What's up everybody, Jayce here for jayspeakscasebricks.com. We just sold out 2021 Panini XR Football 7 box half case break picture number two. And here's the second half, guys. We sold it straight up. Here you go, guys. What's up, Oliver? So I'm gonna put a little double liner that you notice in the second half. Ethan. Carson once, Colts. Number two, 199. And Elijah, Vera Tucker, through 249. We have Anthony Schwartz, X-ray to 49.  They've won like four straight. I've been playing really, really well. Maddie Dolphin is going to deep quarter. Very nice here right there, man. Maundra Stevenson. Miles Garrett. Zach Gertz. DK Mecca. Barmore. And then we're trying to get some of those. Justin Herbert, 98 out of 149. Extra, extra. And Aaron Robinson to 189. Tracer. Mike Evans, Travis Kelsey. Ooh, what is this? Is this a little short prank insert? Patrick Mahomes, this looks really nice. Someone go look up what this is called. Not numbered, but it's definitely a insert. Type of short print. Color wave. Kansas City Chiefs, straight up Justin. Looks really nice. Marcus Stevenson to 99. And a impending greatness, Elijah Moore to 99. Alrighty, and we got a Tyson Campbell. Autograph to 199. Jaguars, straight up, Harry. X edition parallel, Josh. Nice, thanks, man. And it's a case hit, one per case. Well, that is a very good player to get. Jamar Chase for the Bengals. Can't go wrong with him at home. We got a David Johnson. Justin Fields to 249 for the Bears. John. We have a Gamers, Keenan Allen Relic. And that is numbered to 49, five out of 49. And redemption there. Rookie sloshes, autographs blue. Card number 22, Kellan Mond for the Vikings. This sort of Vikings that is going to Phillip. Patrick Sartain. Patrick Mahomes. Calvin Ridley. We got a Stephen, Stefan Gilmour, sorry, to 75. And we got Naji Harris. Drew Brees. Nice patches there, one out of 10. Three color patch. XR Summit. Actually this is too big of a card, this is a 180. And Rondale Moore. Little Jersey autograph to 149. Cardinals going to Chris Maxwell. Monty Rice. Kirk Cousins, Baker Mayfield. We got a Baker Mayfield numbered to 189. The 249, Tyler Wallace. XR, XR to 25, it's the Fun Dicks. Jacob Harris. Very nice, gold 10 out of 10 for the Rams. Patrick Davis. DB. TJ Watt to 249. Chuba Hubbard out of 99. And a extra, extra 149 Derek Henry. Chris Maxwell with a TV, not numbered. Ooh, what do we got here? Jameson Crowder to 50 for the Jets. Went out on cover man. We got a fixed pack right here guys.  Hopefully. Van Morek. Kenan Allen, Stefan Diggs. We got a Kenan Allen numbered to 189. Nice Devonte Smith to 49. For my Eagles, Flago Sly Harry. Two big patches, two big cards here actually. Josh Palmer, nice. Look at those patches. That's a four out of five for the Chages. Roy with that one. Nice patches in there as well, 130. And for the Bears. One, two, three color patch, five out of 20, Justin Fields. Very nice. Three color patches as well. Very nice. All right, pretty much halfway through now guys. Halfway through. All right, so like I said, we can get the next seven box break going. We were down to 11 the last time I checked, so. Might be able to get that done. Jibril Cox. We have a Jamal Adams. Seahawks at 249. Jamar Chase to 189. It's Bangles and Jeremy. And Extreme Rookie is Dwayne Eskridge, numbered to 149. Micah Parsons to 49. Dallas Benel Leonard. We have Xavier and Howard to 199 for the offense. And to 10, Demetric Felton Gold to 25, Niko Collins. And Josh Palmer, little Jersey autograph for the Chages. All right, two more boxes guys. Gregor Rousseau, Sonya Michele. We got Elijah Mulden to 199 and extra extra Devante Adams. Christian Barmore to 199 for the Pats. Kerr Cousins, 499. Semi-Folko to 99. We have a Tre Lance to 75. Nice little patch there for the 49ers, Benal Alfonso. And look at that, Kedarius Tony and it's a gold three out of 10 for the Jemen. Two color patch and autograph there. Josh, I believe? Yeah, you got the Giants, baby, there you go. All your Giants hits right there, man. All right, one more box, guys. So again, three and four from a fresh case, guys. If you guys wanna get that one going, you can. Like I said, the flawless is really close and so is the next XRs. They're both at 11 left. I could probably random number block number three by the time I get done with this and if you guys wanna try to fill it up within the next 20, 30 minutes, we could do that. Show you one more. Oh, you got a nice Kedarius Tony right here. Two color patch and autograph to 10. Keenan Allen, Duvante Williams to 99. Team Tandeps, Drew Locke and Jerry Dutty. Redemption, we'll save that for last. Last pack here, guys, Hunter Long. Keenan Allen, Jay Lenoado, Drew Ambitis. And we have for the Broncos, Baron Browning to 199. Rookie Excellence, autograph swatches, card number five. Jamar Chase to end us off, very nice. Therefore the bangles going to Jeremy H. Sweet hit. Come on, Jamar. Gotta sign your autographs, man. Sweet, so there you go, guys. This second half was pretty strong. Get some good players. Nice Jamar Chase redemption there. Browning, autograph, Kedarius Tony to 10. Trey Landspatch, Barmore, Josh Palmer at a 10 right there, Michael Parsons, Jamar Chase. Of course, Justin Fields is a really nice one there. At a 10 right there, Jacobs at a redemption Calamond. And then Patrick Mahones is a little case hit right there. Jay Lenoado, very good names, guys. Really appreciate it. This is break number two. Remember, no R&B, so no need to randomize nothing. Again, number three and four on the website. 11 left on each one. Let's get it going, jaspyscasebreaks.com. Fresh case.


