Hi everyone, Joe for jaspyscasebrakes.com coming at you with 2017-18 panini noir basketball 2 box half case Random team break number one a lot of great stuff in here as we all know big. Thanks to None of these people Big thanks to I don't even have this list here big. Thanks all these people for getting into the action and big Thanks, honey. I have to did not have this break set up or ready to go Well, it's here on Thursday the 13th two box half case random team number one 2017-18 panini noir basketball All right, so there you go. Let's roll it. Let's randomize it one and a two three times for each list one two and three After three times we got Brandon down to Sean Three after three times we got teams one two and three After three times we got Golden State Warriors down to the Bulls now. Remember.  All right, so let's put all this on one page and And alphabetized by team and while you're considering trades Let's flip to the break screen here. Let's pop open this case right here There it is 1718 more and leaves. Let's see which half we're gonna do All right So one two three for the top two four five six for the bottom two and it's gonna be four So one two three four five six this we will save for next time There's my pen right there So that'll be for break to which is already on the site right now Plus a couple of filler breaks always look out for those filler breaks Ladies and gentlemen those mini breaks to get into these bigger breaks. We'll save this for next time There's a list again right there. I'm gonna pause the video when we come back We're gonna see if there's any trades and then we'll have the breaks stick around All right, welcome back everybody a little bit of trade chatter But in the end no no deals were done right here two box half case random team one on the 13th Thursday, thanks everyone for getting in really appreciate it. We've got the second half up in the store already plus a couple Filler breaks, so look out for that as well get into that. Let's knock it out We've got Charles Barkley on the front right here seven on-card autographs or memorabilia cards per box on average Good luck. There we go. There it is All right, there we go get the frame right on top to use where my blank car I'll use this blank card right here All right bogdan bogdanovitch for the Kings nine out of 25 For Mike G and the Kings who won that spot in a cello pack rig next one is rookie Donovan Mitchell 71 out of 79 Brandon with the jazz We got Andre drummin 89 out of 79 for the pistons Sean Frank Jackson 48 out of 99 for the Pells rookie jumbo materials for Josh and the Pelicans You got box office memorabilia patty mills three out of 49 For the spurs that'll be for Brandon spurs are playing right now Spurs six Utah 12 Eight minutes left in the first quarter this game just started Keldon Johnson's been looking good here Frank Tillichina 17 out of 99 rookie jumbo materials for the Knicks. That'll be for oyama Won that spot Dust off your Keldon Johnson rookies wrinkly on that penny sleeve. There we go. We got Steven Jackson for the Pacers six out of ten three color patch Icon some memorabilia Chad B with the Pacers We got Steven Jackson warriors edition 16 out of 99 this time in autograph for Golden State Brandon We got TJ leaf 26 out of 99 three color patch and autograph RPA For Chad B and the Pacers former UCLA guy and oh and a redemption this might be expired just FYI It's an older product You got autograph prime rookies color Now if it is expired it might be Panini usually does a pretty good job of actually giving you the card itself Or they'll give you something else in return We've got D Donovan no e Devon no Denny Dennis Dennis Smith Jr. Well, I think in this set is still a Dallas Maverick, so that'll be for Zach G Now it says February of this year 2020 so a good chance. They might still have that They should be able to get you the actual thing itself. All right second box And is that another redemption on the bottom? I think it is. All right This one has a black top. Anyways, there's Steph Curry right on top one out of 25 for the Warriors I like the home in a wager as he think they did that particular year. That'll be for Brandon and the Warriors Warriors come out to play We got Blake Griffin Two out of 79 Pistons that's gonna be for Sean. Yeah, the Redemptions are tough. Thankfully Panini is usually pretty good about doing something in return if not getting you the actual card so not the end of the world You get something back There's Rockets away Jersey 31 out of 79 James Harden Daniel W and the Rockets. We've got Frank Mason the third 43 out of 99 new wave jerseys Kings Mike G with that There's Andre Kierlenko for the jazz three out of 99 piece of his jersey for Brandon New wave jerseys BAM out of bio 20 out of 99 That's for the heat mark H with Miami like BAM out of bio. He's pretty good, too We've got box office material. There's Kawhi Leonard Spurs edition 24 out of 25 That is for Brandon and the Spurs see him in action in the playoffs We've got DJ Wilson 58 out of 99 two-color jersey nonograph DJ Wilson bucks That's gonna be for Brandon a couple more one more than the Redemption. We've got another jazz Carmelone. Nice 36 out of 99 Carmelone Brandon with the jazz and the Redemption again gonna be expired But check with Panini a lot of times you can just scratch that silver bit off and you'll just get that You can just log that in or they'll give you something else from return to RPA color B a BAM BAM out of bio for the heat nice mark H. Hopefully they'll get that to you So there's a nice one folks and there you go nice way to end it second half in the store Check it out on Jasper's case breaks calm and I'm Joe. I'll see you next time for the next one. Bye


What's the word y'all? Trade that line is less than a month away and because of that we got a lot of different reports, a lot of different rumors and an article by Bleach Report that says, one trade that line prediction for every NBA team we're gonna be reacting and giving our opinion about this but a couple housekeeping things. This might be the last video on this channel for like a week or so. I'm going to San Francisco to do a shoot with the Warriors, kind of a W. And then right after that shoot, I have to go to Atlanta to do a shoot with somebody else that's classified. So I just, I won't be here for a little bit. I'm gonna take my camera and stuff just in case there might be a big trade because trade that line is around the corner. But I doubt it, but just if you don't see a video around here for a while, that is why I am working and it's not a vacation, it's two work trips. There's nothing I'd rather do than make videos for y'all. You feel me? But we're called so I gotta go. Also, if you happen to be at Warriors versus Rockets on Friday, hit a brother up. Let's me, let's get a picture or whatever you need. You feel me? I wanna meet y'all. All right, one trade that line prediction for every NBA team. This is by Zach Buckley of Bleach Report. It's got 150 comments already. So I'm expecting that's some things in here that people might not agree with. The Atlanta Hawks make consolidation trade. The Hawks are a team that I can see taking a couple different terms. Trading, Cam Redis is only the start. The Hawks will continue reshuffling the roster round, Treyon Clincapella, as they're only untouchables. Perhaps by turning some combinations of John Collins, Galanari, and De'Ager Hunter into a full-fledged co-star for Young. I think that we kinda saw, well, nobody saw that them being this bad coming, right? I feel like most people predicted that they were gonna have another season similar to last in a sense that they're gonna be a bona fide playoff team, top four, top five in the conference. What we're seeing since Clincapella's coming back from an Achilles, he hasn't looked the same, and he is the anchor of the Absolute Defense. And they're getting to the point now. I was like, hey, if Clincapella not gonna be the absolute anchor of our defense, we probably need like real defenders around him. So let's go trade for some of them. Well, let's go get a secondary star. I just don't know what team is selling. That's the big thing about this trade down line. Who's selling, who's not? Boston Celtics ducked the tax with dinner shooter deal. I think this is almost a guarantee of a deal. The dinner shooter's going off to another team not because he's bad, or not because he doesn't fit, whatever, it's because of the luxury tax and they're trying to get under. Them and the Portland Trailblazers are two teams that I feel like are gonna make trades to get rid of money. And I think this is the way. Brooklyn Nets wait for it to buy our market. Makes a ton of sense, man. Once we get those older people that are trying to get that ring, they gonna find the team that looks like they're most competent to win a championship. And the Brooklyn Nets accorded to Vegas right now are the NBA champion favorites still. I don't agree with that whatsoever, but I'm not saying that they can't. You know what I'm saying? With these three dudes on your roster, anything is possible. I definitely wouldn't have them as a favorite, but they will get somebody on the buyout market. You'll be like, man, they got that player too. Like they, when they got Blake Griffin. And here we are. How much is that? Anyway, that's usually what the buyout market is. How many times in bio history has somebody got to a team and be like, oh, that was the miss a piece to win a championship? I'm sure it has happened, but more likely than not, it's not the missing piece. You feel me? The Charlotte Hornets upgraded center for sure. But it was just a report today that because of Miles Turner and his injury, that the Charlotte Hornets are like, we don't really want to deal with that. So who is the upgraded center? There's another rumor that Mattress Harrow might be on the move. Is Mattress Harrow the upgraded center for the Charlotte Hornets potentially? I don't know. Is that much of an upgrade? I'm looking for them a defensive center. And I know that Mattress Harrow brings a lot with his high energy and offensive rebounds and stuff like that. They need a defensive center because anytime they're going against a good center, I'm betting the over on that center to get points and rebounds. It's just the way it goes. The Chicago boys into the Jeremy Grant sweepstakes. I don't think it's gonna happen. There's another report today whether it be a rumor or whatever, that Jeremy Grant is not looking to take a lesser role whatever team he gets traded to. And obviously he gets traded to Chicago. He's definitely behind Zach Levine and DeMar DeRose. And after that, you can argue between him and Vultz. He'd probably be over Vultz, but he's still be number three and he still wants to be number one and number two. That wouldn't happen here in Chicago. And he's looking for a crazy extension. If all those reports are true, Chicago, please stay away. Next, Cleveland Cavaliers, keep Collis Sexton and Cavalove. I hope this is true for them. I've definitely seen a lot of reports about, hey, we don't throw Collis Sexton in the trade because he's a restrictive free agent and we don't want to give him money. But there's a world where because Collis Sexton is coming off of the significant season and an injury that the price of Collis Sexton has significantly dropped because nobody knows what he's going to be like. So let's keep him on the team, at least to further notice. Cavalove, he looks rejuvenated in Cleveland. Somebody sent me a clip the other day of us talking about Cavalove from last season and just talking about how bad he was looking and how he didn't love Blanton being there. It looks like he loves being there again. So great. The Dallas Mavericks use trade exceptions who boke up backcourt. I don't really know what this really