Good afternoon and thanks for joining us in likable science here on Think Tech Hawaii. I'm your host Ethan Allen and with me today on likable science are Joanne Cogbel and Kaikulini McCarthy both from Shyamalan University, a biology faculty member and a student. And we're going to be talking about Shyamalan and particularly how Shyamalan really supports its students through a very intrusive advising experience sometimes it's referred to. Before we do that I want to sort of make a little metaphor here as or something I ran into the other day that I thought was pretty interesting. These ants, a particular species of ants in Africa exhibit a deep sort of caring for one another that has not at all been seen before. These ants will raid termite mounds to get termite grubs and eggs to eat and of course the termites defend their mounds and bite at the ants and in some cases it injures them very badly and injured ants will actually be picked up by their comrades and carried back to the nest and cared for by other nurse ants basically. These nurse ants actually lick their wounds and this apparently is very helpful. These ants recover a good deal 90% of the time whereas if they are too badly injured they won't let themselves be carried back and they end up dying but it's very interesting how sort of an intensive support system like that can actually be so helpful and when I saw that and was thinking about this show I was like oh there's a very little parallel there because Chaminade as I understand it does have very intensive support for its students right? Yes absolutely. So I mean most larger universities I mean I recall I saw my advisor a few times I would go in during office hours. Same for me. Intermittently yeah but I mean I've almost no memory of the person you know but it sounds like something's very different at Chaminade right? It's one of the benefits of being a small university I think. So maybe you can tell us a little bit about how you found Chaminade and what your experience was. Yes so I went to High School at Sacred Hearts Academy right across the street and so Chaminade was always familiar to me as well as the fact that both my brothers graduated from there and my mom obtained her master's from there and so that's why I decided to go to Chaminade but I had no idea what I wanted to major in so I picked biology since that was my favorite class in high school and freshman year I was lucky enough to have Dr. Cogbel as my biology professor and she took an interest in the freshman students and what we want to do with our careers as well as what do we just like in general to help guide us to what we eventually want to do and I told her that I was interested in science in the medical field and she encouraged me to try a summer research program and so I heated her advice and tried out for a program which I got into and then I went away to spend that summer but unfortunately didn't finish that. Well but you always learn something in these summer research experiences I used to run research experience for undergraduate program at University of Washington had students coming in every summer and yeah they had different experiences some loved it and went on some thought it was just so so and decided they were going to pursue other other things yeah some students couldn't hack the pressure of. I mean one of the things that I think all of us at Chaminade are very proud about Kaiklin in particular is although she was away she did reach out to us before she made the decision to come home it was the first time away and it was a little bit daunting I think and she reached out both to me and her current PI in the lab which is Dr. Claire Wright and it was about maybe four or five days of discussion back and forth we of course tried to convince her that she could do it but she decided to come home what we're really proud of her about and then I think why she's where she's at today is that she didn't let that experience stop her from trying again and reaching out and and pushing her comfort zone the following year and and it's been a great success for her. Yeah wonderful and so so this first summer you were you were at the National Institute of Diabetes Digested Diseases and Kidney Diseases or something is that the acronym? Yes I was at NIDDK for the summer working in this woman's lab who is actually a physicist and she got into biological research and so I spent the summer living in D.C. and working there and I had a really amazing time and experience that I wouldn't have otherwise been able to get. Right that's I mean it's the value of these kind of research experiences right that you can broaden your horizons you can go off and work on problems that you would otherwise never even know existed right and you really I mean firsthand experience in research is so valuable for students to get there's there's I think it's so different from being what she's saying the teaching lab like how would you compare your teaching labs which are all wonderful but how would you compare being in a teaching lab what for your regular classes as opposed to the the summer experiences you've had? I think in a teaching lab there's kind of more structure to things versus in the research world you see that nothing goes according to plan a lot of experiments don't work you have to think and troubleshoot through things that other people have never done and you do that very collaboratively with your PI and all those things but it's so different because you really have to think and put in extra time and so much other work. Right whereas you know you know sort of standard organized laboratory experience a lot of the bugs have been worked out right there may be a few variables that are going to jitter around but basically a whole lot of the sort of food fraud has been cut out. Yeah absolutely I mean we do especially at Shamanod in our upper division labs and we can do this because we're small we have come away a little bit from the more cookie cutter type of lab work to try to give all of our students an experiential learning experience that our students who go away get but it's still not the same right it's still a little bit more of a safe zone and and you don't have as much time they have other classes that they're worried about when they go away to these experiences that's all they're doing right and it broadens their horizons and lets them really see that what their professors are telling them in their classes have relevance in the real world yeah yeah that that authentic research and actual research getting involved in that is it can be really life-altering for some students and it can it can do so in a variety of ways now I've had students tell me after doing a summer RV experience you know I'm I'm quitting science now I'm going to go into law or whatever that's that's fine I mean better they do it then than they wait two years into graduate school and decide that no this really isn't working out and they've you know spent a lot more time and energy for something that's not not that they're liking so yeah we've had quite a few students a large portion of students come into biology and they're going to go to medical school you know that's I was the same way as an undergraduate student going to medical school I'd leave kai kalini you were going to go to medical school and we have a good portion of them that when they try research it was not what they expected and they end up kind of changing their focus some they love it but they say okay I actually never thought about doing research as a doctor I think I'm going to do that and they still want to go to medical school then we have our other students who realize you know I don't really have the mentality I think to be an MD and I think I want to do graduate school instead one of our students who are she's an alumni Devin Roster first her name she's currently an environmental planner in Michigan she got her master's over there she was one of these students who was all over the place she loved everything and she was part of our Hogan entrepreneurs program which is a certificate program that's an enrichment program for students who want to learn about business and it puts them in touch with Hawaii business owners and let them figure out how to start you know asking the questions of how do I you know pursue starting something up she loved that she goes I'll do my own business she wanted to go to medical school she wanted to go into the Peace Corps I mean at some point in her four years with us she was everywhere and she did do research with Dr. Helen Turner our dean and she loved that she was all I'm gonna get a PhD and it was her senior year I believe I took her with me to an undergraduate research conference so all of our students who do research we encourage them to send an abstract in the fall there are two conferences SACNIS and ABR CMS and we say pick one and then we find funding for them to go so they don't have to pay for it out of their pocket and I usually attend with them just to help navigate the whole process and they present a poster so they have a whole poster symposium they have professionals come around and ask them questions about their research and judge them and so they get kind of that real-world experience and she went with we said we want you to go she didn't have any research to present but we do every once in a while with some of our students we say we think this will benefit you because there's hundreds of federal government agencies there and graduate schools that are looking to recruit and they'll go in the exhibitors hall and listen at work let's get you out there and see all the opportunities and I'll never forget her coming back from that she she found herself at that conference and she goes I know what I want to do and and she had a love for the environment but she loved science and she loved policy and she goes that's I'm doing that I met these PhDs and these fields and this is what I'm going to go to graduate school for and she's doing it and she loves her job but I remember that aha moment for her that as an instructor and an advisor is really enriching and again this is this is a nice example of how this rich sort of student advising intrusive advising almost as it were is is a very powerful thing and it really helps give students that engaging those opportunities to engage and engage again and fine okay here's my love of science here my interest in policy and planning there and suddenly finding oh there's there's a fit here there's a fit right and without again getting away to a conference or another lab it'd be very hard-pressed to know that right especially being in Hawaii you know being in an island and we're a little bit isolated in ways and and students don't realize that the science that we do here is just as good as the science but they get to see that they get to feel some pride in where they come from as well exactly exactly I think we have some photos of some of the students and we can be just be bouncing these in and out as we continue our conversation here but it's a really you know there's a poster session that you were talking about and that's again that's a you've done this right you've presented it so talk a little bit about that that's I mean that's an interesting experience I always found as a student yeah so it's really