My number two, oops. Okay, I think our mics are on. Does that mean that we should begin? Okay, thank you. Thank you all for joining us here this morning. I think I'm Ben Smith. I'm the editor of SEMIFOR. I guess I think showing up for an 8.30 a.m. panel in Switzerland is like the opposite of quiet quitting. So I hope you will have empathy for the people we are talking about who did not. And thanks particularly to the WEF team who prepared me incredibly well for this panel. I hope. I should also say that I've noticed at least two of the world's leading experts on these subjects in the audience, Kevin and Julia, which is slightly disconcerting. But in any case, thank you so much for joining us. And this is gonna be a hopefully free-flowing discussion with four people who've thought incredibly deeply about these questions, about work and the future of work.  And some, you know, who are both in thinking very hard about work and changing nature of work and operating very big complicated businesses in that space. And so that's what we're gonna talk about. I think we have 45 minutes. The last 10 will be questions. So please think about questions, which should be one sentence and in the form of a question. The WEF has also thought a lot about these questions, you know, and about the solutions, which they call good work, range from, you know, health and well-being, promoting fairness, and this is the sort of WEF framework, which you can find on their website. And I think there's like a QR code. But I will introduce our speakers from left to right. Thierry Delaporte runs Wipro, which is an enormous 260,000 employee company, an IT services company that started in Bangalore. He's based in Paris. Both attempts to solve and in deals with these problems every day, Martin Ferland is, leads the Mercer, which is the Martian McLennan's HR and investment consulting group. Also thinks about this stuff a lot. Adam Grant tweets a lot about quiet quitting, hates the phrase, and is an organizational psychologist who, you know, has thought a lot about this. And Anjali Sood runs Vimeo, come where she both, you know, manages people and deals with this question and has also changed the company to respond to some of these challenges. Adam, I guess I can start with you, just to sort of set the table on, you know, what are we talking about here? What is the sort of underlying organizational psychology around these changing nature of work and the so-called quiet quitting? Well, yeah, I do hate the term, Ben, because it suggests that employees are giving up.  So you blame the bosses? More than anyone else, for sure. Tough crowd for that. Well, I think this is the crowd that needs to hear it. Let's be clear. Good morning, Davos. So I think that, you know, we've had terms for this for generations, right? We used to call it phoning it in. Before we had phones, it was called mailing it in. This is not a new phenomenon. It's not specific to any generation. One of the classic studies was done in the late 1980s, and the finding was you could tell who is going to quote unquote, quiet quit. Six months before it happened. It happened when people felt dissatisfied with their jobs, but they did not have a voice. And eventually, they said, you know what? No one cares about me. I'm going to stop caring. And, Martín, you guys have done some research recently on basically how executives are thinking about and responding to this. I think about 50% of C-suite executives are at least open to the possibility of fairly dramatic change. I'm just curious what you're found and how you're thinking about it. Yeah, and I totally agree. It's nice to have buzzwords so that we call us on a particular issue, but I totally agree. It always is existed. I think it might be exosubbited by all that we've gone through over the last few years, for sure. And the good news is, though, that our data also shows that, actually, employers are the most trusted bodies out there compared to NGOs, governments, and media. Sorry to say, Ben. We are fully used to it. And therefore, if we can think together as employers, as corporate bodies, as to how we address that, I think there's a hope that we can at least reduce the number. I think, Adam, you're the psychologist here. There probably will always be that phenomenon, but the problem is when you have a high proportion of people that act that way. And I thought, as I sit here, that I would start by looking at my watch and the ceiling and quite quit a little bit and show what it looks like. But basically, we are told that a third of the employers think that's a big issue for their firm. A third of the employers that we survey every year as well, they told us that it's going to be just having the employees being engaged, being thriving at work is one of the top five issues they have on their radar right now. And it's also connected to high attrition and the difficulty in hiring and finding the great talent that they need. Anjali, do you sort of agree that, I mean, I think you are in, when people sort of use these buzzwords, they are really thinking about North American creative employees, like your employees and my employees, first of all.  Or have you seen something new in the last couple of years with your people?  And my general view is I don't think it's new. I do think, and I agree with you, Adam, that it's on leaders and companies to change. But I will say, I think we're in a unique world right now where what the next generation expects and needs to be engaged in their personal lives has not translated to work. And there's a fairly necessary reskilling, I would say, of leaders. If we want to have, are we going to communicate and engage with distributed teams? And how are we going to align people and connect with them in this sort of digital world? And I think that actually is a bit of a house on fire because I don't think most leaders feel equipped to do that. It's not a skill set. Most of us kind of moved up the ranks being great at. And I do think that without it, this same phenomenon of phoning it in or quiet quitting can in fact lead then to not being able to retain and make productive great talent, especially in an environment right now where we all need more impact and productivity from our teams. And I'm telling you, you run an enormous company, 260, the notion of having 260,000 employees, like I'm sweating thinking about it, many I think in Bangalore and around the world. And I'm curious both how it, you know, how the last two years and this conversation about the nature of work has impacted your company, you know, who are not millennials, you know, in Brooklyn. There's some, I'm sure some are. But and then also whether it's affected, you know, the business you're in and the products you offer. Let me tell you a little bit how the world has changed, at least from our industry and from our standpoint, just over the last two years, as you said, right? The context, plus 100,000 employees just over the last two years. So net increase of 100,000 employees, half of our 260,000 employees have joined us over the last two years. So actually 50% of the company has joined at the time of the pandemic, right? Where most of our campuses were closed, right? The average age of the company is right below 30. That's a fundamental aspect. So when we talk about quiet quitting, I think it's a very important topic and a reflection and an opportunity for us leaders to really reflect on the fact that yes, the work labor market has fundamentally changed and how do we need to adjust to that fundamentally as well? What employees are looking for, our candidates, you know, when they join the company is, they want to join a company that has a culture. They want to feel part of a culture. They want to embrace the values of the company, sense of purpose. I'll come back to that maybe later, but I think the sense of purpose is incredibly important. Why am I doing this, right? Second, I realize especially probably doesn't help when you have size, sizeable teams is that you need to communicate, communicate, communicate, connect. It goes actually beyond communicating. It's connecting. How do you make sure that the people understand where we are going and why? And why do we make the changes? Not only we are going here or we are going there, but this is why we have in mind, this is what we are saying, this is how we are progressing so that they feel part of the journey. I think it's fundamental. So those are the elements that we constantly try to bring to inside organization to make sure and we never do enough to be honest, right? To just make sure that people feel I'm part of it and it's exciting. And have the products you offer your customers changed? I mean, are you in the business in response to what you say are fundamental changes? Yeah, probably you're right. Then way back I would say our industry was very back office so you would work in centers far away and then you would send the work you've done back to clients, now the world is open. And actually it's one amazing thing with the fact of working remotely is that actually wherever you are in the world doesn't matter. So suddenly for our colleagues around the world, they connect with their colleagues in different countries, different places, different position, every single day. And so that is different because the connection with clients is also very real today. It may not always be physical, it is often virtual, but it's a lot more connected with the end user, all the client that he was in the past. And Anjuli, how is Vimeo's product, which I think a lot of people remember as a sort of high end video sharing platform changed in response to this? I mean, not just for your management, but for your customers. We've changed the business model and approach of Vimeo most entirely to look at the future of work. So today, the way we think of it and I think Thierry said it well is like we're all communicating more but we're not connecting better. And how can we use visual mediums like video at work? So that outside of just doing video meetings, how is a CEO sending a video message out so that you can get their emotion and nuance instead of reading an email, which by the way, employees don't read anymore. And when you're training your workforce, none of us in our personal lives read instruction manuals anymore. We go to YouTube and watch the video. The idea that we're going to train and inform and enable our workforces with documentation and manuals seems quite outdated. So we've actually, our entire business model now is working with the largest companies in the world to be sort of a corporate video platform that enables them to have more modern and human connection. Ben, if I may. Yes, please. It's so on point because exactly there's, what we have been working with clients is bring the digital enablement within the workplace because in very many workplaces, you feel like you're getting 10 years backwards or 20 years backwards and the tools that you have for work, the communication style, the approaches. So it's beyond video. It's all how you're equipping your employees. I mean, you're in high tech enablement, but many of our clients don't, we're not there yet. And therefore, for that experience to be more seamless that way, including communication. And as you said, it's not only the communications, it's the connection. And I think what you're talking about Angelina is about utilizing that format to make that connection better. Like for example, at Mercer, our town hall now, we still have them. We still want to share results. We still want to talk, but we do it as a, and I'll show my age here at TV show. And we wanna make it as a Netflix on demand. They can watch it whenever. And they have so, there's so much information available now. So you produce it in little soundbites the same and people dig into what they wanna dig into the same way they do at home. So there's a little bit of self realization and crafting the role that your time at work a little bit more customized to what engages you. So it becomes a little bit more personalized as an experience. Now I always think about like your kids today, they're on TikTok all day. So you have to literally define how you're gonna communicate in a way that's engaging and interactive and lean forward. And it puts a different onus on leaders. We have to communicate quite differently. Martin, do you see regional sort of regional geographical variation in, in how these big, both the big questions about engagement and the sort of narrower ones about internal communications are changing? I'd say that we see the more dynamism in Asia around the use of, so for example, our leaders in Asia were the first to adopt those types of different communication means. But that being said, as we adopt them in Europe in America, in the Americas, it's as relevant. And we're all seeing the vibrant connection we having when we communicate and connect in all these different ways. So yeah, Latin America are very, very active as well. So I think we're being pushed. And the one thing they have in common is much younger population at work. And Jerry, do you see this sort of regional? Well, you know, yes. I think there's different realities in different part of the world. And I think even inside these regions, there's different situation depending on where you stand, which phase of your career or if you life you are at. When I think about quiet quitting, one of the reason sometimes people feel like, you know, a little less into the job than the where before or they would want to be is, you know, the difficulty to find the right balance, work, life, right? And I think, you know, in the time of the COVID pandemic when working from, you know, for some it's been an improvement in on that aspect. For some it was not necessarily because they didn't have enough space for working and so on. So it's difficult to really paint, you know, with a broad brush. But one thing that I've observed is that, and I think we need to recognize that in some part of the world, in Asia in particular, sometimes the commuting may take few hours per day. Working from home is a huge improvement. And it's a reality.  