All right, so welcome everybody to our talents and development webinar series. This is D Brown consulting sponsors of this series And this is our September episode which we're going to talk about personality testing and training effectiveness so our guest speaker And it depends if we can get through she's Juliana assessor ball she's the head and group group human resources at Honeywell group and She has a lot of experience in HR and L&B and also working in consulting firms And so she has a very vast and wide experience Experience set and she'll be sharing her experience with us and also telling us a little bit about her career when she connects So we could just say just like this is a wireless. This is an online Connection so we could say she's in traffic online traffic right now So hopefully connected us to talk about her experience So I wonder how many L&D people we have in the audience But anyway today we will be talking about personality testing and training effectiveness So we do an intro we review the different popular personality types out there Why we need to use them the business chemistry methodology Which is the new personality type by Deloitte, which is personality type Testing and and methodology of using and understanding personality types by Deloitte is really really really good So I want to kind of spend quite a bit of time on that talking about how why it stands out in our opinion And how we can use it for business and also facilitation And then we talk about the C-suite and how they can use the personality type C-suite being your chiefs your chief executive officer chief financial CEO and how they use personality types Yeah, so what what exactly is personality? I mean if I check the dictionary I just check the dictionary and what it said was the combination of characteristics or qualities that form an individual's distinct character So that's what a personality is So this is the dictionary definition. I got oh well this American Psychological Association Personality refers to the individual differences in characteristics Charistic patterns of thinking feeling and behavior Sounds very textbook textbook ish So what are the different personality types? That we have well different people have come up with different models So what I would do is I'll just look at some popular ones and then go to the one we want to concentrate on for this webinar So popular personality types. What are they? Well, there is the fourth temperament theory Don't know if you've heard of that one the fourth temperament theory It's always seems to be for most of the theories of check have four boxes And I'm one of the advocates that nearly everything in the world can be explained with four boxes so the fourth temperament theory is Suggests that there are four fundamental personality types I think many people know it as the sanguine I don't know if I'm pronouncing it well choleric melancholic and Flegmatic or something. Yeah, if I remember this was I've used this quite a long time ago So this is the metric. This is how it looks you have certain certain personality types exhibiting stronger motions some Unchangeable temperaments and then changeable temperaments and then we can motion so between there's like a scale really Between weak emotions strong emotions and then whether or not people can change their ways, right? so If you check choleric, I guess means excitable egg egocent I mean egocentric Active those are choleric sanguine is more carefree Flegmatic is more controlled Principled and then you have the a melancholic which is really unhappy miserable always always kind of miserable, I guess Strong emotions, but can change wonder who who that is. Do you know anyone that exhibits these traits anyone in particular? What do you think you are in these traits? Are you melancholic? Are you choleric? Are you flegmatic? Are you sanguine? Which one do you think you are? So these are the different personality types for the four temperament theory. That's what they say we are Okay, let's say another theory. Let's check something else. Let's see. There's the popular one Myers-Briggs. It's a Daughter-mother combination that kind of created this which has been very very very popular an introspective self-report, right? So you do a self-reporting using filling out a questionnaire as to what your Psychological preferences are yeah And so that's this is this is quite popular. I think the the lady's Catherine Catherine but actually the actual theory itself came from one guy called Carl Carl young or something young as a j u a j u n g They got that from Wikipedia if you check it out You see the history of how this test was formed but this test has I think six of the eight Personality or eight personality type key. So it's quite complex. I mean if you look at the key here, it has You have the Extroverts introverts you have the sensors you have the intuitives You have the judges the perceivers the thinkers and the feelers It's quite a mouthful. Hey guys, just look through this and tell me which one you think you are I don't know if anyone has done this test. Where do you think you fit? I For one, I think I'm in between extrovert and introvert. I'm definitely not an extrovert and More introverted, but I think from the role I play I have to be in between introverts and extroverts really But I prefer to be an introvert now the funny thing about personality types is I think people Perceive you more than you perceive yourself Anyway, so yeah, I think people kind of a better judges of your character better judges of your personality than you are So I think that so that's my as breaks There's another interesting one Belbin, I think Belbin the theory here is that it believes that each each of us Possesses a pattern really a pattern of behavior that characterizes one person's behavior in relation to another In facilitating the process or progress of a team. So when you're working in a team It's more like a team When you look at people how they work in a team So there are these patterns of behavior that they tend to exhibit In relation to another In facilitating the progress of teams. So it's a Meredith Belbin that discover the doctor murdered Belbin So defines team roles in that sense Belbin. Let me just show you the structure of what it looks like This is again, it looks very complex This is what it looks like So it's just trying to test the tendency of how we behave or how we contribute or how we Interrelates with others in a particular way, especially when it comes to teams. So You have the plans the monitor the evaluator PL create when in a team you're creative your imaginative your free thinking generate ideas and solves hard problems and The weakness here is ignores incidentals to preoccupied to fully communicate Sounds complex. So that's PL. That's M e s p s h Imp, so there's the thinking the action and then the people side of things So under teamwork, for example, you're saying Cooperative perceptive and diplomatic listens and avert friction. So that's TW So again, it's like a whole mapping thing and then you need to map yourself. It's not that easy But this is the Belbin approach, right? So moving on Well, there's another one. There's the Fero B and Fero standing for fundamental interpersonal relations orientation very interesting Fero fundamental interpersonal relations orientation Be being behavior. I don't know if there's other Things apart from be but fundamental interpersonal relations orientation behavior. Wow So they say that this can help repair broken relationships this Fero model So if you're in any broken relationship, you should kind of use that to try and help you out and It can also take very good relationships to the higher level. So Interesting model, let me show you what it looks like So this is the structure of the model You have the inclusion control and affection at the top Those are the needs and then you have the behaviors coming down from top to bottom down to the left Where you have your expressed and wanted So expressed and wanted behavior against your needs which are inclusion control and affection those that the needs you have That's how the model is built so Again a lot of Analytical lots of analysis and stuff now where we are going with this Webinar is we need something that we can use today something that we can use while at work and we can understand people's personality almost instantly and Have an idea about how can I work effectively with this person in this team? I need to work with different people in different There are different personality types in my team if I can identify the major trait Without having to go and read a book without having to go through too much that way I'll be able to contribute much more effectively And so that's what we're talking about in this webinar, but these other models are good But they are more introspective, but let's see let's move on then we have the disc Quite a few people here and beat the disc which is quite nice. I really like the disc methodology of the disc theory It's a method of basically of identifying predictable Actions and personality traits within the human behavior Someone called I think it's a lawyer if I'm not mistaken or the lawyer Marston. I think he was he's a lawyer So he narrowed down predictable personality traits into four Four boxes everybody. This is Juliana. I don't know if I can jump straight to your I'm gonna jump many slides back to you And they'll come back to disc. Yeah, so everyone Glad to introduce co-hosts Pardon me, but she didn't Juliana Says Juliana welcome Thank you about L&B and HR related things that can help us be better So today's about personality types and training effectiveness So if you can introduce yourself to us and just tell us it shows very briefly about your career Okay, thank you David and my apologies as to say that was caught in What is it? traffic Electronic traffic. Yes Yeah So I'm Juliana is sizable as David has already informed you I I'm so many things my nature practitioner. I'm a business practitioner. I'm a strategy practitioner However, my core is HR. I've been in HR for 18 years 10 of which was spent in the consulting space and I've been To provide consulting supports to quite a number of entities across both private and public sector I've been involved across spectrums of activities within HR from transformation to change initiatives to engineering initiative I've been involved in quite a few as a consultant and even in my current role and Also to quickly put in that I've also been a beneficiary of a number of Psychometric tools and I've also administered quite a few to other people and I find them, you know interesting Not accurate, but quite interesting. My thing for me is about in 75 percent Accurated out So that's it about this for coming in late Okay, okay, and so you are in HR for 18 years so that means you already knew you wanted HR right from the start, right? Am I right? Um, so I studied chemical engineering. I wouldn't say On that route, but for me the turning point came in my fourth year In the during the mandatory internship scheme It occurred to me that if I couldn't go onto the field and be hardcore engineer Then maybe I could do something else and I felt drawn to working in the people's space