What's up, everyone? It's your girl, Kenty here from Leighton Sports Cards and I am ripping a personal here for Evan C. We've got a 2021 Topscrum Black Baseball Hobby Box as well as two 2021 Panini Donress Optic Football each two boxes. Alrighty Evan, best of luck on your boxes. Let's see what we can get you. Start off with baseball. So he's a fun rip. I love the encased cards out of here. I love any products. You can encase cards. Let's see if they look cool. Let this one open for you first. Here we go. A little show time to start us off. There you go. Nice show hey. Then we've got a George Springer and I think we've got Gold Rookie of Bobby Dahlbag. Nice one there. 16 of 50 on the Gold Rookie. We're in a gold streak here. Pulled two out of the last personal for Jeremy and a gold here for Evan. Alright. Let's see what your encased card is going to be. Is that another gold? No way. Gold Rookie. Christian Pache. 45 out of 50. Nice hit Evan.  Wow. Literally half the cards were gold. Two out of four. Congrats on that one. Those gold encased are definitely harder pools.  Wow. Alright. Let's keep up the heat for the Optic H2 boxes. Good luck. Again looking for the exclusive red rated rookie Mojo's out of here. Let's see. Let's see. Here we go. Truba Hubbard Rated Rookie, Tommy Trumbull and Hollow Rated Rookie Abbasante, Samuel Jr. Hollow. Mike Davis, Kenneth Gainwell Rated Rookie. We've got Red Mojo, Anthony Schwartz for the Browns and Red Hot Rookies Hollow Ian Book Saints. Leonard, we've got Cadarius Tony Rated Rookie, a Brevin Jordan on the Red Mojo, Texans and the Rookie Zach Wilson. This is like a pull up. Pull an auto out of one of these boxes for you too. Diggs, Jalen, Waddle Rated Rookie, Leatherwood and Legendary Logos Hollow of Joy Beat. Cool Throwback Bangles logo there. DK, Javon Holland, we've got a Wosu Kormoa Red Mojo and Elite Series Rookie's Mack Jones. Put mode in another box. Vesta Block Jose, Richie Grant, Shai Smith, Hollow Erv Smith Jr., Mike Evans, Kelvin Joseph, we've got a Sam Ellinger on the Red Rated Rookie Mojo and Global Hollow of Michael Dixon for the Seahawks. Corey Davis, Jamar Jefferson, Jalen Phillips and we've got a Red Jalen Darden out of 99 for the Bucks. All Jersey color match on that one. Jalen Darden. All right, solid first box there. Let's see some quarterbacks in those Red Mojo here for the second one, Evan. Let's see when we get you. So, Luca, I did one here for LSC. I've got another one tonight, actually. Thanks for reminding me. I've got another draft tonight with some friends. Amon Rossi Brown, we've got Tray McKitty on the Red Mojo and Dominators Russell Wilson. And I've got another one I'll probably do next weekend. Jalen Rieger, Nishan Wright, JC Horne and Hollow Rated Rookie of Amir Smith Marset. That one I'm doing with my card group and some of the guys in that one. Instead of buy-ins, we're using like sports cards. So, the winner will take all the cards that people put up. Trey Kwan Smith, Trevor Lawrence on the Optic Base, Amir Smith Marset, Red Mojo and in my house, Derek Henry Hollow. Yeah. John U. Smith, Bateman, Barmore. We've got Blue D-Hawk, Cardinals, 57 over 179. Hope so, Luca. I hope they can pull off against Detroit tonight. Perkins, Cornell Powell. We've got Hollow, Devon White, Bucks, Chase Edmonds, Jarrett Patterson. We've got Red Mojo, Larry Roundtree, the third. Great Iron Kings, Zach Wilson. I think I think so too. Kalil Mack, Shoenka, we've got a Noshish and Hollow Retro Series, Eric Dickerson. Last pack here for you, Evan. Good luck. Ryan Tannenhill, Tyler Wallace. We've got a Shambuchelle on the Red Mojo. A little color match there for the Chiefs and a Gifted Rookie of Jalen Waddle. Alrighty, Evan. That'll do it for your boxes. Congrats again on those hits and we'll get them right out to you.


Ang karunungan ay kapangyarihan. Now let's put that power to the test. It's time for K-Check! Hello everyone, I am Jonella Bore. Ako po, si Amy Sumartinas and this is K-Check, the newest and smartest game show on Philippine television. Marami ang hindi nagsasawang dagdagan ang kanilang mga kaalaman. Here on K-Check, titigda natin kung gano katindi ang brain power sila in various disciplines. And in the final week of the competition, malalaman natin kung sino ang kauna-una ang tatangaling K-Check champion. Apat na contestants ang dadaan sa ating karunungan cheque sa araw na ito. Vicky is a graduate student from the School of Urban and Regional Planning. She is also a university research associate from the College of Architecture and Volunteers for the non-profit organization Reboot Philippines. Caroline is in love with cinema and is a BA film major at the UP Dileman. Oka is a communications professional and a former journalist. Kato is a UP student. Her hobby is playing games on her Nintendo Switch. She also has two dogs. These four will be competing under the watchful eyes of today's K-Check panel of experts. Professor Marion Roque, professor of mathematics at the UP Dileman. Professor Neil Santillian, chairperson of the Department of History, UP Dileman. And Professor Maylene Cruz, assistant professor from the Department of Theory, College of Fine Arts, University of the Philippines, Dileman. And now contestants papasok na tayo sa K-Check paramian where each correct answer is worth 10 points. This is your chance to bank as many points as you can and take the all-important early lead. Let's begin! Vicky, how many sides does a parallelogram have? Four. K-Check. Charlene, what is the official currency of Japan? Yin. K-Check. Oka, Tony Stark is the real identity of which Marvel superhero? Iron Man. K-Check. Kato, what do you call the line segment that is twice the radius of a circle? Diameter. K-Check. Vicky, what is the official currency of Belgium, Slovenia and Spain? Euro. K-Check. Charlene, in what 1994 Disney film did Mufasa and Simba appear as title characters? Lanking. K-Check. Oka, how do you call a triangle with no equal or congruent sides? I'm sorry. Correct answer is K-Lean. Kato, in what country is the Yuan the monetary unit? China. K-Check. Vicky, which 2001 DreamWorks film stars and ogre who lives in a swamp? Shrek. K-Check. Charlene, how many sides does a decagon have? Ten. K-Check. Oka, what is the name of the currency of Singapore, Australia and Canada? Dollar. K-Check. And Kato, Buzz Lightyear is one of the main characters in what Disney Pixar film franchise? Toy Story. K-Check. And that's it for our first round? The K-Check Paramihan Round. And that's it for our first round? The K-Check Paramihan Round. Graby ang anong yan. Exciting close fight. Diba? Na-excite ako doon sa