interesting to be able to go and show and talk about what you've spent your summer doing or the semester anything like that and being able to be judged and so you can always do better and all those things and it's really a true test of things outside of lab how well do you communicate science how well do you know your project and you can talk about it to people who maybe aren't as familiar or aren't scientists and so that's a really interesting thing and we always have professors who go with us and they really prepare us and make sure that we know what we're talking about and we can actively present our research to other people it's a key aspect of science is the communication aspect and scientists unfortunately don't tend to get very much training in communication outside the narrow realm of writing scientific articles right I used to work with the graduate students at the University of Washington Center for Nanotechnology and have them do five-minute non-technical presentations and many have never done this yeah I've had the idea of well I've got five minutes I've limited three slides I can't use any jargon and I've got to somehow talk about my work and make it understandable and interesting I think some of the excitement for the students too is they're judged right but it's a very enriching and supportive environment they don't feel it's constructive and so when they get feedback from PhDs from all over the United States that is positive they feel like this is real it's not just Dr. Cogville trying to make me feel good or Dr. Wright trying to make me feel good someone else who's never met me before said this to me wow I can do this right and so it gives them a whole different level of confidence that we as their instructors are not able to give them sure no somebody comes up to you at a poster session starts asking probing questions and you're able to address their questions and and sort of talk to them from what it is you found out that we're looking to inform them that that's got to be I mean you know yeah that's that's enriching right that's that's empowering so Kai Kalina has enough experience now that she's going to her first professional conference in about 10 days oh excellent and she's been presenting and this is a conference that most of them will not be very many undergraduates there but her research was accepted as an abstract and she will be giving a poster presentation there with postdocs and graduate students and other PhDs so we're very proud of her excellent excellent where where is this this conference is international so next year it's in Paris but this year it's closer to home in San Diego okay okay and for what organization um this is the society for reproductive investigation oh okay okay uh what we're into people who I actually knew I worked for a while in a reproductive biology lab so uh it's all kinds of interesting stuff this is their big their big conference for the year so excellent so you you also had a second um uh research experience right you went to stanford for a summer yes I was at stanford funded through amgen um so amgen has scholars all over the u.s and in japan that they fund every summer to do research and you can get other funding opportunities through them throughout your career but um I was at stanford working in the lab of um the man who basically founded hematopoietics themselves and so he's the father of hematopoiesis and that was a really interesting experience okay and what what sorts of things no I mean what what project did you do in that lab um basically what I was doing that lab is working on this sub-population of hematopoietics themselves that they discovered and understanding where it goes in the bone marrow and what it differentiates into so that we can better figure out what kind of treatments to give people who have leukemia or have to face chemotherapy for some sort of um bone marrow cancer excellent well we're going to dig more deeply into into your experiences shamanod's program when we come back uh kakalini mccarthy and julian cogbill or with me here from shamanod university i'm your host ethan alan and we'll take a brief break and then be back in one minute aloha i'm kelly akina and i'm here every other week on mondays at two o'clock p.m on think tech hawaii's hawaii together in hawaii together we talk with some of the most fascinating people in the islands about working together working together for a better economy government and society so i invite you into our conversation every other monday at two p.m on think tech hawaii broadcast network join us for hawaii together i'm kelly akina aloha hi i'm dave stevens the host of cyber underground uh every friday here at one p.m on think tech hawaii.com and then every episode is uploaded to the cyber underground that library of shows that you can see of mine on youtube.com and i hope you'll join us here every friday we have some topical discussions about why security matters and what could scare the absolute bejesus out of you if you just try to watch my show all the way through hope to see you next time on the cyber underground stay safe yeah and welcome back to the second half of our show here on likable science i'm ethan alan with me today our dr julian cogbill and kakalini mccarthy both from shamanod university uh biology faculty and a student and we're talking about shamanod's programs and ways they support students in getting authentic research experience and it's such a such an important thing students can easily in some places just sort of drift through an undergraduate career without really doing anything sort of really firsthand in science and it's great to see that shamanod really pushes holes pride supports absolutely in you know getting out there and getting into a real authentic lab doing actual first first hand research and it's gonna be a good experience on a lot of levels i mean you must have from your you had two different summer experiences can you talk a little bit about sort of what science skills you learned i think i learned a lot of science skills at those institutions that otherwise in an instructional lab you don't necessarily get exposed to and i think also a really important thing that i gained from those experiences is working with animals so working with model organisms instead of just cells although cells are exciting most undergraduates don't get to work with animals um and the kinds of research that you gain the different skill set is really interesting because otherwise you don't necessarily get exposed to that if you just go to class then go to your instructional lab you know and certainly i'm working with animals if you're going to be a biologist that's that's something you should get familiar with and it has a whole sort of set of things that come with that caring for the animals seeing the animals well being the rules and regulations are critical and presumably then at these conferences and presentations you've been learning some science communication skills too right yeah you definitely learn how to effectively communicate your science what you've done and you also learn how to network with other people and talking about different things that you can do i think another really great thing about these conferences is you can meet other people who you want to collaborate with or you talk about how your project fits into theirs and vice versa and so it's really interesting and you're able to collaborate and network in that sense as well yeah and that happens actually it's funny we're doing a project at prel out in the pacific islands uh the pi from the project was back at an nsf conference for others in the same program she met somebody who's doing all the parallel work in main and now now we're going to collaborate on on another proposal together to take this to the next level yeah i think i mean it's it's nice for the students because they see that there's all these people who are like me like doing the same thing and and it's not just the networking they get to make friends from other institutions that are their peers and the opportunities that they get to see programs because the colleges are there recruiting and for for graduate programs and medical school programs and programs that they never even heard of or thought of and career choices that they never even heard of that we although we try would not necessarily be able to bring to their attention right so it's it's so many different levels they go to at the conferences they have sessions for the students to learn how to better write personal statements learn how to do a good interview we all all the types of things they need to not just be good scientists but just to be good in the career field and and how to pursue whatever the next step is for them yes and give it given how competitive science funding is it's very important to learn those things absolutely um but yeah that that really the enrichment though of talking to other students and hearing about their work and then having these sort of aha moments about oh i see they're doing they're asking this sort of question i'm asking this sort of question maybe maybe their perspective can inform my my next set of questions that i'll do you know yeah absolutely yeah and and then those sort of serendipitous finding somebody who's working on very similar stuff to you and maybe one step ahead somewhere or one step behind yeah um and i think a really interesting thing that comes out of these conferences is also you realize at the end it's about presenting your research not just doing the research and you knowing what you're doing but being able to share with others and and you really gain appreciation for all the people who support you and get you there so like our professors we gain such an appreciation for them having the time to practice with us and for them pushing us to go away and spend our summer working instead of just at the beach and things like that so you really gain this appreciation for people pushing you to do things that otherwise you may not be interested in because sometimes the application process is a little daunting wouldn't you say you know and i think i mean as the student enrichment coordinator one of my roles is to just help demystify that process so they they do all the work still sometimes because all the information is out on the internet it's not magic anything that i do it's just helping them not be scared to attempt it um when they're writing their personal statements you know saying send it to me and then we'll go over and over and over again until your personal statement is you know beautiful otherwise they just kind of send it right and and those personal statements are really important so it sounds like you sort of you could think of it in terms of this uh popular term these days the equity right that is people start out at very different points and it's not not enough to give everyone a treatment you know right different people are still going to end up with very unequal things but absolutely you know people who need some yes there's people who would not don't have a strong academic background don't have a family history of academics to really help them and say you know here's some exception we have students that i mean and kai kalini's one of them i i don't question that she's going to be