Hello, and welcome to this presentation of the STM32 safety support. It covers the requirements for compliance with safety standards and how ST microelectronics helps customers targeting safety for their projects. Safety requirements for electronic devices increase permanently as the use of electronic control systems expands into the huge range of human activities. The massive expansion of these devices requires their compliance with specific safety standards. The primary goal is to prevent human death or injury, as well as environmental damage. But there are many other important factors at a lower level, such as the devaluation of an industrial process, including the loss of important data, connections, power or control, and many others. The process for developing harmonized standards at both national and international levels is rather complex, sometimes involving completely opposite efforts, such as local market protection versus its globalization. In any case, the main influencing factors come from field experience, market requirements, insurance issues, and the globalization of trade and business. The standards are produced by specific legislative and executive bodies, while specific worldwide recognized testing houses inspect and verify all the required appliances to ensure their compliance. Applications targeting safety can benefit from the acceleration of software development. Efficient and early diagnostics using specific hardware features, together with the application of proper hardware and software methods, decrease the probability of hazardous events due to possible component malfunctions. Applying certain hardware design and manufacturing methods can even increase component reliability. ST supports two basic general safety standards, a specific one targeting household appliances, known as a Class B or Class C standard, and a more common industrial standard targeting safety integrity levels, called SIL. The latter is a generic standard, which produces a large number of derivative standards dedicated to different fields of application. ST, in compliance with these standards, cares about both systematic and random failures. Systematic failures are predictable, and their avoidance and monitoring are based on practical experience gained in the industry. Systematic failures can be avoided mainly by applying correct internal processes throughout a product's life cycle. These requirements are defined in specific internal quality documentation. Regular inspections and audits ensure that these internal rules are applied and comply with the recognized standards. To ensure integrity against random failures, specific software methods and hardware design techniques must be applied as described in the following slides. The next slides will give you an overview of the main safety concepts to be taken into account when working with microcontrollers. Not all random failures result in a hazardous event, and they may even be considered as safe from a safety point of view. Basically, safety standards require monitoring to detect dangerous failures that may be directly or indirectly related to safety and have the potential to cause a dangerous situation. Both safe and dangerous errors can either be detected or stay hidden and undetected by the system. The more often dangerous errors are discovered and prevented in time, the more the probability of a failure propagating into a hazardous event decreases. The time needed to detect dangerous errors and prevent hazardous events must fit into the overall process safety time, PST, available, which includes all the possible delays and reaction times for the system, for example, on sensors or actuators. For quantification purposes, safety standards recognize a safe failure fraction and diagnostic coverage. The safe failure fraction, or SFF, is the ratio of the rate of safe failures, including the rate of detected dangerous failures, to the total failure rate, safe failures as well as detected and undetected dangerous failures. The diagnostic coverage, or DC, is the ratio of the probability of detected dangerous failures to the probability of all the dangerous failures. Random failures can cause permanent or recoverable errors. Hard failures cause permanent physical damage to the component, and the system is no longer able to operate normally. If no compensation is possible, the system has to be put into a safe state, for example, cutting power to actuators, until it is repaired. Random transient or soft errors can be correctable, and some kind of recovery process can be applicable. In addition to being detected, these failures can also be compensated in certain cases. Short-error failures can be managed by both hardware and software, while transient failures need fast hardware methods exclusively. Software tests can never compensate for these temporary and short-lived errors efficiently, as they are considerably slower and limited by their execution time. From a cross-product point of view, using ISO 26262 terminology, we can recognize single point, latent, or common types of failure causes. Common causes of failure require a special focus, especially as they can potentially destroy even quite complex safety structures. When random failures are detected and cannot be compensated for, especially after a dangerous error is detected, the system has to be stopped and placed into a safe state, or go through a recovery process like reset, rollback, or a specific check function. Compensation methods usually allow the system to continue operating normally, while using error correction, passivation, or masking functions. Generally, a sure voting process is used to identify the damaged part or incorrect data which is then replaced by the correct one. Standards recognize hard fault tolerance, or the maximum number of errors which a system can absorb, while it still can continue at normal operation. In addition to specific functional testing, redundancy is the essential diagnostic principle here. Both detection and compensation techniques always require a sure level of redundancy to be efficient. Compensation is considerably more demanding than detection, as not only discrepancies, but the correct state has to be identified as well. To do so, specific comparison and voting mechanisms have to be additionally applied. The required level of redundancy can be achieved using a wide range of different software or hardware methods and techniques. Some of them are listed here, and others will be highlighted later in this presentation. The techniques can usually be achieved either by hardware or software, or a combination of both. From a safety point of view, a microcontroller is a relatively complex programmable electronic component, which has to comply with specific requirements determined by the applicable standards. In regards to support safety for a microcontroller, a vendor considers the product as a component out of context as its final application purpose and safety tasks are not known in advance. This is why we can speak about component ready or suitable for a determined common level of safety tasks. The effort is always to cover the component's overall reliability and fulfill the overall budget of diagnostic coverage defined by the standard for the given safety integrity level required by the final application. A complex component like a microcontroller can be considered as a set of partial components involved in various safety tasks, each with a different diagnostic coverage and weight in the overall component safety budget. An effective way to ensure the required overall safety budget has to be focused on crucial and generic parts of the microcontroller, especially those commonly used by most applications. Any small improvement in the safety of these fundamental and significant parts of the design always brings the biggest gain in the overall safety budget of the component, which is beneficial for each application. Once a microcontroller is included in an application design and the safety task is specified, then the safety support can be deployed much more efficiently and cover just the very specific parts of the microcontroller involved in the required safety case. Many efficient methods can then be applied based on detailed knowledge of the application requirements, its design, the process, and the equipment under control. Redundancy and knowledge of the system behavior are crucial principles applied either separately or together. Inputs and outputs can be multiplied or checked by feedback, tested for logical state, value or expected response in trends or time intervals. The processes can be monitored for correct timing and flow order. Correct decisions can be made based on the comparison of results coming from redundant and independent flows, analysis, calculations, or data. The following slides are devoted to features dedicated for safety support. STM32G0 microcontrollers feature specific hardware for efficient diagnostic testing and to quickly react to failures with the potential to cover a wide range of lower level safety applications. The hardware tests are autonomous with minimal or no software control. This is especially helpful in detecting transient errors and consumes the least amount of time of the overall process safety time. Please note that the overall contribution to MCU mitigation by the diagnostics reported above is marginal since the STM32G0 is not explicitly designed for specific use in safety application. The error correcting code ECC is the most common technique used to detect data corruption on memory devices. An integrity failure could lead to unpredictable results. It is based on an internal hardware block and can use an extended hamming code known as SECDED, single error correction, double error detection. In this last case, an interrupt is generated on errors detection. This slide lists additional safety features dedicated to check some redundancy code or CRC computation and clock control. Nevertheless, all the tests listed here with the exception of ECC are exclusively dedicated to the detection of failures. This is why additional software tests must be added when compensation or an additional check is required, for example, to achieve a higher level of SIL. In this case, the user must ensure that the software testing period takes into account the process safety time. This slide lists the software checks included in the ST self-test firmware solution with a brief summary of why they are applicable. Generally, the firmware focuses on generic parts of the microcontroller based on in-depth knowledge of the design, while packages dedicated to achieving SIL standards use more extensive testing methods proved by specific methodology for their efficiency. The packages are not available for free download. Users should ask their local ST representative for the firmware. In principle, self-test procedures are included as an additional task when initializing the application main loop during system startup. This runtime self-test task provides periodic testing of the CPU, clock system, stack boundary, program flow, and both volatile and non-volatile memories. The watchdog timeout is refreshed upon completion if everything goes correctly. The memory areas are tested step-by-step per parts within the task. The test is synchronized by time-based ticks derived from timer interrupts. The interval required to complete the test depends mainly on the size of the memory areas under test, frequency of the task calls, and sizes of the blocks tested in a single step. Optionally, a one-time initial startup overall self-test can be additionally implemented at PowerOn or after application reset. Whenever a malfunction or discrepancy is found during these tests, the fail-safe routine is called. It should put the application into safe state and determine the next recovery possibilities. Safety is spread over the full STM32G0 product range. You will find a detailed description of the aforementioned features in the different peripherals chapters. For more details, please refer to the dedicated documentation and contact your local ST representatives for the availability, status, and possible delivery of the firmware and associated documentation.


