I have five panelists here today from very different backgrounds. I'll point out that in your schedule, in your printed schedule, you might have Dennis Dai from Southwestern Indian Polytech Institute, but he was unable to make it. As a result, we have graciously found someone to fill that spot, James Rattling Leaf, so he's not in your printed program, but each speaker will have a few minutes to introduce themselves and talk a little bit about where they're coming from, because everybody here is coming from very different places that will help contextualize what we're going to see. And here, I'll start off with some questions, but we'll open it up broadly to the audience. I also want to reiterate that if folks can make sure that if you are speaking, whether in the audience or up here, to use the microphone, both for the benefit of the folks here, but also for the benefit of the folks who are participating via our live stream. Okay. First person up. You can stay there, or you can come up. Well, let me just go ahead and say that. Good morning. Hello, my name is James Rattling Leaf, and I'm from the Amachi Api, in the Dakota language, I greet you with a good heart and a handshake. My name is James Rattling Leaf. I'm from the Rosebud Sioux Tribe in South Dakota, and I wish you all a good day, and encourage me a good day. And as a moderate mention that I'm a pitch hitter today to use a baseball analogy, but wow, I'm still reeling from that last talk, to be honest, where do I start? But wasn't that great? I've never heard or seen or been a part of something like that for a long, long time, and it makes me want to get out there in March and do something, that passion. And that's part of what I wanted to share with you today. When I was thinking about this talk, I got the message driving from South Dakota, where I'm from, and I was in Wyoming when Alicia called me, asked me if I could step in, and I said, sure, I was willing to help out. And I thank all the organizers for bringing me in here. Again, I didn't apply, but the circumstances worked out where I get to be with you today, so I want to offer some things to you in a good way. Eleven years ago, I was in this building, and I was part of a group called the Seven Generations Conference, and it brought American Indian knowledge holders and leaders from around the country, and NCAR, UCAR scientists in this building to talk about a changing climate, but also to talk about different ways of understanding and knowing the world. And so it brought back a lot of good memories to be here in this building and a premier science organization and to have the native languages spoke out loud, to have a drum beat, and to have native elders come and share their understanding of the world. But also with another knowledge system within a Western scientist coming and in community and to talk about how we deal with a changing climate. And so that's one thing. So I think there's something special when we gather together like this and to share what's on our minds and our hearts. I appreciate the good doctor talking about not only our mind but our heart. As native people, we consider that and we value that. My work is in cross-cultural training and understanding. And so I live in Rapid City, South Dakota. And so if you know that history of that community and that region, there's a lot of conflict between American Indian and non-American Indian people around all kinds of issues. So there are those of us who are what I call boundary warriors, those who can step into that space between these two cultures and try to find a pathway forward in a respectful and honorable way. And I like what she said. There's no good people, not bad people. I really like that. And that's where I find myself. And so I work with science organizations. I work with tribal governments, tribal colleges, mainstream universities as they come to understand how they can work more effectively with each other. And so I work on something called cultural intelligence framework. And so work that's been developed out of Michigan, I really like it. And so we're getting to practice at in Rapid City, working with the police department, working with the university and working for a utility company called Black Hills Energy who actually has a footprint here in Colorado. So they asked me to come and help them. And I really want to take back a lot of the things I learned here today. And I think that's our challenge here today is what do we do with all these kind of things? And from the Native American perspective I'm hearing more and more of this land acknowledgement. I mean, people understand what that means and have heard that before in this audience. So for me, another part of my role is I started to work with the University of Colorado Boulder and hearing the professor's story about CU Boulder and the barriers and the trials that she's dealing with. I kind of wonder what I got myself into. Do I really want to hit? Well, I think that speaks to this what we're trying to do at CU Boulder. They're asking me to come and work within the institution to help what I would call the Indigenous Academy. That's not my word that's been used before with other leading Native scholars. Indigenous community, just talk about space. Talk about a place where we can come together and look at these two different knowledge systems. Now, we still are as Native people in Native nations. We're still wrestling with what happened to us. And when I come and talk to people about these kind of things, it's a very complicated, hard thing. And so I all start with what is and what has been to establish a context of understanding. Never assume that people understand and know who we are. And there's a study that was done in 2018 on higher educational equity and inclusion and diversity. It was done by a group here in Colorado called the American Indian College Fund. And this was really born out of the incident that happened at Colorado State in 2018 where two Native men were looking at the college and visiting and walking around and they were some lady misunderstood or whatever it was called the cops on those two young men and so they had to deal with that. But the University responded by bringing in these Native leaders to come together to talk about how do we how do we go forward from this? How do we move forward and what do we need to do as an institution? What are we skills and understandings and abilities that we need to grow and to develop? So as Native people we have a culture 550 plus federal nation recognized tribes in the country yet today and we're all aspiring for what's something called self-determination and sovereignty. We want to be who we are yet despite everything that happened to us 500 plus years of assimilation and all these different policies. And I think it's the issue of invisibility. She mentioned about invisibility I love that she talked about it because sometimes in my work 25 years you know somebody said well we want this new initiative and I like this universal design concept but I'm wondering if that's going to happen where it's going to be sort of normal to include American Indian people American tribal colleges in that planning in the forefront of that discussions at the table if you will and not on the menu that we have a contribution to we've made a tremendous contribution to this country in land and natural resources and so that's the question I think that we have in front of us in terms of going forward as tribal nations and tribal colleges and tribal people we need to think about this deeply and I think events like this are helpful again I'm just one person representing myself and a member of a tribe so don't take be careful about how you generalize or generalize my comments and things about it but I think we want to be engaged we want to be a part of the discussion and I think we can make a contribution to going forward so climate change is one of the areas that I I'm involved in and helping and thinking about and bringing young people into a discussion dividing programs so that our students can be successful but there is a gap there is a gap in our education for American Indian people yet and so there are good people working hard on this issue there are people here at the university thinking about this wrestling with it because there's really no easy answers somebody said there's no silver bullet but maybe there's a silver buckshot you know it's kind of systemic so let's put our minds together and see what we can do for our children thank you hello hopefully you can hear me okay my name is Gina Hellfrank I'm director of communications and culture at NUM Focus which is a non-profit that supports open practices in data science and research notably we serve as the legal entity for a number of popular open source projects in data science I thought I would just talk about sort of a few formative experiences in my own life that have shaped the consciousness that I bring to this work I was born in Washington DC I grew up in a quite well-off family we moved to Texas when I started 2nd grade and the town that I am from is called Lubbock I see some smiles recognition I was also bust when I was in 4th grade which isn't a thing anymore as far as I know to an elementary school across town that was predominantly black and Hispanic and so that was probably my first kind of racial consciousness that oh wow I'm not I can't just take it for granted that I'm in the majority anymore so fast way forward most of I think the really key moments in my life happen in graduate school I left Lubbock for college I went to Boston College on the east coast which is a Jesuit Catholic school I studied philosophy I thought it was very interesting to ask big questions about life I had some cognitive dissonance about the fact that I was reading like basically 100% men and largely white men in the canon nevertheless I thought it was very interesting I pursued a philosophy PhD at Emory University when I was there I also got a certificate which is like a minor for PhD students in women's studies and in the women's studies program at Emory I encountered some phenomenal students who were pursuing the women's studies PhD if you have heard the term misogynoir that was coined by Moya Bailey who I was in graduate school with so there was just like some really outstanding people who I had the privilege of learning from and with my dissertation was really a combination of things my focus was in ethics I was interested in the concept of solidarity I was trying to think about what does it mean for people to be in solidarity with one another especially across difference there was an experience I had I served on a few president's commissions one on the status of women one on LGBTQ people and there was a celebration anniversary celebration for the women's commission and it was designed to be held in an outdoor location one of the organizing people passed another one of the long time members who used a wheelchair and was like I'll see you at the celebration later had that moment and then when it actually came time the location was not accessible for her and so the woman was obviously very