Thanks for coming. I am Tara King. This is how to be a good boss. Project maintainer, tech lead, all the things. And it's about specifically inclusive leadership. So I'm Tara. I am the developer outreach manager at Pantheon, which means I'm responsible for Pantheon's community of developers and nurturing that and listening to those folks and doing all the good community things. You can find me at Sparkling Robots everywhere on the internet. I'd love to hear from you about this talk, so don't hesitate to reach out. I also have my email here, Tara.kingatpantheon.io. I love books and board games and tabletop RPGs, so I'm always game to talk about those things. I'm also the leader of Drupal Diversity and Inclusion, and that's another kind of element that comes into this talk. I live in the U.S. in Albuquerque, New Mexico. I use the pronoun she or they. And you can use the Drupal community hashtag also to talk about this on Twitter. I'd love to hear anything. So first, I want to talk about perspective, specifically my perspective and what I imagine yours to be, so we can be on the same page, right?  So slightly underrepresented there, but also I'm a white person. I speak English, which is the dominant language of the Drupal Project. I have a college education, all kinds of things, right? I have both some very obvious privileges and some obvious disadvantages. So it's possible, of course, that I'm missing something, that someone else might not have the same list of suggestions. And I would say that especially on this talk, which is really about you and the people that you work with, whether that's at work or in the community, make sure that these things actually work for those people. I would feel very bad if you said, well, Tara said in her talk that I have to do this, and they're like, I don't need that. Please don't do that. So just want to be clear about the kinds of biases and blind spots I have. I'm assuming that all of you here, it's a great crowd, by the way, for last day of DrupalCon. Thank you all for coming. I'm assuming that maybe you're a manager at work or a tech lead or even an informal lead. So you don't technically have managerial power, but you are more senior than the others, that kind of thing.  Essentially, anybody who has the power to make their colleagues' lives a little bit better is who I'm looking at right now. So that can be anyone. I think these tips can apply to any employee, any community member. So we're going to get started. Now that we've got some perspective clearing in the way. I also want to say that sometimes this topic can be uncomfortable. So I'm using cue animal pictures in the whole slides. They're all, I think they're cute. So if you're stressed out, you can just take a deep breath, look at whatever's up there, and we'll get through this together and then it will be almost the end of DrupalCon. Except for tomorrow. Okay. So the first thing I'm going to talk about is what it's like to be underrepresented at work. I'm looking at underrepresented as very broad here. Could be your gender or your race. It could be mental health. It could be your religion or something that people don't even know about you. Anything that makes you feel isolated. This is coming from studies. It's coming from attic data, if you will. Stories that I've heard from other people. And also my own lived experience. Because I am not a very good boss. Surprise. I just became a manager a few weeks ago. So this is all coming from the employee-managed person perspective. So that's what we're going to go through right now. You don't fit in. It seems like kind of obvious and probably didn't need to be a slide, right? But when you don't fit in at a company, especially in tech where there's such a focus on culture fit, there can actually be a cascading set of negative effects. Some of which are you're maybe not equipped to do your job properly. Maybe you don't get as many resources as other people because you don't want to ask, you don't want to stand out. And you often do more emotional labor. So I'm going to talk a little bit about what that means. Emotional labor is used on the internet a lot to talk about like managing domestic tasks in like a married couple. That's a totally valid question for a different time. What I'm talking about is performing feelings that you don't actually feel. This is something we all do in all kinds of contexts. It's super common in customer-facing work. So if you work with clients, I'm sure you have all kinds of times that you're smiling and you're not thinking, smiling thoughts. So that's one way. But when it's with your actual peers, emotional labor can feel a lot different. You're supposed to be on the same team, but you're faking it. You're pretending not to be hurt by something or not to be left out in a certain way. So that's kind of a bummer. But there's actually studies that have been done that show that emotional labor leads to burnout quite regularly, quite reliably. So you don't want your team to be feeling this kind of way where they can't be honest about how they're feeling with their teammates. So that's one way it is, how it feels to be unrepresented. Another way is you experience microaggressions.  These are things that the person saying them generally doesn't actually intend to hurt your feelings. They're just implicit biases that they don't realize might hurt someone.  As a woman, I hear that.  Or you speak great English. I know. I think many of us have heard these in different ways. They often get kind of written off as like, you're just being sensitive.  Am I just going to ignore it? Am I going to pretend it didn't happen? There is a study done by the Lean-In Institute, which we can talk about Charles Anberg all day, but I'll leave that to the side, where they basically polled a quarter of a million women in the workplace and asked them a bunch of questions about what their experiences were like. And they designated a category of people who are the only. So they're either the only woman on the team, the only person of their race on the team, the only person of their sexuality, whatever kind of category. They're the only one. And 80% of them experience microaggressions. So almost everyone. This is happening constantly. It's not as cute as that. You feel the burden of representation.  It can be a very lonely experience. This quote is from an article in Fast Company. The woman who wrote it says, you carry the responsibility of representing not only yourself, but the entire experience of working with that semi-mythical creature, the female techie. It can be exhausting. You don't get to put as much time into the work you came to do. And every mistake feels amplified. So yet another kind of feeling that is common. You make less money. You've probably heard of the gender pay gap. It's different in different countries. It's different for different races. But like in the US, the common number is that white women are paid less than white men by 76 cents on the dollar. So that also goes to benefits. That goes to all kinds of things. You don't know if you'll have backup. I think a lot of underrepresented people at work don't necessarily know if they can talk to their manager about it. And so they don't. So they just hide it. They just pretend that it didn't happen. You know, whatever it is, whether it's harassment, microaggressions, all kinds of things. There is a lot of women that I spend time around who say, like, I had a conversation that day with someone who said, I think I want to get promoted. I think I'm ready to be promoted, but I think there's sexism that's blocking me for these various reasons.  