I'm Rusty Komori and this is Beyond the Lines on Think Tech Hawaii. I was the head coach of the Punahou Boys Varsity tennis team for 22 years, and we were fortunate to win 22 consecutive state championships. My books Beyond the Lines and Beyond the Game are about leadership, personal growth, and creating a superior culture of excellence, which is what this show is all about. My special guest today is the very popular newscaster and radio host of 94.7 Kumu. She is Esme Infante, and today we are going Beyond Radio. Esme, welcome to Beyond the Lines. Hey, how's it going? Hi, Rusty. Thank you so much for having me. I'm excited. Now I know that you and I both grew up in Mililani, but I want to know about your background and what you did when those early years growing up in Mililani. Oh, gosh. So actually, before I grew up in Mililani, the first few years, of course, my family comes from Kalihi area, Kalihi Palama, Puneuli area, but then we moved to Mililani when I was about six, and we lived here and that Mililani is pretty much my hometown. For anybody who's familiar with Mililani, Mililani what and all, and then I'm of the age that we got bus to.  So that was my intermediate school. And then Mililani High School is my alma mater. And at Mililani High School, I, Gali, I loved going there. That is the school that my siblings also attended, that my children have attended. My son goes there now as a sophomore. My daughter is just graduated last year, but I loved it at Mililani High School. At Mililani I was involved in a whole bunch of clubs. I also played softball, but mostly I was a band geek. I was a major band geek. I was the queen of the band geeks, in fact. I was a drum major. I was also yearbook editor, which was the beginning of my journalism career. And yeah, that was the beginning of incredible series of adventures at Mililani High School. And from there I went to the University of Hawaii. And that is where I majored and graduated at Distinction in Journalism, and that launched my career. So Esmi, outside of family, what was the first job that you ever had that you got paid money for? Oh gosh. Okay, the distinction is got paid money for, right?  So for 25 years, our whole family did that. I don't know if that's considered being paid, because when your mom says you gotta do it, you gotta do it right, no more choice. So that was really technically my first job. We learned to be salespeople, customer service. From the time we were toddlers and grew up in that business. But if you're talking about the first job outside of that, where I actually got a paycheck in my hands, I guess that would be McDonald's in our hometown, Rusty, here in Mililani. I was a crew member at McDonald's on Kamehameha Highway up across from the golf course. And oh my gosh, the lessons that I learned there. It is a humbling job. Props to anybody who's watching was worked at McDonald's or is working at McDonald's right now. Because it is hard work. I learned so many lessons there. I find when I think back that definitely my work at McDonald's reinforced the lessons that I, my parents initially taught me, but it really was something that was profound to learn and have reinforced the work ethic that they reinforce at McDonald's. So things like you are always working, there's always something to do. Oh, you don't have a customer right now? Go stock the condiments. Oh, condiments already done? Go check the coffee maker, go make coffee. Oh, the coffee maker's done? Go check the fry station. You know what I mean? Like there's always something that needs to be done. And so shout out to everybody at McDonald's for teaching me some fantastic life lessons. Well, as me, I know that McDonald's very well.  How are they doing? Good, good. So as I mentioned, my daughter graduated from Midland High School last year, 2020, which was a pandemic year. By the way, also shout out to Midland High School for doing an amazing job in a pandemic year of continuing to educate our kids and doing an amazing job with graduation last year, which I'm sure they will do again this year. Now my daughter is studying culinary with UH and loving it. And I am reaping the benefits because my house is filled with food every single night. Terrible for my diet though, I have to say, but yummy for the taste buds. My son is at Midland High School. Of course, during this pandemic, they're doing mostly distance learning, but my son has been very involved in the band as well. My daughter was very involved in the band too. So that is another like Mililani slash Infante family, kind of a thing we all, my siblings also got into band. So yeah, we love the program over there. And it's shaped, I think it's shaped the characters of people in my family, my kids, and so they just do an amazing job there. So yeah, all those particular experiences all were formative, I think, to character. Go Trojans. Yes. So Esmi, a lot of people know you, just they know your voice through radio, but some of them, they don't get to see you. So I think this is a great opportunity.  Oh gosh, adversity. Life is adversity, right?  I think one of the things that comes to mind when you asked me about that is, so as I mentioned earlier, I graduated from the University of Hawaii in journalism. And I imagined in my head, because I graduated in print journalism. Print journalism, meaning an emphasis on newspapers, magazines, et cetera. That was my area of emphasis. I actually, when I started at UH, I meant to focus on broadcast journalism. I wanted to become a news anchor. And one of my very awesome professors, Beverly Keever, advised me. She said, you know, you can learn on camera later, get into print journalism so that you can learn the research, the media law, the editing, the really tight writing and research, civics, ethics, all the things that go into really heavy duty investigative journalism. That was what they were emphasizing that particular program at that time. And so I did. I majored in print journalism instead. When you ask about adversity, I think in a nutshell, the first one that pops to mind for me is having to pivot after I work at the Honolulu Advertiser. So I started at UH and came, I was one of the Honolulu, back when it was the Honolulu Advertiser, not the Star Advertiser. And we were a two newspaper town. I was one of their youngest hires ever. I was hired when I was still a senior at UH and became one of their youngest ever full-time hires. And I worked there for, I'm gonna date myself, I'm gonna age myself, but decades. I was there a good long while. I thought that was going to be, like I thought I was gonna be a lifer, just there were a lot of people who had worked decades at particular news agencies. What no one could really see coming was the way digital and all the other evolutions in the media industry would change the way we do our work, would change the industry, would upend so many media organizations. So the biggest adversity at that point that I faced was in 2010, the Honolulu Advertiser closed, closed and even though people, I think believed that the two newspapers were merging, they actually did not necessarily merge. They did not kick everybody. There were hundreds of us who one minute we thought we were lifers in the newspaper industry, the next minute hundreds of us were on the street with no job and Hawaii being so small, no job prospects, what were you going to do? Where were you gonna find another newspaper job? It was stunning, especially for people who had defined themselves by their work in journalism. That was really difficult. There were many people who, to be perfectly honest, like really crashed and burned, had a really hard time with that transition. The challenge for me was, I mean, I had kids, I had to figure out a way to keep going. And so in, between the paper closing in 2010 and over the ensuing, let's say eight years, I went through, I think four or five career reinventions. So from going to leaving the Honolulu advertiser behind, I began my own company. I learned to become an entrepreneur. I founded and began a company called Moms in Hawaii. That was a social media and promotions and PR company. I ran that for three years. And man, when you are an entrepreneur, you are everything from CEO to janitor, man. Like you just, ooh, that is baptism by fire, fire. So that was, and I did that for three years. I came out of that and I became communications director for Congress, Ben Takai. He asked me to come on board when he was elected to Congress. Suddenly it was flying between here in Washington, DC, learning how to be on the PR side of the media equation of communication. From there, I went to become, I needed to, I got divorced about that time. So I had to reinvent myself again cause I needed to find work closer to home. I had full custody of my kids. So I needed to find work that kept me here at home. So I got a job at Middle Island High School, God bless Fred Murphy who's the principal there. He hired me to start the broadcast journalism program there. I had never been a classroom teacher. I had to get my certification and teach in the classroom and handle 180 students and learn to teach journalism and English and health all at the same time. And I'm not saying that in a bragging way, I'm saying that in a, oh my gosh, that was so overwhelming. There were many days that I came home at the end of my first year teaching, I would come home and go up in the bathroom and go, huh, what am I doing?  