Hi, everyone. Welcome to today's Transformation Talk with Brightline. Every month we at Brightline strive to bring you face to face with a senior executive and thought leader to discuss transformation, to discuss leadership, and basically to make sure that we are discussing the latest and greatest in this field. Today, I am Yavnika and I bring to you Auti Watt, who is the chief, who has been the chief operating officer at ING and also a senior executive at BT. And he has 25 years of experience with the transformation and making changes at an organization level. So we are extremely pleased to have you, An, Auti and thanks to everyone who's joined in today from all over the globe. So let's get started, Auti. So when we are discussing about leadership and transformation, the first aspect is what is a good leader, right? And what's a good organization? And you see some challenges there, right? You see disengagement, you see a distrust, right? Of the authority, right? Of leadership itself. So yeah, like the floor is yours. Like feel free to recap it for our audience who's joined in. Okay. And apologies for the technical difficulties. It seems even two years into the pandemic, we haven't still sorted out all the networking challenges. So apologies. And thank you very much for all the listeners who chipped in and gave us some feedback. So I will briefly recap for the purpose of probably cutting out the first 15 minutes. So when we look at good organizations, as I mentioned, I find it sometimes easier to look at bad organizations these days, because a lot of the statistics that we are finding in kind of daily news and surveys are pointing towards the fact that something isn't quite working. And I'm always looking at two levels of statistics. One, our businesses as an economy, as a totality, what impact are we having? And secondly, inside our single organizations, what is going on? And at the first level, the most striking statistics is really that now more than 50% of global citizens believe that our capitalistic system is doing more harm than good. And behind that, 90% believe that actually the system doesn't fully benefit employers and other stakeholders beyond shareholders. That said, more than 70% of people want organizations to do good things inside society. But more than again, 50% of people that believe that managers are not entirely honest and actually are failing to pursue those greater aims of organizations. So at a societal level, the picture isn't pretty. Then if we turn inside the organization, as you already mentioned, I think most people are familiar with the engagement statistics. So some believe that more than $7 trillion a year wasted because employees are not engaged. But if you go a little bit further, it's very interesting to see, even within and outside the pandemic, what is now happening. Some statistics say that in the UK, more than 70% of people feel burnout. In Germany, it's even 80%. Jeff Pfeffer is suggesting that burnout is the number one, it's the fifth leading cause of death in the United States. And I've seen some statistics where still more than 50% of jobs are not perceived to be meaningful and offer development opportunities for people. And then that context, the most recent studies show this YOLO wave coming. And I found that surprising. So YOLO as in you only live once and more than 35% of people saying after this pandemic, I really need to do more with my life and my work and they're starting to look for new jobs. And I'm actually talking to people every day and they're confirming this trend that it's for some of the sectors very difficult to find employees. So I think we need to ask ourselves that question. So what is good work? What is a good organization? And this is where I think I cut out. So I was doing a little research and what you find is that work, the meaning of work has significantly changed during the last centuries. In the ancient days, manual works specifically was perceived as being something that shouldn't be done. So only the lower classes would have engaged in manual work. Then in the middle ages with the Benedictine monks and this prayer and work ethic, people started to perceive work as a means to self express, develop their own characters and do what God would want us to do to express the beauty of the world, so to speak. And then with the reformation and the Protestant work ethic coming in, work was even more upgraded. So work was becoming a means to display that you were a good person and not being, being idle became a sin. And then our current capitalistic system, it's on the other extreme. So from being almost not tolerated to becoming the identity of what we are. More than 70% of adult people today believe that their identity is their job. And in our current system, it's not that the work is there for us to self develop, but we are there to feed the machine, so to speak. And I think this is very important. And I came across a book by Manfred Kitts, the reason why he said meaning in life and work is the difference between making a living and making a life. So it's really trying to balance the needs to maintain ourselves and pay the bills, but at the same time, using those activities that we're carrying out at work for something that is more than just a job, so to speak. And this is really what got me thinking and is part of this project that we have embarked on together with a colleague from the University of St. Gallen to say, okay, if that is true, so work needs to serve life. How does that work? And at the end of the day, I'm quite convinced that organizations can become engines for aliveness, so to speak, at three different levels. One, in the way that they act inside the economy, inside the ecosystem. Two, in the way that they create almost a mini society, so a container for the individuals, the employees and communities that are impacted by organizations to create something together. And thirdly, as a breeding ground to enable the flourishing of the individual. And I think this then becomes a completely different viewpoint of an organization as a means to yes, do an activity that hopefully is productive and efficient, but at the same time is enabling this greater energy inside the system and this aliveness that is being expressed through essentially relationships within and beyond the organizational system. I think this is really where kind of we're starting to see organization with the different payoff eyes almost from this maximizing machine towards kind of a living body, which is energetic and is trying to make sure that we all contribute to something greater. Right. So, so, what you said is that you do see and you do observe that people are now getting more conscious about like, what is their purpose, right? And balancing that with like making a living or stay on an organizational level, making a profit. So, my question is how do leaders, you know, how should good leaders, right? How should they balance the dual purpose of being good and being profitable? Because it is sort of important to make profits to be sustainable, right? I mean, there are, as we see the limitation of the capitalistic world, but then how do you move beyond the expectation that, you know, profit? And that's it. Like, how do you solve the dilemma, right? From a leader's perspective. Very good question. And I'll go a step towards the organization again and then take your point on the leader. So, I think this balancing profit and purpose, which we are hearing everywhere, I think it's quite dangerous because I don't think that is really what we need. And I explain why. So, firstly, what is profit? Profit is the difference between revenue and cost, right? So, it's an every employee inside the system, every supplier and every customer is part of either revenue or cost. So, profit is uniquely to repay the shareholders, right? So, and of course, the idea is that the shareholders are the owners and they put the risk and therefore we have to repay them. But I think in a society or an economy where more than 80% of what is on the balance sheet is immaterial. And it's where funding is certainly in most cases, not the most problematic impact or let's say, ingredients to create creativity and value. I think this notion that we should focus all our activities on profit creation is rather something that we need to really look at. And I also don't believe that the shareholders are the owners arguably in an age where many of the shareholders are just investors who don't have any direct interest or understanding of what the organization does. We have now a great distance between shareholders and managers and employees, right? So, that arguably that idea that we need to be careful that managers don't abuse the money of the shareholders is actually opposite, right? The shareholders probably might abuse the organization if we're not careful to do things that uniquely are there to optimize short-term profits. So, I think also one, the notion of profit is probably not the best measure for value. And secondly, maximizing profit certainly is not what I believe needs to happen. Fair profit is probably something that we need to invest in. So, what is a fair profit? Rather than maximizing it, what is a good and appropriate repayment of all the different stakeholders who put their funding into the firm? But I think what this points to is that certainly an organization is created by public fiat, right? So, only because the state has some rules that can say now five people come together or so and you have an organization and it's a body in itself. Only by the public kind of laws is that possible. And I think with that comes the responsibility to say actually whatever organizations do, they need to sustain the society that allows us to create them. And therefore rather than balancing profit and purpose, I think it's about anchoring every activity that the organization does in a wider support for a good society and the commons, so the good life of all. And that is different to balancing. It's kind of saying the ultimate primate is to create a good life for all the citizens. Within that context, I have to be efficient and I have to repay people who give me capital, right? So, and I think that requires a change of the way that organizations are set up. We have B Corp movements. We have public benefit companies in the US. So, we have different legal vehicles. But I would suggest we need both for the governance accountability of boards as much as the way that we are actually creating organizations, different legal constraints for that. And the second point is again in order to be like a mini society. So, to enable employees and other stakeholders to flourish together, we need to create almost a container where people acknowledge certain norms and the interdependency that they have within each other and work towards that. So, being an employer is not only about having freedom to choose and participate, but it's also about acknowledging that there is a need to co-elevate, to all become better together by being in touch with each other. And that requires cultures that I think nurturing this. And that then becomes the question of the leader. So, how does a leader in this organization becoming a quite different animal, so to speak? How can they act appropriately? And here I think my first suggestion is always that leadership, even in the 25 years that I've been trying to become a better leader, has become a lot more difficult. Doing command and control in an organization