Welcome to the show, it's me, John Park, and it is time both to dance and for JP's product pick of the week. So thank you so much for stopping by here today. Let's see. Let's get to it. We've got a really cool product today and I don't want to wait any longer. So what I will tell you to do, if you want to hop on over to the webpage, you can use that QR code right there, point a thing at it, that'll get you there, or just type in this URL that you see at the bottom, it's product ID 5 3 2 5, and that will take you to our product pick where we have a tremendous discount during the live stream. You don't need any coupon codes, any special secret knocks, nothing like that. You just put it in your cart, up to 10 of them, and you will see the price reflected in the cart. Check out before the end of the show, and there you go. So sometimes people like to point out if it's a popular item, it may disappear sooner rather than later. So keep an eye on that if it's something that you want. But how do you know what it is? Well, what I'll do is ask Mrs. Lady Aida herself to tell us all about it. Yes, it's finally here. Another cutie pie. The third in our cutie pie family, the ESP32 S2 cutie pie, which brings some so much expressive this week. This is ESP32 S2, which is a single core, Tensilica Wi-Fi processor. It's a lot like the ESP32, but it doesn't need a USB serial converter chip, which means we can make it so small that it fits in something that's like small in the corner. This is the tiniest board ever. It's so small. So there's an ESP32 S2, there's a USB Type-C connector for uploading and powering, there's a Stem IQT port, so you can plug and play at I2C sensors. It's got 13 GPIO total, 11 on pads. It's so small we have to force the overhead to refocus. I know. It doesn't work. The overhead is shocked. Okay. How's the sys small? It's sys small. So you've got analog, I think almost every one of these pins has analog, but there's like four dedicated analog here, two pins that are labeled for I2C, there's a second I2C port on the Stem IQT, so you've got like another two pins. Hardware UART, hardware SPI pins on the high-speed SPI port, which means that these three pins cannot do analog. They're the only three pins that don't because the high-speed SPI is worth it. It's amazing.  So to connect to TFTs or some devices, very, very high-speed, you've got the boot button and the reset button. The boot button can also be used as a user button. There's a regulator. There's a little neopixel right here that glows rainbow or whatever. You can use it for signaling. There's a ceramic antenna on the top. And on the bottom, you've got the ESP32S2 chip with the crystals and passes, a lot of 0402s. The antenna goes out here. And here is two more pads for battery input, and this is diode-protected, so you can have that. We're using the Siege-Schall pin-out, and they kind of decided that the five-volt line was output, not input, and so you'd have to use a diode and whatever. But basically, if you want to connect a battery out, you can connect to these two pads, and they're diode-protected. So when you plug in USB, you're not going to damage the USB or the battery from that. And it's got cast-leaded pads, and it's super small, and you can use it with Arduino or circuit-python. It's got four megabytes of flash and two megabytes of PS RAM. So I was waiting to release this until I could get the chips that had the PS RAM, because that two megabytes of PS RAM is so heavy. And it's Wi-Fi. This is amazing. So tiny. We've also got a new revision for the ESP32S2 QT Pi. This board came out. It was good, but I made a little mistake on the low power mode for deep sleep. It's been fixed. I rotated the antenna, so it's pointing out, and you get, like, a 3DB better game. So more game is better game. Otherwise, it's the same, so it's just upgraded and updated. It's adorable. It can run circuit-python. It can run Arduino.  So a great little board if you want to have a miniature Arduino or circuit-python Wi-Fi-capable microcontroller that's finger nail-sized. Yes, in fact it is.  And look at that. You could probably fit eight of them in here, I'll bet. I just have the one. Actually, I have a couple. But let's take a look at that. That right there is this week's product pick of the week. It is the QT Pi ESP32S2. It's a Wi-Fi dev board. It has Stema QT built right on it. It's our delightful little QT Pi form factor. And this means it's going to be pin-compatible with the seed jowl. It has the little cast-alated pads on the side, which makes it useful for soldering onto other designs. It's also got pins. It has 13 GPIO pins on it. It has native USB, so we don't need an extra chip. In fact, we've got the little USB-C connector on there. It's a 240 megahertz single core Tensilica processor. It has 2.4 gigahertz Wi-Fi on there. What else? There's the four gigs of flash. There's two, four gigs, four megs of flash, two megs of RAM on there. And what I'll do is actually, let's take a little tour here. First of all, jump over to the web page for it. That right there is the page. So you can see, let's see if we still got them in stock. These will go quick. These are half price right now. So $6.25 will get it for you, a maximum of 10 per size. Seems like, yeah, it seems like it's still in stock. If you take a look at the page here, it'll give you some of the info about the board. And what we can do is click on over to the Learn Guide there. You can see here, and this gives you some info about it. You'll notice there's, I actually have the older version. So this guy revised. I don't have the revised one yet. Older version works just great other than it has a little diminished Wi-Fi range because of the antenna orientation. And it does not do as efficient of a sleep, but I'm not doing any of that in my current projects for it. So this one works great. But the new one is even better. Same product ID. So you'll just get the new one if you order now. This takes you through info on using it with CircuitPython, with using it with Arduino. And something I wanted to demo today is using this with Whippersnapper.  So we've got our QDPie here, except this one has built-in Wi-Fi. And we have a special UF2 file you can flash this with that essentially is the only thing you need to do is drag something on here and two things. Drag a file onto here, a UF2 file that preps it for use with Whippersnapper. And then edit your secrets.py file to have your Adafruit username and password for Adafruit I.O. as well as your Wi-Fi SSID and password. So you make a couple of little quick changes and then you don't even need to code it in a traditional sense. So what you can do is go here to this page, have it find your board, if I refresh here it should find this board, it's saying offline, I'm not sure why we'll see how that demo goes. But once it finds that board, you can add components to it by simply clicking on new components. So I added to this one right here, in fact, let me go to the down shooter for this. So let's take a look at what I've got, some things out of the way here and bump up my exposure a little bit. You can see that's glowing blue right now because it's connected to Wi-Fi. So what I have is my QDPI and I've plugged into it a couple of different outboard sensor boards. So I have a BME230, which is a temperature sensor, also does pressure and humidity and a couple of other things, altitude. And then I have a light sensor here. So this is the TSL2591 light sensor. So I've plugged those into my board and then over here in Adafruit IO, I have added those by simply clicking add new component and telling it the components I want to add. That means that it can immediately be used in Adafruit IO as a remote sensor. So you'll see here I've got sensor data that's been streaming in and being graphed in my Adafruit IO dashboard. That was all the coding necessary, literally click on a button and tell it to add a thing. So one of the things I added here was my button, you know what, let me see if I can get this to get back on the network. I just changed the network it was going on to before the show, which is always dangerous, but let's see. So I'm going to refresh a couple of these pages here and let's see if it