Hey guys, it's Monica. Thank you so much for joining me. So this is kind of be sort of like a little chitty-chatty Video while I talk to you about a couple of products. So If you're interested stay tuned and the products are anywhere from nail stuff to hair stuff to Flesh all sorts of different things. So hopefully This topic is of interest and if it is stay tuned. Oh Hey guys, thank you so much for joining me, you know, many of you know that I have been the last couple of weeks I've actually been sick. I have I've had a an access tooth. I've had an air rake I've had an eye infection. So I had all of these different things going on in my face That made me feel really awful. The air rake happened right before we were flying to Atlanta I had to go see a doctor. I had to get on medication My ear was killing me and then shortly after that. I came back. I had an accent everything on the same side I think it's all tied in actually So I had the access tooth and my face swelled up and it was like awful awful. Anyways, the the old it's an old root canal that Had a silver Post in it. So they did the first part. They had to take it out and clean it out And I know I think I talked about that I go back on the It's a Tuesday the 18th or Tuesday the 14th.  It's very affordable It's very sturdy and that's what I was super impressed with so that's what that is For those of you that asked really so one thing I really wanted to talk about Was my hair In my last video and I want to thank so many of you for being so very supportive In my last video I showed you my toppers and you all know that I wear toppers and I bring you wigs And things of that nature and I just like having the different alternative alternative hair While my hair loss is not severe It is definitely thinned a lot dramatically as you know, I went through a menopause and I'm 67 So it stands to reason in a lot of ways. I mean some women are blessed with full thick head of hair Throughout life and some are not and I'm just in the I'm not category So, um, I've tried many different things. I've tried many different hair treatments Serums oils shampoos this and that and all of that and I said I'm not going to go through that anymore I'm just going to wear my alternative hair deal with my own hair the best I can And and that's what I've been trying to really do But I got um approached by this company who had been watching some of my hair videos And it's creatin hair care Um, when I first looked them up I didn't see a whole lot about them But I did look the company up and I was really impressed because the products are made in the usa And they're also cruelty free. So those two things totally impressed me I also like to support smaller companies and um, you know companies that are just starting out and things of that nature Not that this company is just starting out But the things that impressed me was the fact that made in the usa and cruelty free So I looked at it and I said, okay, I'll try it So what they did is they sent me three three of their products One is their intensive thickening treatment And this intensive uh thickening treatment. It's a spray And the other is this intensive, um, growth drops So the growth drops are supposed to increase hair density. They're supposed to block the dh t the dh t hormone that, um Contributes sometimes to hair loss While it increases the blood flow to your blood flow to your hair follicles I use a boar's head brush on my bio hair. I brush my hair really well Um, I try to make sure that I stimulate my scalp But this is lightweight. It's a leave-in serum It is supposed to nourish and of course, I'm really impressed because it blocks the dh t have not started it yet I'm going to take a bunch of pictures when I'm done my video of my bio hair Without any hairpiece on without anything on at all So I can kind of track the before and afters The other thing that they sent me was this extensive expending spray So this extensive thickening treatment is, um Something that you spray on your hair. It provides moisture. They say here it's going to give you thermal protection Creatin healing it's lightweight. It is supposed to help boost the diameter diameter of your hair It's also supposed to prevent hair strands, you know from um boosting the hair treatment penetrates hair strands Sorry to increase thickness over time So while nourishing and restoring so I really was impressed with the thickness over time because I thought that sounded really good So um that and then there's also some hair vitamins So they sent me two It is um keratin keratin hair growth skin and nail supplement. There is 60 capsule in each bottle It's got 16 natural ingredients. It's drug-free sugar-free vegan promotes hair growth and um I'm I'm really going to be I'm going to be really looking forward to seeing how this works So I'm going to start all this on my bio hair I think the prices I checked out their website I think their prices are really very very reasonable I'll link information below if anyone wanted to check it out But I'll report back how I am liking this. I want to start it And I'm going to start it today and um and then really just kind of follow my progress really super careful Again, this was sent to me complimentary from keratin. I didn't pay for it They they're not paying me to do this video I'm going to just check it out because I like cruelty free. I like made in the usa and I like something that maybe will help my hair because You know every woman right I mean here hair is an important part of you and how you feel About yourself So even though we don't like to let ourselves be defined by hair sometimes it does happen We do kind of all have bad hair day and I have a lot of bad hair days So I had bought when I was in altar. I did a like a mini little altar. I'll have to show you my sneakers I had bought these dashing diva Gloss nails not nails polish So it's a ultrashine gel palette It says it lasts up to 14 days. There are 32 gel strips in a package They are nail strips. You put them on I've opened up one. I I've used one I haven't opened up this one. I just think this is such a pretty color. I just I know it's not going to pick it up But it is really pretty. It's got purple. It's got shimmery. It's got a really nice design I thought it designed totally appeal to me As did this one and I'll tell you I use them They lasted all of but one day for me I kid you not one day So I had to change cameras because I lost my battery all of my batteries and the other camera Anyway, so I put these on I was so excited It took me a while because I've never used the nail strips before like this um I have used the color street that I got from malin fab and glam And I really liked them a lot of you complimented my nails in the videos that I had them on But then when I was in altar, I saw these and I said oh I just thought they were so so pretty really pretty colors And so I bought them And and like I said they last I put them on maybe it's use era. I really don't know But by the end of the first day on with these nails on with the nail strips on They started to lift and I'm thinking Well, I have dishes to do. I'm going to take a shower later I wondered how they were going to last because I don't put gloves on when I do my dishes And I certainly don't put gloves on when I'm taking a shower And I'm really worried about you know getting any kind of a nail fungus if you get water build up and all that stuff So um by the end of that day I took that shower. I came out of the shower and my nails were curdled They were so I just took the edge and I just peeled them all off. They came off So stinking easy. I couldn't believe it So for me the dashing diva nails while super pretty and I'm a very visual person Like I was really happy to be in the store to actually see the colors to decide and they were very affordable I think they were like 8.99 and then if that I have coupon, you know how alter is right So they were very affordable and I could see that there was a ton of nails in here about 32 nail strips in here You can mix and match the design and I really like that a lot Sounded easy affordable pretty pretty colors On me. They just did not last at all. So I went back to using the I Basically the color street and I buy them off of Molly and I'll link her channel before I just placed a second order The first time I put the color street on it was a little bit difficult for me to get it on You know it was the very first time doing it but then it got it on and I think it lasted me almost two weeks And I have bare nails. I don't have fake nails. So it went on my bare nails And I bought I have another um, I think I have another package, but they're open So they're in the refrigerator, but I bought four of them initially And one is like all just silver glittery glittery and the others multiple design you can see from what I have on my hands And I really like them. They lasted they stayed on and you know, I thought mom, okay Even though these I love seeing it how pretty they were and these I had to order and take sort of like, okay Are they going to be as pretty in real life? I um, I'll tell you these these work really well once you get the hang of putting them on And you you put them on nice and tight on some of my nails like for this one I have two different color strips on so when I added a second color strip on top I only did the half so I could do the nail these have been on my nails for Over a week and they're still doing really good. They're not lifting anywhere. They're not um, they're not Broken they're not coming off. They're doing really super good. I'm so impressed with them So I ended up buying more ended up buying three more packages and I really love them So when I set up I'm going to show you a photo of when I set up I usually just set up and this is a brush holder. I bought like at the cosmetic company store I put it all in here and I put it on here on my table because you're cutting or you're tipping You're bending the edges off and you might have some residue And then when I'm all done if I'm doing like a multiple layer where I have a tip of a different color on Then I just do some and this is just the sally hands and insta dry And I just put that on so these feel thin on my fingers They feel very natural on my fingers and they stick to my fingers. They're not curling or lifting Whereas when I put the dashing Diba ones on the gel the strips felt very um thick very thick And they felt funny on my fingers, you know, even after they dried so to speak They were on for most of the day. They felt really funny on my fingers. So anyways These I really like so I was talking to my lean.    