But we want also anyway, a certain form of connection, a certain form of, you know, coming to the office and meet with others just because we know.  Now, it is also a fact that, you know, there's an improvement in quality for some that do not have to commute every day. And in some other places, it's not even a topic. No, Adam, I mean, to go back to something you initially said about that there's sort of nothing fundamentally new about disengaged employees. What is new? I mean, is anything new that happened in the pandemic? Are there sort of changes that you do see as interesting? I think so. I think that in some ways quiet quitting is the natural sequel to the great resignation, right? So if you look at who decided to quit during the pandemic, literally quit, right? It was mostly people who were in toxic workplaces or had abusive bosses. And those people just ran for the hills, empirically, right? Well, what happened to all the people who couldn't? What did they do? Eventually, right, after trying to change their workplaces or their situation and failing, they said, all right, you know what, I'm just gonna check out psychologically a little bit. And so I think the context of saying, well, we're in a world that gives us more flexibility and freedom to find a better work life. I wasn't able to find that. I think that's different from what we had pre-COVID. But I think underlying that is still a fundamental psychology of fairness, right? We haven't used the word fairness yet, but there's a lot of evidence showing that people try to calibrate their contributions. They're trying to figure out, okay, given what I received from my employer, what's a fair way to reciprocate? And a lot of people feel like that balance tipped too far in the wrong direction. So during COVID, people felt like they were forced to work longer hours. They weren't necessarily given raises for doing that. They were put in stressful circumstances. And so at some point you say, well, this is not right.  And now I'm going to basically reciprocate by saying I'm out, I'm doing the bare minimum. And do you buy, you certainly hear employers in fields like say journalism complain that their employees are drawing sort of new line, like think a lot about work-life balance, don't consider their jobs, their hobbies, I find this sort of incomprehensible, but and that that's sort of a fundamental social shift. Do you think that's true? I don't entirely buy that it's a fundamental shift. In part because this has happened with multiple generations. So everybody at some point in their career has said, well, I had to walk five miles or kilometers in the snow barefoot uphill in Davos of all places, which is torture in order to get where I am and you should have to suffer the same fate. And I think every subsequent generation has put up a boundary and said, no, we're not going to tolerate this kind of treatment anymore. We want to break the cycle. What's different now is that we have more tools and more ways of expressing our voice. But if you look at the data, there's a psychologist, Jean Twenge, who studies generational differences. And she says a lot of what you think is a generational trend is actually an age difference because we're confounding the two when we look at generational differences.  And overwhelmingly, what we see is that people want the same things out of work from every generation, that if you see entitlement in a young workforce, guess what? You were entitled at that age too. You were just a little bit sneakier about it. So I think there's probably more to say about fundamental human psychology reacting to changes in context than there is about fundamental changes in human psychology. There's an alternate point of view on this, which is that it's basically about tight labor markets and that employees are asserting themselves because you need them more and they have more leverage.  And I guess I think that's particularly true in the conversation right now around engineers who have been like the most, like if there's this incredible genre of videos that on TikTok that engineers at Silicon Valley companies make about their work day where they bike in the mornings and then surf and then arrive at work at 10 and make a smoothie, do a little coding and go home at like three. And I think, I was talking to a major taxi who said that the question everyone has about Elon Musk is like, can he break that culture of engineers? Which taxis quietly hate. They would like engineers to work like other employees but there's so much demand.   Half of Vimeo's workforce are engineers and we have R&D centers around the world and we quadrupled our team during the pandemic. And I would say that to me the supply demand dynamic has shifted materially in the last nine months. It's easier to hire.  I remember, yeah, I mean it was just to hire good engineering talent, it was so competitive and you were, you were throwing packages at people because you had to. I do think that's shifting. I don't think any of that changes the overall kind of opportunity that we have to engage and inspire and connect our teams to be clear but I do think it's changing. And the way we've thought about it is we are trying to be a bit more proactive about making sure the people that are at Vimeo are bought into the culture and actively are choosing to be here. Give you an example. We recently did layoffs and we offered a voluntary package for anybody who wasn't excited to be at the company to be able to actively choose to leave. And that's something I don't think I would have done a year ago, I would have been terrified of what might happen. And in our case less than 2% of the team took it. And so culturally what that enables us to do is say, well, we aren't here quiet quitting because we don't have a choice but we're giving you a choice and it makes you kind of reassess why you're coming to work and what you want and whether this company is the right fit. So I think that those types of things are gonna happen more and more just because of that supply and demand shift. How many engineers do you employ, Thierry? Well, 90% of our employees are IT engineers. So there are cycles in the economy and ups and down but I would say on the long range there's no doubt that the demand for talent in technology will continue to be very high. So it's certainly a fantastic sector where as a young graduate, when you're starting your career you certainly have a great perspective in front of you to expand and learn a lot of new things. For us it's really about how do we provide them with as many opportunities to grow, right? So can they move from one technology to another? Can they have a mobility career, right? Can they aspire to take a different role or work in a different department of the organization? Can, do they have visibility on their career progression? And I think it's an incredibly important I feel aspect of not only retaining because one of the point we talk about is you may retain the body but not the heart with it, right? And we want both really. But really provide a career opportunity, a vision on how your career could evolve was not so far from now, not five or 10 years but really one, two, three years time. So people are really drivers, actors of their own career progression. And I think it's, we see that, that when we are able to develop this mindset in a team there's a lot more energy and there's a lot more engagement at the end. So Martín and Adam both started at various points in that. First I'm an actor by trade so I've studied demographics and let's not kid ourselves. The demographic pyramid is not looking in our favor in terms of having a lot of choice in the talent pool. So we need to really go beyond traditional talent pool in terms of how we recruit. I think back to Adam, what you were saying, the employers who are the most interesting, who are caring for you, who will give you learning opportunities will prevail because we will have twice as many people as today that are aged 60 and over in just 20 some years from now. And therefore the number of people who need services and the number of people who can provide them, the pyramid is completely shifting. With many countries here in Europe, the population itself is already declining. China will be soon. So we need to think differently about work and one aspect of it for us that we're really talking about changing from jobs to skills and providing people with self determination, like job crafting their own skill set. A little bit like if you're American, you were in the scouts or the brownies when you were young, you had the badges and your badges are at the different level of competencies that you have in a vast array of skill set, abilities, knowledge, experience. And you wanna craft that in a way that you access what's missing in your portfolio and what you're interested in. So I'm really thinking about this new ways of organizing work around skills, around matching, around this is the type of project it will give you, it requires those skills and will give you these opportunities and you choose to go there. So this whole self realization determination I think will be key to attract and keep the best. It goes with the communication connection but it also goes with the whole environment that you are providing as an employer because the talent pool is shrinking. Adam? Yeah, when we think about this problem of keeping the best in particular, I'm seeing a lot of CEOs scramble and say, okay, we've gotta do exit interviews to figure out from the people who actually left, right? What we can do to keep the people we want to stay. I'm a big fan of exit interviews, just one little issue. It is the dumbest time to run them. Like why would you wait until people have already committed to walk out the door to say, if only I had a time machine, I would go back to the past and convince you to stay. What I would much rather see employers do are entry interviews and stay interviews. Entry interview is just asking the same questions you would normally pose at exit at the beginning of the employment relationship. Why are you here? What are you hoping to learn, right? What are some of the best projects you've worked on?  So we can try to emulate the good and avoid the bad. And then obviously not everyone's a new hire with existing people, it's your job to invest in making this a place that they would want to stick around at, right? So in a stay interview, you asked very similar questions. What has been the defining highlight of your experience here? What have been the lowlights? What made you consider quitting? And how do we make sure that doesn't happen again? And that should be an ongoing conversation. I'm gonna add one thing to that, which is something that we've been experimenting with more that I am optimistic about, which is also shifting the conversation from, it is a tops down like leader's job to create and solve this problem and actually make it a culture and it's your team, you all together are part of finding the solution. And what I found is like, instead of me being like, let me interview you and you tell me what's not working and it sort of becomes an opportunity to complain and displace the joint responsibility. And what we've found is we've actually gotten like some of our most tenured and engaged employees to get up and do in our town halls panels and talk about what they're doing to drive more culture and improve Vimeo's culture. And I found that to be like quite a powerful way to take us away from it, us versus them mentality and just sort of double down on the fact that we are a collective and collectively like we're building a better company. But you know, I just sort of listening to how you, I'll think about this and looking at those kind of WEF goals, it feels like there are kind of two slightly different approaches to kind of this engagement question, one of which is essentially progressive workplace values. The WEF stuff is really entirely about treating people well, paying them, encouraging diversity, sort of things that could apply to any company. And then the other is about mission and about in some sense, you know, the kind of Elon Musk approach. Like we want people who are so hardcore that they don't care if there's toilet paper in the bathroom and their salaries are paid on time. And to me, those things feel a little bit intention, actually, sort of mission versus these very abstract questions about fairness and employment.  