I taught at Middle Island High School for three years, really proud of what we did with the journalism program there. And turned out some fabulous students and fabulous products. At the same time, I was working part-time at Kumu, 947 Kumu, because somewhere in the back of my mind, it was always a dream to do morning radio. And I can't tell you why that always was a dream that I had just kind of stuck in on the backboarder for many, many years. But after I had worked, I was almost gonna quit. I was like four years working part-time on the weekends and evenings at 947 Kumu. And then one day I got the call, Devon called me and he goes, you know what? We have an opening. Do you wanna join the morning show? And I went, oh my God. So that was the journey. That was the adversity. And I made it sound like a cheerful story just to make it entertaining. But there was so much, so much struggle along that path to learn new skills. I had to learn new skills on the fly. OTJ training, right? On the job training, just learning as I go, trying to quiet the voices in my head going, are you crazy? You don't know how to do this. You're gonna have to learn it as you go. And that was really a challenge. I can't tell you how many days I lay in bed with my eyes open. Going, oh, what am I doing? For real, what am I doing? But so I, you know, and like I said, in the midst of all that, the divorce happened in the midst of all of that, you know, changing jobs so many times and that added an extra layer. My parents also got older. My father went through a number of illnesses and then finally passed a couple of years ago. There was a lot of adversity happening all at the same time. Some days I'm surprised I'm still breathing. I'll be really honest.  You have to adjust and adapt.   Why is it that you guys make such a great team? I'm laughing because, so, okay, so let me just clear up some, a very common misconception about Devin and I first. Devin and I are dear friends. We are not a married couple. I can't tell you how many times we're out in public and people go, you guys not married, no! That's like, if somebody said you were, asked if you were married to your sister or your brother or something, you're like, ew, that's so gross. The thing that Devin and I is that we have known each other more than 20 years. So outside of my professional journalism slash PR slash Promotions Marketing and Seeing Life, the other thing that I do is performing arts. So I've done a lot of community theater. I've been a dance director, choreographer and teacher. I know Devin from the performing arts world. When Lisa Matsumoto's plays, the Pigeon English comedy plays were running at Diamond Hill Theater, he was one that I was in in the 90s and that was where we first met. We did a number of shows together since then. So we have not only decades of history together, but we have a common set of friends and I know his family, he knows my family. That means we have black male material. So we can draw on a lot of that and I think a lot of the chemistry between you and I is from that. It's from just years of a common group of friends, a common family, a common language. Also, I think, this is true if I think anybody, whether you're talking about Good Morning America or local daily shows, like Hawaii News Now's awesome sunrise show, everybody who works a show where they have to be on screen, on camera every single day or like with Devin and I, we're on the mic every single day, five hours a day, sitting across each other in a studio where we only have each other to depend on but also irritate each other. You learn really quickly. I think you have to be, you learn the concept of grace. You learn the concept of forgiving each other and knowing the distinction between what's a small little irritation or something that it's gonna pass in a minute. It's not worth getting hung up on versus big rocks, big things that you need to spend time talking about later is a big issue. There are very few, Devin and I have been doing the morning show together just me and him now for I think two years. I think we've talked about everything. Any big rocks, any big issues. But that's not to say that it's not challenging. It is challenging, I think. But I know that he has extended to me as much forgiveness and grace as I have had to extend to him. So it's a mutual forgiveness thing, I think. So I think that it's chemistry and history together with grace and forgiveness. I think that's what keeps us going. Well, I love listening to you guys on the radio and I wanna ask you as me, is one of the best, most favorite things of your job meeting celebrities? Oh gosh. Yeah, that, you know, I didn't get into journalism to meet celebrities. My, and a little bit later in this talk story, we'll talk about like purpose. But meeting celebrities is definitely a nice, fun side perk of, you know, doing journalism and being in touch with the community and just being out there. I know you've shown some pictures there of meeting, you know, people like Jack Johnson and Janet Jackson and Kelly Ho. I think one of the most fascinating things about interviewing celebrities and other people have interviewed Harrison Ford, the actor, Margaret Cho, the comedian, Lance Bass from NSYNC, a number of people and politicians and like the late Senator Inoue, Daniel Inoue.  There's so, so much to learn from people. And for example, like I love, like that was the picture you showed of meeting Jack Johnson that was actually the second time that I had met him. He has, he carries himself with so much grace, like a certain humility. And he has, he has the world at his feet. His music is so popular, he does so much good work in the community. But he carries himself with so much humility and just that example is something to learn from. Janet Jackson, it was such an interesting story with her, she, when I got to meet her, was it last, well, the previous year, just before the pandemic hit. I think every woman who is of petite stature might be able to relate to this story. So Janet Jackson, I had heard was a petite woman. And I'm five feet tall. People are surprised I say I'm five feet tall because I usually wear heels. So they think I'm like five, five, five, six. I'm actually five feet tall. But here's the thing. So I walk in to go meet Janet Jackson and I had heard that she's tight. She really is physically this very, very petite woman, but the presence, the presence of that woman, like you walk into the room and you know who is in charge of that room.  And that is powerful. So I think I didn't, I didn't mean that it's the story only pertains to Asian women. I mean, anybody who has ever felt either physically or emotionally or cognitively, quote unquote, smaller in stature, you need not be. If you know what your purpose is, you can command a room. It's powerful. It is so powerful. So anyway, going back to the question about meeting celebrities. I think every time I meet one of them, once again, once that sort of like that, you know, that, oh my God, moment wears off. The opportunity to learn from them is tremendous. Well, Esme, I like hearing those insights about that and you're so right. And I know that you read my first book and did you like it? Of course. And I'm not saying that just because we're friends. I really, you know what I love about the book is and I'm looking for, I have to say I have not read the second one yet. I'm excited to get it. And I'm waiting also because I know Russi's going to sign me one. Yes, for sure. But the first book, what I love about it is the way that you bring really important concepts that can apply, that come from real life and can be applied in the corporate setting, but also can be applied in your family, can be applied in your interpersonal relationships. Love that very much. I am particular, as you can guess from, you know, the topics that we've talked about so far. My favorite, you laid out these, you know, these eight keys for leadership and building a team. I think my favorite chapter is the chapter, I think it's chapter seven, the one about not only overcoming adversity, but like embracing it, like expecting adversity. That's something that I didn't grow up hearing a lot. Like expect that things are going to go wrong. Expect that you're going to have a challenge. That's something that I learned as I've gone again on the job training, right? So I appreciated that in your book that you devoted a chapter to saying, expect that there is going to be adversity. And then I really like the way, like I feel like there's a theme in there in the book about, it's like, it's what you tell yourself about the adversity. You know, you can change the narrative. I think there's a story in that chapter about adversity where you talked about a particular student that you had coached and he was feeling a lot of nerves because he was feeling a lot of pressure to win. And you flipped the script for him. You helped him understand that he didn't have to feel pressured out. It's what he was telling himself in his head about the challenge he was facing. You can flip the script for yourself, tell