means. They're not sure it fits the budget and create offense for himself with teammates. Okay, Tomas Satoransky, DJ Augustine is a name here. Okay, the Denver Nugget Stampat. Cap, this was reported or this was created before the Bow Bow trade. They traded for Brent Forbes. So they not stampat, they got another shooter. After Yolkens went to the podium and said, hey, everybody in the league, no, we can't shoot. They got a guy who can. Next, Flip Jermagreat from multiple first round picks. That makes sense. But if you're trying to pair these two things, the Bulls don't have multiple first round picks unless you consider Patrick Williams a first round pick because he's just in year number two and he only played one season, I don't know. And it was the first season, they got shortened. Flip multiple first round picks. There'll be an absolute W for Detroit if they are able to get two first round picks for Jeremy. Scan the clearance section for size. Yeah. Yeah, yeah, yeah, yeah, yeah. Big setback for, maybe not big, but a setback for James Wiseman. And yeah, they need a big, big. Kevan Looney holds it down. I like Kevan Looney up game a lot, but they could use some like actual seven-footish size instead of the six, nine and six, six front court. You feel me? Shop Christian Wood and trade Eric Gordon. I like this because even though it makes sense for every NBA fan to be like, ah, Christian Wood on one of the worst teams in the league, he's valuable, let's trade him right now. He's only like 25, 26. So it's not that he's not too old for the timeline, but you definitely listen to calls, you know what I'm saying? But you don't absolutely have to accept a trade for him just because if it ain't the right deal. You know, I feel like they might have done that a little bit with the James Harden deal. They just accepted because they had to, rather than like getting the best possible offer. And Eric Gordon 100% has to go, has to go. Trade established vets for other established vets. This is the worst thing imaginable for the pastures. I've talked about this multiple times. They're not just the front office with their owner is really complacent. We're like, hey, if we trade Miles Turner, we're not trying to bottom out or getting young piece to build around or getting young piece that we can develop. We're gonna get another player that is about the same value as him. And hopefully that the shuffling of the decks might get us into the play-in. I hate that for the organization, so the team. Clippers make a future focused move. Sure, I guess, I mean, they don't have their own first round pick this year. So there's no real incentive to tank. And I don't think this is what they're telling them to do. They're not saying tank, but maybe get something that can help next year. So that is the future when Paul George and Kawhi are back. Lakers keep Russell Westbrook a trade THC. I think you don't really have a choice about to keep Russell Westbrook. And trading THC is the only chance you have to upgrade Woltz yet today, that he would expect the Lakers not to be super active because they don't have anything worth trading for, except for maybe THC. And I feel like his values up and down across the league. Some people might see him as a dude to potentially get as a young asset. And some people might see him as an absolute dud. It's a lot. Aim for the stars. For the Grizzlies. I've seen this quite a bit where people are saying, hey, the Grizzlies are great. They've been a sleeper team and they've won 22 of their last 26 or whatever it is. But what if they did it and they traded for a dude that might, we don't even know it's available. Whether it is a Bradley Beal, again, I don't know if he's available, or it is Brandon Nankrum. What if they did buy in? They got all of their draft picks if I'm not mistaken. They still got some younger players if you wanted to throw me in. They got salary filler. I'm not saying to do it, but I like the idea of out of nowhere, oh, you know, from the top ropes, the Memphis Grizzlies is traded for another solidified piece. It'll be great. Come on, man. This team with a Beal, with a BI? And again, I don't think those guys are traded. They're not, I don't think they're getting traded, but I'm just saying, aim for the stars 100%. Call every team that has a young star that you can see potentially building with these dudes. Why not? Why not make it a big three? I mean, I guess the argument for that is, hey, our depth is the reason we win in these games. I understand. Miami, sit out the trade season. After they've done a lot of things around the edges, finding Omar Yurt seven, finding Caleb Martin, Matt Scruce, we're like, I feel like they've already won the trade market by doing the things in the off season to increase their depth. You know, Duncan Robson don't even start no more because Matt Scruce has been playing so well. Caleb Martin has been playing so well, because Duncan has it. They might be a buyout team, a low key buyout team, because they're playing so well. Milwaukee Bucks, search for Stopper, but probably Stan Pat. Okay. I saw Pat, and was thinking immediately Pat Coniser. I thought they were going to say, hey, go get another center because of Brooke Lopez being out with his injury. Minnesota, stay in Ben Simmons sweepstakes, but don't win it. This is their prediction. If the reports are true, they threw everything at Ben Simmons already, trying to get Ben Simmons on the team. So everything other than these two dudes, Anthony Edwards and Cardin Towns, and if you threw everything under those two dudes, you're probably not getting Ben Simmons. Add, plug and play piece to chase a play in spot. Who could that potentially be? They don't give you a name. Next, I don't know what to think about the Pelicans. They said that they're chasing the play in. I just don't know how realistic that is, all things considered. They are playing a lot better now than they were at the beginning of the season, but they started off so sick. They put themselves in so much of a hole that they're just trying to climb out and they're like 500 or slightly above 500 talent-wise. And that's just not gonna be enough. It hasn't been enough to be in that top 10 to be in the play in. And they be talking about Zion coming back one day, but I don't know. Pursue another shot creator. Sure. I want the Knicks to do something splashy.  I don't know what that is. I feel like the Knicks could be, they in for something big. That's all I'm saying. They thought this was big dissolve season. You ain't seen nothing yet. No sources. Trade Cambridge Williams, buy out Derrick Favors. I want Cambridge Williams to Chicago more than almost any player in the league. I know he is a role player and he doesn't necessarily move the needle crazily, but he feels like a player that the Chicago Bulls could desperately need his services. And Derrick Favors being bought out makes a lot of sense for RKC for sure. You're probably not gonna find a trade partner for Derrick Favors with the $9.7 million or whatever he's guaranteed. Next, collect multiple picks, including a first rounder for their Orlando Magic. Now they do have MoBamba. They have Gary Harris. They have Terrence Ross. These are all trade pieces that they're trying to move. And though I don't think that Terrence Ross or Gary Harris at $20 million is gonna get you a first round pick. MoBamba could. A team that's like, hey, Mo has been really solid this season. He's like top five or 10 and blocked per game. We're a team that's willing to give up a first round pick because we still see him as a first round pick talent and investment. Now you will have to pay him this off season. I'm pretty sure. But I can see them getting the first round pick for Mo. For sure. For sure. I already saw some Dallas Maverick's face. Like, hey, we'll throw him a first round pick. We need a guy like MoBamba to build around or not build around, but be a part of a build. Our Ben Simmons goes nowhere. I agree. Sad emoji face for sure. No comment. I told myself we're not talking about Ben unless there's needles to be moved and no needle has been moved. Trade, Jalen Smith for front court depth. Now I know Jalen Smith has been playing really good recently when they had the DeAndre Aiden and Javel McGee out. But you're like, why would they trade him now? When they didn't pick up that third year option for him. So I'm pretty sure he's an unrestricted free agent this off season. And I just don't see them trying to increase whatever money he has offered. So trade him, the Leno Gallinari in that first round pick that you have and potentially get a little bit better. That's all. Trade multiple eight figure players. Another team is trying to compete to stay under the luxury text for a team that's like not a rebuild, but would they be an out or whatever? I can see two people in this picture. Two people in this picture getting traded. Damon's safe. Damon's not getting traded. But can we see CJ and Rocco or Rocco and use some nerkins to get traded maybe? I am like 95% sure Robert Coventry will be on a new team. Coventry downline. That's it. Kings, back court stays. Harrison Barnes goes. Harrison Barnes is another guy that I would love to see in Chicago. There's a lot of players. We need like a four. We need another four in Chicago. And hey, we could be buyers. Back court stay makes sense, but all our reports that I've seen is that they're trying to be super active, man. I would love for them to split up the back court whether they keep De'Aaron or keep Tyrese. I'm not the guy to make the decision, but I would love for one of them to get an opportunity somewhere else while the other dude can basically get the keys to the car, as all. 27, Trey Thaddy's young. Yes. 28, Flip Chris Boucher from WingDepth. What's the word to say? Do you have OG? Sfima Kailuk. I'm counting Sfima Kailuk for sure. You have Scotty Barnes, Pascal Siakam. I guess those are maybe more front court than wing players, but Flip and Chris Boucher, I just don't know what his value is. He's had a lot of highs and a lot of lows this season. He had like an AT rebound game the other day, and I think he had like seven or eight offensive of those AT rebounds. So his high could be up there, but his low can also be pretty low. Make aggressive bid for Jeremy Grant. Jeremy Grant would be a near perfect fit for the Utah Jazz. For a team where Rudy Gobert is actively calling out a teammates for bad defense, Jeremy Grant could come in and I'm not saying, I'm not a dude that believes that Jeremy Grant is like the greatest defender of all time. I feel like he might be slightly overrated on the defensive side of the ball from based on what he did two years ago with the Denver Nuggets. He don't really play like that anymore, but he will be an upgrade that anybody on the Utah Jazz is not named Rudy Gobert defensively. So I love this. I just don't know what assets you have that the, I mean, do you have two first round picks to throw? I feel like that might be the asking price, two first round picks, but two picks from the Jazz, they just feel like they're gonna be a high tier playoff team for the next decade. This is the way it feels. And then the last one, spark a ton of trade smoke, but no fire. They have so many pieces, they be crazy not to pick up the phone to hear some of the trade offers that get thrown their way. But yeah, probably nothing significant happening with the Washington Wizards, but you never know, so trade that line, anything can happen. So you let me know what you wanna see your team do with this deadline, and follow me on socials, man. I'm gonna be tweeting and hopefully I'm vlogging these trips and hopefully we have a lot of fun, man. Hopefully we have a lot of fun on Instagram and all of that so y'all can be there for our journey while we go out to work. I'll see y'all soon, man.