And I'm curious if you see those things intention, if you see them as the same. I've never thought about them intention. I just think they're both two sides of the coin. You know, you have to pay people and treat them well. And you should be incented to do that because that's how they will do their best work, which will then lead to the best business results. But I think the reality is, I think you said it like, it's not just your body, it's your heart and you will get so much better work out of somebody if they feel part of the culture and mission. So I think these are kind of all necessary things for us as leaders. And my bet is that the mission side over the next kind of couple of years will become even more important. And I agree, like for differentiating employer brands, I think it's gonna become really critical. And just we'll take questions in just a moment. So please think of questions. Ben, if I can jump on that, every week, actually, I have a used to be kind of breakfast, but now you are doing it virtually, right? It allows you to have people from different places around the world, but really different level of the organization. 15 people, one hour, just a no agenda, nothing is just a normal discussion, like you would have, you know, in the cafeteria. What I find striking is that the number one reason for the people to really be happy at Wipro is the fact that they know that at Wipro, two-thirds of the equity ownership goes to a philanthropic trust. So it means that they know that every time we drive growth and profitability, it goes to actions, philanthropic activities in the world. And they can take pride of that. And I think if I take a little bit of distance from that, I believe that, of course, I agree with you at the end of the day, you know, they need to be well-paid and they need to be well-treated and all of that. But they aspire to something more. They aspire to something that gives a sense to part of their life. It's not all their life. They have life outside of the office, of course. But they spend so much time, whether they work from home or not, by the way. They spend so much time for the company. They prefer to have a company that is really focusing on having an impact in the world. And so for me, it really goes back to the question of the culture, the sense of what you're doing and why. Obviously, if you narrow and go one level down, it could be about, you know, truly understanding what you're doing every day, which may be a task or a selection of tasks, has a fundamental impact for someone else. And I think, again, it is really articulating the reasons, the drivers that give a sense to what we are doing. I think, as always, our people are wonderful. They have the right attitudes. They want to do good. But they don't necessarily always know how. This is our job to make sure they do. Yeah, I think we have to be very careful when we cultivate and also attract people with a sense of purpose, that we don't end up taking advantage of that. And I think in the wrong hands, mission can be used as a device for exploitation, right? There's research on what's called the passion tax, which is the idea that if I love my job, my manager is more likely than to stick me with unrewarded, unthanked work to dump meaningful tasks on me, to basically ask me to do extra work in my free time without any compensation. And I don't think that people who love their jobs and are deeply passionate about their work should be taxed for that, right? That should be rewarded. I thought it was supposed to be its own compensation. Yeah, I mean. That's my view. Yeah, right? You should thank us that we're giving you the chance to experience this joy and meaning, right? That is my view about being a reporter, but be it's working for a living. But I realize it's a minority view and I try not to tell my employees because they don't really buy that. Yeah, I think we have time we've got 10 minutes for some questions. Is there a microphone floating around or should people just, ah, we have a microphone. I want in the front row here. And please just keep them tight. So we talked about two hypotheses for the post-pandemic relationship between horizontal talent. One was that nothing is different. The other is that it's because of tight labor markets. Can I throw out a third hypothesis and just ask for your perspectives on it? Third hypothesis is that we're dealing with an environment in which a lot of people experienced serious trauma, death, professional hardship. They didn't know what doing a good job looked like. We dumped a lot on them during the pandemic and that must be different. I mean, our parents didn't have two years of trauma, so something must be different about that. I don't know, that's just a question. Pretend that was a question. Close enough. Anyone have that? I think it's a really important observation. I think the jury is still out. I think on the one hand there's a strong case that what we are seeing in some cases is a trauma response. We know that levels of grief, loneliness, burnout, distress, all the psychological symptoms of the pandemic did spike in the early days. What's surprising though to a lot of people is that that was a shorter blip than many of us have assumed. So if you look at the data in the US and UK, for example, by the summer of 2020, there was a pretty significant rebound. And even some cases of post-traumatic growth. People saying, I have taken this as an occasion to reevaluate my work and my life. And now I have more meaning, I have stronger connections. And so I'm not sure how that's gonna play out in the long run. I think the other sort of piece of data that speaks to this a little bit on this being a trauma response is if we look at what most employees have gone through globally, what we see is that many, many people have said, okay, this is a watershed event for me, a little bit like 9-11 was in the US. And I now have higher expectations of my employer. And when those are unmet, then I'm even more likely then to disengage. But I think fundamentally, when we look at the psychology of trauma responses, we see that there's a huge range. So in any given traumatic event, about 15% or 20% of people will face PTSD. And then many, many people will bounce back. Quite a few will bounce forward. And I think it is too early to tell right now what COVID is gonna look like. But there is good evidence that when people have to start their careers in difficult circumstances, they end up long-term more grateful to have a job. They end up more satisfied with their work. This is Emily Bianchi's research. And this is another way that employers can take advantage of employees, right?  But I think that in the long run, if this is a trauma response, one of the reset effects it's gonna have is leading people to say, you know what? I should not take for granted having decent employment. I think that, okay, for most, it was not that traumatic. Apart from, you realize there was a different way to work. You realize there was, for some in industries that were highly impacted and realized there are vulnerable types of industries and very often at the lower end of the pay range, there might have been more of a trauma in terms of what am I doing here, why? And you've seen a lot of people quitting those industries. But in the main, for people, it was more realization that of all that's happening outside of their work sign, because they were working from home, seeing the kids come in from school or doing their schooling or their spouse and how their spouse were living their daily lives. And even just eating in your kitchen, which I've never done for like for 35 years, all kinds of different things that you say, is there a different way to live this life, to this work life in particular, that will give me a little bit more of both. And we're trying to establish hybrid types of working. It's a grand experiment. We haven't cracked that nut, I don't think, just yet. There's certainly something quite interesting in that, to address this grand realization that such a huge portion of the population have had that lives can be lived a little bit differently. Julia? Thank you, great discussion. Julia Hobsbawm, The Nowhere Office Project and the WorkShift column for Bloomberg. How optimistic or pessimistic are you that the C-suites can in fact step up to the plate when the evidence would suggest that they haven't? The metrics pre-pandemic with stress and low productivity showed they didn't get the memo, the $400 billion annual spend on leadership development, training that doesn't appear to have worked through, et cetera, and of course the demographic that the C-suites are not made up of Gen Zs who are fast accelerating. So how optimistic or pessimistic are you that you can be cloned at scale in the boardrooms around the world? Can we clone it? Sure, yeah. I'm quite optimistic, but I do agree. We have to have, this is why I say we talk about re-skilling of the workforce. I think we need a re-skilling of leaders, period. And whether that means generationally or not, we have to show up for employees differently. The way we inspire them in great culture has to be different. The way we communicate in form has to be different. But to me, there's just an intentionality that any of us as leaders we can do, but it takes change, it takes being self-aware, it takes adopting new mediums and technologies and trying things that your PR or comms team is gonna tell you absolutely don't do that. And they're gonna say the script and then you're gonna realize, well, if I wanna be authentic for my employees, they need to feel like they're having a conversation with a real person. And so I think it's gonna take courage and experimentation, but I think maybe the good news for us is we don't really have a choice. And employees are going to demand it. And ultimately for us to deliver on the bottom line, we have to have impact from our teams. So I think the incentives are aligned, which is why I'm optimistic. I would absolutely echo what you just said. I absolutely agree. So I certainly share the same optimism. I think we are learning by experience or by experimenting, I would say also. I think at the end of the day, I think it's a life lesson as well. We need to recognize that industry companies can no longer be as vertical as they were, that people want to be empowered, that they want to keep the choice, so they are not gonna do it because they have to but because they believe in it. And so I think we need to reflect on the fact that we need to build the world for them. I often think about the 31 years old, average employee of Wipro who's 20 plus years younger than me and do I understand them? How do we make sure that we understand them? How do we make sure that we really understand how they see the world versus how we see the world? And we often have discussion with our leadership and what we call the middle management who are in different level of the organization to really see where are the gaps in understanding. I take a simple example which is quite basic and yet always destabilizing for some leaders is the younger don't read emails. And do we have time maybe for one or two more questions? No, we do not. People are making this gesture, sorry folks. Well, thank you all so much for participating in this. It was, I feel like I got a lot of good advice and it was interesting. I think I was expecting to hear that you were seeing huge differences regionally and globally and it really sounds like the workplace culture is really globalized to a pretty remarkable degree. Yeah, so I will take all the good advice you've given and back to my tiny company, but thank you. Thank you all for coming.