I couldn't believe it I woke up the next morning. Now, they weren't perfectly beautiful like magazine fingers or anything But all the ragged raw redness the things that I pulled and chewed. I know this is horrible to admit on camera Um Was healing was good So, you know, I thought that was an amazing thing. So I love my macoo. Absolutely love this I just it's amazing to me how many different uses I get out of this. I love this stuff And I have a coupon below 50 off. So that's an amazing sale and I use the 5000 milligram on my face Everyone always asks certainly can use this on your face I would use that if I was out of my 5000 but I use that on my face on my trouble spots I really love it. Um, it works really well and I think the product is awesome so blush sticks so I had got an opportunity to try I have been wanting to do like a cream blush I have not bought one I have powder blushes that I like but I've never really tried a cream blush And then I saw on the octally network that they were offering an opportunity to see about trying and reviewing A cream blush. So I looked it up and I said, oh, you know, this looked really good So I asked to be considered and I was accepted and so they sent me this Package of six. I thought maybe I would get one color But they sent me every color this company has In these blushes and they're also a blush and a lip duo, which I really did not understand So this is I'm going to pronounce it. Maybe wrong, but Palladio These are their blush sticks their combination. So Palladio Has very much innovative new products. They are very trendy products. They're cruelty free They're made without parabens. They're I think a super affordable price. I was surprised A lot of their products are very antioxidant rich and vitamins And botanicals and anti inflammatory. So I really really thought this sounded really good So I got these and I was like Six of them. I couldn't believe it. I really couldn't believe it. I never expected six of them But they're all different colors and they're very very light. So I'm going to put this on my hand I don't know if you can see what that looks like on my hand But that is just a pretty Pretty sheer Share pink Just a pretty sheer pink and what I like about it is just you can put it on your lips if you want But this color I really like and this one is I'm looking for the color in such Small light print, but this is precious So the color precious I really I thought this was really cute, you know, you can go up down just like a lipstick But I thought what a pretty Pretty color blush So I really like this one a lot and the other one I opened up is a little bit darker But it's also very pretty Just more of a maybe more of a peachy tinge Really pretty I'm not going to put it on because I'll have too much blush on my face But this one is called lovely So precious and lovely are the ones that I have opened and put on and then I have See another one that I opened And this is dainty. I'm not dainty, but I really like dainty so Dainty's on the bottom. I don't know if this is even picking it up dainty on the bottom and precious Of course, I'm putting it on my cheeks on and I shouldn't because I can't really see what I'm doing But I was very impressed with this company. I was very impressed with these products Now I've used this a couple of times. It's lasted on me Pretty well all day. I I didn't have I didn't have to retouch, but I use a setting spray So without a setting spray, I don't know but I like the fact that it's light and sheer and very very Moisturizing feeling on my skin these three. I haven't opened yet. I I'm not just sure if I'm going to open them I don't want to open them unless I think I'm going to use the colors But these three I know I'll use the colors and I really really like this So this was sent to me complimentary. I don't know if I even said this But this was sent to me complimentary from the octaline network from the company Palladio Palladio blush sticks in exchange for review and I thought I thought they sounded really awesome Really awesome. So between the hair products the blush products the nail products I can't wait till I get my other nail strips in because the colors I ordered are really really pretty really pretty colors Um, yeah, I can't wait to see them on my head guys. This is Ellen Villa's club 10. I'm reviewing this piece for week studio one. They sent this to me complimentary I actually think this is pretty pretty pretty pretty cool. Look at the back. I like how it flips out You know, it's a very stylish very trendy It's a timeless style, you know, and you can also comb it down flat if you want Well, I don't want to comb anything down flat. I like a little bit of height with mine And so and I love the color. I think this is called dark sand mix I just think it's really pretty so Other than that, I'm feeling much better. I do have my second treatment coming up and I'm not looking forward to that at all not at all. Um I'm just not I I'm still my diet is going well I haven't lost a whole lot of weight. I think I've lost about maybe six pounds now and But I'm intimate and fasting more so than anything else. I've been trying on average. I do about 17 hours Um, some days 18 some days 16, but that's the average that I do a drink a ton of water But I think what's helping me the most is that apple cider vinegar gummy that I talked about a couple of times I take two of those in the morning and I take a big glass of water And I I'm not You know, if it's breaking my fast, it's breaking my fast. I don't know but I take it and And I'm not hungry, you know, I'm not hungry. So by the time I break my fast, it might be Maybe around new time depending on what time I ate the night before Or 11 30 and then I eat but my appetite is like It's like not not like it was and then in the afternoon I take two more of the gummies chew them up really good drink a lot of water with it and come dinner You know, I'm hungry. I eat But I don't eat nearly as much so with the gummies and the intermittent fasting I think that's helping me with my covid weight gain I hope I hope it's helping me with my covid weight gain anyways weight gain anyways kind of chitchatting about a little bit of this a little bit of that and Showing you some of the stuff that I got I did go shopping. I've got these funky sneakers What else did I get a marshals hall? I got these funky sneakers about the flowers behind me that I put in my My little corner over here in the bathroom I just thought they were so pretty and I just kind of as much as I love my hydrangeas And they'll they'll purple and they'll go back. I'll definitely put them in there again, but I just thought they were pretty so sneakers What else did I do there's something else I got and I just ruined a total blank on it Um, aside from the the nail things that I got now, so there was something else But if it'll come to me, it'll come to me But anyways, I just wanted to kind of share my little mini haul And have a little chat with you guys and um, oh, I know what else I wanted to tell you Um, I was using the city beauty ultra firming dry oil I mentioned this a couple of videos ago And at the time it was not available. It still isn't available. It does not go retail until may 9th Um But somebody asked me how I was liking it and so it's been almost a month now And I'm not really noticing a super difference on the condition of my neck What I am noticing is the skin the way my skin feels So I like how it feels a lot. Um, it's a dry firming oil So I'm going to keep using it. Um, but you know, I can't tell you that it's made a big difference I just like how it feels it's expensive, but I'm going to keep using it and then maybe you know by the time I'm done, I'll be able to report back and Be give you a more solid idea of How I'm liking it. So anyways, I think that's it Thank you guys and I'll see you in my next video. Bye guys


take a nap before HP tonight. But thank you for coming to hear me share my kind of war stories from collaboration in an HD world. And HD, in this case, is highly distributed. I'm Rania Moser. And for the period of this story that I'm going to cover, I was a software development manager at Rackspace for our public cloud deploys. This morning, no, yesterday afternoon, right after lunch, I gave a talk on the service-oriented deploys, which was a summary of everything we had done over the last three years of work with a deeper look at what we had accomplished over the last six months. And this talk is really taking some of that same period of time and that same work that we did in talking about how we were managing the team, how I was managing the team, and how I was making it effective as possible to deliver these pretty impressive technical achievements. To start us off, this is a quote by Rolo Rismay. He is an American existential psychologist, and it kind of gives you an insight into what we're going to be doing in this talk. It's a little of psychology, a little sociology, a tiny bit of technology, and just a lot of, hopefully, common sense in communication. Because really, it's communication that leads us to community, which is understanding intimacy and mutual value. And that is truly one of the keys to having an effective team, whether you're co-located or distributed around the world. And so this talk is really my story of about an 18-month period of how I learned some valuable lessons. And I could go back in time and tell my younger self, this is what I would share with myself. OK, so most of us work for global companies. Some of us work for smaller companies, but a lot of us that are involved in OpenStack work for global companies. Rackspace is an example of that. Giant number of customers, almost 6,000 employees. We have offices all over the world. And staying connected is really hard. Then you factor in the actual OpenStack community, which had almost 1,500 contributions from 169 different organizations in the KELO cycle. 