upset and sort of left in tears when I heard about this I was like how can someone have that interaction I'll see you there later and just it doesn't even click so that was really what I was trying to grapple with in my dissertation work is how do we do this work across difference then I graduated into the recession and I took three part time jobs and one of those jobs was teaching intro to western philosophy at Morehouse College in Atlanta which is a historically black men's university and that was also very formative for me because I thought okay now I have to teach 60 black men the history of philosophy and I already know the version of the history of philosophy that I have been taught and I cannot responsibly teach that same one to them so I really had to think about my curriculum that was very formative and then my stars sort of aligned and I was hired on as assistant director at the Harvard College Women's Center so at Harvard I worked with amazing students I was fortunate to work on the committee with Mazra and Banaji who is a really preeminent researcher in unconscious bias that got me really interested in those kind of questions so it was like a continuation of the same thought you know there are aspects of our minds that are in conflict with our explicit values and what do we do about that so after a lot of soul searching I decided I would move home to Texas quit Harvard get into technology and through some twists and turns I wound up at non-focus and I also do some work as a consultant on unconscious bias and diversity and inclusion hello how we doing today good for real thank you man everybody's like listening so intently I'm trying to so I guess I'm the corporate guy so so I'm a founder CEO of jump recruits and so I think the best way to talk about what it is that we do what I do I give it to you in two stories and then I go into very quickly within time what it is that we do so the first story I was working with a client which is a go straight into it so I was working with a client who is a health care technology space and so they were about $1.5 billion this was last year and they've reached this in 10 years so really fast got up there really quickly my team was consulting with this organization helping them with various different things around diversity HR oh there we go whoa I don't like talking to my voice like that so my team was consulting with them and one of the program managers came into the room also a senior leader in the organization and she comes to me and she says hey Cedric I really want you to meet someone on my team they're coming from India next week he knows a lot about what you have going on and I want you to talk to him and I want you to work this stuff out to figure out what you do to make this successful I say sure great can you give me his name she says sure her exact statement was his name is Muk Mukesh I can't remember right now but that really doesn't matter and so I cringe I literally tensed up in the chair because I couldn't believe that someone this high in the organization had that to say in a room of individuals that she didn't know two she didn't know the door was open who was listening and we always say we always say this in a company is that where you are in one place is where you are everywhere and so if this was happening here then what could have happened in other places and so not to embarrass her I let her leave the room she finished talking she left the room I merely went to talk to her and we talked about this idea of humanizing individuals and we talked about it in depth I'm not going to the exact story but to end it I told her that knowing someone's name is so important especially in America with the Milton pot that we have knowing someone's name is so important and it is the first step to humanize someone when you meet them because we are all going to say when someone say who are you my name is Cedric Chambers my name is such and such I told her that it's so important that when you go to prison or you go to jail one of the first things they do to dehumanize you is they take away your name and they give you a number and so I try to get to this idea of humanizing so that's one the second one is met this individual very very smart individual I invite him to a networking event we have a networking event with a client that we had he came in the room and probably a little bit bigger than this and he stayed in the back of the room the entire time he didn't talk to anyone he didn't say anything he stayed in the back of the room the entire time as I started to notice this I went to the back of the room I said hey how's everything going what's going on you don't want to engage he says you know yeah I really do want to engage but the organization only allows 3.0 as a minimum and I have a 2.7 and so I'm thinking for a second because this individual was a mechanical engineer very smart had did two internships before with the same company to where they developed medical device surgical equipment to where it was used on terminal ill patients and he has a website I can give you the website great you can see how it worked and everything and so I'm just thinking in my head like how can somebody this smart this intelligent with all this they have to bring diverse not be included or not be thinking themselves automatically as being excluded from this situation because they don't meet the minimum qualifications and so then I want to ask him so tell me a little bit about the 2.7 he says he's at a top tech school not only am I going to school full time but also work 20 hours part time to help my family pay for bills so when he goes to class he's tired he's drawn out just everything and so needless to say it's funny how minimum qualifications work sometimes needless to say we work with the individual and we ended up not only getting him a internship with the organization but then we also work with the school to get him a work study and work in the department that he was in to continue to build that knowledge but then also still make the needs that he needs for his personal family I see all that to say jump recruits is a diversity recruitment start up ultimate goal is to increase the diversity representation in your company build strategies and execute on strategies that increase retention and engagement and prepare and place diverse individuals in companies and deserving careers the last thing I'm going to say is this we all heard the saying we all heard the saying give him in a fish you feed him for a day teach him how to fish you feed him for a lifetime what we do at jump it would take it one step further to where every candidate we work with every company we work with we say this model of give him in a fish feed him for a day teach him how to fish feed him for a lifetime but if you show him his family will never struggle again and so that's what we do with candidates is if they jump all in with us we show them how to buy the pond through their careers and through their purpose and then we give great talent to organizations that are there for the long haul for them to go thank you I am in the STS department that stands for science technology and society at the Rochester Institute of Technology it is one of the largest private universities in the U.S. it has about 18,000 undergraduates and 2,000 of our students are deaf or hard of hearing so a lot of what I'm going to talk to you about today is really thinking about accessibility as one of the angles of diversity and inclusion we just talked about I saw some great stickers out there that say disability is part of thinking about diversity and inclusion so I fully support that sticker whoever brought it and I want to tell you a little bit about the work that I do I'm not sure everybody else has positionality in their career on the panel I'm not in the room but I'm a very recent Ph.D. graduate and I'm starting a tenure track position in the fall as a part of my positionality in engaging this work is recognizing that there are things that I can do as a harmless looking young white woman but also recognizing that I often don't have as much power in particular institutions and thinking about the points of leverage that I can engage in that space so the university that I work at has this unique aspect of having over a tenth of our students have sensory disabilities more than that actually when we count other students and in general deaf and hard of hearing students are one tenth of one percent of the population and globally people with disabilities are roughly maybe twenty percent to one third of the population so a lot of the work that I do is really focused on helping people who are teaching and mentoring students and colleagues with disabilities to get out of their way or be better mentors to them it's not about thinking about individual disabilities as having a deficit or needing us to foster them I wrote down what Dr. Finney said about communities need to see working with you as a privilege so working with all of my students and collaborators is an enormous privilege and so it's thinking about how do we foster that mindset in my colleagues in my department in the people above me it is an enormous privilege to work with the students I work with and that needs to be the starting point of thinking about what am I going to learn from them but also not in an extractive way when I was first asked to be part of this panel I was like oh I shouldn't be the person sitting here because I'm generally part of teams that are doing this work and they very much include disabled scientists of all kinds of identities but they're exhausted from being on panels like this right so part of it is recognizing this tension that especially in disability spaces we refer to as nothing about us without us which refers to making sure that work about people with disabilities is led by people with disabilities but the tension is that it's not the responsibility of people with disabilities to make accessibility happen and so that is intention so all of the work I do is in teams I want that to be very clear because I'm talking to you but I'm parts of teams that do this work together I'm part of an HHMI inclusive excellence program at my university and I'm a mentor in both the research and teaching programs there and I'm part of the unique program that's funded by the national institutes of health called RISE there's different programs across the university that's focused on mentoring disabled scientists and I mentor students who are deaf and hard of hearing in bioinformatics and ecoinformatics the other thing I want to say in terms of thinking about this, many of us who sit here are thinking maybe with adults or university students so there's still adults maybe in the K-12 space but a lot of the work that I do outside of my normal responsibilities as a faculty member are really focused on age 0 to 3 and that might sound very strange to you but especially again when we talk about the disability advocacy space there's something called the school to prison pipeline maybe some of you have heard of that and it refers to this intersectional pressure that's on especially children