parang pak-pak-pak-pak. Ikaw masasagod mo lahat ng questions doon? Kuntilang siguro. Piling ko masasagod mo. Masyadong maraming pop culture. Hirap ako doon. Okay. Tingiatin kung mahihirapan si Prof. Marian doon. Prof. Marian may hirapan ka ba pagalong yung mga questions? Yung iba kaya, alam ko lahat ang mga Lion King yung mga ganyan, di ba? Mga generation ng mga Lion King. Generation ko yung Lion King, Lil Mermaid, right? So lahat yan. And Snow White. So lahat yan except yung scaling. Parang medyo na hirapan si Okado. Pero yung iba talagang ito yung talagang Paramihan talagang sila. Lahat madame ang masagod. Parang perfect. Almost, no? So may talagang ok, Vicky lang. Interesting. Lahat sila, interesting. Si Vicky ay grad student na. Yes pa. What degree? I'm taking my diploma in Urban and Regional Planning. Oh. So pag ba Urban and Regional Planning? You plan for the urban cities? What do you do? That's part of the scope. But it also has different tracks where it goes to, it can focus on environment, real estate planning, as well as government and, there was government and other, government works and systems, and another one is transport. And your background is architecture? Yes pa. Oh, ok. So you're involved with this Reboot Philippines. Anitong Reboot Philippines? So Reboot Philippines is a youth led advocacy. It is non-profit and a non-government organization that advocates for the just and democratic energy transition in the Philippines. Thank you. Very interesting. I want to search for Reboot Philippines. I didn't calculate carbon credits, because it's energy. Ok, baka interesado ka doan. Ako may interest ako kay OCA. So OCA, ano naman pag-eramdam na nasa presence ka na yung youngsters na kompetitors mo sa dito, sa atin? It makes me feel young for sure. Ay, ito kanina na sinasasasagot mo even yung mga pop culture references. Ano yung lang gagalingan? Ako ba ay exposed sa ganong culture? I have four kids who are very deep into pop culture, so I have to keep up with them. Ok, bonding experience yun na, OCA. Ok, marami salamat. At ngayon, ready nang bakayong lahat for our Publish and Round? Next here on... K-check! Tuloy pa rin ang ating karunungan check. Now, let's look at the scores of our competitors. This is very exciting. We actually have three people in first place, Vicky, Charlene, and Ock, and Kato. Garnered 30 points and they're followed very closely by OCA with 20 points. Ito yung pinakamabilis na round na ano ko. Sobrang exciting talaga. Parang ako talagang, kahit sino pali manalo at this point, di ba? Kasi sa round 2, mayro ng minus-mino, so it's going to be... Gusto magpustahan tayo kung sino manalo. Sige, mamaya-mayo. We're now going into K-check pabilisan. Buzz in first for the right to answer the question. Correct answers are worth 20 points. Pero sa round na ito, minus 10 points ang maling sagot. Kaya contestants, think before you press that buzzer. Let's begin! The first question is on current events. This trust replaced Boris Johnson as a prime minister of which country? OCA. Great Britain. Malirit. Charlene. United Kingdom. K-check. Next question. Casa Blanca is an exotic city while Rabat is the capital of which African? OCA. Maraho. K-check. Next question. Which team swept past King Whale Taipei to win the premier volleyball league invitational conference last August? OCA. Philippines. Malipo. Ang tamang sagot ay cream line. What is the name of Scottish dish made of Sheepheart? Charlene. Hagis. K-check. Which Filipino-American singer's debut at single was entitled Driver's License? Vicky. Olivia Rodrigo. K-check. One of the most popular martial artists in the movies which actor from Hong Kong starred in the film Kato. Jackie Chan. K-check. Which Russian scientist is known for formulating the periodic law and creating his version of the periodic table of elements? Charlene. Dimitri Menderib. K-check. The Large Hadron Collider, the world's largest particle accelerator is located underground... Cern. Malay. Switzerland. Malay. The Large Hadron Collider, the world's largest particle accelerator is located underground beneath the border of Switzerland and what other European country? The correct answer is France. Next question. What province in Kagayan Valley is named after a Spanish queen? Vicky. Isabella. K-check. Described by David Finkelstein in 1985 as a region of space for which nothing can escape. What do you call the cosmic phenomenon where light and time are... Kato. Black hole. K-check. Next question. If it is noon, 12 noon in New York in September, what time is it in the Philippines? Vicky. 12 noon. Malay. Oka. 1 am. Malay. Kato. 8 am. Malay. Spring forward, fall backward, 12 midnight. And the last question for this round. Diego is the name of the saber tooth tiger in which 2012... Vicky. Ice age. K-check. And that's it for our Publishan Round. And that's the end of our K-check Publishan Round. Let's have a points recap first. Now, first na, si Vicky siya kasi Charlene na may 80 points. Suzanod si Kato, na may 50 points. At si Sir Oka, na may 10 points. Napaka-electrify ng round na yon, di ba Prof May? Di ka ba na shock sa round na yon? Di naman. Magagaling silang lahat and I'm sure na hanggang sa last round ay very competitive pa din ito. Okay. May tanong ka ba sa mga contestants natin, Prof May? Para kay Charlene. Charlene, you are a fill major. Bakit fill ang kinuha mo sa college? Mahabang kwento po yan. Sige, bagyan mo kami na... Hindi naman kahabaan na sa gut. Originally po, first choice ko po yung CW. Tapos na tangga po ako sa CL. Tapos, imbis naman shift sa CW nilumipat po ako na linguistics. Tapos, bawal na po ako magshift tulit sa CW kasi parayas po yung department. Kaya, film na lang po. Okay. Mahabang ay interject sa team mo. Kamusta naman ang film? Nagugustuhan mo na siya ba? Nagugustuhan mo na ba siya ngayon? Napaka gastos po niya. Napaka gastos po niya kaya po ako nandito. Kaya siya nandito kasi ang gastos daw. Nagiipon siya ng... Pampilikula. Okay. Good luck siya yun at good luck siya mga contestants natin. Maraming salamat. Ikaw, Prof. May gusto kang matanong sa mga contestants?  