will end up being the fuel tank cavity and forward of that we have additional storage as well as space for the anchor road. A very important thing that we have built into our stringers is support for our side entry doors. Notice this additional knee that comes up to make sure that we have the necessary support of that. We also have built-in in-floor boxes. Now the cavities they are foam filled. These are called bulkheads and in the case of the stringer they serve as additional flotation but in the case of the boxes they actually serve as the installation to make sure that those boxes stay nice and cool. Now in contrast I am standing inside one of our full-grid stringer systems that we use in our larger models. Now as far as design goes you still have a bilge cavity you still have in-floor boxes, fuel tank cavity and so on and so forth so very very similar. However the big difference is notice how all throughout the entire hall we have 360 degrees of contact and the contact is much higher up on the hall size. What this allows us to do is take the energy being transferred up the boat and immediately dissipated up the hall size giving you a softer and smoother ride. This new design also features a class-leading designed-in sea-keeper pod. This places the sea-keeper centerline for even weight distribution and down low in the hall for the strongest stabilization effect. Additionally we've designed a total access compartment for easy maintenance. For the ultimate installation platform we laminate solid aluminum blocks into every single sea-keeper ready boat. Once lamination has been completed the stringer will be pulled out of the mold and precision trimmed inside a cut and grind booth. Next it's time for us to marry the hull and the stringer. To do this the stringer is lowered into the hull where a technician will trace the entire stringer to show the outline where we will apply the chemical bonding agent. We use an aerospace grade adhesive called methamethacrylate. Using a special application gun the technician applies a thick bead along the traced area. This process chemically etches and permanently bonds both parts. After curing time is complete the unitized hull and stringer is finally pulled out of the mold revealing the beautiful finish on the hull side. With the two parts now permanently attached the empty cavity between the stringer and the hull is filled with a closed cell foam. An added benefit to our strong design is that the foam is not serving any structural support and it's just additional flotation. This foam also serves as an incredible insulator for our in-deck fish boxes which are built into the stringer system. Later in the process this stringer will serve as the grid to install essential components like the fuel tank, pumps, in-floor fish boxes and much more. Thank you for taking the time today to take a look at our stringer construction. This is part of our SportTech advanced fabrication process. This proprietary combination of processes and materials yields the best results each step of the way and has been thoroughly tested for durability, longevity and finish. All sportsmen both feature 100% composite construction with zero wood. Join us in our next episode for another installment of Sportsman's Behind the Glass where we take an in-depth look at how we build our decks. From Somerville, South Carolina, my name is Victor and thank you for watching.


The President of the Republic of South Africa, His Excellency, Mr. Cyril Ramaphosa, Minister of Telecommunications and Postal Services, Dr. Sia Bongo Tule, Honourable Ministers and Deputy Ministers, the Secretary General of the ITU, Mr. Zau, and all Heads of Regional and International Organisations, the Acting Premier of Cozzullo Natale, Mr. Cicile Zicalala, Honourable Members of Parliament, Members of the Diplomatic Community, Dignitaries, Fellow Business Colleagues, Ladies and Gentlemen. It is an honour for me on behalf of MTN Group to welcome you to the ITU World Telecom and Exhibition Conference 2018. As MTN, we are very proud of our partnership with the Government of South Africa to bring this conference to Africa for the first time. We are excited about the engagements that will take place here between governments, industry experts and other representatives from around the world on the victories and challenges of the ICT sector. As proud citizens of Africa, we are also excited to showcase the beautiful city of Etiquini, our beloved South Africa, and the proud Africa that is home to so many of us. MTN's theme for this conference is, anything is possible when we are connected. This stems from our company's core belief that everyone deserves the benefits of a modern connected life. Since my appointment as MTN Group CEO, I have been travelling to MTN's different operations and I have been able to see the impact of mobile connectivity across our sub-Saharan and Middle Eastern markets. I have also seen the real impact of mobile solutions enabled by data and how this is changing the lives of people across all our markets. According to the GSMA, the global mobile subscriber base is expected to increase by nearly 1 billion people in the next few years, having surpassed the 5 billion connected people in 2017. However, despite significant mobile internet penetration growth in recent years, nearly 2 billion of the 5 billion mobile subscribers do not benefit from connectivity. That is, they are unable to enjoy the social and economic benefits of the power of the internet. Great efforts are therefore needed to heed the call of organisations such as the ITU to bridge the digital divide and foster a digital inclusive world. We cannot tackle the challenges of bridging the digital divide without addressing barriers around coverage, affordability and access of handsets and services, and the education of our users. This endeavour is too complex to be addressed solely by governments or operators or civil society. This needs to be a shared goal. We must all work together for connectivity. I wish you all an insightful and rewarding conference. Thank you.


