As I was listening to your presentation, I was thinking that there is a particular figure that is emerging in this corporate wellness programmes. That is the figure of the ideal employee. What kind of ideal employee is we are dealing with. A lot of it is about this ideology of engagement, participation, being active, being a team player and being connected as you mentioned before. But when you look at the reality of it, actually it is really hard to get people to engage, to live up to that ideal figure of the connected active team player employee. To what extent these schemes are voluntary and cast in a way that is really about choice rather than about control? And how much of it is really imposed? Because if companies are investing in the schemes but then employees are not really responding in the way they anticipated. So, do you see maybe the future of the schemes becoming more of an imposition, an imperative rather than a choice like slipping from the internalised norms towards back again the authoritarian kind of impulse of control? And this is a question for the three of you. I think for me the ideal employee is something along those lines, as you said, the kind of connected active team player, this kind of thing. But there is also this notion in management that comes from psychology I think of flow, the notion of flow. And I have got a definition of it somewhere, but it is something along the lines of being in this absolute state of total engagement and kind of self-forgetfulness. Sort of like being in the zone as a sports player. And I think that is again kind of the ideal that gets talked about and these are seen as ways of enabling that. But I think they do remain on the level of ideals and no one really expects them to be implemented but it is kind of like a utopian thing, it is always kind of in the distance. But all those things are kind of connected with that. And for me in terms of this, I will just mention about seeing in terms of what Bernard Steeve talks about as programming, as a kind of programming through psychopolitics. All of these kinds of systems are engaged on that level of psychopolitics of kind of reprogramming or programming our consciousness in various ways to think in terms of that. So those ideals might not be achievable in reality, but they are kind of there to compare ourselves against. All of the, in terms of being voluntary, all of the organizations, it was about 10 organizations I spoke to, it was all voluntary in there. And I have not heard about it being imposed in the UK. I think it is either imposed or almost imposed, maybe in some cases in the United States I think, BP and some others. Yeah, exactly, for insurance reasons. So I think whether it is going to be imposed on it is probably going to be contextual depending on those particular situations. I couldn't, in the cases I was looking at, I couldn't see it being imposed. The reasons I outlined that it wasn't really, they weren't really that interested. In the cases I was looking at, which is really interesting in contrast with what Phoebe and Lukash were talking about is that they weren't really even interested in the data. I thought, oh this would be great, they're going to be really data hungry and seeing what they can do. They weren't really interested. It was almost a marketing exercise, an internal marketing exercise. The employer brand kind of idea. They didn't actually do anything with the data. The only way that they used the data, they tended to get some data back from these companies like Virgin and GCC and then presented it to their board or their management to say, oh look this is how great it is, you should fund it for next year. But they admitted that it was just, they didn't really get what it meant, they didn't really be interested. It was just a way of justifying spending on the project. Sorry, so when you say marketing strategy, is it a marketing for the employer or for the self-tracking industries? Sorry, yeah just really briefly. The employer to the employees. Oh actually that's, I mean what's really interesting, we didn't actually explain how the company set out to carry this project. One thing is to say it's a multinational corporation and they do, basically they work with clients to find really big spaces, to sell Coca-Cola for example, IBM work with this company to find the right kinds of spaces to set up wherever they've decided to kind of set up shop. But another feature and the smaller medium enterprise that we worked, that was integrated into the bigger company was also worked in human resource activities and workplace design initiatives themselves. So it's quite interesting kind of paradox there in the sense that this company, as they joined the bigger company, which I won't name, but you can easily find it because we've actually put the project, we've put up a report for the company on their website. So they've not told us to be anonymous but we thought we would just leave it out of the paper. But anyway, they decided that in joining the bigger company they would use this quantified workplace experiment as a way of saying, this is what we have to offer you. We are on the cutting edge, we have these new interesting workplace designs to offer you the bigger real estate company. So what they said in running the project is that they were developing a product which is very interesting. So when we came in as the independent social scientist and behavioural psychologist, as we made it very clear, ok, so what we'd like to do is the observational methodology, that we're looking at what you're working on, we're going to report on it as it were, everything was agreed, absolutely fine. And I think that that adds another interesting dimension to the employment relationship that we didn't, I didn't mention particularly here, but it's about opting in and opting out. There's recent research in the legal literature that talks about stigmatisation and whether or not people will become involved. Over time, because they feel they're left out if they don't. So there's a new pressure that begins to emerge. So it's already been documented and of course in psychological literature as well. But I think what's interesting for us is the way that the employee as a supposed well, so there's something called the wellness syndrome that Cedars Drummond Spicer have written about, very interesting stuff coming off City University's business school. And what it refers to is that the healthiest employee is seen as the ideal one. Questions around discrimination, again bringing back to legal questions, discrimination, equality of opportunity. And there is very little that's been done so far in terms of what your rights are so far in that context. So the healthiest worker is supposedly the ideal worker. And then the next thing I'll finish on is to talk about the intimacy that we referred to a little bit, that's also linked to this mythology of work that Fleming's writes about to do with the self. Obviously Nicholas Rose, a couple of the papers that were circulated for today. And I think what we are talking about is the next stage of that. And I really think about the facilitation of the technology and how itself. I think that's what we're kind of interested in is how that whole entire, and that's where neoliberalism can be understood. So what do we mean by neoliberalism? There's a whole literature you can read on that. But the way that we refer, I refer to it and in this paper is more to do with the new abilities to the new invasion of every level of the individual as a worker. And meanwhile we have this whole question of self-management. Because we can actually collaborative work, that's also quite ideal. So actually one more thing in terms of agility. Okay, so the Sheffield work psychology group, and this is linked to some stuff that we mentioned already today too, is that the projects that were carried out to see to what extent the new agility model is helping productivity, they're findings demonstrated actually, that it was because people are working together, it's that collaboration, it's because again of the relationship with your colleagues, that's what improves productivity, which is fascinating. So the experiments and the studies that are being run right now that we're asking a lot of bigger questions around, is this going to turn into something that's required? What does this mean? Will you have this control relationship that reminds us of what they were fantasizing in Taylor or in the factory and mental and manual labour is again sort of separated. But yeah, that's... Great, thank you. I would like to pick up on the notion of self-management, which came up in both presentation, and also what you've just said Phoebe about this idea of invasion. Because it seems to me that the actualisation of self-management, as you said, requires an increasing integration of work and life, and thereby a sense of blurring of boundaries between the sphere of privacy and intimacy and the sphere of labour. So I wonder in your empirical work and your interviews and surveys with the employees, are they in any sense aware of that invasion of that blurring of those lines between their personal life and their work life? And if so, how do they handle that? How do you react to it? Yeah, I didn't talk about it. I've done some interviews and focus groups with workers. I've not properly analysed them yet. But there was some awareness of that. In the various people I spoke to, there was a few people who had started out using it and then started to feel quite negative about it for that kind of reason. They were in a minority. Most people, maybe it's kind of a self-selecting group of people who actually volunteered for this, they were quite enthusiastic about it. They were actually quite positive about that blurring in the sense that they thought it was good, that it was something they could be doing, walking the dog in the morning, but also that it legitimised conducting exercise in work time as well, to an extent, and doing slightly more creative things like having walking meetings and this kind of stuff. But this was only in certain cases when there was management buy-in on it, and when it was very much pushed by management. To link to something that Phoebe was mentioning before, I think that the ideal worker in the healthy person, a healthy subject, aligning it, and I think we can see this because of where I think there's an increasing management culture which is both around health, where probably everyone's managers here is probably running a triathlon or a marathon, or something like this, marathons or cycling is the new golf. It's this kind of healthy subject which is kind of being pushed, but in one case someone was extremely critical of their manager who had said, this is a really great project, you should be doing this, and I know everyone's busy but you should make time for this. They've said, well maybe you should give me some more time. It's because they're always stressed and overworked, and so there was a bit of a pushback about it like that, I found, but actually mostly people were just quite kind of positive about it. Perot, Perot, okay, hello. One of the first things I was said to it is that the main problem was that the project was so badly set up in a way that really, I don't think that they had a major problem with this in a sense, until Phoebe began to say more because Phoebe was conducting all the interviews, but from just a perspective of setting up experiments, it was almost like giving people a weight scales and asking them, could you please now lose weight and not providing any sort of, any support or any kind of technical, so in this sense really it was coming really short. Phoebe, you want to say more about the responses? Only that the dissemination from the project that we've been funded to do is to design in fact a agreeable work design model that can be potentially useful for other companies who are interested in this kind of, and we've learned quite a lot so far. So just that one