In today's session, we are going to look at OD interventions and human resource function. In nutshell, what we are going to discuss is how different activities in the HR functions can be designed and implemented as OD intervention. I would like your attention to go back to the definition of OD intervention which we discussed in the previous sessions. So, OD intervention is a set of sequenced and the planned actions or events intended to help the organization increase its effectiveness. Interventions purposely disrupt the status quo. If you want to bring about a change and to develop individual team or organization, we can use HR function as OD intervention. Before we talk about and discuss about the HR functions as OD intervention in detail, can you recall some of the HR functions? So, you may recall that HR functions are like recruitment and selection, performance management, talent management and development, managing diversity at workplace, compensation management, etc., etc. So, these are the HR functions. So, how HR function can work as OD intervention? Recruitment strategy in process is one of the strongest determinants of the organization culture. In this way, recruitment, if done consciously, can be used as an intervention to develop a certain type of organization culture. Performance management directs the employee behavior and development towards strategically important goals. So, we can design HR function in a way which directs the employee's behavior towards the strategically relevant goals of the organizations. Similarly, diversity and wellness are the key for innovation and employee engagement. So, we can introduce diversity and wellness interventions with specific objective of innovation of certain type or enhancing employee engagement. Reward and recognition are very important aspect of work life. They have the potential to direct the employee's behavior towards valued goals. So, if we are aware about the most valuable goal we wish our people and employees to pursue, we can design the financial and non-financial reward in a way which motivates people, which instigate people to demonstrate that type of behavior. So, in this way we can see that most of the HR activities can be used as OD intervention if we consciously design and introduce those after proper diagnosis with the sufficient rigor in thinking, we can implement some of the HR functions as OD intervention. In this session, we are going to look at two broad categories of the HR function which can be used as OD interventions, performance management and talent management. If you recall our conversation about the performance management, it is an umbrella term. It includes training and development, coaching and mentoring and performance appraisal. So, performance appraisal is about setting work standard, assessing performance, providing feedback to employees to motivate them to correct them and persuade them to continue their performance. Coaching and development is again an aspect of performance management. Coaching and mentoring is also a developmental aspect of performance management. So, performance management basically is an integrated approach to ensure that employees, performance supports and contributes to the organization's strategic aim. Now, we will look at how the performance management can be used as OD intervention. First of all, we need to look at what is the context of performance management system. The context of performance management system is business strategy, workplace technology and employee involvement. What is the meaning of context is that any design and implementation of the performance management system is contingent upon, must be informed by and must be on the basis of the business strategy. Business technology means work design, individual versus group-based performance management and employee involvement, meaning to what extent the formalized or participatory decision making is practiced in the organization. So, there are different components in the PMS which can be used as OD intervention. We will look at three components specifically within the PMS which can be used as OD intervention. Goal setting, performance appraisal and reward system. There are two of the shelf very well-established OD and interventions which revolves around performance management. One of them is MBO which was popularized in the 60s and balance scorecard which became popular in early 90s. MBO is about goal setting at different levels of hierarchy with mutual consultation. With MBO, the collaboration and consultation process started while setting up the organization objectives. Along with that, MBO included counseling and support to the employees, groups and the departments to fulfill the organizational objectives. So, in MBO, basically organizational objectives are divided according to the departments. Those functions or department further divide these objectives in their sub-departments or groups and the objectives at the group level or sub-department level are translated at the individual level. But in this step-by-step process of setting up the objectives is conducted in the consultation of the different stakeholders, particularly superior and subordinate while setting up their objectives are engaged in a consultation and if required counseling and support is provided to the people to fulfill their objectives. Balance Scorecard involves goal setting not only about the financial aspect but it insists to identify the operational excellence related goals, customer satisfaction related goals, learning and development goals and this gives a full picture of the organizational performance. We all know that financial performance are the lagging indicators, they are the stronger predictor of the past performance. But how organization will perform in future that is reflected in the learning and development goals and the customer satisfaction goals. How the profitability will be achieved is also linked to the operational excellence and operational efficiency. So, if we look at operational excellence, customer satisfaction and learning and development are the futuristic goals, so they can help in predicting the performance of the organization in future. So, these indicators are called leading indicators, so balance scorecard involves a combination of the leading indicators like operational excellence, customer satisfaction, learning and development and lagging indicator like financial performance. How OD can be done, how the organization development can be done through goal setting. We can do it in several ways. First is by setting up this challenging but realistic and specific goal with the adequate resource allocation. So, this can be a comprehensive exercise where we not only set up the challenging and realistic and specific goals but people means superior and subordinates with the help of HR department are also engaged in adequate resource allocation. Goal setting through branch mark or best practices reference is another way of OD through goal setting. It means identifying who are the best people in our industry. In a simple term who are the other players doing their job best, what the job which we are doing, who in the market, who in the industry are doing this similar job in a more efficient and more profitable way. In the benchmarking process we come to know the limits or the potential of organization and keeping that as a reference point we work backward and identify the different processes and systems apply the creative thinking and intelligence to reach that benchmark. Next point is goal setting with the more employees participation. If goal setting is done in the uniform and in a hierarchical way it may not be the best thing, particularly it may not be good in the situation which are more ambiguous and which are more complex. In a complex and ambiguous situation goal setting has to be done in a participative manner wherein the appraiser and appraiser both have opportunity to discuss the possibilities of the achievement. In that process appraiser gives the perspective and the context for the goals and objectives and appraiser make a realistic assumption and does the planning and creative thinking to accomplish those objectives. Another way of making goal setting as OD intervention is by better strategic alignment of the departments and individual goals. These pathways can be related to the cost cutting, which is called cost leadership, it can be related to the innovation, the strategy which is called differentiation and it can be niche strategy which is about serving a niche customer segment. After clarifying the strategic direction departments, sub departments, teams and individuals have to define their goals. That is always in line with what is most important aspect of the organizational performance and when this exercise is conducted organizations achieve a kind of harmony, they achieve a similar language, they achieve a shared mental models to realize their strategic objectives. We will look at how OD can be done through performance appraisal. So one simple and effective way of making performance appraisal as OD intervention is making the appraisal process and making the appraisal conversations developmental and integrative in nature. What is the meaning of that? Developmental meaning performance appraisal discussion need to be not only focused on the past performance, but it must be focused on the future potential and future performance as well. And secondly, it has to be integrative that means different aspects of the performance have to be considered. And we need to have performance appraisal which includes the performance towards different stakeholders. So also means performance appraisal accounts the long term performance goals. So performance appraisal not subjected to recency effect is a simple but very profound exercise which can direct the behavior of employees towards specifically identified business objectors. Another way of using performance appraisal as OD intervention is holistic appraisal like 360 degree assessment. In the 360 degree assessment, a structured assessment is conducted by the supervisor but not only about them supervisor of the organization. Assessment is conducted with the peers, subordinates as well. We get the full picture about the performance data related to