successful and she's going to get into a graduate program and she's going to do great things and i don't think any of our faculty do and we have quite a few students we're very fortunate shaman on to have some excellent students we have other students who are good but they lack confidence in themselves and they have to work a little harder to get the grades and you know that the smart kids right it's not that they're not smart but they don't see themselves as smart and i think them having that little extra face-to-face time the feeling that they can come to us one of our alumni mya corpus she just texted me three or four days ago to let me know where she's in her journey that was her word i wanted to just take in and let you know where i'm on my journey and she just got accepted to a phd program in pharmacy at usc and she was one of those students who we knew she was smart we knew she had it and she didn't have the confidence and we kept telling her no try this try that and she did it and she's like well i kind of like it i think go for it and she kept going for it and she graduated and was like i don't know i can't get into a program but we just kept encouraging her and then she was in a master's program at u h and she would come back and be like this is great i'm loving it and she graduated last year and she kept going and and i don't know you know i get emails from students at least all of us get one or two a year that say i just wanted to check in i'm at this program now and i'm so thankful for being at shaman odd and for what you know you did for me or what dr right did for me or the time you took i mean i you know i only one or two a year that i get but they make my year sure now you realize you have that profoundly really helped somebody it lets us know that what we think we're doing we're doing yeah and you're helping people really unlock their potential basically uh that they might not have been able to do that about your system so that's that's truly uh that's got to be very gratifying it is it is so so we're after you presented this uh conference what's what's your next step um well this is my final summer before i graduate and so i've decided to just stay here and finish up my project in the lab we publish um and then apply for programs and see what happens from there okay excellent excellent and what what uh have you you've hopefully by this time decide a little more of what direction you want to go within the vast field of biology right uh yeah so at this point i want to do md phd or phd i'm still figuring that out a bit but that's pretty much where i want to go excellent excellent it's very exciting stuff in that in that sort of interface between medicine absolutely chemical engineering people go with that and tie that into clinical work bioengineering it's just a hot field these days right yeah it's all kinds of different different ways you can take that and you can take a good life sciences background and move forward yeah yeah move move any even number of different directions so that's very exciting and it must be uh interesting for shaman on to track all their students we definitely track we we started a database in our department to try to keep track of where everybody goes and what they do um and we've been i think very successful not just phd and research we've got plenty of students who are going on a medical school uh and or professional jobs in industries that they want to be in so we're we're proud of what we're doing and and we're always trying to find ways to do it better and try to reach as many students as we can because like i said there's always those students who are going to succeed no matter what right so it's it's fighting it's supporting them and helping those who don't have as much confidence and kai kalini is talking about she does her summer research but we have a certain amount of positions throughout the year of what she's been fortunate enough to be part of with dr right to do research at shaman on throughout the year so she's had the benefit of not only going away but having year-long research experiences which is why she's at a place now where she could potentially be an author on a paper which is not often for an undergraduate to have that experience super and you should always seize those opportunities whenever you whenever you have that chance uh get your name into print you know does does a wonderful thing this absolutely one of my fellow graduate students got a soul a soul authorship in in science and your science as a graduate student absolutely exciting so she became the world's foremost expert on snail shell and how snail shells form wonderful you know one of the things that we're really getting excited about is the saknis conference yes which is i said a national undergraduate conference hawaii just won the bid to have it hosted here in 2019 dr haylani chang over at u h is on their board of directors and she has been for years trying to get them to convince them that hawaii is the place to have this conference and she brought together all the stakeholders shaman odd was lucky enough to be at that table they had the uh visitor's bureau was there she got kamehameha schools involved everyone in the u h system was at that table and uh we we made it happen so we're very excited because now i can in 2019 i'm not only going to have to take four or five students because we pay everything we pay airfare now it's here at home and and i'll be able to take that money that usually has to be divided among maybe five and we can maybe take 20 or 30 students and they're all going to get that experience at home plus the students who've already been to that will know how to help out at the conference that help make a successful conference to help all those conferences require a sort of huge it's a big effort i'm waiting for haylani to to call me and a couple of my colleagues here in the next year and started asking for some help getting that thing started i hear you know how that one goes certainly it's it's fascinating well i promised you i was going to do a quick off the wall thing here and so the time the time has come now so completely switching subjects so both of you in turn you can think about it if you could have the superpower of either being invisible or flying which would you choose and why invisible or flying what do you think i would choose flying because traffic is really bad good answer i don't know i'm a parent so i might want to be invisible so that i can you know kind of sneak in there and see what's going on and not just with my kids with my students too that might be beneficial that could be helpful that's wonderful well thank you so much i learned a lot today as i always do in the show it's great for more shamanod's programs wonderful to hear about your journey i thank you very much kakaluni mccarthy join cog bill from shamanod university i'm your host ethan alan and i hope you'll join us again next week on another episode of likable science


It's an honor and a pleasure to be actually opening this CubeCon. I never thought I'd be able to say that, but my name is Omri Gazeet. I'm the co-founder and CEO of Acerdo. Acerdo is a cloud-native authorization company, and we produced an open-source project called Topaz that uses OPA really heavily, the open policy agent. So we care a lot about secure software supply chains for OPA policies. Next, why should you care? What are these OPA policies? Well, these days in the cloud-native world, you use policies for a lot of different things. For example, Kubernetes Admission Control through the open-source project Gatekeeper. Use them to make sure that your config files obey a policy through a project called ConfTest. You can use OPA as a general decision engine as well. If you've never seen the OPA site, it looks like this. It's really pretty. You've got Vikings all over. And then you can also use it for projects like Topaz, which is an open-source project that Acerdo has, which is basically a, ooh, I guess I can't get to that screen. It's an open-source project for authorization for APIs and applications. Now what do you need a secure software supply chain for? Well, OPA policies are an important application artifact. And so you want to be able to build them into immutable images. You want to be able to sign them. But the native format for OPA policies is actually a tarball, which doesn't lend itself well to any of these things. So you really want to be able to package them up just like you do application code into an OCI image. And so you can do that using the Open Container Initiative. You want to be able to have a Docker-like workflow for these policies. So you want to be able to build them and tag them and push them and pull them, just like Docker containers. And so we have an open-source project called Open Policy Containers for that, OPCR for short. That's a CNCF Sandbox project. And finally, you want to be able to sign these containers and verify the signatures. Again, just like you can any other container, you do that using 6-door. So a bunch of different open-source projects to be able to do all of these things. And so now I will actually demonstrate what that workflow looks like. Now of course you can put this all in CICD, but I'm going to try to do this using a real demo as opposed to just some gist to increase the degree of difficulty here. So let's start with, let's see, the ability to create a new policy from a template. So we're using the policy CLI to do that here. Then I'm going to build a policy, build that from the local source directory. And this works just like Docker build. I can basically look at all the files that got created by the template. I can look at all the images that I have on my local system here. And then finally I can actually push that to a container registry, in this case the GHCR container registry. So building OPA policies into container images, super simple. The next piece of it is of course being able to sign it. And so I have gists for all of this stuff, but just again showing you what to do. It's literally as simple as just signing using cosine, this container image that I'm passing here as the one that I just created. And then I can verify the signature again using cosine. And so here I'm verifying that the container that I signed basically has that same signature using the public key file that I created with cosine. And lastly, if you want to see how to use these things, OPA speaks OCI natively now. We have that integrated into the OPA main project, so all you have to do is create a new config that has basically specifies the resource as an OCI image instead of a tar ball. And lastly, if you want to configure something like topaz, we actually have in topaz a very easy way to configure topaz using a command line. This will just basically create a config file with that policy. And I can even go bring up a console for topaz, go to the authorizers and check out all the modules here. And there they are, OPA modules. So that's basically all I had. I'm Omri. You can find me on all the socials. You can visit the OPCR booth on the pavilion. There is a booth for that as a project. And finally, stop by our booth M29 if you want one of these cool axolotl shirts or just to talk about authorization. Thank you so much. Thank you so much. Thank you so much.