Sorry po. Baka ang Hamon sa film department paano sila magiging cost efficient para sa kanilang mga estudyante. Okay. So yung tanong ko ay para kay Kato, kung si Charlayn ay film major, ano yung kinokuwamong kursos sa UP Dilemat? Ngayon po ay isapuwa kung estudyante ng BS Community Nutrition. So, kadalasan yung mga estudyante ko na kumuhan ng Community Nutrition, tingin nila dun pre-med course. Ikaw ba, gusto mo bang maging doctor? Oh no. Anything but med. Anything but med. Yes. I plan on pursuing po, I plan on pursuing a research based track or public health track po. Okay. Gusto ko yung ganoan. Gusto ko yung ganoan. So, si Kato, pwede mag-build ng academic career sa College of Home Economics. Okay. Say good luck, Kato. Okay. Maraming salamat, Prof. Neal. So this time, our contestants will face their toughest challenge yet dailang ating ultimate pagalingan round. Susunod na, here on, K-Check! Welcome back. Now, let's look at the scores of our competitors. Wow, tay ang na-uuna. We have Vicky and Charlene with 80 points, followed by Kato at 50 points and then we have Oka with 10 points. I'm sure later on, talagang magahabulan pa tong mga tong ang the third round. Ang gusto ko sa round na ito kasi pwede pang homabol kahit sino. So wala pang definite winner kung baga. So malalaman natin kung sino ating K-Check ultimate pagalingan winner where correct answers are worth 30 points, wrong answers get a 15-point deduction. At para mas madagdagan ang kaalaman ang ating mga contestants at viewers sa round na ito sa mga professors ng ating panel of experts mang gagaling ang mga tanong. At the end of this round, malalaman natin kung sino ang tatang haling K-Check daily winners. Contestants. Let's begin! Prof Mayan, first question please. Biology. In natural selection, which determines what trait will be successful and propagate in the succeeding generations? Kato. Jeans. Malek. Vicky. DNA. Malek. Charlene. Dominant jeans. Malek. Okay, so the jeans will be affected by this. Organisms that are more adapted to their environment are more likely to survive and pass on the jeans to the next generation. So the correct answer is environment. It's environment. Correct. Prof Neil, next question. So which country in Europe has developed Spotify as one of the world's largest music streaming service? Vicky. Switzerland. Incorrect. Oka. Sweden. So bukod sa Spotify ang bansang ito ay maraming leading brands. Volvo, H&M, IKEA, Electrolux at Ericsson. Ang tamang sagot ay Sweden K-Check. Okay. Pupuntaan natin nga na Prof Neil. Prof Maylien. E. S. Errol dead as a pioneer of Philippine modern sculpture and his works are found all around the UP campus. Charlene. Toimimaw. Malik. Oka. Napolio Nabueva. K-Check. Si Napolio Nabueva ay maraming mga artworks na makikita around the UP campus kasama na supportals ng University Avenue sa harap ng business administration, sa harap ng faculty center, at sa UP Chapel. Okay. Maraming asya na pagnikot-ikot ka. Thank you Prof Maylien. Prof Marian. Okay. Simpty lang pero biology uleg. Name one egg-laying mammal. Kato. Platypus. Okay. So, most mammals don't lay eggs pero dalawa na lang yan nang talaga nang lalay ng eggs, akidna or platypus. K-Check. Prof Neil. Which province in Mindanao has a name which translates to English as Highlander or Mountain Dweller? Ito isang landlock province sa Mindanao. Malay-balay ang kabisera ng laloigang ito at ito ang home province ni Senate President Juan Miguel Subiri. Ang tamang sagot ay Bukidnon. Maraming salamat Prof Maylien. Ang yung tanong, please. In protest art, what do you call the artwork that is made intentionally to be destroyed or burned? Charlene. Effigy. K-Check. Tama. Effigy ang tawag sa artwork na sinusunog or dinit or sinisira para mag-communicate ng communal outrage o naglalagab, love, nagalit. Okay. Nakapag-burn ka na ba ng artwork na ito? Hindi naman. Pero marami sa mga kasamaan ko sa Fine Arts ang involved sa pagawa ng mga effigy. Okay. Thank you, Prof Maylien. Prof Maylien. Next question. Ayong mga diet conscious. In the market, wet market, we often hear the term white meat for poultry and fish and red meat for pork and beef. A certain protein is responsible for the color of the meat. Kato. Hemoglobin. Malé. I'll finish. The darker color of the meat means that this protein exist in high amounts in the cell. What protein is this? This is a dark red protein. Its main function is to supply oxygen to skeletal and cardiac muscles. Malapit na sa nang hemoglobin but it's myoglobin. Myoglobin. Ang hirap naman. Prof Maylien. Prof Neil. Tang twister. Okay. So, susunod ang tanong which country in Africa saw the killing of more than half a million tootsies by arm Hutu extremist. Charlene. Rwanda. Nagganap ang genocide sa bansang ito mula abril hanggang julio 1994. Nagging inspiration to sa maraming documentario at pelikula katulad ng pelikulang hotel Rwanda. Karamihan ng mga tao sa Rwanda ay mga Hutu ngunit ang may hawak sa ekonomi at politika ay mga tootsie. Ang tamang sagot ay Rwanda K. Karaming salamat. Prof Maylien. He is the first Filipino Muslim to be proclaimed national artist. Vicky. Abdulmari Imaw. K. Si Abdulmari Imaw ay isang tauso gatang kanyang sining ay reflection and celebration of his culture. Karaming salamat po. Prof Marian. Okay. Last question from me. During New Year's celebration, raw eggs are commonly seen in the hospital as a first aid treatment for possible cases of firecracker ingestion. And firecrackers normally contain metals like lead, copper, and titanium. And specifically, one of the proteins in egg white is responsible for the prevention of metal poisoning. What protein in the egg white is responsible for this said action? Mahabal ang yung intro, pero alam nyo ito. The answer is ovalbumin or albumin. Ang palayon. Prof Maylien. Ang daming tang twister questions wala kay ma Marian. Okay. So, susono na tanong what is the name of the person who launched Jollibee back in 1970? Oka. Tony Tan-Katyong. So, batid na rin ang lahat na isa ng malaking conglomerate ang Jollibee group, kasama na dyan yung Chow King, Greenwich, at maging yung franchise na Burger King. Ang tamang sagot ay Tony Tan-Katyong K-check. Marami, saramat, nakakagoto ang tanong na yan. Prof Maylien. Panguling tanong, who is the national artist who also served as director of various cultural institutions such as the Metropolitan Museum of Manila, the Museum of Philippine Art, and the Design Center. Ang tamang sagot, ay C. Arturo Luz. So, hindi lang siyang mahusay na sculptor, pintor, collage artist, pero isa rin siyang mahusay na cultural manager at isa na yung gallery owner. Okay. Thank you so much, Prof Maylien. And that is it for K-check Ultimate Pagalingan. And that's it for K-check Ultimate Pagalingan. Congratulations to Charlene, our K-check daily winner with a final score of 110 points. We'll see Charlene again on Friday when she competes with our other daily winners. First spot in our semifinals. Thanks to Vicky, Oka, and Katok for joining and to the members of our panel of experts, Prof. Marian, Prof. Neil, and Prof. Maylien. This is Aimee, Sue Martinez. And I am Jonella Bore. Join us again tomorrow for another K-check!