finds it. Let's go over to the feed here. No? Maybe not. Okay. I may have lost Wi-Fi. Unfortunately, I was connected to a Wi-Fi that's a little far away inside the house. So I might not have that anymore. But when this is working, you'll get a indicator. I have this little indicator here that says status indicator that will update and then it's just going to stream in data at whatever interval you tell it to. If I go here, it might not let me, yeah okay, so it'll pretend to let me add some things even though this board isn't connected right now. So I can go in and add some sort of traditional components. I can also add in some I squared C boards that have been added to the library here and they get found pretty automatically. Let me, yeah, you know what, let me see if I can, if you don't mind sitting here for a moment, I'm going to see if I can get this guy online because it's a much more exciting demo when it actually gets online. I will check my serial output to see when it connects. So I'm seeing an attempt to connect to Adafruit IO, but it could be my Wi-Fi router. Oh yeah, it's saying unable to connect. You know what, I'm going to, one second here, I'm going to switch it over to a different Wi-Fi router and see the one that's in here in the workshop may not be actually functioning. So hold on one second, let's make a quick change. It could be tricky because it's going to be trying to make its way through a few walls and it doesn't have the next internal antenna. So let's see. Okay, I'm not showing this because I'm editing some of my Wi-Fi passwords and things like that and resaving my secrets file, secrets.json actually, I said pi earlier. And let me restart the board here. Okay, I've got it online. Okay, so that's funny because it's a pretty far away network, but hey, it's working so I won't complain. So what we should see now is in my dashboard here, if I press the little boot button here, I'm actually using it as an IO button. So you'll see my little status indicator light up green down there at the bottom. That's right here. And then you'll also see, I think I have it set to every 30 seconds, a piece of data from my temperature sensor and my light sensor will come in. I didn't ask it to use every sensor on the board. But if we watch here in just a few more seconds, you'll see it'll pop up a new time code and a new value for the BME 280 and the TSL 2591. So now my temperature is at 28 centigrade and 124. So what I'll do is actually cover these sensors with my hand, which means we should get a darker light sensor and we should get a warmer temperature sensor, maybe. We'll see. We'll see if I'm warmer than the ambient temperature. It's kind of hot here. And I think 30 seconds is maybe the shortest interval we can do in Whippersnapper just so you don't flood that with data. But for something that's active, like the button, we can press that kind of anytime we want and get an update from that. So here you can see I've raised the temperature by degree or so, and I have dropped the Luxe sensor down to almost zero, so we can leave that alone. And then you can use all of the other sort of goodies in Adafruit IO to not just chart the data but use it for something. So if you want to monitor something remotely, this is a really good solution for that. In fact, one of the things that Lady Aida mentioned, and I'll go to a full camera here for a second, is that we have on the back of that a little port for battery. So it's not a charger, but it does allow us to plug in batteries. So I soldered a little Pigtail JST connector on there. And if I take any of our little LiPo batteries and plug that in there, now I can unplug from USB. And you can see it's still on. It's still going to give me some updates over here in the, where's my Chrome? There we go. In the dashboard, I'm going to go ahead and click that Boot button, and you should see that that just changed to green when I pressed that there. So that's a really neat, you know, I've got a kind of goofy setup here, but if you want to use one of the cool little cases that the Ruiz brothers made or mount this somewhere onto a wall or something like that, put it into a little enclosure somewhere, depending on the sensors you're using, really neat, tiny, tiny, tiny, little Wi-Fi solution using that QDPI ESP32 S2. So let's see. Let me go ahead and check in with the chat if you're wondering, by the way, the chat going on is over in the Discord, and I'm watching YouTube chat as well. So if you're somewhere else, I'm wondering where people are chatting. This is what our Discord chat looks like. Abadose says, JP's a pro. No doxing today. Well, I don't know if I'm a pro, but at least occasionally remember to not show off all of my important passwords on a live stream. Let's see. Oh, wow. RichSat has a cool seed setup. He's showing there this, I think, a little seed-based carrier board that you can plug any of these Shao format boards into, any of these QDPIs should work. And as a reminder, if you head on over to that URL there, if we still have them in stock, you can go pick these up really, really cheaply. Let me refresh it before I say any more. But yeah, still in stock, $6.25 will get you one, so get a few if you want. And pretty much any of our StemAQT sensor boards will work with it. However, if you want to use the ones that are available for Whippersnapper, now that I've got this online, I'll show you.  So this is what it looks like when we take, and you can see I'm running off of battery power now. I'm going to go ahead and focus again since I'm moving cameras around. So here you can see I've got my QDPI, I have this temperature sensor, I have the light sensor, and I have a little battery, so I'm running this off of battery. And if I go over to the Whippersnapper interface here, I can click on New Component, and these are the components that have been already created as sort of almost a plug and play or drag and drop, so we can pick any of these sensors here, including this really nice CO2 sensor. Click to add it and then you have to tell it, of course, which I squared C address it's on if it's not plugged in, in this case it's not actually going to work. Or we can go and add in some other components. If I look at this page now, you can see we're just reading this temperature sensor and I'm reporting only temperature. However, I can enable humidity here, pressure, and even an altitude, and then tell it the interval to send that over to Adafruit IO. It basically builds it right into your feed, and then when you go into the main interface here, you can say, I want to create a new block, pick what that block is going to look like and what you want to measure so I can say, OK, here's my ESP32S2 QDPI and I want my temperature to show up in this little gauge here, and then you can give that some parameters for minimum and maximum value, decide where it's going to go, and now you've Adafruit IO whippersnappered your QDPI to give you all the info you need. So let me know if you have any other questions in the chat. Thanks for your patience. I'm glad that got that working. It's a much more interesting demo when it works, but Wi-Fi is always a bit kooky. And let's see, I think that's going to do it. So let me pop back on over here and we can wrap this up. So don't forget, head on over to that URL right there if you want to go pick up some of these before they're all gone, maybe they won't all be gone, but they're certainly at a great price right now if you need one. And I will drop those off of there and say that is my product pick of the week. It is the ESP32S2 QDPI Wi-Fi Dev Board with Stema QT built in. And I have one here somewhere where I put it ready to go on the hanger board. There we go. There it is. Let's go ahead and put that up on the board. And that's going to do it. So thank you, everyone, so much for stopping by for another episode of JP's product pick of the week. And don't forget to tune in tomorrow to 3D Hangouts tomorrow evening. I'll be hosting a show and tell. And then we'll have Ask an Engineer on Thursday instead of Wednesday this week. And I'll also have my workshop show on Thursday, deep dive with Tim on Friday. So thank you, everyone, so much. And I will see you next time. Bye bye.


