So, hey Welcome to our session. This is women in tech How to get and keep women and your leadership roles? So, thank you all for joining us for the first session today. It's quite early We do have a remote presenter So a general introduce yourself if it's what I am for time, but thank you very much, Jen So today we're just gonna do some quick intros We're gonna talk about how we're defining leadership in this session Well, like from the panelists, we're gonna have just an overview of our experiences as women in leadership roles and challenges as it relates to leadership We're gonna talk about why these experiences so common and this will be a bit interactive. So, go for you to participate and then so after questions, we're gonna summarize with takeaways and then like real World examples we have a lot of resources that we'll be sharing with this presentation With their real-world examples, so we're kind of gloss over those during the session But we also have a Google spreadsheet of other additional resources because there is a ton of material We will share the deck as well Great, so So I'm Lindsay Catlett. I am a Google architect with Google Brands, which is it's a Fortune 100 product company Previously, I worked out for a number of years in various technical roles I've also worked in consulting as an engineer in Intel and then also on political campaigns And I've been a contributor to triple and other open source projects for about 10 years now So my name is Ruth Jusley. I'm the Mortar Community Manager at Acquia Previous to that I founded and grew a full service agency for about seven years and I've been involved in open source for about 18 years. I've been on the leadership team of the Jubiler project for Just over three years And then joining us remotely is Jim Shrimp Hi everyone, I'm Jim Cranick and I'm the Director of Learning Services at Acquia where I've worked for about the past eight years Prior to that, I've been in the project and program management roles and as the Director of Operations And I'm currently a board president for a non-project public health rescue program in San Francisco I'm here remotely from California because family responsibility is kept in film But I really wanted to participate. I'm happy to be able to join this way We've actually pre-recorded her Her comments just in case we get technical problems So what do we mean by women in leadership? So we don't mean just being in a leadership or management role But really leading and encouraging others throughout their career And really setting gender diversity strategies for a team or organization And not only that but just owning the delivery of those strategic gender objectives Like in the long term So given that, how many of you guys consider yourself to be a woman in leadership? It's very interesting to talk about that more So we have an additional question So which of the following describes how you feel your company or organization Supports women in leadership roles throughout their career So we have four different options here So super confident, okay, needs help or I'm not sure So how many of you guys would say super confident? How about okay? It depends a little bit Yeah, exactly Talking about leadership in terms of managing Manager as a function, they know But as a person, you need to group Yes, definitely That's a great point So how many would say it's just okay? Yeah, how about needs help or you're not sure Okay Yeah, so we're all going to share our experiences As it relates to leadership and gender diversity as well as challenges That we've encountered throughout our careers But just a general disclaimer We don't want you to be discouraged by any sort of any of our stories That may seem unfortunate Like in this panel, this session we should really be able to talk openly About our own paths, both good and bad And that also does not imply that that's the only path to leadership But just because we've never experienced something that we or yourselves Or other people in the room have had an honor to talk about That doesn't mean that it is not happening So my experience in tech I got in tech kind of a non-traditional background I started working on political campaigns And very few female role models Both when I was working on campaigns And then also throughout my career This was kind of in the Howard Dean era of Drupal So as I got more involved with Drupal and Open Source And moved to more tech-centric roles or developer roles I was really reluctant to take leadership roles And challenge the status quo Until really being encouraged by mentors in other allies As far as challenges, finding a mentor and support network That was, it took me a while to do that I definitely have had and probably still have Imposter syndrome, probably like many of you Especially as it relates to contributing to public Open source projects or public and other open source projects And if you're not familiar with that term That's when the person really doubts their accomplishments And they have kind of an internalized fear Of exposing themselves as a fraud to others And then also, I've struggled in the past Where I've had to come to terms with How achieving the best leadership positions May actually mean the need of an organization at times Yes, so also my route to IT has been somewhat non-traditional I trained as a physiotherapist And then I ended up building websites in my spare time Working in IT But as a, when I was at school Like science and technology, but it was just one They were kind of saying, oh yeah, you could do this But there was just no practical support I wanted to be an engineer and I ended up in a design office And I just came to, you know, like And all my male friends were in engineering workshops And stuff like that So from my perspective, I got into this Mainly through open source, actually Through getting involved with the junior project And it wasn't until someone actually So I was starting to build websites I was building a business while working full time And to get the clients, I went and spoke at some conferences And it wasn't until another woman in leadership Diane came up to me and she said Like, I've heard you're talking I know you want to use Group locally I think you'd be really great on our community leadership team And I really want to nominate you And my first response was like, I'm not a leader How can I be a leader? And she really took me under her wing And gave me a lot of support and mentoring To kind of come into that role So like, I didn't actually believe in my own ability And I still struggle with that Each step up the rung I go is like I can't do that role, how can I do that role? So, yeah, and also I live with a long term disability So for me, as I take more responsibility It cannot be at the It cannot be the case that That means I have to work more hours Or put my health at risk Because I just won't be able to work optimally So understanding my needs And having confidence to be vulnerable Like at the job interview stage And say, I need these certain conditions to function That has been a huge challenge for me And supportive networks I think we all find that supportive networks To help you get to that point And have someone to sign off If you're struggling That's what's really important for me And then moving to Okay, Jenny Well, I've worked out of the technology By virtue of a non-profit background And I was sort of the most technical person At the non-profit So I set up other people's email addresses And helping them use their computers And things like that And that was in my early career Moving to managing web application projects For non-profit organizations Because I understood them And then I also understood tech And then trying to have this open-source And it's your goal And eventually it'll work out for you As I was coming up in my career I definitely had my fair share of challenges And like many of you I experienced the Poxer syndrome And really feeling out of place In the tech arena From my non-profit background I felt out of place for that reason And being a woman in tech With very few of them I was a new mom for a period of time there And navigating from my work and my career And looking for flexibility And since about 2004 I've also been an entirely remote worker Where I work for three different companies Where I work from home So working from home Can have a lot of challenges With by itself With being visible You know, showing up on people's radar With things they're looking to do And it is definitely hard To speak up and get attention sometimes In meetings when you're women But it can be even harder When you're a remote worker And cut tall against the wall So that's been part of my earlier career And then What I ended up meeting in the end Was really mentorship And it's just me allowed to figure it out But I did potentially figure it out So how many people in the room Have experienced similar challenges For the ones who Probably everyone Yeah Yeah So Why does this happen? I think everyone in the room Has been impacted by it It was one of the things that We talked about I'm sure you have additional challenges to add So we've tried to boil The experiences of all women In the world down to seven bullet points I'm just kidding So we took a stab at doing that So What we think this really comes down to Is a number of things It's lack of role models So lack of women In existing leadership positions And not just women, but also allies Who are supportive of gender diversity And empowering women There can be a lack of flexible And supportive conditions That are healing Or required by many women I skipped ahead A lot of organizations or teams Or managers can Really not be great At giving feedback It can be really insufficient At a lot of organizations And also training as well Like many managers and leaders They really don't get training That's either required Or encouraged by their organization Or teams On gender diversity And the importance And then there can really be A lack of awareness At many companies Of the benefits of gender diversity And this can be I mean There's so much research that discusses The benefits of gender diversity And these teams tend to be more productive They tend to be more animated and collaborative And at the end of the day That can be much better For businesses in general I also skipped ahead So there can also be Just a lack of visibility At many organizations And among colleagues In the existing experiences And like many people are not even aware That there could be an issue With gender diversity On their team or organization And then I've At least throughout my career I've also seen that There could be a reluctance At some organizations To really acknowledge Or accept existing problems And