that doesn't need to change every day is relatively, I mean, it's never simple, but it's easier, so to speak. Becoming a leader today, we're on the one hand, we have external complexity by faster changes, technology, regulation, customer requirements, continuously demanding our attention. And by the same token, having also this ambition to do things differently internally, I think leaders have to upgrade their skill sets. And it's quite funny that in the last 30 years, and Gary Hamill says this all the time, management science has not really moved. But we're still in business schools teaching very much the same stuff that I was being taught when I was doing my undergrad and then my MBA. And so, we haven't moved a lot. And I think free things are especially striking. So, the first is leaders, whether they like it or not, have to become politicians. And frankly, managerial activity has always been political. We have always been trying to stay away from politics, but being in an organizational compound is always political in its very nature. And now, I think, as we heard, 70% of people expect CEOs to play a role in wider politics. So, I would say philosophy and ethics seminars for leaders being able to play in that space. Secondly, in order to craft better organizations that are delivering this aliveness and the connectivity amongst people requires leaders to become, I always say like acupuncturists, they have to be able to sense complex adaptive complex developmental systems and understand not to intervene with the symptoms, but look at the under what is causing the patterns in organizations to occur. And how to create these flourishing, psychologically safe, embracing and kind of solidaristic systems that can nurture life in a way that it should. And finally, and most importantly, maybe, I think leaders have to let go of leadership. Ultimately, leadership has to become a capability that is shared throughout the organizational system. It's not one person. It's not a kind of whatever argued series of character traits or long lists of requirements and behaviors. It is the personal maturity to not lead with authority. Just stepping back from that command and control leadership style, so to speak, and becoming part of a nurturing, mutualistic system. And I think that requires a lot of courage and that requires also a lot of discipline to not step in and take away control and to constantly be able to use your own self as almost an antenna, a radio antenna to understand what's going on inside the system to capture this transference of what is happening around you. Right, right, Auti. So you mentioned, I mean, quite, I would say important statements, right? You said leaders are more like, say, you know, politicians or I would say like gardeners, you know, who are not like, you know, command and control now, they have to deal with a lot of complexity, given the structural changes, given what's happening outside amongst us, like that there is, there is more demands on the leader, right? So I see a related question and this is by Bertie. And he asks, like, so first of all, you discuss the role of companies, right? And that is profit making, right? And probably you hinted at job creation, right? What about wealth creators? And then in this system, how do you envisage the role of the government, right? So first of all, like, what is the role of the companies or the corporations? And then what is the role of the government in this kind of a system where, you know, it's much more political, it's much more contextual, it's much more, I would say, soft, right? Than, you know, just knowing technical skills, right? Or just knowing your stuff. I mean, and so one thing I want to say is that when I, I'm always say when I was young, I had all the answers. Now I'm old, I've got all the questions. So I think that I couldn't possibly pretend to have all the answers. But I certainly have reflected about some of these questions. And on the organizational side, as I said earlier, I think the organization has to become a responsible actor within a wider ecosystem and ecology. And I want to stress this ecosystem point, because kind of to a degree, philosophy as much as the economy have to suit the era, the environment that they face. And they're not just there kind of to adapt to it, but they're there to make it better. And in our day and age, an individual organization seldom can actually have positive impact on some of the big challenges of our days. And Colin Meyer once said that the purpose of our organization is to solve the planet's problems profitably. So in order to say, to solve something like global warming, at least at a sector level, different organizations have to come together. I would even say for leadership development and flourishing of the employees, different organizations should go together. Right? I was talking to an organization in oil and gas who faces extensive downtime during normal operations where people have less to do and are therefore kind of less busy, but also find it less exciting to be part of the company. So they're starting to create alliances with other organizations, even nonprofit, where employees can choose and kind of mix almost different experiences throughout their career development. And I find that is that is very interesting. So one becoming an actor within an ecosystem and taking accountability for the whole. And then from a political perspective, where of course I'm very little qualified to have an opinion, I would suggest there's two things. One, governments or public sector organizations are also organizations. So in that regard, I think they have to pursue the same kind of principles or work to the same principles as private sector organizations in regards to ultimately creating a society that is good. And then when it comes to the governmental kind of legislative activity, when it comes to laws and regulation, there I think certainly I believe creating too much regulation is problematic because it undermines the very sentiment that is at the basis of acting with virtue, acting with ethical accountability. And that is what I'm seeing in lots of organizations, right? Rather than trying to kind of not only do no harm but do good, people are becoming experts in compliance. So they do exactly what the minimum standards require. And by doing so, I think that there's someone who said managers are becoming morally mute. So they're withdrawn from the accountability to actually do their very best in supporting the ecosystem to just doing what is required by law. And that is a phenomenon that is I think very, very dangerous. So I don't care. I don't have a strong opinion whether regulation is good and bad or bad per se, but I think you cannot solve with rules and with laws what is the question of character. And I think, as Aristotle would say, we need to focus on the character building of modern organizations more even than on the culture building. So that's what I would say. And that aside, though, I do believe we need to probably have better disclosure requirements for organizations beyond profit. There are many initiatives like ESG and CSI and so on. I don't think we are at the optimum of what is there yet in order to make sure that we have the right level of requirements in regards to doing more than just financial returns. Right. And you talked about not doing the minimum. You talked about building character of the organization rather than focusing on the culture. And I think in the same line, Louisa has a comment and a question. So we have been talking about say upskilling of the workforce. And you're also talking about how do you upgrade the mindset of the leaders? And how do we make sure that they are also engaged and involved in the process of creating something, creating good relationships with their workforce, for example. So how do you tackle the, how do you start and where do you start? Like how do you make leaders aware that there is a new dawn, we have to step up and we have to be engaged leaders. How do you change that mindset and where do you begin? Again, a very, very good question and not one that is easy to answer. I think it was Louisa. Louisa, thank you very much. I think, so one, again, we need to in my mind enable organizations holistically and intentionally. So we should never just look at one piece of the puzzle. Skills might be one piece of the puzzle, but we shouldn't go to our old style talent management because as Dave Ulrich is always saying, the organizational capability is much more important than any individual that we can introduce. By the same token, however, having one asshole, so to speak, one wrong person can ruin a culture inside a wide kind of part of the organization. So I think there's a need to take a step back and go on the balcony and really look at, okay, how's the organizational system working? What are the symptoms? What are the causes and how can we intervene? Now, in that context, however, skill development, I would suggest, is not as important as what I call ego identity development. So if you look at what is called vertical leadership development, it resonates with some of the developmental psychology of the last century, where you see that people throughout their lifetime develop in stages. And I think really the important aspect of this is to combine the traditional, what I call horizontal skill development, so be that communication or presentation skills or anything like that. So or even technical skills with emotional intelligence. So all the ability to work with others and craft relationship inside the system, but ultimately also including an aspect of spiritual development or consciousness development, the ability to look at oneself as a leader inside the organization inside the system. And how am I interacting as a person through my being, through my acting, and therefore shaping the structures around me? And I think for me, this was the hardest, only when I became what is called a psycho dynamic coach. So someone who as an executive leadership coach is really starting to look at how am I as a person in the relation with the role that I have and how do I see the role vis-a-vis the other people in the system perceiving that role? And how does that role then play inside the wider organizational system? How are these links? And what does it all mean? Only when you have that ability to stay with the trouble in really looking at the emotional aspects of this and the relationships in a complex system, the relationships are almost more important than the nodes. And we need to be able to, as leaders, we need to be able to have that ability to step into the system in a very conscious fashion. So I would say vertically, development is tough. It needs to resonate with developmental psychology in terms of the ability to let go of your own conditioning and of the role that you have inherited inside a system and develop these abilities to look at yourself, look at the system and analyze it in a much more emotional and complete fashion than I think leaders are traditionally doing where we normally judge ourselves based on how good we are at executing or at the role and status we have in the system. So from VP to SVP to EVP and then we become a chief and then we must be good. Yeah, it's such a different aspect of looking at leadership and sort of unlearning. So it's really new for me how you give a different perspective to the aspect of how can leaders become more human instead of saying, okay, here is an