I'm really excited to be able to introduce Jonathan Monk, Global General Manager, Skills Division at DeGreed, a company I know many of you are already familiar with. DeGreed is a lifelong learning platform that individuals and organizations use to learn, build skills, and certify expertise. I think one of their slogans is to jail break the degree. We're big fans of their work. Jonathan oversees the development and launch of new lines of business, including skills and certification. You can read the detail in his bio along with me. He was previously the VP of Marketing and Sales at Goal Zero and a marketing director at Skullcandy Headphones, which I have in my purse. Before joining Skullcandy, Mr. Monk ran marketing automation at a division of Hewlett-Packard, and he is a graduate of BYU. So please join me in welcoming Jonathan Monk. Thanks for being here and sticking around. I want to just start with a little bit of informal, a little informal survey. By just a show of hands, who here has a bachelor's degree? Surprise, surprise. OK, who has a master's degree? Not surprised, OK? Who has a PhD? About a third. Who here in this room works in the same field in which they graduated university? So less than maybe a quarter of you are working in the field in which degree, yeah, OK. And the following question, just for self-reflection, is what skills? What would you say your top three skills are today, that you're using today? Maybe jot those down somewhere. The market, and I'm going to kind of talk about the labor market in my remarks today, and how the labor market is changing and pivoting and orienting itself to the conversation and language of skills, with skills at the center. There's kind of a real challenge that companies are facing as they hire and promote individuals in the marketplace. We'll go through some data that backs this up. The first piece is this. More than half of the companies in the Fortune 500 have been replaced in the last 15 years. 20 years ago, the average lifespan of a Fortune 500 business was 75 years. It's 15 years today. CEOs, Price Waterhouse Cooper just did a survey to CEOs on talent. And more than half are saying it's really hard for them to find digital talent. Broad definition, but it means all the new IT skills, the new marketing skills, anything to do with technology, those skills are hard to find. Only 5% of CEOs say it's very easy to find those skills. And 80% are worried about the availability of key skills in general. And if you look at the trend of those skills over time, we're seeing that that worry and concern is growing. We're approaching full saturation on CEOs that are concerned about being able to hire for key skills. 91% say they need to strengthen soft skills alongside digital skills. And almost 70% are concerned about the digital skills of their leadership teams. So think about the senior leadership of a Fortune 500 business. Do they have the skills to succeed in the digital economy and the skills economy? At the same time, there are more and more open jobs that are unfilled in the market today. So this is Labor Department of Workforce Services data. You can see that in the last 10 years, we've dipped a little bit and we're coming back up where employers are reporting talent shortages. So it's a 10-year high that we're at right now in that metric. Deloitte ran a great survey and published some research. And this is where I think it's pertinent to this audience. So what's really happening is technology, the change in technology, the rate of change in technology is growing really, really quickly. Behind that, individuals, workers, are the first ones to feel that pain. They don't know how to do something that needs to be done. There's an emerging field. There's an emerging skill. They have to figure out ways to develop those skills to succeed, to keep their jobs. So they begin to work on ways to train up. And that largely comes in the form of informal learning. If you don't know how to do something, what do you do?  You maybe subscribe to a podcast, go to an event, read a book, listen to Audible. And that happens pretty quickly because it's informal and it's agile and it's easy to get to. Businesses are on the heels of that, right? Where they then work to maybe systematically create programs to help train people against those changing technologies and skills. But the last curve is the slowest one, right? And a lot of us in this room are in that space. And you're sort of in a way at the end of the whip as it gets cracked. You feel that last and the impact you don't see until later on. And that's a challenge for this audience. How do you help shorten the curve to match the rate of change in technology? We've talked a little bit about already the half-life of skills, the decay of skills over time. You know, who can give me a quick estimate on what they think the average lifespan of a skill is in today's economy in number of three months? Any other guesses? Depends on the skill, right? There's truth to that. Technology skills, I think we would all agree, have a much shorter half-life than maybe a soft skill would have. Like communication or presentation. But regardless, there's a change of rate, there's a rate of change that's happening and it makes it really challenging for companies to stay ahead of those curves. So hence, CEOs are worried about how do we have the right people and the right seats at the right time? How do we make sure that we're gonna be competitive in this workforce by having a portfolio of skills inside our organization so that we can stay ahead of the competition and stay innovative? So again, another way to look at unfilled jobs. That number is growing drastically. The two gray bars you see are the recessions. You can see that we're reaching near 20-year highs in terms of unfilled jobs in the marketplace. And it's a worker's market. So for the first time in a while, job openings are outpacing job hiring. And at the same time, job mobility is increasing. So you look at the number of quits on that bottom line. How many people are quitting jobs on a monthly, quarterly, annual basis? That's rising along with the opening of jobs. So what that points to is that people are not staying in their jobs as long, which we sort of already anecdotally know. So that means it's a formula for a worker's market. I can go and get whatever job and even if I'm under qualified, maybe I can get a job somewhere because there's such high demand for jobs right now. And then careers are changing. So the length of a career is now 60 to 70 years. For someone in my stage of my career, that's not something that is appealing to me, frankly. It's too many more years to go, but that is the reality. People work a lot longer into their careers. The average tenure in a job is four and a half years. And that changes by demographic. If you look at the 18 to 30 year olds, more than 80% leave their first job before five years. As you get to 31 to 45 years old, it goes up a little bit more. And as you get to the older ranges, it goes up even further. So people tend to spend more time in their jobs further in their careers they are. And then based on the survey from Deloitte, the half life of a learned skill has a shelf life of about five years. So if you think about the skills that you have, you've had a chance to think about, what are my top three skills? In five years, you more than likely won't be using at least one of those skills. The skills that you will need to succeed in the future probably don't even exist today. Blockchain was not even a thing five years ago. Data science, 10 years back, that was called business intelligence. Machine learning, there was no such thing. Yet these are now some of the biggest fields that we have in demand in the marketplace today. So we have to figure out how do we help people in a world where you're working longer, you're staying at jobs for a shorter amount of time, and the skills that you have in your portfolio, your own personal skill portfolio is ever changing. It's a really tough dynamic. And so now what is the role of all of us in that space? The labor market at large, how should we think about solving this problem and who owns what pieces of that change? The last thing I'll point to is the unemployment rate. We all know is it one of the lowest rates it's been in quite some time? And that just points to the fact that there's more people employed in some function than there's ever been before. Yet we have all these unfilled jobs. So imagine if we can remove the friction from the marketplace, the labor market, what we could do with unemployment or underemployment. We firmly believe, at degree, that the labor market will use the language of skills as a way to operate. And by that I mean they will no longer use the language of job titles. They will no longer use the language of pedigree. They will no longer use age. They will no longer use race. They will no longer use even a traditional college degree as the de facto way to measure skills. We do believe that in jailbreaking the degree at degree. But what we mean by that is if you think about jailbreaking an iPhone, it means that you can take all of the existing functionality and add to it more things. When we talk about jailbreaking the college degree, it's not because we don't believe in the college degree. But we do believe that it's not the only way to signal expertise. That people develop skills throughout their lives. That the skills that I gained through my formal education opened doors for me to enter a career. But they are not the thing that helps me today signal my expertise to the market and unlock opportunities for me next. Here's what is actually happening in the marketplace. So Microsoft just last year cut 4,000 jobs in sales and marketing with a $300 million write down to reskill or hire skilled workers who have different skills than what their workforce had. There's a need for them to be agile. There's a need for them to be competitive in, in this case, it's the software, the cloud software market as they take on Amazon. And they did not have the skills requisite to do it. So instead of working to skill up people, they made the quicker decision. We're gonna eliminate these jobs. We're creating a bunch of new jobs. Now in some ways that's efficient. In a lot of ways it's pretty tragic, right? The workforce we've seen throughout history has been very willing to reskill itself. Just look at the for-profit explosion that happened a decade ago. People are willing to go to great lengths to develop skills, even incurring lots of personal debt to do so. The market is willing to do it. How can we help facilitate the more efficient way of doing that? CEO of AT&T Randall Stevenson said, there is a need to retool yourself and you should not expect to stop. People who do not spend five to 10 hours a week online learning will be obsolete. This was part of his initiative to reinvent and streamline learning and development inside AT&T. So despite the fact that they're a very old company, at least relatively speaking, they have remained relevant in talent. They have remained relevant in technology. They have remained relevant in having the portfolio of skills. Why? Because they place an emphasis on continued lifelong learning. Unilever, one of our clients, the CEO said, in any position in the company, including mine, you need to work very hard on learning new skills every day. So we're hearing this not just from leaders in learning and development, we're hearing this from CEOs. Which means the business needs are there, right? This is the transition that we're seeing. 10 years ago, the conversation was around HR. It was around the learning and development function, chief learning officers inside companies. They were the ones driving this conversation. That is not the way it is happening anymore. We just signed on Boeing as a client and they are spending hundreds of millions of dollars part of this tax savings they've gotten through the recent change in tax structure. They're funneling into ways to drive learning and development of their employees. So it's becoming a business need to develop skills. This is not a touchy-feely, hey, let's help people feel good about their jobs. Let's drive 10 year longer. This is about if we're gonna be competitive in the space, we have to have the right skill set. So skills are at the center of the way companies run. And there's a few ways that's happening.  