then take the necessary Like actionable steps to address them Because in many cases that can mean That They have to acknowledge the problem And there can be some hesitance At many organizations to do that Yeah So you mentioned Your introduction About open source communities What role do you think Open source communities can play In kind of challenging that Or even addressing The diversity issues in companies So in my experience Getting more active than open source That really It took me a while to do that But it exposed me And introduced me to so many people That I otherwise wouldn't have met And not just the people themselves But their experiences And also in many cases Like I could hear about The culture of their companies And like I think At least for me I worked at An organization for a number of years And I think I had started to normalize Certain behaviors Because I didn't even know That like There was a problem Because I wasn't hearing about other organizations And about how conditions were there So and not just like Hearing about the experiences I also learned about other leadership Opportunities and other roles That other companies as well And like I think that Like that I mean that's how I ended up in my position now I found out through talking to people In the Drupal community There wasn't something that I actively sought out But like I think That also speaks to the power of just Networking and you know It's one of the things I love about Drupal Is there is such a community center You know And I guess many open source communities But yeah so like I Definitely wouldn't be Where I am today without open source And I think my experience as well Is that That there were some amazing So our first world conference in June though We had 24% women attendings Without there being a huge diversity That's just what happened We weren't happy with that But having other women Who were willing to kind of bring People in as contributors That for me personally I find that really helpful I don't really have any issues Working with guys But it was just a different approach And for me it was like reaching out the hand So like you know You're reaching out to people to help you But also you can reach down to people Like newer than you and bring them along With me And that really is exemplified I think you know open source No so you mentioned You know working with a disability So in what ways from your perspective Can a company Provide support for those living Not just living with a disability But also Ensuring that you can Be productive and happy I mean I think There's two sides to the coin I think You need to be Self-aware enough to know what your needs are To work at full capacity To be a happy, healthy human being And that takes a little bit of self-awareness And compassion for yourself And I think typically My experience is that women tend to be Quite strongly conditioned by our culture That everyone else's needs are more important than ours And as you come up into leadership roles My experience is that It is much more demanding Physically, emotionally, mentally Just like in every way And if your basic needs are not being met How are you ever going to thrive In the leadership role Without going home So I think from an individual Perspective it's like knowing what your needs are So for me it's I need Flexible working, I need to have a half day And maybe a week ride in a crash If I need to recover and continue But also Being willing to be vulnerable At some point in that process Whether it's right at the start Or whether it's when you're getting off of the job And saying absolutely I love this job But these are my requirements And really standing firm with that And companies I think need to Find ways to allow people To have that conversation Early Or if something changes in their life If they have children, if they have a caring responsibility At home And they don't feel like that's going to jeopardise their career On that leadership But actually it's a positive thing Like I want to be working at full capacity I want to be able to bring my whole self to this role But to do that I need some flexibility To make sure that I need some flexibility And for me that's been key And I actually lost jobs I literally retracted the offer And I said I can't do nine to five Two hours community to go And I'm like really? Like huge enterprises Really in this day and age You're lost, like you've lost me As an asset to your business That's fine But I have felt that I really Had to put my hands first So Jen you talked about How important mentorship was In gaining leadership roles So what are your recommendations For finding and Being a mentor That is a good question So for me It could take a while to figure out What I needed with mentorship So I had my imposter syndrome Telling me you don't belong here anyway So in a lot of ways I was just happy to play any role That I had Living the dream in San Francisco And all that But eventually my knowledge Caught up with me And I got a really strong desire For the role and the work that I was doing To design the work that I was doing Have more to say I was frustrated for a while About the fact that I was not team promoted But I didn't recognize at the time That that was more my fault than anyone else's Because I just did not really understanding How to be in the driver's seat of my career At that point I was lucky enough to be a company To have an apprenticeship program So I was able to take advantage of those And I run for the company kind of management And this was a really great opportunity And I learned a lot from that But I still didn't quite click Until I chose my own mentor And that ended up being a male Mentor at Alameda He still was there And still has his own mentor role But he's somebody who really got me And here stood me in And what I wanted to contribute And how I could contribute more so than I did I think he believed in me and what I did bad More than I did for a long time Which showed me more of how the path To advancement was in my hand And not so much in the control of everyone But the way I had kind of taught it And taught me how to operate the career ladder Better and understand What it was people were looking for And the people that they advanced And I was doing all those things I was just very bad at bragging about it Which ended up being the thing I really needed to learn Which is stop with the humility And the downplaying of the Convolutions I was making That happened more like Nendil You know, the frag You know, talking about the ring The great accomplishment It's actually interesting Because I think Jen and I Discovered that same mentor Around the same time And he's still my mentor Even having left off me But it just I think we both kind of Started with a lot of the same things And he really elevated us Individually For our individual strengths But he also like Really helped us work together In the best way Which was really a really great experience He find a great male ally It's with them They tend to help other The people behind a lot of different things And to be identified And they really support women in their innovation And I think that peer support as well Of having other women Who are at roughly the same level Of career With roughly similar kind of ambitions Or you know That you're sort of struggling with the same things That can be so valuable Not only from just having A comrade in arms But also, like he was saying Having examples of maybe Other businesses where they're getting Something that's really helping them And you can kind of then ask for that In your role In relationships with other people You may not even know That that is something that will be helpful to you And mentors at least Yes, we wanted to Open up the floor For any questions Either to us or to each other I mean Are there any comments that Anyone would like to make? Can you come up to the mic if you want Because then other people I think it's pretty small I have a question It's not a question But I think one point that we missed In your point As a society I come from India I didn't have, forget about Leadership roles I didn't have them in that area of school So that kind of thing I think we have the same We should really talk about that Yeah, that's an excellent point And so that just That's a cultural societal issue And that's something that I myself have not necessarily had The experience I think in my family Experience So my mother worked When I was in school But from her backwards Every other woman in our family So for me for example I was the first walking woman In both society families So that was Yeah, and sometimes I find I bear a lot of responsibility On my shoulders And my sister also Who is quite high up in HR So much expectation is being put on us As women and as career women To be it all and do it all And actually sometimes that Is really like a big stick To be myself with I'm not good enough Which plays into the imposter syndrome as well So sometimes it's also like Do I really need at this stage in my career To be pushing myself to the next stage Or do I just actually need to Get settled here? What is it that's driving me? Is it anxiety that I'm not going to give enough? Or is it genuinely like I feel ready To move forward? Are there some questions? Sometimes I struggle with Identifying with a woman I am a woman of course But I'm also With a brown hair And if I propose a session And it's also a proposal to the session I want them to choose me Because I'm broken about the fact that I'm A female but If we also Choose the female in this case Because she's a female and we want to increase the diversity We are maintaining the gap a little bit Yeah So how would you recommend Riching this gap? I mean it's for me Personally at the end of the day If someone is choosing for a panel Or hired Who doesn't have a great skill set It's to me it's almost Then they have to be a woman And it was Like I said diversity hire To me that's actually setting I think Women in the middle of it back Yeah, it's setting you up to fail And that's your really shit heart Getting up very quickly Right I think Ruthie kind of did the other day That you've been selected For a panel For just being a woman and you actually said no Yeah, well I said no And I explained why I said no Because I'm not I'm not willing to be on the panel Because I'm a woman I'm willing to be on the panel Because I'm a technically competent person Who can give really interesting reason What have you And it is also nice the fact that There's a lot of diversity But leading with We need more women on the panel Yeah, no But it's an opportunity Some people would just find that way To treat women as easy to deal with But for me I approach it as an opportunity To educate