thing is that employees respond in different ways, and one thing that you've really got to be careful to do is set it up in a way that that dialogue is there. The Institute for Quantified Self in Groningen at Hansa University has also been doing a lot of work on looking at coaching, and the final thing that I'll say as well is that, okay, so one of the employees working at the company in Rotterdam, herself is an Olympic judo master, and she obviously is going to set a standard if you like. So in all the interviews, she was the only one who said to me, well, I need to slow down my steps. I need to stop moving around so much, which is fascinating. Most employees were really onside, really excited. Yes, I'd like to be involved with this, but they weren't clear on what the link was to work. So that was one thing. So I think that's something that's being developed right now. Thank you. Maybe one last point before we pass it to the audience is to do with this meaning-making machine that is this wellness programme, which seems to me quite paradoxical because at the end of the day, what they are dealing with or producing or using as method is actually numbers and algorithms and data. So how do you see this transition from something that is purely algorithmic and identified to something that can actually provide meaning and imbue employees with meaning for their work and encourage them to relate to their job in a different, more meaningful way? Yes, I think there is a certain meaning in numbers, even in the kind of dataism that Jill mentioned, that data is mean objectivity or transparency or something like that. The employees I spoke to did talk about it and it objectifies it so that it seems to change their relationship to their exercise activities if they weren't used to doing that. So I think there is on that level, but I think it's working on different levels. So the existence of the project or the programmes generates a certain meaning, that kind of employer brand kind of idea, but also I kind of like to think about these devices as forming a sort of socio-technical assemblage which helps to manage flows of meaning in a certain way. It makes you kind of encourage you to engage in certain kinds of ways and I think what's interesting to explore or to like to do further is what kinds of subjects are kind of assumed in this process. For me, I think the perceived objectivity is important, but it's also that connection with others and it's how it kind of flows from one person or within networks really when people are kind of pushing them out there and around those kind of hashtags that I was looking at. In what ways are they controlling the meaning in that network? It might be on a very minute basis, it might just be, I walk closer steps today, you should do it too, but it's kind of pushing that around a kind of a network and it doesn't necessarily engage us very much on the subjective, discursive level, it's just kind of there, it's just a little nudge. The power of it is supposedly in that kind of nudge approach, it's kind of below the level of meaning almost or kind of conscious meaning. Yeah, affective exactly. I couldn't agree more with Chris's evaluation and to add to it, I think we are in such an early stage, especially for this kind of work environments, white collar or the environment that we're working in when evaluation of something such as productivity or a work outcome is so much more complex than, for example, in a more kind of algorithmic factory-based context where you can in more, let's say, a bit more easy way measure the outcomes. So in this sense, we are really just scratching the surface with the tracking technology because we all have different cognitive style, all have different personality, the way, the beliefs, the way we work, the way we engage with particular tasks and as I showed there, the meaning of productivity is very different for all of us. So those things have to be somehow operational, standardised before we have even moved to thinking about the way how we can actually track, keep track of it and based on this tracking make a judgment that will be then embedded into a sort of workflow and well, when we get to this stage then the discussion will shift into this kind of more authoritarian and dangerous topics but I guess that hopefully we'll have some things, some sort of safeguards set up by that time. Now to open it up to the audience for you to ask questions. My colleague here will kindly pass the microphone. Hi, thanks for fascinating talks. So I was wondering a bit more about the role of the people who make the devices because our university had one of these wellness programmes but there, I don't know, not varying. They wanted us to pay 40 euros for the gadget and I didn't sign up because come on. It's interesting though, I mean it was the administer of staff that actually did get involved, the professors were like and I now know our research admin person has an average of 35,000 steps a day which is interesting. So you do learn something about other sides of people, right, than you would have otherwise but in this case it very much seemed like this is an initiative, this is like the university can now tick something off on their health and safety reports and it's really coming from outside. It's sort of not really integral to the workplace very much and I wonder if that was your experience too. It would be fascinating to hear from more interviews with people who weren't participants too. Okay, so it differed in different workplaces and a couple of the participant organisations of mine were universities and also my university did it and it was very similar. It was mostly the administrative stuff and that's because I think kind of lectured professors aren't really around very much but also then it was those kind of lower grade stuff that kind of cleaners and porters and cafe workers which weren't engaged and I was one person quite familiar and he said they walk around all day so they probably don't need these kind of interventions which of course if we look at social demographics they're more likely to be unhealthy in various different ways but they might walk around a lot which is interesting I think. I think partly why I framed it in terms of activity is because a lot of the whole emphasis of this has been on tackling sedentarism, the kind of people sitting too much and that is actually only the case for certain kind of groups of workers and these programmes are certainly like the big corporate ones like the Virgin One the GCC one I mentioned, they are just bought in and kind of implemented. They say that they come and kind of integrate to your workplace but they don't really because it's the same for everyone really and I think that is because I think that is about managing it's about managing that relationship and they kind of see it in the same way as providing maybe subsidised gym membership or whatever else they do as part of their wellness programmes and as you say we have this thing in the UK you can get an award for being an investor in people which a lot of these did and this was part of it but in other context it was kind of maybe not so integrated with the work practises but in one they'd also got lots of awards for environmental initiatives it was part of their green strategy because it encouraged people to walk rather than drive to work and in one case it actually paid for the devices for people out of a grant like a green grant they won but they didn't tell the staff that that's how it was funded and it wasn't presented to the staff at all as an environmental thing it was just as an individual thing of you can be fitter and healthier and I thought I found that kind of strange I thought actually that maybe would engage people but they didn't seem to think so so that's how they sold it let's hope I got the money for it but they actually pushed it to the staff in a different way This was a really interesting joke it made me think and in the context of our company so I've tried to break it down into the types of participants and a lot of the consultants got involved but then again that's I think that really brings in the tensions to do with cognitive work again because it's one of the shifts of Neo-Taylorism is that it's seen as quite difficult and actually Drucker calls knowledge work something that's not immediately able to be valued and quantified in the same type of way so once we get to that level there are some kinds of questions but despite that it's again what is the question that we're asking so I think the consultants were talking to me and saying you know I'm an outsider so I could kind of hear what their feelings were about about how the project was both set up by the company and also what they thought that they kind of possible results would be there was some skepticism there were other questions to do with why are we doing this and also why don't we have a coach but going into the kind of questions around having a coach I wonder whether that kind of brings about questions on what the quantified self is because the way I understand it and the way that I think well you know Chris Dancy the most quantified man in the world he's got a great quote and he talks about if that data is knowable the person who knows it better be you and he's quite an innovator and from the beginning of the kind of the movement has I think been really super kind of what's the word for it insightful because he's saying okay this is fine but you have to recognize that this is about yourself and your own awareness massive it's big data and people forget that there's a whole politics around accessibility to that level that data is so rich and okay it has existed to some extent and I mean that's what Taylor wanted right he and Gilbreth both wanted that data now we have the possibilities here and I'm not a determinist I'm not saying oh it's because we now have this technology but it is about our relationship with technology again and all the post humanist questions oh does this mean and then of course nobody's asked it yet but you're probably all thinking it are the robots going to take our jobs and if so does that mean we have to work better with these machines and is that actually what we're doing by becoming healthier blah okay I think that was all I was going to say really but I think people are sometimes and the employees that we worked with for whatever reason didn't quite click that this is a personal journey and that if you are using it at work which most people only did so there you go so is that is the fact that you're using this and I think the questions around am I working better with my colleagues we also got that in the first range of interviews yes it is changing relationships with my colleagues why is that we have on the dashboard so we can see what our colleagues how many steps they're taking we can kind of pull together we can all climb Mount Everest together these kinds of questions but what is the bigger question I guess is what people kept asking me Any other questions from the audience we've got Paola there I have a curiosity did you experience any case of cheaters or people who have been cheating in your case study my father-in-law did no he accidentally put it in the washing machine that's what it was and then he said but no that's a phenomenon that is happening where you give it to your brother and that's well known now and of course it kind of messes up the data I don't think anybody confessed quote unquote to doing it didn't get anyone didn't get anyone confess to doing it but I asked about that was that a problem was trust an issue and the people who were involved in implementing the programmes they said possibly people do they did sometimes some sessions for just checking to see if people were doing ridiculous amounts of steps that seemed out of track but they said that actually that wasn't really the issue anyway they didn't really and that actually it was always about yourself anyway you're only cheating yourself and actually