So you probably saw the thumbnail and title of this video and you're like that guy Chris He's a huge hypocrite because I saw his other video. Well, give me a minute and let me explain stay tuned So I figured that right now is probably the best time to talk about why harm reduction is stupid as well as dangerous What's up everybody? This is Chris from the Rewired Soul where we talk about the problem but focus on the solution that clip You just saw was from my last video talking about why harm reduction is stupid and Dangerous and then that you have this video right here talking about how harm reduction saved my life What gives I felt the need to make this video I wasn't planning on doing it for a while, but I had to because I made quite a few people angry and I can Understand why because I didn't mention in that last video that I know that harm reduction can help people Yes, I am not ignorant. I understand the harm reduction helps some people. Oh wait, never mind. I did say that so first let's address the main issue here and It's it's pretty much a problem with language There's a lot of issues with the English language And one of them is that we keep creating these blanket terms for things and harm reduction is one of them Harm reduction is a blanket term and it it has a lot of things under that umbrella in my last video I was talking about one specific Form of harm reduction Which I should have made a little bit more clear. So I do apologize about that. This was one Specific form of harm reduction, which was about Teaching people how to use their substance of choice in a more responsible way Which I still stand by is ridiculous and nobody should ever push that on somebody Now there are various other forms of harm reduction. There's suboxone. There's methadone. There's other things I'm about to talk about no track zone. I have my own views and opinions on that Which I will save for another video, which I'll do later So if you haven't yet be sure to do what that thing says and click the subscribe button So you don't miss it when I do I have my own views on that stuff, but I'm not crazy I'm not ignorant. I know I know harm reduction helps people and harm reduction a form of harm reduction has actually helped me as well So in the future, hopefully we get better terms for harm reduction. That isn't just a bunch of stuff under one Umbrella because then we have miscommunications and I have people who are in the treatment World and they think that I'm a lunatic and stuff, but chances are they probably actually do agree with me So I wanted to talk about a medication called naltrexone Any of you who have watched my video on the Sinclair method, you've heard me talk about naltrexone before Naltrexone is a medication which is primarily used as an opioid blocker. Okay They have used it for for people who also struggle with alcoholism and there are some Testings that they've done to help people who struggle with meth. All right So For me naltrexone saved my life and I will share a little bit about that story. All right But as with any form of harm reduction My view on it is that none of it should be a replacement drug. None of it should be We live in a time we live in 2017. We are So lucky to have access to medications that people 100 years ago 50 years ago 30 years ago didn't have access to So something that we'll talk about real quick is matte which stands for medically assisted treatment There's a lot of stuff that falls under this umbrella suboxone naltrexone Vivitrol all these other things they fall under this medically assisted treatment, which I am 1000% for so Naltrexone for me. So I am a recovering opiate addict as well as an alcoholic And basically what happened to me was I was sitting In my sober living home and I had I want to say maybe a month clean And I was craving really really bad. I was having intense cravings and here's The issue about where I live where my sober living was across the street was a liquor store and about two blocks away Was one of my old drug dealers So it would have been really easy for me to leave and go get messed up screw up my sobriety Get kicked out onto the streets. It would have been all bad So I texted my mom and I told her about these cravings I said I can't stop obsessing and thinking about getting high or about getting drunk And my mom is a clinical director of an outpatient facility and she says maybe you should try naltrexone. I'm like What's that? So anyways, I ended up going to the doctor that she works with and he prescribed me naltrexone Naltrexone comes in a pill form and for me and based on my experience I I do think that part of it was a placebo effect But for me when I took the medication It felt like my brain before taking the medication was in a thousand places And then once the medication kicked in it seems like everything just came together And I was able to calm down and quit obsessing over getting high Which is a very good thing So I ended up staying on naltrexone for six months and it was it was an amazing experience. Like I tell all my clients like Try naltrexone. Try it. Try it. Try it because what it did for me and I've mentioned in other videos like 12 step programs Helped me get clean and stay clean. They're not for everybody, but they helped me out And what it did was it allowed me to sit in a 12 step meeting And not obsess about getting high the whole time. So I actually was able to sit there and listen and hear a message of hope all right, so That's my experience. I highly recommend people try it out But I do want to mention a few things Like I said a little bit ago naltrexone is primarily an opioid blocker Basically the way it works is if you try to get high on opiates It won't because it's blocking the receptors So it kind of just makes you not even want to get high But there are people who try to get high on it and it's extremely dangerous Because when they're trying to get high when they're using naltrexone They they it's a lot easier for them to overdose because they don't understand how high they're actually getting because their receptors are getting blocked As far as the cravings go they help me greatly with cravings for some people it doesn't help with cravings So like I said, I don't know if it was a placebo effect or part of what the medication actually does But for me it really reduced cravings. That's why I suggest that everybody at least try it now From my experience is personal my personal experience of somebody with five and a half years clean Working in a treatment center for two and a half years I would say out of all the people I've seen who have tried naltrexone Maybe only five percent of them have adverse reactions to them um, some of them is uh, you know, some anxiety some of them have stomach issues Sometimes you might uh, I think one person had um like a rash or something like that But like I said five percent So like when it comes to life or death of being an opiate addict I I think it's worth worth a gamble and that's one of the reasons why naltrexone is good too because it's the pill form You could just stop taking it So there's also a Injected form which is called vivitrol a lot of people like vivitrol because it lasts for 30 days So I've heard some people say no, I don't want to take that pill because I don't trust myself and say I wanted to get high Tomorrow, I just wouldn't take my pill So they feel that vivitrol gives them more accountability So they take that shot that can't get high for at least 30 days There are other medications out there that can stretch this out five six months Now I want to make clear I didn't have insurance when I got clean and from my experience not all insurance companies cover naltrexone I was paying out of pocket with it for it and I think my weak supply was about 35 or 40 bucks a week And this was five and a half years ago. I'm not sure how much it costs out of pocket now but most insurance providers do Cover it So if you're somebody who's struggling with addiction to alcohol or opiates, I highly recommend it There's somebody who's struggling with meth Like what's the worst that can happen if you try it, you know what I mean Like the the the pros definitely outweigh outweigh the cons like in my opinion the risk is definitely worth it So I wanted to make this video like I I highly encourage all of my clients like every few weeks I ask my clients. I'm like, have we talked to you about this yet? Have you talked to the doctor? I highly recommend that you try it because I truly believe that this This form of harm reduction saved my life. The last thing I will talk about real quick Unlike some of the other medications that they prescribe like methadone and subarxin me personally I didn't have any type of withdrawal after being on this medication for six months So and I don't think I've ever even heard of anybody having any withdrawal from this medication Um, but like I said, I do want to reiterate this medication is only meant to be taken for six months But like I mentioned in my last video about harm reduction This recovery thing it's about learning how to deal with life on life's terms it's about Managing the human condition Managing stress sadness anger loneliness heartbreak all these things So it's not meant to give you a crutch for the rest of your life So take that six months and work on yourself. Whether it's through a 12 set program therapy Meditation support groups, whatever it is. All right, but I would love to hear from you If any of you out there have tried naltrexone or vivitrol or anything like that Please leave it down in the comments below share your experience with other people who are watching this video and might want to give it a try All right So if you like this video, please give it a thumbs up and like I said pretty soon I'm going to make videos about my thoughts and opinions on methadone and subarxin maintenance and things like that So make sure you hit the little round subscribe button If you want to check out some other videos, click or tap on a thumbnail right there But again, thank you so much for watching. I will see you next time