organization. How do we change the structure? How do we change the culture? Like really sort of putting the onus on ourselves as leaders and seeing, okay, where do I need to unlearn and how am I connected to the enterprise or the organization because ultimately it is made of people. And so Alberto has a question in terms of organizations or people who are trying to search for meaning in their jobs. And he asks, do you think that ESG companies will have an advantage on attracting new employees looking for meaning in their work? So do you think there are certain kinds of companies maybe who are practicing ESG or CSR? Do you think they have an advantage over offering employees or offering their leadership greater meaning at work? Well, so I want to say two things because I'm a deep thinker, so to speak. So the first thing is I have my issues with ESG and CSR. So one is the details of those regulations. McKinney Zanini, who is a good friend and the author of Humanocracy, looked at ESG regulation in particular to find out how much of these people practices that we are talking about here is actually contained in ESG regulation. And based on his finding, the answer is very little. So you can and it's normally binary scoring. So kind of Amazon could score well on engagement practices as much as Southwest Airlines. And frankly, I think there's a big difference between the two. So I'm not so sure whether any of these free letter acronyms really make a company good. So that said, and I think it's the same with our CSR or SDG goals. Very often what we're still in the mindset of is kind of a deterministic linear sequential non-complex world where we can just create a big program. And here we are program managers. So we can create a big program, get resources behind it, plan milestones, KPIs and some sort of success indicators and then go after it. That's not how normally how behavioral change happens. So I would be warning against any of these if used as a method. You have to use them as a mindset and then they serve the purpose in that context. But you have to, I think again, step on the balcony and look at what am I doing? Who am I? And why am I here? What do I really desire? And how can I enable the organization to walk into the right direction? And this also goes with the notion of purpose. So in a traditional mindset, when you hear the word purpose, before you know it, you're creating mission statements, beautiful PowerPoints and yet again milestones to pursue. And I like what Meg Wheatley once suggested in terms of what real purpose is. And she said, real purpose means you're taking a step back. You're taking a deep breath. And then you ask yourself the question, what does the system? What does the constellation that I'm in require of me, call off me to contribute to its flourishing, to contribute and elevate its energy to a higher level? That's a completely different way to look at purpose, right? Rather kind of a new statement, which becomes just an objective to actually saying, let me become a vehicle, let me become a means to greater good. So I think we have to be careful with that. But that all sets. So if an organization is good by something that with the nice person who has asked the question, we could sit over a glass of wine and agree on, I absolutely do believe they will have an advantage. I mean, if you look at these yellow statistics, right, if 75, if 70% of people say they miss, they lack meaning in their current jobs, and 35% of them say, I will start looking for a new job after this pandemic. Well, I would say Mamma Mia, there should be companies who could offer them an advantage by being more connected to an important purpose than others. No, absolutely, Arti, they're such good questions. And I was thinking, actually, it's like, we see so many billionaires going into space, that maybe the point, that's their chance, right? And I'm thinking, well, there are so many problems, not there's anything wrong with that purpose. But I'm just saying, there are so many problems on planet Earth that we need to take care of and then step back and say, okay, how am I, as an individual, part of these, not only problems, but the solution. And then I look at my work and it is, there is such a big gap, I need to reduce the gap between what I think my purpose is and what exactly I'm doing. So I think these are really good questions that you presented in terms of shifting the mindset from saying, okay, how do I change the culture? Like, how do I change this person's behavior, right? Who's saying, how do I go back and start from myself and ask, like, what is the point, right? Like, really what you're saying. And what stance can I almost, what stance can I step into inside this system of connections, relationships, and so on to make a positive difference? Because I mean, our life is short, whether we like that or not, we can kind of rockets on the moons, we can do all these crazy things to avoid the final question, which is, what is the point of being here? And I think I happen to believe it's to make a small positive difference. And in that context, like you say, I think we, we should ask ourselves that question more often, we should go on to this balcony or look ourselves in the mirror a little bit more often, to make sure we're not missing a trick. We're becoming, and many people don't have the luxury to do that. So I think one aspect of the policy has to be to put everybody into a position where the basic needs are being catered for. So call that the basic income or so. I don't, I don't care, but I think we are rich enough as an organization. And I think it was Keynes who suggested by this time, in his wonderful, he wrote a little essay for the economy for my grandchildren. And he suggested that by 2030, we would only be working 15 hours a week. So I think we should be rich enough as a planet to give every child, every person the ability to have the minimum they need to not fear for their existence. And then above that, we should actually think more about how can we express that unique potential that is in us? How can we cherish life? And yes, we have, if we're in an organizational system, as you said, we have to be efficient, we're producing something. But even at that, right? So let's make sure we're not producing stuff that actually nobody should ever need. Let's make sure we're not producing stuff that is not creating harm to the economy or other people, or to the ecology or other people. Let's be a little bit more thoughtful in the way that we are, we are doing things. Because guess what, right? Just a massive material richness, riches is not going to save anyone.  Yeah, so I'm just thinking, what are the three top things that you would say to a leader who wants to begin? Like how do they start now? What after this presentation? What are the questions that you would request or say that everybody should ask themselves these three questions? I would love to know that. Three questions. So you're challenging me again, Javneka, on this call. So I think the first has to be like you suggested there. What is the purpose? And kind of almost do this in the good old style. I think Stephen Covey suggested, right? So kind of one candle, middle of a dark room, write your own eulogy. What would you want people to talk to? What would you want people to say when you're dead? So make it dramatic and think about, okay, what is the real purpose? Ask five times why, not just once, right? And figure out with and don't take any excuses that the world is big and you're small. That's fine. But that doesn't mean anything because you can make the world a better place in the relationships that you have. Right? So first thing, think about purpose and take the time and do it deeply. And I'm enjoying my executive sabbatical at the moment. I would almost say if you're a lead and have been in leadership roles for more than seven years, take a break and do it properly. Right? That's, I think, number one. I think the second is about look at the organization that you're in and think about within your remit, right? Within the things that you can influence because people often say, oh, I cannot influence the board or the things at the top. Okay, that's fine. Horizontally speaking, within your remit, think about what small things you can do and who you would need. Right? Keith Ferratzi always says, choose your team, not based on who your team is, but based on the objective, the purpose that you have. Find the players around you. Create that coalition and be a servant to that coalition to start to make things a little better around you. And again, I think how do you craft these organizations? We can look at structures. We want more self-management. There are lots of ideas out there, sociocracy, holacracy, rent and high. I'm a big fan of sociocracy, so learn about these things. But again, do it in a way that it's not you doing it, but you have to instill that knowledge and that ability to self-reflect inside the organization. Right?  I loved the ex CEO of Tupperware in a wonderful fireside chat with Rita McGrath. He showed to the audience that he had a little piece of paper that he always had with himself, with an acronym like three or four letters. And those were the virtues, the principles that he wanted to practice every day for every decision that he was making. Right? So what are your, what's your touchstone? What are your principles that you want to live up to when it gets difficult, right? When it gets heated, what are the things that you will stand up for and be courageous about as a leader? Maybe those things. So this one, maybe these are free things. So if the first one purpose, the second one, look at the organizational system, how can you serve that better? And who do you need around you to make it work? And thirdly, you as an individual, how can you become who you can be? And practice that. People are very often, I think, mistaken in terms of going on to endless retreats, meditating and yoga, classing themselves into thinking about who they are. I think we are a set of patterns, hence the way to change the way we interact is about creating new habits. And what are the principles? What are the virtues that you want to practice through decisions for actions? Be clear on those. Is it kindness? Is it love? Is it compassion? Is it bravery? What are the things that you want to be measured by, by yourself, not by others? Right? What are those things that you want to live up to? So those are hopefully free, interesting thoughts on the Tuesday night, CET time. Excellent, Arti. We heard so many thoughts and so many interrelated questions. I think the audience really participated and thanks for being so patient with us, audience, for the technical rate that we had. But I mean, everybody's been so wonderful and you've got a wonderful interaction going on, Arti. I really must thank you. It's been a pleasure and we learned a lot. I personally learned a lot and I'm sure this has been awesome. So I'm just like, there's so much to reflect right now. I just want to say thank you and have a great day, all of you around the world. And it's been a pleasure. Thank you so much. Likewise, make a difference wherever you are. It was a pleasure and thank you, Nika. Take good care. And we will share the recording for the session so everybody can look back at what we discussed and we'll have it up on our YouTube channel. So really looking forward to sharing that with all of you. Right? Thanks, Arti. Thanks, everyone. Take good care.