of color with disabilities that routes them to basically not the places that we want them to be not the places they deserve to be because they are basically experience punishments and not the same opportunities and it starts from birth I want to be very clear about that so as a professional when I decided where do I put my outreach efforts where do I put my community engagement it starts literally from the point that they are born because I do not believe starting that work at the university level or the K-12 level is enough and so there are multiple points of engagement to think about and babies are very very cute so Dr. Vinnie also mentioned talking about affinity space and one of the things I want to be really clear about is the two programs that I work on one of which is focused on thinking about faculty and basically how do we train them to be better mentors for all of our students and all of their identities also recognizing that they shouldn't be practicing on our students we want to get them up to speed to be good mentors before you go put a student in their lab space so the programs we have that are putting students in particular lab groups we want to know that those are supportive spaces of them and visual representation of people who look like our students especially if they have a visible disability is so so critical so thinking about how do we grow that but also not putting that responsibility on saying oh you're a disabled student and there's a disabled mentor and so you're going to go work with them because the reality is that two thirds to 80% of the world is not disabled and it's on all of us to do the work to make sure that we are doing the work and our better mentors and collaborators to our students and our colleagues so I will stop there great thank you good morning my name is Clyde Crisman and I identify as an old white guy and I think it's sort of interesting because one of the reasons I'm here is it's sort of cool to feel what it feels like to be a minority in the room and as I look around the room I acknowledge that as an old white guy I'm a minority but let me talk to you a little bit more about why I'm here I'm the director of a state agency that employees about 450 full-time employees and somewhere between sixteen and eighteen hundred part-time employees so have over two thousand employees we are constantly hiring we operate thirty-eight state parks soon to be forty state parks for two under construction now so we're going to be hiring some new staff to staff those parks in the near future we operate sixty-three natural area preserves and we have one of the internationally recognized natural heritage programs we have some of the best scientists in the fields of biology botany and a lot of the pure sciences in the country we operate our floodplain management and dam safety program we regulate over two thousand dams in the Commonwealth of Virginia that's one thing that keeps me up at night we've had more dam failures in Virginia in the last year then we've had in the last decade we offer operate the office of land conservation our planning and recreational resources division our designing construction division that does the building of our facilities in our state parks and I am here because I've been the director of this agency now going once I've completed my fifth year starting on my sixth year thirty-six years I've been in Virginia state government and five years ago I started on an effort to better diversify my workforce our workforce and I'm here to tell you that despite some really robust initiatives we've made no progress as a matter of fact if anything we've gone backwards a little bit so let me just give you a couple of statistics first of all Virginia's about fifty-one percent female my workforce is sixty-three percent male Virginia is about sixty-two percent white and I will tell you that that number is going down just a few years ago it was about sixty-six percent white where it's sixty-two percent white anybody want to guess what percentage of my workforce is white let's try to guess seventy-five I wish it was seventy-five ninety you're really close ninety-three and that's despite five years of what can we do better the population of Virginia is about twenty percent black about seven percent Hispanic about three percent Asian again our total minority population in my workforce is just a little over seven percent so we definitely are not representing the constituents that we serve and again it's frustrating because we've done a lot of efforts as a matter of fact two years ago we started on our DCR diversity and inclusion initiative and interestingly enough that was to focus around people with disabilities our governor issued an order back in 2017 then Governor McAuliffe and said each agency was tasked with developing and implementing and evaluating an annual plan around getting more individuals with diversity into the Virginia State Government well it didn't take less long to figure out that diversity is just a subset of other underrepresented populations and so we decided to make it a much broader effort certainly focusing on things we could do to attract folks with disabilities but also focusing on how we could better attract all unrepresented groups so we sort of came up with three objectives objective number one was how do we attract a robust and diverse applicant pool five years ago I promoted the first division director we have seven division directors in my agency I promoted the first African American division director thinking that would be a positive step I was thinking about one of the bullets that was on that slide that was up there for a while after a couple years my African American division director hadn't hired anybody of color he had hired several people I went to him and said what's up with this I thought that made and he said you know what when we get in these applicant pools they're all white mostly white males and so coming up with a way that we need to work to attract more robust and a more diverse applicant pool and I think that starts with working with folks in K-12 and certainly in higher ed and I hopefully have the chance to talk a little bit more about that of course the second step of attracting is then recruiting that workforce but then an important thing is retaining and one of the things that I've really worked hard personally myself to understand is the difference between diversity and inclusion and that is something that we work hard to do in terms of creating an environment where we get good people and then they leave after a couple years well why are they leaving after a couple years obviously it's not the right fit for them why is it not the right fit for them continuing to look inward at ourselves as we speak here today we have made some great strides and I think that and one of the things that Carolyn said earlier and we had Carolyn speak at our land conservation conference in Williamsburg Virginia two years ago it was a great message to hear but one of the things I think is that that she made a good point and that I need to understand that because I do lose my patience in that it is going to take time particularly in a state like Virginia we're changing long standing institutional bias and it takes a long time just to recognize that let alone come up with affirmative strategies to address it so I'll stop there and look forward to being able to answer some questions okay thank you so hopefully you have a sense of all of the different places that our panelists are coming from we'll start off with a seed question and then we'll go through some Q and A from the audience itself we'll throw the thing around maybe not throw it, carefully pass it so just to get us started we'll demonstrate just to get us started I want you to think about some of the things that you all have really learned about this kind of hard work and what were some of the impactful experiences in terms of not just things that happened to you that you observed but change that you felt a part of creating or failed at creating that you took home a lesson about why and instead of just sort of picking first I'll sort of go to the person that has that maybe experience ready to share I don't want to contextualize it only in successes even though we would love to share successes but some of the things we learn are through our failures so yeah think about one experience to share with the audience so think about a success or failure of your initiatives in doing this work that you really took something from you learned it's going to impact the way you do things in the future I'll take that first crack at it in my work I look at leadership because I really think leadership matters and in my work with leaders of organizations I want to work more effectively with American Indian people and cultures changing the social institutions is very difficult that's what I learned right off the bat change is hard I guess from my community in South Dakota I didn't realize I didn't realize the embeddedness of these values from our community and how you look at it from an everyday perspective and you think that they understand we're here we're not going nowhere let's figure out how to work better together but it's hard and also look at it from the leadership perspective so guiding change is difficult one of the hardest challenges for a leader is guiding change so what we try to do is figure out how to work with leaders in terms of relationships giving I guess strategic and helpful feedback as we talk about issues he can't control it he can't control incidences people will do what they do and so in some ways we go one step forward two steps forward then we go one step back or two steps back and how do you can't control that I'll give you one example I'm in South Dakota we have a reconciliation between American Indian people and the non-native people have you guys ever heard of DAPL Dakota Access Pipeline well that's my people that started that and so we have another one that's coming along called the Keystone XL Pipeline that's starting up this summer so there are those of us who are these boundary warriors trying to figure out how to move forward on these kind of things in a positive way and you're saying this is going to take us again because the governor is saying there's no outside money to help support the protesters she's passing laws ACLU is getting involved in suing the state because that so you can just see how boy how that gets convoluted it gets complex very fast there are those of us who are working day in day out trying to bridge this understanding so I keep going back to the fact that American Indian people are the least understood and the most misunderstood and that wasn't my term that's John Kennedy in 1967 so we still have to do a lot of work I guess one of the things that happened early in the career real fast glad to happen was that I came into situations early with the one thing that I tell people now to never do and that's a soon and when coming in and working with organizations who talked about DNI, who talked about inclusion who talked about what they wanted to do and going and assuming