792,000 over 3 quarters of a million strings were translated into another language. So we are definitely a global community. And we're definitely solving complex problems. There were almost 400 new features added, over 7,000 bug fixes across all of the different projects, as well as the common libraries, and over 100 supported plugins and drivers on the marketplace site. So this is the reality of the world that we're working in and living in on a day-to-day basis. Whether it's in our own companies that we're employed by or that we run ourselves, or in our larger open source community. And so I believe that as a community, we do want to deliver really good software continuously as possible, quickly as possible, so that we can satisfy our customers' needs, whether they're a paying customer, creating a VM on our public or private cloud, or an operator. And we're a developer. And we're creating tools and software that they're going to actually have to deploy and maintain. Agile is something that's near and dear to my heart. It was originally introduced in the year 2001 when a bunch of guys, 17 or so, got together at a ski resort and said, hey, we're all working about the same way. Let's kind of write this step down. And the Agile manifesto was born. It's 15 years old now. So some of the questions are, how do you adapt this idea of Agile software development, which we know we need, into a distributed team? So let me tell you my story. I joined Rackspace in April 2012, helped them launch their public cloud in August 2012. And in April of 2013, I was promoted from a software development lifecycle manager, kind of a scrum master type of a role, to a full-on software development manager. And I was given a team. And I had been previously in government contracting for the Army Medical Command in the United States, and was kind of missing my co-located team. I was like, oh, yeah, this is going to be great. I'll have people, get to mentor, I'll get to lead, I'll have this vision, and it'll be great. We'll be implementing it. It's like, maybe it'll look like this. We'll be huddled around. And I'll be at the center, everything like that. Or maybe it would be more like this. We'd be side by side, fitting the puzzle pieces together. Or quite possibly, maybe it would be hard and sweaty. But we'd be a scrum team, running down the field together. Me, their captain. And in reality, this was my team. We were all over the world, quite literally. There was a 13 and a half hour time difference from one end of the team in Bangalore. It's through Johannesburg, South Africa. And then three of the four time zones in the United States. So we had East Coast, Central in Texas, and then on the West Coast. And that was not what I thought I had signed up for. But I was still excited. I was like, OK, we can make this work. Yay, I get to work from home a lot more. This could be good. And so I'm so distracted because my preview slide isn't coming up. So I don't know what I'm saying next. But so this was my reality. And I had to figure out how to make it work. And so this is the start of my highly distributed team. And so a distributed system, of which I truly believe a group of people is a system just like a group of software, is where the components are communicating and coordinating their actions only by passing messages. So just passing messages. And this is from an actual distributed systems concepts and the design textbook that I had in my undergrad. A team, according to Marian Webster, is a group of people who work together. So a highly distributed or an HD team, for me, is a group of people who work together virtually and are relying on technology to communicate and coordinate their actions. Because we're not co-located. We're not in the same space. And this is my take on it. And it might change over the next year or two as I continue to work with distributed teams. But this is how I understand it today. And so the question becomes, can agile work in an HD team? These are the buzzwords we have. Self-organizing, adaptive planning, evolutionary development, early delivery, rapid response, cross-functional. You see frameworks like Scrum and Lean and Kanban. And how do you apply those things most of which are have a co-located mindset to a very distributed team? And so if we go back to our agile manifesto, it actually gives us a pretty good insight into what we need to maybe focus on a little bit more to be effective, even though it may not be what we have thought of as ideal. You think of the agile manifesto as created for co-located, scrummy-like teams or that what would become really a scrum-like team. So how do we look at this now? So agile says individuals and interactions are more valuable than process and tools. Okay, so if your individuals and interactions can't be right together right there all the time, maybe you can bump up your process and tools a bit to get a little bit to be more effective. Working software is more valuable than comprehensive documentation. Definitely agree. However, when you're working on something that people are 12 hours away and you can't ask them, hey, how does this work? Your documentation becomes a lot more important. Customer collaboration versus contract negotiations. Now, I was an internal, all my customers were internal. So I didn't have to do quote, unquote, contract negotiations, but collaborating with somebody and having somebody in, say, Texas understand that the team in South Africa aren't awake and can't help right now is really important. And so setting up those negotiations and kind of treating it like an agreement, a contract, becomes really important. And then responding to change versus following a plan. What I have found is, yes, you're gonna respond to change, have to be flexible and adaptive, all of those great things, but your plan is even more important than if you are all able to be in the same room and adapt and adjust course daily. Having that guiding path through becomes really, really critical to keeping everyone on the same page. And for people to know, hey, I have a question, this doesn't feel right, I don't think this is the right direction. If they know where you're going, then they can actually help keep you steering the right course. So we have some theory, I really like theory, I just finished graduate school, so I'm still in theory heaven. But so here's the lessons learned on effectiveness in an HD team, and there are four major themes that emerged. Now to come up with this group, I actually reached out to some of my old team members. Most of us have moved on to other positions, some at Rackspace, some with other OpenStack companies, some have moved to Germany and are live in the life with lots of beer. And so I reached out to them and I was like, hey, what were the things that you learned that you take away and reflect on the most? And this is what we came up with, is to treat it distributed first, treat your teams distributed first, it's your lowest common denominator, but value that face to face time and make it a priority, spend the money to get together, take the time away from families even though it can be hard to do that. Working groups, you have a team, but find the sub teams, find the pairs, find the threesomes, the smaller groups of people to focus on different parts of the problem. And finally, actually engineer the team. Letting it just happen, I've seen it work great in an office. On many teams I've had, you just emerge, you go through your storming and your forming in those different stages of team development. In a distributed team, if you wait for it to just naturally occur, it could take forever and it may never actually happen. So actually taking time to engineer the team. So let's go through each of these themes and actually gonna explain to you the tools and what we were doing that helped make this possible. And I'm sure there are some things where I was like, and this was really bad and we would do it this way if we could go back. Okay, so distributed first.  Two of us are in San Antonio, Texas, we're rock spaces headquarters. Two of us are in Johannesburg, South Africa and we could have lots of face to face interaction, lots of talks, lots of conversations, but it completely left the rest of the team out and it made it extremely difficult to move all together. So really distributed first is about treating everybody even if you're in the same office as if they are a distributed remote employee.  So here's one of the ways that we did this. This is how we actually did our daily stand-ups because we did still do daily stand-ups. And we combined a written document of this that everybody no matter what country they were in filled in at the end of their workday. The document, and so you could also use a Google doc now that that exists to keep track of the same information. It had relevant links to our sync archive, our team calendar, we were doing release engineering for the public cloud so it was kind of a look at what was coming up in terms of schedules, our backlog, things of that nature are all there so that there is any, where do I go? Question. And every day it's a pretty standard scrum stand-up. What are you doing today and what did you accomplish yesterday? What are your blockers? And we could use this written dialogue to say, so for example, Vec, who's actually Kevin Mitchell, who's a Nova core and he's here floating around in the Nova design sessions, if you happen to see him, he could put, I need a review on this pull request and let people know who are coming on later in the day that he needs help on it. So when they come up, they will take the review and merge it. And it helps put it up in all of the chatter of a GitHub email saying, hey, this one's important for what we're doing right now, please take a look at it. It helped me a lot in keeping track of all of the different components that were going on. And then in conjunction with this written stand-up, we also did a verbal stand-up. It was usually audio only. And it would be whoever was in that time zone so normally it was 10 a.m., central time, and which was late enough in the day for South Africa to still be at work, but not so early that the people living on the West Coast hated me. And so that was the 10 a.m., central time was like the magic happy spot. I would periodically over the course of that 18 months try to get rid of it, because I don't like meetings.  But every time I would drop the stand-up, things would start to shift and get weird. Because this was a group of people who could go three weeks, three months without actually talking to each other.  We don't want to do it every day either, but we have to, we get too much value from it. So combining the written documentation with the verbal stand-up was the best. And then occasionally we'd also do a later in the day one which would correspond more with Bangalore. Luckily we only had Bangalore for about six months of this process, so it did shrink down to a more manageable size. Everybody moved to South Africa. So then the other big important part is to have your always on place, that central cubicle that everybody sits at that you can go by and talk to people. For us, it was IRC, for most of OpenStack, it is IRC. This is just a copy of the OpenStack, the at OpenStack channel on FreeNode right now. And so this is where we would have our own channels on our own rack space specific IRC. Some teams actually have password protected IRC channels on FreeNode. A lot of teams are starting to use Slack now because I have to say it is really nice in terms of integrating with your email and all of your other forms of communication. And so this is where we would do work collaboration and also the social, just hey, how are the kids doing? What movie did you see? It helps if you have a couple of extroverts on your team. I am mostly extroverted, but actually I had some engineers. I had two of them actually. They were more extroverted than I and so we're perfectly happy to start chatting people up in the channel when it was kind of in a lull of the work so that we would have those conversations that you would have sitting, having coffee in the break room type of a thing. And it helped build trust and connection and community within our team. And the last piece is the video conferencing. When we were doing all of this about two years ago, video conferencing was still really not great. Now this is just a random screenshot from Google Hangouts off of the internet, right? But we actually are using video now, VIDYO, which is based on Google Hangouts. And that one has really transformed how we work. So this way now, when there's a meeting, we used to have an audio-only conference using a TeamSpeak server, which is something