That's absolutely ridiculous look at this two dogs on her lap Hello there. It's a real policing task force. My name is you know why I'm talking to you today, don't you? Yeah, I can't have two dogs on your lap It's a bit distracting one of them was out the window the other one was bouncing around the dash, you know Can you strain them? Yeah, of course. Okay. There is a monetary fine for yeah, there is a fine. There's no point Oh Any questions? Oh


I kind of like convinced me to go vegan. Oh, did I? Yeah, yeah. I watch all your videos and like the vegan gains and stuff. You watch vegan gains and... Yeah, vegan gains and yourself and like... Yeah, and all that stuff. How long have you been vegan for now? Around 18, 20 months. Six months. Work load. Thanks, I just wanted to say... Yeah, thank you for everything. I've turned a few of my family members vegan. My brother lost like 20 kilos in like 10 weeks or something. Amazing. Good work, brother. Keep it up, man. How much about the dairy industry? Not so much. Okay, so obviously all cows in the dairy industry have to be pregnant. Right, right, right. And we take the calf away so we can take the milk. Right, right. If it's a male calf, the males are destroyed. Or they're risen, they're grown for milk. And then they're killed at a very young age. The females suffer the same fate as their mother. So they're grown until they can be impregnated. Then they're forcibly impregnated and their children are taken away until they can't produce milk anymore. And when they're spent, they're called like a downer, they go down. A spent cow is then slaughtered for second grade hamburger meat. So all the animals in the dairy industry are sent to the slaughterhouse. And we're just saying we've got like 10 plant-based milk options over there. Coconut milk, rice milk, almond milk, soy milk. Milks that don't have a body count and that don't have as much suffering as dairy industry does. So would you like to try a plant-based milk? Maybe, yeah. Yeah, we're all sort of. What's going on, bro? They're all in cages and locked up, been milked. Cows are being milked? Yeah, just about to be slaughtered. Cows about to be slaughtered? Yeah. What's happening to her? She's about to be shot. You own dairy farms or you are on the dairy farm with the cow? No, I own it. Okay. I've been a dairy farmer all my life. I think it's just spoiled me too. What happens to the bobby calves? Well, we rear them, man. You rear them? We rear all the replacements and the other ones are rear for beef. What about the ones that you don't need? They go for beef. They go for... Feel? They're fattened. And now? Just got shot. What happens to them when they can't produce milk anymore? It's blood everywhere. It's been carried away, yeah. We send them, we sell them in the market or they go to the factory. They go to the slaughterhouse? Yeah. Yeah. Yeah, they're killed humanely now.  They're humanely killed. How do you do that? Do you know how they do it in the slaughterhouse? Oh yeah, about what's in the field, yeah. Bolt gun in the head. Slit their throat open. She's hanging by a wooden leg and she's upside down. Here's chocolate soy milk. Thank you. Yeah. One thing to note with Teri is that it's full of hormones because the cow's pregnant when she's giving milk. So it's full of mammalian hormones like we're mammals, right? Right, right, right. So those hormones are for a little calf to grow them really big.   So these hormones create chaos in our body and they stimulate cancer growth.  So use of a campaign now to stamp out dairy farmers. Well we're just, we're looking at from the animal's perspective, the animal doesn't want to be enslaved for their milk and have their throat slit open and turn into beef. Yeah, but the sad part is look at all the millions of human beings that's being held in war and killed over the religion. Oh yeah, do you know we kill two billion animals a week for food and products we don't need? That's more than any wars combined, I think, in one week. I'll return that to you. I could drink it, you know. Yeah, have you tried it? Yeah, I've tried it, but I've taken two separate ones. It's a lot healthier for us, you know, there's a lot of hormones in the breast milk of a cow because it's full of estrogen and ingestion and hormones like that because they're pregnant when they're giving the breast milk. And those hormones, they fertilize cancer cells in our body and hormonal cancers like ovarian, breast and prostate. I'm drinking a lot of time now and I'm still on my feet. You're playing a bit of a risky game there because it's Russian roulette. The countries with the highest dairy consumption also had the highest rates of osteoporosis because the calcium is leached from our bones to buffer the acidity that the dairy creates in the body. So it's counteractive to, you know, this calcium from strong bones. It's too much calcium for us because we're a different animal. Carves have to go somewhere. They can't drink their mother's milk, so... Where do we go? Well, the bobby calves are killed either on their first day of life or they're grown a little bit to be killed for milk so really young age. All the females, they're enslaved by their mothers and forcibly impregnated and milked until they can't produce milk anymore than they're killed as well. Okay. Cheers. What happened? Her throat got slit. Her throat got slit? Yeah. It's not nice to look at. Did you know that that's what happens in the dairy industry for cheese and chocolate and milk? Didn't have no idea. Me neither, man. It's pretty crazy, eh? Yeah. Do you think it's unnecessary? Yeah, a bit, but... Yeah, it's bad, yeah.    Sorry, bro. You know they're intelligent, eh? I know. I've studied them. Yeah. I know all of them. They cut you and they know exactly when they go into the next paddock when they're due to go in. They even know if the paddock is not good enough they come back and they... Yeah. What about when you take the babies away? Do they pine? Yeah, they do. They're upset, yeah? They do, yeah. I've heard it loud, yeah. What do you think about other any like ethical milk production, like let's say cows to walk free or organic milk or anything like that? Yeah. Even free-range organic cows have their calves taken away. Right. Free-range organic cows are enslaved for their milk. Okay. Free-range organic cows are sent to the same slaughterhouse. Okay, so better conditions doesn't mean freedom for the animal. Okay. Yeah, it just means less cruelty and in Australia there's no legal framework that pertains to what free-range actually is so they can call it free-range. Okay. And there could be things happening down the line that you don't see. Part of the area they might be in. Yeah, yeah. And we don't think there's a humane way to put a bolt gun in an animal's head after she's lived a life of slavery. Of course, it's just because I've gone off with it. You've got kids? No, I've no kids, no. You can imagine they're a very maternal animal. I know, yeah. I can imagine but I think it's just something that I've gone off with it. Do you think it's weird to get this feed from another species? A little, yeah, but I don't know, it's just un-under-shocked. It's shocking. When I first seen that one it shocked me a lot, man. Watching something like that because that's the reality of the dairy industry, that's standard procedure here in Australia as well. Standard procedure. Knowing that, would you change your dairy consumption? It's kind of hard to but diet has got dairy in it. It makes you think, yeah. How about I give you some more information to take with you and you can educate yourself further on it. Darium is intrinsically connected to breast cancer. Yeah, because it's full of hormones to grow the cow really big because the calf is really small.  So what it does is it the hormones circulate breast, luffs, prostate cancer in men. The science is pretty strong. We shouldn't be drinking milk from another species. We just ask people not to use animals for food and products they don't need when we have alternatives. So we advocate for vegan lifestyle. Not really an organisation just a movement. A movement for animals. Are you down with that? Are you down with that? He's interested in the way he's interested in this. Yeah, I understand his position. It's just hard when there's a victim involved so we have to look at it from... I can understand it. Like if that were dogs people would be like there would be uproar. I know. To have a chat about it. And on here if you feel like you've got enough information then you can get a signed a mentor and you know you can try a plant based vegan lifestyle. If after watching all that information you feel like you want to do that you can go to that website there you can get signed a mentor.  Any thoughts? Closing thoughts? Just like I'm so shocked. It's pretty bad. Ah, gruesome. It's bad. Why do you think they don't show that to us on TV? Because it would make you stop buying milk, beef, everything. You wouldn't want to eat animals anymore, right? You got a dog? You got a dog? You think like if we did that to dogs people would be upset, yeah? Yeah, very. Yeah. Do you think they're any different in the way they suffer? No. All animals. All animals are the same, yeah? Yeah. I reckon we might have a new vegan in here. That's the place I pulled when I first realized and I was like what am I doing? Like you know without our money these industries they go down. They can't do this to animals anymore, you know what I mean? Yeah, it's bad, real bad. Thanks a lot, bro. It's good. Milk comes from the breast of a cow. And flea milk and a milk. We drinking human milk not cow's milk, yeah?