yourself a different story. And for him, he was pressuring up because he was like, oh, I feel so much pressure to win. And coach Rusty told him, that's not what's happening here. What's happening here is you haven't won anything yet. You have only to go up, you know what I mean? And all of a sudden he went, that's right. I didn't win anything yet. I have nothing to lose, everything to gain basically. And that changed this whole confidence game, right? So that is one of my favorite parts of the book is just learning how to see it in a different light. Yeah, it's a mindset and it's recognizing necessary pressure versus unnecessary pressure is what you mentioned there. And I know as me that you guys are in the studio a lot but you love going outside the studio where Kuma goes into the community. What do you love about that the most? Oh gosh, I think that is another thing that when I thought about what it would be like to be a radio morning show newscaster and host. I did not realize that such a big chunk of, well, I'm sorry, take it back. During the pandemic, it's been a little bit different but previous to that, a big chunk of our job is going out into the community to host events. And the great majority of them are in support of really worthy causes. I think that is one of the things that I'm most proud of. The great alum, you saw me interviewing Cheryl Kai there. She has done an amazing. She's another celebrity who I've learned so much just from interacting with her and learning from her example. But supporting the Great Aloha Run, Make-A-Wish Foundation is another organization that 947 Kumu has been in partnership with a lot. And we have hosted their telethon every year, their radio thon. We've been the host, one of their hosts, I'm sorry, the host station for their Jingle Rock Run. We have been out in the community doing school supply drives to support the school tools initiative. So many different things that we've been able to help make happen in the community worthwhile causes. And that is definitely one of my favorite things to do. And 947 Kumu, it's not one of those things that you would see in a job description. I don't know if you could write a job description for radio host, but that was something that I unexpectedly love and derive so much satisfaction from doing. Esme, what's the biggest thing that you see that has evolved in radio over the past few years? That is a good question. I'd have to draw a larger picture and talk about the evolution of media in general and then come real specific to radio. So I think anyone knows, the evolution of digital, the internet changed everything about the way that we consume information. So all of my journalism colleagues in print and broadcast, et cetera, have all had to evolve to learn how to embrace that digital mode of conveying information. In the end, good journalists are not only do we, we don't just report facts, we are storytellers. And so learning how to do that effectively through multiple channels. It's not enough for a radio host to talk on the radio anymore.  You have to be able to get on social media and talk live like this. You have to be able to do your own PR and represent a brand, because branding is so much of what happens in social media as well as all the other channels. You have to understand promotions and marketing. So there are so many ways and you have to be able to write because they expect you to blog, they expect you to post. So you have to be, I think anybody who is in media these days, whether your primary job is radio or TV or print or digital, you really are what we call an MMJ. And an MMJ is a multimedia journalist. You have to be ready and able to do any of those things, move in any of those types, those genres of media to get your story across, to get the facts across. I think that is one of the major ways that it's evolved. The other thing that I think about is that I think media in general, unfortunately over the past four years or so, unfortunately has been under attack. And with the evolution of the internet as well, one of the problems is that, God bless, I love that the internet makes storytelling and fact communication more accessible. Anybody can jump on the internet. Anybody can tell a message, tell a story, shoot a video, et cetera. What's missing and what's unfortunately been under attack in recent years is trained, curated, reliable, fact-based journalism. There is a need for that still. Yes, we need bloggers. Yes, we need citizen journalists, but we also need trained journalists to be able to help the public discern fact from fiction, investigate problems, tell the stories of things that are good things that are happening in the community. And that responsibility falls on journalists in every genre, whether you are in radio, TV, digital, broadcast, whatever it is. So that's another challenge that we've had to face. That's another way that has changed over the years. And so I think there's an extra level of scrutiny with journalists these days. That's a good thing. That's a good thing. That lights a fire under our qualities to make sure that we are reporting the facts accurately and fairly. As me, I got to say I had a great time talking with you and hearing your insights. And I just really want to thank you for taking time to join me on the show today. Oh, it's been an honor to see it has been an honor. And I hope if nothing else, I hope your viewers take away that, you know, that they can whatever the adversity, you can rise above it, you can be buoyant, you can be resilient, find your voice, find your purpose. And that's going to carry you through. Holy agree. Thank you, Esme. And thank you for watching Beyond the Lines on Think Tech Hawaii. For more information, please visit RustyKamori.com and my books are available on Amazon and Barnes and Noble. I hope that Esme and I will inspire you to create your own superior culture of excellence and to find your greatness and help others find theirs. Aloha.


Alright thanks for staying with us now. In the past two decades have witnessed an impressive rise in women's political representation around the world with a global average in the share of women in national parliament doubling during that time and all regions making substantial progress towards the goal of 30% women's representation in decision making. However, the lack of progress with the women's political representation in Nigeria is surprising rather considering that the women's role in countries, social, economic and cultural landscape appears to be increasing and it is expected that the increasing role of women in the society will translate to greater inclusion of women in the political process. The recently released ministerial list continues, the ministerial list rather continues to represent the under-representation as only seven women made the cut of the 28 nominees by the president Bola Ahmed Timbuk. So today we're asking is in respect to this representation in the ministerial list, what impact would it have on governance? Now please let's hear what you have to say. Remember you can join the conversation, send us an SMS over to the rate 1803-4663, you can also tweet at us at Weishuafqa1 with the hashtag Weishuafqa1. Let me come to you Diola then I'll come back and bring in our guest. What do you think this impact will look like? Well, I mean, more a bridge between the disparities, you know, with the gender in terms of more men in politics and all that. Again, an increase in women-centric issues, you know, maybe a more a more deepened way of policy making, you know, considering that you have a larger pool of talents to explore. Women make up over maybe half the population in Nigeria. Having a very few minority, you know, represented in the government is really, but in fact, that's I was researching and I saw something interesting that no precedent. So apparently there is a there is a national agenda or a national national action. Do you talk about the national affirmative action? Yeah, exactly. And no precedent has ever met that. You know, it's always been six or seven, 20%, 30%. So I'm asking, I mean, is precedent in light of his manifesto, you know, that said he's going to make sure that at least 35% release the full list yet? Well, I mean, again, you have to understand that there is a whole lot of public opinion riding on this. This is a time when you have to really, really, you know, let people believe in the kind of government that you're trying to create. So people are mostly always very interested in the first things that happen after that you've lost them. So everybody is now is like, We are watching.  