with those points it's about measuring yourself against yourself and it doesn't mean anything there's little prizes but it's nothing really significant and again obviously that's in the UK but in other contexts with workplace health insurance that could be different I've not studied that at all so I couldn't really say it just wasn't really seen as being a big problem there was a couple of people mentioned there were some people who were seen to have suspiciously high it was a bit pissed off but we also had quite a long period from which we captured this data a year long so even if there were any cheaters in some points they couldn't maintain it for the entire period of years I guess in a data perspective now we didn't really see it in the data as well perhaps one last quick questions because I guess our quantified stomach is rumbling at the moment thank you so I'm just curious picking up on what you just said there about the US context where there's a much more direct financial incentive for the employer to increase employee wellness in order to reduce healthcare expenditure costs so that's a very clear cut association between employee behavior and employer benefit but I'm wondering outside the US context how explicit in the minds of both the employer and the employee is this relationship or perceived relationship among physical activity, physical movement the thing that is being measured as an operationalization of intellectual work of activity, engagement all of those sort of cognitive affective terms and the relationship between sort of the moral good to be a good person is to be healthy is to be engaged is to have meaning in work or to do meaningful work and so that sort of triangle among cognitive affective moral imperative and sort of physical activity the thing that is actually being quantified how explicitly or are they not I think it's a very good question and I think it's a part of a bigger question about how in general are we aware of the context in which the data that's generated can tell stories about us and we again all of us who are sitting here continuously right now are generating digital traces of our behavior whether it's pushing your laptop key or registering your location in smartphone even the simple point your location in the smartphone already tells a story about you you are in here in Denmark in this university campus that profiles your sociodemographically in particular way and again we only scratching the surface right now right now for example I'm looking at publicly available Strava data so data produced by one of the most popular apps used by cyclists I'm looking at about million data points million trips generated around Bristol around about 20,000 people across three years and it's mind blowing how much information I'm able to get about this particular individuals both sociodemographically by even going deeper and testing a simple hypothesis about for example classifying them by speed and trying to infer I'm using epidemiology approaches to this I'm using some machine learning there are techniques that been used for a long time in those other disciplines that we can now bring here and the potential is in a way scary and we really don't realise fully the scope of this I guess that's that's a kind of a bigger question there embedded in your question in a sense a really interesting point as well and I think in the context I looked at it was mostly about the emotional the kind of the value rather than actually seeing any direct relation it's more that there was an assumption of a connection between productivity and hardline kind of productivity and healthy people but I think it was much more of a moralistic discourse and sometimes in some reports like GCC and Virgin Pulse they produce reports and they like to say that you can see this percentage increasing productivity and in this kind of thing and you can calculate the return on investment in this way and you get kind of government reports that say you know a healthier workforce can increase productivity this percentage this kind of thing I assume these numbers are largely fabricated but I don't know how you could kind of quantify it and certainly not quantifying creative work in that kind of way but yeah I think that that connection is important but it's actually really it's a moralistic one OK well on that note I would like to invite you all to lunch downstairs and to thank again our panellists for fantastic presentations


What's going on infinite fam? Welcome back to another video if you guys are new to the channel Make sure you guys hit that subscribe button turn on your post notification, but leave a positive comment down below for your chest You can't say it twice. No, it's illegal to say it twice. I didn't think so Jesus babe. All right guys. So as you guys can tell by title and thumbnail of the video today We're gonna be doing a McDonald's versus Burger King food challenge now I feel like for years this has been the the rivalry Yeah, I know but like I feel like low-key Burger King has fell off Like I thought you're gonna say I thought you're gonna say low-key I thought you're gonna be like low-key Burger King is better than McDonald's and I was gonna completely discreet you well We're gonna find out today. Yeah, so we have chicken sandwiches. We have fries We have nuggets and burgers and sweet teas and sweet and sours and straws So what do you want to try first? Oh wait, let me tell you guys I did not know that burger. Good job. Good job. Yeah, sweet and sour sauce Did you because I didn't leave it this guy babe. Help me All right, John. All right, so we're going to start with you You're so you're gonna give me five more seconds. It's here. What it came down. All right, right? Wait, what do you want? Stop yelling at me. What do you want to try first? Hey, go ahead. You be take the lead. I think we should try You want to do the fries first? Okay, here we go My issue with Burger King's fries is they never have salt ever However, if you dip them in barbecue sauce Fire Then I will take them Let's see So much better Bro, you need salt with your fries. Oh, yes, you do you can't eat french fries without salt McDonald's fries for the win I feel like McDonald's fries has the best fries out of like fast food restaurants. That's a bad batch. How the wrong word They're soggy Really salty. That's fire. No, that's fire. You must have this this time. Me personally I like Burger King's fries better because they ain't got no salt. Exactly. Let's try the chicken sandwich Chicken sandwich? Man, I already know Burger King got that a lot. I don't know because I love him so much chicken Oh, come on. Why the mayonnaise? This one is drowned man. Look at that. Oh My gosh, if we don't you see this come on.  All right ready have some class I'm gonna eat the mayonnaise part so you don't have to it looks like they only put mayonnaise in the middle So I'm just gonna bite the ends. All right, ready? Yes. Let's go. No cheers.  I feel like no one can beat Burger King's chicken sandwich. I barely bit the chicken Covers I never had over chicken sandwich. So I can't like talk over has got that on lock All right, so I just ate just a whole bunch of mayonnaise, babe Give me this it's a whole big look how long that sandwiches pause What's there to say pause? I said look how long that sandwiches. Okay, they know the pause I think I think I'm gonna like this a better. You know what I like about Burger King too. The sandwiches longer. You're getting more food Fire right I just have my elbow really hard. This is my first time having a burger. He's so much.  I've never had this before brah you miss an hour All right, I'm gonna take a little bite because they put a whole like jar mayonnaise on this babe. This is good.  However, you remember like a year ago I used to be obsessed with the McDonald's chicken sandwiches. Yes, and I used to go to McDonald's I really don't let me get a chicken sandwich and no mayonnaise add the buffalo sauce or spicy sauce Whatever is it that y'all put on top? That's fire. No, you were obsessed with Burger King's chicken sandwiches them too So same thing though no mayonnaise spicy sauce or buffalo sauce on top. All right, so what do you think so far? So McDonald's you're all the way with Burger King. Yeah, you're um, I'm having a breaking rate I'm having half right now. All right. Now. We're doing the cheese burger. All right. Let's see what they got here It just has I see pickles. Yeah ketchup pickles mustard mustard But says what did they do that they always did that yeah, I think so, but what are you doing? Mustard is good. No, actually, no, they never did mustard. I never Know I always used to go to McDonald's and be like, you know, let me get a cheeseburger Whatever no pickles if I would knew mustard was on that Mustard's coming off babe. You've probably been eating mustard this whole time and not even now man I've been checking I look for the pickles and I never saw anything yellow But now you see they they have mustard clearly. That's mustard. All right, how many pickles you got just one I got three look at that and the Burger King loves their clients. They think of me first of all Look how real that patty looks and that comes they man. They probably both big look look. That's that's a thin pad That's it. All right. We're not gonna talk about it. All right. Ready? Here we go. Three two one Yo, I've had it down cheeseburgers before First time having a Burger King cheeseburger That tastes like it's off the grill like a backyard grill. That's what I'm saying. You can see the grill That's what it tastes like McDonald's burgers do not taste like they straight off the backyard grill. That's fine I'm not gonna lie. I love McDonald's burgers, but they taste fake. You know what I mean? I'm trying to avoid pickle. Let me get a bite Anyway, I don't feed you that fire, right? That's like off the grill man. That's fire That's fire, bro. I'm gonna do this one. Can't believe they put mustard on it. That's very dry I like Burger King too because it's a sesame seed bun Yes, I love sesame seed buns. This is good though. It's not bad. Oh, man. This is hard. That's good. I'm definitely choose Burger King I'm gonna Burger King Off the grill. Yeah, but it's salty. That's right out the oven. I don't know. All right. Yeah I think that's why I like it. It's salty. I don't know, babe. Why I'm a go I'm only go with Burger King just because their bread was soft And I feel like it tastes more real and the meat tastes more real than this dry That's why you say Okay, so For me Burger King for the one now we all know who's gonna win when it comes Bro, we already know McDonald's gonna win this one. I don't think Burger King got what it said when it comes to the millions All right, let's see. I never had a Burger King sweet and sour sauce. So let's compare the sauces too That's cuz you didn't know they had sweet and sour sauce. I know I really didn't they look the same too That's crazy. They they stole the secret formula The secret formula stole the secret formula. That's crazy just a little bit.   Just try it and then let me know it tastes a little bit like onion rings But it's probably because they fry the chicken. It's probably with the onion rings.  Those are fire All right here.  I used to always eat these so let's see.   I think I want Burger King It tastes like onion rings. Yeah, why? That's good though, right? I'm not crazy, right? All right, man. I choose Burger King You can have the Burger King ones. Really? Yeah. You don't like that. Give me that. You miss when you started to win. It really does like a hundred percent like onion rings I feel like I'm eating onion rings. Mmm Eww. They're not that good. Burger King's for the win. So for majority, literally, I'd like everything Burger King Except for the Nani. We got Sweet Tea left. I know. The Sweet Tea. Man, I already know McDonald's got the Sweet Tea. I'm gonna finish this last night. Damn! You think all of them are ready? Cry to your mother. Don't cry to me. Anybody crying? Cry to your mother. Let's all wait until he finishes his meal. I'm done. No, you're not.  