Hi everyone, Joe for jaspyscasebrakes.com with 2019-2020 Panini Contenders Optic Basketball. Pick your team number 11 from jaspyscasebrakes.com with a chance at the Pelicans if you follow those instructions right there. And guess what? This is also from a fresh case. It's a fresh master case, so we're going to select one of the inners, pop open the inner and then grab two boxes right out of there. But first, the Pelicans randomizer, if you bought at least two teams you get one entry. If you bought six teams like Brian Croft did, you'll get three entries. Eric K bought two, that's an entry, Kyle with four, that's two entries, Michael with two, that's an entry, Robert with two, that's an entry, Ron with five, four of those teams count for the purposes of the promo, two entries, Sean got two, that's an entry, the Pelicans zoom in, got four, that's two entries. All right, so let's grab those 13 spots here, let's roll it, let's randomize it, name on top after nine, we'll get the Pelas in this quick little two box break, one, two, three, four, eight, and I said nine right, yeah four and a five, ninth and final time, Brian Croft, congrats to you, after nine you get the Pelicans, we'll put a little rooftop next to your name right there so you know you won that in this randomizer, congrats. Now let's see if we pick the right two boxes here for you. So let's pop this case open, I forgot to, I'll do it after this break, we'll post another two boxes after this one, so one, two, three, four, five, six, that's the next inner case, five, one, two, three, four, five, six, so we'll save this for next time, whatever you want Chris, get in, whatever you want to get into next on jaspyscasebreaks.com, get into it, so this will be for the two box picker team that we've been doing, everything's gonna break tonight so whatever you want to do, calm down. All right so now let's pop this inner case open see which two boxes we're gonna do, two boxes flying out of here, all right so as you can see on the top camera there's one, two, three, four, five, so I'm just gonna roll the die, one, two, three, four, five, and those are the two boxes that we'll do, all right if I roll a six I'll just roll again, and it's five, one, two, three, four, five, so the bottom two boxes and we'll save these for next time, so we'll put some slash marks right there so we know they're all from the same, all from that same inner case and we'll keep working through those two boxes at a time ladies and gentlemen, all right here's the final printout thanks everyone, pick your team 11 and let's see what we got, all right there's koai Leonard winning ticket, this is still Spurs edition here, going to Ron, we got lottery ticket, Zion Williamson nice, Brian Croft with the Pelicans, anything with Zion on it, pretty, definitely has value, wow, five out of ten, nice low number on that one too, oh yeah you can see a little bit of the gold behind lottery ticket right there, it's usually just that silver chrome look, very nice, all right behind Tim Hardaway is silver Bradley Beale for Sean Maddock and then we got Danila Gallinari, red for OKC that'll be for Kyle and the autograph behind Tim Hardaway is Bruno Fernando, on-card rookie ticket autograph for Robert Runkle and the Atlanta Hawks, 40 out of 99, that is indeed a big hit Michael Robinson, the Zion out of ten, great low number, I'm kind of hoping for some ink though, I don't think we saw any, not that they're guaranteed but in any case, but look at a Zion autograph out of here, nice on-card Zion autograph, or is he a redemptionist I forget, or John Morant, or Tyler Hero, any of the Todd Rookies, all right we've got all-star Yannis Ante de Campo, some great photography of him right there, it goes to the Bucks Kim Soo Min and we have Jared Culver, lottery ticket, not number but almost looks like a red parallel right there, or are they always red, anyway Timberwolves, that goes to Kyle, got randomized the T-wolves, behind Demarda Rosen is Ben Simmons, season ticket silver, six search, Ron Wester, we got John Collins, nice one for the Hawks, Robert Runkle and the autograph behind Spurs Demarda Rosen, which will go to Ron Wester is Jalen Noel, rookie ticket autograph for the T-wolves, Kyle Bloomberg with that, very nice, there you go, and there you have it ladies and gentlemen, nice quick two box break in the books, more in the store on jaspyscasebreaks.com, check it out and we will see you next time for the next one, bye-bye.


After undergoing an extensive refurbishment, the Navy's deep-sea submarine rescue force is Rescue Ready. Undersea Rescue Command in San Diego recently completed an operational readiness evaluation. The evaluation was the final step in a multi-stage process to recertify the command, not just for Navy submarine rescues, but international rescues as well. The Chief of Naval Personnel is seeking nominations for the Human Resources Junior Officer of the Year. The annual award recognizes one junior officer who has made significant contributions to the Navy's readiness during the fiscal year. Nomination packages are due by September 18th. Check out the up-now instruction for more information. And finally, the Keep What You've Earned campaign needs your help spreading the message of responsible drinking. If you're an artist, this is your chance to use those creative skills. Design a poster that shows what responsible drinking means to you. Submit your posters by August 31st. For these stories and more, visit navy.mil.


Bro, bro, bro, I ain't doing no more shots, bro. I did three crown blacks, bro What do you want me to just be drunk? Do you want me drunk? It's Monday, bro Judgy that's what judge does kids pitching like a shitter dude Yes, sir Man, what's up pitching on matter?  I was just playing around. I was missing pitches change up low and outside Ah Get through there though. I knew it. It was a side Mmm, I said that cuz I had a team that was cracked with these pictures. I called the pitch. He just it wasn't a strike That's when I could yard to bro Yes, Dane, I appreciate you being here, bro And bro, thank you man. One of them get through there. They not bad swings. I'm not gonna have a lefty somewhere Hoppy, let's go. It doesn't matter. We still gotta make your pictures, bro Like this double play. I just hit safe Bro, I swear to God this poppy. I fell off with poppy. I fell all the way off of a poppy My poppy is just a s now dude. My poppy is just now three straight lefties Yeah, my poppy just fell all the way to Jesus Christ kid put away the heroin. Yes, sir, Brian.  Let's go Let's go Come on, man. I mean Jesus Christ the eye on this kid, huh? I swear to God dude, I'm waking up at 11 a.m. Tomorrow playing 11 bro I'm playing at 11 a.m. Tomorrow.  I'm the any pitch. I just roofed instantly.  I thought I had a lead damn. I don't like I almost went Chapman just cuz he's a better pitcher I don't like this run right here against Coonrod. I don't I'm not confident in Coonrod Bro, he takes it's like insane We get there easy easy easy. I don't know myself as a springer to my voice You gotta swing at this one, too, but you got so you're not a crackhead.  Thank you Lord. Thank you Lord. Oh my god, bro He missed that one. He missed it. Look where this pitch was look where this pitch was. Oh My god, it's dubby pitch dubby I'll sit him down. I'll sit him down. He's lacking. He's lacking good game. Good game, right game I could have hit a little better. I could have hit a little better.


So people, I am back with another amazing cyberpunk glitch and this one sees you being able to max out that buddy athletic stat in literally five minutes, even less. And the best thing is, this is done while you are AFK. How's it going guys? My name is DP. If you enjoyed this video, leaving a like really helps out. And if you like what you're seeing, want to see more cyberpunk, be sure to subscribe. So this glitch was brought to my attention by my pal MyTheLifeCrisis, who also posts those juicy daily cyberpunk videos. If you do want to check him out and show him some love, his channel can be found link below. Okay so this glitch allows you to level up the athletic skill to max level, whatever that is for you, in minutes people. And this is done so easy it's crazy. So this consists of you having a Berserk operating system equipped, which you can buy from this ripperdark you can see on screen now. So simply head here and purchase this. Once you have this installed it's as easy as activating that Berserk, which on console is both bumpers at the same time. You'll get a timer at the top left of your screen saying how long you've got inside of this. Then all you have to do is run, then slide and mid-slide go into your inventory. What this does is bog the game out where it thinks you are still running and I'm guessing you get more XP while Berserk is active, as well as the fact while Berserk is active it means you have infinite stamina. And because you pause mid-slide I'm guessing the game thinks that Berserker is running and you are running forever and it's just ongoing, meaning it's constantly giving you XP.  So to actually tell that this has worked, I mean if you go into the actual athletics stat menu it won't be moving, but if you back out and leave it for 10 seconds and go back in you'll see that you've gained XP, that's when you know it's working. And to be honest guys I've said five minutes, it's more like two minutes, that's not even a joke, but yes this is how you know it's working.  Now obviously the level in which this maxes out is 20, but that's if you've spent 20 points into Buddy. Having 20 points into Buddy that would be the limit obviously, where mine is only at 9 at the moment as I haven't spent much into Buddy. But you see how quick it levels up, it's unreal, this hasn't been speeded up, this hasn't been edited in any way, this is literally how fast it works. But yeah guys this will see you maxing out those athletics in no time at all and while I hope you enjoy this video. If you do leave a like really helps me out, I mean I hit the biggest cyberpunk channel on YouTube and all these bigger guys are going to come here and steal this video without giving credit as they usually do, as that's how this YouTube game works now. But here is what it is, but yes leaving a like really helps me out. If you're new around here and want to step today with all things cyberpunk, guides, glitches, exploits, the news, allow me to be your number one source by subscribing and turning notifications on so you get my videos first. But guys thanks as always for stopping by, hopefully you enjoyed the video and hopefully I will see you on that next. One.