How do you manage all of that? Well, it's all gonna be using the language of skills. The skills that people have should be the thing that determines their mobility inside an organization. And then the labor market itself. So on the one side we have the supply of the market. Some of that supply is created by individuals going out and developing themselves through informal learning. Some of that supply, a large portion of it, especially as people enter the workforce is through higher education. There are boot camps that are emerging to help build a finite set of skills around a specific domain to help people enter the workforce as well. And then there's of course professional associations who have in some ways had to be forced into helping people develop skills over time because their roles has changed with the invention of LinkedIn. On the demand side, there's the employers, but that's not just full-time employees, right? That's part-time employees, that's also contract-based employment, which is a growing segment of the market. And then in between you've got the brokerage side, right? There's recruiters, there's job board sites, there's places that match the demand and the supply part of the equation. So the question is then, what is the currency that we use to transact in this market? And we talk broadly about, well, credentials are the currency that makes us transact in the market. But that only gets you so far, right? The reality is there are hundreds of currencies in the market because there are hundreds of credentials in the market. And it causes a lot of friction. That is the problem in the marketplace today. So we actually see that companies are really struggling with measuring skills. They know they need to. They're saying, we know it's important to measure skills. It's just as important to measure skills as it is to provide learning. Most don't do anything at all to measure skills and only 15% do anything formal around measuring skills. So this kind of gets back to this idea that how can you manage something that you don't measure? It's impossible to do so. So we see a two-part solution to this. On the one side is learning and development. We need to empower people to learn however they want to learn, whatever they want to learn, whenever they want to learn formally, informally on a short arc, on a long arc, in person or virtual. It should not matter. And the platforms and technologies are already emerging to do so. So part of what DeGreed does is support learning and development in any modality across any platform, across any topic. The other side of that problem is the language of the credential. How do you know someone has a skill? How do you know someone has a skill when everyone's using a different signal to describe it? We firmly believe that measurement should be not about learning activity. It should not be about knowledge. It should not be about how much time I've spent learning something or even how much time I've spent doing something. What it should be about is what can I actually do and how well can I actually do it? And that's really at the heart of skills. Skills are the things you can do. And mastery of skills is how well I can do it. So we've kind of talked about this. Everyone can learn whatever they want, whenever they want, whenever they need, across thousands of different platforms. Content is a commodity. There are almost infinite ways to learn free or paid, all different levels. And this is something that we talk about with our enterprise clients. It's a little bit, maybe a little bit hard to see, but above that line is the organization-sponsored learning that happens. And that tends to be on a longer arc and it tends to be more formal. So the things that I do every month, every quarter, every year, I take my sexual harassment training, I take my fraud prevention training, right? Those are the formal things that the company makes me do. Maybe there's some things around in structure-led training. Maybe there's performance reviews that happen on an annual basis. All of that is company-sponsored organizational training. But then there's all of the learning that happens, what we would say below that line, right? It's all of the informal ways that I learn. It's the TED Talks I watch. It's the books I read. It's the podcasts I listen to. It's the articles I read, the Atlantic article, for example, that was already mentioned. We could learn a lot from that article, right? Well, where are we quantifying? How are we measuring the benefit of all of that informal learning? Up until now there has not been a way to do that, but DeGreed has a platform in which you can track and measure all of the ways to learn. So that I have a personal transcript of all of the learning that I've done, formal, informal, across every dimension. And at the center of this is again this pressing problem. Companies cannot answer the question, what skills do I have? What skills do I need? And workers have no way to signal their skills. So what happens is what happened with Microsoft. No one knows who's got what skills. All they have to go off of is the job you're in today. And so they let you go and they hire someone who has a better signal than you. So it's a really tough market to be in. When we approach companies, we start at the very center, answering the question for the CEOs, do we have the skills we need to win? For the learning function in the organization, it's what skills do we need? Where are we strong? Where are we weak? How are we developing those skills? How are we benchmarking those skills? But there's a similar narrative for individuals, right? I don't care about as an employee, I don't necessarily care about, does AT&T have the skills to win. I care about what's gonna drive my development? What's next for me? What opportunities exist in the company for me to go from where I am to where I want to go? How do I develop those skills? How do I benchmark myself? But it's all a similar arc. It's all a similar cycle. What do out performers do differently? The ones that we see succeed, based on some data and studies that we've run, is that the people who reinvent themselves on the individual level or at the company level are the ones who tie skills to the business functions. They're the ones who say we wanna develop these skills so that we can accomplish this business objective. We wanna drive down recruiting costs. We need these types of skills. We wanna put people on this type of project. What skills do we have to do it? Skills become the center and it removes friction from the way that businesses can run. This is an example of some of the credentials I can earn if I'm a front-end mobile developer. So a pretty narrow field, but there are hundreds of these, right? This could be a bootcamp I graduated from. This could be a degree I earned. This could be a master's program. This could be an open badge I got. This could be a company-sponsored initiative or training program. But who can tell me what any of these things really mean in the marketplace? We have hundreds of currencies and we're all trying to transact with them. Which of these is a gold-backed currency? Which of these, what's one of these worth next to another one? We have no idea. And so we can talk about the value of credentialing and the importance of credentialing. We can even talk about blockchain and we can talk about the validation of these individual currencies. But until there's a standard way to communicate skills across every skill, every region, every level, we will never be able to remove the friction from the marketplace. We just won't. DeGreed's mission is to standardize the way we measure skills. So that if Susan, a front-end mobile developer, wants to communicate her skills, she can talk about them in terms of one system, one process, one benchmark, and one leveling system. So that I can go if I'm hiring a mobile web developer and say, what kind of soft skills does Susan have? Well, she has teamwork skills, communication skills, problem-solving skills. And she's got these technical skills, SQL, Object C, Java, Scrum. And they all should be measured in the same way, right? I need to be able to look across my entire organization. We're hiring right now at our company. We've got a few dozen openings inside the business and we have a recruiter. And the recruiter looks at portfolios of people we're looking for to hire for graphic design. Well, our recruiter is not a designer. Our recruiter has a terrible eye for design. So what is the job of that recruiter? What is he going to do to help me fill the jobs? Well, right now he's doing nothing to help me fill the jobs, right? Except for causing me to go back and say, this person doesn't have a good portfolio. So I cut him off from the process because it's the only way that I can, it's the most efficient way for me to get to it. And this is the same for any technical skill, right? What we need is a standardized way to measure that stuff. So DeGreed has created a single framework to measure any skill at any level. We call it skill certification. Underpinning it are a few principles. The first is that we focus on outcomes, not activities. We're not measuring knowledge because knowledge is not the same thing as skill. We're not measuring time because time is not a direct measure of skill. We're measuring behaviors, we're measuring results, and we're validating that. So we focus on the things that I can do. Give me examples of how you can demonstrate a skill, back it up by evidence, get it reviewed, and then rank it against a rubric. We have partnered with Connecting Credential Initiative on this rubric. So they have developed an eight level rubric on expertise. What is an expert? What are the ingredients of expertise at large? And then we apply that rubric against people who are going through a certification. And it's working. We've got a lot of people that are running through that process and being certified in skills today. We're certifying 1,500 different skills at eight different levels using one single framework and one single process. So what that means is that companies like Marshall McLennan can come and say, we get this incredibly valuable data on the back of this process. It tells us what gaps exist across the organization, where we should focus as we build toward the future and as we hire more employees. This is a really cool quote. What I love the most about it though, is that it's not from the HR person and it's not from the talent person. This is the CFO of the company. So we're now operating our business based upon the transparency into people's skills and their portfolio of skills. So if we can answer these questions for CEOs, then we are moving the market in the right direction. If we can hire and promote people based on their skill portfolio, not on pedigree, not on logo of my last job, not on job title, not on race, not on gender. If we can deploy people to projects based upon their skill portfolio, rather than randomly selecting people based on a recommendation from one person. What if you can reduce employee turnover by training them into skills that will lead them to the next opportunities inside their organization? And if you can benchmark skills from time to time, then you can see how competitive you are in your industry. So a quick example of what that would look like, right? If I'm a business analyst, there's maybe eight, 10 skills that are required for me to be successful in that job. I might have to do macros, I might have to do data modeling, maybe financial reporting, strategic thinking. And then maybe there's this other job of a research scientist. So if I'm a business analyst and I want to become a research scientist, how do I move from that job into a new job? In the old world it was, well, look at the company's framework for, you go from junior to senior to director to VP to SVP. That's your path. But that's not the way that we have all moved through our careers, right? We've moved through our careers in a much more fluid way. We are enabling that to happen using the language of skills. So if you're a data research, if you want to become a research scientist in AI, there are going to be some skills in dark blue on the right hand side that are unique to that job. There are going to be skills that are shared between the two jobs. And then you can have a meaningful conversation to say, how do we map these two things together? So I want to play a quick video. Looks like it's, do we have audio? So I'm going to share a quick video on how we are thinking about certification and credentialing within the enterprise environment.  