gamers use. It's really crisp voiceover IP that works all over the world quite well. But we can have the video connection. And so this way, any meeting that we have, everyone is in there. Even when, so I'm in there in the meeting and the guy sitting behind me who's on my team is in the same meeting and we're having to coordinate making sure we mute at the right time or we hear each other and it's very confusing. And I get distracted seeing the back of my head and deciding if my hair looks good or not. But I mean that's literally what you have to do when you're putting distributed first. Lowest common denominator, if you have a group and you wanna get them into a conference room and there's even one person that has to be meeting, I strongly advise if one person has to do it for whatever reason, everyone should be there. Now if it's a situation where someone was sick and should have made it and there just need to be home for whatever reason, those are those ones you can play by hand. But when your team as a whole is a distributed team, go with that distributed first. So lessons learned, wall of text so that you can kind of summarize it. Treat everyone if you're remote, even if you sit next to each other. As part of that resist the hallway conversations when you're making important decisions. I've heard that a lot and it's really hard. I love talking to people when I'm in the zone, love talking to people, troubleshooting. So when you do have those in-person communications and don't beat yourself up about it, just make it a priority to catch everyone up as soon as possible so they don't feel left out. Can't tell you how many times. Before I was an actual dev manager, I would be the one telling the rest of the remote and especially the Nova developers, hey this is the direction we're going with the cloud and they're like, I'm glad someone told me because I didn't know. And they feel so sad and they're like sad pandas. They feel so left out even though they wouldn't move to San Antonio so it's kind of that catch 22. Find your always on communication channel for real time business hours chat. OpenStack is 24 seven so we often times where both the team was online a lot at late at night but at least keep it for your business hours. For us this was IRC, it might be Slack, Skype. It could also be a video based where everyone just hangs out on a video channel. I don't know anybody that does that yet and I really hope that doesn't become the expectation. Do your updates written so that everyone can consume them no matter what time zone they're in and if one person has to be in a video conference everyone should be in the video conference on that one to one basis to avoid the whispers and the side conversations that happen when you've got 10 people in a meeting and 10 people in a room and two people on the conference and little sideways conversations. Okay, so valuing face to face. We would meet about once a quarter. Our initial team was formed with a one week kickoff. Everybody came to San Antonio, came to the mothership and communed with the space that we call Castle and drank too much soda and ate too many food trucks and had a good time and we really got to know each other and then we would try as much as possible to repeat that. The best cadence was about every two months which works out to about once a quarter as you stagger it and it led to moments like this. So this is a group of, this is some, I'm watching Brian Rosmeita sitting up front and he knows a lot of these people. And this was a San Antonio, we were at, how I don't even remember, Blue Star, somewhere in the Blue Star complex. Just chatting, having food, eating together from a cultural point of view that is still like a huge, just constant across all cultures, across all individuals, breaking bread, eating food together and if you like beer, drinking beer. And these were so important and when we had the team come together, it was never required and I swear, because there were sometimes people were like, no, I just can't, I don't wanna come out, I don't wanna do anything. It's never required to come and hang out after hours. But sometimes it was, let's go see a movie together. And we wouldn't do it during work hours like you would maybe if you were doing a team onsite.  But we would go and share. Teenage Mutant Ninja Turtles was one I remember.   Return to your central location for every two months or so if you can for one week at a time. One of the things I started doing that worked really well is when you have remote employees and you're celebrating a holiday and everybody gets a Christmas party or a turkey, Thanksgiving is big. Everybody gets a turkey sometimes. Or you did a really great job on a project and so they order you pizza in to the office. Or you're working really late and they order you pizza in so you don't have to leave. And one of the things we found is like, hey, if you want to go to a movie and take your family, here's your budget, I'll approve your expense report up to that point. If you wanna order in lunch because we're ordering in lunch, go ahead and do that and I'll approve your expense report. It's a little extra paperwork for them but it gives them that option to at least have that sense of, hey, I'm doing this, the rest of the team is doing this. Things are, this is good. And celebrate the small things. This was one of the things that Scott Mutes who will show up later in this, he was the guy down in Johannesburg, South Africa said was that we could have done a better job of this. We were so focused on getting to the next thing that we were not good about stopping and saying, hey, great job to each other, to ourselves, it was just kept on going. And so celebrating those small milestones, even if it's just a pause at a stand up to say, hey, great job, back to work. It really is an important thing to call out. So, all righty, working in groups. This one is fun. I don't know how many of you have heard of the Pomodoro technique but this actually worked. Oh, I have a couple, I saw a couple of head nods, a hand, good. Scott actually introduced it to the team and it worked really well. So the concept of a Pomodoro is you just take 25 minutes of work, you take a three to five minute break, that becomes a Pomodoro I, or Pomodoro E. It's a singular for Teneto in Italian. And then after four of those cycles, you take a longer break, 15 to 20 minutes. And the idea being that frequent breaks followed by mental focus actually increases mental clarity and agility. PomodoroTechnique.com is where you can go to learn more. It is a registered trademark of the company. But Scott brought this in. And what we actually started realizing was that we could pair on a Pomodoro, a tomato timer as we called them because Pomodoro was too many syllables to type in IRC, too many letters. And so, and allow us to focus, allow two or three individuals to focus on the same time period. Helped balance the different personalities. Some people were very scattered and like squirrel, I fall into that category. And some people like to stay focused for a really long time. And 25 minutes was that kind of individual common ground that worked really well when we were pairing on things. Another really important thing when you're working in groups is to just embrace Conway's Law, which is that from 1967, it's been around a long time. It's that an organization that designs a system is going to create something that reflects that system. When we first started, we tried to do all the stand-ups at the same time. And either, and someone was always either staying up late or waking up really early. We tried to work on all the same code and everything. And it just, it was too difficult. We were too far apart. Our communication channels, even though we were working really well to keep up with them, just didn't align with that. And so putting together Conway's Law, embracing it, being intentional with it, and just saying, here's as you're designing the system, knowing what your team is going to, how your team is going to be structured, becomes really beneficial. Just to kind of embrace that rather than fighting against how you're actually structured. Okay, so some lessons here for this is the sharing the tomato timers. And these are actually, some of the quotes that I got back were really fell into this category. So I actually put them here. It's like saying it, let us stay focused on the same thing and balance personality. So these are from actual team members. We would, we were heavy users of something we called ride-alongs where we would either do a screen share through the video chat or something like that or actually just a Linux screen with an audio connection to just go through and work on some of these complex issues. This was really great and we needed to share knowledge, transfer, teach. And then we also expanded it out to other members of different teams as we started introducing the tools we were creating that these other teams were going to use and we wanted to share that knowledge as we would do the ride-alongs. Acknowledge Conway's Law and make it explicit in designing the system and dividing the work. And one of the interesting ones that I had almost forgotten about was we were collaborating on our story writing. We were doing kind of the extreme programming scrum methodology of creating stories. We wouldn't point them but we would do pretty basic user stories and I was a horrible mean person and I made everybody write them with me. Mostly because there was one of me and like eight of them and I was like, help, please. I'm trying to understand all of this and what they realized not only were they actually learning really valuable skills on how to break down which would help them in their careers that continue to grow in technical leadership but it also helped them understand where the changes were coming from and why and helped break down those communication barriers even further and it made my life that which is a little bit easier. So, all right, last one, engineer the team. And here's Scott Moots. He's a really smart former HD team member of mine. You can find him on Twitter at scottmoots.com. He's actually a native Vancouveran and so I'm like, how do you say that? So shout out to Scott. And he and I are both of the same opinion that the emergent organization theory of just let the chaos naturally evolve into order and it'll happen if you just give it enough time and space and that you actually when you're in a highly distributed setting you need to balance that with your directive styles so that you can give it some structure, send it where it needs to go, be purposeful and intentional and filter the bad behaviors while cultivating good ones. As you go, that's more into just good management so we're not gonna go quite into there but that was really important.  