From the way home, you should be listening to a podcast surrounding exactly what you want to do it, rather do it instead. Listening to someone that's been doing it already and how they got there.


Welcome to discharging time constants of an RC circuit. A capacitor consists of two plates on which electrostatic charges develop. When it discharges, the voltage across its plates decreased to zero. The diagram below and its graph show the effect of a series RC circuit from the moment a discharge path is provided until five time constants later when the capacitor is fully discharged. During the five time constants, the maximum current throughout the RC circuit will be 10 mA and the minimum current will be 0 mA. The speed at which the capacitor discharges is determined by the value of the capacitor and the value of the resistor. With the switch open, there is no current flow. The voltage charge at the capacitor is 10 volts and the voltage across the resistor is 0 volts as shown at the right. Time constant zero. The instant the switch is closed, it is referred to as time constant zero. The following circuit conditions occur. The capacitor is charged to 10 volts and acts as a power source for the circuit. The capacitor begins to discharge at the fastest possible rate. With the only opposition to current flow from the resistor, current flow is at the maximum value of 10 mA. And the voltage across the resistor is 10 volts. Time constant one. During the first time constant, several circuit values change by 63%. The following conditions occur. The voltage across the capacitor decreases from 10 to 3.7 volts. The remaining 3.7 volts from the capacitor drop across the resistor. The current decreases from 10 mA to 3.7 mA. Time constants 2, 3, and 4. During each of the time constant intervals between 1 to 2, 2 to 3, and 3 to 4, the capacitor voltage, resistor voltage, and circuit current values change by 63%. Here is time constant 2. This is time constant 3. And time constant 4. After 5 time constants, all of the circuit values have changed 100%. The following circuit conditions occur. The capacitor is fully discharged and acts like an open. The voltage across the capacitor is 0 volts. The voltage across the resistor is 0 volts. And since the capacitor is no longer discharging, the circuit amperage is 0 amps. You have completed this activity, discharging time constants of an RC circuit.


But George Clooney here with his brand of tequila, it's a big billboard up on Sunset Boulevard actually in West Hollywood Where he's riding a motorcycle, so he's tequila ground there. It's just reinforcing this idea They want to be cool and George Clooney Tequila But here's the thing I know we all think that drinking gives us pleasure, but all drinking really is is Relieving you of your alcohol withdrawal because here's the thing When we drink alcohol, but alcohol is a drug, okay, so we drink that drug and when it leaves the system It leaves us wanting more of the drug, right? So we must say this, I really want to drink, I really want to drink to go and have fun for actually being alcohol withdrawal Even as a social drinker, even as just a one drink a day drinker So it creates this illusion of pleasure When you have the drink to relieve the stress you're going, ah, feel good You get this temporary little high, but that temporary little high is simply the relief of your craving So you think you're craving the drink because it gives you pleasure to be craving the drink to relieve you of your withdrawal


Alright, hey everyone. My name is Rich Tabor and I'm a WordPress theme and plugin developer. I mostly lean on the product side of things and I sell on theme force and creative market and other market places as well as my own site. So last year at WordCamp US I was sitting in the crowd. You know, I bet some of you were also in there and just watching Matias go through his demo and I was pretty impressed. Just watching someone just go through and visually create something out of nothing whereas now in the visual editor it's much more difficult. You're adding short codes for things. You're going to add custom post types, creating stuff, trying to pull it back in. It's just kind of a mess. So I was just pretty excited and I knew at that point that I wanted to dive in and explore Gutenberg block development. So I did. So let's see a show of hands. How many of you have actually tried Gutenberg? In any sort of fashion? Okay, so about half. So out of all of you, how many have looked at the code behind Gutenberg? Okay, 40%. Now how many of you have actually started building your own blocks? Okay, we got one. So that's pretty good. You know, now is the time to really start exploring this opportunity and really to be a part of the next level of WordPress. So let's get to it. I just tweeted out all of my sides. So if you want to pull them up on your own computer and follow along, that's fine too, or your phone. So it's at Richard underscore Tabor. And my goal here is not to teach you necessarily how to build a block in the next 30 minutes. There's a lot of different concepts and ideas to kind of grasp to build a block. But what I do want to do is give you some ideas, give you some tools, some insights, and really to give you the confidence to kind of be able to go on your own and figure this out. And of course you can ping me on Twitter and you can go on to the core editor Slack group within WordPress.org Slack. And you can ask just about anything you want there. There's a lot of developers that hang out there and answer all sorts of questions. So what you should expect is we're going to go over the anatomy of a block, what exactly consists of a block, building your first block plugin, loading assets, trying to get everything up and running, some different ways to add options to your blocks using block controls and inspector controls, and then some additional resources that you can fall back on when you're trying to do this on your own. So first up, what's a block? It's editable stuff. It's just anything that can be editable. It doesn't necessarily actually have to be editable. It's just a block of content. And by editable it's you can add it somewhere or you can take it out. And it's its own dynamic piece of content. It's also important to note that they're almost entirely written in JavaScript. So if we look at the WordPress.org website, we can imagine different elements here being blocks like a hero area. This could be a block or it could be just a regular header title with some different extension added, or background color extensions added to it. We could have the language selector could be its own block and it could be dynamic. It could pull in languages based on where you're at, not just text. Then we could have the tagline, which could be its own custom block that you use within your agency for your customer's sites, or it could be simply just a style like the header block styled. Because when you think of things in the block approach mentality, you can really start to understand all the things we can do. It's not just paragraphs and headers and list items and images and galleries. It could be anything. It could be feature sets. It could be team members. When you have a website that has a picture on the left and your content on the right, it could be very dynamic. You can kind of extend outside of the reach of what you're currently seeing in the core Gutenberg plugin. So let's get up and running. The easiest way that I've found to personally get up and running is to install what's called Create Gutenblock. And Create Gutenblock is a zero configuration toolbox that you literally put on your machine and you can run it to simply download everything you need to get your feet wet with Gutenberg. Sure, once you learn things, you're going to want to go in and kind of tweak things and do things your way, but it's the best way to kind of get started. So to do that, you first need to install Node.js and Node package manager. If you don't already have them installed, I have a download link here. Second step is to open up Terminal and then install Create Gutenblock. Third, you're going to navigate into your local, so you're going to set up a local installation on your machine and then navigate to the WP content plugins folder and then run Create Gutenblock and then the name of your block. In this instance, the name of the block is just block name. And then you're just going to start it up. You're going to navigate into your block folder that's just got put there and hit MPM start and press enter.  You've got your main plugin file. You're going to have a readme that's just a demo for you. The important part here is the source folder where you're going to have your block assets, the block.js, editor.scss and style.scss. Then you have your blocks.js file, which is going to load in your blocks and then you have an init.php and common.scss, which is just standard stuff. It's pretty too easy, right? So I just mentioned those assets, right? So what are those? We have a few block assets to go over. The block.js is your actual registration for your block. It's the file that's going to load in the meat for your block. Without that, you wouldn't have a block at all. Then we have the style.css. In this case, it's the base style sheet. It's the style sheet that loads within Gutenberg inside the editor and also on the front end whenever that block is rendered. Then we have the editor.style sheet, which is the editor style sheet. This is pretty unique. It's the style sheet that only applies within Gutenberg, not on the front end. So think about it this way. You have a common shortcode that we see is a button shortcode. So we have a button shortcode right now that we are going to convert to a block. We converted it to a block. On the front end, we want to put some margin below it to match all the paragraphs that have margin bottom, right? But within Gutenberg, you wouldn't want to have that margin bottom assigned because Gutenberg does apply some spacing between blocks. So if you had a margin bottom of 35 pixels on the front end and on the back end, you're going to have