that those same individuals cared about what needed to happen the people that were going to be affected X, Y and Z I found out really fast that that wasn't the case and I found out really fast which is the sad part is that companies pay a lot of money to these diversity initiatives and say that they're doing all these X, Y and Z things to get on the next human capital rights report or however it may be and then turn around and when it's time to actually do the work don't want to put their hands to the plow and get it done and so coming in for me that assuming piece made me go into situations to where you're hopeful, you're inspiring you're talking to employees and this is what we're trying to do this is what leadership is trying to do and then go back to leadership with a plan this is how we need to execute and then they say well we'll push that off to Q4 or we'll push it off into 2020 or however it may be and so that created for me because like I said it is a very emotional piece because a lot of this is personal around what I do and why I do it so coming in and assuming is one thing that wasn't very successful because what happens is you're bumping heads with the company or with the individuals that you need to ultimately to move for and you're starting off on two different planes to begin with right and you can never get anywhere if both people don't see the problem the same way and so that's one of the things I would say from like a failure piece I realized early on is that when you come into situations assuming that the other person has the right intent or you assume that they're looking at it from the same viewpoint as you are it's going to bite you at the end of the day and so when you're coming into these situations the one thing we talk about and we realize right up the gate is what's the appetite and before I come in and work with your organization I need to know what you've done because if you haven't done anything up to this point it's a reason why you haven't done anything up to this point so and I can't be the saver to come in and say you know hey look we're finna make this change happen do this and do X, Y and Z because I can only assist what goes on so I think that assuming piece I would say is a big piece that prevented a lot of or caused a lot of failure but yeah I think that I'll continue on the assumption as a kind of failure thread and I want to talk specifically in terms of thinking about disability and accessibility about the assumption that accessibility is for disabled people and not for everyone and I mean this in two very specific ways so I work often with a lot of people who use American Sign Language as their primary language and so the assumption for many people who work with an individual who if they speak English and someone else is an ASL user as their primary language they say oh we need an interpreter and it's for my ASL using student or it's for my ASL using colleague no it's for you as an English speaker so that you can understand all the knowledge and the contributions of your colleague right so that assumption that framing is a failure and that framing is what's called accommodations accommodations is a deficit mindset it isn't of itself a failure it presumes that the disabled person is going to be welcome to the table but they're lesser than I need to get up to speed and not that we need to do the work to make the space accessible now when we say the accessibility benefits everyone one of the failures in the assumption is that it must benefit everyone one of the challenges for example of working with communities where very few people have the disability whatever the disability is people can write it off and say well nobody needs that or only one person needs that are we really going to do all of that work for that one person for those few people so I can give you the example of captioning a lot of times now when we talk about captioning people will say oh it benefits all these other people and that is well and good but you should not be doing it because of all the able people that it benefits also by a product you shouldn't have to justify all the able people that it benefits in order for it to be worth doing your time to create that space so I'll pick up on I'm sort of a simple guy and I always look for simple solutions and I guess one of the things that that I find challenging about this issue of diversity including is that there is no simple solution but I'll give you an example of something we tried that didn't work there are several of our parks particularly in northern Virginia area where we have very large populations they love our parks come in large groups have large picnics and we were having some law enforcement challenges that were probably centered around the inability to communicate effectively with folks things that could be relatively minor such as you need to put that beer in a plastic cup so we can't see it those kinds of things I don't any anyway so we decided in about 110 of our folks are sworn law enforcement so we decided that we would do a special recruit where one of the preferred requirements for the job was fluent in Spanish I wanted to make it a mandatory requirement but my HR people told me that would be reverse discrimination I don't quite understand that because I didn't say what ratio had to be I just said you had to be fluent in Spanish but nonetheless so we went through this interview process and we had a Hispanic who was obviously very fluent in Spanish on the panel and we got you know partway through the interview and all of a sudden we changed the interview to Spanish in order to get an interview you had to check the box fluent in Spanish and one of the scenarios was a woman said in Spanish my son is drowning in the river I need you to come help right away not one of the applicants not one could respond appropriately so I just offer that up as to say I thought it was very simple it wasn't because we need to do more where we need to start recruiting folks at a much earlier age now the other challenge with that is I start out at Park Ranger at a whopping $36,000 a year and finding folks that have special skills that want to come work for that kind of a salary is also a challenge so just throw that out because that is one of the many factors that makes this all more complicated than we like it to be and I'm just thinking about what to say um I want to try and kind of talk about it both sides so I think on a failure side of things one of my colleagues likes to limit what she refers to as the weaponization of diversity equity and inclusion which means it's in marketing um so you know it's a PR thing it's a marketing thing you know they're using as part of their talent but it's not there's no real rubber hitting the road on the inside so I think that's a big risk and a frequent failure I think one of the reasons that that happens is that the folks who have the most power, the folks at the top are not bought in um typically the people in organizations who really are bought in and care a lot and want your help are calling on you because they need your support to convince the person with the power to put some resources behind this and that it's something that matters um and you know to just reference earlier um what Caroline Finney was speaking about was stories I think that is really really important um one of I guess my personal successes has just been about being able to tell a story so that a white male executive can see his role in advancing diversity inclusion at his company um just I just want to emphasize that it is so often what I want to do is come in and like help people figure out okay what do they need to be do how are they going to measure it you know like what are criteria for success but then I realize you can't do that because first I have to reconvince all the people who are in charge that this is what you should be doing so I guess that's like a failure slash success is that I always think I can be done having that conversation and I never can so um if you can have but that being said if you can have that conversation in a way that makes a connection that gets kind of a click moment from the person who has the most power the you know people who really are at the top and are the gatekeepers and uh have the power of the purse that is really uh really make or break


Hello and welcome to the live stream. In this video I'm going to be talking about some of the new features that have just been released in TubeBuddy. Well, one in particular actually, which is bringing AI into the TubeBuddy interface to allow us to make better titles or at least help with crafting those titles. There's also some other updates that have come out in TubeBuddy, probably in the last couple of months really, but it's just not something that I've covered on my channel before, whereas I have talked about some of the features. So they've just made some of the existing features a little bit more accessible. So for those of you who don't know exactly what TubeBuddy is, I'll just sort of quickly give it a very brief overview of that. When you are in YouTube Studio, TubeBuddy is a third party service that you sign up to that can basically help you with your YouTube descriptions, titles, things like that for a very basic level. But then it can also do a lot of other things like help you with split testing. And we'll look at that a little bit later actually, because they've made that a lot more accessible and then several other different things. And it really does feel part of the actual YouTube interface. So when you are in YouTube Studio, you'll see this little TubeBuddy logo in lots of places throughout YouTube Studio. And in fact here, this is the one at the top is the main menu. So if I click up here, this will bring up a TubeBuddy menu that you can see lots of the different things that you can do with it. So there are some tools that are embedded into YouTube such as the Keyword Explorer to help you find keywords to use in your titles and in your descriptions. SEO Studio to help with search engine optimization, video topic, planet and so on. There's also a whole series of website tools. So these are ones that are actually outside of the studio. And that's kind of what we're going to be talking about today, because some of these tools now are a lot more accessible within the YouTube Studio, just as all of these other things that I've mentioned as well. So we'll go through those a little bit later as well. The other places where you'll find the TubeBuddy integrated into everything is first of all in the content section. So over on the left hand side of YouTube Studio, if we go into content where you can see all of your videos, you'll see that there is a little TubeBuddy icon here. So here you can do things like find and replace a really valuable tool to be able to go through and find and replace text in your descriptions in your titles. So if you've got to, you know, want to update things that are in your sort of stock text, if you like, the default text that is in your YouTube description, you can go and do that all from here. Various other different things like