Would you like to live in the Brady Bunch house? No. Oh, it's for sale. That's been to it. Yeah, it's not far, not far away. I don't even remember where it is, but somewhere in the valley. No, it's in Studio City. Oh, it's not not far away. It's on it's on it's being listed for about five mil. So you could Not worth five mil. No, it's it's not worth five mil It's just because it's the Brady Bunch house and I don't know that actually somebody they didn't the property brothers Like renovate it and like they did a show out of it. Maybe they did It still looks exactly the same on the outside outside, but I think they did a show about it on HGTV about renovating the The the house hmm the Brady Bunch house. You can't do that with the Partridge family house Because it's gone There was no house. It was on the Burbank a lot. How would you know?  I'm Ricky Siegel. You can follow us on Instagram Twitter from our juicy content Thanks, patron falsehood accounts grab like button It may be the actual house may still be on the back lot somewhere. Mm-hmm on that street They may still use it, but I don't think so. I think it was I think they changed that whole street for desperate housewives. Anyway Today get into a trailer that we didn't get to yeah, I now want to get to this is Vicki and Sarah like Hans, Sarah Sorry, Sarah hot K Sarah Bakke, which is one of the directors of Mimi. I don't know who primarily directed that But we loved Mimi and we love Vicki. I like Sarah as a person I just yeah, we just don't know enough about it. I don't know haven't seen enough of her work. Yeah, exactly So hopefully this is like a fun little commercial Film and let's just get into it This Is that Pankaj narrating My life What's the problem, man? I saw Kapil Somya and the entire family from two-to-three films. It was a very tough film. I had to get rid of it a little. In my opinion. But Dhan, you forget one thing. We have also made big problems in our youth. This was my special problem. One night, I said, I'll beat you to a pulp! I'll beat you to a pulp, Vijay. I'll beat you to a pulp, Vijay. I'll beat you to a pulp. One slap and all of your chakras will align. So it is giving me Mimi vibes in terms of they're taking a subject matter, Mimi. Which was abortion, I believe, in Mimi, right?  Love that movie, though. In terms of they're taking a subject matter, almost the Euchman-style films, right? It feels very silly. Looks very silly. There were silly moments, obviously, Mimi. I think part of the premise is they discovered they could make more money divorced than married. Is that what it was? I think so. So they're pretending to divorce.  So I think they're getting divorced, even though they're still in love with each other, for monetary reasons. What would be the monetary reasons for that? I don't know. Maybe there's something in a will or something. I don't know. I don't know. Obviously, this is...  I think it's going to have a lot of the same... Because Mimi had some of that. But I think it's going to have a lot of the... They're gearing towards the families in this one. In the same way that Mimi was. It's not going to be... It's going to have a message, but it's not going to be extremely hard-hitting. No, I think it'll lean more deli-belly than it will.   I think it just showed some of that in the trailer. I think it'll lean more towards Mimi. Oh, okay. Because of the creators? Yes. They definitely like the teeth, which was weird. They put the big teeth there in the beginning. So I don't know what that's about. And I do think this has the... Like most films here, it will either be really, really good or really, really bad. I don't think there's going to be a middle ground. Yeah, it's super interesting because obviously, this is not Vicki's normal forte. Not that we know. But he's a great actor, so I have no doubt that he can pull off anything because he is a great actor. Yeah. It's just super interesting because this is a very... I mean, we saw it last year in a film that everybody seems to hate that we loved in Ranveer's film. Yeah. We loved that film. It was very silly. Silly, but fun, have art. So that genre works, obviously, if you do it correctly. And this director has shown that she can do that correctly. Yeah. Or he. Is it a gyro girl? I can't tell sometimes with the... I don't know because that's... And oftentimes they show the name and then there's no photo. But it's obviously taking this taboo subject of divorce in India. Yeah. I've been since. The divorce rate in India is like 1%. You know that's not for the actual reasons. Yeah. It's because it's an extremely taboo thing that you just don't do. And also women can't do in certain parts of India because they are also ostracized in certain parts. I'm not saying all over India, but in certain parts they are. And it's also in the family just taboo, even if it's an abusive relationship. Correct. So when people see me that sad, I'm like, no, that's not the actual... And there are people who didn't legally divorce, but they're not married. Mm-hmm. Yeah. And as opposed to America, which we have a higher divorce rate, but it's also not a taboo thing here. No, at all. If it's not working, you get divorced. Or there's obviously many reasons to get divorced. Of course. Of course. But it's not taboo. Being divorced is not in any way taboo here. Definitely not in comparison to India. Correct. In the South, you will have more conservative people that I've been... It doesn't matter. Like, they always think that you should work it out, even if it's an abusive relationship, even if it's like... Because in their minds, in Christianity... Especially in devout Catholicism. Devout Catholicism doesn't permit remarriage after divorce. Yeah. So there are some stuff in America as well that will have it. But I like the fact that it's almost a genre of taking a taboo thing. Making it widely accessible to families. Agreed. And making it kind of fun. Which is obviously the vibe they're going for. Very much. The reindeer film last year or the memies of the world. Yeah. So I'm rooting for it. Obviously, I love Vicky. Of course. I love going into the theater for these style of films and just having fun and having almost a... Even though there might be something that'll happen, that's poignant. Yeah. It's not going to be something like... You're not going to get a Schindler's List. No, no, no, no. It's not going to be a hard watch. It's going to be more of a... They're going to focus more on the fun watches. And I'm rooting for her as I do for... I mean, I don't never want any actor to fail. But I have a particular... There's, you know, if you've been around here long enough, you know we don't have any problem with nepotism because the industry is built on relationships regardless of who you're related to genetically. Yeah. It's all about relationships and oftentimes, when you're the child of someone who's a well-known person, it comes with added baggage that no one else understands. It doesn't know what they're dealing with in terms of that. So I'm rooting for Sarah. Yeah. Anyway, let us know what you thought about. Are you excited for this film? Let us know down below.


It's about eliminating the cost of coordination, right? I try to examine the psychological barriers to organizational change and how these barriers can be overcome. The job is easy, the people are not. Exactly, absolutely. It's my pleasure to introduce you to Professor Ambra Mazzelli from ASB Eclipse and today we're going to talk a little bit about the things that she gets to do in the executive program at ASB Eclipse. How are you, Ambra? So good to see you. Also good to see you. Thanks for adding me. So, Ambra, you have a really, really interesting background. Tell us a little bit about yourself and what is it that you do at ASB and what is it that you do at Eclipse? So my name is Ambra Mazzelli and I'm an assistant professor of management and organization at the Asia School of Business and an international faculty fellow at MIT. I'm originally from Italy and I've lived and worked in the UK, Canada and the United States. My job is my passion. We all know that. We all know that. Your job and your cat. Right, Ambra? Exactly. So, Ambra, you have a very exciting title to the program that you're teaching. It's called People Purpose Performance. People Purpose Performance. What can you tell us about this fascinating program? So the People Purpose and Performance program is part of the marketing and strategy track. And the purpose of this unique course that you'll only find at ASB, Eclipse is to help the organizational leaders to restructure their organization in order to make them, first of all, more efficient. More efficient in terms of emanating or cutting all the coordination costs that are very common in organizations. More effective in terms of providing employees with the right incentives, but also more adaptable in terms of ensuring fit between the organization and external environments that in these challenging times is very crucial. It's so interesting you said it's about eliminating the cost of coordination, right? With all of us, we know it's actually quite taxing on a lot of us. So I've known you for a long time now. Like you said, your job is your passion. What exactly makes you passionate about this subject? So my research in general is about organizational change. And more specifically, I try to examine the psychological barriers to organizational change and how these barriers can be overcome. And perhaps one of the most important drivers of change is motivation. Some of the questions that I'm trying to examine, for instance, include how the conflicts between organizational and individual goals can hamper change and adaptation in organizations and how organizations can manage multiple goals and ensure alignment across diverging goals. And in addition to this, I'm also very intrigued about the role of intrinsic motivation. So as an academic, trust me, you need a lot of intrinsic motivation to keep up with research. And as an organizational leader, I think that ensuring that you're an employee at the purpose is really crucial nowadays. I think, Ambra, you heard me say this many, many times. The job is easy. The people are not. Exactly. Absolutely. So in this course of yours, from what I understand, we're trying to understand what makes people easier in a way, right? What gives us motivation on a Monday morning to wake up and be ready for those 10 Zoom meetings? Correct. So easier and motivated to achieve organizational goals. So if you think about a specific organization or somebody who works for an organization who wants to take this program, what business challenge is, do you think you're addressing in this program? And let's say also this is an important question, who should take this program? I think that there are some common pitfalls when organizational leaders try to design their organizations. And these include, for instance, not being able to set up clear goals. Or sometimes organizational leaders reward A while hoping to obtain something completely different, while hoping to obtain B. Or maybe sometimes they reward outputs and they don't consider efforts. And again, they sometimes ignore the power of intrinsic motivation and non-monetary rewards. And so the program is designed to make these mistakes explicit and propose ways to address these pitfalls. And I believe that the program is perfect for general managers, but also senior functional managers who manage and coordinate diverse groups or groups of diverse people, individuals. And it can also benefit HR managers and staff executives who manage, for instance, employee training and personal development. So Professor Amara, this sounds really, really interesting. You taught this course before in the past. Can you tell us a little bit about what type of impact participants feel that they got from this program or what type of feedback they give you at the end of this People Purpose Performance program? So you are right. We offered a short version of the program last year and participants said that the program helped them reconsider the importance of dedicating time to clearly formulate their organizational goals but also reconsider the importance of the interplay between organizational strategy, organizational design and the incentive systems. And pleasantly and recently one of the participants reached out to me to let me know that the content helped her to restructure the organization and also ensure employees in their companies stay motivated during the COVID crisis. So this for me was like a very rewarding and a meeting achievement, I think. Oh, absolutely. And if you think about it, I don't think there's one company on the planet these days that did not have to do a rework, a massive change, finding again a lot of intrinsical motivation if you think about all the extra hours of work that we have for doing this crisis. Do you have any final words to state to people who are interested in your program? Oh, yes, of course. Let's get smart and sharp at ASB together.