the supervisor's goal, related to his interaction or her interaction with the colleagues and related to his or her interaction with the subordinates. Though the implementation of the 360 degree assessment is a complicated and a comprehensive process. So a certain type of leadership readiness is required in any organization which is intending to implement the 360 degree assessment. However, it can be a very powerful exercise to direct people towards the valued goals as well as to plan for their own development. People can take the responsibility about the self-development based on the insights arising out of 360 degree assessment. A very similar 360 degree assessment process is called stakeholder's audit. So a stakeholder audit is a qualitative assessment of the employee's performance. When there is a challenge in quantifying the appraisal criteria, a qualitative assessment by different stakeholders can be useful tool for performance assessment and that is what is done in the stakeholder's audit. Another way of making performance appraisal as OD intervention is by making the appraisee's role more active. It means not only supervisor giving rating to the appraisee but appraisee have a open conversation about the ratings being given and appraisee has opportunity to do the self-evaluation as well. This kind of intervention brings fairness, accountability and sense of responsibility in both appraisee as well as appraiser. But these things cannot be implemented immediately. It requires a certain kind of preparation. Sure intervention like training and coaching people can be made ready to use these methods of performance appraisal which in turn can become a kind of OD intervention. Another important aspect through which the performance appraisal can be converted a kind of OD intervention is when we make a judicious combination of objective and subjective aspect of performance and behavioral and outcome based performance. What is the meaning of that? Objective aspects of performance meaning those aspects of performance which can be measured in an objective way in a numerical way. So subjective aspect of performance are those criteria which are difficult to be quantified but they are impactful for the performance of the employees. So for example a sales data or operations data particularly the production related data on a per day or per week basis it is an objective assessment. objective assessment is customer expectation about supervisors experience of capability of the employees towards strategic thinking. His employees relation the quality of relation employees have with the different stakeholders these aspects may be difficult to be quantified. We need to take the feedback about these aspects in a qualitative way. Behavioral and outcome based measurement are the two different ways of performance appraisal. The behavioral performance is good when effort of the employee and the result of the result of his work have a long time duration. For example R&D R&D or teaching or artistic activities require reflection they require more preparation. So the effort of the employee and the outcome of these activities will have a long time duration may even extend beyond one year or two year. In these kind of situations it is difficult to measure the employees performance on a yearly basis just based on the output of the employees. But in this situation we need to identify what are the functional behavior that means what are the behavioral aspect which determine greatly the outcome of employees work. So on at ongoing basis what we evaluate are the behavior of the employee. Effort in the jobs where the effort and outcome have more immediacy meaning the employee make the effort and the outcome is visible in week or in month or in quarterly time period. In those situations outcome based measurement are more appropriate. If we keep aside the extreme jobs like that of scientist or like those of artist most of the jobs in the organizations have both the components meaning they have objective aspect of performance and they will certainly have subjective aspect of performance. Similarly some aspect of the effort required in the job will result in more immediate outcome and some aspect of the effort in the job result into outcome on a long term basis. So a good performance appraisal need to include a judicious mix of the objectives and subjective aspect of measurement and behavioral and the outcome based measurements. These decisions have to be made in the specific context wherein this kind of OD intervention is being implemented. So there is no fixed formula what is the most appropriate ratio of the objective and subjective aspect of measurement or behavioral or outcome based measurements. There is no fixed formula though OD practitioners and HR managers have to study their organizational context, business strategy and technology based on which they can make decisions about these components. Now we will look at how OD can be done through reward system. OD has traditionally relied on the intrinsic reward such as job enrichment, increasing autonomy, giving flexi timing and other quality of work life related interventions. Now OD practitioners have expanded their focus to include extrinsic reward in the form of base pay, stock options, gain sharing, promotions and benefits etc. So now we see the OD practice and OD practitioners are not only considering the intrinsic reward related interventions they are also looking at the extrinsic reward related intervention to complete the agenda of the enhancing organizational effectiveness. Reward system can be used as an OD intervention by using some of these key concepts for example the basis of reward system whether we want to give reward for the performance or for the job accomplishment. It is very similar to what we discussed the objective major of performance, objective major performance, behavioral aspect of performance and the outcome aspect of performance. Another major revelation which has happened in last 78 years is about the performance distribution in the organization and this revelation has an important impact on how reward can be distributed, reward system can be designed in any organization. This revelation is very interesting what it says for many many decades we believed that performance is normally distributed in an organization. But what is realized off late in the study of the Boyle and Aguinice that performance actually does not follow the normal distribution curve it follows Pareto law more closely. It simply means if organization performance follows Pareto law it simply means 20 percent of the people accomplish 80 percent of the organizational goals. So there are few stars who take whose performance is at times 150 percent or 200 percent more than the average performance. And they are the people who carry the burden of performance more strongly. So naturally they need to be recognized and that these policies are implemented to some extent in Microsoft and to a great extent in Netflix. Wherein at the same level of hierarchy the best performers at times in certain situations are getting 200 or 250 percent 300 percent salary of the average performers or the average employees in that particular cadre. So based on the job and based on the performance and looking at the optimum combination of the job based assessment and performance based assessment reward system can be designed and that can be useful to recognize the talent the to recognize the people who are contributing more to the organization and in this way they will direct the behavior of the other people in the organization as well. Another aspect of reward system is individual versus group reward. If job has high level of interdependency and complexity naturally the job has is conducted with the help of the group. In that situation group based reward system are more appropriate but if job is simple or even if it is complex one person can be held accountable for that then the reward system need to emphasize more on the individual performance based system. Another aspect is internal versus external equity. Employees keep comparing their performance and rewards with the people in the same department in the same organization and people in the similar profession outside of their organization. So we need to look at how to ensure the sense of equity amongst the employees. Lot of salary surveys are conducted which give the benchmark figures about what type of jobs are given what kind of monetary value in the job market. That reference must be kept in mind while designing or redesigning the reward system. Not according to the flat or hierarchical structure. If the organization is flatter meaning there would be lesser number of hierarchy. So in a flat organization there would be lesser number of bans of the reward system. In a hierarchical organization they can be there need to be more number of bans of the salary and compensation in the organization. Another aspect is financial and non-financial components of the reward. Non-financial components can be equally powerful in motivating the behavior of the employees. Best employee of the month most creative employee of the month employees look forward achieving these kind of medals. So depending on again the strategy technology and organization design a good mix of non financial and financial component of the reward has to be identified. You might be aware of the Vroom's model that can be very helpful in identifying the reward system. Vroom's model says that expectancy meaning my assumptions and understanding about to what extent my efforts will lead to the desired performance. It means whether the desired performance will result in certain specific type of rewards and valence it means to what extent those rewards are favored by me. To what extent I am attracted to get those rewards. So we need to look at these three components while designing a reward system. These at different stages of the career will have different expectancy instrumentality and valence that has to be factored into. These three aspects have to be translated according to the stage of the career or the nature of the work or nature of organization. And from there the insights will come about how to design or redesign the reward system which in turn can become a OD intervention.