And the universal response was absolutely not, you will be fired. And whether or not that's true, right? Like that's anecdata, but it's part of the cultural experience, if you will, of being a woman in tech. I think Susan Fowler with Uber experienced a lot of this where she tried to go through the appropriate channels and was shut down and all kinds of terrible things happened. So this is a very constant feeling of isolation. And then the last point is you think about leaving. So women in that same study who are the only are one and a half times more likely to think about leaving. So if you're involved in hiring, you're probably also concerned about retention. And this is a huge one. I hear women all the time thinking, not only when am I going to leave this job, but when am I going to leave tech? Of the women who leave tech, only 20% of them actually leave the workforce. They're not like retiring or going to have children. They're just going somewhere else. They're going to a different field where they feel like they're going to have more success. I think this is, for me, this is again, anecdata here. Emotional labor leads to burnout, leads to wanting to leave the industry. So everything that we can do, I'm so excited there's so many people here, everything that all of us can do to help prevent these feelings is going to retain those people who are already in the industry and make it safer for people to come in. That's the very simplified experience of what it's like to be underrepresented at work. What can all of us do? I feel like a lot of times the answer is, like, follow the golden rule or be nice. But it turns out that when you're dealing with someone with a different experience than you, it can be hard to know exactly how they want to be treated, does the golden rule actually work, or is it, you know, do you want to give a vegetarian a steak? I do not, that is not the thing to do. So I'm going to try to break it down a little bit more into some more specific tips and strategies. This part, if anybody here has questions, well, I guess this microphone's going to be kind of a pain. Save them for the end, and there will be time for that. So I'm going to just kind of run through them, try to make sure we got time for as many questions as people want. This one, obviously, is a big one. So just as I try to bring into the stock my own frame of reference the kinds of things that both privilege and disadvantage me and the perspective I have, I invite all of you to spend time over the next week or two just thinking about your own, say, your education, your technical background, your race, gender, sexuality. How does that affect you at work?  Just thinking about how that affects you. And if the answer is it doesn't affect you, then you're living the dream, keep going, and bring the rest of us with you. So just try to think about that and think about also your colleagues and how much they may or may not be able to bring themselves to work, right? How much they're having to perform a certain personality or experience for you. So slow down, right? So in tech, there's a lot of move fast and break things. And I think we could all argue all day about whether or not that's actually good for deployment. But with humans, I think we can probably agree that it's not great. I would argue that speed and spontaneity are never inclusive because it's just hard, right? So if you think about a happy hour, you have a crazy project at work, it's amazing, or it's terrible, and you want to celebrate when it finally launches. And so you go to a bar. Well, is there enough light that everyone can see at the bar? Is it too loud for people to be able to hear each other? You know, not that you need a quiet place. Some people like it louder, but some people are generally, they just genuinely cannot hear. Can people physically get to the location? Is it accessible? Is there food that everyone can agree, can eat? Like if everyone is having, if everyone is having like an amazing fancy dinner and one person is eating dry lettuce, I don't think you've succeeded. Alcohol versus non-alcohol, if you can have both or, you know, whatever. And does everyone feel safe getting home from the venue? A lot of us have like safe ways to get to and from work. But like, oh, surprise, we're going to a restaurant. I don't know how to get there. Am I going to be okay getting home? So I am going to say I am not anti-party. And if you can see my slide, it's a cute fluffy dog with a party hat on. It's really cute. I love parties, and I think parties are great. But I think a little bit of advanced planning, even if it's just like someday we're going to have a party, not this week, someday, finding a venue, knowing your people's needs so that you don't have to go, hey, I already booked a venue, but I think maybe you have an allergy. It can be really inclusive and make everyone able to celebrate equally. So consider as much as possible how you can either pre-plan or just slow down a little bit. Sometimes it's better to be a little slower and make sure that everyone gets brought along. I think Dries's quote that he put yesterday, together we go fast, or no. If you want to go far, go alone. If you want to go, no, getting it right, don't have notes. If you want to go fast, go alone. If you want to go far, go together. It's very relevant to this basic concept. We're talking about slowing down. Now we're just talking about asking. I think sometimes we can be so uncomfortable with these conversations or so worried that we're going to offend, but I think ask your people what they need. Make sure that when you're in your one-on-ones, leave a lot of open-ended questions, like how are things going, and is there anything else you need to tell me? A lot of times if you don't know what the other person is experiencing, you can't elicit it, right? You just don't know that it's happening. So if you just make sure you leave a lot of space for those kinds of awkward conversations to come up. Sorry, I'm going to get my notes back. Am I? Here we go. Those are all over here. Cool. And then a corollary to this is to practice. I think many of us have had the one awkward conversation and it's like, let's never do that again. I would argue that actually practicing awkward conversations is one of the best things you can do as a leader in general and specifically for people that you're maybe different from in any number of ways. So you have a co-worker who's transitioning and I want to use they pronouns and you find like, I keep messing it up and it makes me stressed out and I don't want to do it. Practice at home. Just use it for everyone you meet or for like your pet, right? It doesn't matter just so that you're actually like muscle memory does actually help in these things. So the more you can practice, it'll roll off the tongue. It'll be a lot easier. There's also a fantastic article on Medium. I am going to post my slides. So I'll have some of these links in there called the art of the awkward one-on-one. And it basically has two points. One is your one-on-one should not contain any boring information that you could say in the office or over Slack or whatever. It should be limited to stuff that you really can only say in this very intimate conversation you're having. And specifically telling your report that you have space for awkwardness and you're going to try to say one awkward thing for one-on-one and encourage them to say one awkward thing for one-on-one. And by awkward I don't mean offensive but just like, hey I've noticed that maybe you don't ask for as much time off and I don't know why and maybe you feel a little bit uncomfortable but that way you start to build a safe space between you and that feeling of you don't know if you have backup from your manager can start to shrink and you can start to feel more like a team. So highly recommend awkwardness. Sorry. Start talking at work about culture ad rather than culture fit. Culture fit's great. Like it's fun to fit in. But it's really awesome to have your leader say like this is what so and so is bringing to the team because often people will start to perform and start to kind of hide the parts themselves that are different. It's a dog in a camera case. I have a friend who is a mother and was on a marketing team and they did a photo shoot and when she saw the photos there was a baby in it and the diaper was like on sideways or something, it wasn't functional and she laughed and pointed out that the diaper was not going to work that way and they would not be able to use these photos for the photo shoot and just no one else on the team had noticed it. So for her boss to say thank you. Like thank you for bringing this experience into the team and not feeling like you have to pretend to be the same as everyone else who doesn't have kids on the team was a really wonderful experience for her. So make sure you're able to really validate what people do. I've had bosses say like donate to charity said I'm raising money for. That feels great. It makes me realize that they see me in the matter. I've also had bosses say, ah, it sure is great to have female energy in the room. And I'm not like the most feminine person first of all. And second, I have no idea what that means. Like it just made me super uncomfortable because then everyone else in the room was like, yeah, yeah boss, sure. Like it has to be authentic but it really, a culture ad is like the whole point of diversity and the more you can talk about it and get people on board, the better everyone will feel.  