extra space on the back end. So you would just set in your editor style sheet that that button should have a zero margin bottom and it would override your style sheet. So let's look at registering them. It's kind of hard to see, but I'm registering essentially all three scripts here. And again, I put these online so you guys could follow up on them. I have the block.js here, the block editor style sheet, and then the base style sheet loaded here. And I have a few dependencies which are pretty standard. They're going to load some libraries to help you build your blocks. So we're going to grab the handles, I have here just WCATL block editor for both the block.js and the editor style sheet, and then just WCATL block for the styles. And we're going to plug them in here. What we're doing here is essentially registering those styles and script to load whenever we need to. If we enqueued them normally like you do a theme style sheet, you would essentially have them loading on every single page and post no matter what. So using this method, they're only enqueued and used whenever you need to. So now we're in a JavaScript world. That's it for PHP. So wipe the sweat and let's move on. Block registration. Now that we've got our assets registered and ready to go and you've installed create, group, and block and everything's there, let's talk about block registration. Within that block.js file, you're going to start building your block. There's a register block type function and it takes two different parameters. We've got the arguments. We've got the block name and then the block configuration object. The block name is pretty simple. It's just a namespace slash block name and the namespace would be your vendor name, for example. Like I would use theme beans or my last name Tabor, maybe. And then the block name, here I just said block name, but if I was building a spacer block to space out content, it would be spacer, something simple. And names have to be structured as such and they have to be lowercase, afro numeric and they cannot start with a letter. Now the fun stuff. The block configuration object. So this object takes quite a few different properties. We have the title, which is the title of your block that you see within Gutenberg. For instance, the paragraph block is called the paragraph block. And here we just have the block title as Hello World. We have a description which shows up in little pieces here and there within the Gutenberg editor and you want to keep this pretty short, like a sentence, that's about it. Then we have an icon.  We have category, which is where your block is sitting within that inserter. There's a couple different categories, like common, layout, formatting. So you would kind of assign your block to where it should sit within that inserter there. And then keywords. Keywords help folks find your block when they're searching for it during the inserter. So they'll hit the little plus icon and they might search for Hello World or Elana or they want to say hi. It would come up, but if you were typing hi and I didn't have a keyword assigned, it wouldn't come up. If you typed Hello, it would because the title is Hello, but that's otherwise. Now we have the big ones. Attributes and then the edit and save function. Let's split these out because they're a little bit deeper. Attributes are the JavaScript object that holds all the data for your entire block. Think of it this way. For each editable piece of your block, you have to have an attribute assigned to that. It can be used to render within Gutenberg and then also pulled to the front end. And all of those attributes have sources. And this is how you define what that attribute actually is. So let's look at some examples. I have here a URL attribute with a source of attribute with a selector of image and attribute of source. It's kind of confusing, but let's talk it through. So what I'm saying here is that I want the URL to be the image's source value. Can you see that? So the selector is what we're looking for and the attribute is the source within what we're looking for. And that's how we're going to get that value from the attribute. And then for the text example here, we have a fig caption element, okay? And our attribute of caption is going to grab the text from that fig caption and save it as our attribute value. And third, I have children. Children is a little bit more complex, but it's the same idea. We're pulling the child nodes of an element. So in this example here, I have a content attribute, the source of children, and then for the selector, I have a paragraph. So if I have just one paragraph within my block, I'm saying that all the child nodes within that paragraph, so that's the bold, any formatting bold, italics, strike-throughs or breaks, any of that sort of stuff, is going to be the content attribute value. So when it's saved, it's everything you see right there. And that basically sums up attributes. There's a couple more attributes like HTML and queries, but those you can find on the wordpress.org Gutenberg handbook when you're starting to dive in and figure things out. These are just the common ones. So for the edit function, the edit function is everything you see within Gutenberg. It's how your block renders when you hit add and you select your block. And this is an example if you can see it from the verse block within the core Gutenberg plugin. So right here we have the edit function. We have some properties and we have some constants and the return. So let's look at this for the properties. This is the important part. And once you get this, everything else kind of falls into place. Okay, I promise. The attribute properties here that I've highlighted basically pull in the available attributes that we just assigned right above in the registration. Okay, and they can be used and manipulated through the elements that we're putting in there in the components. The set attributes property does just that. It sets the attribute to a value somehow through user interaction. In this case here, it's tough to see, but I have a rich text component with the tagline of preform and text, the pre. And I have an on change function. So essentially when the text changes, as you're typing in, we're going to update that content attribute. So that way it's up to date. And then we have class name, which returns the class name of the block, which is wp-block-your-namespace-vendor, or your vendor slash block name, but the slash is returned into dashes. It's pretty simple. It's just how it's used to reference your block. And then last we have isSelected. IsSelected is really neat because this is where we get some of the UX side of Gutenberg. Because you can show and hide elements that you're using within your block based on if you're selected on it or not. For example, if you're looking at the paragraph block right now in Gutenberg and you click on it, you'll see the bold, the italic, the strike-through and the link options pop up for you to use. You don't need those there all the time. You just need them when you're interacting with it. And that's where you would use the isSelected property. And this is what it looks like, the verse block within Gutenberg. And I've added a verse to it and then I bolded the top of it. It's just a simple rich text component with a paragraph attribute pulled in right there. And the isSelected part is pulling up my toolbar automatically. And that sums up the edit function in a very easy way. You can do a lot of really cool stuff like bring in different components. You can set resize little boxes. You could do almost anything there. That's where the cool part is. But to get started, if you understand the rich text component, that's how you are going to manipulate things a whole lot. Now the save function. The save function in one essence is similar to the edit function, but at the same time it's completely opposite. The edit function is everything inside of Gutenberg when you open up Gutenberg and add and click add posts. The save function renders whatever that block saves and puts on the front end. So all the attributes that are saved are now put on the front end. So it looks a lot simpler because we don't need all the components. We don't need all the stuff that you need within Gutenberg to make all the fun activities happen. So here all I'm doing is setting two properties, because that's all we need. The attributes and class name. I'm returning a pre-formatted text tag with the class name of the class name that we're using. And I have attributes.content, which pulls in that content attribute that we already assigned and that we manipulated by adding content into. And then we hit save. It saved it. This is our save function and then this is what it put out. Now in the future, when themes really start integrating with Gutenberg, they're going to style the Gutenberg instance that you saw just a second ago to look just like this. So when you hit save, there's no difference. That's the future of Gutenberg in themes because right now it's pretty different like the editor instance within Gutenberg, but it doesn't have to be. And there's already ways to do that right now. And that's the core of a Gutenberg block in like the simplest way. So what's really cool is I'm using examples throughout this presentation that are included in the core Gutenberg plugin on the GitHub repository. And that's because it's such a good resource to look at all the valuable code and see exactly how the like brightest minds on Gutenberg have done things. And you can pull those exact same things. If you're using yes next and the modern JavaScript, you can pull that exact same stuff and use it in your block, exactly the same. So now let's look at the fun stuff like inspector controls. So inspector controls essentially add extra options to your block. So right now in the paragraph block, we have a bunch of different options. We have the button group. We have range, toggles, colors, block alignment, text. And then I added a section from the latest post settings here, which includes a query control and select, which means you can actually select