Hey everyone, I hope you're well. Welcome back to my channel or if you're new here My name is Seppy and today I have a really fun video for you guys as per the requests of you guys in my last Vlog and also on Instagram. I am going to be filming a Zara haul of all the stuff that I caught Court all the stuff that I picked up when I went to the store in Brent Cross last weekend I must say I have missed shopping in stores so much It's just so nice to actually physically see items than to try and guess what it will look like on you online Versus the model especially Zara where the models have the most questionable poses I actually don't know when I will be wearing an outfit and posing like this on like a chair Do you know I mean like I just don't know when that will happen That's why I prefer going into the store seeing what's on offer and just picking stuff up I never try stuff on anyway, so changing rooms being shut don't really doesn't really make a difference to my life I'm not gonna lie to you So we're just gonna try stuff on together The only thing that I have already tried on and worn to work are two of the dresses Which I absolutely love so I will put those till last and I will start with the other items before I show you everything Please please don't forget to give this video a huge thumbs up Subscribe down below and leave me a comment about what your favorite item was and if you want to see more summary hauls So the first item is my absolute obsession. It is this pink linen mini skirt I see a lot of mini skirts and then I look inside and it's a school and I'm like You just ruined something perfect. I absolutely love mini skirts because I'm only five foot two I think shorter skirts make me look a bit taller and less vertically challenged So I absolutely love this piece the color I just pink makes my soul happy makes my heart happy It just goes with this white top even here that I'm wearing right now like any color this can be paired with You can pair it with a light pink top you can pair it with purple You can pair it with whatever you want and it will look absolutely stunning So I love this so much the only thing that I didn't really love and I was like to my mom that this is not okay Well, the fact there was forty nine ninety nine. Sorry Zara You need to sort this out me because some items in there You're like wow can't believe it any twenty pounds and then you see something like this and I would be thinking in my head Maximum I would pay for a linen skirt like this is about 35 if I'm really pushing the boat out But like if I was to fairly price this I'd say 25 quid But we'll see if this even goes up me because it's a size small and your girl has grown some curves So I don't know if all fit me. Hopefully it does. We'll see in the trial. Can we guess what my favorite color is? We have another pink item. Oh my god. I'm just obsessed. It is this pink tweed bodysuit and Barbie called she wants her outfit back. I love this so much I just think it's so cute and girly but like flattering and sexy You can just put a little belt around the waist if you want to jazz it up You can put a gold one or you can put like a little designer belt and match it with your hand back and like you look So cute you can wear it with a long sleeve top underneath if you don't want to be like too undressed and uncovered and having like Legs and arms out. You can just wear like a white sleeve top a long sleeve top underneath and you'll be good to go I just love this to me this shouts I'm on a rooftop bar on a date with a cute guy who's buying me cocktails that pink or But you didn't hear that from me Yeah, love this you'll see me out in this for sure So I obviously needed a little something accessories wise to go with the two outfits I've shown you so far and I just walked in through the door and I just saw this and I was like girl You're coming home with me. You're really cute. I love the little gold chain of this I love that it's like a crock material the gold zip It's kind of big enough to fit my vlogging camera and a makeup brush on my phone It's wide enough for that huge iPhone XS 12 XS 12 that doesn't make sense the 12 max whatever that I have is basically like an iPad will fit in here Whoo, so that is what I was thinking as I picked this up And mainly I was thinking that the color is cute and just this as a palette is divine, right? Look at that Doesn't that just make your heart happy because it makes my heart happy for sure this one was 25 99 and obviously it doesn't come in a medium. That's just what Zara puts on all their accessories It's one size and Very cute now if you're one of those girls who's been going around the stores recently I've been thinking to herself. What is up with all of these bright colors in my face? I just like to stick to my neutral tone palette It's okay. I've got a few things in here in this hole for you guys too. So don't worry Next up I have another linen shirt clearly linen is the Material that I love in summertime. Oh wow someone's tried this one I'm guessing it's one of my sisters whilst I've been at work because all the buttons are undone Sorry, if you guys have sisters then you can relate I'm fully doing up the buttons and I can pull your hair out of here sign up.  That's good is this cream nude kind of tie front blouse I love it so much. I just think this speaks effortless summer sexy vibes Just wear like a little gold jewelry and a white bra let underneath you can go with no bra if you're feeling a bit risky and pair up with like a little mini white skirt or white leather trousers I need to find some pair of a pair of like white wet look wet leathery kind of trousers I think that that's what's missing from my Kind of collection of pants funky pants So if anyone knows anywhere that sells really good ones, let me know in the description but that is how I plan on wearing this and Again, this is great for sitting outside somewhere in the summertime just having a lunch with the girls and you just you look even though with this with a tan on holiday on Top of a bikini. I'm not allowed to you. So this is one of those pieces that you can defer transition And make a lot of use out of the whole summer I'm actually feeling embarrassed because as I'm filming this there is a delivery man parked outside who is about to bring me More clothes. Hopefully it's not mine And it belongs to my sisters because I've had delivery parcels every single day My dad is literally like, what are you doing girl? I thought you were saving Continuing with cute little summery vibe stuff. I have this Gorgeous ribbed. Wow. What was that gorgeous gorgeous ribbed? nude racer vest top and I Obsessed with how deep the racer kind of neck vibe is how gorgeous is that and it's quite like cropped It was is the type that would like just sit above your belly button. Oh my god This parcel is for me. It's coming in update that delivery wasn't for me. It was souls Bermonti order, but You go sis. She needs some new cute workout gear to work out with me. So Yeah, I'm happy for her. Maybe she should do a haul on her channel carrying on with this cute deep neck Racer vest top. I see this in summer with white jeans or white denim shorts I just think it's so adorable. You can even wear it in winter time back with black jeans I think these are items that you just need as basics in your closet It will just spruce up any outfit like just layering it up. It's very very Haley Bieber very Bella Hadid just that vibe everyone is loving right now. I got this in the size small and it's 999 so that's a good price Okay, and then moving on is the final two items which are dresses that I like I said earlier wore to work and This is just the comfiest Cutest cinched like the back cinches in waist cinching Mini little dress that I like I just said wore to work and I got for work I love like looking my best at work in the hospital when I wore this dress yesterday One of my patients turned around and said to me doc like you actually have the cutest style and I was like Thank you so much like I was like can't believe people notice my outfits and then the bed next to I was like Oh my god. Yeah, like I noticed that you're wearing like this white skirt Which was from my h&m haul with this new jumper yesterday And I went home and like tried to look up and out for like that. I was like that is so sweet So yeah, I just think it's really nice to dress nice for work It doesn't matter what environment you work in but dressing nice first of all lifts up your spirit and your confidence in the workplace which will hopefully help you to Motivate yourself and push yourself with the girls for the day, but also it can brighten up the The mood for everyone around you because they'll love your outfit and they'll be focusing on that rather than focusing on Whatever work they have to do or in my case focusing on why they're in hospital So that's one of the reasons why I really like to dress up for work and I love this dress for that I just think it's so simple one of the reasons why I picked up I literally sort of my mom and I was like mom This is perfect work is because I literally just wear this and then I wear some sneakers white sneakers And I just leave the door and it's you're done So if you want a one-step outfit, this is the one for you You can again wear this out with the girls for lunch with some white little strappy heels and it will look gorgeous I really really love this and I love the airy material I even like this kind of detailing on the shoulder where it's like folded back. Sorry. Mine isn't ironed. So Um, obviously I just have creased it from wearing it throughout the day and then moving on to the last item in this haul It's another dress. That's not the exact same but very similar to the white dress I just showed you and it is this a black kind of linen material Dress it's a really like you know what it looks more shit in the light that I'm showing you than it does when I wear It for work like when I wear it for work. You can't see what's underneath Which I really hope would not be the case But yeah, it's not sure at all It looks pretty sheer because I've got like natural light coming in from in front of me and behind which is making it Kind of look a lot more sheer than it is But again, this is just very easy outfits that don't need a lot of effort to make them look cute Like you can just throw on a pair of sneakers throw on a leather jacket with this You're good to go for a day out with your shopping or just you know going to work whatever vibe you have This is easy peasy lemon squeezy. I'm just so stylish and cute. So I absolutely love this piece I feel like you can't really hopefully you'll be able to see the details better in the try-on of like just how it sits and Stuff so that is the end of this haul I really hope that you guys enjoyed it if you did then please don't forget to give it a thumbs up and to Subscribe to me down below for more videos like this and to watch my vlogs and everything else I get up to a pretty much film and share with you my lovely family here on YouTube. So don't miss out Don't forget to check out my socials. They're also linked in the description. My Instagram is Persian bunny My snap is sepi Samai and my tiktok is Persian underscore bunny. I love you guys so much and I'll see you next time Bye