All right guys, we'll be right back in 30 minutes Bro, more like 10 seconds. Let's compare a size small from Burger King versus a size small from McDonald's. Yo, that's facts I just realized that. Yeah, isn't that crazy? Yo, Burger King gives you more. The chicken sandwiches are longer. Yeah The drinks are bigger. I like I have a personally go Burger King for everything Even the nuggets though because Burger King's nuggets, if you get like a whole like 12 of them I think it's only like $2.  Burger King is to me blowing McDonald's out the water. But I always said that and I don't understand why people don't like Burger King. Like I always see Burger King's empty and all that stuff like Burger King was my childhood place. I think it's just the hype of McDonald's.   No, I care about no Chick-fil-A right now But y'all know that he would be up in Chick-fil-A every single day and he said in a couple videos Mmm, I want Chick-fil-A.  Let's try this out. All right, ready? Cheers Do you see how big this cup is? But still, you're lying here. Bro, don't take that one. If you tell me that that's not better than this, you're lying No, and we've been discussing this for the past couple weeks now. Which fast-food restaurant has the best sweet tea, right? Yeah, we compare Chick-fil-A, Popeyes, McDonald's and Covers Burger King has the best sweet tea out of all the fast-food restaurants Bro, 100% it's 100% fast. Quiet. I need to think. Go ahead concentrate. Let me sip this garbage Lie to me.   Why is it so good? Tell me that's not the best sweet tea you had. Yo Tell me that's not the best sweet tea you had. We're both guys. That's fire. Oh, you can have that. This is good though. This is good. I'm not gonna. It's good. Oh my god But yo, your Burger King for the win. That is my final verdict on today's challenge. That is it. I have a shot No, wait, what did I like from I think the only thing I like from McDonald's was the french fries The only thing that I liked from there's nothing else in the bag. No, that's it Don't play with me. Say no, you can have it. I'm not about to be greedy. No, go ahead because I am. So All right guys, so that is it for today's food challenge video If you guys want to see us compare any other restaurants, let us know down below. Give this video a big thumbs up What is your final verdict for today? Burger King. Burger King has always had my heart and always got it. Burger King for the win, bro They blew McDonald's out the water. I expected the complete opposite to me, honest. And their prices are cheaper. Are they really? Yeah I'm about to go to the car and hit the receipts Because Burger King better be the new spot. All right guys, so that is it for today's video It is not time for today's post notification shout out to these post notifications shot I was out to Burger King. All right. If you guys want to sponsor us, let us know Yeah, the end on Instagram. Oh, this was fire McDonald's. No shade. We'll take a sponsor from YouTube No shade, bro. We'll take it from you too. However, yo Burger King is the king I don't know they won today. So what all that being said, we'll see you guys in the next vlogmas video


Hello and welcome to the session. This is Professor Farhad and which we would look at the dividend discount model. Before we start I would like to remind you to connect with me on LinkedIn if you haven't done so and please subscribe to my YouTube. If you like my lectures please like them and share them if they benefit you it means they benefit other people. On my website farhadlectures.com you will find additional resources especially if you are studying for your CPA exam or if you are taking accounting courses. Also if you'd like to find out how well is your university performing at the CPA exam please check out my website. So what is the dividend discount model? It's basically a formula stating that the intrinsic value of a firm equal to the present value of all the expected future dividend. This sounds something that we learned about before. What does it sound like? It sounds like when we value stocks when we find the price I'm sorry not stocks bonds. When we find the price of the bond remember the price of the bond is the present value of the payment is the present value of the payments which is we call those in annuity plus the present value of the face value which is basically a single payment single payment. Simply put on a timeline if we're valuing a bond if we want to find the price of the bond the price of the bond we look at the payments and all these dashes are payments I don't know let's assume those are 30 payments it's a 15 year bond assume this is 15 year bond and each payment is a hundred dollars so each x each dash is a hundred dollar and at the end you'll get your face value therefore what you do is you discount your payment and you discount your face value to the present and this will be the price of the bond the dividend discount model practically sound the same basically it's the present value of all expected future dividend basically and for the bond the bond pays interest we discount the interest for the stocks the stocks pay dividend so basically you should be familiar with this overall concept also on the prior session we looked at the value of a stock or the price of a stock v you could say p0 the price of a stock we learned that the price of the stock to find the price of the stock if we can if we know the future dividend how much we're going to be paid in dividend and we can estimate the future price at p1 we discount at one plus k remember k is the required rate of return and this is what we can find the price of the stock today so simply put the price of the stock is the dividend discounted which is simply put it's d1 over one plus k plus p1 over one plus k so it's the discount of the dividend plus the discount of the price you discount those to the present and you will find the price of the stock today p0 so what happened if you want to find the price a year from now not not today you want to you want to know what's the price a year from now well the price a year from now equal to d2 the dividend that you're going to be receiving a year from now which is d2 notice this is p1 d2 plus the price of the end of the year again discounted at one plus k and hopefully you are starting to see a trend and let's kind of let's look let's put this trend on a timeline just as we did with the bond to see how this work from the stock's perspective so simply put if we have a timeline this is p0 and p0 is the day how do we find uh and this is p1 let's say this is p2 so on p3 p4 so on and so forth so how do we find p0 well we have to find for p0 we have to find we have to discount p1 and discount d1 discount those two how do we find p1 well to find p1 we have to discount p2 and d2 well how do we how do we find p2 think about it p2 is we have to find p3 discount p3 and discount d3 and how do we find p4 you got the point that p3 we discount p4 and d4 so simply put what's gonna happen is this so if this is p1 if this is the formula for p1 if we want to find the stock the stock price today two years into the future here's what we do we're gonna discount the d1 which is this part here this part here plus plus p1 plus the discount of p1 so so what we do is we discount so notice here this this area here that i highlight in green it's this part here plus p1 discounted well p1 notice p1 p1 in this formula equal to d2 plus p2 over 1 plus k so we can replace p1 so notice p1 here is replaced by let me use this a different color so p1 can be replaced by this circle here so p1 equal to d2 plus p2 divided by 1 plus k so it's going to be the dividend year from now plus the dividend two years from now plus the price two years from now so if we want to find the price if we're discounting the price two years from now now we could do the same thing for the price three years from now simply put if we want to find the price three years from now we can find the same thing simply put p the price today which is p0 would say value 0 or p0 equal to the this equal to the equal to the present value of the dividend d1 divided by 1 plus k which is discounted by the required rate of return d2 d3 d4 d5 now what happened in this formula we're only counting the dividend we kind of drop out the the price p2 is because we assume that the price is part of the dividend it's discounted as part of the dividend but basically what we do this is what in its simplistic format this is the dividend discount model which is the dividend all the dividend equal to the present value of all the expected dividend when we when we take the present value of the dividend and we discount them to the present value we find the price of the stock based on the dividend discount model so this is the idea you'll take your dividend and you discount them to the present value. Pretty simple in a sense that it's very similar to the bond. Simply, if we're comparing it strictly to the bond, think of only discounting the interest, not the face value. Now, here's the question to you. Do dividends stay constant? So simply put, here we are saying D1 plus D2 plus D3 plus D4. But do dividend stay constant? And the answer is no. Dividend, they don't stay constant for many reasons. The company makes profit. As they make more profit, they distribute more dividend. Also, we have something called the dividend yield. As the stock price goes up in value, the company will have to increase the dividend to compensate for the price. So the normal thing, dividend, they trend upward. So we're going to assume dividend trend upward at a stable rate that we call G. So G is the growth rate of dividend, because dividend don't stay the same. Here we are assuming the dividend, you know, D1, D2, it's all the same. For example, if the growth rate of the dividend is 5%, simply put, the company will increase their dividend for 5%. And the most recently paid dividend, D0, is $3.81. What can we say about D1? Well, D1 equal to D0, which is 3.81 times 1 plus the growth rate, which is 5%. So D1 equal to $4. D2, D0 plus 1 plus G raised to the second power, which is 3.81 times 1.05 raised to the second power. What is the third dividend? Well, it's D0 plus 1, 1 plus the growth rate raised to the third power, 441, so on, and so forth. This is assuming the growth rate, the growth rate is constant. It means it's the same growth rate, which is at 5%. So here's what we can say. We can say that V0, now this is we're going to be including the growth rate. V0, again, when I say V0, VALU0, it means the price, the price today, P0 equal to the D0 plus 1 plus the growth rate divided by 1 plus K. So basically, you'll take the future, the present dividend, you grow it, and you discount it. You will take, I'm sorry, not the future dividend. Yes, the future dividend in a sense that it's D times 1 plus G, which is the current dividend plus the growth raised to the second power divided by 1 plus K raised to the second power. Again, D0 plus 1 plus G, the growth rate raised to the third power, so on and so forth. Now we can simplify this equation into this equation. V0, we can say equal to the future dividend, which is the dividend growth, D0 plus D0 times 1 plus G divided by K minus G. So this formula here basically can turn into this formula. And basically, it can be simplified to the price of a stock, so we can find the price of a stock today, which is equal to the future dividend based on the dividend growth, 1 plus G divided by K, and we'll take it into account the growth at the denominator 1 minus G. So simply put, from all of this, you need to understand the price of the stock equal to its future dividend divided by K, the required rate of return minus the growth rate of the stock. Now we can compute the intrinsic value. Again, once we say the intrinsic value, it means we're calculating the stock price today. By dividing D1, not D0, the future dividend by K minus G. So