Abstract osteoarthritis, OA, is a degenerative joint disease characterized by cartilage loss and bone erosion. The disease is often accompanied by inflammation, which can further aggravate the condition. In this study, researchers have developed a new type of scaffold material called Zincobalt Organic Framework, ZN-slash-CoMOF, Functionalized Biosuramic Scaffolds, MOFTCP. These scaffolds contain both catalytic active sites and degradation products, which allow them to actively scavenge reactive oxygen species, ROS, and reduce inflammation. Additionally, they can induce both osteogenesis and chondrogenesis, allowing for faster healing of damaged cartilage and bone. Finally, in vivo tests showed that MOFTCP scaffolds were able to significantly improve the healing of severe osteochondral defects caused by OA. This article was authored by Chaoqin Xu, Chen Qin, Lei Chen, and others. We are article.tv, links in the description below.


I'm a DevOps engineer at HelloSign and I'm going to talk to you today about culture shock and small team agile. I call this an immigration talk because there is a big difference between traditional IT and small team agile and software organizations are getting a net migration inbound from these traditional IT teams as the nature of traditional IT has changed. I myself have made this migration about five years ago. I failed at it. I got asshole rule fired and I learned a heck of a lot so this is what me trying to give back to the community to help people like me integrate better into this software world that we have that is incredibly optimistic. But first I wanted to talk about what some of the cultural differences are and help build some empathy about what the nature of traditional IT if you've never worked in there it looks like because traditional IT is an incredibly different thing here. We have on one side it's a service organization it's quite simply you do things for other parts of the organization at the direction of those other parts and experts are charged with keeping things running but have to ask to improve to ask to have to have any improvements approved whereas in the small team an agile environment is generative it creates stuff you create a product continually make it better in collaboration with the entire product group. Working in a group to keep things running and continually improve them these are very different viewpoints there's a reason that drew a big gulf between those two is because they're completely different viewpoints and some of the extra ways that we can do that is traditional IT organizations as I list here are different they are extremely heterogeneous and supported technologies and one group that I worked previously we had one during one audit we had 250 different server instances supporting 125 different independent services it's not one product we're keeping going it's a whole handful of them which makes for some differences in how you keep everything running there's not as much commonalities there also many different platforms software frameworks even databases you have to keep running it is actually fairly common to have both Oracle SQL server Postgres and MySQL running in some part of the architecture at some point and typically there's a lot of separation of duties there too you have your discrete system in department your development team may or may not even be in the IT service organization if they truly are old school maybe this department way over there that we never actually talked to and the database administrators are off in their own corner and the network people are in a basement that you never talked to even though it's their fault most of the time but not really and it's also very mixed ownership again going back to that 125 services thing only a small handful of those are fully owned by the IT organization things like the email system work other things that were supporting individual department applications well some of it was ours perhaps we maintained the server but they maintained everything above the server or except sometimes they didn't and it makes for very unclear ownership about who's responsible for which parts of things and these organizations habitually end up being very bureaucratic and path sometimes pathologic and organizational culture rarely generative to unpack some of those terms of bureaucratic culture is rules-based the whole point of that is to follow the rules innovation in there is definitely possible in there but it has to follow this rigid step of processes and approvals to actually get approved in pathologic organizations it's all power-based if you've ever had that manager who is completely controlling and nothing got done unless it whatever you were doing was supporting them that's where the pathological organization is so the only these sorts of organizations aren't very aren't very amenable to large parts of creativity but especially in pathologic the only way you get anything approved is if it supports the local boss in what they're doing that is the only way you'll get any change approved if it doesn't it'll be squashed completely and unfortunately this means there are different ways of maintaining psychological safety because there is a Google report out about a couple months ago that talked a lot about effective teams and some of you may have read it and one of the things that they found out at the end of the report was that the one thing that makes an effect a team effective is if all the members of that team feel psychologically safe and the other thing they discovered in that is that there is no one technique or process tree that will make a team effective by imposing it from within teams come to their own methods psychological safety independently we're interfacing this sort of hostile environment you come up with different methods of maintaining psychological safety than you would on say the generative software agile side and that's the kind of the key of what I'm talking about here is that the those of us who've made the migration are coming from a different place of what it is acceptable environment and what I have to do to keep my mind safe and that's it's here and the final thing about this one about service space or architectures for people is that Americans are absolute crap at treating our service workers with respect even those of us who have been highly trained I'm an entrusted with very large environments to keep running we're still treated like crap taken for granted and the other thing Americans are great at is feeling entitled I'm highly trained I have a right to be at the table and yet these architectures are designed to make sure that those of us who are the service providers just have to say yes we will do that even though we're privately thinking this is a very bad idea and I wish you hadn't done that but we have to do this anyway because the person who's telling us what to do tells us what to do and frankly little makes for a toxic environment faster than being a highly trained professional standards and no one listens to you it's microaggressions oh my goodness the microaggressions because thing is it comes from all sides this is that one of the points I do want to bring up here is that there's another difference between traditional IT and generative organizations traditional IT is very much focused on keeping things up in spite of everything and generative organizations are about making things better this is a pessimistic point of view and an optimistic point of view when you bring them together you get culture conflicts and it doesn't get better but some along in the microaggressions because it does really come from all sides for those of us doing direct IT and supporting our direct users or everything else there's a whole cloud of things that come into sort of make our lives not happy malware that happy thing comes in and hoses up people's machines and make us lose ours as we have to reformat them Mr. Helpful usually a Mr. who takes it upon himself to help optimize their fellow users workstations to be faster and better because central IT doesn't know what they're doing or perhaps maybe take out some of those bits at central IT wants in there because they're looking after you man we don't like Mr. Helpful because he does makes more work for us and that's bad and unauthorized VPNs those firewall rules are there for a reason bypassing them with an unauthorized VPN is sometimes grounds for termination and we really don't want to make that decision but yes we will have to talk to you if that's the case DMCA notices please do not bit torrent from the company network because most companies are not set up to deal with this sort of thing and it raises a huge panic when someone says yeah some DVD was caught from the company IP address so this is less of a problem now because homeite home internet is typically faster than what you get in the office this wasn't always the case but it still happens from time to time and our least favorite thing porn collections because when you're reformatting machine because of malware one of the nice customer service things you can do is take the user's data off of the hard driver bought in nuke do your thing and put the data back on both windows and Mac make this fairly easy now it's taken some time but when you're doing that migration you see this stream of porn going by it makes for hostile work environment so and it's not just from the people that were servicing it also comes from the sides because one of the unwritten rules about systems administration and off stuff is while there may be standards and we all think we have professional standards about how things are supposed to be done there is no standard setting body outside of eyes hill saying this is how it shall be done and these are the standards to which the entire industry shall be held accountable which means that it's up to local definition unfortunately that means that me and my little department but my coworkers we think the other department over there the other side of the screen are doing it wrong because they're incompetent bozos because they are they they make some decisions and they interpret the general standards in ways that we don't agree with so we think they're incompetent bozos and they think the same of us because that's kind of how it works. Now let's take it back a minute and talk about our porn collection and the reformatting of hard drives one more time. What if instead of a porn collection that particular laptop I had been to been to that particular user five times in the last month because that particular user have we haven't