bulk editing to cards and so on and lots of other different things. I've covered all of this in various other videos on my channel, so I'll leave a link to the playlist in the description for that. The other place that you'll find it is actually alongside each of the videos. If I go to a video which is live, for example, like this one, there's a little TubeBuddy icon there, and then there's lots of different tools in here. So it really is embedded all the way throughout the sort of process of using YouTube Studio. Another one place where you will find it as well is actually on the page where you upload your videos. You can see here we've got a little TubeBuddy icon. So here you can do lots of different things, applying templates, copying cards and screens and so on. And then also you have this little checklist, which I don't tend to use as much now, but when I was first starting out, I have to say that this was like a lifeline really because it sort of guided me through things that I needed to do. So you've got some best practices for each video and it'll tell you how many of those that you've done. So get a like on Facebook, add info cards, add tags to your title, and then there's other ones here that have been completed for this. So reply to a comment, add more tags, heart, comment, add captions and so on. So this is really sort of helping and guiding you on that process of telling you what you need to do with that video upload. There's also a couple of tools in here. This is a fairly recent one which we'll look at in a moment as well, adding chapters. So we'll talk about that. But then you can generate thumbnails from here as well. There's also lots of things related to tags. So for the tags that you add into your videos, you can either copy a set of tags. So like for example, this video was all about plugins on Stream Deck. So maybe if I'm going to be making other videos on Stream Deck, I may want to just batch copy all of those tags and then I can save them. And then if I want to add those into another video, I can just come and click on import and it'll have a list of all the different tags. So here you can see I've got some for various different things that I do. And so that saves time rather than having to go and manually add in all those tags. You can just do it with the click of a button. So that's another little time saver there. It also helps by actually recommending tags for you as well. So if you want to just go and add something in, you can just click on one of these to just go and simply add it into the tags. So all of which to say, there is a really deep integration of TubeBuddy into all things at YouTube. And it's, I find a really powerful tool. I'll have to link in the description where you can go to get a free trial of that over on my website and also in the chat comments as well. But I find it really, really helpful for lots of different things from when you're just starting out on YouTube, all the way through to when you want to start going and have some content there that you want to refine. So what I want to talk about today though is this new little place where it features it, which is right up here in the top above the description and title. And this really actually makes it a lot easier to get to the split testing. So split testing was something that previously, if I just close this down for a minute, previously it was one of the web interfaces. So I mentioned before that or in the TubeBuddy web interface, I should say. I mentioned before that in this little TubeBuddy dropdown menu, you can see here we've got this website tools. That will take you through to actually this specific tool. But this is YouTube now in the TubeBuddy website. And here you've got these different tools. And so what these look like is something like this when you go into it. So you've got like a health report, channel valuation. I don't think I'm quite there to need to worry about that just yet. Retention Analyzer usage stats launchpad where you can look at dashboard checklist and so on. And then the one that I was just talking about though was, where's it gone? A-B testing. So this is a really, really powerful tool. And it is important to do A-B testing if you want to sort of look at how you can refine the content that you've got. Because it's all very well sort of creating new content. But actually if you can sort of refine the things that you've got, then you can actually increase the sort of number of visitors to that existing content. And then also, you know, presumably then hopefully if you've done your videos well, then you'll increase your number of subscribers that way as well. So it's definitely something not to be neglected, you know, all of the old content. And so as I say, one of the great ways to do this is to actually use split testing to go and test out variations of titles, descriptions, thumbnails and so on to try and see if you can make an improvement there. And basically what TubeBuddy does is let's look at some of these examples where I've got a new style of thumbnail that I wanted to test out. And so I ran this test with two of them side by side. And TubeBuddy basically sends some people to a video or shows some people a video with one thumbnail. And for other people it shows a video with a different thumbnail. And then it runs this test over a period of time until it's got something statistically significant to say, okay, this thumbnail gives you a better click-through rate than this thumbnail. And so that's the sort of process here for A, B testing, testing one thing against another. There's something quite interesting about looking at this for me as a data geek. But also there's a very important thing to highlight here, which is you don't necessarily know what is going to be the best and what is going to work best. And it's only really through testing that you can find that out. Now, a classic case in point here is all of my thumbnails because my thumbnails always used to look like this. And at some point I thought, you know what, I don't think they actually look very great anyway, apart from the fact that they've got my silly face on them. I thought maybe I could just sort of change the design slightly so that they'd still look similar. But maybe, you know, just make them look a little bit better, should we say. And so what I thought looked better was this. I thought that the text stood out better. You can see that these are two thumbnails for the same video. They've basically got the same thing in. I have changed the actual wording in the title there a little bit in the, sorry, in the thumbnail a little bit. But basically I just thought, yeah, white on yellow versus white on the very dark blue there. I thought that that popped out more. I thought it looked cleaner. I thought that looked a little bit sort of pale and washed out, although, you know, it's working with my face. So what are you going to do about that? But I just thought that that one, you know, that style looked better.  So here I changed this one to this one and this one to this one and this one to this one. So there's me thinking if I look at those side by side, I think, yeah, this one looks better. Well, it turns out that the YouTube viewers didn't agree or the people who clicked on it didn't agree. Because what you can see here is that the original for this particular video had a click-through rate of 2.33%. And this one had a click-through rate of 1.83. This one, 1.92. The original, the variation, 0.7. 4.6, 3.96. So you can see that in all these cases, the old style one actually had a higher click-through rate. So in terms of was that change a good change to make? No, it was a bit of a failure really because it didn't outperform the original. So there's me thinking it looked better, but actually it didn't give me a better result. So it is really important to sort of test these things out to see what is working and what isn't working. And you may think you've got an idea of what looks good. And I would have always said that I knew what looked better, but clearly I didn't in this case. And the other thing that I always mention in these specific cases where I'm talking about these click-through rates is that you may think, well, it's not much of a difference. You know, 1.83% to 2.33, it's only like a 0.5% difference. So what is the big deal there? But it isn't actually because what you're looking is you've got to look at one with relation to the other. So actually 2.33 is, in fact, in fact, it tells you here, look, the original CTR was 27% higher than the variation. Now, in this case, look at this, the original was 1.92, the variation was 0.74%. So the click-through rate of the original was actually 160% higher. So in real terms, that means that if I was to run this one versus this one, the original would actually get 160% more clicks. That means 160% more views for that given video. So it is actually really important. So don't let the very small differences fall you because it can actually make a really, really big difference to what you're doing. Like this one, another one, this one about video in waiting room in Zoom, 65% better for the original. And also bear in mind that, you know, in this case, I'm trying to lead people through to my Zoom masterclass as well. So in these videos, you know, part of the reason for them is yet give the information but lead people through to the courses and things that I do as well. So in that case, 65.9% more people are actually seeing it with the original one. So it is a really important thing to get right there. I'll just quickly say hello to Aubrey in the chat. Great to see you here. And hello, Bernhard as well. Great to see you here as well. I don't think I've seen you in the stream before actually. So great to see you here. And if you've got any questions about any of this as we're going through, do feel free to shout out and ask as well. So just coming back to TubeBuddy then, this split testing is something that was always here, but it was over on the web interface. And it always felt like there was a bit of a leap to make to actually get into the web interface. It's not quite as sort of integrated as everything else that we've got in here. For example, you know, the keyword explorer, we can just click and that will bring that up in here. So if I had a title for new AI features in TubeBuddy, for example, I could type that in and click explore. And it's a really great way of researching. There you go. That tells me that that is a great, excellent choice. That's probably what I should have called this video in fact, isn't it? And then it tells you that you're waiting and so on. So this is just one of these tools that is the ones that are built into YouTube Studio. They're really accessible, whereas the split testing was not. Well, that is essentially the thing that has changed now. So if I come back over to that video that I was talking about, now we've got right at the top here, this test alternatives that I was mentioning earlier. And this actually gives you a whole new interface for the split testing. And as you can see, it is now just embedded in the studio. So here you can say what