And you said, I ran a marathon in 1999. That would be an absurd response. Not because marathons are bad, but because it informs so little of your health today. Yet, when I ask you, tell me about your education and you respond with, I graduated in 99 in economics. That is equally as absurd. Not because degrees don't matter, but because it informs so little of your knowledge and experience today. For years, the college degree worked well enough as a way to show your foundation of knowledge, which helped you get the job where you slowly moved up the ranks and retired after 30 years at the same company. But the world doesn't work that way anymore. We are living in a world where the jobs and skills of the future haven't even been invented yet. To keep pace with that, our mission is to build a new way to measure people's skills. That certifies what you can do today, not what you learned 20 years ago. And the best part, it doesn't matter where you developed your skills. I'm not saying education is a bad thing. Education is a good thing. It is a much slower to change machine than what's happening in corporations today. And so we've got to have a different answer that allows us to keep up. And that's what skills certification does. I think what we need is a common language of skills, not just across one company, but across industry. But there's not really a codified single source of truth for what skills exist. If you knew the skills that your team had and you knew the skills they didn't have, you could plan for ways to close those skills gap. So skills verification can be much more nimble, much more agile, and meet the true needs of changing businesses today. Google doesn't require a college degree to work at Google. Well, how are we gonna know you're good at what you say you're good at? What I think we need to do is come up with ways to validate those skills. Come up with ways to have a standard that says, I'm good at A or I'm good at B. And I'm not just saying that because I put it on my LinkedIn profile. I'm saying it because it's been certified. And I think that's absolutely critical for the future. At JPL, a space project could potentially be five years before it is launched. Those individuals have to have some way of seeing how the team is maturing, how the team is growing, both knowledge and ability. And agreed skills certification isn't just about measuring skills. It's about creating an equal playing field to communicate those skills to the world based on evidence and blind to the bias of age, race or gender. Skills certification is and has the true potential to be the great equalizer that we don't have right now. When we really look to have a diverse inclusive workforce, it's magical in my mind for what it can open up and what it can enable. We need change agents in this space. I'm excited to see what the skills certification brings to organizations and to individuals. I think it opens up tremendous opportunities for many people that didn't have opportunities in the past. You know, so many people have a natural curiosity. They learn and they grow. They do it in nontraditional ways. And then that manifests itself in skills and abilities.  DeGreed believes there is no single path to becoming an expert and that everyone deserves recognition for their expertise, no matter how they got there. So I'll just close with this and then do we have time for, we have a few minutes for, okay. So we really do believe organizations are going to be operating around skills. They're going to be hiring based on skills. They're going to be promoting and moving people around based on skills. And they need that to be able to stay competitive as they move forward. So with that, I'll leave some time for questions if there are some. So the question was, how do we believe that it's blind to age and gender and race bias? So that gets into the process itself, but essentially what we've done is pulled apart the different pieces during certification so that when peers review you, they don't see anything but your behaviors and your evidence. They don't see who you are or anything about you except for your behaviors and outcomes. And we do that across a peer review. We do that with an expert review and we do that with an endorsement. So it pulls away. In fact, we're seeing some really interesting things where I had a cohort go through recently and the manager of this department who got certified and skill reached out to me and said, this person is not a level six expert in this domain. And I said, well, what makes you say that? Well, she is way too young and she's only been doing this for a couple of years. There's no way she's reached that level of mastery. So all I had to do was go back to the data and say, well, let's look at how you rated this person in the peer review process. You rated this person higher than these four other people and you gave them this score without knowing who they were. Would you like to redact your rating? So we do see that it's reducing some of that bias. We have, we are collecting data. I would say it's on the early stages of that end of it. More to come there, but we do have a lot of data so far. Please. Thank you. The question was, how do we, if we're an enterprise-focused company, how does an individual benefit from this if they're not part of that enterprise? So two things. One is that there's a free version of degree available for individuals today. In fact, we launched as a consumer product first. So anyone can go on and create a profile and begin tracking and measuring all their learning and using whatever free resources are available there. The second part, which I think is at least as important, is that your profile persists with you, the individual.   That's sort of the point of credentials. And so that's a unique thing that we're doing as well is the portfolio or your own learning transcript sticks with you and your own credentials stick with you. They don't stay inside the company. We do. We do. For certification, evidences is part of it. We also ask for case studies. So evidence can be lots of different forms, but case studies is another part. So actual times when you've actually demonstrated an actual behavior. Yes. So the question was, what are the barriers to growth? So on the business side, I don't think we have very many because we're very unique in what we're doing. On the credentialing side, it's a two-sided marketplace problem, right? If you're introducing a new currency to a marketplace, the demand and supply side both have to use it for it to really be broadly used. So that is something that I think will persist. And then we have to look at, I think realistically, in terms of how quickly we can grow it. And I think we have to be making the right partnerships to help drive innovation. One of the things I think that's gonna enable this to happen more quickly is using the credentialing framework, right? We hope that we're not the only ones out there using that framework. We hope that lots of organizations use that framework because it's a standard way to measure skill. So we kind of look at it as a long arc challenge. Please. I think we would say our goal is to create the standard language. How we get to that goal can be very flexible. I care less about that than we need the standard universal language. So if that is a path that helps us do that, I think that's one we would pursue. Yes. Yeah, so it's all the engineering fields, IT, and then anything else that touches a technology product essentially. So that could be, from a marketing perspective, that would be marketing automation or email marketing, for example, rather than print ads and print design. So broadly speaking, it's anything that touches a digital tool from a categorization perspective, engineering, IT, and digital marketing would be the three big buckets, I'd say. We use an existing standard framework. The credential, the connecting credentials rubric is the standard framework. So every person who goes through certification goes through the same process just through the lens of their skill. Okay, one more. There was a hand here. If we are using the same rubric, then I think we can make it work. If we're defining what a skill is differently, if we're defining what mastery is differently. It's common. Yeah, I mean, these are things that we're gonna solve as we scale it up. We're not blind to the challenges. We know it's going to work, but what we are seeing is that on the enterprise side of the business, they're adopting this. And at the end of the day, if the demand side of the market is using a framework, if they're using the currency, if they're hiring people based on that rubric, then the market will slowly move that direction and then the supply side will adopt it. So the enterprise side is really gonna help us drive that adoption because they're the ones who are hiring the workers. Thanks everyone. I appreciate it.


Addicted to bread and grains, eat this instead. Aside from peanut and M&Ms, I think bread is one of the most addictive foods on the planet. I get it, it's comfy, it's carby, it's delicious, and it's a fantastic way to get olive oil into your mouth. But it's also loaded in lectins. Yep, even if it's sourdough bread. Because while sourdough starters are fermented, more flour is added, and you know what wheat flour is loaded with. Lectins, of course. So even though it's delicious and free on the table at so many restaurants, it's worth steering clear of bread.  Well, today I wanna talk about a few alternatives to keep you on track, even through the worst cravings. And don't worry, we're gonna get way beyond cauliflower rice here. Because I understand when a craving hits, it can be really hard to resist. You need just the right thing to get you through, starting with chips and crackers. Because sometimes there's nothing like a nice plate of cheese and crackers, or chips and dip. And the good news is, certain cheeses from Southern Europe are still on the menu, as are dips like guacamole. Now, you could slice jicama really thin and use that instead of chips or crackers. And the crunch is actually pretty satisfying. Here's some baked ones. Or you can make your own. I've got some cassava-based recipes in my books. But now that grain-free, lectin-free food is becoming more popular, you can also find chips made with cassava flour or coconut flour on most grocery store shelves, like these. The same goes for crackers. Brands like Jillian Bakery make fantastic cassava-based crackers that are great with cheese. There's also some great options with flaxseed too. Google Flackers Crackers to learn more about one of the most popular brands out there. Of course, no matter which alternative you decide, if you're not making your own, make sure to read the ingredient list thoroughly. Yes, even if you've already bought that brand before, everyone changes their formula from time to time. So it's actually really important to stay vigilant.  No worries.  Well, when it comes to rice and other grains, you've got a few options. If you like the texture, then you should go for Miracle Rice. But I understand some people, the texture can be a little off-putting. That's where lectin-free grains like millet and sorghum come into play. You can cook them fluffy like rice or a little wetter like oatmeal. You can toss them in herbs for a bright and flavorful salad or bake them with veggies for a knockout stuffing. Or if you've worked all the way through phases one and two of the plant paradox and you're on to phase three, go ahead and pressure cook yourself some basmati rice. Bonus points if you let it cool completely. Then reheat it before a serving. You'll get more resistant starch. But what do you do if you're craving breakfast grains like oatmeal, quinoa, granola, or cereal? Well, you can even season a bowl of millet with cinnamon, ginger, and unsweetened dried cranberries for an outstanding breakfast cereal. Or you could look for a lectin-free breakfast cereal like puff millet or coconut flakes. You can even get creative and make your own granola with a mix of nuts, coconut, maybe a little puff millet. Just make sure to use the right kind of sweetener. I suggest yacon syrup or a bit of monk fruit. Most commercially made granola is just way too sugary. And no matter what alternative you pick, remember, with resistant starches like these, moderation is a good thing. So even certain cereal alternatives should be used sparingly. When you have a craving, you can't resist. Now, there's one alternative carb you can eat to your heart's content. And it's a swap for noodles. I'm talking miracle noodles, of course. And that's where another one, people find the chewy texture to be a little funny if they're not used to it. That said, if you're a fan of rice noodle dishes like Pad Thai or Fu, they're a pretty perfect swap in. But if you're looking for another one with more Italian pasta texture, try Capello's noodles. They're an almond flour noodle I find in the freezer section of Whole Foods. And they're also available on Amazon. Now, I'll give you a heads up. It's not the most affordable option on the market. But when you've got a craving for that spaghetti with meat sauce or even just pasta with olive oil and garlic, it's got a perfect texture. So it's worth stashing a box or two in the freezer, just like I do. Just remember, if you're craving your pasta with a tomato-based sauce, make that sauce in a pressure cooker to knock out those lectins or you're asking for trouble. But what do you do if you're looking for a slice of bread to sop up that extra sauce? Well, that brings me to my last set of carb swaps, everyone's favorite bread. And I'll be honest, this one's the trickiest because even gluten-free breads are made with lectin-rich ingredients like corn flour or brown rice flour. Again, Julian Bakery has some great bread alternatives. So if you see the brand on the shelves, check them out. Just make sure to read the labels first, just in case. You can also make something called cloud bread either with avocado or organic cream cheese. It's easy to make, only takes three or four ingredients. It's in my new book and is great for sopping up sauce or dipping soup. Another great option is making savory quick breads with almond flour, cassava flour, coconut flour. There are tons of simple recipes online. So the next time a carb craving comes up and you can't beat it, don't worry. Just look for an alternative instead. I promise they're out there. And by giving into your craving the healthy way, you can rest assured you'll be taking care of your gut buddies and your sanity because I'm Dr. Gundry and I'm always looking out for you and my snacks.