Hmm interesting interesting. So how's your career been 18 years? You've seen so much and can you tell me the highest high and the lowest low? Can you just pick one of those two extremes? Give us a story around that Okay, so I can not operate in extreme So it's a bit difficult to say I spy and lowest and 18 years is a long time So many things so much water on that bridge But for me if I were to describe That's while moments My eureka moment. It's the instances where I have been able to develop New product product lines or to come up with new Innovation that has changed the way we approach HR in my life as a consultant even now as a you know, Co-practitioner so he's been able to identify critical issues that are You know providing long-term and sustainable support and solution to You know issues that is impacting not just the business for the individuals and I've had quite a number of them from my life As a consultant and even now as a co-practitioner for me It's been able to to do that now the times that have not been as Hulattable The thing about HR is striking a balance between the business and people and sometimes they are always extremes The business wants to be in a particular direction The people part is once you go in about personal direction I need to look for a balance that makes sense for all parties Sometimes that does not always go right I'm one Body have people there instances where you need to take certain decisions I know there'll be winners. There'll be people who would not necessarily win And so those times that I don't really like it because it takes a lot of emotional Could I say that let's say like you have to lay some one off I mean it just has to be something that has to be done Is that one of those low periods that you know, it just has to be done And that's how one of those things in your role that may have so much high emotions, but needs to be Absolutely, that would be one of them Mmm, and then for the highs you mentioned, okay developing something. Could you could you share with us? Maybe not Giving us what company if there's any confidential stuff, but just in general What was those that thing you developed that you are like wow, this is cool and it's really impacted on the organization Okay, so I think in The years that we had the banking consolidation we had several projects that had to do with integration and we needed to find the best means of Assessing the competences, you know, you had different entities coming together. You had the dominant entity You are the entity that was being acquired. We needed to mold this organization into one And it had impact on policies on procedures It had impact on even how you pay what you pay what functions you are going to keep well who you're going to keep into that function I really did to look for a way to find the best crop of people Not just saying that I'm taking the dominant position because I'm the acquirer So automatically my people get the best deal and you know I just plug in the other people and it was my responsibility to design that process and I was able to design it The process was trademarked and patented and you know, it's generated Significant Credibility for the FEMT today is generated significant money But more importantly was the fact that we could export that methodology outside of Nigeria We had the FEM in Ghana that had to do something like that and they came to us And you know, I still look back several years down the line And it's something I'm extremely proud of because was being able to identify a Sustainable solution to a problem that is real and an ongoing and that methodology is what most Organizations can apply even when you're not in a name and a situation where you want to have a sense of what are the Capabilities of your people what are the gas and what is that is it is a framework that you can apply even to today is relevant even for leadership development even for Graduate IA and stuff like that. So that's a particular thing that I'm really Yes, nice nice nice there and then we're talking about frameworks today We're talking about personality types and personality framework So if we can get a framework that is very effective that can actually tell us about certain personalities We'll be able to at least help Understand how others behave and how others feel so we can adjust our own behavior and the way we actually interact in teams So that we can be more productive. So that's what we're talking about today I don't know if you could say anything more about those personalities and how those what what methodologies do you currently use for Exampling you where you work and there's some new new new ideas that you can share You can share with us. We've talked about the Furo B model. We've talked about one called Belbin We've talked about the popular Myers-Briggs. Now. We're talking about disk So is there something you could share with us about personality types? Okay, thank you David. So incidentally personality tools or personality assessments actually form part of the framework that I developed because what we try to do is To marry the capabilities the technical capabilities of the individuals with an understanding of their behaviors And also to ensure there's an alignment with what is required by the organization So it's a scientific tool that you want to leverage because it's not a feeling I know this person. This is the way this person is you need to have a sign behind it And that's all the personality to provide for you and I'm used by the few so I've used this I is recall that it was a project an M&A situation where you had to join in parties And they had asked us back then to come and administer this and another two now one of the two was looking at it from the viewpoint of What was the word now aptitude why this was From personalities and behaviors and we're able to marry the two to get the sense of the individuals and they use it to fit people Into teams they use it to find what departments these people are likely to be more effective I was interesting because one of what happened before we were able to administer was that we had to take This test so you can't I think it comes from the School of thought that you can't administer what you don't understand and I found this game particular to be useful Because at the end of the way you look at the personality tools They're looking at extremes of how introverted extroverted you are and to what extent and people are important So for me, they are the same in some form maybe the way the results of the outcomes are presented at different The use to which you can put them may also be different So is understanding the distinguishing factors within those you know different tools I find gobbling in particular extremely useful because in a situation where you need to identify people for teams And when you have a change situation where you have people coming in or leading teams For them to be effective. It's good for you to have a Proportion of the different in times because they have their contribution. They have a value a plant is important resource Investigator is what is important a computer finish is important. I found it Extremely even important when I have to do my NBM and my MSc and I realize that Those are real if you get it wrong if you put too much of a particular type of You will not get work done Yeah So and so the disc we're looking at here I mean there's more behavior and and this is very popular I mean and is really good as you mentioned Bellebein all of them have their All of them have their pluses their minuses, but together they usually very powerful So what what I see and what I want to introduce next is really a testing not really a testing is more like Understanding people's personality in the workplace and being able to adapt and use that knowledge to be more effective in teams And then be more productive so personality types learning so usually it's it's You know you're in a meeting and then you want to basically get this job done You're an executive you walk into the meeting and split into resolve a certain situation and then someone else is saying Oh, sorry We need to go back and look at the data is not accurate. It's not as accurate as it can be I mean you you don't need it to be 100% accurate But someone else is like no no no we need to get it very accurate another person is like oh I think that There's another methodology we could use Everybody bring in all their own different ways of thinking into the meeting and then you are Kind of getting more emotional and a bit more pissed pissed off But you don't know that that's just their personality coming in so really what I'm introducing next is the business Chemistry is more like it's not I won't call it a personality type thing. It's something developed by Deloitte Who basically said that they need we need we need a system that we can deploy right now That isn't perfect, but will give us a far better result now allowing our teams to work more Coherently because they have better business chemistry So they have they're broken it down into the pioneer the driver the guardian and the integrator and what I'm going to do next for everybody is Deloitte created a nice Fun video to try and explain these personalities and how they come together in work So I'm going to play a video for all of us and let's watch this video And then we're going to discuss it throughout and that's be there We'll discuss everything around it and see where we actually fall as personality types So just watch this video. Why business chemistry? Why does it really stand out in my opinion? so most of the other methodologies we've seen and Not kind of is is is introspective. So yeah, you're thinking about it yourself. Okay, what am I and it's introspective But this one is more interaction is this interaction and introspective so you're like It's not it doesn't depend on you really you can see the traits in others and Identify whether or not someone is a pioneer driver integrator or guardian. So I'll look through we'll look through other advantages here is if you go and check it out on the business chemistry You see that is rooted in a lot of science It did so much research to taking all the other personality types Myas Briggs for example is so such an old Personality type that they they couldn't really test us deeply then it's all paper and pencil But now we we have the internet We have so many means of testing electronically that we could test a hundred thousand people and get so much data We can use to now really nail down or kind of pinpoint certain personality types and See how we can walk effectively with them So and is again another key thing about business chemistry is designed for business So that's the main aim was to design something for business that we could use today and and leverage off What's the all the research that they've done in our day-to-day work? So? Yeah, so that's one of the advantage another one is It's very simple to apply. It's a very simple methodology to apply and in a really sophisticated system where people's personalities and Personality clashes as they say you could try and avoid that when you're when you're working So the system kind of draws on complex algorithms to assess behavior and