And how we did this was one of the building blocks was we was introduced to the five dysfunctions of a team which is a book by Patrick Lincione and I gave a book to all of the team members and I knew they wouldn't read it and so we took 30 minutes and we watched and I just kinda walked them through a slide and we talked about it and that was enough to just be like, hey, this is where we're going. I'm sure some of them did read it but I'm a realist, I'm enthusiastic but grounded in reality. And so I just wanted to talk briefly through the five steps that the absence of trust. This is really the number one problem I see in a lot of teams, it's just the absence of trust and it's really being invulnerable in the group, not being willing to share and talk, ask for help when you need it.  A fear of conflict is another one that's really big and that's seeking artificial harmony over constructive, passionate debate. You know, this is more than the personality conflicts, those again are natural part of being humans. This is choosing not to advocate for your idea because you don't wanna come across as too pushy and so instead you just step back and let other people do it. And that's really actually very bad for a team because it leads directly into a lack of commitment. Cause if you didn't get to really be heard and be understood because you don't trust your team, you don't feel like you can actually speak up for what you believe in, you're not going to be committed and you're gonna just feign buy-in and then you'll be ambiguous to the solution and the decision going forward. This is not to say that everybody has to agree 100% on every decision or we would never get anything done but at least giving the time for that conflict to happen and allowing people to buy in and have a full commitment which then leads to accountability and without it you're going to avoid making people accountable.  And ultimately that's going to lead to an inattention to results which is really a death for a project or a product or a team before it starts because you start putting your personal success, your personal status and ego above that of the team's success which makes it really difficult to do anything. So this is a really great one. There's some great activities that you can find. I actually do some of my reviews out of a lens of this when I'm asking for peer feedback, saying thinking about how do you trust and what do you feel about this just to guide us through something structured. All right, so engineering the team lessons learned. Balance your emergent and your directive strategies and realize that you're going to need more, a little more directive strategies than you might if everybody was in the same country. Build trust because that is the foundation for all the goodness that will take place. Know that as you're doing your directive strategies that you don't want to get into micromanagement because the lack of micromanagement for your team is going to be a sign of trust and effective communication that things are working well if you don't have to be on top of every little thing. And even though some of this is process heavy, codify your process and wrap them in buttons which reduces the, hey, how does this work again? And it also reduces the amount of documentation you have to write, just put it in to it. A lot of what we ended up doing was we would take a deploy process, put it into Jenkins and make a button and then you didn't have to think about it when you needed to do something. Okay, so my final thought before I open it up to any questions is from Vernay Myers. She's actually a lawyer and an author and an inclusion consultant. And she's written extensively about inclusion and diversity and I had a chance to see her speak a couple years ago and her viewpoint is that you have, everyone has a particular worldview that's shaped by your identity, your larger culture and your life experience which means that each of us have our own personal culture and so as you're navigating this highly distributed team world or even a local team, keeping that in mind is really helpful, I found, to being successful as we go forward and thank you very much for your attention. Here's my contact information. If you'd like to reach out to me on Twitter or my personal blog and you all have a great rest of your summit, thanks so much. Please use the mic at the back if you wanna have questions. Oh thank goodness, someone's getting up.  You know, I teach so I actually understand that stress up there. So I'm in a very similar situation as you in terms of, I've used that exact slide of showing I have guys in San Francisco and as far east as Cyprus. One of the biggest things we keep hitting is stall decisions, so you have that very small window of crossover time, you can talk about something and if you try to send an email out, here's my idea, you wake up the next day, someone brought up a different point so then you wait until I reply the next day and so on. How do you, I don't need to term force because it sounds negative, but how do you force the decision to be made? Not in either direction, but do you have any ways of saying all right, this has to be nailed down by Tuesday and if nobody disagrees, this is what we're gonna run with or have you guys encountered any situations like that? So I would say that going forward with at least a quorum, getting as many people as you can to kind of buy in to the idea and then pitching it as, hey, here's the way we think we should go and if you can get one of the peers and not the manager so that it's actually, people can disagree and not worry about their job, then that's great. The other one is if you can adopt just a really iterative approach, then the small decisions can, will add up over time. That said, I really haven't solved that because probably one of the biggest challenges we had was we would get together in that window of overlap, we would all agree on what we were writing, the language we were writing it in and we would come in the next day and one of the people would have written it in a completely different language and not what we had agreed to at all and finally we ended up removing that particular person. So that one's still a work in progress because it is the challenge of how to speed up the decision-making while still allowing everyone to be heard so they can commit to it. I wish I had a better answer. It's hard, you're not alone, yes sir. So I've worked and led highly distributed teams for over 30 years, we were a real leader for all the unfortunate aspects of that and I can affirm everything that you said right on for all of it. The problem that we're struggling with right now is you do need some non-real-time communication because well, I mean, I live in Hawaii and so time zone-wise I don't wanna get up for three AM meetings every day of the week and we have people all over the globe as well. We're really struggling because so many people out there like to pull up their agile book and say we don't have to write things down. I mean, I don't know where that idea comes from but it is a prevalent idea that we shouldn't be writing things down, we should just be busy working and if you have any insight on how to, other than hitting people over the head with the book, try to work with it. Yeah, at some point, yeah, agile has come to be synonymous with we don't have to design and I don't know why and if anybody figures it out, let us know and in the meantime, please go back and talk to your architects and that agile software development is not a replacement for good architecture and I think OpenStack as a whole is starting to learn that very, very painfully. I, in order to get around it, I did a lot of the writing down myself and then over time as people on the team started realizing, hey, that's actually kind of helpful to have. I'll go do this and then it becomes, they start to see that it actually works. Also, what I have found kind of useful in explaining it is that the agile pieces in the software development work, there should be an extensive amount of effort, you know, not fully, not the amount of time you'll spend on the actual development but on the upfront part, figuring out your plan, your path. Yes, it's gonna be wrong. Yes, it's going to change and this isn't to say a project plan with weeks and timelines and hours and Gantt charts but to actually go through and say, hey, this is what we wanna build. We think this is what it's going to look like. All right, let's go and actually even to start with some epics at that top level so that then you can start grouping your work and finding your pockets where they can work in that smaller group and you usually don't need the whole team there to do the initial design. You can do the initial design and then send it out for commentary and review and rebuttal and arguing. Another thing OpenStack is really good at and then go from there. So that's how I have structured it. It's kind of scrum waterfall but not as bad, not quite as bad. So yes, sir. Yeah, another question is if you have a team that has a lot of alpha people in it and you're finding you basically have a lot of chiefs and not enough people following the rules, how do you manage that sort of situation? What type of strategies do you go around in terms of making it work at the same time, not suppressing the energies there, which are really good? I did a lot of one-on-one time because I had a lot of chiefs. I didn't go into detail but every single one of these engineers with maybe one or two exceptions were very senior, 10, 15 years of experience. They didn't need to be here, they could go anywhere. And so there's a lot of one-on-one, just talking with them, letting them hear, letting them know I understood, I get it. And being a go-between, between that's like, hey, well, there's this other idea that we're bouncing around. And that works really well because it gave them that sense of importance that they needed without having them go completely off the reservation. So in some sense you'd be like a manual conduit between, okay, that's what I'm saying. Especially, and sometimes you just have to let them vent, especially about each other. Because there's even, things get misinterpreted and feelings can get hurt even when you've got introverted, very strong engineering type who are doing good work. Thank you. All right. Last one, I was just curious on your opinion of companies that really frown or don't allow remote work like Google and that Yahoo. Works for Google and Yahoo because for right now they're at the top of the world. There will be a point where they will not be and they will be struggling. This next generation of workers, my generation and beyond especially are demanding a balance that we've never demanded before from our work. The ability to have a life and a family as well as a fulfilling, rewarding career and remote work is how a lot of us accomplish that. And so I think that the millennial generation as they are disparagingly known coming up are going to, they're not going to stand for it for too much longer. And so Google can get away with it because it's Google and everybody wants to work for them apparently Yahoo can, Amazon can, but I do believe they are in the minority going forward just as the culture shifts. So thank you all very much. I'm at time and you all have a great rest of your summit. Take care. Thank you.