typical action that we would expect for the month of August and really something that we could probably expect for the next 60 days almost. So, Orin shared something similar to this. I want to share it with the rest of you guys here is, this is, let me just zoom in to make sure that this is visible on the recording. So, the two months out of the year from the years 1980 to 2018 granted, you know, we didn't have coronavirus pandemic. It was a different time, but we did experience several market corrections that were pretty violent between those years. And that is, you know, it's helpful. And this goes back to the previous discussion that I had regarding seasonality. So, if you guys remember seasonality trades were, you know, the Santa Claus rally that's tax loss selling, there's the summer lull, which you can see in June. June is typically a flat month. I don't know what the monthly returns were for the S&P in June, but this year, I actually, I don't know what it was, but August and September, right here, for the next two months, the markets tend to chop around or favor the downside. Granted, look, I mean, these are not huge, like these are not big negative percent returns. So, you don't really have to, you know, think that, oh no, we're going down, down, down, down, down, there's nowhere to go. So, that's not to say that we can't chop around, but it's probably going to become more more difficult. So, if we look at the spy for the month of June, which is usually flat, we opened up here, closed there. So, that's like what, one percent? Or sorry, not one percent. Just like two percent, maybe. No, one percent. Anyway, so somewhere in there, maybe, I don't really care about the percentage too much. I'm obviously failing to do simple math all of a sudden, but I think it's two percent. I don't know. It's going to bug me, but it doesn't matter. So, for the month of June of 2021, we were rather green in the markets, whereas normally seasonality, whatever the, I don't know. What's up, Kike? Today, we had a very, very drastic pullback in the markets right before zombie times. And I still, to this exact moment, don't know what the news was related to this. I saw some people were talking about the bond market, the 20-year treasury bond stuff. I honestly have no earthly idea what exactly caused the panic. Oh, there it is. There we go. Oops, not crossover. Dang it. There it is, RSI. So, RSI link 14, overbought, oversold based on the close as value. And what I like to do is less than or equal to and I'll just say value. And I put 31 within one bars and then click save. And then daily, right there, I just leave that where it's at and I just go with okay. And then click create. And now that is there and I will know if it's triggered or not. And I think Uber's is short near 50. Maybe it is. No, no, I'm out on that plan. If this thing bounces back from the 40s all the way up to 50, I think you missed out on a really great long and waited for a really crappy short. So, yeah, I'm not a fan of the 50 show. I see why though. I mean, I see all the resistance at 50. I can see why you're picking that line. But I think what you're trying to say is you think 50 is a good sell target for all the dip buys down here. And that would be the plan I would agree with. But I wouldn't be waiting on just just waiting to short at 50, because by the time that that happens, the market could be going against you entirely. And yeah, so yeah, we got earnings. And it looks like Uber beat. Did they beat? Yeah, they beat. And I don't know why they did, but yeah, they beat. That was last week, wasn't it? Yeah, that was last week. So I like Amazon the most in terms of opportunity. Obviously, I've already got PayPal and everything loaded up and ready to go. PYPL. So same thing. PayPal almost did it. I mean, this is the setup right here, guys, like this big panic sell off touches RSI almost there, man. It almost did it. It almost did it. And then you get this rally from 270 to 280.  And PayPal has never been a big winner for me, because it's just so wild. But it's got the potential.  So I don't know if I'm going to even go with Spotify on that idea because of just the fact that, look, I mean, historically speaking, buying it when it gets oversold has not been a terrible idea. And so same situation over here, not a terrible idea, rather flat. Same here. Then we got the balance and now it's like not convinced. First Green Day on AMD. Not great opportunity there. What is it? LVS Sands? What is this like a travel company or something? It's a Sandals Jamaica and Michael and Jan are going to go on vacation. Las Vegas Sands. Okay. Thank you so much for watching our video. If you want to see more of our videos, please subscribe to our YouTube channel by clicking the button here. We do our best to post a new video every single day. If you have any questions about MIC or any general trading questions, please text Tosh using the number here. Also, stay up to date by watching some of our most recent videos right over here.