Right, so Hebrews 2 and verse 1, right, it says therefore we must give the more earnest a heed to the things we have heard lest we drift away. And then it goes on to say, for if the word spoken through angels proved steadfast in every transgression and disobedience received just toward how shall we escape if we neglect so great a salvation and so on and how God bore witness it was for talks about the signs and wonders and miracles and all that. So it basically the context of this is the whole message of salvation giving heed to it and not drifting away from the faith. And so well that is the that is the truth and that's the context I just want to talk about you know some of those things that that we have learned over this semester this last few months that to give earnest heed to things that we have learned things that we have heard and also about particularly about the truth of God's word whatever God has been showing whatever we've been learning the truth of God's word give it the earnest heed to give it our attention and diligence and in in in just deceiving and also walking in it right. The things that we have heard lest we drift away so talks about the possibility of drifting away the possibility of shifting away from from the from the truth right. So the key is to be diligent to give it the earnest heed to be sincere and to be diligent and to be careful to give it our attention right. So yeah so let's pray and I just want to talk more about this in a little bit. Okay let's let's pray Father we thank you we thank you for your exhortation God reminder Lord that we need to give it or give the things that we have heard give the things oh God the truth that you have you have brought into our lives Lord and you continue to declare over us Lord and what to teach us Father God Lord to give it the earnest heed oh God be diligent to be careful to give it our attention and the reality of drifting away Father we we just pray that as much as the reality of drifting away is real and we know that the reality of being established the truth of being established in your word and continuing strong in your word in your ways is also Lord such a reality Father God and we pray I just pray that over each one of us that we will walk in at God that we will be established in the truth we will not stray away that we will not drift away but we will continue to walk in at Father God each and every day we thank you in Jesus match this name we pray amen amen yeah well we just continue on with that same verse to give the more earnest heed to the things we have heard lest we drift away so it talks about the possibility of drifting right so drifting we know it does not happen in a day right drifting happens over a period of time drifting drifting happens because we believe or we tell ourselves a different narrative we reason and it's it's an incremental ways it's small incremental ways we tell ourselves we reason within ourselves and we tell ourselves something different from what the word of God says right it could be an outright lie or it could be something mixed with the truth like a lie mixed with the truth and we we tell ourselves we believe that and it could be about ourselves it could be about the situation that we are facing maybe some challenges that we go through and we tell ourselves that and that causes the drift that causes the drifting away the moon away from the truth right and and the thing is it's it's the drift is never overnight right it happens over a period of time so so it's it's the greatest of deceptions is self deception right so when that happens then we we drift and we find ourselves in a place where we have compromised and on the truth and that does well that is that has effect that affects us and affects us our our wholeness is affected right and the first place where it's it finds where we where it is compromised is in our in our emotions our emotional health our sense of peace and joy we lose it and then we find that we have it is because we have we have deceived ourselves right so so slip your wands exod for saying you know you give it you be careful you give it the careful attention to the things that God is teaching the things that God is bringing into our lives so that we don't drift away okay so just want to talk to us about a little bit about you know what what causes that drifting you know or what what is it that we tell ourselves when we perceive ourselves which causes this shift right which causes this small drift okay the first one that we know the way by which we can deceive ourselves is when we when we hear the word you know scripture talks about we see it in James chapter 1 and verse 22 let's go then James 1 and verse 22 and we is when we hear the word of God and we don't do the word of God or we don't obey the word of God okay we so James 1 and verse 22 but we doers of the word but not hear us only deceiving yourselves so James was very clear you know it's it's when we it's when we hear the word it's when we maybe even appreciate the word it's it's you know we we do all that maybe we even study in the sense we you know we analyze and we talk about it and say okay this is good and this is you know this is this is how it is sometimes we can do that right get into the get into the you know this is what the scripture this is what the passage means this is what the meaning of this word and etc and well the last bit is to actually receive it ourselves internalize it ourselves personalize it and walk in it right which means obey the instruction if there is one and to if there is an exhortation to receive it and and walk in it so when we don't do that we actually deceive ourselves so the truth is not at work in us right and we are not allowing the Holy Spirit to lead us into all truth like Holy Spirit wants to lead us into all truth and it is the truth that sets us free right so when we come short of that when we analyze appreciate and dissect and you know do all that and when we don't do the word when we don't obey the word then we deceive ourselves right so so that over a period of time causes us to move away move away right so it becomes a it becomes a kind of a dichotomy where i you know i'm engaging with the word i'm hearing is it possible to do that you know sometimes with is it possible to do that yes it is possible and we can appreciate you know we can analyze we can we can go into depths of it and and not really through the word of God right so we deceive ourselves okay the second thing is when we deceive we deceive ourselves when we don't allow the Holy Spirit to convict us and when we give ourselves when we try to reason and justify and say i'm actually walking doing things in a righteous manner whereas we are not when we say that we have no sin right so it's not to you know there's a there's a difference we have been made righteous in Christ we have been washed by the blood of Jesus we have been justified so you know it's it's not that our position is not that of of sinners in that sense we have been bought we've been we are new creations in Christ and we are we have we made the righteousness of God in Christ Jesus like we understand our position this is something glorious that has happened to us and we rejoice in it right but when we justify our wrong doing when we say uh when we do something and when we give reasons and and justify and we say i have no sin and that's what we see in i'm one john one and verse eight right it's like if we say we have no sin we deceive ourselves right and the truth is not in us so um so to have a honest uh honest and open um and transparent uh relationship with God and with the Holy Spirit and when he says uh when even we know that when he convicts us do not to justify not to give reasons and to say why what we're doing is right when we know deeper than that it is wrong so so that that is one more the first one is when we uh when we um hear the word of God and if don't do the word of God no James one talks about that then the second one is uh uh what we see in one john one and verse eight when we when we justify and when we say that we don't have any sin we don't uh and when we justify it when we reason then we deceive ourselves right then also talks about when we say and believe something that we are not okay when we say and believe something that we are not okay um this is Romans 12 let's get Romans 12 okay Romans 12 and verse three for I say through the grace given to me to everyone who is among you not to think of himself more highly than he ought to think but to think soberly as God has dealt to each one a measure of faith okay and we see the same thought again in Galatians 6 um Galatians 6 and looking at verse three says if anyone thinks himself to be something when he is nothing he deceives himself okay so it can be like we see in Romans 12 can be something that when we think of ourselves more highly when we think of ourselves to be something when we are not okay now most often our thoughts go to the fact that um well um it about tried right we think ourselves highly so okay I think as myself highly than I ought to um then I'm actually you know when I'm when I'm not something and I think of myself as you know something then I deceive myself Galatians 6 talks about that but um but the opposite is also true the fact that when we think ourselves lower or lowly when God in fact pronounces and declares that this is your our true position like when he says that you're a child of God he says that you are precious in his eyes he says that uh well your future is secure and when he says that you know the very thoughts that he has for us the plans that he has for each one of us to give a hope in the future and and so on when he's when he declares that over us and when he says that you will hear his voice and we will be led by him um and when we believe ourselves to be lower than that when we when we cancel out that and we disqualify ourselves then we deceive ourselves um so many times we we think of right and we say okay I should not be arrogant I should not uh you know have these kind of selfish ambitions and and so on and we hold ourselves back um well that's to be in a safe place that's that's okay um to be in a you know uh to have a word-centric position about ourselves a perspective about ourselves just fine but also the other thing is also when we we look down or when we say something or otherwise um when we say something which is which is not in line with what God is declaring over us that is also true we deceive ourselves when we think that we are something or someone that we are not okay so to have a true perspective ourselves is to not deceive ourselves right and uh who better than than God himself and who better than the one who dwells within to give us a fresh new uh clear true perspective of ourselves what we can be and who we are right now right um and we need to hold both intention you know who we can be what we have you know what we have become spiritually what we have what we have become a true identity and uh you know where we are right now and what we can mature to be right so so that's that's that's what God does that's the you know one of the ministry of the Holy Spirit right to teach us to show us all the things that have been freely given to us in Christ Jesus right hey um a couple of other things we when we when we think um okay same in Galatians chapter six and verse seven um okay let's look at that Galatians six and verse seven says do not be deceived God is not mocked for whatever a man sows that he will also reap for he who sows to his flesh will off the flesh reap corruption but he who sows to the spirit will off the spirit reap everlasting life okay he who sows to this flesh will off the flesh reap corruption but he who sows to the spirit will reap everlasting life so um so this is uh again you know it's this verse starts by by declaring you know do not be deceived okay so this is also another form of self deception when we tell ourselves that what I'm sowing um you know I'm sowing this but I will actually reap something else okay we are deceiving ourselves when we are sowing to the flesh right when