Hey guys it's Tilly and I bought a few books this month again. Probably a few too many, especially considering that I've only read two books this month, but I'm also a very happy person. So these are these books that are in this book haul. I bought on one shop so I will tell you guys about those ones first because you guys will see how I have a problem that I could buy all these books on one trip. The first one I bought is the illustrated edition of a Game of Thrones by George R. R. Martin. This is my third copy of this book now but I have my eye on it for a while and although it costs me like a kidney it is absolutely stunning and the illustrations inside of it are like really gorgeous too like just a quick flick through. So you get some that are like full color illustrations and then you have a lot that are just like the black and white illustrations but either way it is so gorgeous and like it has the maps in the front and I am so glad that I bought it and I just have to make shelf space for it now. Secondly this next one I got was an absolute bargain like I had to buy it and no one can yell at me for it because like I said it was an absolute bargain and that is the entire a series of unfortunate event series. This is the like old style covers with deco pages and everything great about them and so it's all 13 books and I got it for 79 Australian dollars and that is like the cheapest thing in the entire world. I had to buy it of course I did. I have only actually ever read the first book in this so I'm going to absolutely binge read these now because I have to like everyone is always talking about how amazing they are. Plus it's going to be a tv series on Netflix soon like the first trailer was released and it looks like it's going to be amazing. This next one is another book that I have had my eye on for a while. It used to sit behind the counter at Demix and I would look at it longingly every time I bought something and then I thought hey it's 20% off for me screw it. I'm going to buy it and that is the Disney Villains Delightfully Evil book so this is like a flick through of all the designs and everything that came together to create all the evil characters in this so like every Disney film old and new and you know you kind of have to love it. I love my villains so of course I had to buy this too and it is so beautiful and I can't wait to go through it all in such detail and then place it somewhere on my shelves. And with all the new hype of Fantastic Beasts and where to find them they brought out so many books that are themed like them and I had to try really hard not to buy them all and I just did not try hard enough when it came to the case of Beasts because just the aesthetic look of this beautiful book is absolutely amazing and I just I had to especially because it's like one of those interactive books so you've got like things that you can pull out and stuff like that like through here so you've got like things that you can pull out and look at on here um you guys have like these where are they you guys have like these little pockets here where you can pull out maps and information as well and basically I had to buy it can just just get back in and I basically had to buy it I mean how could you walk away from this beauty and also because I spent so much money there I got a free harry potter dimmicks tote bag which has also conveniently got all the other books that I bought there's a lot of Fantastic Beasts and where to find the books coming out but everyone obviously has to get the screenplay so I did even though I know that I've got this as a Christmas present from somebody in my family oops I got a million worlds with you by Claudia Gray this is the third and I'm pretty sure final book in the series so you've got the first one which is a thousand pieces of you and then a second one which is ten thousand skies above you and these covers are honestly like so gorgeous I just keep on falling in love with them next up I bought Air to the Sky by Amanda's son I've heard a few things about this book although I must admit that the reason I picked it up was because of this cover it's like that beautiful simplicity that you fall in love with basically could be bad could be good I guess we will find out I'm actually kind of ashamed that I didn't already own this next book and that is Vicious by V.E. Schwab and I love her other books so I don't know why I haven't had it yet and I've heard amazing things about it too so I didn't need an excuse I just I just bought it I needed it in my life breathing underwater by Sophie Hardcastle and once again I've heard so many good things about this book so of course when I saw it I was like I'd get it I don't need money anyway right so this is a contemporary novel and like I said I've heard actually really good things about it so fingers crossed it will be good and lastly from this book haul inside of my book haul I got Eerie by Maria Davana Hedley and wow I looking at this just realized that this is a second book to the Magonia series I I picked this up because I liked the cover of it without even knowing that it was the second in the series like I own Magonia I just haven't read it and now I don't want to read about the back or the blurb because it will give it away but hey good cover beautiful stunning the rest of these books I've either bought or received and so I'm just gonna tell you guys about this one I got was part of a Kickstarter campaign to get it into an actual book and that is Crows and a Heartstrend created by Aubrey Meeks um so this book has actually come together and it is stunning I love it and I can't wait to read it is an anthology on doomed love stories created by various different authors with amazing artwork all throughout it as well and I recommend that you guys check it out and hopefully buy it and love it too this next one I got from the Muse Monthly Box which is an amazing subscription box is the Modifications by Derek Palacio and I will leave a link to my unboxing video of this if you guys want to know more about it and I encourage you all to look into it and look into Muse Monthly as well two more books to go we are almost there and these are two really good books as well so both of these books I've also got from the description boxes the first one is from the YA Chronicles which is an Australian based subscription box and they are amazing I love them so much and I will just leave all the links below if you guys want to check them out um so the book that I received in that box was Heartless by Marissa Meier and everybody is going absolutely crazy with this book and it is probably well deserved I mean Marissa Meier is basically a genius and a god all rolled into one so I can sell now it's story is going to be really really good and the last book that I have is Nemesis by Anna Banks I got this one in the Fairy Loot box and that was like such an amazing box I still can't get over how much good stuff was inside of it and I just really really loved it and so yes Nemesis is here and Nemesis is going to be an amazing kick ass book which I know so many people are going to love so there you guys have my book haul it was bigger than I expected it to be but if you guys know me now I I have no self control um thank you guys for watching I'm sure my next book haul will hopefully be smaller oh shit it's Christmas there's no chance I can assure you guys that my next book haul will probably be about the same size maybe even bigger because Christmas and my birthday is in that month and oh my god my birthday is in that month looks like I also have a terrible memory along with no self control also a quick shout out to my number one fan camo you know if you guys go on instagram it's it's cam underscore oh underscore for being you know a very very cool kid and uh being my number one fan you know without him where would I be not doing videos because we all need that number one fan thank you guys for watching and hopefully I'll see you guys again soon until then have a lovely bookish day and hopefully great things happen to you I am super excited to open this box because I haven't had a tea in like the last three hours


Hey math learners, Mr. Marks here, your friendly neighborhood math teacher. Remember, it's not just about getting the right answers, it's about learning and growing along the way. Now if I got a special treat for you today, today we're going to be taking a sneak peek into the realm of calculus. Specifically a little thing called derivatives. Now don't worry if that sounds a bit scary. While I do encourage you to look deeper into these ideas, that's for another day. Today we're just having some fun trying to spot some patterns. Now let's work through a few problems together. As I work, keep a close eye on what I'm doing. See if you can spot any patterns or rules that I may be following. Problem number one, f of x is equal to 3 multiplied by x raised to the 3 power plus 4 multiplied by x raised to the 2 power plus 2 multiplied by x. Then that means that the derivative of f is equal to 9