And that person genuinely genuinely Did not realise how That can be received by women I didn't even think it was an issue Because you know I'm really passionate But I also Found a comment in 2012 When I said about the world conference Only having 24% women Where I actually said exactly what you said I don't think we want to have women Keynoting at the world conference If they're not competent as a keynote speaker Because that is really detrimental In so many ways We need to be nurturing people So that they are then competent And then yes absolutely But yeah you have to Put someone into a ball And let them grow And they're not quite ready Or like throwing them in the fire Let them burn Yeah, yeah So that's really important That we sometimes do that Maybe that's because Maybe that's how we find Maybe we are competent Because we should not be too guilty About getting opportunities like this Just to say that Because That's not the end of all Yeah and that's a good point too Because In my Previous experience I just turned out to be very responsive My career And that was discouraging But Seeking out other opportunities I think that gave me Just a lot more confidence And kind of validate that I Was technically competent And maybe one company Was giving me that promotion For whatever reason But I had this other organization over here That was And so That to me It helped me a lot I think the big posture syndrome But it's like a fine line Between the two So what And everyone's experience Has helped to make leadership Rolls like more attractive Also maybe So Maybe how can an organization Make a role More appealing to Perhaps this more specific Needs of a woman So like an example Of being able to work Remotely Or have a personal work day Or even play child care Or take care of child care responsibilities Things like that I was just going to And I chaired the board of Association And I heard your question As you mentioned Leadership roles As I certainly heard it as we think about For the group of nominations For other board members In that dimension That's obviously a sense too And I know that when we sit down To talk about You know, nominations and reviews One of the things that we do Is We've long had A role of generality on the board And that's something That we've had for quite a while And what we've At least what we've found Is that it's not immediate Once we get to that parity But as long as it becomes The norm Then it becomes Much easier to Identify people Of much more different backgrounds And sort of the diversity Of the board and the experience That's going from there It's a critical mass That helped us Celebrate And I also wanted to Speak to I'm also a professor And And I just wanted to Echo your comments Around There's actually research out there That looks at Sort of A number of Of the mentors And what you're saying is exactly right Sometimes you find You know, mentors Who are really aware And are willing to promote And pick up that kind of Brandification And they obviously get Intensive people And But certainly Are there sort of enough And the resources basically You know, but it seems to be wrong Thank you Yeah, thank you Yeah, so I know we've talked about a lot of Topics They're just Kind of just summarized, I think Our takeaways from this session Like, I think one of them is Definitely to invite feedback Of an experience sharing I mean So there We have some examples of Not so great feedback So this is the word cloud of Actual words that have been Used as feedback For myself In various points in my career So like this, these type of words At least the problem that I have with them is that It's calling out a behavior Without a clear example Of what the preferred Like behavior should be And so typical job Responsibilities, these could also just be More related to Someone's personality, I mean some of these Words I also think are very sexist And that's My opinion, but just like Like When some of these phrases have been used As feedback for myself, like Very rarely did they actually Come with actionable insight As well as to how to improve And like that I think is much more productive And valuable feedback Has anyone else really To these type of words And I don't think Strong world is ever a problem But yeah So also So it can also be pretty valuable In many cases to open up Opportunities for anonymous feedback I know there was one case, or one Story, so Nike actually did this They opened up Or they sent out An anonymous survey For their more ranking file Employees to provide feedback About their executive and other leadership And that actually revealed Some pretty serious misconduct That many were Completely unaware of Resulted into pretty high profile Dismissals Any other feedback on Yeah, I mean I think So I think we can get sucked into This all-day work, but I think it's really important When you have people in leadership roles In open source projects that you actually treat that As if it was a workplace as well And so like you actually Have the opportunity for there to be reviews For people who are in leadership Whether it's with someone else in the team I think peer review or someone else further up the chain And that also gives them the opportunity To say actually I'm finding this really difficult To make people can support me But I've, yeah So I've also had Certainly in my earlier career Some of those were to use Rightfully so, because I was Really quite unaware Of the way my communication comes to others But like you, so some people have given me That kind of feedback and they've been really constructive They've been like you have to stop Saying that because you're probably Possibly arrogant And communicate it more like this So that you achieve the same Outcome, but people aren't quite as pissed off And that was really helpful But it was like You're doing something that's not good But here's a way that you can really try and practice Because when you're coming up into leadership You're kind of practicing And it's going to be clunky And you're going to be bumping up And doing things wrong and often really publicly So, you know, that's my experience I don't know if Jen, if you have any thoughts Can you hear Can you have the question? We'll echo it I think my actual question Do you have any feedback on how to give Better feedback? But just ways Ways to give Very valuable feedback as a mentor Or a leader The only thing I would ask I heard you guys say When and if you do become a leader Remember the little people Remember how you felt Coming up and we'll kind of see back Do you have any ideas in here? I think when I have shared See back with people that were very actionable They are really appreciative Of having put in specifics to work on There's a lot of pigment In trying for promotion There's sort of like a lot of I feel like I'm written rule Or insider information So to the extent that you can help People navigate that So I think Definitely one of the takeaways Is to Find a mentor Who's not only you look up to But it's definitely been A proven example of What you think is successful leadership Don't be afraid to approach them Or talk to them They're just people They might be an amazing leader But they're just a person And then We especially spoke To this earlier Knowing what you need to be successful And then really not being afraid To ask for it, whether it's in The interview process or in Your current position I think In my experience I've just Like I have had a tendency To just kind of deal with things And be like oh well that's how it is And they can't get And I think like Presenteism is so rife in leadership Like people end up working Crazy crazy hours just because they're So ineffective because they're so Exhausted and sometimes it's just Like you just need to reset And say now I'm working nine to five Because all the people that are looking at you as a role model Whether you know it or not And if you're modelling that behaviour They're thinking like there's no way I could do that Or they're thinking okay that's how I have to behave And it's like taking initiative So another thing That I think is pretty Pretty clear throughout the session Is just to be an ally To women in the workplace I think I'm an absolutely competitive person anyway But I think Like To me now it's not that It's like me against everyone else It's more just find your team Yeah And support them when they need support Yeah So something else That I think is pretty important Is to just if you are In a leadership decision making role Like create opportunities For women to You know participate in panels Or go to conferences To like go from training Or create opportunities for yourself To do training And I've had cases where I've asked To go to Like a women in tech event And it's been like well why would you want to go to that You're doing like health informatics Why do you want to go to something about It's because I want to be with other women In tech in a safe environment Or maybe I want to When I first started speaking at conferences I went and spoke at women conferences Because that's where I felt comfortable That was my safe space And then I agreed to be able to speak at a conference You know like this So it's also like realizing When someone's asking for something like this It may well be that that's what they need To take the next step And just be supportive of that And so the Drupal Community or the Drupal Association rather They have created many opportunities So there's The Drupal There's an inclusion fund That Provides funding to women Underrepresented groups To attend things Like Drupal Khan And it also provides some mentorship opportunities And help them face the first time speaking There's a woman in Drupal mentioned today I think it might be Sold out or I think it might be fully reserved already But I would encourage Those women to attend To get sign up But yeah And like I think you mentioned earlier So a lot of conferences that do require You know at least one woman On a panel and it's not to say that You should select someone Because they're not technically competent Like just because they're a woman And they don't have the technical skills But I mean I think it is definitely Progress in making Very panels and other covers And any conference I go to I kind of have a little beneficial Aim to try and inspire at least one other person One other woman to speak at the next Version of that conference I think that's really important as well Giving people that kind of confidence That they can do it and being Like drop me an email if you want to practice your talk Or something like that Yeah and I mean It speaks to our next takeaway Find that group of like minded people Not just women but you know People Career support groups can be very helpful as well Jeez Oh that was great Great Any other questions or comments I know this was a ton of content to cover And a lot of Not necessarily these issues Yeah so we do have We'll show this deck We do have a larger amount of resources That we've compiled It's bit.ly WFT resources This is just a Google Sheet It actually might be a good idea If you make that editable And people can add to that And you know You know artificial jupyocon I guess artificial jupyocon We're the entire resources Yeah so we can do that But yeah we definitely encourage you to check out those resources I know we skipped over a bunch of The real world examples But again we'll share this deck And this was recorded as well But yeah thank you all for attending You can go back to that now Yeah you guys Okay Okay We'll get back to the house and see you guys Bye Jen