We offer three types of courses. We offer online courses, four-week in-class courses and a combined course. Each of those types of courses has their own section on the website. Each type also has its own FAQs and video FAQs, so please be sure to read those sections for further information. The online courses, we offer a range. We have a 60-hour introductory level course, a 120-hour and 140-hour DVD certificate level course. We have a 250-hour diploma course and a 50-hour specialisation course in Business English and Young Learners as well. The four-week in-class course will maximise your job prospects. That is 120 hours and it's taken in a classroom. It includes observed teaching practice whereby a trainee will be teaching a real class as part of the course. They'll be observed and given feedback from a trainer and also their peers as well. The combined course along with the four-week in-class course will maximise job prospects. The combined course is the 120-hour online course plus seven or ten days teaching practice at one of the available training centres. If anyone has any further questions or requires any further information, please feel free to contact us also.


Item Number – SCP-105 – Object Class – Safe Special Containment Procedures – SCP-105 is implanted with a tracking device and is currently housed at Site-17. SCP-105 is currently allowed Class-3 restricted socialization privileges, with approved Site-Personnel, granted based on continued good behavior and cooperation with Foundation personnel. SCP-105's personal camera, designated SCP-105-B, is contained in a locked safe deposit box at Site-19's high-value item storage facility. Standard positive action defenses, explosive chemical, biological, and mimetic are to be in place at all times, while SCP-105-B is within containment. SCP-105 and SCP-105-B, or any other camera, are only to be allowed to come into contact with approval of the current managing researcher. Description – SCP-105, formerly known as Iris Thompson, is a female human of European descent. Records indicate that SCP-105 was born in f***ing making her f***ing years old at the time of acquisition. She has blonde hair and blue eyes, and at the time of this article, is 1.54 meters in height and 50 kilograms in weight. She does not appear to have any out-of-the-ordinary physical characteristics, and appears to be, for all intents and purposes, a normal human being in good health. SCP-105-B is a Polaroid-1 step-express camera, manufactured in 1982. SCP-105-B does not appear to have any out-of-the-ordinary physical characteristics, and appears to be, for all intents and purposes, a normal Polaroid camera, operating normally for all persons aside from SCP-105. When SCP-105 holds a photograph taken by SCP-105-B, the photograph changes from a still image to that of a real-time image of the location in question. SCP-105 is also able to reach through the photograph and manipulate objects within reach of the original point at which the photograph was taken. Persons witnessing this manipulation report seeing a disembodied female hand, determined to be that of SCP-105, reaching out from an invisible portal and carrying out the actions indicated. SCP-105-B and the photographs taken by said camera have no unusual properties when used by any other person. SCP-105 has demonstrated limited ability to manipulate objects through other photographs, but can only achieve fine control using photographs taken through SCP-105-B. So far, SCP-105 has only been able to significantly advance her ability by using photographs taken by SCP-105-B. Appendix 1. Circumstances of Acquisition SCP-105 was brought to the Foundation's attention shortly after the murder of her boyfriend. SCP-105 claimed to have been on the phone with the victim at the time of his murder, prompting her to hurry to his side. However, telephone records did not correspond to her story, making her suspect in the murder. SCP-105 informed her lawyer that she had in fact witnessed the murder through a photograph she had taken with her boyfriend several days prior. The attorney in question disregarded the story and recommended that the subject plead guilty. Subject refused to do so and subsequently told her story in court, offering to demonstrate her ability. This led to Foundation contact. Subject was immediately contained by the Foundation. Foundation personnel retrieved SCP-105-B from SCP-105's home, replacing it with an identical model and returned it to her. SCP-105's parents were informed that she was killed during the botched escape of another patient while both were in custody of a psychiatric care facility. Appendix 2. First from Interview Log 105-08-4426 Begin Log Doctor, please give a brief personal introduction, including date and place of birth and your name. SCP-105 Okay, my name is Iris Thompson. I was born in Phoenix, Arizona on May 12th. Doctor, good. First question, when did you become aware of your abilities? SCP-105 I'm not sure, but I think I was either 10 or 11. I remember because I was looking at a picture of the ocean and I noticed that the waves began moving. Doctor, how did your parents respond when you told them? SCP-105 They just said that I had an overactive imagination. Doctor, when did you discover that you were able to manipulate objects through a photograph? SCP-105 It first happened when I was 11, 12, maybe? My family took a trip to the Grand Canyon. I looked through the photo album after we got home and brushed my hand up against one by accident. When I did, I pushed a rock over the edge, falling into the canyon. I could actually hear it clatter on the way down. Doctor, go on. SCP-105 I became fascinated with photography after that. Most of the time, it didn't work with photographs I took, but my parents got me a Polaroid One Step Express camera. I'd been begging for them to get it since Christmas. SCP-105 starts smiling. After I got the camera, the photos got easier to interact with. Doctor, this is the camera we refer to as 105B? Your personal camera? SCP-105 Yes, sir. Doctor, how many photos can you focus on at one time? SCP-105 I've gotten up to 10 at once with my personal camera, but I'm sure I could do more eventually. Doctor, what is your impression of your time with the Foundation so far? SCP-105 remains silent. Doctor, please do answer. We don't take offense at these things. SCP-105 It's sort of like New Prison, New Warden, but I know it's better than what could have happened to me. Doctor, you've been very cooperative during your time here. SCP-105 I'm a pretty well-behaved sort of person. I also like doing the experiments. Some of those things with photographs I never would have thought of. Doctor, do you know why I'm asking you these questions, Iris? SCP-105 No, sir. Doctor, we've been setting up a special program. If it goes through, you'll be occasionally allowed to leave the site and move about in the outside world. All we ask of you in return are a few favors. Are you interested? And log. Addendum 3 History of Service with Mobile Task Force Omega-7 SCP-105 was the second humanoid SCP recruited to Mobile Task Force Omega-7 under the Pandora's Box Initiative. Unlike Team Able, associated with SCP-076-2, which was assigned to strike and capture operations, Team Iris had the primary mission of reconnaissance and intelligence gathering. Team Iris carried out over 20 missions in cooperation with the Bowie Commission. These missions were carried out swiftly and without incident. The first disciplinary incident involving SCP-105 involved the escalation of Team Iris missions from reconnaissance to wet work. SCP-105 violently opposed the use of her abilities to carry out assassinations, even after members of the Bowie Commission repeatedly attempted to secure her cooperation. During these events, SCP-105 became emotionally distressed and attempted to deceive Foundation personnel into believing that her anomalous traits had disappeared. Doctor D submitted a report recommending that SCP-105 be reclassified as neutralized, undergo amnestic treatment, and be released to the public with regular monitoring. This recommendation was denied. Following this, Doctor D aided SCP-105 in a containment breach, aiming to escape Foundation custody. This breach was unsuccessful, and SCP-105 was recontained. Investigation afterwards determined that Doctor D had intentionally encouraged SCP-105 to claim loss of anomalous abilities. SCP-105 re-demonstrated her anomalous abilities in exchange for restoration of limited privileges. Following the end of the Pandora's Box initiative, all Mobile Task Force Omega-7 teams were disbanded, and SCP-105 was returned to Site-17. Because of the security risk she represents and lack of current utility, SCP-105 is presently not allowed access to SCP-105-B. All further information regarding Mobile Task Force Omega-7 is sealed by order of the Records and Information Security Administration, Director of Records and Information Security Administration. Addendum 4 Special notice regarding current containment status. Many formal and informal reports have been made regarding SCP-105 and a supposed connection to Mobile Task Force Alpha-9. These reports constitute a serious breach of security. All information regarding Mobile Task Force Alpha-9 is restricted. All information regarding current research on anomalous characteristics of SCP-105 is restricted. All reports or rumors regarding any current or recent use of SCP-105 as a foundation asset are to be considered categorically false, and should be reported to the Records and Information Security Administration, Director of Records and Information Security Administration. Lesson complete. If you missed the previous orientation, go watch SCP-104, the Lonely Ball, right now. Or for the complete course, watch this playlist.


Everybody Matt here for late in sports car drip and one box of 2019 Bowman Chrome Baseball hobby. This is for Nick see good luck Nick Here we go Come on. Let's see a big hit for you Buster Posey refractor Stanton and La Siga Nate Pearson and John Duplantier your rookie gold refractor to 50 Castellanos one tarot ready to les rookie purple refractor to 250 one seal Perez Purple shimmer. There's a Vlad Jr. Rookie Guzman Adam Klopfenstein Kalanick call to bay chrono Matias Cedric Mullins rookie us to deal great rod Austin Hurra Kopeck Wanderan It's a James and Hannah refractor Acunya All right, two packs to go. Come on See a big hit for you Nick Bray you and Sam Hentchess Purple refractor auto to 250 Lloyd Jimenez and Manny Machado Tarot Joey Bart Bowers and Merrifield. All right, that'll do it for your box. Nick appreciate it. We'll get these right out to you


Hi, I'm Lieutenant J.G. Amundsen from Staten Island, New York, and this is Lieutenant J.G. Mack from San Francisco, California, and we're with Rilse Urafswa. In honor of the Navy's 239th birthday, I'd like to thank our friends and family in San Island and in San Francisco as well as everyone else back home in abroad for their support.