Hey, this is Brett and this 2018 Chevy Silverado 2500 Crew Cab Short Box LT1 is stock number 1-2-6-1-7-Z. We are here at Summit Automotive in Fond du Lac, Wisconsin. You're new and used heavy-duty truck headquarters. This 2018 Chevy Silverado 2500 Crew Cab Short Box LT has the 6-liter V8 gas engine. This truck has been fully safety and inspected by our service shop per the state of Wisconsin inspection process. It has a fresh oil and filter change. All the fluids have been checked and topped off. And this truck is 100% ready to go, has four brand new tires as well. We're going to go all the way around in this video, inside, underneath, start it up and take a look under the hood. Black clear coat is the color and we shoot all of our videos in 4K. So if you have HD capabilities on your computer, tablet, smartphone, or television, I highly recommend turning them on right now because it is your best way to check out the quality, condition, options, and cleanliness of the truck before seeing it in person. And if you like the video and how we do things here at Summit Automotive, which we do each and every day, you can subscribe to our YouTube channel in the lower right hand part of the screen. Click that and then click the bell notifications and you'll get updates on the videos we do each and every day here at Summit Automotive. This one comes with the 18-inch painted gloss black alloy rims and it has brand new Lofen X-Fit AT tires. These are LT27565R18s. They have all the tread left on. Still have the little wear knobs on there. We put those on in our safety inspection. Frame and underbody is in very nice clean condition, very little corrosion on there and it does have the Rancho Shocks part of that Z71 off-road package. Front fender is absolutely perfect and Sini Denser dings on there. It does come with the projector lamp headlamps, the factory fog lights, and the front bumper parking sensors on there. Front bumper is in fantastic condition as well. And you do get the chrome-trimmed Z71 grille as well as the blacked-out Chevy emblem. And I believe this one has the midnight edition on it, but I really don't have a way to verify that other than being able to tell you that it has the black rims and the blacked-out Chevy logos. Passenger side front fender is in excellent condition as well, no dents or dings on there. And the passenger side front rim, no scuffs or scrapes. As you go down this side of this 2018 Chevy Silverado 2500, take note of how clean that body is, how reflective and mirror-like that paint is. We take these HD videos so if you are far away or even if you're close by and just cannot make the trip down but you're still interested in purchasing the truck, you can see the truck, hear the truck, and have confidence in the vehicle that you're looking at before you even get here. So when you do get here, there's absolutely no surprises and you can make a smart and informed buying decision from wherever you're at. And if this video helps you make that decision, let your salesman know that you saw the video, that it was helpful, and that Brett sent you. Very nice on that side. Passenger side rear rim, no scuffs or scrapes, and the back tires are brand new as well. Frame and underbody is in very nice condition. Get those Z71 shocks back here, Rancho shocks back here as well, has all the remaining factory exhaust, and you can see just how nice it is underneath here. Lower rockers and cab corners also look really good. I didn't see any corrosion on them either. Does come with a set of aftermarket paint step bars, and down the rest of the side of the truck looks really, really good. Coming around to the back, rear bumpers in gray shape, does have the full towing package which includes a receiver hitch, four pin and seven pin wiring. Rear bumper steps, parking sensors, the tailgate is in fantastic condition as well. Bed has a very nice spray and bed liner. You get the LED bed lighting, you turn those on with your cargo lamps, and there's one on each side. The bed's in excellent condition, I didn't see any major dents or dings back here. And that bed liner goes on to the tailgate as well. Has a shock down assist tailgate, so it's never going to slam down on you. Then coming around to the driver's side, just as clean as that passenger side, no major dents or dings in the box, and for full disclosure, this back rim is in excellent shape as well. Down the rest of the side of the truck and the cab all look really good, doors look really good, and just look at how mirror like that