what posts you want to display within something. And this is, again, all of these are inside of the core Gutenberg plugin. So you don't have to recreate the wheel at all. You can literally do a command and search and find what you're looking for and then plug that in here. So let's look at the code behind this stuff. And let's see how it kind of connects to what we just did within the edit function. This is an example from the button block. I chose this because it has a couple or has quite a few less different controls and options than the text and the verse do. So we have here an it's selected property, which means we're essentially showing this only when the block is selected. We don't need to show these options if we're not using the button block. And we have a panel body and then three options. A toggle, a panel color and then another panel color component. So if you look here, we're also using set attributes and this is just a function up above that does the same thing. So we're using this set attribute property to, again, set the attribute of that attribute here, text color to whatever the value of this option is or this component that we're setting. So this is what you'll get right there. You'll have the toggle up top and then the two color options. So now let's look in some live previewing because when you're manipulating blocks inside of Gutenberg, you want to be able to see some live feedback whenever you're changing colors and such. That way you don't have to push, publish and see what it looks like on the front end because that's what we're trying not to do. Now we have a snippet of the edit function. So here we have a span, we have a rich text again because almost any time you edit text it's going to be using the rich text component. We have a couple different settings here but the important one is this style bit here because what we're doing here is saying that whenever the style of color is changed we want the background color of this rich text element to emulate that. So if we change it pick up red or pick green or pick blue the background color right here will change and the same goes for the text color and an update on the fly right there. So now let's look at the save function. We're doing the same thing here. We have this save function here. We have the attributes property up top and then we have button style. You can see we're also doing we're doing the exact same thing here. We're saving the button style constant here which has the button color options and we're saving it as an inline style for that button. So when you hit publish it looks just like it did on the edit screen. There you go. And that sums up inspector controls. There's a whole lot of stuff you can do with inspector controls but one thing to remember is you don't want to go overboard with the options that you're giving people and even so for clients you don't want to give them a million ways to do something. Sometimes you just want to give them one or two. You want to keep things kind of limited and that's part of the user experience side of building these blocks. Then we have the block toolbar. So the block toolbar is like I said earlier that little toolbar that pops up on the selected property when you select something and it has some options. There's block alignment toolbars. There's text formatting toolbars stuff that is built into Gutenberg but there are also things that you can do yourself. So let's take a look. Right here I'm returning the edit function from the button block and I'm using the is selected once again and I have a block controls component now with a block alignment toolbar component inside of it. So what that does it has a value of align which is important and then the on change is set to update the alignment using set attributes just like we always have and this is what we'll get. We'll get the block alignment toolbar which is those five icons over there and the cool thing about Gutenberg like I just said is that there are bits of pieces that are used inside of Gutenberg that you can just easily reuse or even are automatically assigned like the rich text component will automatically pull up the bold, italic and strike through. You can easily opt them out using your rich text component but by default those are put there because as a user you would expect to be able to bold something every time you type something. That's just part of the UX that they put already in place. So what you can also do is add some custom controls. Say you have a, right now the latest post block has a grid layout and a list layout option so you can show things in the list or side by side and the way they do that is by using the block controls component down at the bottom and now they're using just a toolbar and for controls they set up top two different options here we have the list view and then the grid view and at the same time their on click functions are setting the attributes for layout to list or to grid doing the exact same function except for now we're changing it to either list or to grid and this is what that looks like those two little icons there and you can set for the grid view icon and the list view icon you can set those to any dash icon available in WordPress or you can make your own icons but again you want to make sure you're conforming to the user experience offered by Gutenberg you don't want to have a a lot of stuff in the block toolbar right here because this is supposed to be kind of a on the fly editing decision you're like okay cool this would be great as a grid view or list you wouldn't want like I want this to be red I want this to be green or I want to have this font size or this spacing or this text all right here those are reserved for the inspector controls panel and a key part with adding these extra things like this or extra inspector control options is that you want to make sure that your block is following all the rules that Gutenberg blocks have already done for you if they're doing it a certain way you should probably do it too because you don't want your block to stand out in such a odd UX way that people are not sure of what's going on when they're using your block you don't want anything unexpected you realistically as a from a UX perspective you want your block to feel almost the same as if they were using a core block to have that same sort of feel and everything just kind of works the way they would expect it to and not have to relearn something because that's the whole thing with Gutenberg is we're trying to make it easy to do rich content and by easy it's also by keeping things the same or familiar so last up I've got some resources to help you kickstart your block development the Gutenberg handbook is pretty good place to just kind of dive in and try to identify things or if you're like what exactly is inspector controls you could just search for it there it's pretty good create Gutenblock is what I was talking about earlier about how to get started really quickly and just try to play around with it the Gutenberg examples on the WordPress GitHub repository is actually really really good and these aren't included in the core Gutenberg plugin but the good thing about these is that they have the ES next versions like the modern JavaScript and also the classic vanilla JavaScript versions of the same block so if you're familiar with one you can kind of relay the two and if you're not familiar with either I would learn a little bit about both but then start really diving into learning the new stuff because all the blocks within Gutenberg are written using the new stuff and it's going to be so much easier to try to identify what's going on using like the 20 or 30 examples they have in the block plugin now and then the last one is my blog I write a whole lot and I've been writing about Gutenberg because that's the hot topic and I've been writing about what I've been learning and it's been just fun to do and fun to share and I like getting feedback and such and I've got a few more posts lined up so you can go there so is your mind alone


Hey guys, it's Nate, AKA The Foot Accountant. Welcome back to the channel. It is foot birthday, it's here, it's Friday on FIFA Ultimate Team and we finally have a promo. Once again, it is foot birthday, Friday. We know it's been coming. Loading screens have been telling us this week and it's finally here today on Friday. So let's talk about what we could see today. Content-wise, the team in PACS that is already quote unquote leaked, SBC's objectives and tons of market movements. There's a lot to talk about with the market today with saved up PACS, with SBC's that EA have released yesterday with the 83 times 10. And also, are people gonna be saving their PACS because the promo team as of right now isn't looking that good. We'll talk about that too. But this is the loading screen that we have right now in FIFA and obviously from the quote unquote leaks that we have seen, the leaks that are all confirmed, right? Let's enter this conversation. The team that we should be seeing today, it was just absolutely thrown around Twitter all day yesterday. This is the squad that we're expecting to see posted by Nepenthes. It's not his original leak. So many other people were posting us on Twitter. It was basically all over Twitter on Thursday. It was crazy amount of times that I saw this stuff. But these are the players that should be in. And according to this loading screen, it checks out, right? This would be Ferlan Mendi with a five star skill upgrade. This would be Lucas Mora with 95 pace. And this would be Yvonne Parasich with a 90 rated right mid card. So this kind of tells us a couple of things. There is gonna be skill movement, potentially weak foot boost as a part of this promo. Maybe some position change boost as well because Parasich is obviously a left mid and decent upgrades. Parasich is an 84 rated card for his highest special. This is going to a 90. That's a pretty solid boost. But again, just looking at this player list and saying, wow, compare this to the old FIFA's and old foot birthdays and the cards that we got. It's just definitely not up to the