found a way to break a certain feedback loop to go to certain sites that host Mac based malware and this particular user can't help but keep clicking on it so you have to keep going back to that station rebuilding it for them and giving it back to them knowing I'll be back within a week. But here's the kicker what if that workstation was not my user what if it was in the department of that other bozo department over there and the reason I was doing that machine is because I have the literacy to deal with Mac based re-imaging and the windows bigots over there because they're incompetent bozos won't touch the thing but the reason I'm over there at all is because I need to keep those people happy in the coordination meetings. So we've got this little micro aggression coming in this way I'm I'm doing something I don't particularly find I don't particularly like because I have to keep people I don't particularly like happy because I need them happy in the meetings in which I need to get things approved but as it stopped there as I said it comes from all sides willful ignorance from on high you know. Oh great gods of budget please hear my prayer we have a malware problem it is costing us $100,000 a month $100,000 a year and lost staff time to reformat these drives for the low price of $15,000 a year we can cut the problem by 90% please may we have the money and there's deliberation and three months of lag and they come back with Macintosh is 20% of our fleet that is not worth that level investment request denied but so how can you survive the sea of hostility and that that works with an island of sanity because I have a team of awesome here and as soon as it'll go as I have a team of awesome my coworkers they know what they're doing we know what they're doing and they have my back I have their back when I come back from having to reimage that laptop the fifth time I sit down and say okay five times and the other person in the chair goes yeah well this is not a time to start sharing stories and we feel a little bit better about our lives because we're awesome we are the thin line between the duct tape infrastructure and the chaos monkeys that would wreck it because like I said before a lot of what we do is seems like a lot of what we do is keep the infrastructure running in spite of itself but it's still this team of awesome that makes it work now this also leads to several methods of psychological safety in addition to having your island of sanity and the next one here and this I put this one as number one for a very good reason reflexive change resistance fear of change not initiated by me or my team of awesome because it's not initiated by me or my team of awesome it's coming from that sea of hostility around me it's probably going to be badly implemented and it is probably going to make our stability problem worse so how you deal with this when you're not empowered to actually be in the discussion loop at the time of how shall we solve this problem but at the end when they're when you're given this product someone walks up to the teller when you say hi we just bought this software for $30,000 here and you have $40,000 to buy hardware we need it in three weeks three months go that's not how it works how it almost always works as we look at this you go this afterwards crap anybody who knows this particular problem knows that this is an unmaintainable piece of crap why did this get approved this is bad and it goes on from there it's all this pushback by pitching a fit sometimes you can make positive change so yes this software purchase is somewhat fade a complete but as we all know those of us who've worked in purchasing large contracts there's always a little wiggle room and who bought what when and what sort of horse trading you can do to change options at the last minute even if it isn't the different amount of money and sometimes you can maybe swap some options in to make it slightly more maintainable and slightly less likely to make everybody's hair go away and frustration and perhaps maybe involve us in the process earlier next time we're perfectly willing to help involve us please but sometimes that doesn't work and that leaves to intentional the investment so we do all this thing to try to do the horse trading thing and they come back and says tough I want to do it anyway and this is the point which intentionally the investment I no longer care how this turns out it is not worth my sanity to worry about how this advice piece of software is going to be involved installed and how it's going to be maintained to save my sanity I no longer care this leads to a decrease in service levels in the end because you're by doing this you purposely take away the professionalism on the software so it actually is going to be harder to maintain in the long run because of this but the people are doing this as a way to maintain sanity within it's a symptom of a broken culture but unfortunately some of us so much of us have lived through this one and the next one compartmentalization getting steam row ice the DBAs over there whom we don't talk to because their DBAs and where it's technically separated they just got told hi I'm changing out all of our oracle stuff and move it all postgres meanwhile they're up doing that's throwing chairs around and all we really will do is like they're there pat pat pat stroke stroke squeeze it'll be better and walk off we don't actually help the problem because we don't borrow troubles we don't already have because we have enough of our own it's compartmentalization and for example if that department of the bozos over there who don't know what they're doing have a similar problem will sympathize with the meetings we won't actually offer help because again you have enough on and on plate compartmentalization and the third one bombing through negativity because pain shared is pain divided I gave a little example of that earlier when I got back from reimagining that laptop sat down on my co-worker shared a story of their own problems you see this kind of thing happen all the time in IT organizations in other areas as well but it's also leads to a certain type of humor and here's a few tweets that show kind of what I'm talking about these are the fairly kind ones and it all shares a certain theme kind of goes back to that tweet I showed earlier everything is fun everything is on fire including me and this is okay you'll see a certain theme I mean this is very common there's a lot of Twitter out there for you want to follow this kind of thing this is really crack so this kind of fun to actually gather this list but thing is it's not just IT types police departments firefighters ER professionals animal control officers all deal with the same kind of thing in some way it's dealing with humanity and all of its ill advisedness police officers you did what to your wife and the firefighters you set what on fire you are professionals you cut what off and the animal control officers you did what to the dog now the eight animal control officers are some of the most humane people I know simply because they deal with such amazing cruelty and a daily basis but when you get all four of these people together in their own groups and I've hung out with all four various parts of my life how they bond amongst themselves is extremely familiar to those of us who lived in IT based service organizations it's that sort of handshake of yeah I know everything sucks but we're together I have similar shared experience it's not just you alone it's that sort of mutual support society that comes in and it's not always healthy especially in IT one of the ways to do that is the stupid user story it goes back back to the 70s frankly the various weird things that users do we swap stories scrub the names off we're still laughing at this stupid it's not very healthy but it's again what kind of what's done so here we are at the end and how are we going to get out of this because this is a circle of this is a circle of whoa and as I mentioned before the markets changed and we're getting migration and what did it with softwares of service 10 to 15 years ago traditional IT was a lot like what I described earlier someone coming up to the teller window at the big conca software and a big bank check saying buy a bunch of hardware that we didn't have to spack out order actually figure out how much we need of the right kind work with vendors install it integrate it into our whole lot of systems and a whole bunch of other stuff these days it's far easier someone comes up to the teller window and says I just spent $30,000 for a software as a service application I don't need any software I don't need any hardware purchase I just need to figure out how to put a single sign on system in front of it and how to map the data flows into our other systems in other words you're managing data flows at this point and trying to front end a web service with a single service framework it's web development frankly and a lot of and a lot of data manipulation that's code and it starts making people think because if you've been working on code for the last five years writing scripts and things to do database translations and writing scripts to do ETL processes and a bunch of other stuff you think you know I actually know some of this code stuff and we actually have some Jenkins things around here I've helped some of our other our developers work for some issues I'm actually maintaining a Git server now and why do I have to stay here what if I moved one of these SaaS companies and have only one single products to maintain one not 125 one product that I can focus fully on and make awesome leave leave us leave behind me this toxic cess put of disrespect and things I hate and move off to this wonderland of promise of not hating my job and so we go out we job hunt we post a resume we make sure we mention all the dev opsy things we've done because we see the industry rags too and we go the interviews and you know have you spent many time in a slightly pathological environments you know how to manage an in-person interview so you pass that with flying colors and you get a new job hey new job we are leaving this cess bit that we hate we now have a new thing and wow is it different because the first day of the job you have a nice fancy workstation and you spend a day or two and spend a day setting up your dev workstation and you may do your commit on the first day which is useful to do because it teaches you how the commit process works in a given environment you're going to need to do and there's a whole lot of learning that has