When you guys think about data, I mean, I'm sure you see a tremendous amount of data on your buyers. Is there a certain age where like all of a sudden people are like, oh, flossing or maybe a demographic. So maybe it's like a 32 year old female or a 40 year old man. Do you guys see any interesting trends in that, in that area? I mean, anecdotally for me as a dentist, I think that I started to notice people starting to start worrying about their own health like in their early 20s. It's usually after college, all of a sudden you have your first job, you have your first medical dental insurance, and you're starting to like, okay, well I guess I'm supposed to go to the dentist. You start scheduling it, and you start realizing like, shoot, I spent all these years drinking hard lemonade and eating midnight snacks and not taking care of my teeth, and now I've all these cavities for the first time in my life, and then you're like, what do I do? And I feel like that's kind of like a moment, like a shift in perspective at that phase in life. I think that's also when people start to, I feel like in college most people, at least when I was in college, people are generally not so healthy, and then it's after college that you start to shift like, okay, I'm going to grow up a little bit and start taking care of myself. I don't know, what are you guys saying? Yeah, I mean, for me personally, it was so obviously for me at the time, I got off my mom's insurance, right? I got my first job. I was a civil engineer, and I went to my dentist who I played golf with, and I had a cavity, and I was like, what, I have a cavity, are you crazy? And that was shock one. And then I said, great, like how much? And it was like $120 for this thing. And as a 20 year old, you know, you think about that, like that's your cable bill, that's your cell phone bill. And so I'm like, what? And he's like, oh, but we can use, they were still using like metal at the time or something or like mercury. I forget what it was. And so there was like a fill in you can get that was tooth colored and then one that wasn't.  And I was like, what? And so the price alone for me was I was like, never again. I'm like, give me, I was like, what toothbrush do you use? How many cleaning should I get per year? You tell me, like, I'm just ignoring all the health insurance stuff for like one per year. I'm like, not enough. So for me, it was like the trigger was it impacted my bottom line. And I said, never again. Absolutely. I just hope that they didn't use mercury in your. It wasn't mercury. No, no, sorry. It was just like, at the time it was they had different options for the fill in colors, which was also shocking.  It doesn't even make any sense. I'm like, why is that an option? But I guess it's cheaper. And also those fees you call it Diego, those sound like copays. Yeah, exactly. Yeah. So I mean, dentistry, it is really expensive. And it's as a dentist. Like I feel awful every time I have to drill into someone's tooth. Like, of course, like if there's like decay and I'm cleaning out the decay, I'm happy. But like for a lot of these cavities that occur between your teeth, these cavities that could have been preventive with flossing. Unfortunately, in order for us to get to that area, we have to cut through perfectly sound, healthy enamel to get there, to fill it effectively. And that breaks my heart because as it is, like we're trying to conserve and protect the enamel and the tooth structure as much as possible. And then to have to sacrifice some healthy to be able to to do a cap filling, it's it's really sad for me. It sounds heartbreaking when you say it that way. I'm like, oh my God, let's save the ocean. It's I'm just like this feels like for me, it's very visceral. Like I just I feel awful about it. That's why it mattered so much to me that I find a solution to this. Hey, everyone, thanks for checking out that clip. If you enjoyed it, be sure to hit the like button down below. And if you're interested in hearing the full episode, it's out right now on our YouTube channel. We've had a lot of great guests come on this show before and we've got a lot of great guests coming up in the future. So hit subscribe so that you don't miss a single episode. And one final note, we're always looking for new ideas and new companies to feature on the show. So if you know of someone or know of a company, write us a comment down below letting us know who they are and what they do. We'd be happy to have them on the show. Till then, I'll just be here waiting for your comments. So, uh, see you later.


Hey guys, welcome back to come again. I'm Shannon and this week on pop review I'm gonna be reviewing the pop Marvel number 145 Px previews exclusive Deadpool vinyl bobblehead Stay tuned. Hey guys, welcome to come again if you're new make sure you hit the subscribe button and a little bell Comment below hit the like button. I mean you can share with your friends All right guys, welcome back like I said before this is the pop Marvel number 145 px previews exclusive Deadpool vinyl bobblehead So you can see you got Deadpool peeking up on the top On the side you got the display side over here He's dressed to kill on the back. You've got spider Gwyn is number 146 She-Hulk 147 captain Marvel 148 dr. Strange 149 Doc Ock 150 and Falcon number 151 So now I do believe they just Took the body of another Funko one was a suit and tie and just put a Deadpool head on it and did a repaint With that being said this is a pretty cool figure like I said this is the dressed to kill Deadpool I Believe he is currently listed at about $12 on pop price guide. I could be wrong. I did purchase this one from Billy for about ten bucks so Yeah, let's go ahead and open this guy up and take a look inside. So as I said he is a bobblehead Like most of the marvels Nice little pose here. You got the red tie red Hanker chiff in his pocket red gloves black suit and then the standard Deadpool mask His head is slightly twisted. I think Billy might have gotten this at C2e2.


And welcome back to another episode of a mere proof in today's episode. I have Yaron brook. Yaron brook is an Israeli American entrepreneur Writer activist. He is an objectivist and current chairman of the board at the Einren Institute So before we continue a little bit house cleaning Number one We did this video a day ago and zoom was having some issues and there's some bandwidth issues for so for the first One to two minutes of the video has been cut off due to the very nature that you couldn't even see it or hear properly There are some parts within this interview that might be glitchy once again For bandwidth issues, but you're gonna really enjoy this episode We talked about why free markets are very important why individual rights supersede nation-state rights and why we must I Can't stress this stress this enough. We must focus on sovereign individual rights We must focus on free markets freedom of speech and freedom of expression for us to have a better Global society. I hope you guys enjoyed today's episode now on with the show well, the reason why I brought you on the show is I've been watching you for a while and You know, you talk about the free market You get the best thing is what where you go around to the university specifically in Europe And you talk about the free market and you bring up the story is like, you know Did Apple create more opportunities for people as opposed to like say governments, right? how many people came out of poverty towards the free market and In our current situation with the pandemic with the coronavirus and the United States government doing all the in not just us every centralized federal reserve around the world doing bailouts It's more or less looking like to me this whole notion and in the last like 20 30 years has been kind of Being mitigated but the whole notion on free markets like we don't really don't live in a free market system anymore. Do we? No, we haven't lived in a free market for a long long time and and every decade it gets worse So, you know, maybe it got a little bit better in the 80s with Reagan and Thatcher But generally and in the you in in Canada, maybe it got better, you know in the 90s But generally the amount of regulation the amount of controls the amount of intervention has only increased by decade since probably 1914 or something in the US at least Yeah, no, I know the last thing I read so the bailout part of the proposition for this bailout was they're not even giving money They're literally buying equities within the companies. And so like the classical definition of socialism is the means of production So when I read this I'm like, is this like socialism like hidden socialism? What is this? So I don't think I don't think they're actually gonna buy equities I think I think they've walked away from that they and it there was some plans to buy equities But it became obvious that that was that was gonna be ridiculous What this is is a form of fascism of economic fascism Fascism when applied to economics put aside the racism the Nazism just just fascism is Controlling the economy without owning the means of production. So what they do is they say, oh, no, your company's yours You own it, but you can't do this. You can't do that. You can't pay your employees less than this You can't play your CEO more than that They tell you exactly what to do and how to do it So in a sense they control every aspect of your business, but you have a piece of paper saying it's yours So what we get and this is how they dull the American people and how they they get this American people to go along because they pretend to the American people. No, we're still capitalist We're still private property. We still believe in markets and I make people say, okay, we'll find them But what they don't