Hi everyone, Joe for jazby's case breaks calm a little blast from the past look at this 2014 panini spectra football eight box random team break number one. It's the full case. There it is 2014 spectra all eight boxes Big thanks to this group here for getting in on it. Thanks to everybody who bought their spot straight up And I appreciate everyone who took a chance on those fillers And congrats to the winners all 32 teams are in let's roll it and randomize that list five and a one six times her names and teams one two three four five and a one six in final time We got bow down to low All right five and a one six times for the teams one two three four five and One six in final time. Good luck. We've got the Arizona Cardinals all the way down to the New York football Giants All right, Bo with the Cardinals Glen with the Bengals Corey with the Colts Bobby with the Cowboys Carl with the Buccaneers Jason with the Patriots Martin with the Falcons Nicholas with the Raiders Gale with the Titans Carl with the Washington football team Mark with the Lions Adam with the Charters Jonah with the Chiefs Julian with the Ravens George with the Browns Julian with the Carolina Panthers Mark with the Jets Berry with the Broncos Nathan you got the Dolphins Brody with the Saints George with the Steelers Tim with the Eagles Ryan with the Bears Brian with the Packers Karen With the Seahawks Nicholas with the Niners Karen with the Texans Gale with the Rams Chad with the Bills Mark with the Vikings Logan with the Jaguars and last but Mojo New York football Giants So let's sort alphabetically by column Bee There we go, and I'm gonna pause the video when we come back We're gonna see if there's any trades then we'll have the break stick around be right back All right, welcome back everybody as you can see right there. There was a deal done so Martin is out of the Falcons spot and into the Saints spot and Brody is now out of the Saints spot. He's a Falcons fan So he didn't want the Saints there you go and into the Falcons spot right there And they're down ten Patriots are up ten nothing at the two-minute warning In the first half. All right trade window close. Let's print and rip here on Thursday night at football Thursday to 18th 2021 the rough sequence of events a Couple series ago, but they managed not to give up points Got the ball back and Nothing quite yet. Right and there's the final print out right here. Personally. I am I'm on the I have a small investment in the fortunes of the Saints My mouse here wake up mouse No work to do here. All right, so here is the final print out hot off the presses Thanks, everyone for making this happen and let's pop open this 2014 spectra case All eight boxes. Oh, yeah, this was the or remember this This box configuration for spectra football I Like I feel like I like this configuration better than the current one Right, just the one big fat box here Donald what's up? You bought to the hip-rated big box. How does that work? The instructions are in the description slide these I guess maybe this is why they changed it, but All right, what's on the bottom here? We'll just we'll just work our way from top to bottom. Let's use I still have the king of diamonds Roll this good luck everybody Toby Gerhardt leads us off 28 out of 75 all-cards ship, of course the Anthony Thomas for the chiefs Jonah It's to 149 Trent Richardson remember him 47 out of 49 a little bit of a corner issue there That'll be for the blue horseshoes. That's gonna go to Cory. There's a die-cut Peyton Manning One out of 25 for my rival as the Broncos Barry Denver some gold Cody Latimer also for Denver one out of 25 We got dynamic duos Russell Wilson Marshawn Lynch 31 out of 49 That'll be for the Seahawks. That's gonna go to Karen Rookie jerseys Austin Safari and Jenkins rookie jersey for the Buccaneers Carl with Minnesota of Minnesota would Tampa Bay And why I said Minnesota 81 out of 199. We got cornerstones. We're like Phillip Rivers It's for Adam the Chargers 72 out of 199 AJ McCarran rookie is AJ McCarran still in the lead? No, I appreciate that Justin. I was in the middle of a break and was unable to 35 out of 49 AJ McCarran for the Bengals Glenn Wilson snotty Tom Savage relic For the Texans Karen with Houston 77 out of 199 Cody Latimer rookie relic three color patch For Denver that's gonna be for Barry out of 10 Johnny Manziel Mike Evans Rookie combo dual rally 12 out of 25 So that'll be a randomizer between Cleveland and Tampa Bay one happy person one sad person Side here, so I remember to do that randomizer Our first autograph is the bus Jerome Bettis. Okay, he draws a little football there. That's pretty cool Who's got Pittsburgh that's gonna go to George Foster and the Pittsburgh Steelers nice 21 out of 25 The wheels on the bus go round and round Trevor Riley for the New York football Jets Mark with the JTS Jets Jets Jets 9 out of 10 a dual auto dark keys denard and James Wright Rookie duals that'll be for Glenn and Cincinnati Tried to trade couldn't trade mojo that is 144 out of 149 I want to say that dark keys denard may be a friend of jasps Think way back in the day I think around this time when this came out I think he liked one of our original like social media posts or something like that So it's crazy. Anyway We got Brandon Oliver for the Chargers That's for Adam 36 out of 149 And back here. We've got Rookie of the week Sammy Watkins Sean B. What's going on? Yeah, we are doing well. Thanks for checking in man Hope all is well with you Next box. All right, there's Kyle Fuller for the Bears Ryan all right Ozzie Newsom to 75 for George Cleveland Khadim Kari Ryan and the Bears Tony Romo 25 out of 49 For the boys. That's going to be for Bobby The die cut is LaShawn McCoy 13 out of 25 That'll be for the Eagles. That's going to go to Tim 13 out of 25 Percy Harvin 5 out of 10 For the Jets that's going to be for Mark Cornerstones AJ Hawk 14 out of 49 Packers Brian And there's Khalil Mack return of the Mack Raiders edition going to Nicholas won that spot in the filler 69 out of 199 Building blocks relic Jarvis Landry rookie relic for Miami That's for Nathan in the Dolphins 199 Eric Ebron building blocks Eric Ebron Pretty solid right now, right? Maybe at the time Late bloomer perhaps 007 out of 199 Detroit Mark Bishop Sankey rookie relic for Gale and the Titans 124 out of 199 Another dual relic Calvin Benjamin on top Devonta Freeman on the bottom You know the randomizer at the end And another randomizer here Brett Farve Peyton Manning Dan Marino Tom Brady That's a pretty cool quad relic That's two out of three Wow One happy person three sad people And a train whistle for someone The redemption Odell Beckham jr Rookie jersey autographs. Let's see if he gets it back on track Back in this area. He would have been a giant on the checklist. That'll be for Logan now It's an expired redemption Logan, but Odell Beckham jr Maybe a big enough name where you might actually get this card itself Or they may hook you up with some uh Something else in return That's a good question, aren't It says on the back It says player war material So not specifically game war and it could be but not not specifically There's Brandon Coleman for the Saints. That's martin Drawing first blood in that trade 99 out of 149 Isiah Burce Broncos That's for Barry 45 out of 49 The last one here is Andre Williams rookie jersey and autograph. Oh, I guess ebron's done in Pittsburgh says right He had he had some moments Six out of 49 on that one for Logan and the Giants All right next There's teddy bridge water vikings edition Royal Revis Patriots It's for jason out of 75 Len Dawson old chief Going to Jonah 40 out of 75 and obviously we'll top load all those before they're sorted and shipped out Colin Kaepernick 22 out of 49 for the 49ers nicholas Die cut is andre williams die cut for Logan and the new york football giants out of 25 on that one Andre johnson 9 out of 25 houston It's gonna be for karen Derek har a building blocks rookie card 45 out of 49 And that'll be for nicholas building blocks relic austin seferian jankins Carl with tamba bay 199 We've got marquise lee rookie jerseys for the jags Logan and the jaguars 21 out of 49 Devonta freeman rookie jerseys falcons for brody 78 out of 199 Andre Williams building block relic For the new york football giant slogan to 199 Another randomizer odell beckham jr. Jarvis landry another randomizer 134 out of 199 a lot of randomizing to do whoa erin murray aj mccarron rookie combo nike swooshes sup rex Another randomizer and another train whistle one-of-one Hope spring to turn all back in 2014 There's christian curksy cleveland it'll be for george 140 out of 149 cleveland that's gonna be for george maryan grice rookie auto for the cardinals bow with arizona 45 out of 49 another uh dual auto that's michael campanaro raven and tevin reese for the chargers Or no, sorry for the bangles It says sign by the bangles right here And back here another dual auto this time with erin rogers nice Greg robinson paired with erin donald for the rams st. louis rams back in 2014 That'll be for gale who has the rams 11 out of 25 nice So bell beckham jr. All right, and the next stack of stuff dove martin to 75 Brandon cooks to 99 No to 149 saints that's gonna go to martin rob gronkowski 27 out of 49 for the pats jason west welker 3 out of 25 die cut For denver that's gonna be for berry another die cut jeremy macklin 5 out of 10 lower number eagles tim tyler more gold dynamic duos collin cappernick and michael krabtree 17 out of 25 nicolas and the niners more niners franc gore Who's gonna be in a boxing map 28 out of 35? dwayne bow kansas city It's gonna go to jonah andry archer For pittsburgh.  