One thing I like to do is follow new people on Twitter. So if I meet someone new, I met a blind developer. I was like, I actually don't know very much about your life.  Watch movies that your reports recommend or read books, things that maybe are outside your cultural seer. And when you don't know how to accommodate your employee, it's actually one area that I would recommend first try and Google. Like we're developers with Google things all the time. I've known a woman who started a new job and her boss couldn't tell her the dress code. He said, oh well the men wear polos and khakis and I don't know what that means for you. So what she took from that was, there were no other women on the team probably and he doesn't have anyone he can ask or he doesn't think it's his responsibility. So she had to go to her first day feeling like, I hope this works, right? Like I hope I'm appropriately dressed and I would argue that that's her manager failing her on the first day of work which is a huge bummer. This is the last one, the biggest one, most important one in my opinion, increased pay equity and transparency. Not only are we getting paid less, we are generally speaking very aware that we're getting paid less. And that's real tough. So if you know already that you're paying everyone equally and everything's all kosher, like tell people, tell your employees, tell everyone in the world, you're doing a good job and I applaud you. Most people I think either don't know or they know that they're doing it badly. If you don't know you can do an audit, you can hire people and if you know you're doing it badly you can also hire people to help you solve that but it really makes a difference, it really, really, really builds trust because we all know that money is the bottom line and if I'm actually being rewarded equally for my effort, that's a huge sign that I matter and I should stay. And this also goes for benefits, right? So even if benefits are like, everyone at the company gets the same benefits, I would say that if you're looking at your, say, time off usage, start to look at who's using the most, who's using the least and see if you can encourage people who aren't taking as much time to take that for themselves because of that burden of representation, like often underrepresented people will work harder or work longer and not feel comfortable taking time off because they're worried they're going to get fired or get chastised. So really noticing when people aren't taking advantage of everything the company offers and trying to encourage them to do so. So the wrap up here, your actions as a leader matter. It's super exciting to have everybody here because I just think we can make so much change in our community and in our companies by starting to just do this much more effort. It's going to have to be a huge overhaul of the company. I think in open source, a lot of us end up as leaders accidentally. I know I did, it was like, I showed up, then I showed up again, then I showed up again, and then all of a sudden, hey, do you want to be the leader of the thing? And I think that goes for a lot of us. So we don't have a lot of training. I think a lot of companies under invest in training people for leadership. And the more that we can speak up and say that these things are important, the more that it's going to happen across the community. So it's super exciting. And the thing is, when you start doing it, everyone else will start doing it too. This is culture is how humans scale behavior, right? You don't learn from your parents to do this stuff, but you learn from your peers. And as a leader, you're going to have a lot more impact on people around you. If you interrupt something, like somebody is misgendering a colleague or miscrouncing their name or any number of things. And if you say, hey, actually, that's not cool. You don't have to be mean about it. But then people will understand that it's okay to interrupt those kinds of behaviors and start to follow you. Whereas if you see harassment and you just turn a blind eye, people will start to follow you. So, you know, make sure you take advantage of this position and spread your good, obviously your own good-hearted people spread that around the world. So that's it. Come tomorrow. I'm going to be in that far room, mentor contribution room, working on diversity and inclusion stuff. I think we were just talking about working on visas and helping the triple con teams manage visa deadlines for people. So if that's interesting to you, come on down. If you want to do other stuff, there will be other stuff to do. Please rate my session in the app because I want to hear how this goes. If you have, like, reached, had a difficult situation at work that you don't feel comfortable talking about and questions, feel free to reach out to me privately. Be happy to talk. If you think I missed something and want me to add it, let me know. And that's my cap. Time for questions. Do you mind coming up? I know it's crowded, or I don't know how much of this is going to be posted anyway. At least this way everybody can hear properly. Yes, thank you. In the beginning, you were talking about microaggressions and that 80% of the survey amongst women had experienced microaggressions in their workspace, right? I was just wondering if they also have a control group and what the percentage question in the control group. I could send you the report. I don't know the numbers. I'd like that, actually. Maybe you can post it in the diversity channel. I can do that. Yeah, they do it every year and the questions are modified and that kind of thing, but I'll happily send it. I think you kind of touched on this, but one thing that I found that a lot of managers don't do that would make things so much easier when managing people is talking to their employees and asking them what would help the manager manage the relationship and how they'd like to be managed. For example, I have chronic illnesses, so sometimes I have a lot of day-to-day management issues that can be like, I need to go to doctor's appointments and I have to be really flexible with my working and I've had managers instead of just talking to me and saying, hey, how do we make this work and laying it out in the beginning? It's sort of like, we sort of have to slog through it and I find that, you know, managers tend to be a little bit hesitant to just kind of ask questions of how things should be because they feel like they're the people who should be saying how things should be and things will be so much better if there was more communication in that room. Totally agree. Yeah, thank you. Yeah, I think having just become a manager, I feel very keenly the pressure to like know what's going on and do things correctly, but I think, I love that. Thank you.  