Hello and welcome to the session in which we will discuss constructive dividend. What is the big idea here? Well, when you think of constructive dividend, it occurs in a small, closely held corporation. Think of manager slash owner situation. What does that mean? Think of small businesses where the people who work there, the owners are also the manager. So you are the owner of the company and you are basically slash the CEO, the manager of this company. What these individuals they'll try to do, they'll try to benefit themselves from the company with no tax consequences. And if they try to do that, if they try to get a benefit, the IRS might reclassify this benefit as dividend. And as a result, they cannot have a tax deduction and they will be taxed on that dividend. So once again, this is usually happens in closely held corporations. Simply put, that does not happen in publicly traded companies. And those closely held corporation, I dealt with them a lot when I was in practice. They are not well structured or well documented. They will try to get some money out of the corporation via expenses by charging expenses, what in reality, they might have to classify those as dividend. What are we talking about here? Just give you a few examples. We're going to look at more, for example, rental transaction between the company and the owners. So for example, if this couple owns a restaurant, what they do is they own the restaurant, but they own the business building separately and they rent, the, they rent themselves the building to run the restaurant. So there's rental transaction between the two. Are they charging fair market value or not? We'll talk about that. Borrowing cost. Well, this and these two couples own a restaurant. They can lend money to that restaurant or they can borrow money. Are they charging fair interest rate? Excessive salaries, they might pay themselves excessive salaries. You might be saying, OK, what if they rented themselves this building and they paid and they made the business pay too much in rental? Well, they're going to have rental income. Yes, they might have excessive rental income, but what they might do, they might also have rental losses from other property and they might offset each other. The point is this happens in the real world. The the IRS might reclassify things as constructive dividend. And this is what we're going to be discussing in this session. Before we proceed any further, I have a public announcement about my company, Farhat Lectures dot com. Farhat Accounting Lectures is a supplemental educational tool that's going to help you with your CPA exam preparation, as well as your accounting courses. My CPA material is aligned with your CPA review course, such as Becker, Roger, Wiley, Gleam, Miles. My accounting courses are aligned with your accounting courses broken down by chapter and topics. My resources consist of lectures, multiple choice questions, true, false questions, as well as exercises. Go ahead, start your free trial today. So technically, what is constructive dividend? Is any financial advantage granted to a shareholder can be considered a dividend for tax purposes. So of something, if any tax advantage given to the shareholder that potentially could be reclassified as dividend, that's constructive dividend. If it's reclassified, then it's technically dividend. Now, it can only be considered dividend if the company has current earnings and profit or accumulated earnings and profit. So the dividend rules still apply. You have to have CEP and AEP. Simply put, constructive dividend. It's when a payment might substitute an actual dividend and it's considered a form of evading taxes. So when you make a payment, when there's a transaction between the company and the owners, whether it's a salary, rental, borrowing, use of property asset, sale between the two, between the two parties or purchase between the two parties. If it could be considered a dividend, it will be reclassified. So the benefit conveyed will be reclassified, recharacterized as dividend and as a corporation. If you're dealing between two corporations, the corporation would receive a dividend, receive deduction. They would have to consider the income, but they will get a deduction. If it's a shareholder, they will be taxed most likely on a preferential tax treatment like 0, 15 or 20 percent. But nevertheless, many they would rather have they would rather have an expense to the corporation rather than an income to them. Examples of constructive dividends, just to give you some examples. The use of corporate asset at a lower or no cost to the shareholder, such as using the company vehicle planes or react for non-employee shareholders. Simply put, what you do is you want to take your family on vacation. You would use the company's planes to fly there. Well, it might cost you five thousand dollars to fly there, but now you're using the company plane for free. Well, that's constructive dividend. OK, the dividend equal to the fair market value of the usage. For example, you might sell property to a shareholder at a discounted price. For example, selling a property worth 100,000 for 10,000. Well, that's there's a 90,000 dollar difference that's considered basically a dividend. Renting corporate property to a shareholder at a reduced cost. You're letting them rent something and it's at a reduced cost, whether it's a vehicle, a boat, a plane, whatever it is. Lending to shareholders at interest rate below market level. So you are giving them a loan for zero or two percent. Well, in reality, if they go to the bank, they have to be charged 10 percent. So they're getting a benefit. The benefit could be recharacterized as dividend charging high interest rate on loans from shareholders to company. Now it's the other way around. The owners are lending money and they're lending the money at a high rate to the company and charging the company interest. Yes, the company will have a deduction, but the owner will have income. Again, the owner might have a way to reduce their income. Some other ways, some other expense that they can offset that's income. So they offset the income, the company get a deduction, they're both happy. And this is where the IRS might intervene. Payment made for the benefit of the shareholder, including personal expenses or obligation. So you have a personal expenses and you don't pay it. Well, the corporation pays it.  Overpaying shareholders through rental agreement. And I used to, when I was in practice, we had many medical doctors and dentists. And they had rental agreement between themselves and their business because they would buy property and they would open different practices or they would rent the practices to other doctors and they will have a rental business on the side beside their practice. So that's normal because the doctors, they make money. They want to invest that money, but you have to be very careful paying the fair value of the rental property. Let's take a look at an example that's kind of considered excessive compensation. Let's take a look at an example that might be considered amount to excessive compensation or compensation being paid indirectly. Madison, the CEO and a single shareholder of Harrison Enterprises, she paid herself half a million dollar from the company. Okay. And she's always looking for ways to gain more advantage from the corporation. But she wants to evade dividend because she doesn't want to take the dividend out because the profit was already taxed and if she takes the dividend out, you have to pay taxes again. And has no wish to raise her salary. Why? Because if she raised her salary, the IRS might argue the compensation is excessive. Now, how would the corporate, how would the IRS argue this? I'm going to show you on the next slide, on the following slide, you know, what are some of the factors they look at. So Madison would like to donate $60,000 to her former college to create a scholarship for financially strapped students. She would like to make a donation. Well, here's what's going to happen. Harrison Enterprises would pay the donation in place of Madison. So the corporation will pay the donation rather than Madison from her personal account. Well, the donation is really benefiting Madison because she's the only shareholder, but she is not taxed on the donation amount because she didn't took the money out, then she paid it. Okay. So and Harrison would declare a charitable contribution deduction assuming that they can do what? They can deduct it assuming there's no limitation. You know, it's less than 10% of taxable income. So that's what she did. Simply put, she took $60,000 to benefit herself, but indirectly, indirectly. Now, avoiding unreasonable compensation. Now, Madison is making half a million. Is this amount fair or not? Well, how do we know whether the amount is fair or not? Well, you have to document how, why are you getting paid that much?  Well, what are some of the things you should look at or the IRS would look at? So you need to be aware of the qualification of the employee. What are the qualification of the employee? Do they deserve this amount of money? Analysis of past salary versus dividend distribution. If we notice that suddenly the company is no longer paying dividend or they reduce their dividend and they increase their salary. Well, it could be that's what they're trying to do. Reduce their dividend because it's not tax deductible and increase their salaries. We have to look at similar compensation structure for equivalent roles in the same sector. We look at other positions, similar positions. Are they being paid the same in other companies? What is the extent of the employee tax? Is the employee tasks, are they making strategic decision? Are they taking risk? Or are they, the role is manual mind numbing. They don't have to, they don't have to have a special skill. What's the task? How large is the business? The scale of business operation, is it small? Is it local? Is it regional? Is it international? Well, the larger, the more you have to compensate that employee. Is there a compensation policy for other employees? So how do you pay other employees? And let's take a look at that and compare how you are paying this individual. If everyone is fair, is treated fairly, then it's fair. Also, we have to look at whether a shareholder with the corporation best interests in mind would have consented to the paid compensation. What the IRS says is this, we are going to be in the shoes of the shareholder. As an owner of this company, we're going to look from the outside, from the shareholder. As a shareholder, what I think this individual is compensated well, or not well, or compensated too much. If the individual is compensated too much, then what they're trying to do, they're trying to get that individual, is trying to get money out of the corporation through salaries rather than dividend. Again, what's the point? The point is to reclassify the payment as dividend for the IRS. The individual, the company, wants to classify it as an expense, so they have a tax deductible. That's what we're trying to do here. What should you do now? To look at additional exercises, through false, multiple choice questions, go to Farhad Lectures and practice this topic. Constructive dividends is an important topic because it's a dividend that's packaged and directly through an expense. You have to understand how it works, examples of it. Good luck, study hard, and of course, stay safe.