of the market capitalization, which is the required rate of return, K is 12 percent. The equation implies that the intrinsic value of the stock is as follows. We have $4, which is D1. All we have to do, find D1 divided by the required rate of return minus the growth rate minus G. It means the stock, the intrinsic value of the stock, equal to $57.14. So this formula, so this basically, this is what we're going to go through. This formula equal to the constant growth model. It means the growth is constantly at 5 percent, or sometime it's not sometime. It's called the Gordon model after the Merriam Gordon, who popularized this model. So this is basically the basic idea of the dividend discount model or the constant growth model. Now let's take a look at an example. Preferred stock, if you're not aware of them, they pay a fixed dividend that can be looked at at a constant using the, we can find the price of the preferred stock by using this constant dividend discount model. Why? Because the growth rate is simply zero. The preferred stock, they pay you a fixed dividend. So when you buy a preferred stock, they will tell you, we're going to pay you $2. That's it. $2 forever. In a sense, it's part of the contract. Therefore, for example, the value of preferred stock, well, they also use the $2. Paying $2 when the discount rate is 8 percent, notice we don't have G, G equal to zero. So the price of the stock P zero equal to the dividend, and it doesn't have any growth. It's $2 divided by 0.08 minus zero, which is K minus G. We have no growth. Therefore, the price of the dividend, the price not of the dividend, the price of the preferred stock equal to $25. How did we find this out based on the dividend discount model? We discounted the dividend using the required rate of return, and this dividend, don't grow. Don't grow. Simply put, a preferred stock pay you a fixed dividend. Hmm, sounds like interest on a bond. Exactly. Sounds like an interest on a bond. So let's take a look at another example. High flyer industries had just paid annual dividend of $3. This has just paid it. The dividend is expected to grow at a constant rate of 8 percent indefinitely. That's G. The beta of the high flyer stock is one. The risk free rate is 6 percent, and the market risk premium is 8. Why are they giving us all this information? Because they want us to compute the required rate of return, which is using cap M, using cap M. So what is the intrinsic value of this stock? Well, because a $3 dividend had just been paid, and the growth rate is 8 percent. The forecast for the year end is $3.24. So this is D1. So we find out already the numerator. The market capitalization rate, or K, or the required rate of return equal to D, using the cap M, risk free rate of 6 percent plus 1, the beta times times 8 percent, which is the 8 percent is what? 8 percent is the, what is the market, what's the, oh, risk premium, 8 percent right here, risk premium. So basically K equal to 14 percent. Therefore, what we can say is D1, which is 3.24 divided by K minus G, 14 percent required rate of return minus the growth rate. So the price of this stock is $54. What would be your estimate of the intrinsic value if they believe, if you believe that the stock was riskier with the beta of 1.25? Well, guess what? Now we're saying the beta is 1.25. What do we have to do now? We have to recompute, recompute this. Recompute the required rate of return. Let's do so. So if we recompute the required rate of return, we notice that K equal to 16 percent. What happened is K become 16, 16. What happened here? The stock goes down. It's because it's riskier. You buy it at a discount. So you, because it's riskier, you want to buy it at a discount. So because risk comes with return, you want a higher return. So now 16 minus 3.24 divided by 16 minus 0.08, which is 0.08 equal to $40.50. So if the stock is riskier, you want to buy it at a discount. So you have a higher rate of return, more risk, more return. How would you earn more return? You pay less for the stock. So when it, when it gives the return, you have a higher return when you pay less. Constant growth dividend, constant growth dividend, dividend implies that the stock value will be greater under those three conditions. Just basically they're common sense, but you have to know them. Obviously, the larger it's expected dividend per share. So the larger is the denominator. Think about it. What we say, we say D1 divided by R minus G. If D1 is higher, P0 is higher, right? That hopefully this makes sense. The lower the market capitalization. So as this goes down, as this goes down, this goes up. The price goes up. So the required, the required rate of return goes down, which is what we saw in the last example, because it means the stock is riskier. Therefore, we pay, I'm sorry, implied that the value will be greater. Yes, the value will be greater. The lower is the K. If the K is lower, the price is greater. Actually, it's the opposite. We're taking less risk. The higher the expected growth, the higher the expected growth, the higher the P0. So hopefully just make sure you understand this. And basically, if you don't understand or memorize them on the exam, just jot some numbers down. Say, well, what if I put 10, let's assume my dividend is 10, and my rate of return equal to 20.2 and my growth rate equal to 0.1 or 0.1, which is 10%, and start to change and see what happened to your stock price. So that's the easiest way to deal with. This is one sum of the implication of this model, the constant growth dividend model. Another implication of the constant growth dividend model is what, and hopefully you're already thinking about this, is that the stock price is expected to grow at the same rate as dividend. Why? Because we assume the dividend is what's driving the stock. So to see, suppose that the steady stock, steady state stock is selling at intrinsic value of $57.14. So simply put, that's the intrinsic value, P0 equal to D1, K minus G. Notice that the price is proportional to the dividend. Therefore, next year when the dividend is paid to steady stock holders, where they're expecting a 5% growth, let's see, if they're expecting 5% growth, what will be D2? It's $4 now, increased at 1.05, the future dividend is 4.2. Well, let's find the stock price, the future dividend, which is P1 equal to D2 divided by K minus G, 12 minus 5, and equal to $60. What does that mean $60? $60 means if the stock moved from $57.14 to $60 compute the percentage increase, that's equal to 5%. That's equal to the growth rate, it means of the dividend, it means the stock is growing in proportion to the dividend. So we can say that P1 equal to D2 divided by K minus G, D2 equal to D1 times 1 plus G, because D2 will take the previous year dividend plus the growth. Also, if we simplify now, if we simplify now, we find that D1 basically just break this formula down, put 1 plus G on the side. So notice here D1 times 1 plus G. So D1 divided K minus G equal to P0. Remember to find this formula here gives you P0, D1 divided by K minus G equal to 0. Simply put, the price is the price today equal to the price plus the future growth. So the price, the P1, it end up to be P0 times 1 plus the growth. All we have to do, if you know the growth of the dividend, take the current stock price multiplied by the dividend growth and you will find P1. This is what basically, what this formula, just you can go back and just see how we break down this formula, that this is what it breaks down to. So make sure you know this formula, this one right, this one right here. Therefore, DDM implies that when dividend are growing at a constant rate, the expected rate of price appreciation in any year will equal to the constant growth rate G for a stock whose market price equal to the intrinsic value. Obviously, the stock, that's assuming the stock price equal to the intrinsic value, which we find the intrinsic value based on the dividend growth. So they should equal to each other. Therefore, what we can say, the expected return equal to the dividend yield plus the capital gain yield. And hopefully, we remember this from the prior session. So if we want to find the return on the stock, the expected return, the expected return has two components, the dividend component, which is again, if you let's assume we have a stock stock, we paid for a stock, we paid $50 for a stock and it pays $2 per share. So two divided by 50 equal to 4%. That's the dividend yield. That's this formula here. Plus, let's assume the growth rate, we assume the growth rate for the stock is 2%. 2 plus 4 equal to 6%. So the expected return equal to the dividend yield plus the growth rate of the stock. If there's any growth rate. If there's any growth rate for the stock. Let's take a look at this example. IBX stock dividend at the end of this year is expected to be 2.15. So read this problem carefully. It's at the end of this year. It means this is D1. They're not talking about D0. They're giving you D1. It's expected to be $2.15 and expected to grow at 11.2. 11.2 is the growth rate. If the required rate of return is 15.2, that's K. What is the intrinsic value? What is the intrinsic value of the stock? Basically, simply put the formula is D1 K minus G. So what's the intrinsic value? We're giving D1 $2.15 divided by K 15.2%, which is 0.152. Let's use decimal 0.152 minus 0.112. So if we do this computation, we find out that the price today is $53.75. We call this P0 or V0 or the price today or the intrinsic based on the intrinsic value. Now we can compare this to the market price. We don't have the market price, but this is the intrinsic value. Well, the second question is this. If IBX current market price equal to the intrinsic value, that's good. What's the next year expected price? Wow, that's easy. Why? Because if we are already told that the intrinsic value equal to the market value, it means the only growth is the growth of the dividend. It means if we take $53.75, which is the current price P0, all we have to do is multiply this by 1 plus G, 1 plus the growth rate. That's all, which is equal to $53.75 times 1.112, which is equal to $59.77. So basically taking the P0 and multiplying by a growth rate to find P1. P1 is the price next year. That's all because they're equal to each other. If an investor were to buy IBX stock now and sell it after receiving the $2.15 a year from now, what is the expected capital gain? It means the price appreciation and percentage term. What is the dividend yield and what would be the holding period? Now, what we have is this. We have how much is the stock price today? How much? So the stock price today, let me put it today. Stock price today is $53.75. One year from now equal to $59.77. Okay, so we have this information and we know the dividend for this equal to $2.15. Now, we have to find out the dividend yield, the capital gain yield. Well, let's start with the dividend yield. The dividend yield is you're going to be getting $2.15 and you paid for this stock, $53.75. If we take $2.15 divided by $53.75, let me just do this calculation real quick, that's going to give us 4%. So the dividend yield is 4%. Now, we need to know the capital appreciation, how much did that stock increase in value? Well, we have to find the difference between $59.77 minus $53.75 divided by $53.75. Let me find the rate on this. So if I take this computation, the numerator is $6.02, so this is equal to $6.02, divided by $53.75, let me do this, $53.75, that's equal to 11.2%. So what is the, what would be the holding? The holding is 4% plus 11.2%, 11.2%. Well, think about it. This is the growth, 11.2%. This is the, this is remember, growth rate is 11.2% and the dividend yield is 4%. So the total holding period, the total holding period is 15.2%, 15.2%. As always, I'm going to remind you to visit my website, farhatlectures.com, if you have, if you need additional resources and if you're studying for your CPA exam, this topic is covered on the exam. Study hard, good luck and stay safe.