Thanks, Tara. That was fantastic. So I head a Drupal shop in India and apart from the senior management, which is about 17% tops, most of the guys are, for want of a better worth, they're millennials. I don't know if a lot of this, it's not micro segmentation because that's a totally different topic, right? Simon said like, he's spoken about it when you hear your views on the age. Oh, the age stuff? Look at a 25 year old and look at him differently from what you were when you were 25 and all that work. Oh man, that's a good question. I feel like in general, I like to take it out of the, in general, I like to take it out of the generality but to bring it into more specific. So I think a lot of times what can happen is like, those questions like, what are your specific concerns? But I think one thing that I've noticed is I am also millennial, but I'm like the top edge. They're kind of like, we're the ones that slightly knew what it was before the internet as opposed to always having it. And I certainly have had to manage my own bias around what it means to be younger. Like because like you said, I had a different experience and also like one trick that I've been using is to imagine them in 15 years, to imagine them as managers, right? It helps me to see what skills they're going to need to get there. And maybe they're not there yet, but I don't know if that helps, but that's something that I think about is to not be like, oh, you're so young, which I have done. But instead to say, cool, what do you need to get to your next level of career, right? Which maybe is a separate conversation. We can't back to communication. Any other questions? Yeah. I wanted to come back before when you say like your boss in a meeting or something like that, or you're like, oh, what, I, feminine, feminine. Oh, I like the feminine energy in the room. Yeah. I mean, I think that sometimes it's confused for the people. Like, okay, in somehow all of us, no, in somehow, no, all of us are different, but some of them are like, have something in common. For me, the point is that, I don't know, at work, I am a person, but not a specific woman. I don't know, I know diversity, that's cool, but I don't want to be betrayed like a special time for the woman. Totally. And I think that this can be applied for everything, for videos or whatever. It has nothing to do with the job. Just treat me like a special person, because all of us are special, but not especially for my gender or religion. Totally. Yeah. Absolutely. And I think, sometimes I think where I get tripped up as people are like, I don't need to accommodate you. I don't need to have a dress code for you because, you know what I mean? Like, I think there can be, it's a very delicate line, which I think is where those awkward conversations come into, to be able to say, does this actually feel good to you? Or, you know what I mean? So that you can have that. And I think that applies to everyone. Everyone has some way that they're maybe feeling a little isolated, like everyone. For example, dress code. If you don't know, it because you never thought to open your mind to have this type of person. Then maybe don't say anything and say, okay, I'm going to check it. Yeah, I'll find out. Okay. I'm not using this part. Yeah. Better than say, okay, you're like a home star here. I've never seen you before. Yeah. And a lot of times have been, at least to me like, I call it like the good machisms. They try to open the door or try to, I don't know. Like, something that you feel weird because I don't know. You're like, I can open the door myself. Yeah, totally. I know that feeling. You can say something like, I'm polite for them. Right. Yeah. Thank you. Yeah. Have at it. Yeah. Hi. Great talk. Thank you. So one thing that I think is worth to mention is how you ensure that everybody can have a voice in meetings, for example. So one of the things that we found in our work setting is when we've had voice meetings, then a couple people own the meeting. And then we picked, and we also distributed themes. So what we figured out is we put up a spreadsheet of like, this is where you put your feedback. And everybody has time to put in their feedback. And then we went through the feedback. So then everybody had their input. And it was not like one person talking and they were not aware in their mind that there's like these 10 other people who have like maybe twice as much feedback as they have, but they were owning the time for the meeting. And I think the same works with the tax format meetings that we do in Drupal. It's equalizes the opportunity to say what you need. And it's even equalizes the opportunity across time zones, because you can join later. But what we did not succeed with, so I'm interested if you have tips on how to do this in a voice setting without these tools. Yeah. I've seen talks where like, this is a talk, which is not quite a meeting, which I think is what you're asking for, but maybe in a meeting it would work where actually people, instead of standing at a mic, will ask like raise hands and then the speaker or the person leading the meeting will pick who gets to speak in what order so that that way if somebody raises their hand who hasn't spoken, the orders may be slower. Some people are just slower, so raise your hands are shy. That can really help with a live presentation kind of thing. I've also seen people, I think visualizing it. So I don't know, we showed this in the Drupal Diversity Talk yesterday, I can't remember if you were there, sorry. You were not there, cool, no worries, no pressure. There's a man, just publicly shamed. No, what was I going to say? Oh, there's a slide that we had that had a visualization from a mayor who was at a city council meeting and she was knitting and she would knit red for women speaking and green for, sorry, yeah, red for men, green for women and it was like a red scarf. So I think sometimes if you can find ways of visualizing that can alone help to read, but it's not a solved problem. Also, one thing I will say that I've heard worked, they did this in the Obama White House, the women on the staff felt like they were getting talked over and so they got together and said we will promise to amplify each other's ideas. So if they were getting talked over, another woman would say, you just talked over her so that she didn't have to defend herself, kind of thing. So those are some strategies I've heard. Yeah, I think it's still a tough one. Anything else? Yeah, coming up. Hi. Thank you for the speech. If we talk about leadership, there is another coin of, another side of the coin of leadership is the responsibilities. Could you please describe a bit what kind of responsibilities you see like top three, for example? For any leader? If we talk about the leadership itself because it doesn't matter, it's a formal weight. Sure. I feel like I'm coming at this from my own leadership experience and there's a lot of styles, but for me, I like to think, to listen way more than I speak. The last hour and I was standing. But in those positions and then also to, I think sometimes hearing feedback or hearing criticism or conflict can elicit a lot of emotions in a leader. So-and-so said something sexist to me. Well, you like so-and-so. You also like the person who's complaining. You can get really panicked. You don't know what to do. Am I going to have to fire somebody? You can get really scary. And you can fall back on your own biases. Like, oh, you're just young and you don't understand how the way the world works or whatever, right? You're not responsible for your first thought but you're responsible for your next thought, right?  So for me, a lot of it has been about if somebody says something upsetting to me to just take it and say thank you and thank you so much for sharing that with me and then sometimes it takes like, especially with dribble community stuff which can get very emotional. Sometimes it takes time, but I'll take it away and sit with it until I can understand where they're coming from, even if I don't agree, even if I think that the behavior was not appropriate. So listening, taking your time to process the feedback and then treating everyone like an individual, like really knowing their name, what they like, how they like to work. I think sometimes it can be really difficult, especially in a community setting where somebody who comes by makes one commit and disappears. But as much as possible to try to make those connections really matter. I don't know, I wasn't really prepared with all the leadership on that. Anybody else? We have actually maybe no minutes. We have no minutes. Find me in the hallway. Thank you so much. Sorry for all the... Thank you.