preferences But but then it translates those results into easy to learn patterns That's the most important thing that are simple to remember and apply like I I can't remember what's my That's what is it. Am I an EN? TP or what I mean can't really remember that you can start thinking about that in a meeting and saying is this guy an EMtp or is a Mean the meeting is probably already over before you Before you know what this guy exhibits. Yeah, so Juliana, do you do you agree? Hello, hi there. I was wondering what you think about about that Yeah, it's quite true. And as I listen to I try to remember where I fell I think I I know but I can't it's not something like I'm in a picture like that Yeah, yeah, so you could be in between one or two, you know be a hundred percent one I don't think I don't think anyone is really a hundred percent one personality type So to say do you get so? Yeah, I think I think I think that's true. So Well, let's move on what I want to do is I'll check the last key distinguishing factor And then I'll try and play the video again. So personalized individuals and teen insights So it's kind of gives you a better feeling about how we work as teams So business chemistry sheds light on the general team dynamic and I think there's something you mentioned Julia Juliana when you said that you should bring different personality types into one team shouldn't just have one You lose a lot by just having one personality type in a team So organizations need to look and have a good mix And by having that team dynamics Basically highlight the unique aspects of each individual while also considering the composition of the group in as a whole so and Do I like an analysis of teams composition provide press which will actually help you provide perspective on on Relative strengths and the area of misalignment and stuff like that. So it's it helps because it's fast It's not perfect, but it's it's fast So let's see if I can play this video now and it's a fun video that kind of summarizes the whole thing So I'll try and play one more time. If not, then we move Idea I That's one All right, so elements of business chemistry as you saw is pioneer driver integrator and Guardian pioneer driver integrator and guardian. So who is the pioneer? Right, so the pioneer can be recognized What if you want a short form of explaining who the pioneer is simply someone who seeks Possibilities, that's the pioneer you seek possibilities They speak the kind of spark energy and imagination within an organization So the sick possibilities and let me use seek as a way to explain So I'll jump straight to the driver. Who is the driver? Someone that seeks challenges. Okay, that's a driver someone that really seeks challenges is a driver Then who is a guardian? Someone that seeks stability. That's a guardian. He prefers things to be stable. He's a guardian So I'll still come back to the more detail. We'll have a nice chat around it. But then who is the integrator? So integrators on the six connection so you have someone that six connection most times the six connection is an integrator the one that seeks Stability is a guardian the one that seeks For driver the one that seeks challenge is a driver You really like challenges to seek challenges and the one that seeks Possibilities is a pioneer. So I've just given you very short definitions of each one.  Predominantly seek possibilities as a pioneer. Do you predominantly seek challenges as a driver or You prefer connections. So obviously if you're an introvert, you're not the connection type So we are ready the extrovert to me. I think I'm an introvert. So I'm not the Integrator type. Unfortunately, I may still have a little bit of it. Yes, but it's not my dominant type And then guardian is stability. I definitely am not a guardian because I I mean I prefer risk I'm a massive high-risk taker. So I'm definitely not the one that's just stick stability Well, so I think I'm more pioneer driver. That's what I think I am pioneer driver So so let me see and again as we said the pioneer is the person the type that seeks Possibilities so training a pioneer. What insights can we have from actually being a facilitator? I had training a group of pioneers So anyway pioneers they love As we said, they are what they seek possibilities, right? So They would like you to brainstorm. Maybe do a quick brainstorm Let's seek out some possibilities in this brainstorm that we have so they I mean if if you are Working with a pioneer you should kind of bring your a game to the table So more than anything pioneers can recognize by their spontaneity And pension for brainstorming Easily know that okay. This guy is a pioneer as and they are the most really Extroverted of the form although I still think I have pioneer things with my introverted nature. So but Really, they're the most extroverted of the four personality types And they are quite energetic and expressive and have a broad network on collaborative style They adapt easily to any changes and they like to jump in and lead really so when you see somebody Okay, who wants to lead this who is who wants to be the prefect and you see the person's hands up Okay, that's your pioneer. So, how do you train such a person? Any any idea Juliana, how do you manage such a person? I Think those sort of people want to get things done. They want to be involved They'll probably need a lot of engaging activity. They want to be in the middle So you want to craft a training program that actually helps them to be involved a training program that is actually quite So there's a lot of dialogue. There's a lot of involvement. It's not lecture But it's more maybe workshop type where people are able to share experience. They're able to share the Perspective basically that's what I would expect because otherwise you would lose them They're not very structured in the way they think and they want to take decision very quickly So you need to carry them along as much as possible Yeah, I think so and but then again it depends if you yourself you are Maybe you are a guardian as a trainer.  So it's it's it's something that you could look at we could look at and see you can understanding that First of all understanding of their pioneer will help us determine how to approach that training or even forget the training even in the teams How do you approach that team? Yeah, so one key thing is pioneers who have big ideas Don't be too quick to dismiss those big ideas because that's who they are They have big big ideas here and there don't just dismiss it understand that that's where they're coming from and Even if they seem impractical don't just dismiss it That's one key thing I'll add to how you manage a pioneer Right. So for a driver as I said a driver is more six. What is six challenges? That's what a driver does the type that really really six challenges I'll see straight away. Those are the kind of guys that love quizzes in a lot of our training We have quizzes and stuff like that. They they are the ones that After they see the results. They were like what I didn't get how come I got eight I almost got nine that are there the driver. They're so driven. So you'd be wondering what's wrong with this guy What's wrong with that lady? It's just the way they are the other ones are quiet I mean in a class. I've had a quiet class. Where is the quiet person that got hundred percent? the guy that was talking talking talking got seventy percent, but You'll be like oh look at she's so quiet and she got hundred percent. She's quiet doesn't just have personality and The driver is just driven by competition. I wants to do better This are kind of things with driver. So what about the guardian? So again as a reminder the guardian is the one that seeks stability. That's the core Traits for a guardian is seeking stability. So how do you handle or what do you do with it with it with a guardian? Someone that seeks stability in your class. What are the traits? What do you do and any any ideas? Structure is important. Yes. Yes structure Concrete facts give me proven principles. Yeah Those are those are what's important to a guardian. Yeah, he is very methodical structure Everything is in in the right spots and stuff like that. So they are the type that when they come into the class and They see that you didn't the seats are not arranged Properly they would arrange those seats That's the kind of person a guardian is so They're also pretty loyal so very very loyal most guardians are so Interesting traits you could bring into the into the classroom and most likely maybe the Timekeeper could be a guardian, right? Just he's going to basically on the right time You have five minutes left. You have ten minutes left. You have three minutes left They are the types that would do that. So when it comes to process Maybe process driven you're in the team and you want someone to kind of make sure that we follow the process and follow the steps You have key deliverables. You must have a guardian Guardians role we can put those rules for the guardian to handle So that's a guardian. What about an integrator if I remind you an integrator seeks Connection so here's the type that sticks connections if you watch the video you'd have been able to identify those characters Who was the integrator character? So they're they're friendly. They're personable They're in a ways that they're authentically happy with everything and anything and they look for the happy side in things So how when you're doing a training? How do you bring that personality and how do you use that personality in your team effectively? Do you have some integrators in your team Julia? Not really So they Some of the traits is they express Emotions and use stories about people to illustrate any facts or analysis. They turn it into a story So some in five years ago, blah blah blah. They are the storytellers They're the storytellers their friend there and stuff so and they basically bring people together They integrate so you they just come into the room and you know everything everything is alive Because the integrator is there bringing them look. Let's go for let's let's go out for drinks and stuff like that Thank God is Friday that kind of thing So sometimes when there's some hard things are happening on organizations things are down You need those integrators to kind of prop people up so those personalities to bring people up So yeah integrator we have a bit of everything I think but you would have to identify which one your strongest on