Hey, John Crestani here. Online marketer and tech entrepreneur. And I'm going to be going over what is prospecting sales and how do you do it in this lesson. Now, I've done a lot of sales in my time. My first job ever was actually doing sales. And I'm going to be talking about prospecting which is the very basic thing. It's getting leads. And what the definition of prospecting is, if you actually just want to look it up, is when you make outbound calls or send emails to basically find leads. To find people who are interested to create opportunities for yourself. Prospecting is the first step. Generally, it goes the way things go is you do... You prospect for a lead, you find... You find somebody who's interested which is called a lead. And then that lead is pitched or sent to a closer to close a deal, right? So, we have the three stages of sales here. And everything starts with getting finding people that are interested. Everything starts with finding people that are interested in talking to you and eventually buying the product or service. And what I'm going to be going over in this video is what sales prospecting is. How to do it. How I would go about it. How I've gone about it to be much more effective than what they traditionally teach you in sales organization. So, let's get into it. Now, generally how sales prospecting is done is sales reps will send out a bunch of emails or a bunch of calls to find people who are interested in their product or service. So, let's say I was selling nut butter.  You know, and I get no, no, no, no. I get a couple people on the keto diet like I am that are like, yeah, that's prospecting. Call 100 people, find the few people who are interested in nut butter, right? Now, that's... I think that's a highly ineffective way to go about prospecting. That's what's taught in most sales organizations the way to go about prospecting. Let me know by the way, if you work in sales, type it I work in sales. And I'd also love to hear if you type also how do you do prospecting. How do you get leads? Does the company just give them to you or do you do your own prospecting? Now, the way I would go about it to do sales prospecting is first off, I would talk to the other salespeople and I'd figure out what everybody else is doing for prospecting. Are they using the leads that the company is giving them? Are they doing their own prospecting? How do they go about it? I talked to a lot of sales people and it also talked to the salespeople, the other people in the organization you're working with or that are out outside salespeople that are selling on their own. I talked to them and then ask them information about the customer. The people who end up buying. I ask them, tell me about some of your deals. Tell me about the people. What are they interested in? Are they interested in fishing? I'd get into everything. What sort of car do they drive? What do they watch? What do you talk about? I get whatever information I could glean from other salespeople about how they prospect and also who buys. And I talked to preferably the top salespeople and I try to get a dip. I try to understand what the top salespeople are doing that's working so well. Are they doing something different with prospecting or are they not? I'd also talk to the weaker salespeople and ask how they're prospecting. Now, I'm sure I'd be surprised by the results. I'm sure some salespeople they don't prosper. They just use the company's leads and they're just better at sales than the next guy. Other people they you know might have a really interesting system for finding out interesting in people that will become leads. Doesn't matter. Talk to the salespeople. Talk to other people selling the same product you are. And for those of you that follow me in affiliate marketing, the prospecting is very similar to targeting. Talk to other affiliates if you can. Do competitive research. Figure out your customer. Now, the next step I would do is I'd get really creepy. Super creepy. I'd get unbelievably creepy. But and I'd go direct to the source. I'd look at... I'd figure out the people who have bought. Whatever you're selling.  You know consultations. Get creepy. The people who are actually buyers. People who are actually using the product or service. I'd look at their Facebook profile. I'd look at their Instagram profile. I'd look at their you know... I'd look them up on Google. I'd look them up on everything that I possibly could. I'd look up where they live. I'd Google their address. I'd Google their phone number. I'd see if their phone number correlates to the place they live or if maybe their phone number is from another state and they move. I'd go in Facebook. I'd look at their interests. I'd look at what they've liked. I'd look at what they watch. I'd look at what videos they've watched recently. I'd look at everything about the person. I'd reverse engineer what age they were. I try to find where they went to high school. I want to know everything about the customer. Okay? Everything about the customer. And I do this for many customers. If you work for a sales company or if you do marketing, get creepy on your customers, okay? Get creepy, folks. Seriously. Because the creepier you get, the more information you'll learn about your customer. You'll start learning things that other sales people don't know. You'll start learning about what events they attend. You'll start learning what things do your customers have in common and what don't they have in common. Maybe all of your customers have some weird interest. Maybe they're all survivalists, right? Maybe all of your... All of the people who buy the product you have are randomly but just complete coincidence, gun owners or business owners. Or you know, they're all from a certain background or they're all immigrants. Whatever it is, get creepy on your customers. Know the customers more than anybody else in your organization. Because once you start connecting the dots, you can do a lot of things. You can you can work in certain things in your sales pitch. Let's say all of most of your customers were born in the 50s. Talk about disco, right? Talk... Because all of... If your customers were born in the 50s, they probably like disco. It reminds them of their younger days. So, now you know, talk about disco. Talk about Led Zeppelin. Talk about stuff like that, right? Or you could you know... So, you have conversation topics. You also have targeting topics. You also have a better feel of if somebody is going to eventually be a buyer. So, get super creepy. Number 3 is I would buy lists, okay? So, I am not afraid to buy lists. To buy data. To get more information. To get leads that are better than other people's leads. If I for instance know that all of my customers, all the people that buy products from the company I work for are you know, 70-year-old Republican seniors living in non-coastal states. Then I have a much better idea of who I should be talking to than the next guy. And I'm able to do a lot better business. So, get creepy, buy lists. And as always, the way I would go about prospecting is just try out new things. Always be trying out new things, okay? Because you never know if you don't just go. Next, I would say always test. Test new messaging and also measure everything you do. So, if you talk to a hundred people from that are let's say Republican seniors and a hundred people that are Democratic seniors, you'll get a good sense and feel of what market works better, okay? And that'll help you get more sales. It'll help you get better leads. It'll help you work better areas. Instead of just going with the leads or the lists that your company gives you, know the customer better than anybody else. And you will succeed. If you'd like to learn more about how to do marketing, how to make money, how to do sales, check out my... You know, make sure you subscribe to my channel. I talk about this every single day. Literally 5 days a week. Give it a subscribe, hit the notification bell so you're aware of my question and answer sessions. I'm always doing... Or I'm sometimes doing question and answer sessions live but you can only learn about them if you if you're notified. And leave a comment below if you have any questions. If this helped out, let me know what helped out the most. Was it advice on just talking to your fellow salespeople? Was it advice on getting creepy? Or was it advice on buying lists? So, let me know in the comments below. Looking forward to speaking you soon. If you want to interact with others, feel free in the links in the description. You could check out my training course and also join one of our communities. We have a reddit sub forum. We have a Facebook group and we also have a discord chat channel if you want to talk sales and marketing. Talk to you soon. Bye.