we are being led by the flesh and we are sowing to things of the flesh and when we tell ourselves that hey actually I will reap something else you know I will not reap the consequence of this um then we deceive ourselves now the thing is this you know God is bigger than our mistakes right that is why he's the redeemer and he's bigger than the mistakes that we make is bigger than you know even our openly rebellious mistakes right when we come back to him and when we seek him in humility you know he does redeems but the fact is the consequences some of these consequences remain right so there's a you know like we lose time because of our sowing to the flesh or we it takes time for us to be restored there are because we are dealing with the consequences of sowing to the flesh so but the consequences remain but it is true that God is bigger that God was bigger than our mistakes he will restore us but there are some consequences earthly consequences um to be faced and to be overcome okay um and uh and to and to work through right some of these things uh maybe like for example if we if we have made some poor choices with regard to our spending um getting into debt and spiraling into you know further and further into debt well God is bigger than that God is definitely bigger than that he can give us a breakthrough financial breakthrough and he can set us on the path of financial restoration right so we know that but it's a path right he can do it overnight if we if we have the strength to handle it and if we have got we've been restored you know in our thinking in our in our in our choices and everything if we have actually got everything right otherwise it's a path of restoration right is it is going to be a path so which means that we have to walk through that uh or take that path take those steps of restoration which is in that path right so um so if i'm thinking to myself that i can be i can escape that somehow escape the reality of the consequences of sowing to the flesh right um then i'm deceiving myself you know the thing is without realizing if i'm somehow convincing myself that i can continue to walk in it i can continue to do the things that i'm doing and yet it will not affect me like it's like you know saying that i i can eat stale food and somehow let my digestive system and my entire health not be affected i can continue to eat you know stale food and it will not affect my health it's as foolish as that we are deceiving ourselves when we think of that right um so here so these are a few things um that we can we can we can look at um just one last thing is what we look at what we see in 1 Corinthians 15 and verse 33 okay let's uh 1 Corinthians 15 okay um here verse 33 says do not be deceived evil company corrupts good habits okay evil company corrupts good habits so here also scripture warns do not be deceived okay so well we might be strong right now and uh yes we are called to you know take the light to those in darkness to take the light into those environments which are dark which require the truth of god and which require his light his truth we are called to take the light into those environments um but we need to take heed to ourselves um when we are in those environment we immerse ourselves in those environments right uh we need to be careful that we don't lose sense of who we are um it is uh you know i remember talking to a friend who was actually in the entertainment industry right in the entertainment industry and so he was actually a musician um and here in india and then moved out uh but um so he used to talk about the reality of it right he had a very strong sense of um of his calling that he was called to make a difference in the lives of people in the entertainment industry um so you know whether well he was a musician so you know the places he would play in different places and um so he's a guitarist and and so on so uh but the thing is he would always say that uh it was always with a lot of prayer it was always with a lot of prayer backing um his mother you know praying for him and and so on but he says that the whole thing is set up to make you fall the whole thing is set up to make you fall you know it's it's a strong hold the whole thing is set up to make you fall make a person fall make a person addicted to get a person to destroy oneself you know if you look at it that is how the whole system works um so it is not just mere entertainment um so so you said one needs to be very careful it's a very slippery slope um and especially for those who are in it like day in and day out um he says the people the whole environment the conversations the value he said it's it's very very it's very difficult it's very dark right so at the same time gotta put into him the compassion and love for those people so so the thing is this you know the reality of this was evil company it corrupts good habits so we might have good disciplines we might be strong but the environment you know be mindful is the environment getting inside of you or is what in you is going and making a change in the environment do not be deceived okay so um so the thing is this that the drift happens over a period of time it is not overnight so that the deception happens over a period of time uh and uh and then we realize that we have drifted we have compromise on the truth and uh and the reason we are looking at it you know uh today uh in line with with the inner wholeness is that uh when the truth is compromised and when we drift from the truth then our the our sense of wholeness is again is compromised right so our emotions are excuse me our thoughts our emotions our imagination is everything that begins to be affected right so um so that is the reality of it but uh like fall says um or you know the right of Hebrew says that we think of better things we hope for better things we expect better things of the believer because um yes we have been given the resources we have been um given the empowerment on the strength and we have been given the presence the active real presence of God himself you know he's in dwelling us so let's not be uh let's not forsake that you know let's be mindful of that and aware of that you know it's such a wonderful reality that not only do we have the word of God but we have the author himself you know we have the author himself dwelling with us uh all the time all the time right so rather than drift away we have the choice to be established and continue strong in him and uh minister to others the wonderful truth of this word of this you know word which liberates people right which brings wholeness and healing in people's lives right okay so with that we bring we bring things to uh close in emotional hold uh in a wholeness um you will I think we've not done a quiz yet so we will have a you know one quiz uh by the in the next week and then one more uh in by mid april or so and that will be the assessment for um in a wholeness and for e-learning students also the same thing we will have two quizzes so one by next week and one more um by the end of April and of course for e-learning students you can actually do these assessments this graded assessments before the end of end date that is mentioned uh end date of that is I think 20 April or 27th of April so you have time till then but online students it will have it will be time bound the due date will be mentioned on the uh assessment on the quiz right okay so any questions any thoughts any questions any things that you might want to share we could do that now anything at all um then there was silence okay um okay so I guess it's like the wedding was and yeah I do whatever oh no no not I don't know if they have anything against each other you can say uh forever hold your peace so I guess this is forever hold your peace okay right fine okay so uh so all the very best it was great uh journey through uh this subject this semester um not bless uh you know just just remind I just want to remind us about one last thing uh you know the steps journey into emotional wholeness right so I just want to that is always already reckoned up right we can go back and from time to time you know for us also you know as not just as ministers but personally to just go through that right take those steps of reminding ourselves of God's love and and so on so yeah to to remind us and to walk through that journey through that into emotional wholeness because stuff happens like as ministers of God stuff happens as believers stuff happens right we face challenges we face people who say things do things and especially when it comes to ministry you know I you know that there are challenges and then we you know we hear things we people say things and and uh we uh we are you know affected emotionally and also our choices our decisions you know things that we do uh you know so we we do get affected so uh we need to constantly you know walk in wholeness like this wholeness has been granted to us Shalom has been given to us based on what Lord did for us on the cross so it is our it is our inheritance it's our possession but from that base we need to constantly walk in it so yeah as you see your comments thank you so much yeah it's uh it's really privileged for taking us through that through this course so yeah so god bless you right have a great uh week ahead um yeah god bless right bye bye thank you thanks see you


So self compassion allows us to create a safe home within ourselves, which makes it safe to be wrong. It makes it okay to fail and make mistakes and to mess up. Self compassion isn't just a recovery mechanism from internal brutality. It makes it actually safe and comfortable and okay to be wrong.


Hi, I'm Alex and I'm Zhizhao. A great way to find research opportunities at faculty mentors is to talk to people who are involved in research. I did this when I entered research myself and gained valuable advice. One example is a professor. Feel free to stop by their office hours or arrange a meeting to talk to them about their research. You can tell them you're interested in getting involved in research and ask whether they or any of their colleagues have available research opportunities. TAs and graduate students are another great resource. Many of them have leadership positions in research groups and have plenty of experience working on independent projects. Ask your TA if they know about any openings for research positions or ask for their advice on finding research opportunities or developing an independent research project. Academic counselors can also guide you towards research opportunities. Getting touched to ask if they can point you to a faculty mentor whose research interests align with yours or if they know about research opportunities in the department. Friends who are involved in research can also be a tremendous help. Ask them how they found their research opportunity for even more ideas. A final resource are the undergraduate research centers. Stop by to get information about research programs, scholarships, and more. Visit their websites for additional information. In no matter who you ask, remember to thank them for their help. Happy Research!


I had a really intense feeling of an autistic inertia, where the longer that you stay hyperfixated on something, the longer that that goes on, the harder it is to break out of that thing. Where things like issues with transitions and things like that, routine changes come in because you build up that speed. It's like a steam train. It's like you're sitting in the steam train, and the more that you go on, the faster it gets. And then if you want to break, it doesn't really work so much. Yeah, Dr. Hallowell talked about the Ferrari brain and the Chrysler brakes. It's really hard to stop.