I said robinson that's alan herns Piece of his jersey for logan and the jaguars 35 out of 49 mike evans austin sefarian jankins rookie combos dual relic 25 out of 199 for carl and tampa bay Blake bordels and alan robinson. There's alan robinson That's gonna go to logan and jacksonville to 199 charles sims is your rookie jersey and autograph buccaneers carl crocket gilmore autograph for the ravens another dual auto two different teams ravens keith winning and rams garrett gilbert to 149 And mike evans there we go. This is the kind of stuff we're looking for here jersey and autograph mike evans rookie jersey and autograph mike evans 33 out of 149 And that's carl with the tampa bay buccaneers. Congrats All right, we're halfway through this case Make myself a little room for this second half here And you know what? I'll do a quick uh Do a uh Recap at the end of this too. It's kind of a longer break All right. Got about another 25 minutes to go 20 20 minutes to go here in this break 20 or 25 somewhere around there Georgia it's frank Orver's diran williams december 18th top loader here too. All right. We've got odell beckham jr geno smith marking the jets 275 logan thomas bow and the cardinals to 149 garrett gilbert to 49 for the rams A couple die cuts here darryl monica old raider going to nicholas And another raider darryl mcfadden 4 out of 10 Like injury is really The real darryl mcfadden. He was healthy. He was really good cornerstones tom brady 18 out of 25 Patriots that's for jason Back in 2014 if I told you that he was going to be a buccaneer I would have been laughed off this stream building blocks charles sims tampa bay carl These two cars were right next to each other maybe panini new back in the day rookie jerseys jeremy hill three-color patch nine out of ten Cincinnati that'll be for glenn rookie jerseys jimmy garoppolo rookie jimmy garoppolo. Yeah, I forgot that he's then jimmy garoppolo is a rookie here I feel like people are still to be determined on this guy, right? That's to 199 patriot. That's for jason jadevion clowny tom savage houston dual relic for karen 11 out of 199 rookie jerseys odell beckham jr And that is for logan and the giants nine out of 49 There's mike evans Yeah, ryan's like if I if I told ryan back in 2014 that brady would win a super bowl with the buccaneers You'd have been like you need to get some help Show's lost it. There's mike evans with this guy too 146 out of 199 There's tarence michael Trying to make a cool little logo there. I see what I see what you're trying to do tarence Like he's roger fetter or something that goes to uh Dallas that's going to be for bobby louis nix the third texans karen 10 out of 10 There's marcus robinson roberson for the rams That's for gale and we got jace amaro jets That's going to be for mark three boxes to go All right jaron bettis Pittsburgh saw his auto earlier george taylor gabriel cleveland george alford morris for carl to 49 jimmy graham one out of 25 die cut That's for martin and the saints Yeah, brody wants me to balance out this deal a little bit gotta pull some more falcons for him I have a lot of cards left to go though. There's brandon oliver for the chargers adam 21 out of 25 And there's patent manning demaries thomas dynamic duos 28 out of 49 Right donald man, imagine if I told people back in 2014 when we were breaking this stuff I remember this too. It was one of our first years of breaking And I said, yeah, not only would brady be a buck in here. He'd be a buck in here Still playing in like 2020 2021 and win a super bowl at that age It's fred jackson Buffalo Chad with the bills Jadavion clowny and now clown is got a brew shoulder Remember that That's a good quote rookie jerseys for houston It's for karen Carlos hide rookie relic for the niners nicolas Boom, what's going on? Have I seen the trailer for the new curt warner movie? No, I have not actually I knew he had a movie in the works. I didn't realize the trailer came out. Does it look good out of 25 Carlos hide once again nicolas and the niners another quad relic pierre garçon Antonio brown and andrey johnson and julien edelman Nice it's a good quartet of receivers there Now the randomizer a lot of randomizers at the end 22 out of 25 Yeah, we've been breaking since jasky's we've been here Since around 2014. I want to say around there It all blurs together nowadays. There's calvin benjamin to 191 99. Yeah, 199 carolina johnny manzell cleveland carolina's julien cleveland is george for the cardinals troi nicolas 39 out of 49 for bow lamarcus joiner for the rams 009 out of 149 There's ladamian washington for the giants 58 out of 149 That is for logan. How's the resale value on johnny manzell? Hotcakes i'm sure and arian foster That's definitely game use look at that leading men jersey and autograph 46 out of 49 game more material That'll be for caron and the houston texans All right two boxes to go Good luck everybody onwards de angelo williams a lot of stuff going on in this break de angelo williams carolina julien 75 Jarvis landry for the dolphins nathan to 149 ryan taniel dolphin's addition to 49 Nathan brandon oliver chargers adam levy 38 out of 49 nosha marino Dolphins that's going to go to nathan 25 teddy bridgewater next level teddy bridgewater vikings that's good that's for mark 43 out of 49 logan thomas logan thomas relic for the cardinals that's for bow Where's julio jones on ir? brandon cooks to 99 rookie jerseys No to 199 That's for martin and the saints There's matt ryan cornerstones relic for brody brody was just saying Man matt ryan deserves better than the falcons 178 out of 149 Would they have you think the falcons? I don't know how many years he has left on this deal. Would they trade matt ryan? What could you get for a matt ryan? Are their teams looking for a matt ryan? I suppose if staffer could get traded flacco and bernard pierce teammates combo jerseys baltimore julian with the ravens Blake bordles rookie jerseys for logan and the jags Well, when I final in rex, I will we haven't seen a brandon cooks in 99 just yet That's to 199 Derek har rookie jerseys for the raiders nicholas for 199 We got rookie duels isaac rowell and james wilder jr browns bangles another randomizer. We've got a huge stack of randomizers five out of 49 kyle van ooy, detroit I think he's with the it's on the patriots right now This is 21 out of 25 rookie auto for mark and lions There's lake seastrunk Carl with the washington football team 43 out of 49 And there's martavius bryant pittsburgh That's gonna be for george and the steelers Not sure we trade matt ryan, but who knows maybe boons thinking saints. I don't know if they'd ever trade to a divisional rival Sure jimbo you can put it towards whatever you want. I emailed you the code You've got that gift card code For whatever you want. All right last box. Good luck I mean if the falcon can get something going they're only down 13 points I mean seems like feels like a lot for the falcons these days, but But a couple nice possessions here and there maybe a little help from little defensive turnover, maybe That could be the trick for them to get back into this All right last box. Good luck everybody steven jackson falcons 11 out of 75 brody with atlanta davante adams rookie davante adams going to bryan and the packers to 149 brand marshal 21 out of 49 chicago ryan a j mccarron die cut six out of 25 since natty that'll be for glenn brandon oliver two out of 25 for the bolts I know mixup is saying falcons could play to christmas and would look like their scoring Tough day for them. Yeah tough week for them robert mathis to 49 That's cornerstones for the colts quarry and the colts More cornerstones are relic this time brandon pedigree 15 out of 149 there's connor shaw Browns that's going to be for george Do you think michael thomas will get back to what he was? I mean never say never but I mean how old is michael thomas now there's connor shaw to 49 and with the type of injuries and the setbacks that he has That's going to be a long long road I mean let's get him on the He's got to get back on the field first There's tray mason to 199 for the rand scale The anthony thomas erin murray rookie combo dual relic for the chiefs jonah What is that? Oh, that's a little top loader dust 193 out of 199 teammates combo jerseys antonio brown levion bell and That was quite a combo for a good chunk of time Danny saying michael thoms is 28 28 major injury like that. I mean he's That's going to be tough It's andre williams divanta freeman another randomizer 49 out of 49 devon street rookie jersey and autograph It's a cleaner top loader here Ed reynolds for the eagles rookie autograph for philadelphia tim tyler And the last two here We got glenn winston for the cleveland browns That's for george 10 out of 25 and the last one is Wow leading men Two-color jersey and autograph russle wilson seattle seahawks parent steel with seattle three out of three Jersey number Nice caron all aboard the big hit express Nice We'll do a recap as well but we got a lot of uh, I got a lot of uh Randomizing to do here Slide these away over here All right, so We're gonna pause the video when we come back. I'll have all these randomizers typed in and uh We'll be ready to go with the randomizer stick around. We'll be right back and then I'll do a recap to vrb All right. Welcome back foci. I got all of there's 10 randomizers do we got them all typed in I'm going to roll the dice and we're going to keep the same dice roll for all 10 Hopefully it'll be a low number low number low number All right. Six isn't too bad four or two six times Name or team on top. We'll get it after six. So here the dual relics first one two three four five and six The williams will go to the new york football giant that's going to go to and I'll show you all the all the uh Combos in a second or the duels in a second logan with the giants Six times for this one one two three four five and six Miami will get that one that'll be for actually, I'll just show you right now. So here is the first one That was to 49 Miami gets this one that was to 199 that'll be for Um That'll be for nathan six times for this one one two three four five and six That'll go to carolina calvin benjamin That's to 199 rookie combo Next six times one two three four five and six That'll go to cleveland. That'll be johnny manzell cleveland. That'll be for george. That was to 25 Next one's a quad relic for the receivers one two three four five And six in final time. That'll be antonio brown pittsburgh. That's going to go to george and the stealers That was number to 25 for receivers here Some dual autos coming up six times one two three four five And sixth and final time baltimore Keith went in dual auto going to julian and the raven. That was to 149 another dual auto michael kombanaro tevin reese one two three four five and six michael kombanaro six times baltimore that'll be for julian to 149 another dual auto six times one two three four five and sixth and final time after six Cincinnati That'll