Alright, it's a great honor to have Julian here with us. Julian has been a long friend if I can call him, more like a mentor. Met him first at the Selenium conference in 2014 and we've been in touch since. We're hopefully getting to do some interesting work together as well. But Julian has been doing some really fascinating stuff in the pandemic to help companies hire thousands of engineers globally. And I thought that's a very interesting topic that a lot of us would be interested to kind of learn how Julian is able to do that because I'm struggling to hire 10 engineers. So it's something that will be fascinating. So with that I wanted to kind of welcome Julian to share his experience trying to onboard thousands of engineers. Thank you, Narek. Have you been prepared? Yep, we can see your slide. We can see me yet. Not you, Narek. No, it's hopefully you can see me now. Yes, we can see you. Excellent, right. Let's get going then. So the first thing is 90. There's an excellent book aimed at managers and people joining companies at senior levels called The First 90 Days. And the argument in this book is that new people have got 90 days to prove themselves in a company. And that includes understanding what the company is doing, its health, what its needs are, make the human relationships, etc., etc. The challenge was that the company I was helping actually took 90 days just to onboard engineers until they became net positive in the company. And 90 days was costing the company a lot of time and energy, particularly as they wanted to grow very rapidly. They wanted to double the engineering team from around 2,000 engineers to 4,000 engineers in their main regional location. There was another challenge. People were coming from over 60 countries. We estimated at 66 different countries and flying into Berlin, which is the capital of Germany and Europe. And the first challenge is the language is German, not English. So although it worked, everyone spoke English, people had to arrive into this country, get used to the climate, whether they're coming from India, Brazil, wherever in the world, and settle into this often with their families. And meanwhile, they had to learn how to be good software engineers. I'm going to clarify one thing that Nuresh said. This work was done before the COVID. So we had people arriving in person and the work was in person. I'll touch a little bit on some more recent work towards the end of the talk. So like many companies, they had a big challenge. They wanted to make good software quickly. And they realized that onboarding people slowed the teams down as well as the new hires. Now, just like all of us, we've joined different companies at different levels of our expertise. And I have probably joined 40 or 50 companies so far in my career. And every time I do so, there's things that I have to learn and that's understood. But also because I joined, I started asking questions. I need things from other people. And ultimately, that slows down the velocity of a team. And for this company, they were looking to double the team. So that meant that there was always new people joining each of the teams. And the drag was absolutely incredible. So we wanted to find a way to essentially keep the flywheel spinning, keep moving as we hired new people.  So for instance, the dev environments took weeks to establish on their machines. And there wasn't a centralized onboarding for the technology team. We actually need to solve three concurrent challenges. We need to solve the cultural ones. As we may know from companies such as Google and Facebook, the culture is all important. People joined a mindset and approach and a way of doing things. And one of the challenges for companies, particularly when they're growing rapidly, is how to preserve the good bits of the culture of the company. Because new people know little or nothing about the culture. And they dilute the culture just by being there. So we need to make positive efforts to improve the culture. Of course, we needed to deal with the technical aspects. So there's particular company, the core coders in PHP, very large PHP user, but also they have mobile apps and other technologies, databases, data warehouses. So anyone joining had to understand the tech stack and how we did things in the company. And finally, behavioral, again, with people coming from more than 60 different countries, lots of different ranges of experience and background and ages, et cetera, et cetera, dealing with the behavioral aspects of people was all important, because poor behavior undoes just about everything else. So people aren't on board and engage and understanding how they work with others. And remember that people are coming with speaking perhaps another 50 different native tongues, as well as the English they're communicating in a German environment. There's lots of complexity that we need to address. So the first thing is we did a sort of equivalent of a sprint zero, which was research. And this involves me going over to the HQ, which is in the US. And there I met one of the co founders who run the engineering team, got to understand the business, which is actually selling e commerce, selling furnishings. And they're one of the largest people in the world in doing so. And understanding whether business comes from and the fact that trucking fleets helps to understand what the software ultimately had to do because some of the software was running the trucks, for instance, I joined the new onboarding program in both locations. So first in the US and then in Berlin, and went through a week in the life of a new hire, which involves getting a new laptop, trying to get my account set up, trying to work out a VPN was going to be running doing all sorts of problems and challenges, meeting people throughout the organization from brand new hires, through the people who come through onboarding programs, CEO, directors, vice presidents, HR, really trying to get an idea of everyone in the company, and then evaluating the current onboarding programs in both locations. And then in the Berlin office also moved on to designing a pilot program. So I'll touch on some of the key findings. The first was the business was truly highly invested. And for many of us, we know when we joined companies, they may say one thing, but you watch their practices, and they do another. So they may say, of course, we invest in our people, and then you realize the laptop they've given you is four years out of date, or they want people to be contributing on day one, even when they're all sorts of problems. This company was willing to invest up to three months for an onboarding program, even six months, if they thought they would get the business value from it, very, very unusual in the industry. They had a three month bootcamp, which worked quite well. And that was to hire people who came from non traditional programming backgrounds, who grew up in boot camps, and there's plenty of them in the USA. I think quite a few in Europe and certainly in India as well. So people come from all sorts of backgrounds without computer science, learn how to do some basic programming, web front end, etc. And then this company joined the bootcamp and worked on real code bases with supervision over a three month period to get them up to speed. I was talking to some of the directors of the company, and this was level six in the company. So senior people, normal 20 plus years experience. And they didn't see code at all, because they had to deal with other problems, except on the red days. And the red days were peak holiday seasons, for instance. So in the US Black Friday, just have to Thanksgiving, for instance. And they had to sign off when the rest of the code was under lockdown, because no one wants to change production. The trouble was they didn't actually look at the code until the critical day. And many of them said, look, it'd be wonderful if you actually understood how the code worked, and we'd at least worked on ourselves and built something simple. So they were poorly served by the current onboarding program. We also discovered that some of the engineers had created their own micro learning and it was working really well, and grown the grassroots level from one team to hundreds and hundreds of engineers going through these programs to learn technologies they thought were relevant. And we also realized that the engineering globally needed a practical hands on for the skills in context. And this means in the context of the