you want to test. Either you can test the thumbnail, the title, the description or the tags. Now, if you do a thumbnail, that's basically going to take you through to an interface similar to the one that I just showed you, where you're basically going to test out and switch out a different image. But here what you can do is you can either run the test until it reaches statistical significance. And I would recommend to do that one because you don't want to run a test for just a fixed number of days, 14 days. And then if you get like three views on it, well, if you only get three views on a thing in 14 days and two of them do one and two of them do the other, you're going to think, oh, well, that one actually gets much more views or whatever. But it doesn't work like that. You're better to just run it until it is statistically significant. That's what you want. You want to make sure you've got a good number of people clicking on it first before you draw any conclusions. You can also set when you want the thing to start. And then if we click on Next here, you would just drag and drop your other thumbnail on here. And then that's it. Just click on Start Test. And then it's going to run those two things side by side. It's really powerful to do this. And having it built into the browser, into the YouTube Studio, I should say rather, I think it's going to make it a lot more. I'm certainly going to use it more because it's going to be so much easier to just run these tests. There's going to be less friction involved in it. But let me just come back out of here because that is still not quite the headline feature that I want to talk about today. It's down here where we've got headline, sorry, title, description and tags. If I go to title now, so let me just uncheck thumbnail. Here's another thing, by the way, when you are running split tests, you can see that I can actually select multiple things. I can select the title, thumbnail and description and I could change them all. The thing about that is you're not really going to know which one is the one that is driving the change because people may have been swayed by the thumbnail or the title, probably less so the description because that's further down, isn't it? But people are seeing the title and thumbnail first of all. So I would recommend only ever test one of these things at a time. So run a split test one thing at a time and see which one has an impact and then run the test for the other one. But if I come over to title and now click on next, then if it moves over, there we go. What it's done here is, I've just skipped over the time one, but what it's done here is it's actually generating these titles for you. So where we've got the original title here is five stream deck plugin actions to use when live streaming. Here we've got five stream deck plugin actions. Oh, that's the original. This is the ones here. Five stream deck plugin actions you can use to make your live streams better. And this is the AI aspect of it. It is actually generating these titles for you. So it's a great way to actually come up with these alternatives. And obviously it's got things working behind the scenes there that may be thinking about this in a different way than you are. And just as I was mentioning before about my thumbnails where I thought that I had a better idea of how to make them look. Yeah, this is one of those things where it's sort of taking you out of the equation and maybe giving some of these a try. I'm going to certainly go through a lot of my videos and try out some of these alternative titles just to see how effective they are. And then you can just click on here. If you don't like any of those, you can refresh them as well. So let's see if it generates another one. In fact, I'll start this test now and then I'll report back. We'll see how this specific video does. So five stream deck plugin actions that will up your live streaming game. See, that's that does sound better, doesn't it? Five stream deck plugin actions to use when live streaming. That one sounds a lot more positive, doesn't it? Five stream deck plugin actions to use for the ultimate live streaming experience. Okay, I'm going to try that one. So I'm just going to click on plus there so you can see how it's changed it and then click on start test. And that will then start running that test. So that is now going to be back to be split testing this particular video with the original title and the new title. I'll just come back into this though. This one tells me that a test is scheduled and then it takes me over to there. So that is now going to show me all of the results. So now you can see we're back into the, where was it now? We're back into the split testing that we looked at earlier. So now if I refresh this, you'll see that I'll have that new split test will be up here. There you go. That's the new one that is going to be starting soon. So what I'll do is I'll come back into a different video now. If I come back out of here, where's my channel? Just go and pick a random video and I'll just go through some of these other ones because there are other tests you can do apart from title and thumbnail, which are worth looking at. I need to get creating some more of my regular content on this channel. You can see I've got lots of my podcast and shorts in here. It's a long time since I made a proper video. So I'm going to come into into here, part from the live streams obviously. So here we go to this test alternatives again. I'll just run through the other couple that we've got in there. So you've also got description. And so if we test click on that one here, you can see we can set the time just as we did before. And then here you can see that it's got the original and the old description. I haven't really played around with split testing of descriptions as much because I tend to think that it's obviously the title in the thumbnail that is going to play a bigger part. I probably should do because I'm talking about the fact that I love data and kicking out on this stuff. But I haven't actually tried that one as such just yet. The other one that I was a little bit surprised to see in here actually is tags. Now the reason I'm surprised to see tags is because if I just pop out of here for a moment, I think a lot of people put emphasis on tags. But actually YouTube sort of tells you about this themselves. Where is it down here? So here what it says is this is above the tags box in the videos. It says tags can be useful if content in your video is commonly misspelled. Otherwise tags play a minimal role in helping viewers find your video. So I think people fill the tag box with tags that they think are relevant to their video and all sorts of different perfectly spelled tags that they think they are tagging. But actually it does tell you that it's for commonly misspelled words. Otherwise tags play a minimal role in helping viewers find your video. And that's important really and then we'll see that now if I go into test alternatives and I go into tags. What you'll see is the tags here to the next one. So what you'll see by the suggestions is they've got if this one hasn't actually got many. The last one I looked at had quite a lot but they were all more like the misspelled things. So here you can see tags to test stream deck pedal stream deck. And I suppose there there is a distinction you see between people who type stream deck as two words people who type as one word stream deck pedals stream deck pedal. So that one actually there's no specific misspellings in here with some of them though you'll see that there are words that you know where they just genuinely you know spelt completely incorrectly. And so it will recommend those but there's it. There's a good point here about TubeBuddy which is that I've found that it's it's been a good educational tool because in going through and looking at what it is doing. It helps you to sort of make yourself better at just doing these things from the outset. I mean that was the case for me with I mentioned the checklist earlier on the one that you get here. When I was just starting on YouTube those were really great little cues to tell me all right these are the things that I need to do in future going forward so it's really helpful from that point of view. So that is the sort of the new thing that was added just yesterday or the day before was this this button just here and then you'll see that there is a test running. But I did want to just also mention that it was a little while ago not too long ago but it wasn't featured in any of the I've done a whole series of TubeBuddy tutorials but this little tab here has been added since then. And that also makes some of these features more accessible and one of them is the video AB tests. So this previously used to link to the the web as the TubeBuddy web website as opposed to the YouTube one whereas now clicking on that will just bring up this thing as well. So you can essentially access it from up here just where we did or you can access it from this sidebar menu as well. I thought it'd be useful to just go through some of these other ones though because I think some of these are the ones that people are they not the sort of what is it the the sort of flagship features of TubeBuddy but they are really useful. So let's go and have a look at some of these first one is chapter editor. This is a really good feature actually because one of the things that I was used to do with that my videos was I'd have to go and watch them watch them back to go through and then make a note in some. Notes up or whatever about the chapter markers that I wanted to put in and then then go and put those back in the description. Well now that is built in with TubeBuddy again. This is not a new feature but it's I've not covered it on the channel. I don't think and it's certainly easily accessible from here what this allows you to do again. It's another one of these sort of like popovers that's just visible. Whoops. Let's stop that guy talking one of these features that is sort of embedded on top of the the YouTube interface. So I really like that. But basically it allows you to watch the video back and you can watch it back in double speed thankfully as well. And then as you're going through if I was to just click play. Let me just turn him down a little bit as the playhead is going through you'll see that after it gets I think you've got to be 30 seconds in to watch. But there you can see the little little plus symbol has has appeared and if I click on plus there it's going to add a chapter marker and it's got the time stamp there. And then I can just type in whatever that chapter is. And you can see that I'm quite lucky I chose this one because I've been a good boy and actually put in my chapter markers. Not all videos have got them yet. But it makes it really easy to go through and do this. And then if I just delete this one. Once you've added all of those chapter markers in you can do a couple of things. So copy them to clickboard or add them to the video and we'll look at what that looks like.  