be another dual auto for glenn Then we've got oh, then we've got the dual nike swooshes erin murray aj mccaron four or two six times one two three four five and sixth and final time flips to erin murray kansas city Jonah when the dual nike swooshes all aboard the big head express And the final one is a nice one two out of three for these four quarterbacking legends right here four or two six times one two three four five and good luck six and final time Quarterback on top after six dan the man marino Miami dolphins nathan rossi this quad relic two out of three Going your way That's awesome All aboard We made it what a break ladies and gentlemen So I mean just a a ton of hits here Thanks everybody who got into it who helped fill the break who got into all of the fillers and made that happen I appreciate everybody giving it a go. That's a pretty nice break arian foster I mean there's you know There's some randos in here too, but But then it's kind of punctuated by by some nice names in here There's Odell Beckham jr. Flashing by brady gold parallel Like the die cuts here A ton of hits in this stuff There was a greg robbs and erin donnell dual autograph Andrey williams. There was Odell Beckham jr. Rookie jersey autograph redemption expired But hopefully panini will do something for you giants. That's going to be for logan other dual auto dark keys denard Jerome bettis. Yeah, there you go. They've got the bus Autograph for pittsburgh. That was pretty cool We had some cool hits here, and then we got the mike evans rpa And the very last hit of the break was a three out of three russell wilson Pretty nice that went to caron and the seattle seahawks. There you go ladies and gentlemen I'm joe for jaspyscasebreaks.com. Thanks for watching. Thanks for breaking with us I'll see you next time for the next blast from the past break. Bye. Bye


Hello everyone, today I will be explaining you about the antenna subsystems. So what are all the different types of antennas which are used in satellite communication. So those different types of antennas will see it in this session. Now what is the learning outcome of this? So at the end of this session, the student will be able to explain and identify different types of antennas used in the satellites. Now before going to the next slide, let us recall the different types of subsystems which are used in the satellites as well as a basic knowledge of electromagnetic wave propagation, then types of polarization are needed. So electromagnetic wave propagation in the sense the propagation of the wave that is the electromagnetic characteristics of the wave that we have to know then what are the different types of polarization. So basically there may be horizontal polarization or there may be a vertical polarization or there may be an orthogonal polarization. So it depends upon the types of polarization. So now let us look at the basic antenna parameters. So if at all if you consider an antenna, so what are all the basic parameters that an antenna should have or in order to study the properties of an antenna, so what are all the basic parameters that one has to know about antenna. So those are radiation pattern, then second one that is beam width, then antenna aperture, then antenna gain, directivity as well as polarization. So now let us know what is radiation pattern. So radiation pattern is nothing but it is the plot of the electromagnetic field with respect to the frequency of observation or you can say that different fields that will be emitted by the antenna. So they are plotted in a graph with respect to the frequency of operation. So that is nothing but the radiation pattern. So radiation pattern it depends upon the physical structure of the antenna. So the physical structure of the antenna it may be circular or it may be rectangular one or it may be some cross-sectional one. So it depends. So that is what we call it as the physical aperture of the antenna. So that is what aperture in the sense the physical appearance. So basically the antenna aperture is classified into two types that is effective aperture then physical aperture. So physical aperture in the sense the physical appearance of the antenna whereas the effective aperture, effective aperture in the sense the area of the antenna which is responsible for the radiation pattern in a particular direction. So that is nothing but the effective aperture. Now let us look at the beam width. So what do you mean by the beam width? Basically the beam width is nothing but the radiation pattern that is sometimes the radiation pattern it may appear like a circle or it may appear like a random structure. So it may take different forms. So that is nothing but the beam width. So antenna aperture as I told you antenna aperture is nothing but the physical appearance that is physical aperture as well as the effective aperture. Now let us look at the antenna gain. So what do you mean by the antenna gain? So antenna gain is nothing but the property of the antenna which has the capability to produce radiation pattern in an effective way. So basically the gain of the antenna is measured in decibels. Now directivity. So what do you mean by the directivity of an antenna? Directivity of an antenna is nothing but it is the property of the antenna which will speak about the radiation pattern how directional it is. In the sense in what direction does the radiation pattern is large or you can say that the beam width with respect to a particular direction is nothing but the directivity. Again directivity is measured in decibels. So I have already told about the polarization that is polarization is nothing but it is the property of the electromagnetic wave where it is going to propagate in the medium. So if at all if the electromagnetic field or you can say the electric field if it is perpendicular to the surface of the earth then it is orthogonal polarization. So basically polarization is being spoken with respect to the angle of electric field or the magnetic field with respect to the surface of the earth. So at what angle does the electric field propagates with respect to the surface of the earth. So that is nothing but the polarization. So polarization plays a very much important role while deciding the important factor of the antenna that is directivity of the antenna. So if at all if we have the polarization in a particular direction. So suppose if you have the antenna with respect to the surface of the earth. So if it is straight or if it is mounted somewhere then the polarization will speak you about the electromagnetic propagation in a particular direction. So these are the important antenna parameters. Now let us move to the satellite antennas. So basically which types of antennas are used in satellites. So what are the different types of antennas which are used in satellites. Now there are mainly four basic types are there. So those are wire antennas again wire antennas can be divided into monopoles and dipoles then horn antenna then reflector antenna. So in the reflector antenna we are going to have two types that is the parabolic reflector antenna then hyperbolic reflector antenna. So it depends. So it mainly depends upon the radiation pattern or you can say the beam width. So the reflector antennas they play a very much important role especially in communication systems. Now the last one is array antennas. So what are these array antennas array antennas are nothing but the antennas which are arranged in a specific pattern. So specific pattern in the sense suppose if we have a TV antenna like Agi Uda antenna it is going to have the arrays of antennas. So that is nothing but the antenna array. So again the beam width or you can say that the radiation pattern. So it constitutes the different radiation patterns produced by all those antennas. So that is nothing but the array antenna. In array antenna again we are going to have phase array antenna. So I will be speaking about what are these different phase array antenna as well as array antenna in the next slide. Now let us look at the antennas how they are going to appear. So you can see in the slide that is H plane sectoral horn antenna then pyramidal horn antenna so E plane sectoral horn in the sense. So these E plane or the H plane so they are nothing but the polarization of the electromagnetic wave. So suppose if it is a orthogonal polarization or if it is a horizontal polarization then what type of antenna should be used so that depends upon the polarization. So that is what horn antennas are available in different forms. So you can also see the canonical horn antenna. So usually these types of antennas you can find it on the mobile towers. Now let us look at the reflector antennas. So these reflector antennas you can see it in the slide. So it basically consists of the parabolic reflector antenna and then cascane antenna. So the parabolic reflector antenna it is going to be the primary radiator which consists of the primary radiator and then the cascane antenna you can see the sub reflector antenna. So these are all the umbrella like structures which have the capability of getting or which have the capability of directing you can say. So directing the radiation pattern in a particular pattern. Now let us look at the array antennas. So you can have a look at the array antennas in the slide. So array along y axis you can see that then array along x axis you can see there then array along the z axis. It means that the antennas can be arranged in all the dimension that is in one dimension you can arrange two dimension as well as the three dimension. Now you can see the two dimensional array. So how does the arrays of antenna so they are arranged in the y plane as well as in the x plane. Now you can have a look at the typical antenna subsystem on the satellite. So different types of antennas you can see there that is the receiving antenna which is of 30 gigahertz so which has been mounted on the satellite. You can also see the sterable antenna means it has the property of staring in all directions. So then you can also have a look over the solar arrays that is the power subsystem. Then you can also see about the range of frequency that these types of antennas are able to handle the frequency that is 30 gigahertz or you can say suppose if the satellite link if it if at all if it's been designed then always there will be the uplink frequency is always greater than the downlink frequency. So these are the references I have referred so you can refer the textbook by Timothy Pratt that is satellite communication textbook by Timothy Pratt that is second edition. Then I have also referred to the NPTEL courses. Then the best book that you can refer is antennas and wave propagation textbook by John D. Cross thank you.