paint is, I mean this truck is in excellent shape. Someone comes with the telescopic tow mirrors, built in directional signals, LED side lights, they telescope out like so, they fold in like that. Inside the LT1 package gives you the black leather interior, 40-20-40 split-bend seating in the front, no rips or tears on the seats, smells very clean inside this truck. You get power driver seat, factory all-weather floor mats in the front, auto headlamps turned out four-wheel drive tilt, telescopic steering wheel, factory brake controller, power windows, power locks, power mirrors, you get the Z71 trim on there, and it does come with the Bose sound system. We'll hop inside, check out the miles radio, and everything that this truck has to offer on the interior. You can see that this one has 49,000, 318 miles, you do get the digital spinometer, the Z71 instrument cluster on there, comes with the leather-wrapped steering wheel, Bluetooth and information center controls on the right, cruise controls on the left, and it does come with the six-speed automatic transmission with the optional tap shift. It comes with the Chevy MyLink radio, AM FM, and Sirius XM radio capabilities, this is also where your backup camera shows up, CD player, heated seat buttons, dual climate controls, stability control, cargo lamps, that's also how you turn on your LED side lights and the LED bed lighting, parking sensors, you can turn those off and on, downhill sys control, and then down here, you have a 12-volt power point in addition to a 110-volt, 150-watt plug-in. Carpeting and passenger side floor mat are in excellent condition as well, no rips or tears on there, and the headliner is in really nice, clean condition, I didn't see any rips or tears on that, smells very clean inside this truck, you get map lights up there and on-starring SOS buttons in that rearview mirror. We'll take a quick look at the back seats, and then we'll start it up and take a look under the hood. Back seats are just as clean as front seats, no rips or tears, back here it does have the latch, child safety system for any child car seats you may have, fixed glass rear window with built-in rear defrost, seats are in excellent shape, they do fold up like so, and no rips or tears on the carpeting back here, and it does come with a set of all other formats back here as well. Bottoms of the doors all look really good on this truck. And we'll start it up and take a look under the hood, I'll show you those LED lights in the bed right there, and then the LED satellites on those mirrors are extremely bright, I'll show you the VIN sticker here, and then the tire and loading information sticker right there. Alright, we'll start it up, take a look under the hood, starts right up, no check engine lights or anything like that. I would personally like to thank you for checking out the video today, and hopefully from this HD video you've been able to verify the quality and condition of this truck all the way around, she's in fantastic condition. Under the hood we have the 6-liter V8 gas engine, engine bay is very clean, runs very smooth, once again this truck has been fully safety and inspected by our service shop, has a fresh oil and filter change, all the fluid tabs have been checked and topped off, has 4 brand new tires, and this truck is 100% ready to go, there is your emissions sticker, and I would highly recommend this truck from a quality and condition standpoint. And to see more pictures of this 2018 Chevy Silverado 2500 Crew Cab Short Box LT1 Z71 in Black Perico, you can go to that website right there, www.summitauto.com, full pictures and descriptions of every single vehicle from 2 locations, all at www.summitauto.com and if you'd like to check out more HD videos, you can go to www.youtube.com slash www.summitauto.com remember to like, subscribe, and share. On this video and all the videos that you see there, click the bell notifications, you'll get updates on the videos we do each and every day here at Summit Automotive. In fact, in a second you will see a link to subscribe to our YouTube channel on the upper left. Link to more Silverado 2500 truck videos like this one on the upper right, a link to this vehicle on our website on the lower left, and a link to one of our latest YouTube videos on the lower right, click those, check us out, and we're super excited to be offering this Ultra Clean 2018 Chevy Silverado 2500 Crew Cab Short Box LT1 Z71 in Black Perico. Thanks again for checking out the video, remember to like, subscribe, and share.