hype that it used to be. And this is a huge, huge promo. So I don't know if EA is gonna carry the weight today with the SBC's and the objective content that they put out or if this foot birthday is actually gonna be a bit underwhelming because that's how it looks right now. Now again, this team right here is not 100% guaranteed to show up today. Again, I wanna stress that this is not confirmed by EA Sports. This is only a leak, right? But it's looking like it's very, very possible because all the names that are in here fit the hints that they have shown on the loading screen. I do not think this is Neymar. I do not think this is Gareth Bale. What I love it if it is, absolutely. But I don't think it matches up. And according to those leaks that we have, that is not what we will be seeing today. So let's talk about that for a second. If the squad that is in packs today is underwhelming, is that going to make people want to open their saved up packs? Now, and honestly, I think there are some people on this game that will probably wait because obviously they'll wait for a better promo team. This is probably gonna be a two week promo. And of course, people are gonna say, I'm gonna wait and hold my packs until week two of this promo. Hopefully team two is better. We've had a couple of promos this year where team two has been better. But in my opinion, for the most part, team one has been better. If you look back on all the promos this year, only a couple times has team two not been as good. So if you can, if you want to hold your packs for another week, I guess you could. But I don't feel like a lot of people are gonna be able to do that. So many people are just looking forward to opening their packs.  People's clubs are absolutely dry right now. People have no coins after all the SBCs that we have had released in the past couple of weeks. People are dry on coins and they're just looking forward to opening these packs that they have saved to go and do some SBCs and to finally have coins again.  Now one other thing that's impacting the market right now even before we get into the promo is this 83 times 10 pack. This was a part of the code that FootWatch tweeted out early Thursday morning around rewards time. They tweeted out a 10 times 83 rare players pack, the prime gaming pack, which should come out soon, and then a two times 86 plus pack. We have not seen the two times 86 plus yet, but that could be an SBC that comes today. And the whole issue with this is, I wasn't expecting to see that 83 times 10 yesterday on Thursday, but what EA is doing right now is if you take a look at this game, they are really spamming us with plenty of opportunities to fill our clubs with SBC fodder. Now we're coming out of a time where SBC fodder has been very, very expensive because of messy player of the month and bop a player of the month. Multiple icon moments SBCs, icon upgrade SBCs, regular flashback and player moments SBCs. There's a lot going on in this tab on FIFA in the SBC section. And EA is like saying, here you go, here's fodder with the 83 times 10. If they released that double 86, they got the current team of league upgrade. We had a really, really solid set of tradable packs from Marquis matchups released yesterday with a mega pack being involved, half of a 50K pack from Romania, Germany, Marquis matchups. So I think EA is really just supplying a lot of people right now with SBC fodder. And that's kind of interesting to me. That is sort of interesting to me that we are having all that fodder kind of, you know, chucked at us if you will in a sense because EA knows that so many people have saved up packs today and they know that so many people are gonna open those saved up packs. So there's gonna be a huge influx of fodder and there's also a lot of people that wanna invest in those players as well because they want to watch these cards go up as EA released more SBCs. So that's why we're sort of thinking about today is EA giving us all this fodder because A, they don't want fodder to go back up as high as it was before and they want it to drop down which will happen today. Fodder should drop today with all the saved up packs or B, is it because EA is planning to release a big SBC as a part of this promo? Maybe not today, but maybe the next couple of days. That could be part of the equation as well. People have been throwing around a flashback Messi, a flashback Neymar, right? We already had the flashback Ronaldo earlier this year. I think since we got that SBC, you've seen more and more people throw up concept cards and talk about the idea of another one of those SBCs happening. And even with what EA has been tweeting out recently, again, I talked about this in yesterday's video and it happened again today on Thursday, or sorry. In Wednesday's video, I talked about it and it happened on Thursday, right? You have EA retweeting some of these influencers posts which I think are sponsored posts about FIFA Ultimate Teams of old. I kind of joined the fun today. EA did not pay me to post, but I tweeted out a little of my TFA's all time 11 on FIFA so I kind of joined the fun. They didn't retweet me though, I'm kind of bummed. Anyways, I think that there's something related to flashback cards that will be coming out this year as a part of a birthday. It happened last year as well. We had Foot Favorites release as flashback SBCs. I don't know if you guys remember that. And there were a lot of SBCs and objectives last year. I don't expect the content to be thin today. I expect there to be a really large amount and probably pretty good content released, but if the stuff that has impacts is lackluster, I feel like that's going to impact the market in a way, at least for like the market rising later tonight on Friday. If there is lackluster cards in packs today, I do feel like there will be a very, very nice rise in the market. So let's kind of turn that way for a moment and talk about what is going on in this game right now with prices. Now I've been looking a lot at icons and out of pack specials. These cards continue to drop. I mean, I'm seeing ridiculously low prices on some of these cards. Canavaro was around two million coins a couple of weeks ago. He is 1.59. Some of these really expensive icon moments card have, they've gotten destroyed, right? Rio Ferdinand was literally three million coins this morning. I saw him at 2.6 mil flat today. Huge drop offs on some of these icon moments. I think these cards rebound really, really well tonight because of course people have sold these cards. They're waiting to buy them until full birthday comes out until they see what is going to be released as a part of the promo. And when they see, especially if it's gonna be not, you know, the cards that are in packs, if the cards that do come out are the ones that we're seeing that are quote unquote leaked and they're not very desirable, then I think you'll see people go right back out on the market and buy up cards that they've been wanting to try or buy back cards that they had already in their team. So watch for panic selling today or just watch for low prices and undercuts on icons, babies, middles, primes and moments. Obviously primes and moments are in packs. So with the saved up packs applied, you'll see today in the first 30 minutes to an hour, you will see a ton of supply on the market. And speaking of that, again, I just wanna remind you guys of what's gonna happen with full birthday cards today because in that first hour, if you do wanna try any of the brand new full birthday cards that come out today, just like we saw with the first team of Future Stars and the first team of what ifs, those cards got absolutely supplied like mad in the first 30 to 45 minutes. But here's the caveat, this time there's gonna be more people than ever ready to snipe the brand new full birthday cards when they come out today. So I will say this, be very careful. Be very careful with the cards that you see dropped today on FIFA. Now I don't know if you guys remember, right? But some of these cards from what if team number one. Obviously there's a lot cheaper now. This Gomez card was like 1.5 mil right away. He dropped down to about 1.1 in the first 30 minutes then rebounded back to 1.3 later in the evening a couple hours later. Sacho went from like 1.6 down to 1.2 back all the way to 1.4 to 1.5 mil. Smalling was like 450K in the first 20 minutes. He went all the way extinct at 800,000 coins. So when you're looking at the team that is out today of course, if it is this squad, when these cards get dropped into packs, make sure you watch the ones that are very valuable in terms of the most expensive ones because those are gonna swing the most because they're gonna be the most rare. That's the second thing, value, rare. And just how big the stat boosts are and how hype that card is, right? Ferlan Mendi's probably gonna be the most hyped one. Maybe Sane could be very hyped. Lucas Mora with the links that that card gets could be hyped as well. Tiago, right, if they gave him some pace. You know, the stat boost for that card could be insane. Even like the Zambia card is a right back. You know, I think this card is on like footbin most popular for his like silver objective card or whatever it was that he had earlier this year. It's actually not showing from here right now, but Zambia had a card earlier this year and it was on the front page of footbin for a little while as people were searching it up. But of course, like Lucas, if he gets a huge boost today for foot birthday, he's got 95 pace, which is only a plus one. If that is actually Lucas on the loading screen, but you know, I mean, they boost his dribbling up, they boost his pace and shoot or his passing and shooting. I mean, that could be a pretty cool card that a lot of people would want to get as it does fit the meta very, very well in this game. So that's kind of one thing that I would watch for today is if you're trading with the foot birthday cards in the first hour, make sure you focus on the ones that are just really good value in terms of the card that people will want to try out. The just the