So TubeBuddy's good at this at giving you little cues and directions as to things you need to be aware of. So minimum of three chapters all chapters must be at least 10 seconds apart. So you can't just put loads of them close together. Bear in mind what chapters are for as well. These are the little marks that appear on the timeline of the video and they sort of have the title associated with them. And as somebody's moving along the title will change. These are useful for search. So if somebody typed something in Google for example let's say changing profile with a foot switch. If somebody did search for that in Google. Sometimes in Google search on the web you'll find that there'll be a video and there'll be a specific portion of it sort of pre highlighted. Well that's taking that information from these chapter markers. So that is why they are important. They're also important just for sort of navigation people sort of skimming through. But what YouTube doesn't want you to do is just fill a whole series of lots of tags. Just thinking that you're sort of gaming the system as it were by having all of these different chapters. So they do need to be at least 10 seconds apart. And all chapters must have a title. So no point just having a sort of timestamp and then having anything associated with it. But once you click add to video then basically it just adds them into the correct format in the video in the description. I should say which is and it will put them usually at the bottom. I think there they are. So that is the format that is all that is required to put those chapter markers into a YouTube video. And as I say ordinarily before this tool was there I would go through and watch it on double speed and you know in video player whatever that happens to be. And then make these list of these in a text document and then I would paste them in here or go through and type them in manually at the time. But whatever the case this really simplifies that process. So chapter editor is definitely another great tool here. Now there's also another couple of tools here for saving time. And this is something that TubeBuddy is good at as well is actually having various different templates for different things. So they've got two here specifically that are in this area here. One of them is for end screens.  And you may have different formats to that. So I always used to have two videos and a subscribe button that would come up at the end of my at my YouTube videos. And in fact I had that set to the video one of the video spots or the little thumbnail spots was always the video that was best for viewer. Another one was always the playlist that was associated with that particular video. So I was thinking well if someone watches a stream deck video it's good to have the stream deck playlist over there on the right hand side and then I would have the subscribe button. That's what I thought. Once again checking on the data that wasn't really the case because almost no people clicked on the subscribe button at the very end of the video like literally you know for in 20,000. Then also the playlist didn't really get a lot of hits which actually surprised me when I looked at the information. And funnily enough the best for viewer video also didn't get a massive amount of clicks comparatively. But I did test out one thing which was actually just linking to a specific video and then mentioning it and this wasn't my idea.  So if at the end of one video you can say and coming up next there is this video and tell people to go specifically to watch that and why it is important then you will get a massively increased number of sort of clip throughs to another video. So now what I do is I generally just have one video at the end or one thing that people can link to so rather than give people three choices. There is just one thing that you're directing people to that very specific thing so in terms of end screen templates. It's good that you've got that if you want to have you know something that goes up on to every that that's what that is by the way the end screen is is those videos and subscribe button or whatever you want to do. I don't tend to use that now because I am trying to be more conscious about linking to a specific video rather than just here's you know a selection of things to look at. The other one is cards and now those are the little things that pop up in the top corner you know someone to say on you might want to check this video out and it's a link out of the video that you're into another video. One mistake I think I made when I started on YouTube was I thought that that would be a really great thing and I would put those cards all the way through the video. You know from almost you know sort of if there was five of them in a given video I think the five is the limit and then I would have you know five cards spaced out through the video. Well what you don't want to be doing though is actually sending people away from your video to go and watch another one before you know they they finished it's almost going to ruin your viewing figures for that video because it's going to seem like oh people actually left you know 20% of the way through. Now the recommendation for using cards is to first of all have them in the last 20% of the video so that you know it's something that when people are getting to that point where they may be sort of trailing off. The other thing that I have tried doing with these as well is going and looking at the analytics for specific videos which have got a specific drop off point you know there might be an area where you're looking at the stats. In fact we can just go and have a look at the stats for this one for example and I can show you what I'm talking about rather than just trying to explain all this. If I go into analytics for this video then here you can see there is a drop off. This is the time period of the video so this is a five minute video. You can see that we got that initial drop off where people came in to the video thought I don't like the look of this guy and just left immediately. But then it sort of narrows out. You can see the dotted lines by the way on this chart although they're hidden by this little overlay here. The little dotted lines there the vertical lines those are the chapter markers. So that's sort of showing you where some people might be just skipping ahead to the chapter. So this is basically the number of people and the viewer retention. So this is going all the way through the video.  I've got what I wanted so I'm out of here basically in other words. So what you could do is you could think about saying right well I'm going to put a card at this point that is actually leading to something else that is relevant. And so that is a better use of cards I think is to actually use them where you're placing them strategically. Obviously if you mention something directly in a video that you're referencing another video then it's great to put them in there. But yeah I would say use them strategically rather than just peppering a video full of them. So but the point about this was and I digress once again as often I do was that in here you can create templates for cards. So if you've got a section of a selection of cards that you use regularly for example you're constantly making videos about a specific topic and you are constantly referencing other things. I mean it might be a link out to a course it might be a link out to something else it doesn't necessarily have to be on YouTube directly. You may have templates for those that you want to just always add those three cards in for example and then you would just go in and adjust the position. I don't have any of those because as I've said you try to be more strategic about when I use that cards now. But anyway those are two templates that you've got. These ones down here though are I think really useful. So you can obviously schedule a video I'm just going to come out of here. If I wanted to if I create a new video you've got visibility. The options that you've got are either private which means that somebody needs to have a physical link to the video and be invited to watch it. Unlisted which means that people can watch it but only if they've got the link it's not going to be publicly available. Then there's members only if you've got memberships on your channel and I suppose this would be a good time to say if you are interested. I do have memberships open on this channel and you can find out more about that just by clicking the little join button down below and you'll find out all about the member perks. One of which by the way at the backstage pass level as I call it is actually to get access to the backstage area of the discord and we have a little hangout before and after the live stream as well. So you'll find that all down there in the in by clicking the join button. But anyway I digress once again the members only then is the videos that are just for members and then you've got public obviously but you do also have this one which is schedule. And then here you're going to pick a time and a date for it to basically go live but it is still there as unlisted so until it goes live it's technically unlisted. Now one of the things about that which you may think is great because you can schedule something to go live you know at a specific time. But one thing that you do as part of the video upload process is you select a playlist. Now I think a lot of people aren't aware that even an unlisted video it will still appear in that playlist. And what that means is if I've made this video and let's say that this is time critical and I don't want it to be released until a certain point. But it is in the stream deck playlist that anyone who goes through to the stream deck playlist would be able to see this because it is in there. So actually the scheduling on that is built into YouTube is a little bit tricky in that respect because you would have to then think well if I don't really don't want anyone to see it but I want it to be scheduled. Then what I'm better to do is actually schedule it. Don't put it in a playlist then I'll go back later and then I'll come back in and then I'll add the playlist in once it's live which kind of defeats the whole point of it being scheduled doesn't it. Well TubeBuddy has sort of sorted that out for us because this tool that we've got in here scheduled publish is actually a much more powerful way to schedule your videos. And by the way I should be I hope this is quite obvious but this is obviously in the video editor so this is specifically for this video that we're talking about. So you can come down here and click on scheduled publish. And here what you can see is we've got the same things. So we've got the publish date and time. It also gives us the option to select a time zone as well rather than being just basically your time zone. So if there's something that's got to go out for someone else's time zone and you don't want to work that out you could do that there as well. It will also recommend a time for you. So it's going to recommend the time when you get the most views or the you know the highest traffic I suppose on your your things the best time for your