I'm back again to show you how to get these dividends and win if you want to win some of this money, baby I'm giving away $500 when I get $50,000 subscribers, but you my friend must be Subscribed it's time for the slide in today's video, baby. We had one crazy day, baby We end up doing Amazon fresh Fresh fresh with the Amazon fresh order our dolly order guy castle and we did a bungee order We only drove five miles and made forty eight dollars. Guess what the item only way three pounds We won't pay around but do not forget to smash that subscribe button to earn your chance to win this fin 00 $500, baby 250 first place 152nd place 103rd place and it is what it is like Cam and mace. Let's go story time quick story time, baby So we left out today at 7 a.m. We run around but we ain't getting it, baby We ain't getting no orders. We're trying to get some sunburn order We're trying to get any order we can in the van and smoke baby, but we did not get any order So my biggest point like I got a P.  Amazon fresh fresh fresh that joint came right in right when we pulled up So we're picking up two orders, which is nine bags. We're driving 20 miles and we'll receive a payment of 16 to $26. I got my game for my scholar weather one up in here to pop our call. Let's go And just like that we are here and hold fruits and guess what don't be rude do not be rude And we're whole fools by the cornhake in business. I'm glad you guys are with me about the move kind of squishy Some more things are pretty nifty. Let's go Okay, we are here. Let's see what we got to get. We have to go to chiller 11 11 C to get busy Now we got to hit him with the scan ski Let me get these bands Don't scan so we got that one Supposed to be two packages in here Next thing is chiller 12 C which is right here Another one scan that That's four we got five more to go Chiller 17 D 17 D 17 D right here Scansky But this one from his back like that joke Another one right here Scan that Let's take this on top of here like that And now we have to go to Chiller 18 D With it right here, but I'm scansky And then we need shelf 07 B 07 B but they get busy 07 B these two Scan that Thank you very much sir Scan that And we are good to go. It's time for school. Let's go Just like that. We are here to drop off this order to get in order We actually are dropping out to crumble cookies if you guys know what crumble cookies is come on below and let me know If you have it in your area you gotta hit it with the scansky On all of these bags so we go ahead and get to this bag and guess what they behave maybe mad Hello Yes Where would you like me to sit at this right here? You guys are good to go. Thank you very much. We have a good one We are here to drop off order number two y'all know what we're about to do get this money understand me Understand me. I might have to take two trucks. I don't know. Yeah, one of these are kind of heavy, baby Can I do this? Can I finesse this? I ain't even gonna play but I don't want to drop it. I'm gonna take this one trip then come back, baby We in the van so be trying to get these bands or else I would have my wagon if I knew he was gonna do this I would have had the wagon We ain't bragging. I would have had that wagon and so much money in my pants sagging Go get the other bags Step back with the photo Now that we knocked that order out We're supposed to go to Home Depot pick up this couch drive 3.3 miles and we've received a payment of a hundred and thirty Bucks if you hate so what a bus is bus like Milwaukee. Hey, let's get off me, baby I'm getting kind of saucy, baby So we pulled up to Home Depot and this happened and just like that We are here at Home Depot to pick up this couch, baby I don't know where I'm supposed to go or what I'm supposed to do, but I'm guessing I'm going to the service That's what I'm guessing. It's my first time doing the Dolly. So I don't know We are here to go. Oh this it's a camera. It's a GoPro. I got you to camera. I'm a YouTube channel Yeah, why don't you do it? Yeah, you can wear here I got it from Walmart for 250 is the GoPro hero eight Yeah, and they have newer ones, but the new one way because like this big is too big for me Yeah, the harness though, so I got the harness from Amazon or you can get it from Target either or thank you Yes, ma'am, it's a Dolly order. So it's for a Jessica And it's a couch You're not gonna be here till June 27th Okay, well just let them know and I don't know it's so many come today Okay, but thank you very much you guys have a good one How you doing sir? My name is Jerome. I have a Dolly order in my queue that I'm supposed to pick up from the Home Depot And when I went in there, they told me that the order will not be here until June 27 For For Okay, so I would get paid half pay right Well, you heard what the man said baby.  We're about to get to this dough in Skoll We're gonna drive five point four miles We're picking up three items that weigh three pounds and we receive a payment of 48 85 It's a great time to be alive, but to go over here pick up the prizes go Okay, I have an order to pick up a bungee order The last four you need the whole number just Uh nine sixteen zero eight Okay, you say nine sixteen ninety one six nine one six zero eight nine six one eight Thank you very much you guys have a good one Thomas oh I Don't know where to Okay, thank you So what did you work here? Yeah, what do you do here? Okay, well, I'm just here to drop this order off. I just had to take a picture of everybody fast And we are good to go you guys have a great day and just like that in the end of the video I hope you guys enjoyed the content as you guys just saw today was one crazy day We we really didn't get no orders on this bed this mess has some orders, but they was terrible, baby It was mostly car orders Donnie has some other few orders. I did try to get this other couch order There was a hundred and sixty five dollars Well, somebody got that joint baby and it was gonna be super sweet I think it was only 12 miles away, baby But wait when you complain it will maintain it We'll keep on doing our thing and getting this changing do not forget if you are not subscribed Make sure you smash that subscribe button so you can earn your chance to win some of these dividends Hey, this is only for the subscribers if you're not subscriber You don't have a chance to win. Hey, don't a don't forget baby I hope you guys enjoyed this video. I'll see you guys on next one We're gonna be going for you are Nordic DDK, and I'm on my way


So, our main interface here is Google Colab. And I want to briefly add here a short apology to our Chinese friends. We are working on making this code base work on non-Google mechanisms. We haven't solved it yet, but we have a lot of ideas there. You have seen a great range of cool things that Google Colab can do for us. Above all, we use what's called AirTable, which is a database-slash-form-questionnaire mechanism that allows us to have access to pretty much all the things that you do. Just to be clear, we are not collecting that data to give you a hard time. We are collecting that time so that we can make this cause better, because we know we will be uncalibrated. There will be some exercises that will be much too hard and some exercises that will be too easy. So let's use Colab. Practice submitting materials on Colab and come back in five minutes.


teams in this contest. As we get you introduced to exactly who will be playing and look at that in gold. Clark will start with the gloves injured earlier in the season, but he's rebonded well to get back in contention. But look out for that man, Keon Williams, who wears the number 10. He will be the man they will bank on to get the goals. Julian Roberts, the former Peeville midfielder, is on the bench. Yeah, Williams up front, certainly the focal point for Pleasantville and Clark making that recovery to make sure that he gets the gloves on the start this afternoon. Got some more familiar look when you look at the team in green. Two-time Intercald Champions since 1964. Four times South Dune Intercald Champions prior to that, and they've got a team that have been there done that. Wonder League last year with Nashor and Alexander and company. Niles, Jeremiah Niles would be expected to pick up some of the slack while Malachi Webb will be one of those entrusted to get the goals with Joseph in attack. Well, Niles in the middle of the park. No, it sure. One yellow card away from suspension. Devonishing goal in a 4-2-1-3 formation. Very fluid. Webb will be the focal point for Seminoleic College. All right, let's roll the tape. Look back at the pictures. Early error inside the second minute. And Malachi Webb make them pee. Oh, nobody was getting a hand anywhere close to that. The indirect free kick, that was 1-0. Then Niles parting the sea and Grant doing the honors. Clever finish. All it needed was a toe. Well, they have something the best view, reliving the moment. And then Jones, look at this. Whoopsie! Getting passed one. And getting the third. Three must have been the magic number. Look at that. Silky smooth. Wonderful finish. It's ironic that he scored the third goal, because three was the number that would stick a wrong in his memory for a while, because he would get more. Almost in similar fashion, burst of pace, too much for anybody. And that was his second, St. Benedict's fourth. Oh, Clark perhaps is ghosted by the sight of the back of Jones every single time. Look at this. Nitrous oxide anybody? Whoosh. And then the whoosh in the net. Stadi in the crowd and of course, well, nobody called that celebration. And then later, the free kick, the dagger into the hearts of Pleasantville secondary. That was the hat trick. And that's the goal that will make him the talking point of St. Benedict's College tomorrow. Somebody might be buying him lunch. Three goals. There we go. They know what the deal is. All right, let's see how we can crunch the numbers and, well, if you're in a content, it's very simple. St. Benedict's College dominant. Look at that shots. Only two on target for Pleasantville. Well, 16 falls in total. Spread about evenly. St. Benedict's College dominating possession, but St. Benedict's College also dominating the scoreline. Five to their credit. Tell you what, three of those five belongs to one man. And that man is standing by with Hans Devines. From Labre, here's your trophy man of the match, an NGC man of the match, Daniel Jones, but to know that's Palmo Jr. Tell me who do you dedicate this trophy to today? My dad and my mom, then he stands there. If you can see, you know, just a little bit of pressure. I think it is the first time and hopefully I could continue on repetition. All right. Now, how do you prepare for the next matchup? It's going to be either Naparima College or Presentation College. Who do you want to meet and how are you going to prepare? Well, football is planned today. So, you know, but what I could say is keep doing the same thing and professionalism is consistency. So just keep doing the same thing and keep going forward. Well, we look forward to the consistency. Congratulations to you, your NGC man of the match over to Colin Murray with the coaches.


It's a crazy moment I don't even I can't even put into words still but you know just overjoyed and excited you know called the family first and just a great great time. What was your family's reaction? I think my dad was I think he cried actually and my brother and my brother and mom just kind of were really excited for me and it's been a long road for all of us and they've supported me through everything so you know it's great to share it with them. You mentioned the long road you've played in almost 600 minor league games. Was there a point in time where you thought this moment might not happen? Yeah I mean I'd definitely be lying if I said I didn't think that it might not happen but you know each player goes through moments like that in their career and you just kind of got to overcome it and just like I've been saying take a positive from each day and use that positive to go the next day and just keep going. I was going to say what was it about the perseverance of trying to continue to reach this goal? I mean I'm a pretty confident hitter and I knew if I got an opportunity I could help the team win in my opinion and it's just was a keep going thing. It's been my dream since I've been a little kid so you know I give up on it. I saw you come up from the clubhouse and just kind of take it all in. Do you think there'll be a lot of that tonight? Definitely I mean definitely with the stage set too that you know it's Boston the biggest rivalry in sports it's the one I grew up watching all the time. I just came out just to take it in a little bit and it's a lot bigger than Scranton so but you know I used to come here a lot when I was a kid and the old stadium as well so it's just awesome to be here standing here instead of in the stands and just take everything in today. Will there be nerves? I'd be lying if I said no but you know just try to control them you know slow the game down and just get through it. How many people from the family will be here tonight? Family I think there's like six or seven but friends they all live in the city from college and high school and everything so I have no idea how many. I've already had a bunch of people say oh we just bought tickets so I'm sure I'll hear a few yells there in there which would be nice. How many text messages did you receive over the last 24 hours? Probably 200 to 50 it's been nuts my phone hasn't stopped but it just shows the support that I have from everyone and it's awesome I couldn't do it without them. Have you had a chance to reflect on everything yet or is it all still too new trying to get yourself acquainted with the life up here? I think I got lost going to the bathroom in the clubhouse because it's so big so definitely you know just kind of new right now but I think tonight after after a full game I'll be able to sit down and just kind of reflect on it and realize what I've accomplished. Thanks for the time. No problem thank you.