Hello and welcome to the session. In this session we discussed the following question which says, find the product of the largest four-digit number and the largest six-digit number. So, we will find this product using the distributive law of multiplication over subtraction. So, first let's recall what is the distributive law of multiplication over subtraction. This is given as, if we have a, b, c are any three whole numbers, then we have a multiplied by b minus c is equal to a multiplied by b minus a multiplied by c. This is the key idea that we use for this question. Now, we move on to the solution. First of all let's find out which is the largest four-digit number. We have the largest four-digit number is equal to 9999 then the largest six-digit number is equal to back 99999. Now, we need to find the product that is 9999 multiplied by 999999. For this we will use the distributive law of multiplication over subtraction. So, we write this as 9999 multiplied by minus 1. Now, using the distributive law of multiplication over subtraction that is this law we get this is equal to 9999 multiplied by 10 lakhs minus 9999 multiplied by 1. So, this is equal to 9999 0 0 0 0 0 0 minus 9999 and this is further equal to 999899 0 0 0 1. So, we have the required product is equal to 999899 0 0 0 1. This is our final answer. This completes the session. Hope you have understood the solution of this question.


Hi and welcome to the session. I am Deepika here. Let's discuss a question which says Show that the given differential equation is homogeneous and solve it 1 plus e raised to power x over y into dx plus e raised to power x over y Into 1 minus x over y into dy is equal to 0 Now, let us first understand when the differential equation is Called a homogeneous differential equation now a differential equation which can be expressed in the form dy by dx is equal to f of xy or dx by dy is equal to g of xy where f of xy and g of xy are homogeneous function of degree 0 Then a differential equation is called a homogeneous differential equation. So this is a key idea behind our question We will take the help of this key idea to solve our question. So let's start the solution now the given differential equation is 1 plus e raised to power x over y into dx plus e raised to power x over y Into 1 minus x over y Into dy is equal to 0. Let us give this equation as number 1 Or we can rewrite this differential equation as 1 plus e raised to power x over y Into dx is equal to Minus e raised to power x over y into 1 minus x over y into dy Or again, we can rewrite this equation as dx over dy is equal to e raised to power x over y into x over y minus 1 over 1 plus e raised to power x over y Let us give this equation as number 2 now We see the right hand side of the above differential equation that is of equation 2 is of the form x of x over y and so It is a homogeneous function of degree 0 therefore the given differential equation that is the equation 1 is a homogeneous differential equation to solve this homogeneous differential equation we will put x over y is Equal to v that is x is equal to v y now on differentiating both sides with respect to y We get dx over dy is equal to v plus y Into dv over dy Now on substituting the value of x and dx over dy in equation 2 we get v Plus y into dv over dy is equal to e raised to power v y over y that is e raised to power v Into v y over y that is v minus 1 over 1 plus e raised to power v e raised to power v Into v minus 1 over 1 plus e raised to power v or Y Into dv over dy is equal to e raised to power v into v minus 1 over 1 plus e raised to power v minus v or Y into dv over dy is equal to v into e raised to power v minus e raised to power v minus v minus v into e raised to power v over 1 plus e raised to power v or y into dv over dy is equal to minus of e raised to power v plus v over 1 plus e raised to power v Now on separating the variables we have 1 plus e raised to power v over e raised to power v plus v Into dv is equal to minus dy over y and integral of 1 plus e raised to power v over e raised to power v plus v dv is equal to negative of integral dy over y let us give this equation as number three Now to solve the integral on the left hand side, we will substitute e raised to power v plus v is equal to t Then 1 plus e raised to power v dv is equal to dt So this integral is of the form integral of dt over t which is log of mod t that is log of mod e raised to power v plus v and this is equal to minus log of mod y plus log c Here log c represents the constant of integration or log of mod e raised to power v plus v is equal to log c over mod y or on substituting the value of v here we get log mod of e raised to power x over y plus x over y is equal to log c over mod y or We can rewrite this equation as e raised to power x over y plus x over y is equal to c over y or We can write this equation as y into e raised to power x over y plus x is equal to c hence the general solution of the given differential equation that is of differential equation 1 is y Into e raised to power x over y plus x is equal to c So this is our answer for the above question This completes our session. I hope you have enjoyed the session. Bye and take care


Which Madden 25 team will be the most overpowered? The Philadelphia Eagles, who now have Jalen Hurts, Saquon Barkley, A.J. Brown, Devonta Smith, Dallas Goddard, C.J. Gardner Johnson, again, Devon White. Am I missing anybody? Or is it gonna be the Baltimore Ravens with Lamar Jackson, Derek Henry, Zay Flowers? Or is there a team I'm forgetting? Regardless, I wanted to see what Saquon Barkley on the Philadelphia Eagles is gonna look like, so I built the squad here at Madden Ultimate Team. Jalen Hurts and Saquon both have Christmas cards still, but I think we're gonna be able to go off with them. I've got A.J. Brown in here. I've got Dallas Goddard. It's gonna be a good time. So for Jalen Hurts, I gave him a running gun, gun slinger, and gift-wrapped. And our main guy, Saquon Barkley. 5'11, 233, 93 speed. Really doesn't have two O.P. of a card. I expected him to get something awesome for free agency and he didn't. I'm gonna give him freight train, jukebox, and energizer. Not an ability I use a lot, but it should be fun. He does get Philadelphia Eagles chemistry perfect. I'm taking him back to his OG card art, too. I'm sorry, Giants fans. I'm sorry, Tiki Barber, actually. Tiki Barber was not happy about this. Also a huge thank you to SeatGeek for sponsoring today's video. SeatGeek is the best place to get tickets for anything. SeatGeek takes tickets from all around the web and puts them in one location, the SeatGeek app, to make buying simple. There's a link in the top of the description to download. Once you have the app, make sure you check out the price indicators. Wherever you're buying a ticket, there'll be green dots or red dots. Green is great value, red, not so much. So you always know you're getting the best deal. Also make sure to use the promo code MMG.  Once again, link in the top of the description. Promo code MMG is $20 off. Enjoy the rest of the video. Marshawn Lattimore, Michael Irvin, Justin Jefferson. Oh, it's Eagles versus Chiefs. Oh, in arrowhead, here we go. Now with all gameplay videos, I like to try and break a record. Saquon Barkley's career high rushing yards came in 2019 against the Redskins. And yes, in 2019, they were actually the Redskins. He had 22 carries for 189 yards. My goal today is to beat that. It's gonna be big that we activate freight train. Not super easy to activate, but if we can do it, all right, you know what? Nobody has to block Chris Jones. He's really not even that good. All right, all right, all right, wait a minute. Okay, good start. We have 15 yards on that one. We're a little bit closer to freight train now too. That's the big thing. Looks like we're just, and okay. Doesn't blitz that time and they still get home. Fourth and 16, not a great way to start the ball game. Can Dallas Goddard get this? You know what, it's an arm punt though. It's not an arm punt if we don't tackle it. Oh my God, actually, I predicted he'd go inside. I still missed. All right, first and 10. I'm not even sure that we can. Oh, we can run at the middle. Not the best juke. Probably just could have taken that vertical. Okay, big blitz. He's gonna leave Saquon. Ray Lewis trying to track. Let's make a juke and another. Okay, okay. Hey, I still, the dream is alive, baby. The Philadelphia Eagles don't have Krishna Coye in real life, but I do. I have him here. I'm gonna take this. Yup, go right up the middle, Saquon. Yup, yup. Hey! Hey!  Yo, I just juke into somebody and he bounced it. Bro, that was Micah Parsons I bounced off of. I'm going for the two point conversion on the exact same play. Hmm, I ran that poorly. I could have, I could have cut that up and just had it. That's not me. Hey, Saquon's got five rushes, 77 yards into touchdown. We're on the right path. All right, defensively. I got my stud Luke Keekley right in the middle. Let's see what he's going for. He's getting underneath. He will take it. What are you hitting him for? Just catch the ball, Ronnie. Second and 10. Is this like a jet? What is this? A jet sweep?  Juke, juke, juke. Come on! Oh, you got to love predicting a juke. Back to play action. Looks like I have this covered really well. Third and 13. I got a five man blitz. He's got five blocking. Nothing! Clay Matthews, exactly what I wanted. Fourth and 13. It's just going to take the field goal. I like this. All right, first and 10. He's on Micah Parsons. Oh no, he's not. Let's go AJ. Hmm, that almost looked like it could have been a touchdown. Hitting AJ Brown on a quick one.  So I think if I go no huddle, I'll expect kind of the same thing. And look at that. Saquon Bargley is going to have a ton of room. Saquon! Saquon! Oh my God. That's December 10th card. Look at the juke, right? Just the juke bag left. That was disgusting. Dude, I like, there are literally hard gold 99 overall players in this game. This Saquon is a 94. I know it's not like, it's not that crazy, but this isn't even close to one of the best hatbags in this game. He's not even top 50 right now. All right, let's see if I can actually do the two point conversion. This time though, I'm going back to the left side. I'm going back to PATs after this. I don't hate 19 to 10. He is going to go with a handoff here. He's going to get really good blocks. And it's Smith to rush the 17 yards. I kind of want it to be a running back duel. If he wants to start running it, let's have some fun. Although he's grieving me right now. He won't pick his plays.  He'll call the timeout with exactly one second. What are we doing, man? I'm going to Blitz, Jabril and Clay. And I'm on Christian Harris, juke inside. Yup! Third and five is going to the same play, but I have the flats covered this time. Oh, oh! How did I not get that? He, he, Christian Harris threw his hand up at it. I'm going to send the Blitz. And if this is an RPO, I got to get ready with Jabril. It's not, uh-oh. Help me!  