I am delighted to introduce a dear and old friend of myself and so many of you in this room, Dr. Lawrence P. Gretto. Dr. Gretto is professor emeritus of oral pathology, medicine and radiology at Indiana University School of Dentistry and an affiliate instructor at the University of Washington School of Dentistry. He received a bachelor's degree from the University of California San Diego at Ravel College, a master's degree from Boston University's Sergeant College and his PhD in physiology from the Boston University School of Medicine. Dr. Gretto completed a fellowship in clinical ethics at the Charles Warren Fairbanks Center for Medical Ethics and served as a faculty member in this program. He was the founding chair of the Indiana University School of Dentistry Professional Conduct Committee and served as advisor to the Student Professional Conduct Committee, a peer review group in the School of Dentistry throughout its existence. He also served as the principal advisor to IUSD's chapter of the Student Professionalism in Ethics Association, SPIA. He is past president of the American Society for Dental Ethics and in that role served as an ethics liaison to the Board of Regents of the American College of Dentists. Dr. Gretto's scholarly work centers on the ethical nature of clinical reasoning. Dr. Gretto, would you please come forward? Thank you, Dr. Jones. Fellows of the College, members of the Board of Regents, honored guests and families, I feel honored to be asked to share a few thoughts with you this afternoon. At this meeting of an organization that I believe is tremendously important. Once again, congratulations to the new fellows who have just been inducted into the American College of Dentists. This ritual of induction is one that represents in a symbolic manner a binding together of those of you present today as well as those across time as a unique group of colleagues. It is an acknowledgement for some of you of your many accomplishments across years of service to the profession and for some of you who are closer to the beginning of your professional life, the recognition of the potential you have already shown for continued contribution to this esteemed and respected health care profession. If you were able to attend the presentations this morning and certainly if you listened earlier to this afternoon, you heard that the college was founded 102 years ago. This induction ceremony in which you have just participated is a tradition that goes back 101 years, even to the point of having similar academic garb to that you are wearing right now. You are part of a long tradition here. Rituals and symbols are important in professions. Ceremonies like this bind us to each other and serve as tangible reminders that you are not just individuals, but part of a collective. Colleagues who share esoteric knowledge, specialized skills, and especially for this ceremony, important values at the top of which is the calling to provide care for a fellow human being whose health may be compromised in some way. And you are expected to do so without any consideration of self interest. You were nominated for fellowship by two colleagues who were already fellows of the college. And in doing so, they had to describe very specifically how you met the four principles of fellowship. Excellence, ethics, professionalism, and leadership. And meet them you did or you would not be sitting here today. Now I would like to take us back for a minute to another ceremony that routinely occurs at the beginning of professional life. A ceremony that many of you may have participated in, especially if you graduated from dental school in the past 20 years or so. The white coat ceremony. It too is a binding ceremony like this one you have just experienced. But of course it's different as well because it can be viewed as the induction of lay people into a profession. Why do we do such a ritual at school? And why a white coat? Certainly in this day and age white coats are not typically worn during patient care. Why not just pull a scrub top over their head and be done with it? Well we're back to that concept of ritual that is symbolic. The white coat is symbolic of a long history of care providers who have come before you, who have built the profession into one that is trusted and valued by society. Think about it. Why in the world would a patient, a person whose oral health is compromised in some way, perhaps significantly, and who may be in pain, someone who may not know you well at all? Why would they trust you to invade their physical space, to literally get in their face, to invade their privacy by asking them questions about very personal details of their life and health? Why would they allow someone they may not know well at all to put sharp pointy instruments into their mouths and move about? Why? Well I believe it's because of the trust that has been developed by those of you sitting in this room today being honored not just for who you are, for what you have demonstrated in your commitment to service to other human beings who are in need, as well as to the long line of clinicians who have come before you. You benefited from them. You stood on their shoulders as our current students and new colleagues now benefit from you. It is because of the institution to which you belong and the trust and respect that has already accrued and is acknowledged by society, but it's so important to recognize that you not only benefited from this initially when you began your life in the profession, but that you have now become the next generation of those who came before us to subsequent cohorts of fellows who have not yet been nominated or inducted. I also have to say, this one's gonna be hard, that I'm so happy today to see among your ranks some of my own students. Students, I have always viewed as colleagues. While in some respects it makes me feel my age, I could not be prouder of you than to see you sitting here among the finest clinicians and scholars that dentistry has produced. Well, today you're not wearing a white coat. You're wearing an academic gown that represents the mantle of fellowship recognizing you for your accomplishments. But this honor comes with strings attached. Certainly you have the continued responsibility, as you've already heard, of upholding the principles of a college in clinical excellence, in ethical and professional nature of your practice, and in the leadership you demonstrate by being an empathetic, compassionate healthcare provider for all those who are in need. But even more so, you must recognize your responsibility to actively model the principles of fellowship to all colleagues, including our students and young practitioners. Now, this word and concept of colleague is an interesting one. As an ethicist, and at this stage in my life as a seasoned educator, it may surprise you to know that I do not believe our students become our colleagues upon graduation from dental education programs. And I will respectfully, but strongly, argue that point with anyone who does think it. I believe they became our colleagues the moment they crossed the threshold into dental school to begin their studies. Why do I think that? Because beginning at that moment and going forward until the end of their careers as healthcare providers, when they are recognized for doing good works at school or in the community, they are not just recognized by society as an individual, but as a member of a community of practitioners. And because of that, the entire profession is honored. But there's an even more powerful reason. When it comes to light that a student and an individual or indeed a class of students were to behave in a manner that is dishonorable, even at the very earliest stages of their education, the entire profession is detrimentally affected. Therefore, if one's actions positively or negatively affect the view society has of the entire profession, then by default, they are our colleagues. And we must work to make it for the better, not the worst. Why do I spend the limited time we have together speaking about this? Because an important component of your leadership in the profession, your leadership as a fellow involves modeling and mentorship about the role that one has in a profession. Professionalism is not innate to the person. It has to be learned and internalized, accepted and acted on. Frankly, I believe it to be a skill not much different in character than the esoteric technical skills you all learned. And like those skills, one continues to learn them and to do them better as time goes on. As well, at this meeting, we have heard about the challenges that the profession must face regarding the justice of care and about the disparity of care. Our voices, your voices, have to be heard on these challenges. Ignoring the ethical dimension of professional life and even not adequately paying attention to it results in a downward path away from that of a profession. And it has the potential to harm patients. I would like you to consider this mentorship and modeling as an essential component of what we term self-regulation and peer review. And I view these as something we do for someone, not to someone, for the profession. Peer review. Hold your schools accountable as well. Recently, we had a very disturbing example at a Midwestern medical school white coat ceremony of newly arrived students disrespectfully turning their back on an esteemed physician before she had the opportunity to speak because they disagreed, they disagreed with a viewpoint she held. This is intolerance. Disagreement is normal and reasonable and reasoning individuals may certainly hold different views. Intolerance is anathema to life as a professional and should be called out. Otherwise, that we espouse tolerance and respect as virtues of professionalism is contradicted and overwhelmed by our acceptance of such behavior. One has to ask the question as to whether or not these students will do that to patients who do not share their views or look like them or value the same things they value. Which, by the way, was the very topic of that physician's address to them that day. I would like to close by asking you to reflect that the academic robe you wear today, much like the white coat we invest our students with, represents a symbolic mantle of professional life as a health care provider and more importantly that it represents a promise that each of you have made and continue to make to each other in front of colleagues and very importantly in front of your family and friends that you will continue to do the work you did that allowed you to develop into a skilled practitioner and leader who every day demonstrates your calling to care for fellow human beings in need. I believe it is an awesome responsibility to hold the profession to these ideals, to hold our young colleagues to these ideals and I challenge each and every one of you to view this recognition you have received today as emblematic of the obligation to hold each other to that promise.  You are not just individuals but a community of practitioners. You are colleagues whose integrity and reputation are integrally bound to each other. What you permit you promote. The greatness of a profession does not consist of having great wealth or in the high intelligence of its members or in power over other people or in high status or fame. Its greatness consists of the spirit of service and the servant leadership seeking always the well-being of those people for whom you care. You have achieved an honor today but you are honored every day when you care for the well-being of another human. Let's keep things in perspective and remember that is the greatest of your honors. It has been my honor to be with you today to celebrate this wonderful occasion and once again I congratulate you. Thank you.