company and the company's code base, the company at a time is about 15 years old, and some of the code was nearly that old. So there's a lot of technical debt, and people actually need to be able to work productively in that environment. So then moving on to the outcomes, we agreed we designed an MVP, a minimum viable product equivalent of a pilot. Meanwhile, and in parallel, we've designed a structured hands on program, which include the basics of building the code, testing the code and deploying the code. Now, some of you who are listening may be working for big companies with 10,000 50,000 engineers. But in this case, most of the people that we hired came from tiny companies, companies with maybe five people, 10 people, 20 people working with the code. And to come into an environment where 1000 people worked on some aspects of the code base, were several orders of magnitude beyond what they were used to. It wasn't one continuous build server, they had to get to know, they had to get to know hundreds of them. They had to work at how all the different databases worked. And there were 10s and 10s of databases for specific purposes, like marketing, for instance, again, with a test, they had to understand how to run the tests, productively, how to make sure that their tests integrated well. And then finally, they had to go through all the deployment stages. So we wanted to make sure that people understood these things. Because we were software engineers and technologies working on this, we realized the importance of incorporating feedback from the new hires, building analytics to the learning and applying agile practices. So with that said, sprint one was the pilot. We realized that we had to push ourselves as quickly as we could, because in a month, potentially we'd hired another 200 engineers at this point. It was actually Christmas time. So the hiring was a little bit lower than that. But nonetheless, we really wanted to get something up and running within a couple of weeks. So we bootstrapped with a pilot very early on by building on some of the elements we found in the company. So we have these micro learning sessions that came from this peer based group in the States. And they come up with this model, which was that it was, I would say peer led, it was very practical learning. There was always some code involved. They did both mob and pair exercises in small groups of between four and six. And we need an even number because of the pairing side of it. They realized that conference rooms are hard to get hold of, but that's the sort of place where you can fit four to six people. And also as at least a computer there with a keyboard. So the learning was going to be web based. So they could use the computer equipment in any of the meeting rooms, rather than having to bring a laptop with them across from one building to another, etc. Because of meetings and the rest of it, they wanted to learn to last 45 minutes or less. It was easy to book a meeting room for that period. And they built in immediate reviews. There are three stages now go into those stages next. So for each of the topics and someone prepared the content. And as I mentioned, they designed the courses to last within 45 minutes. And they basically looked online for things like YouTube materials, online learning, code on the Git live GitHub, etc. And then designed the program so that it could be used by other teams. Then one of the team somewhere in the company would prepare the session. And they would work through the prerequisites, get their colleagues involved, prepare the meeting room, etc, etc. And then finally, one of the peers would lead the session. And the group would work all together at first, doing mob programming, and then in pairs. And finally, they regroup at the end of the session and decide, for instance, have we learned enough about this topic? And let's say it's no JS, or do we want to learn something else? So they made immediate decisions on what to do next. Each topic was structured. And here the dark blue is what goes around it. And in white is the actual live 45 minute session. So we're using some of the concepts such as missions and charter to make sure that the four or six people together knew what they were learning. They typically watch a short video of a couple of minutes between about two and five minutes. I mentioned they do the group exercise and the pair programming. Sometimes we were able to practice individually if they brought the laptops and we had time.  And as I mentioned, there's a bunch of preparation by the session leader, and we built analytics in this so we got the feedback. We ran our pilot program on the 19th and 20th of December in Berlin. And it started, this is actually a copy of the menu of the two days. So the head of engineering Berlin met the team. This many new hires was a revelation to actually meet one of the people who was involved engineering at senior level. So they got to know him personally. And then the next thing they learned to do is set up their virtual machine and test it. And again, for those of us who use Docker, this may be obvious on our own machine, we had company that often permission to deal with and set up and can't please all need to be addressed. So here we're making sure that new hires on the first morning would be able to do something useful with their computers. They had a good lunch, provided by the company. And the afternoon, they went through one of the peer learning groups. In this case, they were learning JavaScript arrays. Now the topic was less important than the practices. So learning to work as a group was more important than what they were learning. And that's what we were trying to focus on, trying to inculcate the company culture right from the outset. On the next day, they learned PHP storm, the standard editor, made sure that VPN access was working. And we had the IT and networking support people in the room, so they could deal with any of the problems while the people were sitting there basically. So we knew that by the end of the session, their VPN was working or tickets were raised if there were bigger problems. And then after that, they learned about an internal tool and which databases were which. And the database they'd need to know for their daily jobs. We had a Slack channel, so they could ask for help. And we had named individuals. Essentially the pilot went really, really well. And some of the existing employees decided they liked it so much, they got involved in designing sessions. We also learned that collaboration really helped. So we had this concept of mob programming. We onboarded in cohorts, which means the people who were hired in December then helped out with the hiring of the next group we joined in January, etc, etc. And again, people came from all sorts of backgrounds. So we got them to use their experience and expertise to help others get up to speed rather than sitting twiddling their thumbs because for them it was obvious how to use PHP storm within five years. So instead of them sitting their board, they helped their colleagues who were new to this stuff. Just over a year later, I reviewed the progress of the engineering teams and they then implemented a five-day program where the first two days were corporate onboarding, learning about the company and the business, getting to meet the co-founders, etc, etc. And then on the Wednesday they focus on building the code base, Thursday all the automated tests and how to run them, and on Friday deployment. So that meant that everyone from a senior director being hired to a new grad had actually worked with the code base and deployed something into production by the end of the week. And we have people shepherding to make sure that the deployments are actually useful and not going to damage production. And we had a very positive feedback. For some of you who are familiar with marketing, there's this concept of net motorscore. It's used by Netflix for a lot, for instance. And we got a very positive feedback from everyone who participated in the new hires. So moving on then to this strange world that we all live in now, where we do virtually everything remotely, both this company and another major billion dollar company in Europe are actually looking at distributors remote hiring, onboarding and working. And we're essentially comparing notes across the companies and organisations on what works well and what doesn't work well. And this includes, for instance, shipping a laptop to new engineers in, let's say Brazil or in Cuba. And as you probably know in India, sometimes you're shipping it across states. You have problems with customs and getting permissions and delays. So we have similar problems shipping laptops into these different countries where the local authorities want taxes, they delay things. So how to deal with all the logistics of this is really important. And also for new hires, getting to know their team is absolutely vital. And they may never actually meet their team in person physically for months or even years at a time. So it's a very new world order. And we're actively looking at ways to improve how we do so. And one thing I'm going to encourage you is for those of you who would like to be involved in this sort of work, please get in touch with me afterwards. And