to happen because soft organizations function very differently than what traditional ideas but this was done intentionally I was leaving behind this I'm purposely embracing this new world and for the first few weeks it's all learning we're quiet and we're just picking things up increasing our comfort with our fellow co-workers and at some point it will happen someone will mention a fairly big change I think it's time to replace a reticent environment with a Kafka cluster because we're going to need the scalability requirements and this is when the problem starts because this is a developer proposing this this is someone who doesn't have the ops background historically this has been in the circle of bozos around the island of safety so this is what happens what no can't do this we don't know how now here's a key thing because this type of proposal with the kind of thing that would likely come up during a sprint planning meeting or possibly during a stand-up kind of depends on the local culture of what particular company is but if you look at how these these particular organizations work and these particular meetings work it's a lot more free-flow what do you think about this we should do this or not and it's very back and forth and it's very collaborative and very dynamic and here's somebody saying wait stop stop stop stop we can't do this it stops everything cold and there's a couple of ways to do this one and the healthy way to do that one is to actually challenge it okay so the scrum leader whoever says what challenges are you seeing okay okay we can make some user stories about that can you work with the person to propose it we can part together a list and probably flesh out these user stories so they can appropriately size this particular epic because he knows it's going to be an epic and away you go that's how it's supposed to happen all too often when someone says no that flatly what happens is is people stare at the person who just did the very strange thing quietly ignore it and the scrum master whoever says okay looks like we're not ready for that now let's you and me talk after the meeting and okay what about your update and then quietly drop it meanwhile after the meeting they talk we start building things and these two work out the issues that are the operations problems that probably cause a new person to throw throw a big monkey rich into things and come the next sprint meeting or sprint planning meeting and it's still on the agenda the person who got cut out is going to go okay they're not listening to me anymore all right I know how to handle that the investment it's sort of shut up now this is the challenging part of managing an agile team with some of one of these digital immigrants because if someone said no so forcefully in the planning meeting and suddenly shuts up and doesn't input into the process at all that's actually a bad signal negative signals like that are hard to interpret so pay attention to them and the way you deal with this one is to actually sit down with them okay I see you had some big problems with this when he initially proposed it but I haven't heard anything from since what kind of problems are you seeing now and you're going to get told because these are people who are not used to being asked their opinion and when they do that typically do it fairly voluminously because it's been building up for a while the whole thing here is to start retraining these people and that you can contribute you don't have to wait back and sort of throw these verbal elbows in you can actually just say you know I think this is not I don't think we have this fully fleshed out yet the ultimate goal is when someone brings up a big problem like this a big task like this one is is I can see a lot of operation side effects of that one I'd be happy to work with you and flush out those user stories and actually volunteer that at the front instead of having haven't drawn out of them by the scrum master whoever's meeting the meeting but you have to get them to that point and it can take a couple of years to get this sort of deep history of trauma behind them and actually get them comfortable with the way the social dynamics work in an agile system it can happen and bonding through negativity now this one would actually happen before the big problem this is when someone who's been in this IT organization this completed dysfunctional type stuff tries to make friends with the fellow co-workers everybody loves a good use stupid user story I got lots and starts bagging on our users bagging on our managers and bagging on the other dev teams if there is one because under the midst of her under the misconception that that's how teams like ours work that's not how we when you're in a large product group I have yet to meet the product manager who likes that sort of combativeness between each development groups and especially with with a negative attitude towards our users no you don't want that you're trying to build up it's optimistic and focus so yes we're trying to support our users this is a additive we're trying to focus and you really do need to check that check it signpost your office culture this sort of negativity is not acceptable and I say even you upper Midwesterners because I grew up in Minnesota and the way this sort of problem is handled is sort of quietly not in smile never talk to that person again and they just sort of slowly shun and you walk away and you've never actually talked to them again and they may not even notice they're being cut out especially if they're coming from another part of the country where that sort of language isn't really understood but this is something that if you're not comfortable with conflict this is one of those things where you really need to actually get up and do it stop that it's not acceptable this is the thing that you may actually have to figure out the real assholes that are coming in through the hiring pipeline because a true asshole when you check them on that or either fire return fire with further hostility and double down that's a true asshole fire that person they're an asshole get rid of them but the adapted assholes the ones who figured out this is how you talk in the workplace but fundamentally are nice people will start dialing it down and start adapting to the environment they now find themselves in because you've given them a hard jerk on the job on the leash on their job saying hi you keep doing this they'll not have this job anymore if they respond to that particular input you have someone you can work with so and the next thing I want to talk about here is my summary slide I got quick so that three three things you want to do and this is the one slide you want to take a screen shot of this is the one you want to do because there's three things to do when you're dealing with these digital migrants and the first one is to redirect them you want to turn that reflexive negativity an option to provide feedback and what this does is it teaches that they can provide feedback safely without having to use excessive verbal elbow and discomboting all the other people in the entire in the room and the second thing is to make sure to re-engage them because these are people who are especially if they're the lone ops person in a dev team they're already used to working by themselves and it may take repeated attempts to bring them back over and communicating and integration and it may require having to explicitly pair them with a developer like that Kafka thing I was talking about earlier okay I need you the ops the ex ops person and you the developer proposed it to sit down together for a week or whatever and work together some of the issues of what this deployment would look like and start getting them integrated and instead of just being off a service island by themselves what you're teaching them is that they are a person they are not a service they are a person this can be amazingly hard to pound out of some heads it took a while for me and then of course stop the hurtful negativity because IT people can be cynical bastards and it's not always the happy cynical it's sometimes a hurtful negative kind to need to very clearly signpost that that is not acceptable check that shit and fire the assholes who don't adapt and that's that's time we need to come to questions so if you have any questions about office culture if not I can start going on about the Google study so any problems you've had in scrum meetings that you may want to help some sociological advice on now one thing I do want to talk about here see if I can will it do it yes awesome so there was a slide this morning see if I can make it do the thing oh you're not gonna do that all right so we'll have to do there turn you off do over here this was a slide that came up this morning uh from Catherine Daniels at the keynote she gave for continuous lifecycle London now this one slide again this was delivered this morning by someone who was not me was part of a larger discussion about effective DevOps culture and I want to look at this one specifically because the Google study that I mentioned earlier it went through a lot of iterations before they finally figured out what's going on and their first try was to like engineers drill down to the very bottom essence of what it is to be an effective team what is the one thing that they all have figure out what it is and pose it from without on the non-effective teams and make them effective teams and they couldn't find it there is no tool there is no process one process that will do that what they found ultimately is that there are tools and processes that are conducive to maybe fostering this environment in most cases which is not the case which is not the absolutist thing they were looking for what they had to do is they had to go up a couple of levels on the stack out of the tools and processes layer into the people layer because people are delightfully analog very analog in fact you can't just teach them as digital units that get slotted into buckets and it ended up being psychological safety so was the thing that actually made things work and for some some groups it very much is eight people sitting at a table throwing ideas at each other ripping them to shreds as they come across and this the robust exchange of ideas that can be completely vicious works for them and everybody at that table is perfectly happy that sort of thing and they're a very effective team until someone new has to come in and integrate with it in which case it may not work so well because they don't deal well with being eviscerated by their new co-workers but you know sometimes it works and other groups such as those Minnesotans I was talking about where that sort of robust exchange of ideas is eight people staring in a room someone throws out I think maybe we should do that there's three or four seconds of silence someone says how about if we do this other thing instead and slowly and carefully they work through this problem just because of the communication styles of different regions actually work so when you're looking at your agile agile teams the planning meetings the stand-ups be aware of this you're looking for psychological safety ultimately and the problems that I've identified are very much ways to help ease someone into the software engineering type of optimistic environment scrub off the cynicism or at least repress it into helpful ways and actually help contribute you are not a you are not a service you are a person please talk to us we like hearing from you you have good ideas so any other questions and I got done fast all right in that case I don't have anything else to say so I guess we get to go to break early hopefully get the snacks fast so thank you