It can be fun for a child to learn about plants by talking about their differences. You can help them by pointing out two kinds of plants, like a flower and a tree, and saying, these are both plants, but how are they different? The child could say, the flower is small and the tree is big. You could say, the flower's stem is smooth and the tree trunk is rough. The child might say, the flower is red and the tree is green. This activity helps the child learn about the characteristics of different plants.


What is the purpose of the transfiguration and then also why were Moses and Elijah both there? The transfiguration is a monumental and crucial event. We've got three of his disciples who are going to give an account of what they saw but there's something interesting that's also there that needs to be explained and that is why were Moses and Elijah who were no longer among the living, why were they there? This account is told in Matthew, Mark and Luke but let's go to Mark chapter 9 verse 6 and listen to it. Six days later Jesus took with him Peter and James and John and brought them up on a high mountain by themselves. Now there's some questions as to which mountain this is. We won't deal with that at this moment but brought up to a high mountain. Was it Mount Tabor? Was it a different mountain? That's not really an issue at this point but let's continue and he was transfigured before him. This word transfigured this word metamorphophae means to transform to be changed and we get the same idea in our English word metamorphous and so there's something that's happening with Jesus right before their eyes. He says and his garments became radiant exceedingly white as no launder on earth can whiten them. Elijah, you hear these get interesting right here Elijah appeared to them along with Moses and they were talking with Jesus. So the question is what was their conversation about? Well in Luke 9 we find out what it is 931 who appearing in glory were speaking of his departure which he was about to accomplish at Jerusalem. So what was the conversation about? They were speaking about Jesus' impending departure. Why is that? Well we'll come to that in just a little bit which is going to explain the reason why both Moses and Elijah was there. And going back to verse 5 Peter said to Jesus Rabbi it is good for us to be here let us make three tabernacles one for you and one for Moses and one for Elijah for he did not know what to answer for they became terrified. Then if this is important a cloud formed overshadowing them and a voice came out of the cloud this is my beloved son listen to him this is important all at once they looked around and saw no one with them anymore except Jesus. So therefore after that you know see you don't see Moses nor do you see Elijah. So the question is one why is this happening and then two why is Moses and Elijah there? Well to answer the first question why is it happening it necessarily brings in Moses and Elijah. Now before we go any further remember a couple of things had just happened. One Jesus had just had the conversation with them when he asked them who do men say that they are and then he asked them but who do you say that I am and he says you are the Christ and what was Jesus's response he says that flesh and blood didn't reveal that to you but only by the power of the Holy Spirit.  He's letting them know that his identity is in his deity and upon that understanding and that profession of faith that is what he is going to build his church off of. To go along with that he's also just let them know that he is going to die which oh by the way again is what the conversation was with Moses and Elijah as well so he's informed them and made sure they knew of two important things and then also tells them to not to tell anyone what they just saw until after he's gone. Now how does any of this relate? Why is Moses and Elijah there? Why is he speaking about his upcoming death? Why is he definitively revealing who his identity is? What does this have to do with anything? Well let's go back a little bit remember on the mountain he makes a statement or the Lord makes a statement God makes a statement this voice out of the cloud says this is my beloved son listen to him well this is not the first time this has happened Moses encounters the Lord and the Lord says the same thing to him in Exodus 23 20 says behold I'm going to send an angel before you to guard you along the way and to bring you into the place which I prepared be on your guard before him and obey his voice do not be rebellious towards him for he will not pardon your transgressions since my name is in him but if you truly obey his voice and do all that I say then I will be an enemy to your enemies and an adversary to your adversaries so what does he say? He says this term here he says obey or listen to him the same word that's used here in the Hebrew is the same understanding of the word that's used in the Greek in Mark listen to him obey what he says also of importance Moses wants to see God's face obviously he can and he wants to see his glory so what does God do in Exodus 24 15 then Moses went up on the mountain again we're not sure which mountain that they were on when Jesus was transfigured but Moses on a mountain and the and the cloud covered the mountain the glory of the Lord rested on Mount Sinai and the cloud covered it for six days and on the seventh day he called Moses from the midst of the cloud and to and to the eyes of the sons of Israel the appearance of the glory of the Lord was like a consuming fire on the mountain so let's understand this so Moses gets to see a portion a small part a small portion of the glory of God and what does it do to Moses face he has this radiance his face shines too the problem is though with Moses he still never gets a chance to see the face of God similarly with Elijah in first Kings chapter 19 he is on a mountain as well and the presence of the Lord shows up and in this instance Elijah takes his mantle and wraps it around his face covers his face why because he cannot see the glory of the Lord as well the problem is we've got these two men these two important his figures in history Moses and Elijah who may have wanted to see the face of God but did not now it's important to understand that Moses is representative of the law and Elijah is representative of the prophets as a matter of fact you often hear the divisions of the books divided between the law and the prophets and the writings and so we have the law and the prophets why does Jesus need to be transfigured before them well the law requires that atonement must be made what does Jesus come to do he comes to fulfill the law and how does he fulfill the law and put an end to it how does he do so he does so by completing or doing what the law dictates by being the atonement remembering Leviticus 1711 this is during the law and God says that I have given the blood on an altar to make atonement for your souls but how he states this is in the Hebrew that I myself am giving the blood which can be taken and should be taken that I am giving the blood well how can he do so because as Jesus just identified to his disciples and as they've been told he himself is God just like Joseph was told that his name shall be called Emmanuel God with us Jesus is God with us and so to reveal this the glory of the Lord they get a glimpse a preview of God's glory upon Jesus that's why he's shown this rate this white radiance before their face and so what did Moses want to see what did Elijah want to see the face of God the glory of God and they got a chance to view that in the person of Jesus and just like Jesus was fulfilling the law so too what the prophets have been preaching is also being fulfilled that you're going to have this Messiah the son of the living God God himself being the being the king that's also the prophecies that the prophets have also spoke of that this messiah is coming and so here we see Jesus being able to stand before Elijah showing them indicating that their prophecies are also being fulfilled now wasn't just Elijah and Moses who saw Jesus being transfigured it was also the disciples and we have at least two accounts of the disciples also referencing what they saw in John 114 he says and the word became flesh and dwelt among us and what does he say and we saw his glory glory as of the only begotten from the Father full of grace so