Mufiliad Fijabi is a gender and development specialist and is currently the CEO of Nigeria Women Trust Funds and Director of Sustainable Gender Action Initiative, who has worked as a passionate woman, woman or women's human right activists over the two decades, right? Over the last two decades, she has experienced, she has experienced rather in communications, women's leadership and political participation, resource mobilization, policy development and advocacy, as well as inclusion of vulnerable groups, which are women, youth and persons with disabilities in development and the democratic processes. She has joined us by a phone this evening. Thank you so much for joining us, Mufiliad. Thank you very much for having me. Good evening. Apologies for the network glitch. Would have loved to see your face. All right, so quickly, I mean, we are like racing for time here right now, because when we start the conversation, it just runs very quickly. But tell us, when the ministerial list came out again, what was your first observation, especially as regards to the representation of women on that list? You know, was it a good thing for you? Or was it something you say? Oh, no, no, no, I expected more. Okay, for me, to have even seen and heard that women are on the list, I was quite happy and impressed. And then afterwards, I started looking out for the numbers. And when I saw that it's just seven out of 28, that's about 25%. That does not mean the minimum standard that the country has adopted, which is 35%. The adoption of 35% by Nigeria as a country is a minimum benchmark. And one would expect that the president in this appointment would meet up to that minimum benchmark. We want this particular government to actually beat all bookmakers, beats past governments by ensuring that the appointment, because I understand that there are still many more to come, that it reflects that minimum benchmark of 35%. If you look at the regional documents and some of the international commitments that Nigeria as a country has made, the benchmark for the convention, the elimination of all forms of discrimination against women at the Beijing platform is actually 30%. But Nigeria chose to have 35, which is commendable. And this is also founded in the Nigeria's national agenda policy. And also very remarkable well spoken by federal high courts in Abuja. The 35% has also become something that a court of law has upheld for Nigerian women and for the government to implement. So we're not asking for 35% because that's what we so much desire as women, but it's what Nigeria as a country desires. But the political will to make it happen should be taken very seriously. Nigeria women should be compensated and commanded by ensuring that whatever list comes out, the total percentage must reflect a minimum of 35% affirmative action for women. It's not about the percentage, but about the need to be in tune with what is happening globally in terms of governance and inclusion.  And as such, the governance should be one that is inclusive, that encourages the participation of both men and women from an informed perspective. Thank you. I just want to build on what you've just said about inclusion. And even the 35%, we're currently struggling because I think National Assembly now, I think it's about 17% there about. But I want to ask about the factors. Of course, generally there are gender issues for women, right? Right across board, whether it's in corporate, that gender issue does exist. But when it comes to politics, I'd like to hear your thoughts around potential barriers for women. So we've heard stories around perhaps the violence in politics, different issues that may perhaps prevent women from wanting to go into politics. So I'd love to hear your thoughts around those barriers that prevent women today from playing in the political space. Okay. When you talk about barriers to women's leadership, there are quite a number of them. And one that I always speak about is the one of culturally justified barriers to women's political leadership, which means that we still live in a country that is fully not so receptive to women's leadership. So, and if you notice, since the return of Nigeria to democratic practice in 1999, there has been an increase in the interest of women to participate actively in the governance of Nigeria. So, but as we continue to record increase in women's political participation and active involvement, you know, in governance, the percentage and the level of women emerging as representatives, elected representatives, as unfortunately continue to draw. Well, we should have been able to have a strong support in terms of having women appointed into political positions, but that's not the case. So there's a contradiction between the level of women's participation and show of interest. And the number that eventually emerges as elected representative, and as appointees of governments who can play critical roles in governance. So this tells us that in spite of the interests of women, we need a complete reorientation around the importance of women's leadership, both from the religious and the cultural perspective. Women's participation in leadership should be a welcome development because without the two wings, you know, the country cannot supply sufficiently well and cannot deliver sufficiently well as well in its development efforts. And then to that factor is the one of the unlabeled and unequal playing field. Most times political participation revolves around political parties. Political parties today still very much patriarchal. The support given to facilitate women's representation is still not very balanced. And it also goes with a lot of bureaucracy and godfatherism, as well as political bottlenecks, which men also experience, but not as much as women. And if you look at our trajectory, political wise, women's involvement in political parties have always been limited by the factor of patriarchy, which means the notion of male control. For as long as we continue to deal with patriarchy and combine with the unequal playing field, it will continue to impact on women's imagines and selected representatives. And this calls for a lot of attention. Also associated with that is the issue of finance, especially as resources required for mobilization in political participation. Oftentimes, women don't have the necessary work in terms of resources to fast track their constituency building in terms of logistics and to enhance their ability to mobilize their constituency to understand their manifesto and understand their political ideals. Women are still very much far behind. And most of these points also mentioned the role of the media. The media derives a lot of pleasure in giving visibility to male political candidates, unless for female candidates. There are lots of factors that have been matched that have shown that while women are still very much behind in the way the media covers their efforts around political participation, the men have gone far ahead. And there are so many more factors to talk about, but I'll stop here for now. I was going to just say to you that regarding media, women who have a huge, they have a huge part to play in that because I know so many women that were running for political offices that we kept on sending invitations to come and talk. It was difficult for you to get them on the show, but if you send them an invite to their male counterpart, it's already in the studio having that conversation. So you really can't really blame the media. But let's take a break, right? When we come back from that break, I believe Diola has a question. Then I have a follow-up question for you. Stay with us. We'll be right back. All right, thanks for staying with us. Now, if you're just in, we're discussing this women's representation, right? Especially with the ministerial list and the impact it will have on governance now. And we have with us Mufouliat Fijabi. Now, please let's hear what you have to say. Remember, you can join the conversation. Send us an SMS or WhatsApp to the red one, 803-4663. You can also tweet at us at weishoafqa1 with the hashtag weisho. All right, Diola, you have a question, right? Oh, yes. I wanted to take us back to leadership, women's leadership. But this time around them, leadership capacities of women. So I'm going to ask our guests. I mean, in your expert opinion, what do you think are the unique perspectives in terms of leadership that women can bring into governance and politics? What capacities do they have and how much can they take governance further in the scheme of things? First and foremost, I'm going to say that women are naturally focused persons. They don't take things for granted. If they have a tax ahead of them, their strength and ability to focus and achieve success is uncomparable. And if you talk about the strengths in their S-parties and experience, you cannot also bring that down because women, especially Nigerian women, we have a lot of strength in the S-parties that we build for ourselves. And that's why you've seen several Nigerian women performing excellently well in their chosen fields, both nationally and internationally. And of course, in terms of remaining consistent and resilient, women are resilient. In spite of challenges, they forge ahead to overcome challenges and to create new parts for success.  