Hey traders, this is Tosh Bradley. I go by T Bradley 90 in the My Investing Club MIC community. Right now we have a very special holiday discount sale going on for MIC members or anybody wanting to join. We have $200 off our annual yearly package and we have an unprecedented thousand dollars off our lifetime package and we are raising prices going into the new year. So if you want to take advantage of these discounts they are only good and only available right now until December 31st. Take advantage, we will definitely, definitely be raising prices soon. Hey guys, it's Tom Diesel here at my investing club. Welcome to another weekly recap. This week I'm going to go over my trades as usual. At the end I will go over some of the Q&A's that you guys have been posting in after hours. So let's get onto it. On Monday I traded CEI. You can see here I shorted some near the 2.3 line and then covered most of it at support and when it was through that support it bounced back. I added some here, not big size but you know just to add on to that and then quickly covered all at around 2. And yeah as you can see here on Monday yeah it went from 175 to 235. I mean 2.5 I was you know I had another order at 237 but didn't fail so you know and my plan was to short it over near that 2.5 line and then cover stop would be over that which is you know 2.6 or something. So if you look at this on daily yeah you can see it's it's completed right you know from when from when to 473 and then you know 175 so yeah you can see here this one this candle right here that what I was aiming for it was pretty good yeah so that is that and on Tuesday let me pull up here Tuesday it wasn't you know a slow day for us and I was away on this day on Tuesday and I was on my you know business trip so I couldn't do much but I saw on the main chat and you know people talking about this and it was a slow day and you know a lot of setup there I mean not not a lot of setup there and you know you couldn't find the proper setup to to trade kind of so I was looking at Givo and let me pull this chart here yeah you can see that on the daily it's just grinding right it's like it's it's it's not like the turd that I like usually yeah oh man this one is it's like crazy but as you you can see here the the choppiness it's not like you know the normal turd it would be like you know high right here and then slowly fade fade and then you see the wicks wicks like that and that's that's what I like you know more but this one what I like is this one right here yeah on this day it should from 2.4 to like 325 and then you know slowly slowly die the whole pre-market and I was aiming at this support which is 2.5 this one right here yeah and I was hoping you know and the morning could pop right here and then I showed it some but you know I was on mobile so I got you know I guess my execution is not fast enough so and at that time I was looking for some other ticker now now I really couldn't remember which one it was so I missed this move otherwise I should have you know some bullets right here to 57 and then cover over here and you know for 20 cents like 237 and that that should be it but instead you know I chased it a bit here seeing I was trading on mobile and I was you know shorting 2.5 and risking over 2.6 I I actually put my heart stops there it's like a range order stop market order and then the cover target would be 2.4 which is just 10 cents you know not much but you know glad work so there's that on Givo and and you know and turn out you turn out to be that bottom here and then not looking back yeah so see this is a support that I like that's why my my target is there yeah so that's Tuesday on Wednesday yeah Wednesday was pretty good I did I traded a SLN and I even think I I um I had this live trade as well no not this one yeah it was on on Thursday sorry my bad yeah this one let me find it once yes a SLN it's right here that's my yeah yeah I remember that on that day in the morning was good and and you know I had you know one of the client called me right before the open that to discuss some some over some business so so I missed the morning move but it was you know I was pissed but you know it's nothing you can do here but as you can see in the pre-market right one two three then uh it dies down here and then pop back to that three three is pretty clear line to me and then it can't you know continue to fade out and right at open it pops back near that so it's it this is this is a panic pop this is perfect you know uh that's that's what I would like to you know short it here and you know scale back to those to that three dollar line and risking over that that that that would be my trade in the morning but you know then I couldn't do anything uh because I I missed that so what I did is that um hey traders this is Tosh I go by T Bradley 90 in the My Investing Club Chat just wanted to reach out and say if you have any questions about MIC joining MIC maybe you're a member already you have three ways to contact myself personally and through MIC you can hit our social media you can hit me through PMs in chat or you can contact us through my email at Tosh at myinvestingclub.com that's TOSH at myinvestingclub.com I will get back to you in a timely manner and I'm saying this because I'm here to help and I don't want anybody to be afraid to reach out and ask any question that they have we are here for you guys all right see you guys


Hi everyone, it's great to see so many open-shift enthusiasts We see some of our customers here today, and we're all excited about open-shift, right? We're all excited about container technology the benefits it brings us You know it allows us to build a more efficient software pipeline. We can ship our software features quicker to the market But what the f words or in the context of today, what the D word What's going on? We don't want this ship to be sinking, right? So this is really why performance monitoring is so important if you're adopting these these new technologies and The traditional tools you were using to monitor your traditional environments are not sufficient anymore because there are some specific challenges First is we're building much more scalable much more dynamic environments If we look at our some of our customers our largest customers, they're deploying half a million containers per week So how do you do this? How do you do you structure this data? How do you model and analyze this data? That's really what we focus on at at Coast scale So another thing we see happening is that a lot of our customers? They're breaking down their traditional monolithic applications into smaller components now This is leading to an explosion in the amount of data We need to monitor because different components require different types of analysis different metrics to capture On top of this there is a lot of seasonality inherent to the data We're capturing and there are also a lot of correlations in the data So we need automated techniques that help us understand what is going on Then this is really what co-skill is about so we deliver a full stack performance monitoring platform Because there are so many layers in the container stack that are important to monitor We still have an operating system running somewhere So this is where we use our agent to capture or to do the traditional infrastructure monitoring So we look at CPU consumption memory usage your storage network, etc The next step for us is obviously to look at your orchestration layer So if you're using open shifts with Kubernetes behind the scenes, how is Kubernetes managing our containers? How are we mounting our storage and consuming this storage? Where are our containers running and how many containers do we have for each of our services? So really try understanding what is happening and how our orchestration layer is managing our container environment The next step for us is obviously to also give a good understanding about the application technologies running inside your Containers if you have a database running if you have a web service running, how fast are your incoming Request being handled? Where are the bottlenecks? So this is really important to understand and then finally within the co-skill platform We also look at end user experience because this is in the end important How fast is your application loading in the browser of your end user? So we tie all of this information together with the information we gather from the orchestration layer to show you what's happening in your production environment But this is an example dashboard But I would like to invite everyone to join us at our boot so we can show you a live demo But it's really about integrating our container and Kubernetes Expertise in the metrics we capture and in the dashboards we're offering So this is an example where you see the different services you have running in your environment and you can immediately Identify problematic containers and their impact on your services As I mentioned before the amount of data we're capturing is exploding So you need automated techniques to help you So we've built machine learning techniques over the past years and as part of my PhD research Where we leverage those techniques to help you understand what's going on So if suddenly there is a service impacted then you want to understand, okay Which container is causing this problem? Is there resource contention on the hosts to really, you know Understand what's happening so you can act quickly and solve the problem If you would like to learn more about co-skill, please join us at our boot We would be happy to give you a live demo Have a look at our website or feel free to reach out to me at stan at co-skill.com. Thank you