Good news, it's Python on hardware time. Yay, Blinka! Yeah, we get a lot of stuff going on in the world of Python. OK, well, we hit a milestone. Yeah. 300 circuit Python libraries. From Adafruit, we also have almost 100 from the community and the community bundle. But Adafruit, us, we, whenever we do a breakout board, unless there's some really weird reason, we always do a library for it. Sometimes there's stuff under NDA or there's a pre-compiled binary we can't. But pretty much 99% of our breakout boards and dev boards and sensors and helpers and libraries and stuff are part of the Adafruit Circuit Python library. So here's the good news. Every Circuit Python library we write is supported and also works in CPython, which means it works on a Raspberry Pi. It works on a computer with a USB GPIO converter, like an FT232. If you learn Python once, you can use it in all these places. That's kind of the cool thing. The right once run anywhere thing is actually possible now. With Python, also these libraries work on MicroPython if you use the Blinka library. So we hit 300. Thanks so much for everyone who helps. All of these have documentation and typing data and read the docs and example codes. And it's just been awesome. One of the best decisions I made was let's have one library that works for Circuit Python and Python boards as well. Because people love to use our sensors with single board computers like Beaglebone, Raspberry Pi, as well as microcontrollers. Right once, run everywhere. Yeah. And if you want to support Adafruit and all of the folks that we pay to write all these libraries and more, pick up an electronic kit. Breakup board, something at Adafruit.com and use the discount code tonight. Other news, we wanted to get out there speaking of support in others. GitHub sponsors now has more countries. So if you want to sponsor someone in another country, you can. Circuit Python Day is coming up pretty soon. It is Friday, August 19th. We have a lot going on. We have a panel discussion. We've got chat with some of the core team. We have a special edition of a Circuit Python themed show and tell. We have a project build. There's a lot of stuff going on. Fome Guy is doing a Circuit Python Day game jam stream. And then the thing that we're going to show off. And then we have a ton of other things going on in the newsletter. And the world of Python on hardware. Lots of videos. Unending projects. Games, videos, micro-python. But I thought what we would do this week is show what came in the mail here. Oh, that's right. So why don't you hold this up and then I'll get this all cleared off and ready. What it could it be? I wonder what it is. This is actually a real unboxing. So thank you, Kevin, who sent this along. These are the hack tablets. You may have seen the show and tell in the past where Kevin came on. And Tim's show, Tim also went over this and said, we're giving these away. And the way we're giving you the way is Kevin sent this to us. And we're going to take care of all the shipping and everything. So here it is. Eight for your team. And close is five. Quantity of the hack tablets in support of the CircuitPython Day giveaway. Coordinated with Tim Fovega. Thank you for your support on this hack. K-Match. So here, put that on the overhand. See, look at this. I didn't know what was going to be in this box. It could have been anything. It could have been squirrels. And then here's the hack tablets. All right, so let's show one off. Yeah, why don't you open up one. You can use the. OK, let's put it. Yeah, go to the overhead, and I'll carefully open one up. Yeah, you ready? Yep. OK, let's do it. OK, so take off my rubber band, and then I'll just carefully open. Well, we wrap this when it completes. OK, so this uses a Creston display and enclosure. And then we'll unwrap this. OK, ooh. OK, so this got a ESP32S3N8R8, which means it's got 8 megabytes of flash, 8 megabytes of PS RAM. And it needs that because this is plugged in and controls a 7-inch capacitive touch display. There's also, OK, there's a little thing. Welcome to hack tablet. This is using CircuitPython. They're going to try to get into the main branch. Kmatch signed it. This is genuine. Yeah. It's in color. And then maybe I can just quickly plug it in. I don't know if it's going to work, but you know what, I'm going to risk it, I guess. Only question is, I don't know how to. I'm learning to, but maybe I can just plug it into here. I don't know. You think maybe. I didn't expect that we would be powering it up there. Yeah, I don't need there. I'm sorry if I do something wrong. Well, lit up. Something's happening. Something's happening. Oh. Oh. Whoa. Look at that. As you can tell, we completely didn't plan this. Look at this. This is great. So someone is definitely going to get one of these, for sure. Yeah, I don't think the touchscreen does any. Oh, it does. If I can, whoa, that's kind of fun. Yeah, isn't that cool? All right. Yeah, this is super fun. So do you want one of these? Yes. And you can get it for free, right? Circuit Python Day is one we'll be giving these away. So that's what you want. Circuit Python Day. All right. Thank you so much, Kmatch, and Fomy Guy, for getting the word out on these. And thank you to the Circuit Python community that's making all this possible together. And that is this week's Python on Hardware. Don't forget, you can get this newsletter delivered every single week to your inbox. You can also look at it on the website if you don't want to do that. And it's at Adafruit Daily. We made a completely separate site because we don't want anything connected to your store account because we don't like spam either. We don't spam you anywhere. But this made it super duper clear this is completely separate just for newsletters. OK, I've got to put this carefully back into this bag. That out-of-the-box demo with the hack tablet was better than my first iPod. My first iPod didn't work out of the box. Good working, Kmatch. OK.


In this presentation, we will introduce the topic of internal controls. Internal controls being policies within an organization in order to achieve certain objectives, those objectives including the safeguarding of assets, having reliable accounting records, efficient operations, and company policy alignment will get further into what each of these categories mean in detail. However, first, we want to discuss the fact that internal controls will change from organization to organization and industry to industry. We'll have similar objectives between organization to organization, industry to industry, however the customization of the internal controls will differ in order to have an optimal amount depending on size of company and type of industry. For example, a small company often run by one individual will have very much fewer internal controls for multiple reasons.


Let's add an assignment to the course. Remember what an assignment is in Canvas, something we want students to turn into us for grading. In this case, we'll go to our module and add an assignment. A new assignment. We'll title it Getting to Know You. Select it and edit it. This assignment asks students to interview each other and find out their responses to these questions. Now set the number of points for this assignment. Let's say it's worth 10 points. You can make assignment groups. You might want to have separate groups for essays, article summaries, and journal writing. But for now, let's put it in the generic assignments group. This is going to be an online submission. We'll allow students to write their interviews directly in Canvas or by uploading a file. You can restrict the type of file uploads to ensure that students don't upload an Excel file or a video. For now, we'll leave it unrestricted. You're assigning this to everyone in the class. We can set a due date. Either enter it manually here in the Format Year, Month, Day, Hour, and Minute, or click the calendar icon. We'll make this due on the 15th of May at 8 o'clock p.m. Click Done. You can also set a beginning and end date when students can see the assignment. Let's not put in a beginning date. That means it will be available immediately. And say that this assignment will be available until May 16th at 8 o'clock p.m. This will let students turn in the assignment up to one day late. Then save and publish. What does this look like to a student? We can find out by going back to Home and choosing Student View here at the right. When a student selects the assignment, they can submit the assignment, either with a file upload. They browse for the file, which opens up their system's file browser, and choose the file they want, and then they can submit the assignment. If they don't want to go through that process, they can click Text Entry, which will bring up this Editor window, and they can put the results in there and submit the assignment. We can leave the Student View to return to being the teacher. And those are the basics of making an assignment in Canvas.


Do you want to learn how to make your own DIY welcome sign? I'll show you how we did ours for $5. Okay, so I saw this cute little welcome sign after doing some Pinterest searching for the front porch. So we picked up these two fence pickets for $1.72 each. Is that how much they were? $1.72. And we've grabbed one of these fence pickets. It's like $1.30. Yes, because it's real thin. Probably half an inch, quarter of an inch. So we cut those to length at 11 inches. And all we're going to do now is glue and tack them on. Six inches from the bottom and seven and a half inches from the top. And add a coat of stain. Now all we have to do is step two, stain it. So the good thing about these fence pickets is that they're already pressure treated. So they're meant to be outdoors. So you can leave it on your front porch. You shouldn't have anything to worry about. We'll give it about five minutes and wipe it down. Okay, now we'll just wipe it down. All right, now we just need to give it about an hour to dry. And we'll add the stencil. All right, stain's all dry. Time to add some stuff and things to it. Stuff and things. So I just need this to go around the top once. Probably about right there. Maybe we'll add a little chevron. Is that what you would call it? Okay, a little trick there. Fold it, cut it. Makes it perfect.  Might need a little longer piece because you're going to make a bow. Yeah, looks good. Next step is to add. We're going to twist this around the bottom. Can you see it? So for this one, I just want to wrap it a couple times. Yes. All right, make sure it's nice and snug. No, I don't want it even. I want it to crisscross a little bit. Oh, okay. Thanks for the new things. So, CD and me. Oh, I guess that's it. And that was that. You got more? Nope. Yeah, I think that's okay. I think we can go with that. Oh, okay. Good idea. Tie a little knot. Tie a little knot for me. Oh, a nail and knot down. And we got some string. Now the lettering. Yes, we're going to put our stencil on. We'll just dabinate again. Back to the dab. W. Okay, now I have them centered. So we should be able to. Just center the sheet. Yes, just center the sheet. Okay, let me see. Because everything looks centered. Why is we dab it? We'll make sure it's centered. So normally we use a vinyl stencil, but we thought we would try and use this paper stencil this time. Watchers up immediately. Oh, yeah, I didn't want it to bump. Oh, it's good, babe. Looking good. The M got away. Oh, M got away. Let's see if we can get it with a dry rag first. There you go. What stand do we use for this? We use the briar smoke. And I put my palm in the O. We'll fix it. We'll just put it right side up and put it back on. Double C. Think projects coming up next month. We had a kid just move out, so it's a room makeover for the littlest one.  Do you like to do it yourself? Build it yourself? Make it yourself? So do we. So if you want to see more projects and you're not yet subscribed, go ahead and hit that subscribe button down below. And remember to hit that bell to be notified of our new videos each week. Before you go, check out one of these other videos over here, over on this side. Here's a subscribe button. Other videos to watch. Subscribe button.