So if you look at women, career women, women who show interest in politics, even in the informal sectors, women demonstrate a lot of skills. The communication skills, the listening skills, the ability to mobilize and the ability to remain focused is not something one can push aside. So the non-imagines of women as selected representatives is not because women are not qualified. It's because of the landscape that we exist and thrive on, which as earlier discussed, is unbalanced and is not equal, not sufficient enough and supportive enough to have women come out to attain these goals and contribute their own quota to the development of the country. So women remain good experts, good and resourceful persons who can make change happen as the need arises. Okay. So I want to ask a question around this, 35 percent, what do they call the word now? Affirmative action. Is this a token or it's actually supposed to be our right, you know, for us to take you know what, because most times when I hear people talk about this, 35 percent, it seems like it is big, big, we have to go and beg them to make sure that they, they, what's it called, they implement that 35 percent. So that's what I'm asking, I want to have some clarity. Is this a token or is something that is meant to be by law? It's supposed to happen. And if so, if it is the latter, right, what is supposed to be the actions that we are supposed to be taking right now when we don't see those representations with the political appointments or whatever it is that we're seeking for in terms of leadership and governance. So can I just add to that as well, because last year remember the base, the gender bills, there was one there that sought to increase the quota of seats to 20 percent, not even 35, and I don't believe that was passed. So I don't want to add that there, maybe in the context of that, to say, is it just a nice number? The whole direction behind it. So let's, let's know what we are fighting. Okay. Actually, the fact that there's an affirmative action is a recognition of the fact that the process has not been balanced. There has been a gap. There's need to make some deliberate efforts to close the gap that exists. I want to talk about affirmative action where it's on the side of the women now so that the gap in gender balance can be closed. Who knows, it may be the men who may be asking for affirmative action the next time, but the affirmative action as adopted by Nigeria based on the National Gender Policy of 2006 is one that speaks to affirmative action for either men or women, you know, depending on whether it's men or women that are being affected. So, but in this case, as we speak today, the women are more affected than the ones that are not being included in the governance process. And that's why that policy speaks very strongly about the need to attain minimum of 35. 35 is the minimum, you know, to drive the process and to also ensure that the gender balance. So if we do not see this at the same time, go ahead. Most times, the successive governments, you know, have not, have never reached 35% for women in appointive positions, which, which is what the policies stipulate. And that's why a group of organizations led by the Nigeria Women's Trust Fund after the 2019 election went to court. And on the 6th of April, 2022, the Federal Eye Court, Abuja, delivered a very strong judgment compelling any government of the country of Nigeria to obey that minimum of 35% affirmative action. So actually, legally, if the government is not obeying that, it's a contempt of court. And of course, Nigerians, Nigerian women should actually rise up to that occasion in order to seek and demand for their rights. So the national agenda policy is actually now being backed up by court ejection, especially for appointive positions. This is different from elective positions. The one that you referenced at the National Assembly last year during the 9th Assembly, that one speaks to additional seats for women in elective positions. But fortunately, that bill didn't sell through. We're hoping that the 10th Assembly would also take it up from there and do the needful. The interesting thing about that particular bill for additional seats is that it was actually co-sponsored by both honorable male and female at the 9th Assembly. So it's not the case of only women seeking for the passage of that bill. I was just going to say that, you know, if you look at the political scene, the people that vote more are women. So I'm not even going to disturb my head around the elective positions, right? Because those ones, we need to just really tell ourselves that if I see a woman on a ballot box paper next time, I will vote for a woman regardless, right? If we start to consciously make those decisions, maybe we'll see some switch when it comes to women in elective positions, right? But for this one, I'm glad you have said it that it's actually something that we can take to court if it is not met. So I mean, in moving forward, right, do we really need to consider competence? Because again, when the issue around women selections or whatever happens, people always throw around this story of is she competent and all of that. But I mean, you never hear them say that about men. So do we still need to play the card of competence when selecting those women? Or, you know, as long as it's a woman, it will suffice in your opinion? For me, a combination of quantity and quality is what works perfectly well. And what I mean by quality is that, of course, women have the expertise. The seven women that have made that list now, if you look at their background, they are very strong women who have demonstrated leadership and expertise in their various fields. And some of them actually serve in the government. That's why we argue with you that that is a political appointment because it doesn't look like some of them.  Let me read. It seems like it seems like this is like political. They worked hard. So let us. Whether it is political or not, you cannot say that those women do not have competency.  So you cannot say those women don't have reasonable level of competence to serve in those positions. Some of them actually qualify better than some of the men on that list as well. So most times they bring women's expertise down by saying that are they competent? They are not competent, you know. So competency is important. But when we talk about competency and leadership, the level of women's competency is not something to be thrown away because they don't throw the same card to men to start wearing their competency. You know, I would say, I mean, select them first. Either not do it, don't worry. There are more women to replace them. Give them the position. Because once they are not competent, you can even push back because they have their own pedicure as well. They are not women, you can push back. Absolutely. Because they have the way with them, they also demonstrate their competence. Absolutely, absolutely. Even if they don't, they must just elect them first. Go ahead. Okay. So we have a comment here from Daniel Ello. He says, good evening, my dear beautiful sisters of ways, women representation in the ministerial list and the impact on governance. I am a fan and supporter of women occupying offices in government because I believe they can bring a change that women fail to bring. Your guest made mention of women's participation in government, which is a welcome development that should not be ignored. I also believe in the saying that what a man can do, a woman can do better. Seven positions out of 28 is not bad, but could be better. I really thank God that women were considered for positions in office. It gives me so much joy. Finally, I believe that women can and will create an impact in government for the better without any shadow of a doubt. And he says, welcome back to me. Thank you, Daniel. Thank you, Daniel Ello. I mean, so if you had one final comment to say, Mufiliat, what would that be in a second? Well, with your own governance that is inclusive to have a very strong democratic process in our country, Nigeria. Thank you. Thank you so much. Really, really lovely to have had you on the show today. We hope to have you physically very soon. Thank you, Uti. Thank you, Dheola. Thank you. In case they are looking for ministerial appointees, we have competent people here. We don't lack competence. We have plenty of placements. They shall be putting us on that list. Well, please, Presidente Bola Metinubu, we are begging you. We want to see 35 percent. So this new list that is coming out, let's have more women on that list, please. It's very important. We have tried. We can make a difference. We've tried men all these years. What did they do? But even if you look at the women that have gone past, they have made a difference. Of course. So just, please, give us, you know, it is way. Okay. Before we go, I'm sure you follow us across all our social media handles so that way, sure, Africa, you can interact with us further, drop a comment. More importantly, follow all our engagement online. Like, share, invite your families and friends to watch and follow the conversation. And if you missed our quote for today, let me fish that out. So it says, where's my quote? Women have always had to be creative about making limited resources work to sustain themselves and their families. They understand what it means to make the hard decisions and to just get on with it. That is why it is imperative for women not just to be the ones dusting off the table, but crafting its leg for our world to stand on. This is a very powerful quote. Very powerful quote. We actually have built this. Imagine if we had more women since. What are the users way? Women are doing well. We'll see you guys tomorrow at 8 p.m. As we bring another great conversation to your screen. Ciao.