Live from Las Vegas, it's theCUBE, covering ServiceNow Knowledge 2018. Brought to you by ServiceNow. Welcome back to theCUBE's live coverage of ServiceNow Knowledge 18. I'm your host, Rebecca Knight, along with my co-host, Dave Vellante. We're joined by John Lee. He is the managing director, enterprise innovation and product development at TMX Group. So thank you so much for coming on. Oh Norris, thanks for having me. I want to start up by asking you about digital transformation. That is a technological buzzword. What does it mean for the TMX Group? Well, it meant a lot of things to a lot of people. For the TMX Group, digital transformation really meant how do we pivot from being the traditional exchange to being more non-traditional. If you think about the advent of electronic trading as an example, that's just one of the forms of digital transformation that we did in, I think it was the mid to late 90s. But the funny thing is a lot of the infrastructure around it hasn't really moved with that. And so when you think about our issuer services and how we onboard it, it's still very paper-based. The business workflows are still very much the same as they were many, many years ago. And so it's really looking at technology as an enablement tool to see how we can actually go and reimagine those business flows. That's what digital transformation is to us. The other thing is, of course, how we reach our clients and our client base. Be reminiscent to say that in the past, our conversations with our clients were in person or faxes or handshakes, phone calls, and now they went to emails. Now it's really looking at what we're doing in the social media stream and how we actually interact with them on the digital stage, I guess. So you're not an IT guy.  Innovation is at the center of what you do. If you think about the technology industry for decades, it's marched to the cadence of Moore's law. That's where innovation came from. Clearly that's changing. Where do you see innovation coming from? Oh yeah, so Moore's law is a perfect example. Yeah, I'm a business guy, but I have a strong technology background. So I have a bit of an identity crisis. I've been in technology and in business back and forth. But the interesting thing is if you think about Moore's law and just the sheer amount of computing power that's becoming cheaper and cheaper every two years, it's the fuel that's actually going in and developing a lot of this emerging technology. And even five years ago, I never would've thought that autonomous driving cars was something that I would see in my lifetime and here it is, like here and now. And so a lot of what we're doing is to reimagine how our digital transformation journey can be powered by the computing power that's available to us. And a lot of that has to do with data, presumably. Data and potentially machine intelligence. How do you look at those, the confluence of, sure, compute power, but data, machine intelligence, cloud, how does that cocktail create new products, new services? It's funny you mentioned that, but our strategy is really encompassed around several factors and one of the things was data. As an exchange, we have a lot of market data and a lot of data that, quite frankly, wasn't something that we could leverage. It wasn't used as an asset. It was used more as a regulatory holding.  That's, you know, we still have a lot of that. And so it's really to figure out how do we look at data as an enterprise asset? How do we leverage that information to apply to our AI and machine learning agenda? And what are the tools like ServiceNow to actually help empower that and enable that? You're talking about the file cabinets and sort of the old antiquated systems. And then because so much of this digital transformation requires a huge cultural change, can you describe some of the challenges that you faced at TMX in terms of making sure that leaders and then also the rest of the organization really are committed to change?  And one of the things that was his main mandate was to transform and pivot the exchange. And so if you think about culture and culture change, that's a very, very difficult thing to do. And in a lot of cases, the culture change is actually more difficult than the technology deployment itself. It's that adoption, getting people to really shift and pivot the way they're doing things, maybe reevaluating some of the things that they've been doing for the last 10 to 15 years and then saying to themselves, well, maybe this isn't the best way to do it. And we find that that's actually one of the most difficult things to do. And so when we actually started on this journey, it was a top-down approach. And we just said, you know, we need to kind of look at a blank piece of paper. Yes, we've been around for 150 years. Yes, we have our operational processes that are very, very robust that kind of give us that integrity that we have today. But how have we leveraged the technology that's available? How have we leveraged the computing power that's available? And you find that there's this massive gap where we've not kept pace. And so when you think about that pivot, the only way to actually do that is to focus on the people, the leadership, to get the buy-in to say, yes, we do believe in this. We do believe in the innovation agenda. And just my sheer presence, like my role in function didn't exist two years ago at the Exchange. So that's a testament to say, yeah, we are really doubling down on this and we are going to start with the people as well. Where else are you doubling down?  Well, I mean, if you think about a lot of the evolving or emerging technologies, blockchain and distributed ledger is one of the big ones, you know, what we're doing with AI and machine learning and just how we're actually servicing our client base with our analytics offerings, for example. These are things that are just, quite frankly, require certain ingredients. So data being one of them in a digitized format that you can leverage. The cloud and the adoption of cloud, that's something that we've embraced quite as recently as two to three years ago. And, you know, if you think about a lot of the disintermediating elements of what blockchain is, we're not shying away from that. We're taking a very, very close look to understand what the real values are to help reimagine what we do. So we were talking off camera, you're from Toronto, hotbed of crypto activity. Obviously this notion of a virtual value store is taking on, but there's so much innovation going on in the protocols, developing out a decentralized, you know, internet, if you will. Are you an optimist about the ability of a decentralized architecture like that to actually perform and do the type of work that needs to be done? Do you think it's going to be some other, you know, replacement maybe for blockchain? What are your thoughts on that? Yeah, so I wouldn't say that I'm a hardcore evangelist saying that, you know, blockchain and Bitcoin is going to be the silver bullet to solve absolutely everything. I don't think that's 100% valid. But what I do believe in is in the technology and what it can actually do to transform industry. And the one thing that I do know is it's not for one organization to actually go and shepherd that. This is an ecosystem that we're actually looking at. It's a complete revolution. And in order for that to actually happen, there needs to be a massive collaboration between our industry peers, our customers, our competitors to really go and understand how the technology can be used. And, you know, anyone that truly looks at the benefits of what blockchain is, the sure way to fail is to do it all by yourself in a lab and simulate absolutely everything because you will not be able to realize the benefits if you do that. So what role does ServiceNow play in this sort of innovation engine that you're building out? So ServiceNow, you know, again, it's a journey. And I think, you know, John was just on and he was talking about where ServiceNow is as a tool set. It's funny that we wanted to converge and do a consolidation to reduce our costs. To simplify our infrastructure footprint. And in order to do that, we needed to reduce the amount of fragmented tools and application stacks that we had. And ServiceNow was one of the four service providers that we viewed as a strategic partner to help us on this journey. And, you know, when they started that journey, it didn't dawn on me to look at business workflow. I just said, well, ITSM, that's clearly something for, you know, if I want to go and procure an onboarding experience for a new employee, ServiceNow is the perfect tool to deal with that. But then you started to see how they're dipping their toes into artificial intelligence, looking at predictive analysis, looking at the data sets that they had. And that's when you started to realize, wait a minute, this can actually grow much beyond what technology is. You can actually look to see how this can actually go and transform businesses and business process flows. How can we actually use the tool to actually touch our client base? And these are things that we never even considered, you know, until, you know, frankly, knowledge 17 a year ago when I was here. Well, it is a journey, as you said. It is, it is. John, thanks so much for coming on theCUBE. It's been a great conversation. Thanks very much. I'm Rebecca Knight for Dave Vellante. We will have more from ServiceNow Knowledge 18 just after this.


What I realized this year is the Algos got real smart or real quick. And I think it's because when their market hit and stocks were not really going up, the Algos got on their edge in squeezing these stocks midday when catching everyone off-guard. They have a network. They bring in training psychologists. They bring in nerds that are just mathematicians, right? And it's all data. And every day, these Algos are able to get better. We're like, we do not adapt that fast. They can take the trades from today and then get changed the pattern or the time a little bit tomorrow just to f*** with people.


Sama ask me a question also, what is the fastest way or how can you complain to the minister of labor? Yes, the only way the fastest way for you to complain to the minister of labor here is using what you call the online. You can either use the online application where you can file a case. They will give you an auto or OTP, then also plus give you what you call the case number. Then you can also do what you call manual application where you go to the ministry, then you fill up some forms, they will send you an auto or P message after they will send you that you file a case and this will be the case for you in that case. So I think that's the only fastest way that you definitely you can use to file a case again is what you call your employer in case you need to have grievance or in case you have a grievance in any way for you to get off. Most of us we've gone to this labor court or we've gone to file cases against our employer.