I'd love to hear about your experiences. I will mention another example is in early COVID period, so back in April in the UK, we had someone joining a project team for a week. And it's doing something called the coronavirus tech handbook that was started by a bunch of people in the UK and then countries around the world came onto it. And we got money to pay for a developer to help with some of the code base for a week. And we actually designed a micro scale onboarding for that new hire. He lived in another country and we found ways to get him involved in the code base up to speed quickly and able to productive and contribute code within the week and found to be really effective. So I'm wrapping up now. If you'd like to learn more, then please get in touch with me. It's julienhearty at gmail.com. You'll find me online. You can also find a research paper that I published a few months ago on this case study and it's free download. It's available from a group called the ACM. If you search the title, I hope you'll find it. So with that, I'll hand over for any Q&A. All right, thanks julien. That was very insightful. I think again just the designing of the whole onboarding process and how you went through seems kind of quite interesting. So thanks for sharing this. I think the slides in the video will be available. We recorded it. We'll put it up. Are there any questions from the audience?  There we go. Some thumbs up and a hand. See someone even showing raising the hand. So if you have any questions I would request you to please go to the Q&A section and add your question and I will have julien respond to it please. So while we wait, maybe julien I'll start with the first question. So you said that right now you've got them down to a five day after 13 months you've got them to five days of the onboarding. First two days is for corporate and then the next three days is to actually take an idea, build it out and actually put it into production. Yeah, it actually that happened within four months. So it happened a month after the pilot and it's then been refined. So we're looking at it essentially a year after that is in. Okay and is there a fear in the other employees who've been there saying you know what if this breaks something you know like when someone's new trying to push something to production in three days of exposure is that is that fear common and how do you deal with that? I don't believe the fear exists and it's similar to Facebook. So Facebook have a very well known bootcamp and similarly they try to get new highest to contribute code into production into real code bases within the first few days and all that code has to be code reviewed. So the code reviews is done by the more experienced engineers and they're able to stop something stupid going in. So it's not that the normal engineering practices don't occur it's more that this is integrated as part of an expected. Okay and is this only one time you know onboarding or is there like you explained is an iterative process so you do this every so often over a period of time? So for the new hires the people who onboard they go through this once as far as I know and the company ends up hiring I think it's about 1500 engineers in the 12 months after I was involved. So quite good growth in terms of that. They're doing other work to help the engineers which includes quite a few of the ones who joined in the last year to help them learn collectively. Okay cool. All right Julian thanks a lot for joining us today and I appreciate you sharing your experience onboarding people thank you. Okay thank you Naresh.


Football League. I'll also catch up with ATU and ladies football manager Maxi Cohn. All this and a bit more just after 70 News this Monday on Highland Radio and podcasted on HighlandRadio.com. The DL Debate with Sister Sarah's Laddercanny serving food you'll love in Sarah's kitchen. Radio, your voice, your station. And you're very welcome back and as promised joining me in the studio tonight I have three members of the Liverpool players. Edward Flanagan and Dee Dee Dipper and Arthur McGarregal. Folks you are very welcome. Thank you Gene for having us. Thank you Gene. So Eddie, you have been an actor with the Liverpool players, you have directed plays with the Liverpool players but now you've taken pen to paper and you've written your own three-act play. So tell us how did that all come about? What inspired you to do that? Well good question. I suppose I was a player at some point or I've always been tabling and writing of some form of nature. It came out really because we had bought our casting plays in the last four or five years and not getting actors in and so that will allow you to play for actors that we do have. And we have some very talented guys like Dewey Left, Dee Dee Dipper, Alwyn Diver, Gilbert Young, Emory Kilpatrick to name a few. And so I thought well let's play for those guys, a play that can cast and I suppose that's where it came from. Fantastic. So when the idea comes to you from first word on page to finish product, how long did it actually take you? I would have wrote the play in probably about 10 or 11 months and I was really curious of I wanted to write about tabling taboos which were kind of a taboo or you don't know what I would always talk about and this topic was about inheritance going badly wrong. We've all been involved. We're all, I mean here's somebody who's who's been involved in a family crisis of such where there's a will being disputed or something like that and so it's not involved directly, indirectly. So I thought about a topic we could talk about because we don't talk about it very often and I came from there and it was really kids then times I would have had a burst of creativity, would have gone mad for maybe two weeks, then took a week off, maybe a month off, then I'd be in the car driving along and I might have seen something. Yeah, that's what we're going to know next with that. Then right again, then slowly the arc really began to evolve and about halfway through I could see where it was going and then financing the play was quite hard because you're almost there and then you think when I was give this play over the line, but you can't rush it. That takes time for the SOA to evolve naturally and that took about let's say nine, ten months. And you were saying there about inheritance so just give us a wee idea of the storyline from the start of it and you sent me a copy of it and it's over three days is it or there's there's three things to it but it's a very short period of time. And so for two days yes there's a prologue which is before midnight and that's where the play starts and that gives us an idea of what the play is about. It's a young couple, a grandson and his girlfriend talking about the the emerald farm being handed over and then we cut into the to the following evening or meet more with the my characters the protagonist. So it's really it evolves around two siblings who are one is looking for the the inheritance the farmer question. The father's quite old, he's quite ill and he may pass away very soon and the other sibling returns home as well. Not so much for the inheritance but more for a reason of love, of looking for understanding and but the two siblings have never got on and so it obviously employs from there when you have greed, sibling rivalry and distrust and there's a lot of characters who get involved. There's there's a farm helper so you know if they're there or they're two bob and so the story unfolds around these two siblings and the father. And when you were actually writing this did you have individuals in mind from people you'd have acted with or directed before or did you sort of wait to the the reading and then and get your cast from that? Well I wrote the play for this mountain right here Arthur McGarregal and Leo McBride that's two guys who had mine when I was writing this this play and then as the cast evolved it did it to my left one to it and Gilbert came into it all in a bit after that and so really for our friend Leo, Leo McBride was my school drama teacher so and I always thought well you know these guys they're getting towards the end of their acting days did I say that? And I thought it would be quite nice to to append a piece for them. Fantastic and how many of a cast have you got Edward? It's a cast of eight. Although there's well there's a cast of nine but there's one silent actor in which the audience can can tear it to them themselves so it's really eight working actors. And you are directing and you're acting yourself do you find that difficult or have you have you mastered now at this stage? I don't believe you'll ever master that. It is very difficult. It wasn't the plan that I acted in it just to direct but as as it evolved I did step into it and yes it is very hard anybody who's done it. I know Sean Byrne the what does it Keir and Kelly and LMDG it is a hard role to master he put so much to watch working with actors working with individual characters some some very very strong characters he wanted to go their way you're involved in the set design set balling the the tech the sound the lights there's so much there to manage and not just that of course then your own lines and it's very hard to to direct a play when you're actually in it because