remember this is written after they've made they've seen what Jesus has done obviously chronologically in the book the writing this hadn't happened even though John didn't speak about it but still John is writing about what he has seen previously Peter makes the same statement for we did not follow clearly devised tales when we made known to you the power and coming of our Lord Jesus Christ but we were eyewitnesses of his majesty look what he says for when he received honor and glory from God the Father such as an utterance as this was made to him by the majestic glory this is my beloved son with whom I am well pleased and we ourselves heard this utterance made from heaven when we were with him on the holy mountain so Peter is also giving a testimony of what they saw they saw this majestic appearance his transfiguration they saw the glory of the Lord shining on him and so now we can kind of see the importance of this this is Jesus making sure that we know that he's just not some prophet he's just not some disciple he's just not some messenger of God he is God and they get a glimpse of that and they can go and testify of that from now on something else that we shouldn't fail to realize is that we literally have the old meeting with the new we have the Old Testament law giver the person that represents the prophets also there meeting at the same time the son of the living God with the apostles those that are establishing the church I think that part is also pretty significant and the beauty of all this is that what was told to Moses what was told to Elijah as well as the rest of the prophets is that they can kind of see it coming to fruition they can see it meeting up in Jesus knowing that he is going to accomplish what he said he's going to do and gives us hope and confidence that it's not just any person that died for our sins it's not just anyone that's guiding us this is the Lord himself this is God Almighty who has come to redeem us and loved us so much that he would come even on this earth to do the job for us why because he loves us so the transfiguration should give us hope should give us security that the one who began a good work in us the one that is faithful the one that's going to see it through is God himself amen


I'm sad to share that Kubernetes SIG storage co-chair Brad Childs passed away. Brad served as co-chair of SIG storage almost since its inception. Over his tenure, Brad helped shape SIG storage into the vibrant community it is today. Hello, my name is Brad Childs. I work at Red Hat. I'm the development lead for storage volume enablement on Kubernetes. Let me tell you about Brad. Let me tell you about Brad. Let me tell you about Brad. Brad was somebody that always enjoyed a great laugh. He had some quirky habits, man. And had a pretty dry sense of humor. Made me think he should be on the cast of Monty Python or something. Brad is this amazing awesome leader that has a personality. Members of our team will regularly quote lines from Charlie Murphy and Dave Chappelle's true home stories, which we were introduced to thanks to Brad. He was a very passionate person. He was very ethical in how he worked. Being around him was always funny. It always made you laugh because he always had something that just made you laugh and made you feel good. He's left such a legacy, so I'm going to miss Brad a lot.


Guess what guys, I pulled up to Walmart been sitting here for about 10 minutes and they told me that somebody castles the order Everybody tune in if you are subscribed make sure you subscribe and give me a thumbs up and do not skip those ads It is May 6 and it's time. Oh, it's May 7 my father. It's May 7. Thank God for his message We brought tomorrow this Monday when he stressed again. Guess what in today's video everything with Excellent, but we did have one castle order, man I went to Walmart to pick up the order. They say, you know 10 minutes that it's on me all the orders castles So I had to go to another warm and get busy But I hope you guys know the video also if you want to answer with something free merch All you have to do is email me at wrong times if you that G1 calm Send me pictures so you subscribe to the channel and are your chance to win huge out the Tanisha each you are here Wow, you see her in the merch, baby. I hope you guys are the video also makes you smile But give me a thumbs up do not skip those ads. Let's work this bang. Let's go order number one Y'all ready to have some fun One order 9.3 miles for 1620. We about to get to this money. Let's go Here to draw up this all the way Turned up to the maximum, baby. I'm coming in the roof. I'm trying to get Like 21 right now, 20, 20 more stabs right now Oh Order two and three get with me, baby order number two is One of our two orders three point two miles for twenty eight sixteen. We hot like sizzling order number three is all One of our two order two point nine miles for twenty eight ninety We try to run up this money and we try to do it timely.  I know seven point two miles forty seven items for forty eight eighty four It's back to the dough. You already know. Let's go So we can know yeah, thank you. So this one is with the one I'm taking right now. Okay, let me stay on my side Yeah, that's terrible No Yes And I'm gone, thank you very much You too That's what I'm talking about. That's what I like to hear. All right. You have a good one I want to try to grab everything one trip. Let's see if I can do it Order number two what it do, baby.  I can stand that heat, baby Back with a photo smack Order number five is a great time to be alive for twenty five city right here. Yeah Okay, then the bread and everything Yeah, we'll put on the floor over in here. Okay. Thank you. You're welcome Getting busy is a little tourist when I saw down with bread Who's running bangin doing here? Getting early on buddy. Uh-huh Try to get a little picture real quick Make sure they don't have to sign or anything. Oh, you're doing She got a sign ski It don't matter who signs. Oh, okay, what is what do I have to do? He just signed with your finger. Oh, okay Thank you very much. You have a great look You're welcome order number two what it do. It's an apartment, baby. So it says 105. So hopefully that's on the first floor a Delivery for Tay No All right, thank you Okay, how are you doing today? I'm here with your Walmart order. I'm already at the door at 105 correct Okay Oh three point three miles into this cake order number one order six point four miles for 1807 when you ain't getting no money you gonna start stressing. Let's go Guess what guys I pulled up to Walmart, but it's in here for about 10 minutes and they told me that Somebody casted the order. I don't know if it was the customer or Walmart, but they said they don't have any system anymore So now I gotta call all the way sparked up support and see what they say The only thing I hate about this is that I'm not gonna get paid half it like I would if it was door That's but anyway, go have a blast. It is now nine oh six we in the mix I'm probably gonna sit here and see if I get another order so we can get an order. Let's go Hello, thank you so much for calling delivery support. This is Maria. How can I help you today? Hey, how you doing Maria? My name is Jerome. I'm I have an order in my queue that they the Walmart sale was canceled Thank you so much for that in here that you want. Yeah, you have to close this for you Because yeah, I'm seeing that you have this open and so that you're not going to be able to take all the one Yeah, because the Walmart said that the order was canceled so they don't have it So you don't have to worry about that. I'm just going to go ahead. I'm going to go ahead and Cancel this for you and you're going to be able to take all their one All right, just to make sure we're talking about the order for Kelly is Melter. Yes, ma'am Did you remember or not? Yeah, that's it. Thank you so much. So please just allow me two minutes and hope. Okay. Thank you. And I'll be back. Oh Perfect. So is there any two notes I can defer you today? No, thank you I'm presumed a member that you spoke with Maria I finished it will be a school. You're going to receive one service to your email regarding the service in this Intervention will be really helpful for me if you answered that. Have a really good rest of the day. All right. You too. Thank you. Bye bye And just like that, we have the new order number seven. Thank God for us. We getting money. We stress it all the way Walmart one order 5.6 miles for 1888. No, we about to get to this cake. Let's go. That's one is time to get it done What are two orders? 