realize is no, they're no markets. There's no private property. There's no businesses everything is You know to some extent large extent controlled by the government So we we live today in a mixed economy with a lot of state control and a little bit of freedom and the piece that's free keep shrinking and And this big stimulus package, you know politicians, what do they say never let a crisis go to waste? Of course Politicians as soon as they see a crisis the first thing they jump in it is more controls more limitations more power for them Yeah, and I always tell people like listen up. I'm a serial entrepreneur. I love building businesses. I love the challenge and When you look at the reality, it's it's daunting because it's like how on earth does a brand-new startup compete the answer It's no like when you have government-backed companies that have a bankroll that's unlimited Unlimited that has policies and regulations a stifle especially these patent wards that they have which is ridiculous You look back and you sit back. You're like, I can't even start. I can't even do anything Yeah, I mean what government does is it creates it provides monopolistic powers to companies it creates regulations that barbie from entering and if you think about it that That's what's gonna happen when you give politicians a lot of power So I always you know people like to blame the businessman. Oh the business man manipulate the government But it's not it's the government right my favorite story here is in the 1990s when Microsoft was the largest company in the world They had the highest market cap in the world They they spent a lobbying in Washington, D.C. Exactly zero dollars Never went to DC didn't have lawyers. They didn't have lobby is no buildings nothing and Congress said Microsoft we want to talk to you so they brought Microsoft executives in front of car in front of this committee in Congress and Literally these these congressmen started yelling at them and and aren't hatch who is a Republican from Utah stood up And he and he was a young senator then and he said you guys need to start spending money here You guys need to start lobbying you guys need to build a building here in D.C. You better start Lining our pockets. He didn't say it that way, but basically that's the implication. Otherwise, you're in trouble and Microsoft walked out of then basically the The guy who was there wasn't even Bill Gates.  We'll leave you alone Well, you know, you've got nothing to give us we create jobs. We're producing. We're busy competing, right? six months later Not gonna do it Microsoft. We're from the Justice Department and We're here because you're violating antitrust laws. What were they doing? They were offering a product for free Like you're too young to remember this but when the first internet browsers came out you had to pay for them downloaded Netscape and you had to pay 70 bucks to use it and Microsoft was offering Internet Explorer for free So then they went through court cases 10 years and then another 10 years of a government regulator sitting at Microsoft and Telling them what they couldn't couldn't do and you know controlling everything. This is when Bill Gates left the company and everything What was the lesson Microsoft's law? Yeah, we better have somebody in Washington. So this doesn't have to happen again So how much money they spent today on lobbying? tens of millions of dollars So for businesses a lot of the lobbying is just self-defense now It's true after a while when they get into the habit of going to politicians They start asking for favors and they start manipulating the market instead protect start protecting themselves But the only way to get rid of Cronism is to get rid of government power over the economy I would love to rewrite the American Constitution and have a separation of State from economics government should have no role in economics. I Agree, you know, I always say Nassim to leave has a good saying it's like I'm not opposed to communism. I think communism is great with my family It works perfectly between my my mom my brother my sister one You know, I know them. It's a small group of people. That's it beyond that It doesn't work, right? So the higher the higher level you go up. It has to be Even in the family You don't it's not true that you sacrifice some for the sake of others It's not about sacrifices and it's not about equality. It's not about equality You we don't you know, the kids don't have as much say as I do. No, no my home I'd bring the money in my words That's like communism. So it's not some it's not some You know, there's no nothing good about egalitarianism. There's nothing good about Sacrifice what the home is is it again? It's contracts and trade when you have a child You basically Having entered into an implicit contract to take care of that child for 18 years and do your best to Produce a good human being so so you take care of them You're not sacrificing you commit it to this any more than a business sacrifices when it pays its employees because it's got a contract with them No, that's what they do right and with your spouse Even if let's say she stays home and you work. It's not you're not sharing the money equally because no There's a trade there, right? You have a relationship that is fundamentally a trade relationship. Yeah, there's that there's definitely not equal share money No, you get egalitarian is is a it's a pipe dream Inism is evil through and through there's nothing good about communism and Not in the family not outside the family I mean if the seam was serious and he actually practiced communism in the household his wife would leave So brings me that question though is like I'm a hundred percent firm believer that the government's only responsibility is Military defense and private property protection. That's it. Everything else education leave Private corporation. That's it leave you should just defend my freedom of right speech my sovereign to individual Protect the borders and protect my right on proper everything else bugger off Correct, correct But At the exact same time what we're seeing is the opposite. We're seeing the bureaucracians as I call them grow in Employees every single year. So it's not the opposite the government increases by size every single year You can't fire these people. It's impossible. So they have no accountability whatsoever So they can make a million times mistakes, but no one's held accountable for these mistakes And yet here we are sitting back and you know, we're preaching what Iran talked about Individual responsibility self-sovereignty more or less kind of like the non-aggressive principles But I'm also a realist when I'm what I see right now I still think if I'm looking around the world still United States is still one of the best countries per se comparing to the global Even here in Canada, I don't have the same constitutional rights as you guys have in the United States You know freedom of speech is not really freedom of speech in Canada to be honest with you Like I can end up to jail saying some things over here Reminds you like communist fucking Yugoslavia the parent my story the parents my stories my parents told me and The question is what can we do? Is there any actual steps that we can take to change things? I mean the only thing I mean people always want shortcuts and they always want a quick solution to these things But but it doesn't work that way. Unfortunately. I wish there was and I don't know if there is one I don't know to me. It's about education education education. It's about speaking speaking speaking It's about doing podcasts and writing Editorials and in recommending people read out was shrugged and trying to get the word out there to people people have been inculcated with an ideology of What I meant called altruism an ideology that says that basically your life your happiness is not what's important Your moral duty your moral responsibility is to take care of others And if you have to sacrifice for that self-sacrifice for that if you're worse off of that then that's okay That's why we view Mother Teresa as a moral hero, right because she suffered to help other people Bill Gates helped many more people than Mother Teresa did But he made money doing it. So that's a no-no So we live in a culture that believes that's self-interest that pursuing your own happiness that pursuing your own life The pursuing your own values is bad Now that is inculcated through Christianity. That's inculcated through our secular philosophers That's inculcated from every direction in the culture and that's what we have to overcome We have to undo the programming that so many people have just accepted and bought into and the Revolution really is not about economics or politics. It's really an ethical revolution We have to teach people that their life is theirs that they should be pursuing their happiness Not just because that's what the self-help gurus say but that's because it's their moral Responsibility and the only way they can pursue their happiness is by taking personal responsibility By thinking for themselves by producing for themselves and that people who become dependent on government are never gonna be happy cannot be happy because they've given up their own self-esteem their own You know self-respect because now they live off of other people. They're like beggars in the street So the only way to attain happiness is to be an independent thinking Rational being and that to convince people of that is gonna take just a lot of Educating a lot of speaking a lot of getting them to read the right books And we'll talk against everybody else in the culture Everybody's against us, but it seems like getting worse and worse at the exact same time Like I made a video the other day and I'm looking and I see people actively Sticking their hands out and saying please government track my phone for this stuff. Please government Give me money.  