viewers. So here it is recommending a Tuesday at 11pm would be the best time to schedule a video for my channel for my yeah for my viewers on my channel. You can also set the privacy in here as well so we can from a certain date we can set it from unlisted to public. You can also do the opposite. Let's say you've got a video that you want to put up and it is public but you want to make it unlisted at that time. Then you can also do it the other way around as well so you might want to have something up for a limited time. Take it down so it's not public but people who have seen it still have access or it's still in a playlist list whatever you want to do. So it can go both ways. The other thing here though and this is the one that I was talking about was you can actually also add it to a playlist. So what you would do there then is you wouldn't add the playlist in YouTube when you are uploading the video at the place where I just just mentioned. But then in TubeBuddy you would then come and say that when it goes public you want to then add it to the playlist and this will get around that whole thing of something being technically visible in a playlist when you haven't you know you haven't launched it. And then you just come down and you click the playlist that you want to add it to and then it will just be added to that particular playlist. The other thing that you can do here as well is you can actually add a comment at the time of publish because in order to comment it would need to be public. So what you can do here is you can have it so that when it goes public you're going to add a comment in and this is one of the things that is a great tool in YouTube is to actually add a comment underneath the video. And it's another area for you to then use as well as like your description. So for example, you know my Roadcaster Masterclass, if I publish a video all about Roadcaster, then I might want to add a comment that is directly underneath that saying, you know, check out the Roadcaster Pro 2 Masterclass at roadcastermasterclass.com. But I could add that in as a comment and it's just another little area that you've got as the creator to add some extra information in. You can also hear set to email a reminder 24 hours before a publish date or email me a reminder right now. So I don't really do those because I just I know when these things are going to go out and but it is an option anyway for you if you do want to get that reminder that a video is about to go out. But those really that add to playlist there and the add comment are two really powerful features that we've now got with with TubeBuddy and as I say they're not new features but they're just a lot more accessible from from here. So definitely great little additions there. The next one down at the bottom here then the sort of last one on this list is the what they call vid to vid promotion. So make content more bingeable by using your library to promote a specific video.  I'm still working out like the details of all of that. But it would mean that just for one single monthly payment or one one monthly payment you get access to all of the courses rather than having to buy a whole course upfront. And so for me for the people who buy my courses, I've got so many courses that are in the pipeline at the moment. So I've got the Rocaster Masterclass, the Zoom Masterclass, Ecamm course as well. And then there are another at least another 10 on the list and that list is growing as people ask for things. So when I launched that particular particular offering of a subscription model to give people access to all those courses, I may want to actually do a video to announce it. But then I may also want to link to that video from all of my other videos. Now I mentioned before that there is find and replace in TubeBuddy. So it is really easy to actually go and find and replace or to append information. I'll show you how to do that afterwards separately in fact. But what this allows you to do is, if I, it says description promotion, if I click on continue, this allows you to basically add in a link to this video that we're editing right now. Add a link to this video into the description of every other video. So it's a really great way to sort of add that in and you can also take it out again. So I don't think that once you've made this change, you then have to go and take all the information back out again. So here it says enter a message. Please watch easy way to switch profiles on stream deck pedal. And here's the link to the video. But obviously you could craft something different. You can go in and edit this. So in the example that I'm just talked about, I might say, you know, you might be interested to hear about my new subscription model for all of my courses where you just pay one fee and get access to over, you know, a thousand dollars of courses, whatever the way, whatever the way I choose to promote that. But then down here, you've got message position either at the start of description, end of the description. And so you can apply that there. But you can also remove from description as well. So what that means is that, you know, you can go and run this thing if you want to, you know, alert people to it. Or for example, Black Friday, I'm going to be doing a Black Friday offer on courses and icon packs as well. So I might want to, you know, Black Friday, just go and make a quick video about it. Add it to all of my other videos. So it's just going to improve those sort of linking through to it. And then on Cyber Monday, when the offer ends, then I could just come and just remove from the description as well. I think it's really powerful to have this sort of thing embedded there into the video because it means that as you're uploading a video, it just reduces the friction. I'm all about reducing friction for all of these things and making making things easier because when they're easier, they are more likely to get done. In my case, at least. So that is the way that you can go and add in that text. I will just mention the find and replace though, because it's something that I've talked about before many times on the channel. But it's one of those ones that really does save you time. And when you're starting to think about TubeBuddy and is it worth the money? You know, should I get it or not? I always just look at what time is it saving me. And I know that it saved me far more than it's far more time than it is it has cost. But also, in fact, in one instance, it actually made me more money directly than it cost as well. Because what I did was I came into the bulk and miscellaneous tools up here and then they've got this find and replace. And it was a time when I suppose it was about eight months into my channel or six months in. And I wasn't really being conscientious about putting links to my Amazon affiliate links into the products and things like that that I use. And what I did was I came in here and use the find and replace. And so you can either find and replace or you can actually just insert text before or after or remove text or add text to end of description or to the beginning of the description. And what I did was I found the text that was my sort of default text that I have at the bottom of all of my descriptions. And then I replaced it with a new bunch of text, which was basically Amazon affiliate links to products and things like that that I use. And then I just click continue and it basically goes through and finds all of those instances of that bit of text. In my case, it was my sort of stock end of my descriptions and it replaced it with all the new ones. I actually got a very significant uptick in the number of people clicking on my Amazon affiliate links. Who would have guessed it if you put out more links, more people click. And so the revenue that was generated by that, you know, it's not not going to give me retirement money or anything like that. It's only, you know, dollars a month, but at the time it did actually pay for the cost of TubeBuddy and an ongoing basis. Now those links are there that that were was something that I would have. I could have done myself manually, but I would have had to go into every single video found and replaced it. And so that's just one of these things where it will save money. So that thing that we've just looked at is basically appending the one that we saw actually in the video itself that it's embedded into the TubeBuddy interface. That would be the equivalent of this one down here where you can basically append. So add text to end of description or insert text at the beginning of the description. So that's where you could find that if you wanted to go through and add something else in not just actually a link to a specific video. But nevertheless, it's great that as I say, it just does have it in the actual, the main interface now. So that is all I was going to really run through on TubeBuddy. I'll just quickly say hello. I've been neglecting the comments. Hey, Todd, great to see you. And my friend Michelle, my twice published author friend Michelle. And orbs want to know when you come out with this. It won't be long. It'll be probably between Black Friday and Christmas, I would think, because I'm just Black Friday in the New Year. I'm just trying to figure out some logistics of how to do that and also how to do it in a way that is fair for everyone, like fair for the people who have already, you know, bought courses. So I've got people who have already bought courses. And so I want to think of the best way to do that so that, you know, I can take that into account if they want to have the subscription model to then get access to all the new stuff, but they've already paid for some and I just need to weigh up the best way to do that. In summary, then, I really do think that TubeBuddy is a great, great tool to help with all things on on YouTube. And I do like that they're actually bringing some of the tools that were on the TubeBuddy website interface over onto the over onto the the sort of built-in YouTube studio, because then it just just feel more, more a part of it more integrated. And as I say, it's reducing the friction and making it a lot easier to use. If there are no further questions, I'm glad you're excited about that, Aubrey. I think there's a lot of people with the courses where, you know, there is a price associated with them. And then when there are multiple courses, I appreciate that these things stack up. So, yeah, the subscription model will allow people to just dive in, get what they want. If they want, they can just do it for a month, get all the courses and watch them all and binge them and then and then leave after a month. Hopefully, people will see that I'm adding more value every month that it will be worth sticking around for those. Yeah, that's the that's the plan anyway. And so, yeah, that's all for TubeBuddy. But what I'll do is I'll leave a link over on the this side over here for my other TubeBuddy playlist where you can find out all about all of the other different tools with TubeBuddy. Thank you to all of my channel members as well. I really appreciate your your support. Thanks so much.