hype, right? You want to look at what we call like the hype check all the time, looking at cards and footbin, look at the hype check for these cards and look at the supply right away, because people are going to be waiting to buy within that first 20 to 30 minutes, the switch is going to flip and they're going to shoot up because there's a lot of people, a lot of groups that are going to want to buy these cards. So if you don't want to mess around with any of that risky stuff, I would 100% stay focused on some of these out of pack specials that are just low that I think people are going to buy back. Some of the recent team of the weeks, right? If you see De Bruyne today at like 630, you know, that's the best De Bruyne card in the game. He's got 80 pace, you know, he might link to any, to one of the new Zero Man City player that's supposed to be in this team. There is not. Anyways, I was going to say, if you would link to any of the new cards or if he links to a new SBC, that could be one that you see rise up pretty well, right? You know, Goretzka is up because of his links to like Navry that's in the team of the week. Of course, Sane is supposed to be getting in the team today, so that could be a card. And just watch a lot of your out of pack specials that are very desirable, that are down a lot, right? Mansufati's down like 200,000 coins. You know, this Saka is down at a really high amount. So just keep an eye on some of these out of pack specials, the rare ones that you see fluctuate around a price a lot. Those could be good buys that Harvey Barnes, 340K. That could be a good one, Steven Bergwine. You know, Kamavinga was 145 earlier today. He's 158 right now. So cards like that that are rare that fluctuate, 100% keep an eye on those. Cause I do think we see a nice rise on the market later tonight because especially again, that the content today is a bit lackluster. You will see the stuff rise back up as people open packs, get coins, go buy players to use in the weekend league. So those are kind of my thoughts and what I expect to happen today with the out of packs and with the brand new full birthday cards. Now, of course, SBC wise, if we were to get some sort of messy or some sort of SBC like that today, like a big time flashback player SBC, which I wouldn't expect for day one of a promo. EA usually wants you to focus on the packs on the brand new cards that are in the game. They want you to focus on those right off the rip when a new promo is out. So I doubt that we would get like a flashback messy or a Neymar today, but it could happen. Who knows? I would just say that today for fodder, at least let's talk about this. What happened last year on full birthday is there was a bunch of saved up packs, but also we had the mid icon upgrade out last year. There was a lot of demand for fodder like there is now. Fodder dropped in the first two to three hours and then it exploded afterwards as that demand continued to be there. I do think fodder could be a good look today, but if we don't get any more big time SBCs, I'd be a little bit leery of it, but I also feel like there's so many people who have unfinished SBCs or SBCs that they want to do that are still gonna be out and available. Like, you know, maybe Zambrata, maybe Maka Lele, people working on NetVed, people working on Messier and Mbappe Player of the Month, even like Chicharito, Ravio, or the Bender Bros. I feel like there's a lot of people that have been waiting to do SBCs until today that SBC fodder during the pack spam today will probably be a decent time to club stock those at the very least and especially get on the bids, right? Bids might be the best place to go after that first hour of content because of course you're gonna see so many people open those cards, list that stuff up on the market and you'll see some of those go down. Also, I would watch Informs. I would watch Informs big time today because I don't think this SBC right here is gonna provide enough supply to people's clubs. I think people would rather just go buy an Inform because it's way easier. They spend less time doing an SBC that requires an Inform if they just go buy one instead of buying 83s to go doing this. So obviously this SBC is not really good value anyway. It's not 81 plus. It's not, you know, a team of the week one through 24 upgrade and the current team of the week. It's just the current one. So unless EA drops another team of week upgrade today, I think Informs might dip during lighting round supply, especially ones that are like out of packs and might drag the market down a little bit with it. And then it could go up later into the night time. So that would be one area where I would keep my eye very closely on today as well. But it's all unfolding very interestingly, right? Because we have these quote unquote leaks. I've showed you the page many times. I've showed you what's supposed to be coming out. We've looked at the loading screen. It's just set up to be a very, very interesting day today on FIFA. And I think I covered it all in terms of what we should be expecting. We've got a lot of objectives that are expiring today too. Oh, I forgot about this season, right? We're getting a new season today. A brand new season with new TFOs, new packs and stuff. I guess there is one thing like that double 86 plus pack could be a part of the packs we see inside of a season.  I don't know if we've ever seen like an 86 plus or an 83 plus pack apart from the 75 plus pack. I don't know if we've seen any of those inside of objectives. Maybe we have, maybe we haven't. But this is your last chance to get level 30 if you're gonna grind there or, you know, if you're gonna be completing any of these season objectives or any of these objectives that expire with this season. So like Megidi is gone today, Pastore. I gotta finish Neves because I've got four wins to go on him, that's gonna be gone. Benedetto, a lot of these are going away. The retro reboot, if you wanna get any of the classic kits. A lot of this stuff is going away and icon swaps, right? We're gonna get brand new icon swaps objectives today.  Or if you're just going for like the 83 times 25 as well as the others. All of these are gonna be reset today unless they have timers on them, which I don't think any of these do. So a lot of these are gonna get reset and we'll have a brand new season with new objective players coming out today as well. So that's kind of the content that we're expecting. Of course, the market, I do feel like a lot of people have sold cards and they're just waiting to buy. Some stuff went up a little bit yesterday, right? Like these Pogbas, the Orsic made of the match cards, they had very little supply. They went up out of packs a little bit. It was a very good day for flipping yesterday. I'm in a decent amount of coins. I actually made about 500K if I'm being completely honest on a lot of these cards that were flips. I got one more Holland. So right now I'm chilling at about 3.5 to 3.6 ish million coins in total after going down to 3 million at the beginning of this week. So from Tuesday until today, I've gotten back up to about 3.6, which I'm very happy with. It's been a solid week of trading, but that is what we have planned for the promo today, boys. It's gonna be very interesting to see what happens with the content, what happens with this team, if it is true that that team is leaked or not, and if EA changes anything up, as well as the, if they decide to do any like weekend league plus objectives like next weekend, tiered engagement rewards. They did that last year during foot birthday. So we'll 100% keep an eye on that. And we'll be live streaming it all down below in the link in the description, twitch.tv, backslash, the foot account. Also, check the other links down below in the description. The G Fuel code is 30% off for a limited time this weekend because actually my birthday is today. So a little birthday present from G Fuel. If you wanna get some of that, drop that down below, check that link down below, it is down there. But yeah, boys, full birthday is finally here. So let me know down below if you think you're gonna open your packs today or if you're gonna save or what your plan is today. I wanna hear that down in the comments because I'm very curious as to what your guys' plans are. If the team that is leaked is actually going to be coming out. And if you're gonna save your packs or if you're gonna open or what your plan is today on FIFA. So if you liked this video, make sure to hit a thumbs up on it and subscribe if you're new. It's been Nathan Foot Account and I'll catch you guys later. Peace, out.


Well after being diagnosed with pancreatic cancer, Mark Monson knew that now was the time to make his dream come true and bring a school of rock to Brainerd. His passion has always been music and when he heard of School of Rock he thought it was a fun way to get kids involved. The Mark Monson School of Rock gives kids of all ages an opportunity to be a part of their own rock band. Tonight they had their big concert and even though Mark wasn't able to attend there was a live stream to his room. Well just to see the excitement on the kids' faces, to see these they've been practicing really hard for five, six days on these songs you know to see them get out there and play these songs and you know these kids that were shy and introverted and now they're out there jumping up and down and making loud music and enjoying themselves that's what is so exciting to see. Mark hopes to continue to keep the bands together by giving them additional opportunities to practice. If you've enjoyed this segment of Lakeland News please consider making a tax deductible contribution to Lakeland Public Television.


much is at stake today in the Central Region. While there may be other more strategic or consequential threats or regions in the world today, the Central Region has come to represent the nexus for many of the security challenges our nation faces. I assure you that the CENTCOM team stands ready and willing to do what is necessary to protect our national interests and the interests of our allies and partners.