Good evening. Hello. Hello. It's Jen. I am going to double tap and flip the camera. Hi Let's get this set up. So I'm not bouncing it around Hey, oh, I just saw Keisha and Michael and Hi, thanks for the hearts Hey, Amy Yay, Lauren. Okay. Hi. Oh, I'm super excited to see all of you all in here. I am um Less less formally prepared this time. There is no download. There is no link to anything. We're just gonna talk Didn't even show or really we're moving households right now and things are just crazy crazy So I am happy teacher appreciation day to you. I think we're just gonna chat tonight a little bit I definitely have a topic, but I want to get ideas from you guys as well. Hey, Eric Eric I always say your name Eric and I don't know if I should say Eric or Eric But I'm pretty sure that you and I were in a voxer group together at some point and you said Eric like with an e so Tell me yes or no if that's correct for me to do that But maybe I'm confusing you with another Eric. I know who spelled his name with an a it's pronounced like yes, okay Good. Good. Okay So Here is the topic. Hey Jason and I'm sorry Sorry that I missed last week, but um, okay So Lauren lives in Bowling Green, Kentucky with me. We are staying in Bowling Green We're just moving to a bigger house because So let me just tell you really quickly. This is just some personal stuff sort of it's not that personal actually, but My husband and I both work out of our home and so all day long he's trying to talk to me and I've got three kids too and I'm trying to get stuff done and everybody just Wants my attention all the time and my office is basically the dining room and it sucks. So Also, we've got three kids and two of them Have been sharing a room forever and they're getting older, so we just needed more space. So Laura We're just moving to a bigger house. That's it. So very excited about that, but it's just been very chaotic and I Look like a lamp. Oh Now come on. Hang on. I thought you look like a lamp was funny, but then it just got mean All right, so the idea tonight is I got a question from a teacher who Wanted to know how to handle it when students Say negative things about other teachers and I thought this is perfect for a periscope because I Know that's happened to me a lot And I know that I have handled it in a variety of different ways And I have different perspective on it now that I think I did when I was in the classroom I think I probably didn't handle it in the best way And so I wanted to share my thoughts on that and I want to hear your thoughts on it because I am sure that you all have got Ideas that I haven't thought of so let me just tell you what the situation is for me This or the scenario that would typically happen to me We would be I did a lot of sort of informal casual Conversation with students, you know, we would be we would get a lesson done or whatever But then there would always be time to talk and because I taught language arts There was always time for just talking and I was a middle school teacher So there's always plenty of time for you know, just you know having conversations so They would they would talk about their other teachers and this actually even happened at the college level too They would say, you know This is gonna be another one of those nights Hang on a second. I get so excited to see all the people that are in the periscope And then I realize that they're all just gonna be gross So they would start talking about their other classes or sometimes it would start with like a compliment You know, it would start with like.  It's an ego boost to have a teacher or have a kid say that but pretty, you know, quickly it would Be followed by kind of a complaint about another teacher and in middle school and high school kids have lots and lots of teachers, so You know, and they would just say something like oh, I wish we could do stuff like this in so-and-so's class or I wish that, you know, this other person would let us do this the way that you do and you know, sometimes I would say nothing and And here's the I guess the first thing that I want to say about that the first sort of maybe mistake that I would have made in that situation that I think is kind of a mistake and A thing that you have to be careful about is that I would feel good about it when they would say that just a little bit and it would and this and I'm being brutally honest now and I Just think there's a lesson to be learned from this I think feeling good about something like that It it automatically set up this dynamic of competition between me and the other teachers Do you know it sort of made me feel like yes, you know, I am doing things better than they're doing which I don't think there's anything really that healthy about thinking that way because I really needed to be thinking about my relationship with other teachers as Something more collaborative and something more that we were a team and I think sometimes When I would hear things like that from my students what it did is that it would affirm for me the decisions I was making in the classroom and It would basically say to me. Yes, what I'm doing is I'm on the right track and the kids are enjoying it and they're enjoying this class and I think that some You know somebody could say to that well They just like your class because you're not challenging them or you're being too easy on them or you know You don't have any standards or your classroom management is a mess. So they just think this class is a free-for-all but oh no some Well, I'm gonna just keep talking if One Lauren is getting a bad connection if anybody else is getting a bad connection also Let me know and hopefully it'll come through on the replay nicely Okay, alright, so maybe it's just happening in One section anyway here. So here's what I was saying the students would give me this compliment They would sort of compete compare me to another teacher and I would feel good about it and I would think yeah because This person this person and that person like I would see the way that they would treat the other kids And I would think that's crappy and they shouldn't be doing it that way And so when the kids would say stuff, I would feel good about it, but I think when as soon as you sort of allow yourself to Start feeling that way then it's a slippery slope I think then you can start to feel more competitive with other teachers and almost feel like there were times when I almost felt Like it was me and the kids versus some of the other teachers and I don't think that's very professional, you know, I just Maybe it's because back then I was closer to the age of my students Then I am now but Well, you know, that's a good point some teachers suck and kids are so powerless they they are The kids are powerless and I think that's the position sometimes I felt like I was being put in that, you know, I Wish that the other teachers could be handling things in a different way But here's the thing here's here's the mistake that I made sometimes I think I would let these conversations go on a little bit too long so and There were times when I would just kind of dig right in there and I just start asking them a bunch of questions and and I just think that Especially in middle and high school when so many of the problems between kids happen Because they are talking smack about each other behind each other's backs And that's what starts seems like 90% of the problems in middle and high school is that they are talking about each other And so for me to even entertain these conversations it's a tricky spot to be in because I Loved my students. I I wanted to listen to their problems about pretty much everything else But as soon as they started to talk about other teachers, I felt like that put me into the position of having to be kind of unprofessional so Here is what I would do differently now and and the times that I would Think make the right decision would have been times when I would have stopped the conversation I think there are several things you could do one would be To tell the one student who's complaining that you would like to talk to them about this later in private so that it's not You know a free-for-all for everybody in the room talking about this person What you just said and I didn't see the name that that using this as an opportunity to talk about how not everyone meshes That's another approach and that's something that I definitely did some time to just said, you know what as you all go through school You are going to find some teachers who you don't get along with as well and You have a choice you can choose to let your relationship with that teacher get in the way of your future and your options Or you can find some coping strategies for getting through that teachers class because this is definitely not going to be the last time You're going to have a teacher or a professor who you don't get along with You don't have to like them, but just respect them. Yeah, and the thing is we've all had teachers who we couldn't stand I've had teachers who I thought were just terrible. They were just terrible at what they did. They were disrespectful of students But if nothing else I had to at least respect The position of power that they were in and I had to at least Recognize the fact that in some ways they held some of the power over my future And so I could either be stubborn and dig my heels in and let that bad relationship get in my way Or I could just figure out coping strategies and so Sometimes that's something I would do too. I would talk to my students about okay How do you handle this? You know, how can you handle the situation when somebody when you feel someone's being disrespectful to you? But you are not in the position of power How do you handle it? Are you willing to give up everything?  Are you willing to really basically sacrifice some things for yourself in order to? prove a point or you know get your respect or whatever it is or can you just kind of duck under and deal with it So that you can get what you need One of the things I was going to be getting back to too is that If I'm allowing students to talk about another person Without them being there Then what I am modeling for them is that it's okay for them to do that about each other too And so I don't necessarily need to shame my students and be like, you know, how dare you cannot you know I will never talk about another teacher, you know, without their presence, but you can just say to them. I I don't feel comfortable talking about another teacher when they're when they're not in the room And so one of the things that I that I have done in the past to is to try to strategize with that student For how to approach that teacher about that issue and you know, a lot of times I would suggest, you know Writing them a letter, you know, and they would say no, she would never listen or whatever and and I would say, you know You never know unless you try, you know, and and I would even talk to them about how you How you use I statements to explain how something makes you feel me read that I have a conversation with the retreat other staff The way they were I missed that one. Okay. Sorry about that. I missed one of the comments Teachers also need to be spoken to as well Marjorie Are you saying that? It sounds like you're saying that the kids should talk to the teachers instead of talking about them Or are you saying that? That we need to I can advise you about how to handle this, but I can't entertain gossip Jason. That's good That's good. That's exactly because I think they they need to see They need to see how a rational person handles that situation Because then they can take your model and they can apply the same thing when they're having lunch with their friends and one of them starts to Talk about another person You can just say let's not talk about this other person while they're not here And I really feel like there's a huge difference. I don't know why and I don't know if you agree with this or not But I feel like there's a huge difference between two people Um Venting to each other and sort of sharing thoughts, you know about a third person Versus a whole group of people talking about a third party Thank you for repeating that if students