Well look rest or DC chat. Don't we give me pep tops girl uppercut lightning bolt lightning bolt keep in his leg Yes, I do have the sharpen hammers I'm not gonna do it It was my last two For after resupply I didn't take that much damage there my fireproof mantle. I wore off to My frames Okay, I that was obvious, but I had no time In my brain left Good time is sharpening. All right, let's shift gears to support here. Actually, that's all I have I'm out of all my powders That's what I thought I do I try to knock you up there. I Don't have any more flashes Okay, so that's not the move the move is when he okay. I'm good now I think I need to resupply Reset on bugs All right, Jake man Have a good good rest These guys are playing the bombs. Is he sleep? I don't care about the car on these first kills Nah, dude Kill him. I'll be I'll be fighting him many more times Crap, I took off my cool drink. I Got this guy. Nobody hit the bomb That's kind of funny.  I got Carrie so hard I was running around getting carried Two down. That was my first First victory The last time we followed we died like the first two minutes and then we'd laugh to left So that was like my second time fighting them. Oh, hi commendation. I got two of them Wow Don't get me any of those Yeah, boy, they're pretty common blaze you Bring lots of no berries especially will reduce your maximum health happen to you cure it Uh, okay, I don't think I have raw materials from all bears. I have no berries, but Fine, I'd have to get the crafting materials in my inventory by the way No berries and no berries. Oh, that's right. I'm tired items already harvest. Just take a look at the Good work Bump bump bump bump bump bump bump. You've had a big day understandable. Yeah, it's been it's been crazy Yeah, I have a the maximum you can take is 10, right? Yeah, and I've got 60 in my pack So let's just go and do it Is this do it should I keep a nerca gante hammer for the same reasons as the other guy? Me as my decos. I don't think I do Nope, I doth not have the me as my deco. So we'll have to suffer Any type of mantles I should bring what is what is this guy's element?  We don't have to worry about dung For elders, right? Yeah All right, let's go Session ideas in chat. Let's check on my plants See if I can make some armor potions Uh-huh 13 out of 30 I'm doing it. No, I'm not Crap, I have I have no choice now I don't want to commit. I got all this going on over here.  I'm just talking about this whole session Yeah, I know how to do it. I'm just tired of doing that. I've been doing it all night I've had to reset the session at least 15 times it's kind of getting out of hand now This is the worst I've ever had it happen it gets it wears you down man.  I'll play with the pig while you guys join Why am I dropping frames in town? I Am getting the pig. All right, let's just start it run out of time Has posted a quest. I got a view of cutscene. Oh, I do. Okay, but you guys will be in session on deck. So Kill me.  I don't even care. It's fine to me Cutscene hype chat bump bump bump bump bump bump bump. All right guys, we're making progress Open sesame. Yay cutscene hyper My character has the derpies What this in the bones does have a scale. Oh, it's a gear us What you look in there? What you look in there? You want some of this? This is your town now.  We're gonna take her out. What are you doing boss? Stop it. Wait. No But no Don't do this. We got the old boss. We had it. No Somehow our dragon is in all that Wait, it's got two. Oh That nanny that real nanny.  No interruption Y'all can join me Y'all can join me anytime The pain the pain the pain is coming the pain the pain What is he puking? Oh I had one See what had happened. Well, ain't nobody won't teach me about null bears I asked chat what they split it while I was supposed to do ain't nobody's seen it Ain't nobody say a word. I was like man. Well, that's what they have They's like no, you good one and you don't need anything else. What is making that sound? That's nasty. I'm gonna tell mama wait. Why do I plunder blade as a skill?  I have no help wait a minute. I need to heal the pain I did eat it. Okay. I did it don't hear something funny I got like I got barely got enough mega potions Nobody can join my SOS. Are you kidding me?   I don't expect to To impress but I'm learning this is a song of learning. Oh, he's ready. So you can't stand in this That acid you got it. I should be flashing more Wait a minute.   I said the pain is great.  Okay, what lightning ball? I got it on my shirt. I got it on my shirt.     No over now The head that head Okay, that's that's bad. I'm gonna go over here