discussed what is a group and you need a set not only a set and a group operation and it should satisfy the four properties closure it should have an identity element for every element in the set there should be an inverse element and associativity property has to be satisfied. And if on top of it if you combine using the group operation the order does not matter whether you write and a group operation B as B group operation A then we call it abelian which is commutative property. And then we also went on to looking at subsets of this above set subsets of this above set right which is called as a subgroup which is denoted by this subset should also satisfy this is called subgroup if it satisfies all the satisfying all the four properties ok. And then I also said that you can draw a multiplication table involving the elements right. So, a simple thing which we took was E then we did this rotation by 90 degrees which is which let me call it as a rotation by 180 degrees can be called as a squared rotation by 270 can be called as a cube ok. So, this is sometimes denoted as c 4 which is nothing, but rotation by 2 pi by 4 ok. So, you can write a multiplication table for this and you can see that this multiplication table you just multiply E with E A with E and so on you can write those elements. And whatever entries you are writing here will all be some kind of a permutation. So, some kind of a permutation and this is what we call it as a multiplication table. So, in this particular case order of the group order of c 4 c 4 is what I call it as this group of rotation by pi by 2 and this order means the number of elements the number of elements is 4 here 1 2 3 4 which is belonging to the column or the number of elements on the row of the multiplication table is what decides for you the order of the group ok. And we also went on to talk about we did some few examples I specifically said if you take 2 cross 2 matrices with complex entries and if you put the group operation as multiplication then this commutative property may not be satisfied. If it is matrix multiplication 2 cross 2 matrices for each one of them then that multiplication A times B for all elements in the set will not satisfy B times A. Some elements can satisfy but that is not the criteria it should be satisfied for all A and B belonging to G ok. If that is satisfied then it is an abelian group. So, a set of 2 cross 2 matrices with complex entries with the group operation which is multiplication matrix multiplication it is going to not satisfy that property. So, it is a non abelian group ok. So, order of the group is what I said is denoted by mod of that group. So, this we denoted by this is the short and notation which we will keep following in future and then subgroup as I said is a subset which satisfies all the 4 axioms of the group and then we went on to generate us. In this particular case which is rotation by pi by 2 you do see that with a simple rotation by pi by 2 you can generate other elements which belongs to the set. So, we call this A is a generator of C 4 especially the C denotes the cyclic group and this 4 should be interpreted as rotation by 2 pi by 4 ok. So, C n will be. So, then here you require that the order of the generator turns out to be identity element ok. So, C n is a cyclic group generated by A such that A power n is identity ok. So, order of C n will be n is that ok and you can see that cyclic group is generated by one generator ok and it is also an abelian group C n is an abelian group ok because the definition of a generator is that all the elements in that group the set has to be powers of a generator ok. So, any element in C n will be some A to the power of m and you can write it in whichever order you want. So, suppose I write A n 1 is 1 element A n 2 is another element this does not really matter because it is A n 1 plus n 2 which is same as writing A n 2 A n 1. So, with a single generator ok there is only cyclic group has only one generator with a single generator you cannot achieve any other group other than the abelian. You can write all possible powers of that generator for that group ok. So, this is cyclic group is this clear. So, this is for cyclic group now we look at for general groups ok. So, suppose you take some abstract group G and say that A and B are generators. So, what we mean is that any arbitrary element of G should be re-writeable as A to the n 1, B to the n 2, A to the m 1, B to the m 2 you know dot or dot. So, this is what I call it as a arbitrary word, word generated using powers of each of the generators. This is what you mean by saying it is a generator. Just like I said the 26 alphabets is a generator of all words in the group you can create arbitrary words using those alphabets. Some could repeat itself the group operation there is concatenation, but it is definitely not a group because we do not find inverse of them. This is an analogy all possible words. So, you can take powers of one generator multiply with another power of another generator it does not stop here can keep continuing like this any number of times. So, if you do that that is what I call it as an arbitrary word which you generate using powers of each of the generators then those are the elements of this group. So, this is what I call it as G for example, is this. So, it is going to be order of that finite group can be infinite actually here. So, order of G may be very large ok. So, let me call it infinite it is countable, but infinite. If suppose I put an additional constraint ok. So, constraints like a squared is identity, b squared is identity and I also add a b equal to b a then many of these words may not be independent ok. It will give back the same elements there is no point suppose I do a to the power of 4, a to the power of 4 is a squared squared a squared is identity. So, it is not going to give you anything more. In fact, that will put in restrictions of giving you independent elements of the group to be if I put this condition then the group will involve elements in the set as e then a b and a b. What else can you have? Anything else which I have missed out if I write a squared it is identity you will get back b. If I put b squared you will get back identity again. So, this is the maximal set which you can get for arbitrary words subjected to this condition. So, this is given if you give this condition then it is not going to be infinite the order of this group is going to be 4. So, let us look at some more examples and then it will be clear. So, there was a couple of questions on generators. So, I thought let me stress on this. So, the claim group it is called in the group theory literature as claimed 4 group which is denoted by v. So, it is made of e a b a b. So, this is the multiplication table a and b are generators satisfying a squared equal to b squared equal to e and a b equal to b a. So, this is what is the multiplication table. The next thing I want to give is this is one group I have tried to give with some condition for two generators. I can keep varying this condition and start generating different groups ok. So, the next one which I want you to actually try it out which is really useful is. So, group g generated again by a by two generators such that a squared equal to b cube equal to identity. So, this is different from the claim 4 group which you have been seen ok. Also want to have a b equal to squared a. Now, you start cooking up writing all possible words and see how many will be independent elements. I leave it you to try it out ok. So, the set g will have e a definitely a squared is identities it does not mean anything. You can have b b squared and then you can play around closure properties a with b a with b squared what else b squared a this is independent. I have given you a condition that b squared a is a b. So, it is already there in the set. So, this is not there anything else a squared b what do you want? It will truncate if you give conditions and you can determine the order of the group. What is the order of the group? Let us write is b a independent. So, this implies as a b squared using these conditions you can show that b a is same as a b square. So, just check it out. So, this is also not there. So, order of g is order of g is 1, 2, 3, 4, 5, 6 is 6. Is this abelian? Trivially this condition which I have written clearly shows that it cannot be abelian. So, g is this non abelian. So, non abelian group what else? What are its subgroups? Can we find out its subgroups? A forms a group subgroup. So, let us write. Let me call h 1 as e and a h 2 is e b b square. Is that right? These two I can trivially write. Order of an element is the order of the subgroup, order of a is 2 by this definition. A squared equal to identity means order of the generator a is 2, b cube equal to identity means order of the generator b is 3. So, using that I can write cyclic groups. One cyclic group which is its abelian generated by a, another cyclic group generated by b. Anything else? A b. E a b, good. Is that a group? So, if you take a squared b squared, a squared is identity then you will get a no a b a b right. So, let us write it and see a b a b.  So, this is also a subgroup and anything else that is it. What about a b squared? Is that ok? Order 2 is easy to check, order 2 groups right. So, a b squared, a b squared, b squared a is a b this one is a b. So, this is also identity. So, you have another order 2 subgroup which is e and a b. So, it is interesting to play around you know I am not saying that given an instant value with so many elements or so many generators with certain properties you can actually sit down and see whether you can generate the groups, subgroups. So, clearly you do see that there is h 1, h 2, h 3, h 4 the common intersection is only identity element, but then there are all these other elements which are there ok. So, just to have completeness I just put the multiplication table which you can also rewrite instead of this 4 cross 4 it will become a 6 cross 6 ok. So, you have to write using these properties which is what I have put it in here on the 6 cross 6 matrix. So, which is what I have put it here on the 6 cross 6 matrix. So, e a b, b squared, a b, a b squared on the column and again on the row and then I have multiplied and written down explicitly. Even here you can check whether e and a b and similarly e and a b what happens you can see that it is between e, a b, a b, e. So, you can see that there is a subgroup with e and a b fine. You can figure it out by looking at the subgroups by looking at the multiplication table also you can see which one is the subgroups ok. So, just to summarize keeping this example. So, let me call this example as some kind of a non-Abelian group let me call this with some notation as O 3 we will come to it what it is. This is this will be known as symmetric group of degree 3. We will explain why it is called degree 3, why this 3 is coming on all right. Now, you take it as an abstract group G generated using through two generators one is order 2 generator another one is order 3 generators satisfying this additional constraint and you have generated a 6 element group ok and that group later on we will see we will call it to be symmetric group of degree 3 we will see why we call it and it is clearly non-Abelian because of this property is this clear.