Hey lady, what time is it? It's time to burn some old crow mod chip code to a pick 12c508 and Some for $5 in the lunchroom at my high school All right Brought to you by PlayStation


Hello everybody, welcome back to another Premiere Pro tutorial on this one. I'm going to show you how to make any video black and white. I'm going to show you two ways. I'm going to show you the easy way and then the better way. This is the easy way. This is what it looks like. And if you want to go a little bit deeper, there's another way to go ahead and change all these values. Let's just go ahead and show you how to do it. So I'm just going to delete these. We're starting from scratch. We've got some video here. First step, if you want to go the easy way, just type into the effects panel. Just type in black and then you'll see an ampersand. When you do that black ampersand, you'll see black and white. Drag and drop that on there and presto, you've got it. That said, you cannot make any adjustments to this. This is only style you can get. So I'm going to delete this and I'm going to show you the second better way to do it. You could type in instead of the black and white, type in Lumetri and then hit space and then color. Now Lumetri color actually allows you to do a few other things. So for example, I've dropped it on there and I'm in my effect controls panel. Check this out. Basic correction. To get black and white, you basically just pull the saturation down. That said, Lumetri color allows you to adjust exposure. You can increase the contrast, which I generally like to do. I can increase the highlights. I can increase all of these things however I see fit and make it look a little bit more specific to what I'm looking for. Those are the two ways. Thanks for watching.


So welcome everybody to the tag contributor strategy maintainer session or tag contributor strategy, which means we're a group within the CNCF that helps projects be successful as cloud native open source projects and to do a number of things including recruit contributors, which is something that projects are really working on. And all of us are contributors to tag contributor strategy. And so you're going to meet everybody who's going to come up and speak including Catherine and Dawn and Sandy and Ali and Rian who are all going to talk about some of their areas of knowledge. And the idea is to lead you down sort of a little journey of all of the things that you do to attract and maintain contributors including accessibility and responsiveness and advancement and activities and roadmaps and and recognition. So with that, I want to get started with talking about accessibility with Sandeep. Hello friends. I'm very excited for my first ever speaking opportunity at CubeCon. A few seconds back, I intentionally spoke without voice and I wonder how many of you followed what I spoke. So in the same way, unless there is accessibility in class, deaf and hard of hearing people like me cannot try to follow the conversations. What accessibility helps work is creating a level playing field so that use of us can contribute actively. It helps to get your project a diverse set of contributors rather than having just a specific set of contributors. I remember showing up at my first deaf contributor strategy group meeting over Zoom. I did not know anyone. I just showed up and a few minutes into the meeting, Josh, he asked me if the captions are working fine. So that's one line, that's one line whether the captions are working fine or not. It really made me feel belong because I'm a person with hearing impairment and I rely entirely on captions and lip reading. So the sense of belonging that I felt, the sense of inclusion that I felt made me feel so much welcome. Accessibility doesn't need a rocket science. All it needs is a spark of empathy, a bit of awareness and willingness to include a diverse set of people. One of the most beautiful things that you could do about accessibility is to me and any other body. Throughout my career, it is the hearing people who have acted as an employer. Like my first job, like the time when I got my first job, the time when I first time went to a client's place, all my very first speaking opportunity at CubeCon. So in the last CubeCon at Chicago, in the keynote session, I happened to sit next to Catherine and I got talking and she introduced me to the deaf and hard of hearing working group that she just helped to find. And a few months later, she introduced me to the wonderful panelists. So you can imagine I did not know any of them a couple of months ago and today I'm collaborating with them and speaking here. So being an analyst is an incredibly powerful tool that you can use. And one point is that people with disabilities will take some more time for the initial ramp up. But once they ramp up, their hands go like an human eye. The second point I'd like to make is to make sure that your contributor guidelines talk is simple, clear language without any technical jargon so that newcomers don't feel overwhelmed. Your ability to put complex phrases into simple terms demonstrates your maturity as a software engineer. And lastly, being consistent is the key. Accessibility is not like you do it one time and forget about it. It has to be internalized, it has to be consistent. Now when you start contributing to open source, you wonder where to begin. And the same goes for accessibility as well. When you begin work. And so the staff and the heart of your working group has come up with a set of guidelines, best practices and recommendations that you can easily incorporate to make your meetings more inclusive. You can attend one of our meetings and you can ask us how we can help contribute to our projects. We have set up a kiosk in the pavilion booth. You are free to drop by and say hi to my members sitting here in the front row. And today evening we have, today evening we have a sign language crash course that is guaranteed to be fun. So please make sure you attend it. Summing up, I would say that when you embrace accessibility, you unlock opportunities to get truly diverse sort of contributors in your project, taking it to the next level. Thank you. Over to Ali. Thank you, Sandeep. So I talk about, I will talk about being responsive to your community. So what being responsive to your community means. So if you're running a business, for example, and if you're not replying to your customers, you'll lose those customers. So same happens for contributors and open source projects too. Nobody wants to be part of a community, which is not very interactive, interactive, or people cannot get answers or helps. So this seems like a simple thing, but it's really important to state the obvious. You're not very responsive if your PR time to merge is too long, or if you're not triaging your issues, PRs in time. If you're not responding your Slack messages, questions in time, or if you have these giant endless discussions for a feature request or for a bug report or whatever for making a discussion about it, making a decision about it. So CNCF DevStats can help with measuring some of these. It's a bit detailed topic, so I will not go into details here, but you'll find me around if you want to talk about CNCF DevStats and how to compare your projects with other ones. So what you need to fix in this situation, if you feel like your community is not really responsive, is you need to fix this. Someone else will handle it attitude and you also need to fix your decision making. And the good thing is this is rather a low investment fix. You don't need a complicated setup. You don't need complex tooling or stuff like that, but you need community awareness for this. So to raise this awareness, mention this problem in your community meetings, in your emails, or better yet be a good example yourself. So for being a good example, I have a few suggestions. Always acknowledge queries when someone asks your community something, even if you don't know the answer. So if you don't know the answer, you can always ping the right person. Do issue triaging or PR triaging session in your community regularly. I'm pretty sure some of you do this, but there are also some projects, some communities not doing it. Employ a lazy consensus for decision making. In case you don't know, this is basically saying we're going to go with this decision in two weeks, three weeks, whatever, unless there's a big objection. So we don't need to wait for approval from every single person. And also recognition, you need to recognize contributors. But there will be other panelists talking about contributor kudos and I leave it to them. Thank you. Next is. Okay, so Ali just talked about responsiveness. And one way to improve responsiveness is by recruiting more people into your project and moving them into leadership roles. A contributor ladder is a really good way to help people take on increased responsibilities within their project. And as they do that, they move up the contributor ladder to reduce the load on the already overworked maintainers and other contributors. Defining the roles and responsibilities for contributors, reviewers and maintainers can really help with recruiting new people into these roles. It can help to think about this as a ladder where contributors climb up to become reviewers. Those reviewers become maintainers. And what's important is to document this ladder and make sure that people understand how they can climb the ladder and gain more responsibilities within the project. And all of this helps set expectations for the roles and encourages people to think about how they might take on increasing roles of responsibility within the project. And as you get more people moving into maintainer roles, you can reduce the load of the existing maintainers. Now, the good news is that we have a template at the bottom of the slide that you can use to avoid building this from scratch. Now, the template probably has more roles than most projects need, so it can usually be simplified and customized for what you need for your project. At a minimum, you should probably have a community participant, a contributor, and a maintainer roles. But I would also strongly encourage you to add a reviewer role, since it can be a good step on the ladder to help people prepare to become a maintainer. And I would also like to see more projects have an option for people to move into