Welcome everyone. My name is Jose Gato. I work in Red Hat as a software engineer and I'm going to talk in this presentation about going to ZeroTouch Lifecycle Management for Delco Edge Deployments for the ones that attended to the previous talk. We can see that this is complementary because here we are going to see some more details about how we do the cycle management in the Delco deployments. This presentation is so in part of the work that we do inside the Delco integration team where we again help two of our Delco partners to run the different workloads and deployment in the open SIF platform. In this case, more in concrete, what we are going to see is how we create a whole management platform for not only deploying but also for doing the whole life cycle management and also following the ZeroTouch provisioning ideas. About the agenda, the different topics that we are going to see. I will start with some background and context about why Delco needs this kind of ZeroTouch provisioning and life cycle management and what we are proposing. The proposal is to build a management cluster with ACM and CTP GitOps and how we build this management cluster and the different tools that compose it. And then we are going to see two GitOps, CTP GitOps plugins that allow us to do the deployments and configuration using ZeroTouch provisioning and GitOps. Finally, I will do a demo. So the background, why? Because, well, our Delco partners and customers have to scale, especially when we go to the Farage. In the Farage is when we are closer to these radio units and antennas, and you can imagine that if you need one cluster per each antenna, we are talking in numbers about 100,000. It's not acceptable to manage all these clusters individually, especially when mostly most of them are going to be the same hardware, the same workloads or very similar. We are using a common platform to manage all these sites from the cloud up to the Farage and not only to manage the deployment, but also to do the configuration, the monitoring and the different upgrades, so the whole life cycle management. Because we are going to use a GitOps methodology to do everything, we will have a Git repository where we will store our different manifest for our infrastructure and for the configuration. And we can say that the Git repo is going to be the unique point of truth for all your infrastructure. Also, with this Git repository, it's easy to scale and easy to repeat the things because you can just copy some files and do some push and commit. With this idea, you do a commit, you push it, and automatically, zero touch, your infrastructure is deployed and it's configured. After this push, there are a lot of components, services, operators, interactions that are going to happen behind in order to orchestrate everything without your intervention. Okay, so let's see more in detail how to build this management cluster. This is more in detail that we have seen in the previous presentation. Again, we have the architecture of one half or one management cluster that is going to manage other clusters. The management cluster is actually an open-siv cluster with a base of CoreOS and open-siv, together with Red Hat Advanced Cluster Management, ACM, that is going to provide the different services, functionalities, etc., to do your cluster management, together with the assisted service installer that is the newer installer for open-siv cluster. Also, we will use Argo CD to do the synchronization between your Git repository, the objects that you have there, into the ACM. Also, this Argo CD is specially configured because it contains two new CTP GitOps plugins. And finally, the topology, our lifecycle manager, that is a new operator that allows you to do the lifecycle management, but more in concrete about the configuration that you need to apply, and we will see later why we need that. Okay, this is very quickly a screen shot of Argo CD, where we can see one deployment of one of the clusters. The information is stored in Git, Argo CD will synchronize this, and ACM and assisted installer and other components we will do the installation. This is the screen shot of ACM. That is okay. It's the central platform tool that allows you to do all the management of your different cluster and the different versions. More details about how we implemented that, okay? Of course, we start with Git repository. You can have a Git repository with whatever system that you want. It can be GitLab, GitLab, or just a simple Git repository. There, in the Git repository, what we are going to do is to create our manifest. These manifest are two new manifest that are provided by the CTP GitOps plugins that previously we have installed inside Argo CD. And these two templates are called Site Config and PgT Policy Gen Template. Site Config to define your infrastructure and Policy Gen Template to define your configurations. So the files go to Argo CD, and Argo CD takes this into ACM where the assisted installer is leaving. It will take all the information and will start the installation. In parallel, the topology of our life cycle management will take the configuration, and it will allow you to decide how do you want to apply all the different configurations. So what is the scope of the Serotoge provisioning? We have the day zero. In the day zero, we are going to define our infrastructure with one of these CTP GitOps plugins. So you have this new template or custom resource definition that is called Site Config where you will define the different classes that you want to have. Then when the clusters are deployed, we move to day one, and some operators are going to be installed, configured, and some tuning is done to make this cluster a special cluster to later run Telco workloads or CNPs. Some of these configurations are coming by default in all these clusters when we are using CTP. Some others are customization that you will add as policy gen template that also are going to be applied in day one. Why? Because the point in between day one and day two is important because it is what said that this cluster is ready for running CNF workloads. So when everything is done, this cluster is labeled as done, and the day two, the different Telcos can deploy their workloads. And of course, after that, you can continue doing more day two operations with new upgrades or new configurations. And these are the two new templates that are provided by the CTP GitOps tools that are, well, the plugins are installed in Argo CD and provide you with these new templates or custom resource definition. One to define your infrastructure, the other to define configuration. So let's go into detail about these new plugins and the new templates. The first one is the site config that allows you to define your infrastructure and allows to define your infrastructure. And this is important with an unique custom resource because before having this plugin, you could do something similar in ACM. But in ACM, to make a deployment, you have to create a lot of different manifest that make the thing a little bit more complicated here. All these manifest are rubbed into a unique custom resource that only contains the fields that are needed for this telco deployment. So how does it work? Okay, you are in day zero, you have your Git repo, you define your site configs, you push the changes. These go to the Git repo, these go through Argo CD with these plugins that have been implemented as customized plugins. And this site config is going to be transformed into different resources that are the ones that are really needed by the ACM. This is a site config example, you define the name, you define the open-source cluster version, sunnet working for the cluster, sunnet working for the node, and maybe the disks that are going to be used for the installation. Now we go to the policy and template. The policy and template helps you to do the configuration. It's like a set of pre-configurations for concrete tasks that are very related to telco. And, okay, very similar, you are in day one or day two, you have your policy and templates that are applied through Argo CD with this plugin, and the plugin converts this into something that ACM and teloperator understand that are actually policies. This is an example of a policy and template. And the idea of these, let's say, helpers is that they help you to, for example, to deploy one operator, one operator requires different manifests, a lot of lines, and here it's easier to use, because you don't need to know how to do this manifest. You only say that you want to install the storage operator. Maybe also you customize a little about the name that you want to do to the storage class, or, for example, this helper that allows you to set which offensive version you want to have, and you only have to decide the decided version. And to just ending with the different, with the new custom resources, we have a third one that is clustered group upgrade, and this is provided by the top of your lifecycle operator. So it's not 100% true that for a configuration, once that you push this to the git, it's automatically applied to the cluster. Why? Because if we think again that we have 20,000 antennas, maybe you don't want to do one change and to apply this immediately to the 2000 antennas. Maybe you want to do it in different groups. You will upgrade to three antennas at the same time. There were one question before about what happened if something goes wrong. Maybe you want to upgrade only one antenna per region or things like that. Also, because what happens if the policy fails in the antenna 100? Do you want to continue upgrading the other ones, or do you prefer to stop here and to see what happened? What happened if you have long bad