you just can't see it and the the title of the play one elephants collide now that that and train me where did you come up with that as a title? Well I know you alluded to the african proud verb about when the elephants fight and the grass gets tumbled and that's one I wasn't actually aware of but it is very very apt but really it's it it comes with the fact that when the elephants the elephant in the room essentially and the the point of making is that we're probably all the elephants in the room that what is normal you know when a person stands out well why in your opinion do they stand out and why do you my call on that you know so what I'm saying is we are probably all the elephants in the room we're all we're all normal and the elephants collide they're coming out of their mclash and Arthur you're the club chairman and now you have been a stalwart of the group for for many many years the group was around since the 1950s so I don't think you might have been acting in the 1950s but you've been there for a long time Arthur well it just seems like a long time um the first I think the first time I played with liver players was um Philadelphia here I come and that had people like Kieran Kelly and Paddy McBrady and people like that that and probably the most memorable performance we ever did because we got to Athlone and uh it's easy for me to say I thought we were brilliant I thought we were superb I thought everybody in the cast was superb but we came across a legitimator who will remain nameless just in case he's still out there and he slaughtered one particular member of our cast and I won't name who that person is but anybody listening will readily identify who that was uh to such an extent that I think it just ruined the confidence of that particular actor and I'm not sure that I was just thoroughly undeserved criticism from an upstart adjudicator and I suppose really when you go on the circuit you're at the mercy of the adjudicator it's like one man's uh food is another man's poison as I say and somebody could love it or or or love it and you have to sort of run and bear it but it's it's hard when you know that other people have loved it well the thing about it is you have to accept it and I know that there are people in Liverpool players who are of the opinion that I don't readily accept it but you do bear your soul you give of your very very best now I have no objection to any adjudicator in the private adjudication at the end of a performance in private confidentially saying look that was terrible you were rubbish you were bloody awful but to have an adjudicator on a stage and I have seen at least two adjudicators do this ridicule people who've spent the winter rehearsing a play doing their very best okay if their best isn't isn't good enough but to to to tear shreds of people like that in public I think is an absolute disgrace and I've pressed afterwards I will tell you who those adjudicators are but in spite of that one adjudication and I've prepared all on to the one that all are in three times have been in the final several times have won so many festivals so it's a well-established group is it refreshing to get to perform a brand new play I suppose going to the library of Freeland all the the stalwarts off the off the drama it really is it's it's it's something else I had to check back on this Liverpool players have only ever done one play that was in original but it was back in 1962 and it wasn't a festival play it was well received locally but they didn't take any further than locally so this is a very very well obviously a new play but it's the first time Liverpool players have taken a new play onto the circuit and you know we don't know what to expect we really don't know what to expect but you know when I first saw the play when I first read the play I was horrified because there were so many typos in it and then Eddie decided that what I should do first is to actually proofread so when I read it after it had been proofed after we'd proofed it it was it I mean I would acknowledge it's a very very good play there are lots of levels and characterizations and really really interesting and I think anybody coming along will will find a a good story and b an entertaining story and see they will be entertained and intrigued fantastic so what part do you actually play yourself in the play well this is the scary bit as well because he said to you a moment ago that he had me in mind when he wrote the part now the part that I'm playing is a drunk agricultural good-for-nothing layabout who can't find his own way home spends most of his nights in the ditch in the hay and you begin to wonder yourself well cranky maybe Eddie doesn't hold me and switch highest no it's a great part it's uh at my age maybe a part bigger than I should have taken on but now I've taken it on I hope I do it justice and uh I'm really looking forward to seeing and or they're getting a reaction from an audience from doing it fantastic and Dee Dee again you weren't around you weren't even born in the 50s but you're the secretary and you've been acting with the players for a number of years now so um how long have you been with them I have been with them since 2010 and Kelly had asked me to come on board to help do the sound for the production of Philadelphia here I come and it was an absolute joy getting to sit at the sound desk operating the sound first and getting to watch that production over and over again every night and I was hooked from then on so I think this is my 10th production with the with the group either on stage or off stage and it's just been an absolute joy being with the group and you're a part in the play what part do you play I play the part of Piper Rose she is the granddaughter in the family and she she likes to find her things in life she's a bit of a snob but she wouldn't be the brightest crane in the box either she uh she runs around the house she cares a lot for her grandfather and for her mother she would be making tea making sandwiches doing fries cooking for everybody making sure everybody's well fed and catering for them as well so it's a fun part to play now I have to say and it's a big commitment being on the circuit because you're rehearsing I'm sure since the end of September and then if everything goes according to plan you're really committed to late April early May so it's a big undertaking it's a huge undertaking yeah absolutely like during the winter months you may be rehearsing two three times a week and which is great now to help pass those long winter nights um but uh when it comes to festival time when you're performing you could be rushing from work to head down to as far as cavern to perform and then making your way back down for work the next morning it's it can be a busy busy time but you're running on adrenaline and the crack is brilliant I have to say fantastic so all the months of hard work Edwards now have paid off or are about to pay off so you're taking to the stage now in the baller is it this week uh come in some of the 5th of February at this night week then yes uh-huh and uh so that'll be our first performance we're looking forward to that greatly to live audience and um let's say it's a great theater as well so it's we're we're excited about it and then we're in remelton town hall the following is on the last 19th of February yeah 19th February so um and then we go on our first festival date then we'll be Newton Stewart on February the 28th and we have that followed by seven more festivals so if we just add on what what did you say there I mean it really is if we get to if we go the full cycle of this it really is six months off your year where you are rehearsing at least twice a week at this stage we're also rehearsing in fact we're back from rehearsal today from a fairly long rehearsal today from 11 this morning 11 o'clock this morning yeah you know and so the the the the desire discipline involved is really is really something and if I could interject here not only are we rehearsing since 11 o'clock this morning but this is actually Eddie's birthday oh well a happy birthday to you happy birthday to you we've been singing this all day we'll not we'll not we'll not ask what age you are Eddie but many many happy returns of day and I'm sure that might be a wee jolly when you go home with Eva but anyway it's set in the 21st century even though there's 19th century traditions you were singing that in the little log you sent me yes yeah yeah so I mean it's a it's a it's a a modern play and but of course as we're all aware of you know when it comes to to grandparents or to parents they are faced out their ways sometimes and the way the things they carry it out I don't always I go towards logic sometimes so yeah so steeped the anchor here is that there's as you say an ancient 19th century tradition that's holding holding it back possibly and that causing the my conflict you know but yes a modern piece modern piece well it's in the best of luck with it and I hope to get to see you some stage so the baller next sunday night is the first performance and then remelton and then the circuit so thank you so much Arthur and Edward and didi for taking time out and all the best and all the best with future writing as well thank you very much thank you it's been a pleasure