emeritus roles, which recognizes the hard work that someone put into a project while, and then giving others a point of contact if they have questions about what came before, while also allowing that person to step away from the day to day roles within the project. And if you're a maintainer, I really encourage you to think of stepping into an emeritus role as a way of successfully handing off your duties to the next generation of maintainers for your project. One thing I think people sometimes forget is that you can have maintainers or other leadership positions for people who are responsible for things like community management, documentation, program management, product management, and lots of other roles. These people become responsible for making decisions and approving PRs in areas where those types of activities happen in the repository. And people working on these tasks make decisions about decisions also that might not necessarily happen in a repository. And I think too many maintainers underestimate the amount of time they spend on these activities, and recruiting people into these roles can really help reduce the workload of other maintainers and project leaders. Within TAG Contributor Strategy, we also have a non-code initiative, so the link at the bottom of this slide, within our Contributor Growth Working Group, where we talk about ways to get more people involved in the CNCF and other open source projects. And with that, I will turn it over to Josh to talk more about how to actually recruit those contributors. So if your project is responsive and you have a bunch of contributor roles that you want to recruit people into and you're ready for those additional contributors, one of the things that you will want to do is to have some contributor recruitment activities. But that can be a little scary because once you start investing in contributor recruitment activities, you're like, oh, there's mentoring and we can do some stuff at KubeCon, and we have this other stuff, we do a hack fest and we do a participant hacktober fest and that sort of thing. And it becomes a real state of option paralysis. We end up doing nothing because there's too many things to do. And the answer there is to restrict your scope of activities to the things that you can sustain. And one of the ways to do this is that we talk about high investment versus low investment contributor recruitment activities. So low investment contributor recruitment activities are ones where you can put in a little bit of effort to help attract more contributors. And often the effort is one time, right? Like something like a basic contributor guide, right? Is you do that and then you only update it like once a year. You don't have to continuously be active on it. Whereas, you know, and the idea of these low investment activities is you should do several of them because they are low investment. And eventually as your project matures, you're going to do most of the possible low investment activities. High investment activities require a lot of maintainer time.  They require maintainer time every time you do them. And as a result, you're only going to do like maybe one or two of these. You know, maybe two of them a year or something like that, three of them a year. And that's okay. That's actually what you should plan on. Now you start with the low investment activities because a lot of the high investment activities depend on the low investment activities to be successful. So let's talk about a few of these. So the first low investment one that you should be doing because the CNCF requires it is to have a basic contributor guide, right? Now you'll improve this contributor guide throughout the lifetime of your project, but you can get some basics in there right away. And then after that, a lot of your other low investment activities consist of other documentation, right?  Now the, and the other big part of low investment is obviously maintaining your comms, is to have a few comms channels and make sure that those are staffed as Ali talked about. Now, once you've done some of the low investment activities, you want to look at maybe doing one or two high investment activities.  Now those are obviously high investment because your project members need to make it to KubeCon in order for those to happen. But that includes things like maintainer sessions, kiosk, contribfest, other activities. Now you can also do those sorts of live event recruitment at other events, right? Like at a KCD, at a meetup, you can participate in online hackathons. Again, probably not more than one a year. These are a lot of work if you want them to be successful. The other high investment things you want to look at is ongoing stuff, right? Kubernetes, because it's a really big project, we actually have a fully interactive contributor tutorial, right? And if you have the kind of resource to produce that, it's a very valuable thing to have. But it is a lot of effort both to build and to maintain. You have video programs and you can do other things that are high investment and help you contribute recruitment, but again, don't get carried away. So to sum up, you know, basically pick three, four things that you can do that are low investment. One or two things you can do that are high investment and do this based on these activities are largely equivalent. Do this based on what works for your project, right? What somebody already wants to do, what's convenient for their location or their schedule or their preexisting skills, right?  And with that, we're going to talk about one sort of medium investment activity that you can do to attract contributors. Thank you, Josh. So Josh, talk to us about how to get contributors to your project. And mostly the first point of contact would be your GitHub repo. So Albert Einstein said, what's obvious to you might not be obvious to others. And it's also not even obvious that he said that. So when people go to your GitHub repo, the first thing that they see is your readme. And then they might actually look at your charter. Go to your own GitHub repo, look at it as if you've never seen it before. Does the readme actually tell the person what's the product about, when are we meeting, who's the leadership, basic things? Are you actually communicating that? Make sure that your readme does what it's supposed to do.  Are you actually still following that charter? Is it still up to date? So make sure those things are, new people look at that and say, oh, yes, I can get involved.  So make sure about things like that. GitHub repository, that is your filing system of your project. If your filing is a mess, nobody can find the code, nobody know how to contribute all the documentation that Josh referred to. Make sure it's filed in a way that is intuitive to new people. Look at it again, like you've never been there before. Say, oh, this does not make sense and just reorganizes low investment. Then very important thing, when you go to your repo, you manage things through GitHub issues and PRs. If you just have a list of issues, what's important? Nobody knows. If they're not part of the in-group, they can't tell what's important. Get a GitHub project board, they are very useful. Lots of automation available, automate as much as possible. It should not be hard work. It should actually reduce the work. Put it in columns that's suitable for your project. If it's in Backlock and it can't be fixed, block it, put it somewhere. Bonus step on the project board labels. There's a lot of CNCF projects that does not have any labels on their project. Use labels like Help Wanted, Good First Issue. You can put code, you can put information about the feature. Use the labels extensively and then there's features inside the project board where you can filter by views for specific types of labels, specific types of work that also makes it easier for people to find things where they can contribute. Make it easy for people to be in your project and see where they're going. We talked a lot about many aspects on how to build your contributor base. The last area we're going to touch upon sounds fairly simple, but it's incredibly powerful and that is contributor kudos. Everyone appreciates a thank you. We know that. A thank you goes a really long way and that's no different in open source. Your contributors are donating their time to improve your technology, to help others like on Slack maybe, to educate others on your project. Some may contribute to the docs, some may write a blog post, others may share their journey at coupon or other conferences and all this is really critical for your project. And the least they deserve is a thank you. I think we can all agree on that. But the interesting thing is that a thank you may actually be one of the most powerful tools you have. And the good news is that anyone can do this. So be sure to include shout outs wherever possible. When you write an announcement blog, make sure you mention the contributors who helped build those features on social media as well, on Slack everywhere you can. That's an easy one. If you want to go a step further, you can build a recognition program. And I wanted to kind of show the LinkerD recognition program as an example. So for LinkerD, maintainers and community members can nominate their LinkerD hero. And so we have three categories. We have code contributions. We have helping community members. And we have spreading the LinkerD message. And the latter two are really, really important because most people think of code when they think of open source contributions. But your project needs all of it, right? So it's very important to also, to publicly recognize people for those contributions as well. So they know that that is important as well. And so we tried to make it really fun. You saw the previous graphic, and we have here one with a hero. We also created a dedicated blog post, and that may sound like a lot of work, but we're all busy, right? So we cannot really write a custom blog post for every single person. So we keep it simple. We have a template with one customized section, right? And I ask whoever worked with that contributor to help me write like one or two sentences to make it very, very personalized, right? And the rest is like very standard. So it's really easy to create these. Then every person gets, every hero gets a LinkerD badge, sorry, LinkedIn badge, typical project problem. So a LinkedIn badge is actually a CNCF benefit, which is really cool. So all projects can use that. So initially when we were building the program, we asked the CNCF if we could have one of those badges, like everyone who has spoken at KubeCon has gotten one of those, so you can get like something similar. So yeah, if your project wants to create something like that, please reach out, and you can request that for free.  