I just can't even be a human being You said it before when you said the government controls education and it shouldn't it controls education Which means it controls kids from when they're very young controls their minds controls their attitudes Tells them what is true and what it's not what is knowledge and what is not it doesn't teach them to think for themselves It doesn't teach them reality facts history what really happens math science those things are not important What's important is social sciences and kumbaya Feel and socialized socialization is really important and as a consequence you get these snowflakes these kids who Who are the results of this educational system? I can't think can't produce for themselves. They can't be entrepreneurs. They can't go work I Get a decent job and they don't know anything So they think Socialism is wonderful because they don't know anything they think the government will solve all their problems Because that's all they've been taught. It's all they've been so our job is to undo the programming and to get them when they're Young to try to get them in the 15 60 17 and and to really undo everything that the government schools Have programmed into them and again, it's hard and we're probably gonna lose certainly in the short run But I think it's the only thing we can do Yeah, you know, I agree when it's It's interesting because when you walk when I watch some of your videos with the students You have some who are like almost triggered like ah, this is this is impossible But then you have the select few who you kind of almost in real time You can see their gears are like wait a second. Yeah.  So yeah, I mean, that's what you have to do You have to go out there and talk to people and present them that these new ideas these different ideas and I'm just gonna flop down on top of them and Too many kind of within the free market movement if you will too many people focus in economics Yeah, I focus in economics all the time It's not convincing to people You need to be able to make a moral ethical case for individualism for capitalism for freedom And and the only way to do that is to attack things that people don't like attacking like religion like Philosophy like like the ethics they mom they mom taught them, right? but It's the only way to do it and in Europe you have to attack tribalism on top of all that So at least in America, we have a little less although it's growing of the of the tribalistic attitude But yes, you have to up and all the fundamental beliefs people have Yeah, it's fascinating guys.  I I understand why they want socialism I understand it.  You have to challenge it at its core. You have to challenge it at the level of You know, it's noble to sacrifice yourself other people, you know right now You know the corona virus we've all accepted the fact that it's okay to sacrifice young people for old people We've all said we're gonna change our lives. We're gonna stop working. We're gonna stop doing everything. Why? Because God forbid we only isolate old people and we treat them differently because the solution to this is to isolate the people who are most Sceptible to it who happened by the way not to be the workforce because most of them are tired So isolate them You know, try to try to put them in in places where they won't get affected And let the rest of us live our lives, but no The mall thing is you you can't treat some people differently than others egalitarianism requires you to treat everybody the same So everybody needs to be sacrificed young and old For the cause of I don't know say this reminds this reminds me of Rainier Rajard's memesis theory Where there has to be a sacrificial process some it's not our fault. It's not our sins. No God forbid It's our sins, you know, someone else's fault. Let's go sacrifice that person There's always there was there's always a scapegoat and there's always a Sacrificial element that kind of purifies you from it. I mean think about Donald Trump's campaign I mean you ran a campaign saying all the problems in America are your fault.  Mm-hmm. They've tried everything and they've just it's just it just nothing has worked so far And they're willing to be radical. They're willing to question deep down big So for example, I understand for what you said before your family from Serbia. Yeah former Yugoslavia Yeah, the Balkans. Yeah, yeah, these are responses in the Balkans Poland Ukraine Georgia So former Soviet Republics who lived under communism remember fascism and Since the war came down of tried all kind of mixed economies and everything sucks. Everything's failed. It's all corrupt So young people they are willing to think radical ideas somewhat Latin America you get a little bit of that in Latin America still difficult but but young people again So pissed off they promise to be middle-class the poor The societies are going nowhere the economies are going nowhere. They're willing to consider something radical They're willing to think outside the box and that's an opening for us.  It's a massive countermarket and it's fascinating. It's yeah It's fascinating to watch how people kind of completely go underneath the radar from like the government well, that's what happens in societies where the government is dysfunctional and corrupt and And interventionist and but but not off not totalitarian so they can get away with it see his establishment of a black market it happens in in Any country that that where you see that in South America you see it in all over Eastern Europe and in the Middle East any place where the government is weak and corrupt and Authoritarian there's a huge black market. Yeah, my biggest fear they're going in the future is and I got pissed off And I shouldn't have but like I see people applauding what China did during the coronavirus.   Doing something similar now. I mean a lot. Yeah in the US a model daft to China And and they say it worked rather than using the South Korean model. Yes travel bands No restrictions on at least small gatherings. No restrictions on travel. No restrictions like that and what they did is they test it They tracked and they isolated on a case-by-case basis They didn't shut down the economy So instead of that we're mimicking the Chinese model and it's truly atrocious and they look the left is Admires China for a long time. They admire the central planning. They they Misidentified what has led to China's success because it's not the central planning It's actually those parts of the economy where China's left alone We're kind of like what which are we less regulated than are here in the West That's what China's that's what led to China's success not the central planning of the of the communist party People also forget too when I talk about leftists and socialists the Psychology the psychographic design of a leftist is a sociopath They crave and yearn power absolute power It's a group of individuals that decide the rules for all and I tell that people Yeah, yeah totally. Yeah. Yeah, yeah, yeah I would say they're the same left and right are the same like if you're look if you're looking at these different parties like I don't agree with everything that Chomsky talks about but like Chomsky has a good saying the parties in power You know, I think it's both left and right. It's yeah, yeah, both rest of the year one power That's what they are on that so they're they think they can run our lives They think they know what's better for us. They they have no respect for the individual no respect for the human mind They they are just power-lusting little dictators and that dominates who goes into politics left and right. Yeah, yeah, and So where do we go from here? Like what can people do as an individual person right now going through the we're in a big recession? Like I don't care what people say this is gonna be horrible, but what can a person who's Reading information and looking online like what's something active they can do? Well first Study the ideas study the ideas that behind freedom that at the base of freedom It's not enough just to get a superficial understanding because then you're not gonna be a good communicator to really Communicate and to help teach people and educate people you've got to be you've got to know the idea So here I recommend reading not just that was shrug But a lot of iron man's essays a lot of her nonfiction and then there's a gazillion of content on the iron man Institute website iron man dog if you come to what my YouTube channel your on book show calm In the end YouTube channel your own book you'll find because lots and lots of videos some of the lectures I've given in Europe and elsewhere. I mean study get good at it and then so two things know the ideas Live them go out and live them be successful be happy in spite of the recession make something of yourself. Hmm and then You know become an advocate You know become a supporter find ways to support people who are we're doing the work to promote these ideas And then you start promoting these ideas within whatever circle you have influence Well said, I want to thank you so much for coming on the show sharing your thoughts. What's the best? What's the best resource people can reach you at? so you're on book show calm and In my YouTube channel, of course, Twitter Facebook I'm on all those so just just put my name on to Google and all of that will pop up Awesome. Thank you so much. My pleasure. Thank you