Ronnie Law and whoever that was just ran into each other so that the tackle became impossible. We just set a pick on ourselves. Ah-ha-ha! All right, first and 10 right back to it. And what do you know? Ha-ha-ha! Seven rushes, 152 yards, two touchdowns. This sequence is insane. Did you see him snake through that hole? How have I not known about that? How have I not known about how insane this card is? I just got freight train unlocked. Freight train is unlocked. The only thing is you lose freight train if you get TFLed and with all the abilities, it's really not hard to get TFLed. Oof. I don't know who's guarding Saequan here. Nobody, nobody. That's who's guarding Saequan. Nobody is, big juke. Oh, he guessed the juke left. Nice play. 3rd and 12, we're not in field goal range. We do got to move this rock. Boom, right there. Oh, we just barely get Devo Samuel. Okay, Justin Tucker can hit this. He's going to call a timeout, but I could go for it. Oh, I'm a little nervous, but I got to go for it. Okay, bite down. We got Saequan. Honestly, honestly, Saequan, what is going on? Actually, what is going on? I've never ran the ball this well and I'm rocking a three month old Saequan. I don't know what's going on. This is amazing. All right, I said I was going to take my P.A.T. I'm not, I'm going right back for an option.  Oh, the fumble forward would have been possible. Okay, we still have a one point lead, so whatever. All right, so we scored with 19 seconds and he has no timeouts, so really good for us. Not sure why he stutters on the return. He lost a lot of time and only got out to the 23. You got to let that roll. This is really good for us, so long as we don't give up a tactical nuke on this throw. No! Oh, that was a Saequan legacy game. No! Dude, I think we were rocking 200 yards and three touchdowns in the first half and we had freight train. What a bummer. I'm going to rock one game of the house rules. At least this will guarantee we'll get seven downs with Saequan at least. First thing goal, opening play.  Wait, oh, wait, hold those blocks, gentlemen. This house rule is if you're so confused right now, you get seven plays to go score a touchdown and you get one point every time you get 10 yards. It's kind of random, but it's a good way to just get some reps in because there's our boy Saequan on the little Jalen Hurts pass, big juke, another one. Why is he cracked?  Fuck, I'll use the 98, the 99 overalls.  Not compared to this Saequan. He's just, I don't know how to describe it. All right, fourth thing goal. I mean, in this game mode, we do have to pick up a little more yards in this though, so I don't know if this will, oh, it will. Yup, yup. Got a little cheeky little angle right there. Fifth and goal. Everybody knows that classic scenario, fifth and goal. What's our program's favorite fifth and goal play? You know? I like the dig. I don't like the dig. That was an aggressive catch and Jalen hurts, could you take a worse angle? What are we doing? He's gonna go for two here. Doesn't look like he has anything at all. No, he doesn't.  Okay.   Let's see what's available here. Okay, go. Go, go, go! Saequan! Joke left! Joke right! I forgot about that. If you get a really deep touchdown in this mode, you actually get a ton of points. I'm actually now winning by a large margin.   If he's gonna have a good drive here, I almost want him to score kind of quick just so that I have time to bring the game back for me. Oh, he's gonna hit that. Yep. Yep, yep, yep. I gotta go fly out to 20 if he's got a route. Oh, we're good. Oh my God, is that a dot? We were very lucky that wasn't a good ball. He goes for the heave again. This one is not there. Ronnie lot, triple coverage, getting bumped. We can definitely put the game away here if we play this correctly. Oh my God, why are we just shitting on everybody? Ronnie lot with a stiff arm. Bro, his stiff arm rating has to be like 50. Although I suppose whoever he's stiffed arm, their tackle is probably like 30. There is a two minute warning.  That's exactly what I wanna see. All right, third and goal. Almost getting flagged out. He's so good. He definitely thinks it's a run.  Yeah, they recovered on that really well. He's had so many blitzers and they still recovered really well. It's our final play right here with Saquon Barkley. Although technically I'm letting my opponent, like I'm giving my opponent a chance to win this game. Ooh, little bit too high, but we're getting really good blocks. Shit, it was a nice play. All right, that gives us a 12 point lead with 17 seconds. If he scores a deep touchdown, I lose. That is true. So let's blitz. Yeah, don't even give him the opportunity. Get around it. All right, third and goal. He blocks the hat back.  That's what we got Keekley for. Keekley, Keekley, Keekley. Okay, I could blitz up the middle on this one, couldn't I? Yup, go for it. Go for it, go for it. Ah! All right, he has one second left. It's not over. Fifth and goal. He gets the ball off. Why are we checking down on the final play, sir?  Big dub. Most games never really tell you anything, unfortunately, because it simulates a lot of your stats in these modes, but Saquon Barkley was still a dog. I know that for sure. This play right here, you know what's funny about this? This was my Madden 18. Madden 18, six years ago. This was my favorite play. You'd run a play action where the halfback does like just a hitch in the middle of the field. So there's Saquon on the hitch. You roll out to the right and then you playmaker the running back up the middle. It's really good against zones. So you can see those little flat zones in the middle are just not following that and the deep zones drop for the wide receiver. So you just get so much. It doesn't work very often anymore because edge rushers usually get to you so fast, but it worked here. And then this is just a beautiful combo. When you have a jukebox, you do the left juke into the right juke. Oh, left juke, right juke. So nasty. All right, boys. Hey, I can tell you right now that Eagle's team in Madden 25 is gonna be disgusting. This is a microcosm of it. Hey, I hope you guys enjoyed. I'll see you in the next video. Peace.


Now, the Chairman of the Independent National Electoral Commission, Einig Mahmoud Yakubu, says, the commission lacks the power to force any electoral candidate to attend a debate. Yakubu who made this known during the quarterly consultative meeting with the media executives in Aboja said that debates are a democratic right and cannot be forced on any candidate and that they were, however, unspoken consequences for those who failed to attend. He stated that even in most advanced countries, nobody can be compelled to do anything in democracy.


Hi Freedom Family, Nold here. This is going to be a quick video to address delayed payments from freedom. As you are aware, freedom's payments have been delayed by a few days this month. Please know that the money is currently being transferred to our PayPal account as we speak. And as soon as it arrives, we will be paying all of you. We are truly sorry for the inconvenience this has caused any or all of you. And rest assured that we have worked directly with YouTube to ensure that this does not happen again. If you have any other support related questions, please email support at freedom.tm or head to the connect with us section in the Freedom Dashboard. Thanks for all your understanding Freedom Family.


I am Dr. Abhay Kamath, Consultant Maxillofacial Surgeon, working at Kasthurba Medical College Hospital's Mangalore Ambedkar Circle. I am here today to discuss regarding oral and maxillofacial surgery. Oral and maxillofacial surgery is that branch which deals with surgery of the face, jaws and oral cavity. It is a specialization of dentistry where once you finish your dentistry, you subspecialize an oral and maxillofacial surgery. It is an internationally acclaimed specialization. When we speak about oral and maxillofacial surgery, a maxillofacial surgeon is one who has been trained to deal with diverse situations. To encompass or speak about a few aspects, an oral and maxillofacial surgeon is one who deals with procedures where you entail or speak about removal of wisdom tooth. We also deal with patients who come to the trauma center or to the emergency room where we handle the patients with maxillofacial trauma. We work in conjunction with the neurosurgeons to render some of the best care possible. When I speak about maxillofacial trauma, it is only one aspect of oral and maxillofacial surgery. We are also looking at a diverse range of application of oral and maxillofacial surgery in today's field. We also treat patients who suffer from tumors and cysts of the orophacial region. In addition to that, implantology is an upcoming field where maxillofacial surgeons have set their foot into. And the recent development of all is where we have entered into an area which is referred to as total temporomandibular joint replacement, where patients come to us with constant pain involving the joints of the face, which we refer to as the temporomandibular joint. We replace the joints if they are not salvageable and we put in artificial joints for long-term stability and functional ease. In addition to these, we also entail surgical procedures for patients who come with facial deformity, where patients have their lower jaw placed forwardly or the upper jaw, which is placed in a backward direction. In popular terms, we would term this as orthognathic surgery or correction of the face or the dentofacial deformity using surgical procedures so that we can set the maxilla or the mandible or the lower jaw and the upper jaw back into its original position or into its new position, which is aesthetically acceptable. When we speak about maxillofacial surgery, it would not be fair on my part not to speak about management of patients who suffer from oral cancer. We have also become specialists in managing patients with oral cancer, secondary to smoking and tobacco chewing. We as maxillofacial surgeons have been trained to give back like to like and respect the patient's facial anatomy. In addition to this, we have also stepped into the field of aesthetic surgeries where we have gone in to restore and give back the patient a new look from an aged look. So to summarize what I would like to say is maxillofacial surgery is a branch which has diverse applications with regards to wisdom tooth removal or handling patients with maxillofacial trauma or managing patients with cysts and tumors of the oral cavity, application of maxillofacial surgery in oral cancer treatment, as well as temporomandibular joint, which is the new face of maxillofacial surgery where we go in and do our joint replacements, as well as you must have surely heard of knee arthroscopies. Now, we at KMC hospitals, Mangalore specialize in temporomandibular joint arthroscopies as well, where patients come with constant pain, which is refractory to any kind of treatment. In these situations, we put in a small camera into the joint and see if the joint can be salvaged before it goes into a stage of total joint replacement. These are the initial phases of how we treat our patients. In addition to these, we also treat children who come with a variety of craniofacial deformity. When I say craniofacial deformity, it is these children who come to us with syndromic kind of craniofacial deformities where they have a skull or the upper half of their head is like a tower or it is more anterior posteriorly wider. In these cases, we do these surgeries or perform these surgeries with the neurosurgeons, so that we can give the child an aesthetic outlook as well as reduce the intracranial complications secondary to these craniofacial anomalies. To summarize, all I would like to say is come to Kasurba hospital, Mangalore and utilize the facilities. We are well equipped to deal with diverse situations.


Let's go back to Walker, same matchup on the girls side. One bright spot for Nivas here. Katie Campos gets the easy put back for two. It's all Wolves tonight. Katie Benjamin, a big reason why gets the stick back here. She finished with 36 on the game. The more for her later contested shot, but it doesn't matter.  If you enjoyed this segment of Lakeland News, please consider making a tax-deductible contribution to Lakeland PBS.