And then, yeah, our community members really, really appreciate that. So I encourage everyone to take contributors kudos really seriously, because it may seem like a small thing to you, but it does show contributors that their work is appreciated. So it is, it really goes a long way. And so that's all for today. Here are a few ways to get in touch or learn more. You can join our Slack channel. You can just pop in one of our meetings. You can participate in the maintainer circle. We have lots of resources. So check those out. And one last thing Sandeep already mentioned it. So the deaf and hard of hearing working group has a kiosk in the mornings. So we would love for you to swing by and say hi and talk to these wonderful people. And I think we're ready for Q&A. Yeah. So you have questions. We have ideas and we have a second mic. Hi, thank you very much for all the recommendations. They would work perfectly for large organizations and large projects, obviously. My question is, how do you compare them for small scale projects, small organizations, individuals, and they usually need much more contribution? How would you compare your recommendations? Thank you. I think the part about what does your repo look like is super important, especially young projects. That's often the get up repo is not a proper recruiting tool. So make your read me exciting, make your way you're going with the project clear, what you're trying to achieve with the project, what is the problem we're busy solving. Make that clear. And somebody will come and say, oh, I have this problem. And then they'll start using the thing and say, oh, I need this feature and they'll start contributing. But if it's unclear if it's just a logo and a few things you threw in there just because you opened the repo and I want to read me, make sure you invest time in your read me and your charter to say, this is where we're going because that's the vision, that's the light, the laser for the cats to follow you. And that was actually why I also talked about picking how much you can do in terms of activities, right? So you have a small project and you have one very part-time community lead that maybe you only do one activity a year, right? But you can only handle so many new contributors anyway, so that one activity is enough in that early stage. I'm a somewhat newly minted maintainer for the Istia project, which is pretty large. And it's my first experience as a maintainer there. And one of the things that I struggled with a little bit is understanding how to say no to what might be a first time contributor in a way that makes them not want to not come back again and contribute again, right? Like sometimes they, you know, the answer is let's work on this, we can make it better. Sometimes the answer is just the community has decided this approach, we're not going to do it, so thank you, but no. What are some tips for saying no in a way that doesn't make people not want to come back if you have to say no? I think one of the things that can really help is by having some of that documented as much as you can. So having really clear scope document, so what's in scope and what's out of scope for Istio. And that helps because then you can point people to something. You can say, hey, you know, thank you for your contribution, but we've decided to go in this direction. Here's where you can find more details. We'd love to have you contribute more. And so I think just being really careful to be kind and empathetic in those responses I think can go a long way. And maybe if you can, you know, as you're saying no to them, if you can think of something related that they might be interested to work on, maybe pointing them in another direction that might be, you know, kind of along the lines of their skills and their interests. One of the other things I would say is say no quickly, right? Don't ask them for just one more thing like seven times and then say no. That's what really drives people baddie, right? And do give them the opportunity to participate in the discussion also, right? Is to say, hey, we're going to discuss your proposal at our next community meeting, you know, if you can be there. And if you can't be there, then, you know, I'm going to have some questions for you. So they feel like even if they didn't get the answer they wanted, they had a chance to participate in determining that. They have a great presentation and a lot of useful things you can take away today, so thanks for that again.  Like, what's the most impactful things that will get people up the ladder from smaller stuff to bigger stuff? I would say, I mean, one thing is obviously actually, or you could take this, Ollie. One thing is obviously mentoring, right, is that to get to that big epic and that sort of thing, they're really actually going to need, and this was listed, but I didn't really talk about it in my high investment activities, obviously, is to have a reviewer, an existing reviewer, maintain or mentor them in working on that big change. And I think, too, asking people for specific things. So, you know, noticing that someone is interested in working in a space or that they have a particular skill set in an area that you need for the project, sometimes just asking them, and it makes them feel appreciated, it makes them feel like you value their input. And, you know, they may or may not have the bandwidth to do it, right? But I think that, you know, just people knowing that they're appreciated helps kind of encourage them to step up on the project. And then also looking at your road mapping in your charter. So, if you have specific needs, write them out an issue, clearly describe, I'm looking for somebody to do these things. This is the outcome we're looking for. Stick it in the backlog, and then you can add, use the labels and say, help me to get first issue. Or you can, as you say, you've got first issue people, but you want them to do the advance, and you can kind of, everybody wants the next badge. So, you say, this is next level iteration or think about what would be the bait that you can hold out for somebody to say, oh, I could do that, but maybe I should pick up these and make it attractive as the next, and be clear about what you want and list them in the issues. Because people get there, and they're unsure, and they're new, and they're not sure. And if they read the issue, say, I've got this skill. And also with your labeling, if you specifically go lang or need rust, or whatever, label it according to the language or the skill, and that would also help. I can say one last thing. So it's a generic answer, but again, invite this person to the community meeting. So people feel more encouraged in a community meeting to take new responsibilities instead of just seeing the hundreds of issues and trying to find out which one is the best for them. So thanks for the nice discussion. I have a small question, maybe from the language barrier, but I never heard the word charter in this context. So could you maybe explain what you exactly mean by charter? So charter, most of your CNCF projects have an explanation of what is the project. So if you go to the contributor strategy repo, you'll see we have the charter, and the charter says this is the work that we plan to do and the vision that we have for this specific working group. And then you can also have a section that says this is in scope. We're going to do these things, but we're not going to do those things. So you can say I'm doing a storage project, but we stop at the network level. So by drawing a circle around your specific work, is your charter making it clear to people what they're getting involved in? So also your charter is the question that you ask honestly with your charter is what's the problem we're solving? So you write out I'm solving this problem with this project, this is how we do it, and this is how we're not doing it. And that just helps people to understand what it's about. There's a bit of a marketing document as well. That also helps you with the whole saying no problem, because if you have a clear charter that says what's out of scope, then you're less likely to have somebody come along with a piece of functionality that you just really don't want as part of your project at all. Just to follow up, one thing that is nice for non-native speakers is to record your meeting so people can catch up after for things they don't understand, and for CentOS board meeting we did that, and we got a lot more engagement after the meeting because we could publish the whole board meeting in the video, and nowadays it's not too hard to do. It was not true a few years ago, but nowadays with Google or Zoom, whatever, it's not that hard, and it helps a lot the people that don't catch up everything during the meeting and the director. So if you can do that, in general it helps a lot. Just to point on charters while they pass the mic, we actually have a whole document in the governance section about how to describe your charter and what should go in it and what it should look like for projects, for maintainers. So my question is around recruiting... Can you speak up? My question is around recruiting contributors. As a... basically the CNTF as a foundation, right? How should we approach or how are we trying to actively recruit volunteer contributors? And how do we basically strategize that so that we have a more diverse set of contributors? Strategies for attracting a more diverse set of contributors. Okay, so I think to attract more diverse set of contributors depends on what kind of diverse people are you looking for. Okay, like for example in my case the needs of accommodation are pretty simple like I just want captioning and as long as captioning works I feel like I'm able to follow everything. So then it's like if you want to have like a heart of hearing people who are relying on captions you just need to make sure that your meeting includes the accommodation. But then