Hey, this is Brett, and this 2013 Ford Mustang Shelby GT500 is stock number 14040Z. I am here at Summit Automotive in Van Lek, Wisconsin, your new and used sports car headquarters. This 2013 Ford Mustang GT500 has these 5.8 liter supercharged V8 engine, puts out 600 and 62 horsepower. This car has been fully safety and inspected by our service shop. Has a fresh oil and filter change, all the fluids have been checked and topped off, and this car is 100% ready to go. I'm going to go all the way around in this video, inside, start it up, take a look under the hood, give you the most accurate representation that I can of the car. Sterling gray metallic is the color I shoot all my videos in 4K, and if you like the video, you can subscribe to my YouTube channel, which is youtube.com, slash Summit Auto. Click the bell notifications, you'll get updates on the videos I do each and every day, as well as having access to one of the largest catalogs of vehicle, and specifically sports car walk-arounds on YouTube. This one comes with the 19-inch painted SVT wheels in the front. This is part of the SVT performance package. You get the Brembo brakes in the front as well. This one comes with Michelin Pilot Sport AS3 tires. These are 265 40 ZR19s in the front, and these tires, I would say, have probably about 70 to 80% of the tread left on them. I didn't see any scuffs or scrapes on that wheel. The Cobra logo looks really good. Stripe is in nice condition, didn't see any dents or dings on that fender. Comes with the HID headlamps, the LED running lights, and the factory fog lights. I'm going to turn all those on at the end of the video so you can see just how bright they are. The bumper and lower valance are absolutely perfect. No scuffs, no scrapes, no dents. It's never been drilled into as far as the license plate is concerned, and the black center stripes all look really good. I didn't see any rock chips or anything on them, and the hood is in fantastic condition as well. Stripes are in really nice shape on the hood. No dents or dings on that hood, and the passenger side fender is in nice condition too. No dents or dings. Passenger side front wheel is in nice shape, and the only thing I'm going to note on this entire car is there's a very, very small scratch that's been touched up on the passenger side front fender, but other than that, this car is very, very nice. I would say near mint condition. As you go down the passenger side of this car, take note of how clean that body is, how reflective, and mirror like that paint is. I take these HD videos so if you're far away or even if you're close by and you just cannot make the trip down, but you're still interested in purchasing the car, you can see the car, hear the car, and of confidence in the vehicle that you're looking at before you even get here. So when you do get here, there's absolutely no surprises, and you can make a smart and informed buying decision from wherever you're at. If this video helps you make that buying decision, let your salesman know that you saw the video, that it was helpful, and that Brett sent you very nice down that side. Not one single dent or ding. Back wheel. These are 20s in the back. We still have Michelin Pilot Sports back here. 285, 35, ZR20 tires. And take a look at the tread pattern, as well as how much tread's left. I would say very comparable to the front tires. And the underbody, from what you can see, is in really nice condition. This is extremely hard to do with a gimbal. And Sterling Gray Metallic, one of my favorite colors on the Fords. It's got a lot of very fine metal flake to it. Really a good looking color. Shimmers a lot. Coming around to the back of the vehicle, the rear bumper is absolutely perfect. No scuffs, no scrapes. Very, very nice. The stripes are in fantastic condition as well. The back plate here, no scratches or anything on that. Get the Shelby GT500 logo there. That looks good. And the stripes on the trunk lid are in very nice condition as well. You get the LED tail lamps on here. Take a look inside the trunk. Here is your cover for the convertible top. You do get the Shaker Pro sound system in this one. And underneath here is the tire inflator kit. These are always just really a pain to get out. There we go. There's your tire inflator kit. But very clean back here. Shocks are doing a nice job on that trunk lid. And I always like closing them from the top here so that you don't scratch up that plastic surround. It does have the factory exhaust on it going down the driver side just as clean as that passenger side. No dents, no dings, no scuffs, no scrapes. Very, very nice. It does have a capitalist fuel fill. And for full disclosure, this back wheel is in excellent condition as well. No scuffs or scrapes on there. Now the rest of the side of the car, the door looks very, very good. The stripes are in excellent condition as well. Edge of the door looks really good. You get the power mirrors with the blind spot mirror inside. This one comes with the Recaro black on black leather and Alcantara suede seats. You get the Cogra stitched into the back rest. Side turn airbags. You get the Recaro logo stitched into the side of the seat as well. Driver seat height adjuster. These are manual seats, factory GT500 floor mats. You get launch control. You get your different dampeners for your suspension and then your different steering wheels, auto headlamps, power windows locks and mirrors. Back seats, just as nice as the front seats, no rips or tears back there. Carpeting is very nice and clean. And we'll hop inside, check out the miles, radio, and everything this car has to offer on the interior. You can see that this one has 9,027 miles. steering cluster is very nice and clean. You get the suede and leather wrapped steering wheel, Bluetooth and audio controls on the right. Cruise controls and information center controls on the left, you can see any rips or tears on that steering wheel. It looks really nice. So this one comes with my favorite radio on the Fords. It's the AM FM and Sirius XM radio capabilities. It does come with the factory navigation system. This is Highway 41 and Rolling Meadows Drive. So that is working nicely. You get AM, FM and Sirius. Like I said, you also have a hard drive where you can download music from CDs and everything into the jukebox, which is really cool. And then you have your own music on here. And really nice radio, easy to use.  You can see the ambient lighting on the floor there, part of the ambient lighting group. You can change those colors. It's in the cup holders too. Six-speed manual transmission with the cue ball shifter on there. Stability control, trunk popper, hazard lights. From what I can see on this car, everything is definitely stock. I don't think it's been modified. We'll take a look under the hood, passenger seat, no rips or tears. The inside of the soft top is in nice condition. Some link buttons for your garage door security systems and lane systems, map lights and your soft top control. So I'm going to open up the soft top. There's one right there and one right there. And then just press that button and away she goes. And it'll stop as soon as it's down all the way. And we're going to start it up. Take a look under the hood. Check out all those LED and HID lights. Starts right up. Back engine lights or anything like that other than my brake lights on. I would personally like to thank you for checking out the video today. Hopefully from this HD video you've been able to verify the quality, condition options and of course, cleanliness of this car all the way around inside and out. The exhaust sounds really good. Really a sweet ride. These are getting harder and harder to find, especially with low miles and optioned out as nicely as this one. There are those HID headlamps, LED running lights, fog lights are working nicely. And under the hood we have the 5.8 liter supercharged V8 engine. Engine bay is very clean, runs very smooth. Once again, this car has been fully safe and inspected by our service shop, has a fresh oil and filter change, all the fluids have been checked and topped off. And it is 100% ready to go. There is the emissions sticker. And like I said, I believe this car is bone stock. I don't think it's been modified at all. There is your pan-built badge and LeMay and Chad Baca built this one, the best I can tell. Anyways, really a sweet ride and this car is 100% ready to go. I'm going to do one more final walk around with the top down, so you can get a good idea from all the angles. And I would highly recommend this car from a quality and condition standpoint. You definitely do not see as many come in as clean as this one. And love that color too. And I would chip this one anywhere and whoever is going to get it is going to be extremely happy with it. And to see more pictures of this car or one of our other 550 new and used cars, trucks, SUVs, minivans, Wranglers, halftones, two quarter-tons, one-tons, sports cars, mustangs, Camaro's, Challengers, Chargers, Corvettes, GT500, Z06's, ZL1's, you name it, we got to go to that website right there, SummitAuto.com, full pictures and descriptions of every single vehicle, all at SummitAuto.com and if you'd like to check out more HD videos you can go to YouTube.com slash SummitAuto, click the bell notification to get updates on the videos I do each and every day, as well as having access to one of the largest catalogs of vehicle walk-arounds and sports car walk-arounds on YouTube, over 8,000 videos in county. In fact, in a second you'll see a link to subscribe to my YouTube channel, the upper left, a link to more GT500 cars I've done in the upper right, a link to this vehicle on our website in the lower left and a link to one of our latest YouTube videos in the lower right. With those, check us out, we're super excited to help you with this Ultra Clean 2013 Ford Mustang Shelby GT500 in sterling gray metallic. Thanks again for checking out the video, remember to like, subscribe and share on the YouTube channel, I really appreciate it, thanks again.