Hey guys, Dylan Schumacher, sitting on the fence, and before we get rolling with this video, I just want to real quick cover the four firearms safety rules beforehand. I just feel compelled to do that because this is an intro video, and in an intro video it's for people who are of course new to guns, and so you may or may not know the four firearms safety rules. This deserves its own video, which I will do at some point, but for right now, just so we're all on the same page, I want to give the four firearms safety rules. The first firearms safety rule is treat all guns as if they are loaded, or all guns are always loaded, which means we're never going to do anything with a unloaded gun that we wouldn't do with a loaded gun, so the word should never, never come out of your mouth. It's okay Dylan, it's not loaded, you shouldn't say that, okay? That means we're not going to point the gun at ourselves, we're not going to point at someone else, we're just going to treat that gun like it's loaded all the time. If we all just did that, no firearms accidents would ever happen. The next three rules are derivations or an explanation of, I guess, the first firearms safety rule. So the first firearms safety rule, treat all guns as if they're loaded, or all guns are always loaded. The second firearms safety rule is never point your gun at anything you're not willing to destroy, which means I'm not going to point the gun at you, I'm not going to point it at myself, I'm not going to point the gun at anything that I am not willing to destroy. I always picture that there is a laser coming out of the end of that muzzle, and I don't want to laser anything that I'm not willing to destroy. So I want to be very careful where I point this muzzle. That's particularly important on hand guns because it's such a short muzzle, and the slightest turn of your wrist can sweep large swaths of area with that pistol. I want to be very careful where we point that. The third rule is keep your finger straight and off the trigger. This is where your finger goes on all guns, pistol, rifle, shotgun, doesn't matter, this is where it goes. It does not go here. We don't rest our finger there. We rest our finger here outside of the trigger guard. We want to keep our finger straight and off the trigger until we ready to fire. The fourth rule is be sure of your target, it's foreground and it's background. So if you pull your gun out to save your life, you want to know what's between you and the bad guy and what's beyond the bad guy. So it's important to know where else could your bullet go in the event that it doesn't go where you want it to. So those are the four firearm safety rules. That's very quick. Like I said, that deserves its own video which we will do at some point. However, that is your intro. So as you watch these videos about firearms and handling firearms, I want you to keep those four rules in mind all the time and we're never going to break those. Thanks a lot. Enjoy the video. Hey, guys. Dylan Schumacher with Citadel Defense. And today we're going to talk about handguns. This is part one of a video. So basically this is how the handgun works. That's what this video is. You just bought a handgun. What are these buttons and switches and how does this gun actually work? So this is not a video on how to operate the handgun. That'll be part two. This is simply a video on what the gun is and how the gun actually functions. So the first thing we're going to do with any gun that we ever pick up is make sure it's unloaded. This gun is loaded. So we're going to make sure to unload it since we're going to demonstrate it. And at this time, we don't want it to be loaded. So we'll talk about this a minute, but we're going to eject the magazine. We're going to rack the slide, and we're going to make sure that it's fully unloaded. We're going to lock the slide to the rear. Again, we'll talk about that. We're going to visually and digitally inspect the chamber to make sure that there is not a bullet in there. You might be able to see that, but I can see it and I assure you it is empty. Okay. Now that we have an unloaded gun, we'll treat it just like a loaded gun. So on this particular gun, this is a Glock 19 for those of you who are interested or would like to know what kind of gun it is. Couple things to note. Most modern striker fire guns are pretty simple. There's not a lot to them anymore. Really, there's just a magazine release right here. That's this button that releases the magazine. So if a magazine were in the gun and you needed to remove that, you need to press the magazine release, the magazine comes out. There's the trigger, obviously. That sends bullets where you need them to go. And then there is the slide catch, slide release, whatever you want to call it. This little button right here. I push up on that, up towards the top to lock the slide to the rear. And when I depress it, then the slide goes forward, okay? On this particular gun, it is not ambidextrous. Sometimes they'll be ambi and they'll have a slide release on both sides of the gun. This right here is the takedown lever. So the way that works is, again, with a Glock and most striker guns, make sure the gun is unloaded. There's usually some kind of takedown lever right here, okay? So make sure that's unloaded. You can pull the slide back slightly. And then what I'm doing is I am pulling this down. Pulling it down towards the frame of the pistol, releasing, pulling the trigger, and the slide is going to come right off the gun, okay? To field strip most modern guns, you're going to get three pieces. You're going to get a spring, a barrel, a slide in the frame. I guess you have four pieces, all said and done. And that's it. That's field stripping a gun. That's how we clean it. That's how we break it down. Unless you're fixing some major problem or you're some kind of armor, you're never going to need to break your gun down further than this. That's really all there is to it. Again, most modern guns are extremely simple. In order to reassemble it, of course, we just put the pieces back where we found them. There are four rails on the pistol. You'll see right here. And what we're going to do is we're going to line that slide up on those rails. And we're going to gently pull it all the way back, give it a function check, and the gun works. A couple other things to note. On some pistols, you can have a removable back strap. So this piece right here can be removed and replaced with a different piece if you like a thicker or smaller back strap. This is a personal preference thing. And again, most modern guns are going to fall into that category. For this particular gun, I have replaced the sights. That's always an option to do with most of your guns. And then I have a light on this gun that did not come with it in case that's not obvious. On all guns, it's going to have stamped the caliber on the weapon. You want to make sure that the bullets you put in it match the caliber stamped on the gun. Make sure that the caliber stamped on the gun matches the caliber stamped on the casing of the bullet matches the caliber stamped on the box. If all of those three things match, you're going to be safe and you're not going to accidentally load the wrong bullets in your gun, which nine times out of ten, they won't fit anyway. But if you were to fit the wrong round in there, you could potentially have a problem. Some other things to note. Your handgun may or may not have a safety. Usually that's located right around here in this area. For example, here is a Ruger SR-22 and this particular pistol has a safety, which is located right here. This one's a little weird because up is fire and down is safe. Most modern guns, up is going to be safe and down is going to be fire. But if you do have a safety in your particular gun, this is where it is located.  Really, there's one button that's right here on the side. It will be some kind of lever either you push down or push into the gun or something and that will release the cylinder. The cylinder, of course, is where you put bullets in the gun. You close the cylinder and you're good to go. Revolvers don't have safeties or anything like that.  Don't do that. That's not American and revolvers are meant to be fired in double action. Revolvers do have an ejector as well. This is going to eject any spent casings once they've been fired. Other than that, revolvers are super simple. There's no buttons or switches or slide releases or magazine releases or anything. Trigger and somewhere to open the cylinder. Well, that's it. There's really not that much to modern pistols. They're pretty simple. You put a box of bullets in, you charge it and you keep it going. One thing I do want to talk about is running the slide. That's something that you do on a semi-automatic pistol, a fair amount. All that means is we're going to place our hand over hand on the weapon. We're going to pull the slide back and release. When I say charge the weapon or run the slide, that's what we're talking about. Like I said, modern guns are extremely simple. We're going to put boxes of bullets in the bottom of the gun. We're going to run the slide and the weapon is ready to go. There's really not that much to them anymore, thankfully. I will make part two to follow this video, which will discuss how to hold the gun and some basic, real easy dry fire you can get in on your weapon right when you get it. Do brave deeds and endure.