There's some questions. Chico, yeah. So to see if you've got two kinds. So yeah, that's different from what you're doing. No, it's true. Actually, if you go with the light, you're always moving the slides. Previous. Ah, para frente, adelante una mas. Ah, adelante. Ah, this one. Es... To yendo para atrás, no. Esa. So, the red line is that we say, okay, we're going to give the value of the opportunity set. So you've got this blue distribution where everybody has to come up here. Right, because this is the between, when you use the composable measure, that's the way that... Yeah. In this case, in the genie case, that's not the case. That's my true question. Why not use that? I mean, why... So if you use the genie, okay, it's not... The other thing, the rest, the difference between this and the other, is not the within group, the genie. But I don't care. I care is what the inequality is in this blue distribution. So the conceptual question is, why try to use the between genie, which is then not the inequality in this blue distribution. That's the question. And question two, which is on a pretty positive light, so my understanding was that the composition of the genie is just always positive. If that residue is always positive, if I do some shabby composition of that, your purple line should be above the red. So I don't understand how to follow up. Well, I'm glad we had the same discussion with Victor just before lunch, so that helped me now to answer the question, because otherwise it would have been more difficult to think it in this part. Basically, when we use the composition, even when we use the genie, and then what we are doing here, even if we are not interested in the... within group inequality, but we are using the between groups in equality. That's our measure of inequality. So we are saying that we have the whole genie, and we are using a part of this genie, because we are applying this genie to a partial income distribution. So basically we're assuming that the rest is within group inequality. So that's kind of like what we are doing. In the genie, total genie, within groups plus a residual, we are extracting the residual from the between and within. What this measure is doing is we don't know where is the residual. We don't know if it's part of the... between part of the within. So we sort of like... We have to finish. That's the only way to sum one, because you're assuming... how can you sum the total genie if you have a between and within as a positive? So exactly, so you are sort of like including in one or in the other. You don't know where it is. Can I suggest to this... because I have exactly the same... When we discussed, I didn't know this graph. So it's exactly the same. Because when you do the within over the total inequality, you are underestimating inequality. Because we are attributing, so to speak, the residual to the effort. If you do the other way around, so you do total inequality minus between, you are overestimated. So that could be down. So I agree with you. Yeah, it cannot be. Yeah, it cannot be. So I will... I will be able to discuss it later among the three of us or someone else. It's very interesting. Because it's kind of like the way we are measuring. Yeah, so take a position. I will see if there are some other questions and then if there are other questions. Yeah. So how can you capture that? And I actually made some robust mistakes for that. So that's one of my two questions. And also for your exercise, which as Joseph was mentioning, about the replication of changes, I actually have kind of an argument for that. You are assuming that everyone who is not moving is your control, right? The person, the people that are not moving, the non-movers are your control. They're comparing non-movers versus movers. I'm just wondering if you have done this exercise where you compare the movers versus people who are aligned to those who move. Because I think there is a self-selection in immigration for sure. I mean, there are certain characteristics that these people have to... I don't know if you might have a way to control for that or compare those. That's it. And lastly, for Gavietta, Gavietta just have one question. Something that was kind of interesting for me that I saw a large proportion of male population in your sample. I just wonder what is that the case and thank you all for your great presentations. Okay, thank you for the questions. We take the last question. And then we... If there are no, then we'll ask. You want to start? Okay, so the first one is the one of Patricia. So the decision to move, I mean, the assumption is no. Of course there is selection and you are very aware of the age in which you are moving. And that's why one of the validations is the sibling comparisons. Because it's less likely that you were aware but you probably were not trying to benefit one of your kids if you have more than one. So that's kind of less likely, you know, like we're going to move to a better place with better schools but I'm going to just privilege one of them. Yes, but it's... Then the other thing is that the selection, the assumption of the selection is that it doesn't change with age but it's identified kind of passing the age of schooling, right? It's like... It's kind of flat, something that is flat over the ages but then you identify when you move later than, you know, you move when the kid is old to complete school. And of course with income it was... It's a better assumption than in education because sometimes in education some people go back to school but that is what it is, I think. And the other thing is I did... I closed the regions. I don't have a good argument really. It's just I pulled them. I have done the analysis for Brazil only and you find the same pattern. And of course Brazil drives these results because it's a much bigger country in terms of population. Then if you do without Brazil, I see something similar but less, more noisy. I'm currently trying to get the full consensus for particular countries to try to perhaps uncover some of the... What are the characteristics of the regions? Instead of describing the region with the level of mobility of the nonmovers but with some other characteristics. But if you have all the... That's more difficult to do if you pull the countries. It's easier if it's for one country but for that you need the full consensus and I have only 10% samples. The other thing about comparing movers to nonmovers, the approach actually compares movers to movers. You're comparing people who move one place to another place in ages. Do nonmovers are used just to predict what should be the level of the movers or whether they convert to the level of... Yes. But thank you for the questions. My answer is very short. One of the possible answers is that in years you have more women as head of household so in 2017 because I don't know the social patterns people divorce more. There is a divorce law that it wasn't approved in 2006 but it was in 2017. So there is a kind of likelihood that there are more women household heads in 2017. But the other one is that this is self-reported so is the household head that in the survey said, I am. So social norms also change. So in the past it's not a long-distance past. It's 2006. But still you see an evolution that is more recent, that is more likely that women said, I am the household head in 2017 than in 2006. So this can be... But I'm imagining it because I'm basically not changing my problem is I use household heads because in 2017 the circumstance questions like parental education and the place where you were born only ask to the household head. Not in 2006 but in 2017 that was the case. So I couldn't sort of... because I could also say, I'm going to choose the higher income as household head but I cannot do it because I don't have the circumstance characteristic in 2017. So it's more like a practice. I wanted to use a full sample but that was a problem. Okay, thanks for the questions. So the question on the location of individuals, we deal with that issue. And first of all we show what are the statistics on the migrations from the regions and we do some robustness checks. I mean they are not so dramatic the migrations between the regions. The migrations between the sub regions are very strong but between the regions that we have are that strong. So I mean we deal with that in the paper. We discuss it, we do some more checks. Now as for the relationship between inequality and inequality opportunity. Now this was a graph firstly proposed by Miles Skorak in which he plotted inequality and income mobility of the countries. And it came like a good surprise to see that the countries with high inequality are also the countries with high persistence in mobility. Why it was a good surprise? Because the rhetoric in general in defense of inequality says that the inequality is the price you have to pay to have an open society in which opportunities are open. So the inequality. And the data said something different. Now we did the same with inequality opportunity which is if you want a generalization of income mobility because we have other circumstances. Now there are not mechanical reasons that explain why the countries with high inequality are also the countries with high inequality opportunity because there we plot the relative inequality opportunity. So the portion. There are not any mechanical reasons one could think why it should be like that. So that's the first question. So when we have a positive relationship we don't have. We can argue that the positive relationship can be explained on the one side or on the other side of the causality. In a sense that if there is a big inequality in outcomes today this means that for the next generation there will be inequality in opportunities. On the other hand, inequality opportunities today will bring inequality on outcome tomorrow. So the relationship can be in both directions. But again, there is no specific reason I would identify in the literature why that should be the case. These are macro indicators, very aggregate indicators in equity and income. So any mechanism can be behind that. We should face the fact that it's not always true. And for some countries and for some cases this positive relationship is not respected. But what I want to say, we should not expect that there should be a clear relationship. I mean there is nothing, you know, no clear mechanism why it should be like that. That's at least my reading. I don't know if someone else here in the room would add some reflection on this point. But if there are some other questions we have I think a few minutes left. It is one last question. Otherwise, thanks for the attention and thanks for participating in the session. Thanks a lot.