This is stock number 9865. We are here at Summit Automotive in Fond du Lac, Wisconsin. Your new and used minivan headquarters. Today we are checking out this super clean 2017 Dodge Grand Caravan GT package. This vehicle has the award winning 3.6 liter Pentastar V6 motor. From this HD video you will be able to tell that this van is extremely clean all the way around inside and out. Granite crystal is the color. We shoot all of our videos with 1080p so if you have HD capabilities on your computer tablet or smartphone device turn them on right now because it is like you're right here looking at the vehicle with me. Comes with these 17 inch painted and polished aluminum rims. No scuffs or scrapes on this rim. And in the front here we have black lion tires. These are 225-65 R17s and they have probably about I'd say 70 to 80% of the tread left so really good tread left on these front tires. Four-wheel disc brakes on these Gran Caravans. The GT package gives you the blacked out headlight bezels. The fog lights. Didn't see any dents or dings on that hood. Passengers side fender is in excellent shape and the passenger side rim is in nice condition as well. This tire has about 60 to 70% of the tread left as well and that is a Kelly edge tire and as you go down this side of the vehicle you can see just how clean that body is, how reflective and mirror like that paint is. We take these HD videos so if you are far away or even if you're close by and just cannot make the trip down you can still see the vehicle hear the vehicle and have confidence in what you're looking at before you even get here. Our goal is to give you the most accurate representation so when you do get here you'll know exactly what you're getting and be 100% ready to go. Rear quarter is an excellent condition this back rim. No scuffs or scrapes on that and four-wheel disc brakes of course and the back tires have just as much tread as the front tires. I will show you how that stowing goes system works so basically we come back here. I already have the front seat pulled up all the way. Now that is a power seat on the passenger side part of the GT package as well so you move that format out of there and then this piece goes up like so just pull this handle right here. Everything will flip and go right down into the floor. Put that down and it locks into place and you're ready to go. To put the seat back up very simply you just do the exact same thing you just did grab the handle here flip it into place put this down go like that and then you're all set so very simple did everything with one hand and it took about 10 seconds to put it up and to put it down. So anyways this seats very clean no rips or tears these second row seats are heated and to put the door back you just press that button right there you can see that the door slides nice and smoothly. As we come around to the back of the vehicle very clean back here no dense dings or cracks on that rear bumper and that rear tailgate is in excellent shape this is a power lift gate and it power goes down which will show you in a second and the back storage area is very clean that's your jack tools I believe that's your subwoofer right there so to put these seats down I'll show you real quick just follow the numbers one two three and four that seat folds down like so both sides do that and to put it back up you just grab the strap and if you don't have gloves on it's a lot easier grab the strap and give it a flip pull number two and number four again and you're all set to go so very simple to get it all the seats down very fast and a really nice feature to put the gate down you press that button it will beep at you three times and then I'll come on down also as a safety feature if it hits anything it'll go back up so you never have to worry about your kids getting squished in it and down this side of the vehicle very clean as well you can see that wheel wells in excellent shape and this back rim is in nice condition as well very clean down this side I didn't see any dense or dings it comes with heated power mirrors want to show you one thing in the second row here so it does have the side window shades it also has the heated second row and this passenger seat is very clean as well you do get a hundred fifteen volt 150 watt plug-in and the third row seats are very clean as well no rips or tears back there you can see that that door slides nice and smoothly and inside the GT package does give you that black leather interior no rips or tears on this seat very nice condition both of these front seats are power both of these seats are heated you have factory floor mats throughout power windows power locks power mirrors and this thing right here what this one does is it power events your rear window so kind of a neat feature right there this one does have auto headlamps and as we hop inside you can see that this van has fifty two thousand three hundred and five miles you get a digital speedometer compass outside temp display you get the heated leather wrapped steering wheel bluetooth audio controls on the left cruise controls on the right information center controls right here and then on the back of the steering wheel there's more volume controls has the 430n radio with the factory navigation also this is where your backup camera shows up and also this is where you can put music and stuff on here it has a hard drive in it so 28 gigs of hard drive space on that radio dual climate control you got your heated seats and heated steering wheel buttons right there as well as your rear air controls passenger seat is very clean as well no rips or tears on that this van has never been smoked in smells very clean the headliner is in excellent condition and you have your door buttons right there as well as your map lights and finally there does have the homelink system for your garage door security systems and lighting systems also on the radio AM FM and Sirius XM radio capabilities and of course Bluetooth capabilities we'll take a quick look under the hood I would personally like to thank you for checking out the video today hopefully from this HD video you'll have been able to tell just how clean this van is that you can make a smart buying decision under the hood we have the 3.6 liter award-winning Pentastar v6 motor engine bay is very very clean runs very smooth this van has been fully safety then inspected by our service shop has a fresh oil and filter change all the fluids have been checked and tapped off and this minivan is 100% ready to go to see more pictures of this grand caravan or one of our other 450 new and used cars trucks SUVs minivans Wranglers you name it we got to go to our website www.summitauto.com full pictures and descriptions of every single vehicle on our lot videos of every single used vehicle that we have all at summit auto.com thank you so much for checking out the video if you want to make this one yours give us a call right now<PHONE_NUMBER> ask for one of our sales professionals to make this van yours today once again that number is<PHONE_NUMBER> and if you'd like to check out more HD videos you can go to youtube.com slash summit auto remember to like subscribe and share on this video and all the videos that you may see there in fact in a second you will see a link to subscribe to our YouTube channel on your left a link to more used inventory videos like this one on your right and if you haven't been to our website on the bottom link to this vehicle on our website click those check us out and we really look forward to helping with this super clean 2017 Dodge Grand Caravan GT thanks again


Live from Las Vegas, it's theCUBE! Covering AWS re-invent 2019. Brought to you by Amazon Web Services and Intel, along with its ecosystem partners. Welcome back to theCUBE, Lisa Martin with Stu Miniman. We are live on the show floor at AWS re-invent 19 with thousands of people. Stu and I have one of our CUBE alum back joining us. We've got Gail Habermann, senior director of cloud services from Nutanix, welcome back. Thank you for having me. And you're on brand with your Nutanix pin. I'm running for president of Nutanix right here. All right, so here we are day three of re-invent, 65,000 or so folks here. This show floor has been non-stop for days. Big theme has been about outposts and what outposts and what AWS is doing there. But Nutanix, you guys have been talking about hybrid cloud for years. What does all of the buzz about outposts, what does that mean for you guys? I think this GA really validates our strategy and what we've been hearing from customers for many years around the need for hybrid and more broadly, I think consistency. Consistency across environments as a way or means to actually adopt hybrid in an effective manner as a long-term strategy. And I think AWS now realizing that and working in this direction, we see that with outposts and with what they're announcing with local as well. The idea is that you really need to have a consistent way to manage across different environments and ideally same constructs as well. And that's what they're doing specifically with outposts. The direction we've been taking is the same where our software can run both on-prem but also in public cloud and edge so that the same applications whether traditional or modern can run in the same way so that not only mobility is easy but people can use the same skill sets that they've developed over many years across different environments. Yeah, Gil, it's been fascinating for me to watch the maturation of the market. Of course, Nutanix's original design was let's take these hyper scale type of architectures and bring it to the enterprise. Now we're seeing the intersection of what's happening at the enterprise and the public cloud and the environment. But, you know, dial back a few years the first time Nutanix came to the show it was right after the acquisition of a small company called Zai. And it was like, okay, it was exciting but the Nutanix and Amazon connection was we're trying to all figure out how the dots go together. Fast forward to today, you know, bring us up to, you know, how Amazon, Nutanix and those solutions work together for your customers. Sure, so the latest initiative that we have announced as early