10.7 miles for 2831. No, we about to get it done.  So I just received a comment that said they want us to do a 12 hour challenge I'm gonna tell you guys this if you guys get this video to a hundred likes in 24 hours I do the talents so you guys will make sure y'all off there smash that like button and comment below and let me know So we can keep on getting to this though. Let's go Order number one we about to have some fun. This is the sweet one two items.  All right guys, we are here to jump off order number two what it do for get changed your crew It's not that bad of an order some light word too, baby I just had to do this side to get the tissue and the other bag so we can get to the bag When it's a door, it's like weird Opposite so Guess kids they want to come over here and get busy. I hope you guys are having an excellent they say they went about went by like a breeze, baby Weather's nice. Everything was flowing Money was flowing beside the cancer order. That's the only thing that Went bad, but that wasn't even that bad We got that bag, baby I Step back and with the photos Mac we go and just like that. It is the end of the video I hope you guys enjoyed the content. We made 222 what do you look at the time? Wow? It is 10 14. We hot like scorching baby We came we saw we conquered and we definitely with barkers also Guess what if you want to listen with something in three words like this was right here Wow So I'm just an issue eat she's in there, but you saw her in the March So if you want chance to win some of that merge all you have to do is email me at wrong time So if you said gmo calm send me a picture so you subscribe to the channel and earn your chance to win We count these different ends and we don't know when I see guys on the next one We go we go we floor you already know in the DDK and I'm on my way


Well, there are basically three values, basic values. First, the intrinsic value of the arts.  As a social value, it is proven in different researchers that arts and culture helps to bind people together. And the third is the economic value of the arts. The creative industry is the sector that grows the most in the world. It is the sector of the future, because it has many advantages. It is a sector that does not depend on the variations of commodities prices. It is valued based on creativity and the skills of artists and creators. Creativity is a platform for freedom. It is a platform for exchange. It is a platform for bringing people together and discussing actual issues in the society. To artists, for example, we have to learn from everything. We have to learn to manage, we have to learn to communicate, we have to learn to create. We have to learn different things. Creativity allows to bring people together, especially in post-conflict societies. It is very important at least that they share at least the space.  But I do think now this is a new generation and a generation who is ready to express just as much greatness and just as much incredible artistic expression. Creativity is linked to democracy. It is linked to freedom. And then it is linked to development. A society that creates, participates in its development. The Convention of 2005 brings to Colombia a series of measures of policies that contribute to stimulate cultural production. Local cultural production, community production, a diverse cultural production. It also establishes measures so that cultural content circulates in a more broad and diverse way. It is a legal framework that provides state members the right to take measures and develop policies. Each people has their own way of expressing themselves, their culture, their education, their heritage. On the other hand, the Convention also contributes to a clear field of solidarity and cooperation. The Convention is not coming to ask us to do anything different. It is actually coming to a devalue to say, look, you can be able to achieve more. Very good morning everyone. Today we will start our consultative meetings and as well as the follow-up on the periodic reporting. It was a very intensive and practical workshop because the Convention is a privileged platform to organize cooperation between the public administration, the professionals and the civil society. Policymakers cannot fill in the reports and hence cannot actively engage with this workshop without taking seriously this role and hence involving the civil society members in this reflection process.  It is an entrepreneurial force, it is an alternative idea. It is also a force of organization. It is very important for the cultural actors, for the artists, whatever their field, to work together with the politicians in relation to the law because they are the most able to say what they live every day. They are the most able to express what their sector needs are. We discovered in the team that we didn't have adequate capacity to capture the statistics, cultural statistics and that there was critical need to get more people trained on how to gather data. Immediately after getting back from the training we started just to collect the data based on the fact that we had training in Adama and we stepped up into implementing what we could do. I think this workshop gives civil society knowledge, access, network about what has been happening not only in Indonesia but also in other parts of the world. I think it has allowed us to better know ourselves, to say that civil society is better understanding the administration and better understanding the cultural administration without time but also as a cultural administration we can better understand the ambitions, aspirations and the functioning of the civil society. And today we understand that what is produced for culture is also produced for society. And when culture works, everything works.


mar chase 64 of 99 those guys are pretty good yeah man i i forget sometimes that they were they won national championship the same year with burrow and we're like the best receivers and back to back classes and are honestly like both top five receivers in the league right now that's wild wonder burrow looks so good in college pick it would be big pick it would be massive yeah well last week feeling had a huge game because all they did was focus on jefferson you've got larry fitgerald 93 of 99 redemption a brock purdy rookie patch auto introductions auto kennedy brook six of 10 another eagle signature moves alec pierce 38 of 49 glove relic with the swoosh kenteth walker the third one of 15 bull patch auto four out of 10 desmond ridder what a hit what the heck bullpatch is that congrats jeremy something carter charter carter charter i don't know man big ridder prime patch bull auto there full prime bull patch auto yeah i'm busy pulling heat over here how many bullpatches is kaylor pulled last one last one before the hurricane huh there's gotta be a miami hurricane in here right you would think all right that is a laurence taylor 48 of 99 immaculate ink jordan love 65 of 99 nice hit introductions auto garret wilson 22 of 25 so i've noticed that like all of his stickers are black ink that they just give him a black pen to use in signing it's consistent too nice garret wilson hit though prime patch auto john mechie the third seven of 99 i'm patch auto james cook 30 or 83 of 99 not the most creative auto i'd say and dual jersey t higgins and michael pitman jr on the back 63 of 99 that is gonna do it for case number four jeremy thank you again we do appreciate it all right guys i'm gonna get that uploaded and we are gonna get out of here that is it for today we finished way ahead of schedule per the boss's orders what's up kenzie uh so yeah if you're in florida stay safe we'll see you guys friday as long as things go sort of to plan here um i'm gonna get some pictures of those all good but yeah guys schedules up we're starting early friday as of right now if anything changes uh check social media we'll update the schedule as we as need be rich said he's gonna wait until we get through the storm tomorrow and know that we have power until we his schedules the weekend so that's that thanks for uh getting us through this release day guys a lot of fun we will see you hopefully friday morning