treated staff like they do me Probably would be more likely to listen to the student in a process that Are you saying we had that conversation normally they say yeah, you're right Okay, are you saying that that that to your own students that they're saying you're saying hey you guys are great with me Why don't you treat this other teacher the same way? That's kind of how I'm reading that That it if the students because though that's the thing that's true, too Is that once that relationship is kind of messed up this the kids don't treat that same teacher the same way either? Anyway, it's a good opportunity to role model It's a really good opportunity to sort of like teach the kids how to handle a personality that they don't really mesh with very well But here's what I want to ask you all Because I know how I handled it. Thank you marine. Thank you for being patient Yeah having manners seems to coincide with being respectful It's true The thing is and well and here's where I'm going with this too if you're dealing with another teacher At least let's say all of your teacher your kids keep saying to you You know, we're so frustrated with this teacher because she is always like losing our stuff for example say they turn things in And she's always losing assignments. So it's you know It's information that you could theoretically give to that other teacher as their colleague Would you go and tell them? We I mean I first of all I know what you're gonna say it depends on what kind of a relationship I have but Nobody really likes to hear criticism. So let's assume that you don't have a great relationship with this person Let's assume that you have kind of a medium relationship with them where you sort of Your professional and you're sort of friendly, but you're not close Do you approach them about this? Do you approach your admin about it and say yeah, right? That would not end well I know that's what I'm saying like I'm trying to imagine a teacher coming to me being like the kids We're talking about you today So admin Colleen you're saying wait a minute. I don't know if that it that's not Colleen Go go and talk to the administrator and maybe maybe the best approach is to say to the students If you don't feel comfortable talking to this teacher and you feel that it is a serious concern then Maybe you need to go and talk to the principal about it. I'm also thinking though with some of my middle school kids I can see them saying Miss Gonzalez told us to go to the principal about this like they tend to take nuanced, you know, like carefully worded statements and then just cut them down to The bare bones that just make you look good. It depends on the information the kids were giving. That's true I mean if it's obviously if it's something really really serious, then you you have a professional obligation to go and tell somebody but I Mean really I think our overall objective is to teach our students how to problem solve And so if the problem that they're having is with another teacher then talk to them about ways that they can handle that Encourage the students to speak to the teacher. That's the thing is they should they should always try to go to the person first But yeah, it just depends so I get sounds like we all agree we wouldn't go to our colleague and tell them Yeah, we just don't need that Um, I'm trying to think if there's anything else that I was gonna add about this topic. I just think that it's um, I Think probably the one thing that I know now that I didn't know when I first started teaching is that it's a It's a thorny kind of a compliment and Once you show the students that you are responsive to that kind of a compliment then they're gonna keep doing it and they're going to They're gonna keep doing it in your room They're gonna keep seeing your classroom as a place to talk crap about other teachers Amy was just talking about how you can almost flip it and say I know that this teacher cares a lot about you Which is interesting that's definitely a way of Sort of changing the kids energy around I've heard people say that too in that when when a friend says something negative about another friend You can say oh, she's always said wonderful things about you But I do think that kids are in a rough position You know when they're alone with certain teachers, they could be having a really terrible experience and feel that they have no recourse at all So just having a sort of general conversation with them about what do you do if you feel that you are Being treated poorly, you know and sometimes what I would say a lot of times I would try to vet out what they were saying You know it's a are you know, are you sure about this? Are you sure you didn't? Goodness gracious I'm supposed to be on airplane mode, but maybe I'm not I'm getting notifications I Got completely Just oh, I would say to them are you sure that you read the assignment carefully Are you sure that you're paying attention because I know here's the other the flip of the coin to that one is that you know If they're saying stuff about another Another teacher to you what are they saying about you to another teacher? This just the some of these kids can turn around and be doing the same thing in other people's classrooms So if all of you sort of develop a culture of you know, we are we are not going to be Talking negatively about other teachers without their presence then You sort of set the tone for for everybody Okay, so that's all I have tonight if you really quickly I'm going to do a little advertising tonight if you happen to be somebody who Knows about my classroom products the things that I sell on teachers pay teachers We are having a two-day teacher appreciation sale right now Everything is 20% off in my store and then teachers pay teachers takes another 10% off at checkout So if you happen to be somebody who has Maybe seen my teachers guide to tech and wanted to get that or the Google Drive course that I have for teachers and students Which teaches it allows you to basically give your students these videos and they can teach themselves How to use Google Docs and Google Slides and Google Forms? Some of that stuff is a little bit higher price than some stuff So just wanted to let you know That tonight or tomorrow night would be a perfect time to go and grab that because it's about it averages out to be about 28% off so wanted to let you know about that and I think that is all I am Excited to be back on tonight, and I'm planning on being back on again next Tuesday night And thank you all so much for your comments. I apologize for the ones that I did not Yeah, Lauren just added to the promo code is celebrate if you want to get that extra 10% off a check At you enter the term, but it's right there at the top of teachers pay teachers Just remember to add that thank you all so much have a wonderful night, and I will talk to you again next week


I think it's a terrific little underrated, underrated signing by the Nets to be a small ball center for this group drafted by Boston in 2007 fifth overall shredded to Seattle on draft night average 13 points per game in his 12 NBA seasons and playoff appearances as well seven playoff appearances for Jeff Green you mentioned his relationship Greens moved to Brooklyn means a reunion with Kevin Durant friends going back to their childhood they started their NBA careers in 2007 with the Sonics before the team moved to Oklahoma City Green and KD remained teammates until Green was dealt away at the trading deadline during the 2010-2011 season those to the last two Super Sonics wow so in the league too so goes back quite a bit and KD has set their relation of their relationship it's bigger than basketball yeah absolutely and I think at this stage of his career you know Jeff Green like I said he understands the role that he has and I think when you're playing with a guy like Kevin Durant that he knows it's gonna make Kevin Durant very comfortable because remember you know we talk all the time about Durant coming back he hasn't played since June of 2019 it's been a while and I think having someone like that a friend someone that he could lean on during some tough times because that will happen during the course of a season when you haven't played for that long I really like that move and Jeff Green like I said fits in perfectly with what the Nets are trying to do


Hello and welcome back to the craft box. My name is Brent and today we are going into a PvP match And we are doing some more death PvP welcome Don't know how well we're gonna do but you never know golem tower champion Trevor water spear Andrew He's yelling at me. I don't even know him. I don't even know him.  That's really wholesome Gotta hit him with the love heart Even cuz I can't see our stats anyway, so it's fine. Okay. He's got a shed right off the bat. He is a storm a Storm yeah, okay, um, I need to find a stumblock ASAP because otherwise we are going dead So what we'll do is we will shield right off the bat because I am worried He's probably going to bolt this off next, but I need to find a stumblock ASAP ASAP I can stun resist you never know You never know it could happen. We're the things have happened. We're definitely keeping the sign on this time We're going to enchant the ghoul just in case you never know We're gonna blade because it's better than doing nothing What is this duck Nova? Oh? No, just a wanted. Okay.  We do have a stumblock finally, which is good Probably too late because he does have what 4 8 a lot of pips probably a storm lord Oh A box. Okay removes the blade. That's fine. I don't really care. I've got a stumblock so he can't go into a Storm Lord next I think yes the pips for it. I'm pretty sure he would if he gets a power put luckily We have a decent amount of resist. Um, luckily also where we're gonna go for a scion anyway Give me that blade Never and he's actually he's actually kind of talkative. I like I like this guy. I like this guy. Um, I could go for a shield We are completely fine at the moment. I'm gonna discard this scion. We don't need to Vampire, I don't see we're gonna need that ever Um, I Might discard this. Oh, we got Fred death by his highing and buying. Um, we might go for a blade Yeah, we'll go for a blade. Sure. We'll go for a blade easy peasy. Um, we don't need his stats up ever. No leaving No leaving. What is this? Okay bolt finally. That's fine. I was gonna say if that did max I would have been salty absolutely salty, but it's fine. We'll go for a blade He's gonna probably try and remove it because he doesn't apparently like me shared me Wow Why is that fear? Why is that fear?  