access is Nutanix clusters where we use our software, not only on-prem now but also on AWS Bermuda instances. So for those who don't know, our software for many years have collapsed storage and compute into a single pool of resources that customers can deploy very easily and scale out as needed on a variety of hardware platforms traditionally in their data centers. Now we use the exact same software but on AWS Bermuda instances. And what that means is that the same applications as is can be used either on-prem or public cloud. So it's really easy for customers for their business and mission critical applications. Yeah, I want to highlight a thing you talked about there that's a bare metal service from Amazon which is a relatively new thing. My understanding that was designed for the VMware on AWS but they're opening up for ecosystem partners to do. And you said Nutanix clusters. Is that what I had heard about at dot next and was called Zai clusters before? Yes, as part of this early access we've renamed this to Nutanix clusters. But yes, it's the same idea. And the idea is really that customers can now use our software in AWS. You see other cloud vendors also starting to offer bare metal services for this exact reason. And we're really evolving our company as well where our software itself is going to be portable. So customers know they deploy our software for example on-prem today. They have a direct path to AWS and other clouds in the future. Because we have heard from many customers that perhaps re-platform, let's say to AWS now they're not sure what to do if they ever wanted to go to another vendor, right? So what we're trying to do is have a single platform that can support multiple clouds and also the software itself has to be portable and so that's the path we're on. For that portability, what are some of the key use cases that it will enable customers to achieve? So many times now we hear that customers are not looking to manage their physical infrastructure anymore and so in cases where perhaps they acquired multiple companies and they have kind of a data center sprawl, they want to consolidate. One option is to consolidate into a SQL data center but another option now would be to consolidate into AWS location near them or in the region that they need. But the key here in the case of clusters is that the same VMs, same third party integrations they've had, daily practices, can now work simply managed on AWS as opposed to managing their own data center. So it eases the operational burden but it does not require a big lift and re-platforming to achieve that. Yeah, so I was hearing, sorry, so I was hearing one of the loud and clear when you were saying that operational efficiency seems pretty loud and clear as a key benefit. Absolutely. All right, so Gil, what you're describing there really reminds me of what I'm hearing from customers when they're talking about one of the reasons that they're adopting Kubernetes. Of course, Amazon has various ways to leverage Kubernetes, especially EKS. They announced the Fargate being supported there. I know Nutanix has carbon. Do carbon, Nutanix clusters, how does that go together in the whole Kubernetes story? Yeah, so when I talk about clusters it's really the entire software that we have that can be used across environments and that software stack includes many aspects to it. Of course, the core is just having very resilient infrastructure software that you can run applications on but it has many other phases to it and one of them is containers. So like you run virtual machines either on our hypervisor or third party hypervisors you can also run containers on any Kubernetes or our Kubernetes that we support as part of that software and that whole thing is portable. So really what I'm talking about here is very foundational and definitely supports carbon as well so customers know that both traditional and modern applications can be ported across clouds. Give us some customer examples where you've seen a legacy enterprise that has to transform in order to stay in business. I was working with Nutanix to do just that. Yeah, so we have many customers especially on the high end of the market to your point, pharmaceuticals with security concerns, financial services that want to modernize but they have very heavy investments in their traditional and business critical applications and now that their cloud journey is maturing they want to address those workloads. Those workloads are very hard to migrate or to replatform specifically and so they're looking for this way to maintain all the investments that they've done over years but also get the benefits of public clouds where it's appropriate either for migration or for bursting and so having that same software that can run the same VMs as is across multiple environments is a perfect solution for them. You know eliminating the need to utilize different cloud native services maybe they'll do that over time but right now this really helps them save millions because we hear from many customers to your point the CIO has the mandate to do this transformation but I can't do it or my teams have resistance to do it because of this investment. I'm glad you're hitting on that transformation note because Nutanix itself has gone through a bit of a transformation recently all software, that model it feels like we've kind of gone through that transition. What does that help Nutanix learn when you're working with your customers that transformation is not easy that the keynote talked about that you need leadership involved and this test can't be an incremental thing you need to take bold moves to move things forward and Nutanix itself has gone through some of its own transformations. Yeah, absolutely. As always with Nutanix we're very aggressive with execution both in product velocity and here also in terms of business models so we've moved from hardware to software and now to subscription we find that customers absolutely love the notion that they have a lot more flexibility in terms of subscription and as I mentioned before we're evolving this further to support multiple clouds and because we believe the five to 10 years ahead of us are going to be all about cloud everywhere rather than just on-prem we need to support that in terms of our model and so we're going through that transformation ourselves. One of the things also that was talked about this week is just, well, maybe not talked about is multi-cloud, right? That's kind of a four letter word for Amazon but it is often an operating model that we see a lot of customers are in for various reasons maybe not strategic maybe it's more we've inherited this or an enterprise has acquired smaller companies that have myriad cloud solutions and this is more of a reality than anything else. Some of the many announcements that AWS has made this week you talked about this sort of validating the direction that Nutanix has been going in but from what is the signal to you in terms of Amazon's own evolution? Yes, I think we are really seeing an evolution while resisting the change to some extent so I agree with you multi-cloud was absolute no-no hybrid was a no-no now hybrid is embraced I think for a hybrid they really are trying to reach for greater adoption for, I think the hard part like I mentioned before business and emission critical applications that's the main thing I think with multi there's still resistance but it's absolutely critical like you're saying every EBC meeting that I've been here customers talk about multi-cloud because of organic adoption or evolution or acquisitions and so it's absolutely critical to have tooling like our hybrid cloud services that support multiple clouds so we have services that support governance across clouds cost optimization, security compliance automation, self-service all these things really help customers drive towards a more unified or harmonized way of managing multiple environments and it's absolutely critical, I agree. We look into like a magic crystal ball kind of in the spirit of evolution we look at cloud 1.0 John Furrier talks a lot about cloud 2.0 What if you look, say down the road the next five years what do you think the state of cloud is going to look like? I think our vision has been and I really see this materializing as cloud everywhere rather than thinking about cloud as a centralized place where that is the cloud. If you think about even edge requiring heavy local processing real compute, real storage very sensitive in terms of latency for networking maybe our cars even right are going to be a little mobile data centers and so there's going to be a need to have cloud everywhere while still offloading some stuff for centralized processing. So we really need to find a way to bring that cloud everywhere and what we've been working at Nutanix is towards that vision of bringing that platform that has strong resiliency very good latency sensitive workloads everywhere we might need it in preparation for that vision and I think it's going to be very exciting to see how all these vendors and customers evolve their environments over time it's going to be I think very different from what we thought about 20 years ago for sure. Do you see any one industry in particular as really right for this to be able to not just bring cloud everywhere but to live it and really completely flip an industry on its head anything that really kind of pops into your mind? I'm not sure I think in terms of vision it's going to be across industries but the more you have applications that do require that edge processing to be again low latency and robust so IOT use cases for example with retail maybe manufacturing and so on I think we're going to see these guys lead the wave here because they simply cannot offload everything to the cloud but others are going to follow because it just makes sense and if it's not an anomaly then they'll be more comfortable in that process. So much change to come but also so much opportunity. Gil thank you for joining Stu and me on theCube this morning. Great having a great being here thank you very much. Our pleasure. For Stu Miniman I'm Lisa Martin and you're watching theCube live from AWS reinvent 19 from Vegas. Thanks for watching.