Hikibon.org, I'm with John Furrier. This is SiliconANGLE's continuous coverage of Oracle OpenWorld 2011. John, another great day here. We had tons of traffic on the Cube. Yeah, we're over 200,000 views today. No, 300,000 views yesterday and today. Big response to Oracle OpenWorld. The tech industry's watching this interest in Larry Ellison, the billionaire yacht racer. You know, I got to say Larry Ellison is great to see him kicking around, and still kicking in the keynote, doing great. Larry Ellison brought, not people don't know this, but he brought the America's Cup to San Francisco. Big advocate to bring the America's Cup, which is the global sailing race here to San Francisco. And what no better place, San Francisco, is an amazing location for sailing. Can San Francisco handle the kind of volume I see of the people? We've seen them shut down the streets here, so I guess it's a dry run for the America's Cup. But Larry is a great billionaire. He's got a swagger. He's got a cockiness to him. He comes out, he's a competitive person, and clear that DNA is all through Oracle. And what we're seeing, Mark Hurd, who's this lieutenant executing, it's all about the collaboration message, which is all, that's what they have to say. They sell ERP, CRM software. Obviously on the code base, they want exa everything. One code base, that's what they're pushing, performance, and bringing sun as a performance indicator there as well. And then overlaying that with Java once at the same time is key component. And three, finally the competition. Oracle's not afraid to take the gloves off from the competition. And Larry will fight until they get disrupted. Oracle, if you look at this picture, that's Oracle in the future, going to be disrupted by an open source and the competition. So watch this slow motion, Oracle, the incumbent 800 pound gorilla falling over right there, boom. Okay, I predict Oracle's going to be disrupted. And then Mark Andreessen, who was quoted as saying, not one of his single companies actually use Oracle. And so Dave, I know you're going to give me the $12 billion in free cash flow, but that could be Oracle's future. Can you run that clip one more time? I mean, let's do that one more time. This is Oracle's future right here. If they don't truly get their act together, this could be Oracle's future. And by getting your act together, you mean getting more open source? No, by jamming exa down everyone's throat. So, let's see how that one code base will work. Is Larry getting into the boat right there? All right, so Dave, that's a wrap day too. We can just run that over and over again. I think that's a great theme for the day and get Larry's keynote going. We should run that picture in picture during Larry's keynote. A replay of Larry's keynote. Boom. All right, how about that? Every time he says exa anything, we play that clip. Play that, next slide please. Yeah. Gotta love it, Larry Ells. Larry, we love you. Come on theCUBE anytime. Actually, I got an email from their PR person. Larry wants to come on theCUBE tomorrow at one o'clock Pacific, so. Just before his keynote. Larry, there'll be a spot here. We'll be waiting for you. We'll keep the mic open. Come on theCUBE. Looking forward to having you. Come on, you can dance with us, Larry. Right down here at theCUBE logic booth, Larry. Come on in. All right, it's a wrap for day two. Okay everyone, John Furrier and Dave Vellante signing out of the great.


Join WJC-T public media and Mosh for a screening of Good Night Appie, Sunday, April 30th at 2 p.m. at the WJC-T Studios. The film follows Opportunity, the Mars exploration rover affectionately dubbed Appie by her creators and scientists at NASA. Appie was originally expected to live for only 90 days, but she ultimately explored Mars for nearly 15 years. Reservations at wjct.org slash events. WJC-T Studios


10 Signs You're Approaching Diabetes. Based on an article published by Frontiers in Bioengineering and Biotechnology. 1. Persistent Hunger and Sugar Cravings. If you find yourself constantly hungry and craving sugary foods, it could be an early indicator of diabetes. 2. Blurry Vision. Experiencing a gradual onset of blurred vision may be a sign of impending diabetes. 3. Tingling Sensations, Numbness, or Pain. In limbs, unexplained, tingling numbness or pain in your limbs might be a signal that your health is at risk. 4. Frequent Infections. Frequent occurrences of oral, respiratory, or urinary tract infections may indicate a potential problem. 5. Excessive Thirst and Sugar-Sweetened Drink. Cravings, an unquenchable thirst or an intense desire for sugary beverages could be a red flag. 6. Skin Discoloration and Tags. The presence of skin pigmentation, dark patches, or skin tags around your neck, armpits, and joint areas may be a sign of concern. 7. Increased Belly Fat. If you notice an expanding waistline, especially if it's more than half of your height, it's time to pay attention. 8. Swollen Feet. Swelling in the feet due to water retention should not be ignored. 9. Dry or Cracked Heels. Persistent dry or cracked heels can be a symptom to watch out for. 10. Persistent Fatigue. Feeling constantly tired. Experiencing fatigue after meals. Waking up tired and feeling puffy could be cause for concern. Even though your blood glucose levels remain within the normal range, if your insulin levels are consistently high, these symptoms may persist. Elevated insulin levels are the underlying cause of these warning signs as you approach diabetes. Type 2 diabetes occurs when insulin levels reach a point where they can no longer effectively regulate your blood sugar, leading to elevated blood glucose levels. To prevent the onset of type 2 diabetes, it's crucial to address the root cause by lowering insulin levels and effectively managing insulin. Lowering your insulin levels will enable better control of your blood sugar, ultimately preventing the progression towards type 2 diabetes. I also want to make it clear that this does not qualify as medical guidance.