For Launch Complex 39 at the Kennedy Space Center in Florida, this is Shuttle Launch Control at T-minus 3 hours and holding. We are now in the final 5 hours of the countdown for the launch of Space Shuttle Endeavour on a NASA-sponsored microgravity research flight. The countdown is being controlled from Firing Room 1 at the Launch Control Center, and we are on schedule for a lift off at 6.30 a.m. eastern time this morning. This is the 11th flight for Endeavour and the 77th mission of the Space Shuttle program since launches began in April 1981, 14 years ago, and the 52nd since return to flight in 1988. This STS-77 mission has a planned duration of 10 days, 0 hours, 37 minutes, if all goes as planned, with the landing expected to occur at Kennedy Space Center on the morning of May 29th at approximately 7.07 a.m. eastern time, assuming an on-time launch today. The 5 member flight crew of Endeavour are being awakened at this time at the astronaut quarters, and in approximately a half hour they will be entering the dining room for breakfast, after which they will have a weather briefing and receive a status on the countdown activity. They will then go to the suit up room and don their launch and entry suits, and at 3.10 a.m. they will depart the crew quarters for the 20 minute ride out to Launch Pad 39B at the edge of the Atlantic Ocean. Weather wise, we continue to have very favorable conditions for a launch today, just a 10% chance of not meeting our launch weather criteria due primarily to the slight chance of an offshore shower out in the ocean moving onshore around the Cape vicinity, but with the 2.5 hour launch window there is ample time to wait for a shower to pass. And here are all 6 of our STS-77 crew members ready for breakfast and our traditional cake on the table at the end mission specialist Dan Birch, our flight engineer on this mission. Kurt Brown, our pilot on this flight. We'll be busy with numerous rendezvous activities along with our commander, John Casper, making his fourth flight into space today. Mission Specialist Mario Runko making his third trip into space. Mission Specialist preview was seen in 1991 and 1993. And Andy Thomas from Australia, our payload commander during the flight from Australia and Canadian mission specialist Mark Garneau. This is shuttle launch control at T-minus 3 hours and holding where we're in the suit up room now with the astronauts. We just saw our commander, John Casper. And here is pilot Kurt Brown. And here is mission specialist Andy Thomas, our commander once again, John Casper. And here is Dan Birch making his third flight. He flew previously on STS-51 in 1993 and STS-68 in 1994. Here is Canadian mission specialist Mark Garneau. He'll be doing a number of microgravity research experiments, particularly with the Aquatic Research Facility. And here is Mario Runko making his third trip into space. He was on STS-44 in 1991 and STS-54 in 1993.  Third floor of the operations and checkout building located in the KSC industrial area. Director of Flight Crew Operations Dave Leesma is with him. Bob Cabana will be flying the weather reconnaissance this morning. This is shuttle launch control at T-minus 2 hours and 41 minutes and 52 seconds and counting where we've just seen the STS-77 astronauts come off the elevator on the fixed service structure. And they will be walking across the orbiter access arm to board endeavor. Mission specialist and Canadian astronaut Mark Garneau in the picture now making his second trip into space. Here in the firing room we're getting ready now for the final pre-flight alignment of the inertial measurement units on board endeavor. Copy that. And endeavor. Zeus, you and your band have a great mission and we'll see you back in nine days. Tim, we thank you for all the great work your folks have done and we're ready to go flying. And NTD, you're cleared to launch. PRT in alert. TDR-OCC reconfigure unit. TDR in alert. And we're now activating the firing chain on the solid rocket booster and external tank rain safety system. Yeah, let's just go for orbiter access arm, we start. Firing chain is armed. Sound suppression water system is activated. Rain safety command systems are armed. P-minus 10, 9, 8, 7. Ignition sequence start. 5, 4, 3, 2, 1, 0. And liftoff of the space shuttle endeavor to develop the practical and the beneficial aspects of space. Roger roll, endeavor. Houston now controlling endeavors underway on its 11th trip to space. Currently rolling on course for an east-northeast trajectory away from the Kennedy Space Center toward a 39 degree inclination, 153 nautical mile altitude orbit. Endeavour already traveling 430 miles per hour. Altitude two miles. Three engines on board endeavor have now throttled back to two-thirds throttle to prepare the spacecraft to pass through the area of maximum air pressure and go supersonic. Endeavour speed now 700 miles per hour. Altitude four and a half miles. Two and a half miles east-northeast of the Kennedy Space Center. Endeavour, go with throttle up.  Three engines on endeavor now back at full throttle. Altitude 10 miles. Endeavour traveling 1,400 miles per hour. Eight miles east-northeast of the Kennedy Space Center. One and a half minutes since launch. Endeavour's already used more than two and a quarter million pounds of propellant. The spacecraft weighs less than half of what it did at liftoff. One minute 50 seconds since liftoff. Endeavour now traveling 2,700 miles per hour. Altitude 24 miles. 24 miles downrange from the Kennedy Space Center. Flight control is standing by for burnout in Jettison of the Twin Solid Rockets. So as you land clear, what a ride. Sounds good, Endeavour, and we're right there with you. Are you getting our downlink? Yes, we have good TV on the midday. South a little resistance. I thought it was the septum that I was going through, but you can see what happened. I don't know if I'm too close right now. Can you tell me to back up or not? In this view, the Kennedy Space Center is the shuttle landing facility runway. Visible as the long mark there on Cape Canaveral. Endeavour currently at an altitude of 176 statute miles.


Hey everyone, I'm Verma and we are a team of four people which comprises of our PN. Sorry, I always get confused with his name, Sando. And then there's this PN technically who, you know, actually took us to less than our project this way. What are the technical decisions that we should take? So he actually let that and there is a PN who is a very serious there and then yes, at the end I was the most talkative one. So I don't have a mind to our PN to, you know, give more details about what actually it has. So here you go. Thank you. Good evening everyone. Very good evening. So we all think that getting wearable technologies and more gadgets in our pockets make us more connected. And every developer focus is bringing applications which lead us more directly to the world and more directly to people. But what happens literally is we are getting more far distant away from the person who is leaving. I mean, we do this in the war. We watch it on mobile phones and speaking with them. But these are wearable technologies and they're going to have an innovation side of them. Why don't they have a disconnect from the technology? So are able to use technology to make a disconnect for the humans to actually be more humans and to more socialize. So that's our key point here. Our innovation is to use this wonderful Sony SmartWatch 2 to just bring that real socializing stuff which is going to be perfect. So that is my key idea for that. I'm going to give the controls to our team member, so she'll explain. Think of it like you're going to attend a meeting. You know, you have your cell phone and it's vibrating.  But it's fine, what you feel is there should have been just one click using which icon has just shut off the rest of the world and concentrate on what I actually want to do.  You can set a timer to it and put your phone shutdown on. You can always just find your shutdown most like, you know, or you can identify calls from your same mom or your dad, but not from a girlfriend or a baby. Yeah, so you didn't want my test to end. What is more constructive for you? What do you think will be more productive in terms of using this app? So let's have a quick demo of this and then we'll come back to what are the new cases. So this is the app that's connected. So a basic idea is that if I want to disconnect yourself from the technology, call the limited period of time, or you want to change the profile of your mobile phone, so say suppose you're in the meeting and you want that thing, and you don't want to call the service and stuff like that. So this is the cell phone. So in this you receive all the SMS and all the calls and stuff. So if you're running around in the house, if you're in the office and you have put the cell phone somewhere else, so you can directly just open it. Yeah, and then you need this to disconnect. And here are certain profiles that you have created.  The call is not on and the ADO also goes off. So this is how it functions. So for, say, we have kept a minimum time of at least nine seconds, the timing. So after one, seven seconds, this thing is again going to come back up. You will be able to receive calls and stuff. So if you're setting, you receive all the profiles. Now who wants to add a new profile? It's just going to click and a new profile with a name. And then you can say whatever features that you want. So allow SMS, allow Wi-Fi, allow data. And if you want, you can actually set the time limit or the duration for this, this profile is going to be, and you're going to inform through your smartwatch. So right now, for the general purpose, we have kept it in seconds. So just click on this and you will be able to create a profile.  And since I saved it 20 seconds, so this is going to just make a phone for 20 seconds. And then after that, you want to come back again. Now, if you want to complete this task and you say, can you come back again, then you can do your determination of the task that you want to do in terms of possibility. So this is the average rating of you of how well and how much you are determined to complete that task. So this is disconnecting. Evaluating has it, judging has it. How much, how am I performing? How much determined I am towards my work. So if my app is with anything like, you know, you are 86% determined towards your work.  You are productive at that time and time. Yes, so that's how it is going to be evaluated. Actually, you know, after sometimes we can go ahead and report to speeches like when somebody, your friend is calling you viewing your disconnect and he gets a Google advertisement kind of stuff. But this is the basic requirement that needs to be out of the smartwatch.