I don't think he can kill me at least but we're gonna hit because we will be under the percentage anyway And we can always follow up with a kismis. So it's fine So really we're not losing anything that's fine shield is Gucci. I don't really mind this is still going to a decent amount We're only half health, but hey, I'm not too worried. I banked on him hitting and you know That's whatever we've got enough pairs to carry us through we didn't crit which is unfortunate, but hey, that's how it goes Sometimes we're getting a bit of a drain back Which is fine again, we can follow up with a kisma not that I really too worried We're gonna discard this I'm not too worried about this winged kind of interesting move that I might keep I'm going to shield Shielding is good. Yeah, we'll shield. I kind of want to blade into a kisma But we'll see bugs of course That's just inevitable really What we could do is Probably we could no crate which is interesting. Okay. Now. We're really low We're really really low now. I've got a shield so that's decent He does have two pips. Hopefully he doesn't get a shad if he gets another shad I was gonna be really mad that also rhymes, but that's fine. We could go for a winged to stop his damaging Then we're out of pips though, so what do we got we don't need to reshuffles We could go blade into something I'm actually gonna enchant the sion just so I have a couple more insights Yeah, I'm gonna do this. We've got a shield, so we are fine for one round He's probably gonna bolt or something Please don't do max Okay, okay that Okay, well that was fun.  Uh, this is a transcendent crafter I'm guessing fire most likely fire. You never know, but highly likely fire Just you know the whole stitch and the pit mainly I'm assuming about level 90 ish I am in trial opponents. Just so you know it is fire. Wow What a surprise who could have guessed that I'm closer. We're gonna enchant the headless I'm gonna discard the doom. He won't be killing much if I could get a We will enchant this boy because we can We got a poison. Okay, it seems like poison and headless is the way to go I don't really want to pass but hey, we're gonna do it anyway because I'm smart. Okay. I'm smarty I'm smarty mix smart smarts. I'm supposed to go for a show if he went for showed I would have been happy. Can we get something please? Okay play? That's that's all that I need. All that I need a blade is fine. All that I need in my life is a nice solid blade Yeah, he's got a shed which is kind of worrying probably a fa-fa-fa-fa Um, I would say I'm assuming that he is not high level, but his gear May just look bad. I mean You never know. Um, okay a shield now. I'm gonna poison into something Probably just to get off that shield. I think is the best idea. Um, we did get an age of reckoning Yeah, I'm gonna poison Into probably we could just go for headless. I guess we could just hit the spell I mean, I think poison is the best idea here just to get off that shield and keep him from not shielding We still don't have a shield which is very bad. Very very bad. This is bad plays all around We don't also have triage we crit. Okay. I didn't need the crit for this, but hey, that's fine I mean, I'm not gonna complain about a freak for it because normal blocks these days. So how much is this doing? Okay, 460. That's not too bad. That's what? 4 times 312 that's like, okay four to five. That's fine Brace actually, but hey, that's fine. Okay, we got a shad. We also got a thing We're gonna enchant the Lulu more important than the wing I don't really like wing just because the damage ranges so much, but it could be necessary. Um, we're gonna do this Definitely gonna shield. Um, we are also going first, which I've only just noticed. So I'm apparently bad I'm apparently bad at the game, but that's fine. Is he he's also private as well. Interesting Um, 348. That's whatever. It's fine. It's just some damage to keep him from shielding Okay, this is a Hepha-He-Sto-S Which does put up a bubble, which is slightly worrying. I do have some dooms in hand, which I could pop up Um But not too upset if he has bubble control. I'm really not Um, I'm surprised he didn't a fruit. I'm assuming an a fruit will be next Uh, yeah, most likely that did a lot through a shield Um, Hephaestus OP. I mean, he did have a blade and he does have a lot of peers a lot of peers We do have a stun block which I think is necessary. I also have one avenging fossil Actually two avenging fossils one inside one in main just in case because you never know some someday you might be like Hey, I want an avenging fossil because why not and that was what I was thinking when I put that in so don't judge me Um, I had three spaces. Okay. Sh 11 10.  He picked a card Um, okay, we are gonna do this a nice wee stun block. No stunning me boy File of their stuns and the less they can stand the better His brace I think ends off here to the physical guy. I was gonna say I was gonna say oh Oh Ashen skeleton or whatever it's called interesting. How much does this do surely this doesn't do much? This is just when when all of a sudden I'm like, oh, yeah, it does a lot. Okay Completely misspoke probably maybe maybe okay 555 not too bad. How much does the overtime do though? That is the biggest question of the day. How much does the overtime do avenging? I'm gonna enchant the evening just because we're gonna discard this We don't need it. I could go for a headless. I kind of want to play though. We have a reshuffle. That's nice Yeah, we'll do this. He still has a power but they should he's got two sheds. I've got one I'm really just playing passive really. Okay, 802. That's slightly worrying Just as well we shielded Hopefully he hits Okay fire beetle Correct. Yeah, correct. Okay. Um, I don't know what he's doing. I don't think this is gonna kill me at all. I really don't Honestly don't think it's doing enough and also we can just drain I'm gonna keep the reshuffle for now I'm gonna discard this Lulu. We don't need like five. I might just headless Or do I wait for sign? I don't want to play. I really want to play. Okay. We don't need to I'm gonna discard that headless We're gonna just cut the Lulu We don't need the poison. Let's just headless when in doubt headless When in doubt headless. I wanted a blade, but hey, it's fine. How much is okay? That's actually doing Fricton I may have to sign next. Hopefully this doesn't do too much I just need to get some damage on before scion so we can just instantly kill him Hopefully with scion. We don't have a blade either, which is not good. I will scion next. Hopefully I have the purpose I'm pretty sure I do he can if a which is not ideal at all He's still got a brace. How long is this brace been up as well? Like what the heck?  Okay, Gigi. That's yeah, okay Well, that's our PvP episodes for today. Um, yeah, he was actually not too bad. I I respect that I respect that That's fine, you know, we lose all the time. It's great. I could have played that differently But hey, I'm dumb and that's how it goes anyway Thank you for watching remember to like and subscribe before you subscribe press the little bell soon on exactly when I post another video And remember to crafts outside the box


cryptography or cryptology from Ancient Greek, Platinum, Translate, cryptos hidden, secret, and F.E. Grafian, to write, or, D.L.G.I.A., study, respectively one is the practice and study of techniques for secure communication in the presence of third parties called adversaries. To more generally, cryptography is about constructing and analyzing protocols that prevent third parties for the public from reading private messages through various aspects and information security such as data confidentiality, data integrity, authentication, and non-repudiation for our central to modern cryptography. Modern cryptography exists at the intersection of the disciplines of mathematics, computer science, electrical engineering, communication science, and physics. Applications of cryptography include electronic commerce, chip-based payment cards, digital currencies, computer passwords, and military communications. Cryptography prior to the modern age was effectively synonymous with encryption, the conversion of information from a readable state to a parent-nonsense. The originator of an encrypted message shared the decoding technique needed to recover the original information only with intended recipients, thereby precluding unwanted persons from doing the same. The cryptography literature often uses the name Alice A. for the sender, Bob B. for the intended recipient, and E.P.'s dropper for the adversary.5 since the development of rotor cipher machines in World War I and the advent of computers in World War II, the methods used to carry out cryptology have become increasingly complex and its application more widespread. Modern cryptography is heavily based on mathematical theory and computer science practice. Cryptographic algorithms are designed around computational hardness assumptions, making such algorithms hard to break in practice by any adversary. It is theoretically possible to break such a system, but it is infeasible to do so by any known practical means. These schemes are therefore termed computationally secured, theoretical advances, e.g., improvements in integer factorization algorithms, and faster computing technology require these solutions to be continually adapted. There exist information theoretically secure schemes that probably cannot be broken even with unlimited computing power. An example is the one-time pad, but these schemes are more difficult to implement than the best theoretically breakable but computationally secure mechanisms. The growth of cryptographic technology has raised a number of legal issues in the information age. Cryptography's potential for use as a tool for SPN edge and sedition has led many governments to classify it as a weapon and to limit or even prohibit its use and export.6 in some jurisdictions where the use of cryptography is legal, laws permit investigators to compel the disclosure of encryption. Keys for documents relevant to an investigation.7a cryptography also plays a major role in digital rights management and copyright infringement of digital media.9.


White House rules out Joe Biden pardon for son Hunter president Joe Biden will not pardon his son Hunter If he is convicted of the charges against him the White House said on Thursday political publication informs Hunter Biden has been charged with two misdemeanor tax offenses and a felony gun charge When asked during her briefing whether there was any possibility that the president would eventually pardon his son White House press secretary Karin Jean Pierre replied No and declined to comment further Jean Pierre told reporters Hunter Biden was a private citizen and called his legal problems a Personal matter for him as we have said the president and the first lady They loved their son and they support him as he continues to rebuild his life This case was handled independently as all of you know by the Justice Department under the leadership of a prosecutor appointed by the former president the White House statement comes the day after a new challenge for Hunter Biden in his ongoing legal troubles He has been the subject of a years-long Investigation into the failure to pay taxes in his business dealings He was also charged last month with possession of a firearm by a person who is a known drug user over a gun He owned for 11 days in 2018 a charge that carries a maximum sentence of 10 years in prison


Hi, my name is Consolo Ragnetti and I would like to invite you to the Fourth Virtual Design Education Forum from the 15th to the 17th of November. I will be presenting a 10-minute short talk about what symbiotic design is, and on the 16th I will be conducting a workshop around this theme. Please follow the link in the description and see you there.