width, maybe you want to use one feature here that is attached to download everything before starting the configuration, another different feature that I provided by this new operator. Also, it's very easy to use because you just decide which cluster you want to apply one policy and template and how many clusters you want to upgrade at the same time. So now we will go for the demo. In the first, I don't know how I'm going about time. It's okay. So, okay, what we are going to start is one existing cluster in our infrastructure with three masters. So the site config already exists in our Git repository and we are going to do is to scale it up to add it to more workers. In order to do that, we are going to take this worker definition in the site config. We use worker zero, the disk, the networking, etc. And we will add this to the existing site config to have the final cluster with five nodes. Let me go to my local version of the video that I think is going to see better. Okay, so here in the left side I have my Git repository. The customization Jamel file contains the different site configs that you have in your infrastructure. In this case, I only have one. And this one contains the information from these three masters, okay? We have three masters with its networking, network configuration, etc. What we are going to do now is to add two new workers. The definition is going to be pretty similar, okay? For both of them. And following the GitOps methodology, this site config has been modified. We make a commit. We push it. And Argo CD and the other components will do the next step for you without intervention. Here now it will start the installation. As you know, there are two new nodes. So in the bottom right here we have only three masters. And right up here are some objects that are provided by ACM and other operators that are pretty important. These three ones that are here are agents that were in charge of installing the previous masters. Now by the moment we are focused here in this resort that is a PMH that is going to do the provisioning of the two workers that are, as usual, Intel Core bare metal servers. So what it's going to do is to switch off the servers. It's going to mode virtual media with an installation ISO. The installation ISO is going to happen when you say that here is provisioned. While that is provisioning, the server is booting with this life ISO in some seconds in the video, but some minutes in the reality. The new agents will appear here as part of this installation ISO. Here they are. You have these two worker agents running on the new servers that will start communicating with ACM and Assistant installer to get the instructions to do the installation. So when the agent appears, we can move to watch in other resources in order to see how this installation is progressing. So you only did the git push and git commit and everything was automatically orchestrated. We continue. Well, this is just the last screenshot because the last frame goes very fast, but okay we can see in the last frame we can see how the now cluster have the two new workers ready and while this installation reaches to 100%. So the second demo, I think I'm more than okay. Okay, so now what we are doing is to upgrade, no to do an upgrade of the different clusters versions. Okay, we have clusters that are running 4.12.3, this 4.12.1 and we are going to upgrade them. The interesting thing that we are going to see here is that we are going to do it in groups. We only are going to upgrade or to apply the configuration in groups of two clusters at the same time. So in the cluster there is already one policy that keeps the clusters in the version 4.12.8 and well, or maybe we change it this policy in order to make the cluster to be in 4.12.8. We push this change it, this creates some, the plugin will create ACM policies that are needed for doing the configuration and then we will have to create this new cluster group of great resource that is going to say, this policy that is called upgrade 4.12, I want to apply it to this list of clusters and I want to upgrade only two clusters at the same time. So again for the video I will go to my local copy. Can you read correctly the text in the video less, okay? Can not be bigger? Well I can make zoom in the desktop if needed. I think it's more or less okay. We have, as we have seen this policy that in this case for this demo is saying that now we have all the clusters in 4.12.10. We are going to modify this policy to say that we want to go to 4.12.11 for example.  So okay, we go to our GitOps, we push the changes and everything will start working. Second, we have to make to say to the TALM operator to apply this configuration. We have seen in the previous sample, we take the 4 cluster, we say to apply this policy and in groups of two at the same time. So one that we had the CU, we apply, I think it's wrong with the video. Demo effect also affect to the videos, which is nice. Okay, so we change the version, we commit and we push the changes. So here we go. So here in this part we have the 4 cluster that we have selected here, SNO 5, 6, 7, and the L8K. We see that now all of them are in 4.12.10 and we want to upgrade them, okay? Because we have saved to only upgrade to cluster at the same time. Now when the installation... The video is running but it does not refresh here. Okay, I don't know what happens with the video. But okay, I can pause it here and we can see that the installation is toilet. It is moving for 4.12.10 to 11, but it's only happening in the two first clusters. The video wants to work, but I don't know why not. Okay, now in this part of the video we can see how the first two clusters are already in 4.12.11, that is the decided status and have started to upgrade the other two clusters. Sorry, because I don't know why women might pause the video. Then it does not... Okay, so very quickly this is the same from a graphical user interface where you see that only SNL 6 and 5 are upgraded at the same time. Okay, so well, conclusions, just finishing. We have Therotouch provisioning and GitOps that seems to work very well together for the objectives that we want to have with these partners. Red Hat ECM can manage all the clusters from the cloud to the far edge and well, it seems that it's a pretty good idea to have your infrastructure defined in a declarative way in your Git repository and allows you to have scalability and replicability. So now I have finished my presentation. We can move to questions in case that you have. Okay, the question is about if this management cluster is operated by us or by the partner. Okay, usually in the cases that we are working, they are running their own management cluster to manage their spoke clusters. The question is how many clusters you can manage with a management cluster. Sorry, because the answer is very... But it depends on how is your hub cluster, how big is your hub cluster. But in the previous presentation, we have seen that one hub cluster that was a compact cluster. It was a compact cluster in bare metal with hundreds of CPUs. Okay, it's not a small one. It can manage, for example, and deploy more than 3,000 single nodes offensive. More questions? Yeah, sure. It can be whatever. The question is if when we are doing the Git push is to a Git repository if it is inside the management cluster or not. In principle, the management cluster is not composed by a Git repository. It could be. This is maybe up to you. In principle, this can be whatever you want. But by default, ACM or Argo CD don't come with a Git repository. When you configure Argo CD to work with these CTP GitHub tools, you have to configure the applications to say where is your Git repository, the Git repository that you want to have in to sync. By other application, for example, because this is Argo CD... Okay, it's other application. But I didn't understand currently the question. Okay, the question is if they are going to... If our customers are using Git or other tool to prepare these files. In principle, I'm not sure if Argo CD can synchronize with other application. What we are doing is always we are using Git repositories. How the manifest reach to the Git repository, this is true that depends on different partners or customers. Do you mean physically? Okay, so part of the configuration... Okay, great. Part of the configuration that is in the site, the question story is about how you define where the cluster, the managed cluster is going to be physically. And the rest of the clusters. So for the spoke clusters, it's because in the site config is where you say, in this case, it's most of the time we are working with bare metal. So you have to know what this bare metal already exists, of course, and you have the bare metal interface with the IP user and password that you define in the site config. So of course the management cluster have to have connectivity to these bare metal servers. And in the site config is where you define where these are in the way of what is the IP of this interface in the bare metal that do the installation. I think these are different methodologies. But the question is how we solve that because this edge cluster could have close connection to the hub cluster from time to time. Okay, so what it will happen there is that if there are not connectivity between the hub and the spoke, in ACM you will detect that because there is one agent running there that is connecting to that. If this happens, the spoke cluster is autonomous. So it will continue working as it is and the workloads will be running no matter what happens. If you don't recover this connection, you will lose the possibility of doing day two operation. Okay, that's okay. Okay, no more questions, thank you.