there are people like my friends who are sitting here that don't allow captions and they prefer sign language interpreters. So then if you plan to include them you need to make sure your meeting has some interpreters that they can follow. And then if you want to have like blind people or more blind people contributors you need to know like if one of your meetings or whatever strategies you are using is inclusive for them. So accommodation needs very widely and as I said it does not need a huge investment it's not that complex. What you just need to know is just result to them like if you see me here you can just come and talk to me and say what am I accommodation needs. If you meet a blind person you just don't need and then you say if you have that if you have that accommodation then they can very easily be a part of it. And it all starts basically from your empathy to see a human being as a human being as long as you see a human being as a human being you will feel the natural desire to include them. That's what I'm saying. And I think of course you don't know who wants to participate before I mean you don't know it right like as a project just being very vocal about it or like publishing it somewhere on your get up report or something that accommodations may be made can be made or to come and talk just invite people to come over and say we'll figure it out if you want to join. Because you don't really know who wants to be you cannot guess who might be interested right. So just letting people know that if they're interested come and join us tell us what you need because one of the important things is like you have to ask them what they need don't assume right. Like a lot of people make that assumption like oh a blind person needs that or that person needs the other thing like ask them what they need and what's comfortable for them. So I think just being public about that I think that could attract at least in the accessibility part a lot of different people. Then another way for projects to if you want to diversify the community that's actually contributing it we have the mentoring working group underneath the tag and tribute strategy talk to us about that so basically it's not a job offer arrangement but it works quite similar so the project can make a statement about work that they want done and then they submit that to the to the mentoring working group they publish it and there is in the LFX platform a way that people from all over the world apply for that and if you're a project and you want to increase your diversity you go through the applications and find people that suits your need that you try to resolve and you can actually look at the skills you can look at the time zone you can look at various things like language whatever so if you were in France so if you need French contributors but you're in the US then publish it and say I need somebody that can speak French and can program in Golang and then people with those skills will apply and if you have an edge case of diversity that they want to fill just properly stated in your requirement One last thing I'll add there in addition to mentoring one last thing that I will add there is that we haven't mentioned before is code of conduct that is really important you need to make sure that the leadership in your project believes in the code of conduct and is willing to support it because people need to feel safe and if they don't feel safe they won't participate Just one more point that I'd like to add is sure like I'm in a project meeting then you can just meet about it and then add a tag like accessibility inclusion and mention that you are looking for diverse contributors and then put that in your social media and somehow through a context it will be retweeted and some of us see and then we get the feeling that I am to see that they are looking for diverse contributors and we are encouraged to be a part of it but as George said in my talk I said when I joined the meeting he just stopped for a moment and said are the captions working so in the sense of inclusion in that line I mean that's the way you get more diverse people it's about just saying a line or two just to make them feel welcome because there is as I said there is an initial ramp up time to have a diverse people because you may not suddenly feel that belonging that you are natural so if you can take one step you can take ten steps further and you can jointly work together okay yeah so we are at the end of our time slot but we are all here at the conference a lot of us will be in the project pavilion and you are welcome to come by with other questions or ideas or things that your project needs help with from the CNCF because one of the things we do for people is help connect them with CNCF staff and stuff for other resources and thank you very much for coming


Welcome traders to another Tick-Mill earnings report preview with me, Patrick Munley. Before we jump into today's report, as always I want to adhere to the risk disclaimer. The material provided is for information purposes only and should not be considered as investment advice. Views, information or opinions expressed in this recording are solely mine and are not indicative or representative of those held by Tick-Mill UK or Tick-Mill Europe. Okay, let's jump into today's report. We're looking at Shopify. Shopify announced earnings before the New York Bell today. We're looking at a consensus earnings per share of a dollar on revenue of 1.25 billion. Shopify, the e-commerce software firm traded north of $1,600 around the time of the Nasdaq Consets peak back in November. Here's about how the Federal Reserve will tackle inflation and weakening e-commerce trends have weighed on Shopify's shares. Current consensus is pointing to lower market multiples and e-commerce spending uncertainty in the near future. Near-term pressures like inflation, supply chain disruptions and other macroeconomic concerns reflect structural weakness in Shopify's performance. The company's earnings and sales have been decelerating in recent quarters, which has not bode well for this earnings report. Furthermore, the company is expected to earn $2.62 a share in 2022, which would be 59% below the $6.41 a share it earned in 2021. Consensus EPS estimates for the quarter have been revised lower by 9.58% over the last 30 days to the current level. This is essentially a reflection of how the covering analysts have collectively reassessed their initial estimates over this period. Investors should keep in mind that an aggregate change may not always reflect the direction of estimate revisions by each of the covering analysts. The idea here is that analysts revising their estimates right before an earnings release have the latest information, which could potentially be more accurate than what they and their other contributing editors were looking at the consensus had predicted earlier. Analysts often consider to what extent a company has been able to match consensus estimates in the past while calculating their estimates for its future earnings. So it's worth considering the surprise history for gauging its influence on the upcoming number. For the last reported quarter, it was expected that Shopify would post earnings of $1.33 per share when it actually produced earnings of $1.36, bearing an upside surprise of 2.26% over the last four quarters the company has beaten consensus EPS estimates three times. Let's take a look at some of the statistical trading patterns now around the earnings release for Shopify. Shares have moved higher in the immediate aftermath of earnings, seven hours at the 12 previous reports. On average, the stock moved up 2.2% in the first day of trading after the company reported earnings. Based on the previous 12 earnings releases, it's more likely that the stock will trade lower one day after earnings for an average loss of 2.1%. The share price has tended to drift lower by 35% post earnings announcements using the last 12 quarters of days. The average drift between the earnings announcement is 14.6%. The current drift represents a negative 1.2 standard deviation move from the options market in terms of cleaning the anticipated move post release. Options traders are pricing in a 15.1% move on earnings. Stock has averaged a 7.3% move in recent quarters. From a flow and sentiment perspective, there have been some notable buying of 1649 contracts of a $465 call and also 1625 contracts of the $465 put both contracts expiring on Friday, May 20th. Options order flow sentiment has been bullish in the stock. Investor sentiment going into the company's earnings release has 50% expecting an earnings beat. Consistence assessments for earnings to be earlier every year by 47.47% with revenue increasing 26.44%. Short interest has decreased by 83.7% since the company's last earnings release while the stock has drifted lower by 46.6% from its open following its last release. Now it trades 63.8% below its 200-day moving average at $1,177.88. Let's put up a chart here and see if we can identify any trading opportunities in the stock. You can see here we've been in a vicious downtrend and what I'm looking at here is if we can get a beat on consensus earnings, EPS, or revenue, then if we can take out the trend line resistance here on a closing basis. So I've been looking for any close through weekly projected range resistance at $534 to build a long position, ultimately looking for a move up to test prior swing highs $768. We also have the monthly projected range resistance coming at $760, so it's a decent upside to play for there. But if we have anticipated any misses here, I've been looking for a close through weekly projected range support and this descending trend line support, so something through $378. I've also been looking for a move down into the $250 which represents the lifetime trend line support here, also the yearly S3. From there again I'll be watching so you can get bullish reversal patterns to engage on the long side to play for a counter trend correction. As always traders, plan the trade, trade the plan and most importantly manage your risk. Until next time, thanks very much.


But I got you on the cameras up there get it spun around so I can nose it up towards this We've got to get it running get it cleaned up and try to get it Get a sail out. All right guys. I got a couple things to do. I'll be back with you shortly