I'm a PhD candidate at University of Amsterdam, and I would like to tell you about troubles based on meta-analysis, a way of combining multiple methods of publication-based adjustment and the Robo-R package that implements the methodology. First, I will tell you about an example that compares register application reports and meta-analysis. And I will use it to highlight the problems and challenges of adjusting for publication-based. I will tell you a bit more about different ways of adjusting for publication-based, how we can combine them with Bayesian model averaging, and lastly, I will tell you more about the package implementation and functionalities. So, the example, Quarman and colleagues 2020 published a paper that looked at 15 different meta-analysis and a register application report that tried to replicate the main study from each of the analysis. And under some other assumptions, you would expect that the register application report should provide the best possible estimate of the true effect size, and that the meta-analytic estimates of original studies should converge to it. The original meta-analysis were of different sizes, and they range from 15 to around 300 studies. And if you look at original effect size estimates based on the public studies, you can see a wide margin of effects. And since this is a local publication base, unsurprisingly, you see that the estimates from registered replication reports were much smaller than the original effects estimate based on meta-analysis. So, this large discrepancy is by many attributes of the publication base. And one way that you can use this example is to see how well what different publication base adjusted methods adjust for the publication base and provide estimates closer to the registered replication report estimates. So, publication base adjustment is a topic that has been here for many decades, and there have been different methods implemented and developed that try to adjust for it. I like to differentiate them in two different themes. One can be armatted that adjusts for relationship between standard errors and effect sizes, for example, trim film, bad piece, or indigenous kink. And the second groups are selection modes of P-values that try to adjust for publication as operating on P-values, for example, 3 and 4 PSM, A, K1, A, K2, P, or P-uniform. So, I will just go through some of the bad piece and 3 PSM. So, bad piece is a conditional meta-regression estimator that tries to adjust for relation effects size in standard errors or standard error squares. And the idea is if there is no relationship between effects and standard errors in that happens when there is no publication selection bias, then if you fit the meta-regression estimator, the intercept should correspond to the true effect size. However, if there is publication base selection, then you see a higher number of small studies with large standard errors and overestimate effect size estimate, and then fitting either bad model or piece model should provide a much better effect size estimate. The selection modes on the other hand extend the traditional random effect or mix or fix effect meta-regression model between parameter mu to heterogeneous parameter tau and publication base weights omega. Here, for example, we use a step weight function that specifies different publication base probabilities for different P-value intervals. Here, we can fix the relative publication probability of significant studies to 1 and we can estimate the relative publication probabilities of the marginal significant studies or non-significant studies. As a result, you obtain a different likelihood function. So, the F would be the unweighted likelihood function while the FW is the weight likelihood function that takes the different publication probabilities at different P-value intervals into account. Why this approach is interesting? If you look at the one million published set statistics on Medline, you can see a very similar shape that shows two very large discontinuities, maybe accidentally at alpha 0.05. So, if you use those two very popular methods and in the example of Quaran, we can see the original effects estimate in red versus the replication of our estimates in blue and then the black circles that are pet peace and black triangles that are 3PSM. And in some cases, all of them will provide the same estimate. In some cases, 3PSM is better in pet peace and in other cases, pet peace is better than 3PSM. The problem is, after I write, it's hard to tell which of the estimates is better. So, the question is, how should you base our inference, especially if the methods disagree on the conclusions? So, we argue that you shouldn't show, you shouldn't base the inference on a single model. Instead, you should use robust Bayesian method analysis and Bayesian model averaging to base the inference of multiple models simultaneously. So, instead of selecting a single model, you specify all of the models, you fit them, and you base your inference proportionately on how well the different models predicted the data. Then, you use Bayes vectors to quantify the evidence in favor of the presence or absence of either the effect, heterogeneity, or publication balance. You can use prior distribution to regularize the estimate and incorporate prior knowledge and use Bayesian evidence updating that's independent of the sampling plan. So, in an overview, the Bayesian model averaging works something like this. You have different hypotheses about the data that are represented by the different demons, and some of the demons specify the hypothesis. For example, this demon says, so the treatment works. So, alternative hypothesis is true, or there is no effect, the only hypothesis is true, and you have different assumptions about heterogeneity, the fixed and random effect models, or different assumptions about the presence or absence of the publication best. So, you specify all of those different hypotheses by the different models in your ensemble. You feed the models with the data, and the models that predicted the data best will grow, and their voice will be heard much more. So, if the model predicted the data well, you will base the inference much more often on it, much more strongly. So, how we split the ensemble, then, for example, when you obtain the model average estimate, you can look at a different components in a way that models specify the absence or presence of the effect. So, you can split the parameter problem equally across those two model pairs, then against equally across models, assuming presence or absence of the heterogeneity, and then the publication best. So, at the end, you end up with eight different model types that specifying all the possible complications or combinations of either the presence or absence of the effect, heterogeneity, and publication best. So, each of the model types ends up with the same parameter probability. But, as I said previously, there are different ways how to adjust for publication best. So, in our illustration of the demon, this one demon can represent it in many ways. So, what we do? Well, it just circles all the way down. We just specify more models that represent this one demon. Here, you can specify, for example, the pet model as one way of adjusting for publication best. The piece model are different weight functions. For example, one-sided selection on one-sided p-values, on the significant level, or selection on marginally significant and significant p-values on the two-sided p-values, and all different ways. So, if you look across all of the different publication best adjustment methods that we specify in robust patient meta-analysis, we use the pet and piece of publication adjustment models to adjust for the effect size and standard errors. And we specify six different weight functions that specify different assumptions about the different possible ways publication might operate on p-values. So, and all of those specifications cover approximately the pet piece, 3PSM, 4PSM, AK1 and AK2 models. So, if you look back to our example, we can see that in some cases all the methods provide still the same estimate. In other cases, the problem provides an estimate that's somewhere between the pet piece and 3PSM. And in different cases, we can obtain again estimate that somewhere in between, but it's not greater than one of those methods. That just signifies that we are still doing statistics, not magic, and we cannot provide the correct answers all the time. Nonetheless, in simulation studies that are linked at the end of the presentation, you can see that in majority of cases, Bayesian model averaging provides the best possible results. So, we, to make this methodology available to practitioners, we implement it in the RoboR package. And the package uses MC estimation with checks, using the run checks R package, and then computes a merge like that, better bridge something R package. And the most things that the RoboR package does is the model specification, some plotting summary function that I will show you in a second, and additional auxiliary stuff. So, RoboR package, you can use it to to specify the default ensemble. You just specify the effect size and standard error. So, for example, here on the infamous BEMS 2011 data set, you fit the model, just with a single simple call, and you can use a summary function to obtain some default summary of the model. Here, you can see that in the first summary table, you see information about the whole model ensemble, and you see that you specify 36 models, 18 of which assume presence of the effect, 18, presence of the heterogeneity, and 32, presence of the publication bias. The parameter robots are equal across the component, and you see the possible properties. You can also quantify the evidence for the question-based factors. And you see that there is very big evidence for the absence of the effect, moderate evidence for the absence of heterogeneity, and strong evidence for the presence of publication bias. And then, of course, you see the model average estimates for the mean and heterogeneity parameter, and then the publication bias, or relative publication bias probabilities, and patent piece estimates. So, moreover, the package provides additional summaries. For example, you can look at the summary of initial models that shows you the prior distribution for the effect, differentiating the publication bias, the primary properties of each of the individual models, marginal equals, posterior probabilities, and inclusion-based factors for each of the models. Also look at the MCMC diagnostics of the individual models that show a summary of the MCMC error, minimum effect of sample size, and maximum overhead from each of the models to verify that the models are fitted properly. And you can also get estimates from the individual models. So, here I'm just showing a print of the last two models that are specified, and you can see the model specification, the parameter estimates, etc. So, even if you don't want to do divisional averaging, and you want to look at the individual models, you can look at the estimates from the individual models. Then the package also provides spotting functions. So, for example, you can plot the model average mean estimate, where the spikes correspond to the probability of models assuming absence of the effect. So, the effect size is zero, and then the slap corresponds to the density of models assuming presence of the effect. The functions are also implanted in ggplot. So, if you are a fan of gplot, you can use those, or you can also look at the prior and posterior distribution. For example, here for the tau estimate, assuming presence of the effect, and many other combinations. The package allows multiple different specifications, and you can modify basically everything about the ensemble. For example, you can change the prior distribution for the effect and specify truncated normal distribution that specifies hypothesis of small effect sizes. It means zero standard deviation of 0.3, forced to the interval of zero to infinity. Or you can specify different ways of adjusting for publication, whereas here you can specify only prior distribution that specify the path and piece of models that adjust for publication. If you want to see more different specifications and customization, I recommend to check the variance of the package that are on CRM. You also implemented the R package in GES with the graphic user interface. And the GES implementation allows you to set basically all of those customization also in GES, specify the models for different prior distributions. And then you can create different summaries for inferences, different figures. Here you can see again the model average mean effect size estimate, and also the model average weight function estimate across all selection models. So just to sum up something about the Roost-Basement analysis, it can incorporate uncertainty about the selected model with Bayesian model averaging. So you don't have to base inference on any single publication less adjustment model, but on all of them and how well they predict the data. It can provide evidence for either not or alternative hypothesis. It has better preference if it's more sample sizes. It has the capacity to incorporate expert knowledge and has the potential for sequential reading of evidence. On the other side, there are some disadvantages. For example, it's low, it requires MCMC sampling, and it can also fail under strong P hacking. So thank you for your attention. I hope you enjoyed the talk. If you want to learn more about the package, you can either look at the CRN, where the package is released, or my GitHub page, where you can also submit a feature request or bug reports, and look at GESP. There are some references to the papers that we have written that outlined the methodology in more detail and tell more about the model specification or simulation studies that we further conducted to verify the methodology. Thank you very much. And looking forward to see you in discussion.


Merry Christmas, baby, you sure do treat me nice. Christmas, baby, you sure do treat me nice. I feel like a king, and I'm living in paradise. Music's playing on that radio. Music's playing on the radio. I feel like I want to kiss you darling underneath that mistletoe. I'm that chimney, it's a little presence for my baby and me. Merry Christmas, baby, you sure do treat me nice. Like a king, and I'm living here in paradise. I feel real good, my music's playing on the radio. Got that music playing on the radio. I feel like I want to kiss you darling underneath that mistletoe. I'm that chimney, half patch three, lots of little presence for my baby and me. Merry Christmas, baby, you sure do treat me nice. I feel like a king, and I'm living here in paradise. Yeah. Merry Christmas, baby, Merry Christmas, baby. Christmas, baby, Merry Christmas, baby. Happy Hanukkah, Kwanzaa, festive us two. Happy holidays.